New strategy introduced to promote only best performers in bureaucracy

ISLAMABAD: In a major development for an improvement of governance and bureaucracy’s performance, the Establishment Division has introduced a new strategy for promotions to advance the best performers and hold accountable the underachievers and poor performers.

The new strategy has already been implemented at the level of Departmental Selection Board for the promotion of officers belonging to the Pakistan Administrative Service (PAS), Police Service of Pakistan (PSP) and Office Management Group (OMG).

Early this month, on Aug 6, the Departmental Promotion Board, which had met to consider the promotion of BS-18 officers of PAS, PSP and OMG, elevated a minority meeting the merit criteria and deferred or superseded the majority for not being satisfied with their performance. Out of a total of 106 PAS officers considered, only 28 were promoted, 15 were allowed advancement on an acting charge basis, 50 officers were deferred, nine were placed under performance watch and four were superseded.

In the case of Police Service, out of a total of 58 officers 17 were promoted, eight were allowed promotion on an acting charge basis, 24 officers were deferred, five were placed under performance watch whereas four were superseded.

In the case of OMG, a total of 189 officers were considered for promotion. Of those promoted 43, 23 OMG officers were allowed acting charge basis promotion (temporary promotion), 115 officers were deferred while seven were placed under performance watch. “By focusing on merit, the DSB sought to advance the best performers while holding underachievers and poor performers accountable. This process was guided by a clear commitment to fostering a civil service that is efficient, capable, and driven by the values of meritocracy,” an official source said.

He explained that the Departmental Selection Board of Establishment Division conducted on August 6, 2024, an exercise for the career progression of most exceptional officers who have consistently demonstrated excellence and dedication in public service. By focusing on merit, the DSB sought to advance the best performers while holding underachievers and poor performers accountable, he said, adding that this process was guided by a clear commitment to fostering a civil service that is efficient, capable and driven by the values of meritocracy.

Through this DSB, it is said, that the Establishment Division has promoted the highest standards of professionalism and integrity, ensuring that leadership is composed of individuals fully capable of driving national development and good governance. Regarding the causes for supersession and performance, the source counted below average/average PERs (performance evaluation reports), average training evaluation reports and allegations of financial malpractices including corruption and rude behaviour with the general public.

Those placed on the performance watch list have been found disinterested in active service or accused of misuse of official authority for personal gains, inaccessibility to the public, poor work habits, questionable financial integrity, disciplinary issues and non-conformance to Establishment Division posting orders and limited professional competence.

Those allowed promotion on an acting charge basis got career advancement temporarily because of lack of any of the criteria. They will be considered afresh for promotion in the next board meeting.