- 21% of officers promoted, taken up or examined.
- Famped, poor performance leads to cases of supersession.
- Promotion now linked to integrity, not to seniority.
Islamabad: There is an increase in postponement from Administrative Pakistan Service (PAS), the Pakistan Police Service (PSP) and the office management group (OMG) following the performance watch mechanism introduced for the application of standards of responsibility for civil bureaucracy.
Official data available with The news reveals that a total of 2,270 officers were envisaged for the promotion through the footsteps, PSP and OMG by the departments of selection of departments (DSB) during the 2020-2024. Among these, only 481 officers (21%) were promoted to merit, highlighting the rigorous standards of the DSB.
About 4% (80 officers) were placed under performance monitoring as a corrective measure, while 1.5% (33 officers) were replaced due to serious performance or driving problems. These decisions, according to official sources, were based on detailed assessments of individual service files, conduct, integrity and membership of service rules.
“This Institutional Shift Underpins Better Gover Governance by Enn Only Those Meeting Stringent Professional Benchmarks are Entrusted with Higher Responsibility,” A Senior Establishment Division Source Said, Adding that the dsb Undertook a Rigorous and Merit-Based Process for the Care Servants from 2020 to 2024. “This exercise loved not only to reward consist excellence and dedication in public service but also to uphold accountability- key elements of good governance,” said the manager.
By strictly adhering to merit, it is said that the DSB assured that only agents demonstrating high standards of professionalism, integrity and engagement were promoted. Simultaneously, officers with driving or performance problems were held responsible by the postponement or the SuperSsession, under the rules for promoting civil servants, 2019. This process strengthens the institutional fabric of the public service and contributes directly to the national development objectives by guaranteeing competent leadership at the helm, said the source.
It is revealed that officers with coherent underperformance or driving problems were subjected to: a) a performance watch, to allow improvement before a more serious action; b) SUPRSESSION, used with sparingly as a final measure. It is said that the rate of relatively low supersing (1.5%) reflects a preference for the rehabilitation of officers through performance monitoring, strengthening a just and developmental approach. To institutionalize responsibility, an important modification has been made to the rules for promoting civil servants (BPS-18 to BPS-21), 2019: who says that an officer who has already been replaced twice in the current position or note, and that these superssesss will not be recorded. “This amendment strengthens the promotion framework by formalizing the limits of repeated superssions and ensuring that promotion opportunities are reserved for constantly efficient agents, thus preserving the integrity of the promotion process and by aligning the progress of the public service more with good governance.”, Said the source.
The SuPersession is taken into account for officials lower than the average / managers of the means, those facing allegations of financial faults, including corruption and coarse behavior with the general public.
Reports are made in the cases of officers deemed disinterested in active service, the abusive use of the official authority for personal gains, inaccessibility to the public, poor working habits, dubious financial integrity, disciplinary problems and non-compliance with the division of establishment of the establishment division and limited professional skills.
“The division of the establishment, through these advice, has made sure that deserving agents are progressing in their careers, while those who do not meet professional standards are correctly deferred or replaced,” said the source, adding: “This process has considerably contributed to strengthening good governance, aligning the leadership of civil function with the national priorities of development and integrity and professional at all levels of government ”.
The Division of the Establishment undertook a transformation of the DPC framework in 2023, aligning it with the rules for promoting civil servants, 2019. This change marks an evolution of increase -based progression towards a model of yield and focused on merit which favors professional skills, integrity and ethos of the public service.
Before 2022, the DPC mechanism lacked structured responsibility. For example, in 2019, although 220 officers were promoted from a panel of 434, no officer was put on performance exam, revealing systemic gaps in the assessment of adequacy beyond permanence.
Since 2023, the DPC process has incorporated solid measures to assess the relevance of officers, particularly emphasizing driving, integrity and professional standards. The officers found the lack of these essential attributes were deferred under performance watch provisions.
“This measure has been operationalized to maintain the principle according to which promotion is not a right, but a responsibility reserved for those which meet clearly defined standards of physical conditioning and to include ethical,” said the source.
Originally published in the news
