DPC Guidelines PDF
DPC Guidelines PDF
DPC Guidelines PDF
The regular promotions of the government employees are generally decided on the basis
of recommendations made by the Departmental Promotion Committees. The
Departmental Promotion Committees are constituted to judge the suitability of officers
for –
The UPSC should be associated with DPCs in respect of all Central Civil Services/posts
belonging to Group 'A' where promotion is based on the principles of “Selection cum
Seniority” unless it has been decided by the Government not to associate the UPSC with
a Group 'A' DPC. The UPSC need not be associated in respect of the posts belonging to
Group 'A', if the promotion is based not on the principles of "Selection" but on
“seniority-cum-fitness” only.
Whenever the UPSC is associated with a DPC, the Chairman or a Member of the
Commission will preside over the meeting of the DPC.
Where the Recruitment/Service Rules lay down promotion as one of the methods of
recruitment, some period of service in the feeder grade is generally prescribed as one
of the conditions of eligibility for the purpose of promotion.
The eligibility dates for determining the eligibility of officers for promotion would be
the first day of the crucial year, i.e. January, 1 irrespective of whether ACRs are
written financial year-wise or calendar year-wise.
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more than one CR has been written for a particular year, all the CRs for the relevant
years shall be considered together as the CR for one year).
Where one or more CRs have not been written for any reason during the relevant
period, the DPC should consider the CRs of the years preceding the period in question
and if in any case even these are not available, the DPC should take the CRs of the
lower grade into account to complete the number of CRs required to be considered as
per above para. If this is also not possible, all the available CRs should be taken into
account.
The DPC shall determine the merit of those being assessed for promotion with reference
to the prescribed benchmark and accordingly grade the officers as ‘fit’ or ‘unfit’ only.
Only those who are graded ‘fit’ (i.e. who meet the prescribed benchmark) by the DPC
shall be included and arranged 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 benchmark) 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’ (in terms of the prescribed benchmark) by
the DPC.
ii. Government servants in respect of whom a charge-sheet has been issued and the
disciplinary proceedings are pending; and
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The DPC shall assess the suitability of the government servants coming within the
purview of the circumstances mentioned above along with other eligible candidates
without taking into consideration the disciplinary case/criminal prosecution pending.
The assessment of the DPC, including “Unfit for Promotion”, will be kept in a sealed
cover.
The same procedure outlined in the above para will be followed by the subsequent
Departmental Promotion Committees convened till the disciplinary case/criminal
prosecution against the government servant concerned is concluded.
It has been decided that the “Sealed Cover Procedure” prescribed in the Department of
Personnel and Training, OM No. 22011/4/91-Estt.(A) dated
14.9.1992 referred to above may be followed at the time of consideration for ad hoc
promotion also in the case of government servants –
(ii) in respect of whom a charge-sheet has been issued and the disciplinary proceedings
are pending; and
Refusal of promotion:
When a government employee does not want to accept an offer of promotion, he may
make a written request to that effect and the same will be considered by the
appointing authority. If the reasons adduced for refusal of promotion are acceptable to
the appointing authority, the next person in the select list may be promoted.
On the eventual promotion to the higher grade, such government servant will lose
seniority vis-a-vis his juniors promoted to the higher grade earlier irrespective of the
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fact whether the posts in question are filled by selection or otherwise. The above
mentioned policy will not apply where ad hoc promotions against short-term vacancies
are refused.
In cases where the reasons adduced by the officer for his refusal for promotion are not
acceptable, the appointing authority should enforce the promotion of the officer and in
case the officer still refuses to be promoted, then even disciplinary action can be taken
against him for refusing to obey the orders of the appointing authority.
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Validity of a panel:
The panel for promotion drawn up by DPC for 'selection' posts would normally be valid
for one year. It should cease to be in force on the expiry of a period of one year or
when a fresh panel is prepared, whichever is earlier.
The date of commencement of the validity of panel will be the date on which the DPC
meets. In case the DPC meets on more than one day, the last date of the meeting would
be the date of commencement of the validity of the panel. In case the panel requires,
partially or wholly, the approval of the Commission, the date of validity of panel would
be the date (of Commission's letter) communicating their approval to the panel.
It is important to ensure that the Commission's approval to the panel is obtained, where
necessary, with the least possible delay.