Departmental Promotion Committees (DPCs)

-

Here is a structured orderly list of the key points and examples from the document for better readability and understanding:

Key Points of the Document

  1. Formation of Departmental Promotion Committees (DPCs)

    • Different DPCs are formed for different levels of promotions.
    • Higher-level promotions involve senior officials like Secretaries and Heads of Departments.

  2. Frequency of DPC Meetings

    • DPCs should meet twice a year unless no immediate or foreseeable vacancies exist.
    • Meetings are scheduled after departmental examination results are announced.

  3. Selection List Preparation

    • Selection lists should include at least 25% more candidates than the actual vacancies.
    • If vacancies are less than four, the list should have at least one extra candidate.

  4. Criteria for Promotion

    • Confidential Reports (CRs) of the last five years are reviewed.
    • If an official has less than five years of service, reports from previous positions are considered.
    • Officials on deputation are assessed based on the borrowing department’s feedback.

  5. Handling Adverse Remarks & Pending Departmental Enquiries

    • If an official’s promotion is withheld due to adverse remarks, reconsideration happens once remarks are cleared.
    • If an official fails a departmental examination, they are reconsidered after passing.
    • Officials under departmental inquiry or suspension are still considered for promotion, but it may be reviewed based on the inquiry outcome.

Practical Examples

1. Seniority-Based Promotion

  • An Assistant Engineer with five years of good service records is promoted to Executive Engineer based on seniority-cum-merit.

2. Adverse Remarks Affecting Promotion

  • A Clerk is denied promotion due to negative remarks in the Confidential Report (CR).
  • Once the remarks are removed, they are reconsidered for promotion.

3. Departmental Examination Requirement

  • A Section Officer is eligible for promotion but hasn’t passed the required departmental exam.
  • Once they pass, they are promoted without needing another DPC meeting.

4. Promotion Despite Pending Inquiry

  • A Superintendent has a departmental inquiry pending but is otherwise eligible.
  • They are provisionally promoted, subject to review after the inquiry’s outcome.

5. Selection List Preparation

  • If 10 vacancies exist in a department, the DPC recommends 13 candidates (10 + 25%) for promotion consideration.

6. Delayed DPC Meetings Affecting Promotion

  • A Deputy Manager is eligible for promotion to Manager, but the DPC meetings are delayed.
  • Due to this delay, the employee misses their rightful promotion, causing inefficiency in the department.

7. Officer Promoted After Clearing Negative Remarks

  • A Police Inspector is denied promotion to Deputy Superintendent of Police (DSP) due to an adverse remark in their CR.
  • The officer files a representation, proving the remark was unfair.
  • Once removed, their name is added to the promotion list, and they are promoted immediately.

8. Forecasting Vacancies for Future Promotions

  • A Public Works Department (PWD) Executive Engineer retires, creating a vacancy.
  • The appointing authority forecasts five additional retirements in the next 12 months.
  • The DPC prepares a select list with extra candidates to avoid delays.

9. Directly Appointed Officers Considered for Promotion

  • A District Treasury Officer is directly appointed and has only four years of service.
  • Since five years of CRs are required, the entire service record is considered for promotion.

10. Promotion Despite Being on Deputation

  • A Revenue Officer is on deputation to another department.
  • Their promotion is due, and the borrowing department’s feedback is required.
  • The DPC relies on the deputed department’s assessment and promotes them.

This structured list makes it easier for readers to understand the promotion process, key rules, and real-life scenarios. 🚀

Comments

Post a Comment

Popular posts from this blog

**Detailed Guide for Promotion Authorities on The Karnataka Government Servants’ Seniority Rules, 1957 – Rules, Procedures, and Practical Examples**

-
Image
Got it! The promotion authorities are responsible for maintaining and implementing seniority rules fairly. Here’s a detailed, structured explanation of the Karnataka Government Servants’ Seniority Rules, 1957 with a focus on how promotion authorities should handle seniority and promotions . The Karnataka Government Servants’ Seniority Rules, 1957 – Detailed Guide for Promotion Authorities with Practical Examples 1. Importance of Seniority in Promotion  Seniority directly affects promotions , career growth, and postings. Promotion authorities must ensure fairness in promotions. Merit vs. Seniority in Promotions: If promotion is based only on seniority , the longest-serving employee in a grade gets promoted. If promotion is based on seniority-cum-merit , promotion depends on both experience and performance . Seniority must be fixed based on rules, not on individual discretion . 📌 Example 1 : Two officers joined on the...
Read more

### **Karnataka Civil Services (General Recruitment) Rules, 1977: Detailed Summary with Key Provisions & 10 Practical Examples**

-
Summary of Karnataka Civil Services (General Recruitment) Rules, 1977 (Amended up to 2005) with 10 Key Insights & Examples The Karnataka Civil Services (General Recruitment) Rules, 1977 , framed under Article 309 of the Constitution of India , regulate the recruitment, promotion, eligibility, reservation, and appointment procedures for government employees in Karnataka. Here are the 10 most important aspects , along with practical examples for better understanding. 1. Applicability & Scope of the Rules These rules apply to all State Government posts , both temporary and permanent . They do not apply to: All India Services appointments . Industrial and casual employment . Work-charged establishments . Example: The rules apply when recruiting a Range Forest Officer (RFO) but not when hiring daily wage laborers in the Forest Department. 2. Recruitment Methods Recruitment is done through: Direct recruitment (competitive exams or interviews). Promotion (se...
Read more

What is the Role of SAA/KIC/CIC in RTI Act 2005 in India

-
  Role of State Information Commission (SIC) / Karnataka Information Commission (KIC) / Central Information Commission (CIC) in RTI Act, 2005 The State Information Commission (SIC) (including Karnataka Information Commission (KIC) ) and the Central Information Commission (CIC) play a crucial role in ensuring transparency and accountability under the Right to Information (RTI) Act, 2005 . They act as the final appellate authorities and watchdogs to enforce the implementation of RTI. Key Responsibilities of SIC/KIC/CIC Hearing Second Appeals – If an applicant is not satisfied with the First Appellate Authority (FAA) decision, they can file a second appeal with the SIC (for state public authorities) or CIC (for central public authorities) . Investigating RTI Violations – These commissions investigate cases where public authorities deny, delay, or manipulate information . Ordering Information Disclosure – If they find that the information was wrongly denied, they can d...
Read more