Main Article - Jun, 2005
DEPARTMENTAL PROMOTION COMMITTEE
By
Ch. Srinivasa Rao, Under Secretary, CSIR, New Delhi
Introduction
A career is said to be healthy only when there are well designed opportunities for development. Challenging career opportunities provide necessary motivation to the staff. Success of an organization largely depends upon its motivated human resources. Govt. organizations do attract talent because of job security and hassle-free functioning. Among Govt. Departments, an established system of promoting its staff through Departmental Promotion Committee (DPC) is existing.
Functions of DPCs
The DPCs are basically formed for the following purposes:
i)To consider the cases for promotion to “Selection”, “Non-Selection” and "Selection-cum-Seniority” posts
ii)Confirmation
iii)Assessment of the work and conduct of probationers for retention in service
iv)Screening of cases under Assured Career Progression Scheme
v)Cases of Cadre Review
One of the functions of DPC is also to consider the cases of staff members for crossing Efficiency Bar (EB). Before implementing the recommendations of the Fifth Central Pay Commission, all the pay scales were having EBs at certain stages. The Pay Commission while drastically bringing down the number of scales of various grades/posts, had also done away with crossing of EB.
By
Ch. Srinivasa Rao, Under Secretary, CSIR, New Delhi
Introduction
A career is said to be healthy only when there are well designed opportunities for development. Challenging career opportunities provide necessary motivation to the staff. Success of an organization largely depends upon its motivated human resources. Govt. organizations do attract talent because of job security and hassle-free functioning. Among Govt. Departments, an established system of promoting its staff through Departmental Promotion Committee (DPC) is existing.
Functions of DPCs
The DPCs are basically formed for the following purposes:
i)To consider the cases for promotion to “Selection”, “Non-Selection” and "Selection-cum-Seniority” posts
ii)Confirmation
iii)Assessment of the work and conduct of probationers for retention in service
iv)Screening of cases under Assured Career Progression Scheme
v)Cases of Cadre Review
One of the functions of DPC is also to consider the cases of staff members for crossing Efficiency Bar (EB). Before implementing the recommendations of the Fifth Central Pay Commission, all the pay scales were having EBs at certain stages. The Pay Commission while drastically bringing down the number of scales of various grades/posts, had also done away with crossing of EB.
Composition of DPCs
The DPCs are constituted grade/ postwise depending upon the Group of grade/post the incumbent belongs to. In CSIR system, the staff members are broadly categorized into Administrative, Scientific & Technical cadres. While the Administrative staff members are covered by the DPCs, the S&T staff members are governed by a different set of rules which provides for Flexible Complementing System.
The DPCs are constituted grade/ postwise depending upon the Group of grade/post the incumbent belongs to. In CSIR system, the staff members are broadly categorized into Administrative, Scientific & Technical cadres. While the Administrative staff members are covered by the DPCs, the S&T staff members are governed by a different set of rules which provides for Flexible Complementing System.
The following DPCs are constituted to consider the cases of Administrative staff.
For Gr. A posts in General and Finance & Accounts Cadres
1. Director-General, CSIR or his nominee … Chairman
2. Two Directors of National Labs./Instts. … Members
3. A representative … Member (Ex-Officio)
General cadre: Ministry of Home
Finance & Accounts cadre: C&AG of India/Director of Audit, Central Revenues
4. Joint Secretary (Administration), CSIR … Member (Ex-Officio)
5. Financial Adviser, CSIR … Member (Ex-Officio)
6. DG’s nominee … Member
7. Representative of SC/ST … Member
For Gr. A posts in Stores & Purchase Cadre
1. An outside Expert … Chairman - to be nominated by the DG, CSIR
2. Three outside Experts … Members - to be nominated by the DG, CSIR
3. Director of a National Lab./Instt … Member
4. Joint Secretary (Admn.), CSIR … Member (Ex-Officio)
5. Financial Adviser, CSIR … Member (Ex-Officio)
6. Representative of SC/ST … Member
For Gr. B (All Gazetted cadres)
1. Joint Secretary (Admn.), CSIR
2. Financial Adviser, CSIR
3. Representative of SC/ST
For Gr. B and Gr. C (Non-Gazetted) Cadres
For posts borne on “Local Cadres”, DPC/Selection Committee shall be constituted by the Directors in the case of National Lab./Instt. and the Joint Secretary (Admn.), CSIR in the case of CSIR HQs.
1. Director or his nominee … Chairman (Jt. Secretary in case of CSIR HQs.)
2. Three Officers from amongst: … Members
i) Sr. CoA/CoA/AO
in case of Lab./Instt. OR
Sr. Dy. Secretary/DS/US
in case of CSIR HQs.
ii) Dy. Financial Adviser/Controller
of Finance & Accounts
iii) Representative of SC/ST Member
The above Committee is also valid for screening the cases of employees in the scale of Rs.5500-9000 for financial upgradation under "Assured Career Progression Scheme".
Incidentally, the composition of the DPCs is also the same for Recruitment process.
Preparatory action by Administration
Adherence to time-frame: Non-adherence to the prescribed time-frame results in continued delay in convening DPCs. In case of non-adherence to the prescribed time-frame, steps should be taken to fix responsibility.
Frequency
For Gr. A posts in General and Finance & Accounts Cadres
1. Director-General, CSIR or his nominee … Chairman
2. Two Directors of National Labs./Instts. … Members
3. A representative … Member (Ex-Officio)
General cadre: Ministry of Home
Finance & Accounts cadre: C&AG of India/Director of Audit, Central Revenues
4. Joint Secretary (Administration), CSIR … Member (Ex-Officio)
5. Financial Adviser, CSIR … Member (Ex-Officio)
6. DG’s nominee … Member
7. Representative of SC/ST … Member
For Gr. A posts in Stores & Purchase Cadre
1. An outside Expert … Chairman - to be nominated by the DG, CSIR
2. Three outside Experts … Members - to be nominated by the DG, CSIR
3. Director of a National Lab./Instt … Member
4. Joint Secretary (Admn.), CSIR … Member (Ex-Officio)
5. Financial Adviser, CSIR … Member (Ex-Officio)
6. Representative of SC/ST … Member
For Gr. B (All Gazetted cadres)
1. Joint Secretary (Admn.), CSIR
2. Financial Adviser, CSIR
3. Representative of SC/ST
For Gr. B and Gr. C (Non-Gazetted) Cadres
For posts borne on “Local Cadres”, DPC/Selection Committee shall be constituted by the Directors in the case of National Lab./Instt. and the Joint Secretary (Admn.), CSIR in the case of CSIR HQs.
1. Director or his nominee … Chairman (Jt. Secretary in case of CSIR HQs.)
2. Three Officers from amongst: … Members
i) Sr. CoA/CoA/AO
in case of Lab./Instt. OR
Sr. Dy. Secretary/DS/US
in case of CSIR HQs.
ii) Dy. Financial Adviser/Controller
of Finance & Accounts
iii) Representative of SC/ST Member
The above Committee is also valid for screening the cases of employees in the scale of Rs.5500-9000 for financial upgradation under "Assured Career Progression Scheme".
Incidentally, the composition of the DPCs is also the same for Recruitment process.
Preparatory action by Administration
Adherence to time-frame: Non-adherence to the prescribed time-frame results in continued delay in convening DPCs. In case of non-adherence to the prescribed time-frame, steps should be taken to fix responsibility.
Frequency
The DPCs are required to meet at regular annual intervals to draw panels which could be utilized for promoting the staff members against vacancies occurring during the course of a vacancy year (Calendar year). In any particular year, if no vacancies to be filled through DPC are available, a Certificate to that effect has to be recorded.
Meetings of the DPC need not be delayed or postponed on the ground that recruitment rules for a post or group of posts are being reviewed/amended, as rules will be effected only prospectively. A vacancy shall be filled in accordance with the recruitment rules in force on the date of vacancy, unless rules made subsequently Give retrospective effect in specific cases.
Seniority lists
Meetings of the DPC need not be delayed or postponed on the ground that recruitment rules for a post or group of posts are being reviewed/amended, as rules will be effected only prospectively. A vacancy shall be filled in accordance with the recruitment rules in force on the date of vacancy, unless rules made subsequently Give retrospective effect in specific cases.
Seniority lists
Seniority lists have to be got prepared at least two months in advance from the date of the DPC and distributed to the staff members to enable them to point out any omission/commission by a stipulated date. Separate lists for each grade should be prepared. Where there are more than one feeder grades for which no specific quota has been earmarked, a common eligibility list should be prepared. It should be seen that all eligible Officers including those belonging to SC/ST and those on deputation, etc. are included. An indication should be made in the lists that the seniority lists were circulated and representations, if any, were considered. If the seniority of any of the Officers listed therein has to be finalized, the fact may be brought to the notice of the DPC. The lists have to be authenticated by an Officer not below the rank of Under Secretary.
Officers who are eligible for different years for which the Select List is to be prepared as on 31st December of the year.
Crucial date
Officers who are eligible for different years for which the Select List is to be prepared as on 31st December of the year.
Crucial date
In CSIR system, it is 1st January of the year as ACRs are written financial yearwise.
ACRs
ACRs
The grading awarded in the ACR of Administrative cadre should be any of the following: (i) Outstanding; (ii) Very Good; (iii) Good; (iv) Average; and (v) Unfit. If the gradings are not specific or expressed in ambiguous terms such as “Between Very Good and Outstanding”, or “tending towards Outstanding”, the lower grade should only be taken into account.
Before convening the meetings of the DPC, it is necessary to see that the Annual Confidential Reports (ACRs) are complete and up-to-date. The ACR folder of each candidate should be checked to verify whether ACRs are available for all the years under review. Before working out the over all grading of all the candidates, the DPC should examine as to whether any major or minor penalty has been imposed on the individual or whether there are any remarks against the column “Integrity”.
ACRs are to be considered in respect of all the Officers who are being considered for promotion for equal number of years i.e. preceding 5 years. If the candidate happens to work under the supervision of two different Officers in a particular year, two separate reports have to be obtained and these reports shall be treated as one for that particular year. If ACR is not available for any particular year, such fact has to be recorded, and the ACRs of the years preceding five years have to be considered by the DPC. If they are not available, ACRs of lower grade can be taken into account. In case these are also not available, then ACRs that are readily available have to be considered.
In cases where an individual officiates in higher grade and had earned ACRs in that grade, such ACRs can be considered by the DPC, limiting the number of ACRs to be considered to the equal number. If there is a difference between the grading awarded by the Reporting and Reviewing Officers in respect of a particular ACR, the remarks should be studied and final assessment is made by the DPC.
The assessment made by the DPC on the basis of ACRs alone, at times, varies with real qualities of the person assessed. Therefore, the ACRs are required to be written with the greatest care in order to reflect the true profile of the Officer to be reported upon and the work, character, qualities and capabilities of the Officer could be judged accurately by the DPC.
Effective from 15-11-2000, the DPC should assess the suitability of the employees for promotion on the basis of their Service Records and with particular reference to the ACRs of "five preceding years” irrespective of the qualifying service prescribed in the service/recruitment rules”. Only such ACRs should be considered which become available during the year immediately preceding the vacancy/panel years even if DPCs are held later than the schedule prescribed.
Adverse remarks
Before convening the meetings of the DPC, it is necessary to see that the Annual Confidential Reports (ACRs) are complete and up-to-date. The ACR folder of each candidate should be checked to verify whether ACRs are available for all the years under review. Before working out the over all grading of all the candidates, the DPC should examine as to whether any major or minor penalty has been imposed on the individual or whether there are any remarks against the column “Integrity”.
ACRs are to be considered in respect of all the Officers who are being considered for promotion for equal number of years i.e. preceding 5 years. If the candidate happens to work under the supervision of two different Officers in a particular year, two separate reports have to be obtained and these reports shall be treated as one for that particular year. If ACR is not available for any particular year, such fact has to be recorded, and the ACRs of the years preceding five years have to be considered by the DPC. If they are not available, ACRs of lower grade can be taken into account. In case these are also not available, then ACRs that are readily available have to be considered.
In cases where an individual officiates in higher grade and had earned ACRs in that grade, such ACRs can be considered by the DPC, limiting the number of ACRs to be considered to the equal number. If there is a difference between the grading awarded by the Reporting and Reviewing Officers in respect of a particular ACR, the remarks should be studied and final assessment is made by the DPC.
The assessment made by the DPC on the basis of ACRs alone, at times, varies with real qualities of the person assessed. Therefore, the ACRs are required to be written with the greatest care in order to reflect the true profile of the Officer to be reported upon and the work, character, qualities and capabilities of the Officer could be judged accurately by the DPC.
Effective from 15-11-2000, the DPC should assess the suitability of the employees for promotion on the basis of their Service Records and with particular reference to the ACRs of "five preceding years” irrespective of the qualifying service prescribed in the service/recruitment rules”. Only such ACRs should be considered which become available during the year immediately preceding the vacancy/panel years even if DPCs are held later than the schedule prescribed.
Adverse remarks
If there are adverse remarks in the ACRs of a Council servant for a period prior to preceding 3 years or if adverse remarks are not grave enough, the DPC may ignore the remarks and proceed with consideration of the case. If there are serious adverse remarks in ACRs of any of the preceding 3 years which were not communicated to the employee, the DPC may defer the case. Similarly, in cases where a decision on the representation could not be taken, such case has to be deferred.
Determination of vacancies
Determination of vacancies
Clear vacancies have to be determined as accurately as possible for being filled through DPC which have occurred due to resignation/ retirement/death. Posts which are expected to fall vacant due to deputation for a period not less than one year, or long leave should also be listed.
The DPC held for a particular vacancy year subsequent to the creation of new posts in the same vacancy year would be required to take in to consideration such posts also along with other existing/anticipated vacancies and yearwise panels are to be prepared.
Officers on deputation, etc.
The DPC held for a particular vacancy year subsequent to the creation of new posts in the same vacancy year would be required to take in to consideration such posts also along with other existing/anticipated vacancies and yearwise panels are to be prepared.
Officers on deputation, etc.
The names of the Officers who are on deputation, including those on foreign service should be included in the list of candidates to be considered for promotion/ confirmation as the period of service rendered by such Officers should be treated as comparable service in the parent department. Similarly Officers who are on Study Leave or those who are granted special leave for training abroad under the various training schemes should also be considered. On their return to the cadre, it should be provided for regaining the temporarily lost seniority in the higher grade while they continue to be on deputation/study leave so long as any Officer junior to him in the panel is not required to be considered by a fresh DPC irrespective of the fact whether he may or might not have got the benefit of pro forma promotion.
Pro forma promotion
Pro forma promotion
When an Officer, within or outside the cadre of his service, is prevented due to deputation, etc. from officiating on his turn in a post on higher scale/grade borne on the cadre of the service to which he belongs, he may be authorized pro forma officiating promotion in such scale and thereupon granted pay of that scale on each occasion on which the Officer immediately junior to him in the cadre of his service draws officiating pay in that scale.
Officers on long leave
Officers on long leave
A person who is on long leave and could not be promoted should be treated to have been notionally promoted, if a junior in the same panel is regularly promoted, subject to the actual effect being given on return from leave. This benefit would not be admissible in cases where persons have refused promotion.
A promotion order which contains the name of a person who is on a sanctioned leave has to be endorsed to the Officer at his leave address by Registered/Speed post, etc. along with necessary advice about the authority to whom he has to report for assuming charge. If the Officer assumes charge of the promotional post by curtailing leave, if necessary, within the currency of the vacancy year for which the panel is prepared or within 6 months from the date of the promotion order or before the last person borne on the panel is offered promotion without being required to be re-assessed by a fresh DPC whichever is later, the Officer will not be required to be considered afresh by the next DPC and he will retain his seniority as per the position in the panel.
If he does not assume charge of the higher post and continues to remain on long leave or seeks further extension of leave, the order of promotion, in so far as the said Officer is concerned, will become invalid and the Officer will be required to be considered afresh by the next DPC held in the normal course after he reverts to the parent organization on expiry of the leave.
His seniority on subsequent promotion will be as per the position in the fresh panel. This will equally apply to cases of promotion by mode of “Selection” as well as “Non-Selection”. While endorsing the order of promotion to the Officer on leave, it would be necessary to bring the above position to his notice.
Cases of persons on long leave due to proven physical disability, persons on study leave/training will continue to be regulated as per the existing provisions of DPC guidelines.
Officer holding ex-cadre post
A promotion order which contains the name of a person who is on a sanctioned leave has to be endorsed to the Officer at his leave address by Registered/Speed post, etc. along with necessary advice about the authority to whom he has to report for assuming charge. If the Officer assumes charge of the promotional post by curtailing leave, if necessary, within the currency of the vacancy year for which the panel is prepared or within 6 months from the date of the promotion order or before the last person borne on the panel is offered promotion without being required to be re-assessed by a fresh DPC whichever is later, the Officer will not be required to be considered afresh by the next DPC and he will retain his seniority as per the position in the panel.
If he does not assume charge of the higher post and continues to remain on long leave or seeks further extension of leave, the order of promotion, in so far as the said Officer is concerned, will become invalid and the Officer will be required to be considered afresh by the next DPC held in the normal course after he reverts to the parent organization on expiry of the leave.
His seniority on subsequent promotion will be as per the position in the fresh panel. This will equally apply to cases of promotion by mode of “Selection” as well as “Non-Selection”. While endorsing the order of promotion to the Officer on leave, it would be necessary to bring the above position to his notice.
Cases of persons on long leave due to proven physical disability, persons on study leave/training will continue to be regulated as per the existing provisions of DPC guidelines.
Officer holding ex-cadre post
Officer serving on an ex-cadre advertised post is required to revert to his parent cadre on becoming due for promotion, failing which his name shall be removed from the panel. On his reversion, after a period of two years, he will have no claim for promotion to the higher grade on the basis of that panel. He would be considered in the normal course along with other eligible Officers when the next panel is prepared and promoted according to his position in the fresh panel. His seniority will be determined on the basis of the position assigned to him in the fresh panel.
Direct Recruits
Direct Recruits
Where a Council servant is recommended for appointment to a post as a Direct Recruit who has, at the same time, becomes eligible to be considered for promotion to the same post through DPC should also be included in the list, provided such Direct Recruit was not holding the lower post (feeder grade) in a temporary capacity. Due consideration has to be given to the fact that whether his turn for appointment comes earlier from the Direct Recruitment list or from the Promotion list. However, the choice vests with the individual.
Vigilance clearance
Vigilance clearance
In all cases which are proposed to be considered by the DPC, vigilance clearance has to be obtained before hand in order to ensure that no disciplinary proceedings are pending against such Officers. The following Certificate has to be furnished to the DPC in order to consider cases for promotion or confirmation: “The records of service of the following Officers who are to be considered for promotion/ confirmation in the grade have been carefully scrutinized and it is certified that there is no doubt about their integrity”.
If the integrity is held in doubt in a particular case, such fact has to be recorded and should be brought to the notice of the DPC. Information provided to the DPC has to be factually correct and certified so by a senior Officer.
In cases where the employee has been placed under suspension is being prosecuted or has been issued with a charge sheet, the CVO has to withhold vigilance clearance informing the competent authority about the circumstances that are applicable to the employee concerned. Vigilance clearance will not be accorded to employees who are undergoing a penalty imposed by an Appointing Authority or sentence ordered by a Court of Law.
Pending investigation or inclusion in Agreed List/List of Officers of Doubtful Integrity will not bar the promotion of an employee and the CVO has to accord unqualified vigilance clearance to these employees. Any delay resulting in promotion of the erring public servant shall be construed as a deliberate. Vigilance clearance/status would have no other significance and would not be a factor in deciding the fitness of the Officer for promotion on merit.
The Administration normally obtains Vigilance Clearance immediately on preparation of list of eligible candidates to be considered. By the time, the DPC meets and gives its recommendations, there might be a time gap of a couple of months. Hence, it is desirable to obtain vigilance clearance once again in respect all those who are being promoted before promotions are notified.
If the integrity is held in doubt in a particular case, such fact has to be recorded and should be brought to the notice of the DPC. Information provided to the DPC has to be factually correct and certified so by a senior Officer.
In cases where the employee has been placed under suspension is being prosecuted or has been issued with a charge sheet, the CVO has to withhold vigilance clearance informing the competent authority about the circumstances that are applicable to the employee concerned. Vigilance clearance will not be accorded to employees who are undergoing a penalty imposed by an Appointing Authority or sentence ordered by a Court of Law.
Pending investigation or inclusion in Agreed List/List of Officers of Doubtful Integrity will not bar the promotion of an employee and the CVO has to accord unqualified vigilance clearance to these employees. Any delay resulting in promotion of the erring public servant shall be construed as a deliberate. Vigilance clearance/status would have no other significance and would not be a factor in deciding the fitness of the Officer for promotion on merit.
The Administration normally obtains Vigilance Clearance immediately on preparation of list of eligible candidates to be considered. By the time, the DPC meets and gives its recommendations, there might be a time gap of a couple of months. Hence, it is desirable to obtain vigilance clearance once again in respect all those who are being promoted before promotions are notified.
Zone of consideration
The number of vacancies and corresponding number of candidates to be included in the zone of consideration i.e., candidates to be called for interview wherever the element of interview exists is given hereunder:
No. of vacancies No. of Officers to be called for interview
1 … 5
2 … 8
3 … 10
4 … 10 plus twice the number vacancies in excess of 3(three) i.e. 12
5. … 14 and so on
The DPC is required to keep in view the instructions issued relating to norms for preparing extended panel for promotion. In respect of the remaining employees, the DPC may record a note in the minutes that "the assessment of the remaining employees in the zone of consideration is considered not necessary as sufficient number of employees with prescribed bench mark have become available.
Extension of zone
The instructions of CSIR/GoI regarding reservations and concessions to SCs and STs in the matter of promotions and confirmations should be scrupulously followed. In promotion by “Selection” to posts in Gr. “B” within Gr. “B” and from Gr. “B” to the lowest rung in Gr.“A”, selection against vacancies reserved for SCs/STs will be made only from those SC/ST Officers who are within normal zone of consideration. Where adequate number of candidates are not available within the normal zone of consideration, it may be extended to five times the number of vacancies and the SC/ST candidates coming within the extended zone of consideration should also be considered against the vacancies reserved for them.
If candidates from SCs/STs obtain, on the basis of merit with due regard to seniority, lesser number of vacancies than the number reserved for them, the difference should be made up by selecting candidates of these communities who are in the zone of consideration, irrespective of merit and bench mark, provided they are not considered unfit.
Promotions made by “Selection” in Gr. “C” and “D” posts, select lists of SC/ST Officers should be drawn up separately in addition to the General Select List to fill up the reserved vacancies. SC/ST Officers who are within the normal zone of consideration should be considered for promotion along with and adjudged on the same basis as others and those SCs and STs amongst them who are selected on that basis may be included in the General Select List in addition to their being considered for inclusion in the separate select lists drawn up respectively for SCs and STs.
Officers belonging to the SC/ST will be adjudged separately amongst themselves and not along with others, and if selected, they should be included in the concerned separate list. irrespective of their merit as compared to other Officers and the bench mark determined by the cadre authorities.
Self-contained note: Beside the above requirements, the Administrative authorities have to submit a self-contained note to the DPC explaining the proposals for promotion.
Modus operandi of DPC
Bench mark for promotion
If candidates from SCs/STs obtain, on the basis of merit with due regard to seniority, lesser number of vacancies than the number reserved for them, the difference should be made up by selecting candidates of these communities who are in the zone of consideration, irrespective of merit and bench mark, provided they are not considered unfit.
Promotions made by “Selection” in Gr. “C” and “D” posts, select lists of SC/ST Officers should be drawn up separately in addition to the General Select List to fill up the reserved vacancies. SC/ST Officers who are within the normal zone of consideration should be considered for promotion along with and adjudged on the same basis as others and those SCs and STs amongst them who are selected on that basis may be included in the General Select List in addition to their being considered for inclusion in the separate select lists drawn up respectively for SCs and STs.
Officers belonging to the SC/ST will be adjudged separately amongst themselves and not along with others, and if selected, they should be included in the concerned separate list. irrespective of their merit as compared to other Officers and the bench mark determined by the cadre authorities.
Self-contained note: Beside the above requirements, the Administrative authorities have to submit a self-contained note to the DPC explaining the proposals for promotion.
Modus operandi of DPC
Bench mark for promotion
The eligibility for promotion will be subject to fulfilment of all the conditions in the Recruitment/Service Rules including the conditions that one should be the holder of the relevant feeder post on regular basis and that he should have rendered the prescribed eligibility service in the feeder post.
The mode of promotion to the scale of Rs.12000-16500 shall be by "Selection". The bench mark for promotion shall continue to be "Very Good". This will ensure element of higher selectivity in comparison to selection promotions to the grades lower than the aforesaid level where the bench mark shall be "Good" only. The over all grading awarded to each candidate forms the basis for preparation of the panel for promotion.
A bench mark grade would be determined for each category of posts for which promotions are to be by “Selection” method. For Group C, B and A posts up to (excluding) the level of pre-revised scale of Rs.3700-5000 (revised: Rs.12000-375-16500) excepting promotion for induction to Gr. A posts or services from lower Groups, the bench mark shall be “Good”. When promotions are made for induction to Gr. A posts from lower Groups, the bench mark would continue to be “Good”
Officers graded as “Outstanding” would rank en block senior to those who are graded as “Very Good”, and Officers graded as “Very Good” would rank en block senior to those who are graded as “Good” and placed in the select panel, corresponding to the number of vacancies in order of merit. Officers with same grading such as “Outstanding”, “Very Good” shall maintain their inter se seniority in the feeder grade.
All Officers whose over all grading is equal to or better than the bench mark should be included in the panel for promotion to the extent of the number of vacancies. They have to be arranged in the order of their inter se seniority in the lower category without reference to the over all grading obtained by each of them provided that each one of them has an over all grading equal to or better than the bench mark of “Good”.
The DPC shall determine the merit of those being assessed for promotion with reference to the prescribed bench mark and accordingly grade the Officers as "Fit" or "Unfit" only. Only those who are graded "Fit" by the DPC shall be included in the select panel in order of their 'inter se' seniority in the feeder grade. Those Officers who are graded "Unfit" in terms of the prescribed bench mark by the DPC shall not be included in the select panel. Thus there shall be no supersession in promotion among those who are graded "Fit" by the DPC.
Posts which are in the pre-revised scale of Rs.3700-5000 (revised: Rs.12000-16500) and above, the bench mark grade should be “Very Good”. However, Officers who are graded as “Outstanding” would rank en bloc senior to those who are graded as “Very Good” and placed in the select panel.
If sufficient number of Officers with the required benchmark grade are not available within the zone of consideration, Officers with the required bench mark will be placed on the panel and for the unfilled vacancies, a fresh meeting of DPC will be held by extending the “zone of consideration”.
In promotions by “Selection” posts within Gr. “A”, which carries an ultimate salary of Rs.5700 in the pre-revised scale of Rs.4500-150-5700 (Revised: 14300-400-18300), the SC/ST Officers who are covered under in the normal zone of consideration for promotion to be within the number of vacancies for which select list has to be drawn up will be included irrespective of the bench mark, provided they are not considered unfit.
Promotion by "Selection" method
The mode of promotion to the scale of Rs.12000-16500 shall be by "Selection". The bench mark for promotion shall continue to be "Very Good". This will ensure element of higher selectivity in comparison to selection promotions to the grades lower than the aforesaid level where the bench mark shall be "Good" only. The over all grading awarded to each candidate forms the basis for preparation of the panel for promotion.
A bench mark grade would be determined for each category of posts for which promotions are to be by “Selection” method. For Group C, B and A posts up to (excluding) the level of pre-revised scale of Rs.3700-5000 (revised: Rs.12000-375-16500) excepting promotion for induction to Gr. A posts or services from lower Groups, the bench mark shall be “Good”. When promotions are made for induction to Gr. A posts from lower Groups, the bench mark would continue to be “Good”
Officers graded as “Outstanding” would rank en block senior to those who are graded as “Very Good”, and Officers graded as “Very Good” would rank en block senior to those who are graded as “Good” and placed in the select panel, corresponding to the number of vacancies in order of merit. Officers with same grading such as “Outstanding”, “Very Good” shall maintain their inter se seniority in the feeder grade.
All Officers whose over all grading is equal to or better than the bench mark should be included in the panel for promotion to the extent of the number of vacancies. They have to be arranged in the order of their inter se seniority in the lower category without reference to the over all grading obtained by each of them provided that each one of them has an over all grading equal to or better than the bench mark of “Good”.
The DPC shall determine the merit of those being assessed for promotion with reference to the prescribed bench mark and accordingly grade the Officers as "Fit" or "Unfit" only. Only those who are graded "Fit" by the DPC shall be included in the select panel in order of their 'inter se' seniority in the feeder grade. Those Officers who are graded "Unfit" in terms of the prescribed bench mark by the DPC shall not be included in the select panel. Thus there shall be no supersession in promotion among those who are graded "Fit" by the DPC.
Posts which are in the pre-revised scale of Rs.3700-5000 (revised: Rs.12000-16500) and above, the bench mark grade should be “Very Good”. However, Officers who are graded as “Outstanding” would rank en bloc senior to those who are graded as “Very Good” and placed in the select panel.
If sufficient number of Officers with the required benchmark grade are not available within the zone of consideration, Officers with the required bench mark will be placed on the panel and for the unfilled vacancies, a fresh meeting of DPC will be held by extending the “zone of consideration”.
In promotions by “Selection” posts within Gr. “A”, which carries an ultimate salary of Rs.5700 in the pre-revised scale of Rs.4500-150-5700 (Revised: 14300-400-18300), the SC/ST Officers who are covered under in the normal zone of consideration for promotion to be within the number of vacancies for which select list has to be drawn up will be included irrespective of the bench mark, provided they are not considered unfit.
Promotion by "Selection" method
Whenever promotions are to be made by the method of ”Selection” by DPC and if the recruitment rules/administrative instructions provide for an interview, the DPC may interview the candidates. While merit has to be recognized, it should be earned through result-oriented performance and good conduct as reflected in respective ACRs. The DPC should make its own assessment with regard to the merits of the candidates on the basis of the various entries in the ACRs than the over all grading.
Promotion by “Selection-cum-Seniority” method
Promotion by “Selection-cum-Seniority” method
Cases where the mode of promotion is "Selection-cum-Seniority" and the prescribed benchmark is "Good", the employees are to be graded as "Good", "Average" and "Unfit" only. In such cases no supersession can take place and the employee who possess the benchmark "Good" are to be included in the panel in the order of their seniority in the lower grade. There is no need to scrutinize the ACRs of all eligible candidates covered by the zone of consideration after the DPC has assessed the employees, equal to the number of vacancies as "Good" in accordance with their inter se seniority. In respect of the remaining employees, the DPC may keep a note that "the assessment of the remaining employees in the zone of consideration is considered not necessary as sufficient number of employees with prescribed benchmark have become available."
Promotion by "Non-Selection” method
Promotion by "Non-Selection” method
In cases where promotions are to be made on “Non-Selection” basis, the DPC need not make a comparative assessment of the records of Officers and it should categorize the Officers as “Fit” or “Not Yet Fit” for promotion on the basis of assessment of their service records. The Officers who are considered “Fit” should be placed in the panel in the order of their seniority. Unlike in promotions made on “Selection” basis, there is no provision to supersede the seniors by an Officer junior to them in the panel.
Rule of reservation
Rule of reservation
The seniority of a person appointed to a post is determined by the order of merit indicated at the time of initial appointment and seniority of persons promoted to various grades is determined in the order of selection for such promotion. Thus persons appointed through an earlier selection would en bloc be senior to those promoted through subsequent selection.
On a review by the Supreme Court, it has been provided that if a candidate belonging to the SC or the ST is promoted to an immediate higher grade/post against a reserved vacancy earlier than his senior General/OBC candidate who is promoted later to the said immediate higher grade/post in the same vacancy year, the General/OBC candidate will regain his seniority over such an earlier promoted candidate of the SC/ST in the immediate higher grade/post.
In order to enable the Govt. servants belonging to SC/ST to retain the seniority in the case of promotion by virtue of "Rule of Reservation", the Govt. has amended Article 16(4A) of the Constitution. Thus, candidates belonging to General/OBC categories promoted later will be placed junior to the SC/ST Council servants promoted earlier even though by virtue of the rule of reservation.
Yearwise panels
On a review by the Supreme Court, it has been provided that if a candidate belonging to the SC or the ST is promoted to an immediate higher grade/post against a reserved vacancy earlier than his senior General/OBC candidate who is promoted later to the said immediate higher grade/post in the same vacancy year, the General/OBC candidate will regain his seniority over such an earlier promoted candidate of the SC/ST in the immediate higher grade/post.
In order to enable the Govt. servants belonging to SC/ST to retain the seniority in the case of promotion by virtue of "Rule of Reservation", the Govt. has amended Article 16(4A) of the Constitution. Thus, candidates belonging to General/OBC categories promoted later will be placed junior to the SC/ST Council servants promoted earlier even though by virtue of the rule of reservation.
Yearwise panels
While the meetings of the DPCs are to be convened annually without fail, in case such meetings could not be held due to unavoidable circumstances, during the first meeting convened, the DPC should determine the actual number of regular vacancies that arose in each of the previous year(s) and consider those Officers only who would be within the zone of consideration with reference to the number vacancies of a particular vacancy year starting with the earliest year. Afterwards prepare a “Select List” by placing the select list of the earlier year above the one for the next year and so on.
All promotions will have only prospective effect even in cases where the vacancies relate to earlier years.
In case disciplinary proceedings are in progress against a Council servant, the DPC has to resort to sealed cover procedure as per rules. This is so even when the disciplinary proceedings were not in existence in the year to which the vacancy is related.
Review DPC
The primary objective of holding a review DPC is to rectify any mistake that took place at the time of holding of the original DPC. However, in such cases, a review DPC may be held only if the change in the number of vacancies would result in exclusion of any person(s) empanelled by the original DPC. Review DPC will be resorted to only where:
a) eligible persons to be considered were omitted;
b) ineligible persons were considered by mistake;
c) the seniority of the person is revised with retrospective effect resulting in a variance of the seniority list placed before the DPC;
d) over-reporting of vacancies
e) some procedural irregularity committed by DPC;
f) adverse remarks in the ACRs were toned down or expunged after the DPC considered the case of the Officer.
All promotions will have only prospective effect even in cases where the vacancies relate to earlier years.
In case disciplinary proceedings are in progress against a Council servant, the DPC has to resort to sealed cover procedure as per rules. This is so even when the disciplinary proceedings were not in existence in the year to which the vacancy is related.
Review DPC
The primary objective of holding a review DPC is to rectify any mistake that took place at the time of holding of the original DPC. However, in such cases, a review DPC may be held only if the change in the number of vacancies would result in exclusion of any person(s) empanelled by the original DPC. Review DPC will be resorted to only where:
a) eligible persons to be considered were omitted;
b) ineligible persons were considered by mistake;
c) the seniority of the person is revised with retrospective effect resulting in a variance of the seniority list placed before the DPC;
d) over-reporting of vacancies
e) some procedural irregularity committed by DPC;
f) adverse remarks in the ACRs were toned down or expunged after the DPC considered the case of the Officer.
While conducting Review DPC, the DPC should restrict its scrutiny to the ACRs for the period relevant to the first DPC. For this purpose, scrutiny of the record of service of such Officers has to be restricted to the period in question up to the period ending 31st March of such vacancy year. It is required to consider the case again only with reference to the technical or factual mistakes. It should not change the grading of an Officer without valid recorded reasons or change the zone of consideration or take into account any increase in the number of vacancies. While considering a deferred case, or review of the case of a superseded Officer, if necessary, it should place him at the appropriate place in the list of Officers considered fit for promotion and promoted, if necessary by reverting a junior most person officiating in the higher grade.
On promotion, his pay may be fixed by grant of premature increments by the competent authority in terms of FR 27 at the stage the pay would have reached had he been promoted from the date the Officer immediately below him was promoted. No arrears would be admissible on such promotion. The seniority of the Officer will be determined in the order in which his name has been placed in the select list on review.
Action on the proceedings
On promotion, his pay may be fixed by grant of premature increments by the competent authority in terms of FR 27 at the stage the pay would have reached had he been promoted from the date the Officer immediately below him was promoted. No arrears would be admissible on such promotion. The seniority of the Officer will be determined in the order in which his name has been placed in the select list on review.
Action on the proceedings
The recommendations of the DPC are advisory in nature and they have to be put up to the Appointing Authority for its approval. If the Appointing Authority, due to some reason disagrees with the recommendations of the DPC, it may refer the “entire matter” to the DPC for reconsideration with reasons. If the DPC reiterates its earlier recommendations with reasons, the Appointing Authority may accept the recommendations. If it still disagrees, it should submit the papers to the next higher authority with its own recommendations. The decision of the higher authority shall be final and binding on the Appointing Authority.
Validity of the proceedings
Validity of the proceedings
The proceedings of the DPC are legally valid and can be acted upon notwithstanding the absence of any of its members other than the Chairman, provided the majority of the members constituting the DPC are present in the meeting.
Invalidity of DPC
Invalidity of DPC
If the DPC was not duly constituted, or if the Members who were not eligible for being a Members of the DPC the selection made by it becomes invalid.
Disciplinary Cases
The DPC is required to consider the cases of all persons who are otherwise eligible in terms of the recruitment rules as on the relevant crucial date and are in the zone of consideration. However, If an employee in the zone of consideration is covered by any of the following three situations, only this fact is to be furnished to the DPC so that the recommendations could be placed in “sealed cover”:
a) Council servants under suspension;
b) Council servant in respect of whom a charge sheet has been issued and the disciplinary proceedings are pending; and
c) Council servant in respect of whom prosecution for a criminal charge is pending.
The sealed cover is to be opened and the decision implemented only if the said employee stands exonerated; should a penalty be imposed, the sealed cover decision will not be implemented and the employee will be considered for promotion afresh after penalty period is over.
Review of cases of sealed cover
Disciplinary Cases
The DPC is required to consider the cases of all persons who are otherwise eligible in terms of the recruitment rules as on the relevant crucial date and are in the zone of consideration. However, If an employee in the zone of consideration is covered by any of the following three situations, only this fact is to be furnished to the DPC so that the recommendations could be placed in “sealed cover”:
a) Council servants under suspension;
b) Council servant in respect of whom a charge sheet has been issued and the disciplinary proceedings are pending; and
c) Council servant in respect of whom prosecution for a criminal charge is pending.
The sealed cover is to be opened and the decision implemented only if the said employee stands exonerated; should a penalty be imposed, the sealed cover decision will not be implemented and the employee will be considered for promotion afresh after penalty period is over.
Review of cases of sealed cover
The disciplinary case against Council servant is not unduly prolonged. Efforts should be made expeditiously by the Appointing Authority to review the case on expiry of six months from the date of convening the meeting of the DPC. In order to take a decision as to whether there is a prima facie case for initiating disciplinary action against the Council servant, the evidence collected in the investigation has to be scrutinized. If the Appointing Authority concludes that there is no case for taking action against the Council servant, the sealed cover may be opened and if recommended for promotion, he will be promoted with reference to the position assigned to him by the DPC.
This procedure holds good even for considering the cases of confirmation.
Declining promotion
This procedure holds good even for considering the cases of confirmation.
Declining promotion
If a Council servant does not want to accept promotion, he may give a written request that he may not be promoted. His request will be considered by the Appointing Authority. If it is accepted, the next person in the select list may be promoted. No fresh offer of appointment on promotion shall be made in such cases for a period of one year from the date of refusal of first promotion or till a next vacancy arises whichever is later. On subsequent promotion, the Council servant will lose seniority whether the promotion is by “Selection” or otherwise. The validity of “Selection” posts will be one year from the date of meeting of the DPC. It should cease to be in force on the expiry of a period of one year; and when a fresh panel is prepared, it would be valid for six moths whichever is earlier.
Confirmation
Confirmation
In the case of confirmation, it is not necessary to determine merit of the Officers. Just like in “Non-Selection” method, the DPC should assess the Officers as “Fit” or “Not Yet Fit” for confirmation on the basis of their record of service.
Probation
Probation
In CSIR system, declaration of probation is normally handled by the Appointing Authorities. Such cases are not being referred to DPC. If at all the probation cases are referred to the DPC, it should not determine the relative grading of Officers but only decide as to whether they should be declared to have completed the probation satisfactorily. If the performance of any probationer is not satisfactory, the DPC can only advise the Appointing Authority either to extend the probation period or do away with his services.
References
1. GoI MHA DPAR O.M.No.22013/ 8/80-Estt. dt. 28-9-1981
2. GoI DP&T OM No.22011/5/86-Estt.(D) dated 10-4-1989; CSIR Lr.No.33(113) 87-E.I dt. 1-6-1989
3. GoI MPPG&P DP&T O.M.No.22011/ 1/90-Est.(D) dt. 12-10-1990
4. GoI MPPG&P DoPT O.M.No.22011/ 4/91-Estt.(A) dt. 14-9-1992.
5. Swamysnews, May 1993, 258
6. Swamysnews. July 1993, 363
7. GOI MPPG&P DP&T OM. No.20011/2/92-Estt.(D) dt.30-11-1995; CSIR Lr. No.1(91)/85 O&M dt. 15-12-1995
8. GoI DP&T OM No.22013/1/97-Estt.(D) dt. 13-4-1998; CSIR Endt. No.33(128) 97-E.I dt. 8-5-1998
9. GOI DP&T OM No.22011/1/98-Estt.(D) dt. 20-4-1998; Swamysnews, June 1998, 17-18
10. GOI MPPG&P DP&T OM No.42011/16-98-Estt(Res) dt. 23-9-1998
11. Manual on Establishment and Administration for Central Govt. Offices (1999), Swamy Publishers (P) Ltd., Chennai
12. GOI DP&T OM No.22011/8/98-Estt.(D) dt. 6-11-1998; Swamysnews, Jan. 1999, 77-78
13. GOI DP&T OM No. 22011/9/98/Estt.(D) dt. 16-6-2000; Swamysnews, July 2000, 61
14. GOI DP&T OM No. 22011/7/98-Estt.(D) dt. 6-10-2000; Swamysnews, Nov. 2000, 37
15. GOI DP&T OM No. 22011/9/98-Estt.(D) dt. 14-12-2000; Swamysnews, Feb. 2001, 16
16. GOI DP&T OM No.22012/1/99-Estt.(D) dt. 18-5-2001
17. GOI MPPG&P DP&T OM No. 20011/1/ 2001-Estt.(D) dt. 21-1-2002; CSIR Endt. No.19-1(1)/1/ 2002/SC/ST-Cell dt. 20-2-2002
18. CVC Lr. No. 35/DSP/I dt. 28-3-2002; CSIR Lr.No.15-1(60)/81-Vig.U-II dt. 20-5-2002
19. GOI DP&T OM F.No.35034/7/97-Estt.(D) dt.8-2-2002; Swamysnews, Apr.2002, 13-17
20. CVC Lr. No.3S/DSP/I dt. 28-3-2002; CSIR Lr. No.15-1(60)/81 dt. 20-5-2002
21. GoI DoPT OM No.21011/5/2002-Estt.(A) dt. 26-7-2002; CSIR Endt. No.15-3/1/71-O&M II (A)-2002 dt. 23-9-2002
22. GoI DP&T OM No.22011/2/99-Estt.(A) dt. 21-11-2002; Swamysnews, Jan. 2003, 18
23. GOI DOPT O.M. No.20034/5/2002-Estt.(D) dt.4-8-2004; Swamysnews, Sept. 2004, 29-30
24. GOI MPPG&P DPT O.M.No.22012/1/ 99-Estt(D) dt. 25-10-2004; CSIR Lr. No.15-6 (82)/98-O&M dt. 22-11-2004
25. GOI MPPG&P (DP&T) O.M. No.22034/ 5/2004-Estt.(D) dt.15-12-2004; CSIR Lr.No.15-6 (82)/98-O&M dt. 4-2-2005
Proforma…..
Annexure-I
PROFORMA FOR REFERRING PROPOSALS TO D.P.C. FOR PROMOTION
[Modified to suit CSIR Labs./Instts.]
1. Name of the Lab./Instt.:
2. Composition of the DPC:
3. Grade to which promotion is made:
Designation
Classi-
fication
Scale
of pay
No. of posts
In the grade
Filled/Unfilled
Total No. of posts
filled on ad hoc
basis
Perm. Temp. Total
No. of regular vacancies
falling in promotion quota
Existing Anticipated for
current year
panel only
Total
(1)
(2)
(3)
(4)
(5)
(6)
(7)
4. Yearwise break up of the number of regular vacancies indicated in the above column (7):
Year
General
Scheduled Caste
Scheduled Tribe
Total
5. Recruitment rules for the grade/post:
a) Date on which the recruitment rules were notified:
b) Method of recruitment prescribed: Direct Promotion Deputation/Transfer
(%) (%) (%)
c) Whether an up-to-date copy of the recruitment rules has been enclosed:
6. Grade of posts from which promotion is to be made:
Designation
Classification
Scale of pay
Service prescribed for eliGoIbility for promotion
Signature:
Date: Designation:
=====================================================
Annexure-II
PROFORMA FOR REFERRING PROPOSALS TO D.P.C. FOR CONFIRMATION
[Modified to suit CSIR Labs./Instts.]
1. Name of the CSIR Lab./Instt.:
2. Composition of the DPC:
3. Grade to which promotion is made:
a) Designation:
b) Classification:
c) Scale of pay:
d) Total number of permanent posts in the grade:
e) i. Total number of vacancies available datewise for confirmation:
ii. No. of vacancies falling in the DR quota with dates on which they occurred:
iii. -do- falling in the promotion quota with dates on which they occurred:
iv. -do- available for being filled by transfer with dates on which they occurred:
v. whether appropriate reservation for SC/ST in service/posts has been made:
vi. Details of vacancies reserved for SCs/STs:
4. Recruitment rules for the grade/post:
a) Date on which the recruitment rules were notified:
b) Method of recruitment prescribed: Direct Promotion Deputation/Transfer
(%) (%) (%)
c) Whether an up-to-date copy of the recruitment rules has been enclosed:
Signature:Date: Designation:
References
1. GoI MHA DPAR O.M.No.22013/ 8/80-Estt. dt. 28-9-1981
2. GoI DP&T OM No.22011/5/86-Estt.(D) dated 10-4-1989; CSIR Lr.No.33(113) 87-E.I dt. 1-6-1989
3. GoI MPPG&P DP&T O.M.No.22011/ 1/90-Est.(D) dt. 12-10-1990
4. GoI MPPG&P DoPT O.M.No.22011/ 4/91-Estt.(A) dt. 14-9-1992.
5. Swamysnews, May 1993, 258
6. Swamysnews. July 1993, 363
7. GOI MPPG&P DP&T OM. No.20011/2/92-Estt.(D) dt.30-11-1995; CSIR Lr. No.1(91)/85 O&M dt. 15-12-1995
8. GoI DP&T OM No.22013/1/97-Estt.(D) dt. 13-4-1998; CSIR Endt. No.33(128) 97-E.I dt. 8-5-1998
9. GOI DP&T OM No.22011/1/98-Estt.(D) dt. 20-4-1998; Swamysnews, June 1998, 17-18
10. GOI MPPG&P DP&T OM No.42011/16-98-Estt(Res) dt. 23-9-1998
11. Manual on Establishment and Administration for Central Govt. Offices (1999), Swamy Publishers (P) Ltd., Chennai
12. GOI DP&T OM No.22011/8/98-Estt.(D) dt. 6-11-1998; Swamysnews, Jan. 1999, 77-78
13. GOI DP&T OM No. 22011/9/98/Estt.(D) dt. 16-6-2000; Swamysnews, July 2000, 61
14. GOI DP&T OM No. 22011/7/98-Estt.(D) dt. 6-10-2000; Swamysnews, Nov. 2000, 37
15. GOI DP&T OM No. 22011/9/98-Estt.(D) dt. 14-12-2000; Swamysnews, Feb. 2001, 16
16. GOI DP&T OM No.22012/1/99-Estt.(D) dt. 18-5-2001
17. GOI MPPG&P DP&T OM No. 20011/1/ 2001-Estt.(D) dt. 21-1-2002; CSIR Endt. No.19-1(1)/1/ 2002/SC/ST-Cell dt. 20-2-2002
18. CVC Lr. No. 35/DSP/I dt. 28-3-2002; CSIR Lr.No.15-1(60)/81-Vig.U-II dt. 20-5-2002
19. GOI DP&T OM F.No.35034/7/97-Estt.(D) dt.8-2-2002; Swamysnews, Apr.2002, 13-17
20. CVC Lr. No.3S/DSP/I dt. 28-3-2002; CSIR Lr. No.15-1(60)/81 dt. 20-5-2002
21. GoI DoPT OM No.21011/5/2002-Estt.(A) dt. 26-7-2002; CSIR Endt. No.15-3/1/71-O&M II (A)-2002 dt. 23-9-2002
22. GoI DP&T OM No.22011/2/99-Estt.(A) dt. 21-11-2002; Swamysnews, Jan. 2003, 18
23. GOI DOPT O.M. No.20034/5/2002-Estt.(D) dt.4-8-2004; Swamysnews, Sept. 2004, 29-30
24. GOI MPPG&P DPT O.M.No.22012/1/ 99-Estt(D) dt. 25-10-2004; CSIR Lr. No.15-6 (82)/98-O&M dt. 22-11-2004
25. GOI MPPG&P (DP&T) O.M. No.22034/ 5/2004-Estt.(D) dt.15-12-2004; CSIR Lr.No.15-6 (82)/98-O&M dt. 4-2-2005
Proforma…..
Annexure-I
PROFORMA FOR REFERRING PROPOSALS TO D.P.C. FOR PROMOTION
[Modified to suit CSIR Labs./Instts.]
1. Name of the Lab./Instt.:
2. Composition of the DPC:
3. Grade to which promotion is made:
Designation
Classi-
fication
Scale
of pay
No. of posts
In the grade
Filled/Unfilled
Total No. of posts
filled on ad hoc
basis
Perm. Temp. Total
No. of regular vacancies
falling in promotion quota
Existing Anticipated for
current year
panel only
Total
(1)
(2)
(3)
(4)
(5)
(6)
(7)
4. Yearwise break up of the number of regular vacancies indicated in the above column (7):
Year
General
Scheduled Caste
Scheduled Tribe
Total
5. Recruitment rules for the grade/post:
a) Date on which the recruitment rules were notified:
b) Method of recruitment prescribed: Direct Promotion Deputation/Transfer
(%) (%) (%)
c) Whether an up-to-date copy of the recruitment rules has been enclosed:
6. Grade of posts from which promotion is to be made:
Designation
Classification
Scale of pay
Service prescribed for eliGoIbility for promotion
Signature:
Date: Designation:
=====================================================
Annexure-II
PROFORMA FOR REFERRING PROPOSALS TO D.P.C. FOR CONFIRMATION
[Modified to suit CSIR Labs./Instts.]
1. Name of the CSIR Lab./Instt.:
2. Composition of the DPC:
3. Grade to which promotion is made:
a) Designation:
b) Classification:
c) Scale of pay:
d) Total number of permanent posts in the grade:
e) i. Total number of vacancies available datewise for confirmation:
ii. No. of vacancies falling in the DR quota with dates on which they occurred:
iii. -do- falling in the promotion quota with dates on which they occurred:
iv. -do- available for being filled by transfer with dates on which they occurred:
v. whether appropriate reservation for SC/ST in service/posts has been made:
vi. Details of vacancies reserved for SCs/STs:
4. Recruitment rules for the grade/post:
a) Date on which the recruitment rules were notified:
b) Method of recruitment prescribed: Direct Promotion Deputation/Transfer
(%) (%) (%)
c) Whether an up-to-date copy of the recruitment rules has been enclosed:
Signature:Date: Designation:
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