presentation 2.1 & 2.2
TRANSCRIPT
-
7/30/2019 Presentation 2.1 & 2.2
1/31
1
PROSPECTS OF PROMOTION
primary attraction for candidates seeking
employment
grant of promotion to the next higher grade gives a
fillip to his efficiency in service
fosters the appropriate attitude to grow for
achieving excellence in service
-
7/30/2019 Presentation 2.1 & 2.2
2/31
2
PROMOTIONRULES
employee has no right to promotion
only a right to be considered forpromotion
employee is to have an unblemishedrecord.
-
7/30/2019 Presentation 2.1 & 2.2
3/31
3
OBJECTIVE OF SESSIONInform the participants about
basic rules and regulations governing
promotions types of promotion and methods of
promotion
importance of Departmental Promotion
Committee and its functions in choosing anappropriate, eligible candidate forconsideration of promotion.
-
7/30/2019 Presentation 2.1 & 2.2
4/31
4
PROMOTIONSPurpose of knowing Rules
have more or less a uniform code of
promotion eschew bias, prejudice, subjectivity and stand
scrutiny in any Court of Law for its justnessand fair play
rules of Government provide for promotion bymerit or on the basis of seniority, subject torejection of the unfit
-
7/30/2019 Presentation 2.1 & 2.2
5/31
5
PROMOTIONDepends on
merit
where merit alone is the criterion forpromotion, seniority an important factor
Annual Confidential Report
selection the right candidate by DPC
-
7/30/2019 Presentation 2.1 & 2.2
6/31
6
DEPARTMENTAL PROMOTION
COMMITTEESize and Composition
DPCs should be formed in each Ministry/
Department/ Office whenever an occasionarises for making promotions/ confirmations
In the cases of Group A & B
Members should be officers at least one stepabove the posts in which promotion/ confirmationto be made
-
7/30/2019 Presentation 2.1 & 2.2
7/31
7
DEPARTMENTAL PROMOTION
COMMITTEE In case of Groups C & D
Chairman of the DPC an officer of a sufficiently
high level and one of the members from aDepartment not connected with the one in whichpromotions are considered
mandatory to have one member from SC/ST andone member belonging to minority community
-
7/30/2019 Presentation 2.1 & 2.2
8/31
8
DPCFunctions suitability of the candidates for promotion be
considered in an objective and impartialmanner
shall judge the suitability of officers for promotions to selectionas well as non-selection
posts
confirmation in their respective grades/ posts assessment of the work and conduct of
probationers for the purpose of determiningsuitability for retention in service
-
7/30/2019 Presentation 2.1 & 2.2
9/31
9
DPCFrequency of meetings
to be convened at regular annualintervals to draw panels to be utilizedon promotions against the vacanciesoccurring during the course a year
be convened every year if necessary ona fixed date
-
7/30/2019 Presentation 2.1 & 2.2
10/31
10
GUIDELINES on promotions Promotion is earned by dint of hard
work, good conduct and result oriented
performance as reflected in CRs Averagemay not be taken as an
adverse remark, it cannot be regardedas complimentary to the officer
copy of seniority list to be circulated tothe persons concerned
-
7/30/2019 Presentation 2.1 & 2.2
11/31
11
GUIDELINES on promotions No interview to be held by the Committee
unless provided for in Recruitment Rules for
the post. DPC Proceedings valid only if all members are
duly invited & majority including theChairman are present
To be ensured that regular meetings of DPCare held every year for each category ofposts
-
7/30/2019 Presentation 2.1 & 2.2
12/31
12
GUIDELINES on promotions DPC proposals to the UPSC - all
Ministries/ Departments to attach
statement showing penalties imposedon officers
reservations and concessions to SCsand STs to be considered
SC/ST officer of appropriate level tobe associated as a member.
-
7/30/2019 Presentation 2.1 & 2.2
13/31
13
GUIDELINES on promotions role of DPCs in various Ministries to be
periodically reviewed
members (including Chairman) of DPCshaving relatives on select panel beforeDPC not to take part in the deliberations
of the Committee
-
7/30/2019 Presentation 2.1 & 2.2
14/31
14
DPCPapers to be put before DPC
Seniority list
Confidential Reports for at least 5 yrs
Recruitment Rules
List of eligible persons
Names of the officers who are on deputation Names of officers proceeding on study leave
Vigilance certificate
-
7/30/2019 Presentation 2.1 & 2.2
15/31
15
Papers to be put before DPC
-contd. Seniors who have completed probation period
but not the required service Integrity certificate
The records of service of the following officers who are tobe considered for promotion/ confirmation in the gradehave been carefully scrutinized and it is certified thatthere is no doubt about their integrity
Year-wise break-up of vacancies Pro forma
-
7/30/2019 Presentation 2.1 & 2.2
16/31
16
YEAR-WISE PANEL
steps to be followed
Determination of actual number of regular
vacancies that arose in each of the previousyear(s) on account of Vacancies due to death, voluntary retirement, new creations
Vacancies not intimated to the DPC
Deputation vacancies Persons refusing promotions
Preparation of a year-wise Select list
-
7/30/2019 Presentation 2.1 & 2.2
17/31
17
METHODS OF PROMOTIONS
Selection Method
Selection-cum-Seniority
Selection by Merit, and
Non-Selection or
Seniority-cum-fitness Method
-
7/30/2019 Presentation 2.1 & 2.2
18/31
18
SELECTION METHOD
for the purpose of determining thenumber of officers who will be
considered from out of those eligibleofficers in the feeder grade(s), restrictthe field of choice as
-
7/30/2019 Presentation 2.1 & 2.2
19/31
19
SELECTION METHOD
No. of vacancies No. of officers to be
Considered
1 5
2 8
3 10
4 10 + twice thenumber of vacancies in
excess of three vacancies
-
7/30/2019 Presentation 2.1 & 2.2
20/31
20
SELECTION METHOD
Therefore, the formula can be workedout as
2 x (a) + 4
where a stands for number ofvacancies.
This field of choice is referred aszone of consideration.
-
7/30/2019 Presentation 2.1 & 2.2
21/31
21
SELECTION METHODwith reference to SC/ST officials
zone of consideration
with reference to the assessed
vacancies, prescribed with extendedzone for SCs/STs is five times thenumber of vacancies to ensure the
promotion chances against the reservedquota for them
-
7/30/2019 Presentation 2.1 & 2.2
22/31
22
zone of consideration - forSC/ ST
No. of Normal zone Extended zone forVacancies consideration of SC/ST
1 5 52 8 103 10 154 12 20
5 and above Twice the number 5 times theof vacancies plus number of4 vacancies
-
7/30/2019 Presentation 2.1 & 2.2
23/31
23
GUIDELINES FOR DPC-while considering cases under selection method
enjoy full discretion to devise their ownmethods and procedures, for objective
assessment of the suitability of candidates advancement in an officers career to be
earned by dint of hard work, good conductand result-oriented performance
performance above Average to entitle anofficer to recognition in the matter ofpromotion.
EVALUATION OF CONFIDENTIAL
-
7/30/2019 Presentation 2.1 & 2.2
24/31
24
EVALUATION OF CONFIDENTIALREPORTS
-while considering cases under selection method
assessment of each officer to be made on fair, justand non-discriminatory evaluation of confidentialreports for 5 preceding years
DPC to make its own assessment of officers withoutbeing merely guided by the grading
Reviewing Officers remarks to be taken as Finalremarks
DPC to give final grading as outstanding, very good,good, average and unfit.
DPC to take note of non-communication of anyadverse remark in CRs
-
7/30/2019 Presentation 2.1 & 2.2
25/31
25
OTHER METHODS OFPROMOTION
Selection-cum-Seniority
Selection by Merit
Having regard to the levels of the posts to whichpromotions are to be made, the nature and
importance of duties attached to the posts, a
benchmark grade would be determined for eachcategory of posts
-
7/30/2019 Presentation 2.1 & 2.2
26/31
26
SELECTION-CUM-SENIORITYMETHOD
CategorySelection-cum-Seniority For all Gr B , C and A
posts (salary below Rs
12,000) Group A posts filled by
promotion from lowergroups
Selection by Merit Group A services/ posts
(salary Rs 12,000 andabove)
Benchmark
Good
Good
Very Good
-
7/30/2019 Presentation 2.1 & 2.2
27/31
27
NON-SELECTION METHOD
DPC need not make a comparativeassessment of the records of officers and it
should categorize the officers as fit or notyet fit for promotion on the basis ofassessment of their service record
officers categorized as fit should be placed in
the panel in the order of their seniority in thegrade from which promotions are to be made
-
7/30/2019 Presentation 2.1 & 2.2
28/31
28
TYPES OF PROMOTION-Other than Regular Promotions
Ad hocPromotionsPro formaPromotions
In SituPromotions
-
7/30/2019 Presentation 2.1 & 2.2
29/31
29
TYPES OF PROMOTION-Other than Regular Promotions
Ad hocPromotions no candidate in the approved panel
injunction by Court/ Tribunal against fillingup the vacancy on regular basis and thepost cannot be kept vacant till the final
judgment
short term vacancies of more than 45 daysand there is no candidate in the approvedpanel
-
7/30/2019 Presentation 2.1 & 2.2
30/31
30
TYPES OF PROMOTION-Other than Regular Promotions
Pro formaPromotions
An officer serving outside his regular cadree.g.,deputation, Training
Not admissible to an officer who is deputed
to hold a regularly constituted ex cadrepost abroad and whose pay is regulatedunder special orders
-
7/30/2019 Presentation 2.1 & 2.2
31/31
31
TYPES OF PROMOTION-Other than Regular Promotions
In SituPromotions Posts having no avenue of promotion at all
as also to posts having inadequate avenueof promotion
Group D and Group C posts on theminimum of the relevant pay scale and not
promoted on a regular basis even afterdrawing the maximum of the pay scale formore than a year