- 21% of officers promoted, rested deferred or scrutinized.
- Misconduct, low yield leads to cases of supersion.
- Promotion now linked to integrity, not in antiquity.
Islamabad: There is an increase in postponements in the administrative service of Pakistan (PAS), the Pakistan Police Service (PSP) and the Office Management Group (OMG) after the performance surveillance mechanism introduced for the application of the standards of responsibility for the civil bureaucracy.
Official data available with The news It reveals a total of 2,270 officers were considered for the promotion through PAS, PSP and OMG by the Departmental Selection Boards (DSB) during the 2020-2024 years. Of these, only 481 officers (21%) were promoted by merit, underlining the rigorous DSB standards.
Approximately 4% (80 officers) were placed under a performance clock as a corrective measure, while 1.5% (33 officers) were replaced due to serious performance or behavior problems. These decisions, claimed official sources, were based on detailed evaluations of individual service records, conduct, integrity and compliance with the service rules.
“This institutional change supports a better governance by ensuring that only those who comply with strict professional reference points have higher responsibilities,” said a source of the Senior establishment division, and added that the DSB carried out a rigorous and merit process based on merit for the professional progression of exceptional civil servants from 2020 to 2024. “This exercise not only for rewarding coherence and dedication In the public service, but also to the account of the servers of the account capacity, the members of the capacity of the ability of ownership of the life.
It strictly adheres to merit, it is said that the DSB assured that only high standards of professionalism, integrity and commitment be promoted. Simultaneously, officers with behavior or performance problems were responsible through postponement or supersion, according to the rules of promotion of civil officials, 2019. This process strengthens the institutional fabric of the civil service and contributes directly to the national development objectives by guaranteeing the competent leadership to the helm, the source explained.
It is revealed that officers with low performance or behavior problems were submitted to: a) performance clock, to allow an improvement before a more severe action; b) Supersion, used in moderation as a final measure. It is said that the relatively low rate of supersession (1.5%) reflects a preference for the rehabilitation of officers through performance monitoring, reinforcing a fair and development approach. To institutionalize the accountability, a significant amendment was made to the rules of the promotion of officials of the official (BPS-18 to BPS-21), 2019: which says that an officer who has already been replaced twice in the current position or grade, and such superstions are in registration, will not be eligible to consider the promotion to a higher or grade position, as can be the case. “This amendment strengthens the promotion framework formalizing the limits in repeated supersession and ensuring that promotion opportunities are reserved for high performance high performance officers, preserve the integrity of the promotion process and further align the progress of the civil service with good governance,” said the source.
Supersion is considered for officials below the average/average of PERS officials, those who face accusations of financial bad practices, including corruption and rude behavior with the general public.
The postponements are carried out in cases of officers who are selfless in active service, the misuse of the official authority for personal gains, inaccessibility for the public, poor work habits, questionable financial integrity, disciplinary problems and the lack of conformity with the publication orders of the establishment division and limited professional competence.
“The establishment division, through these meetings, has assured that the officers deserving progress in their careers, while those who do not comply with professional standards are postponed or replaced,” said the source, adding: “This process has contributed significantly to reinforce good governance, align the leadership of the civil service with national development priorities and promote integrity and professionalism at all levels of the government.”
The establishment division undertook a transformation in the DPC framework in 2023, aligning it with the rules of promotion of public officials, 2019. This change marks a departure from progression based on antiquity to a model based on the merit anchored in the performance that prioritizes professional competence, integrity and the spirit of public service.
Before 2022, the DPC mechanism lacked structured responsibility. For example, in 2019, although 220 officers were promoted from a 434 panel, no officer was placed under performance scrutiny, revealing systemic gaps to evaluate suitability beyond tenure.
Since 2023, the DPC process has incorporated solid measures to evaluate the suitability of the officers, with a particular emphasis on behavior, integrity and professional standards. The officers found that lacked these essential attributes were deferred under performance surveillance provisions.
“This measure was operationalized to defend the principle that the promotion is not a right, but a reserved responsibility for those who comply with the standards of physical aptitude and the clearly defined ethical behavior,” said the source.
Originally published in the news
