- 21% officers promoted, rest deferred or scrutinised.
- Misconduct, poor performance lead to supersession cases.
- Promotion now tied to integrity, not seniority.
ISLAMABAD: There is an increase in deferments in the Pakistan Administrative Service (PAS), Police Service of Pakistan (PSP) and Office Management Group (OMG) following the mechanism of Performance Watch introduced for the enforcement of accountability standards for the civil bureaucracy.
Official data available with The News reveals a total of 2,270 officers were considered for promotion across the PAS, PSP and OMG by the departmental selection boards (DSBs) during the years 2020–2024. Of these, only 481 officers (21%) were promoted on merit, underscoring the DSB’s rigorous standards.
Approximately 4% (80 officers) were placed under performance watch as a corrective measure, while 1.5% (33 officers) were superseded due to serious performance or conduct issues. These decisions, official sources claimed, were based on detailed assessments of individual service records, conduct, integrity, and adherence to service rules.
“This institutional shift underpins better governance by ensuring that only those meeting stringent professional benchmarks are entrusted with higher responsibilities,” a senior Establishment Division source said, adding that the DSB undertook a rigorous and merit-based process for the career progression of exceptional civil servants from 2020 to 2024. “This exercise aimed not only to reward consistent excellence and dedication in public service but also to uphold accountability- key elements of good governance,” the official said.
By adhering strictly to merit, it is said, the DSBs ensured that only officers demonstrating high standards of professionalism, integrity, and commitment were promoted. Simultaneously, officers with conduct or performance issues were held accountable through deferment or supersession, under the Civil Servants Promotion Rules, 2019. This process strengthens the institutional fabric of the civil service and directly contributes to national development goals by ensuring competent leadership at the helm, the source explained.
It is disclosed that officers with consistent underperformance or conduct issues were subjected to: a) Performance Watch, to allow improvement before more severe action; b) Supersession, used sparingly as a final measure. It is said that the relatively low rate of supersessions (1.5%) reflects a preference for the rehabilitation of officers through performance monitoring, reinforcing a just and developmental approach. To institutionalise accountability, a significant amendment was made to the Civil Servants Promotion (BPS-18 to BPS-21) Rules, 2019: which says that an officer who has already been superseded twice in the present post or grade, and such supersessions are on record, shall not be eligible for consideration for promotion to a higher post or grade, as the case may be. “This amendment strengthens the promotion framework by formalising limits on repeated supersessions and ensuring that promotional opportunities are reserved for consistently high-performing officers thereby preserving the integrity of the promotion process and further aligning civil service advancement with good governance.,” said the source.
Supersession is considered for officials below average/average PERS officials, those facing allegations of financial malpractices, including corruption and rude behaviour with the general public.
Deferments are done in the cases of officers found disinterested in active service, 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.
“The Establishment Division, through these Boards, has ensured that deserving officers progress in their careers, while those failing to meet professional standards are appropriately deferred or superseded,” said the source, adding, “This process has significantly contributed to reinforcing good governance, aligning civil service leadership with national development priorities, and promoting integrity and professionalism at all levels of government.”
The Establishment Division undertook a transformation in the DPC framework in 2023, aligning it with the Civil Servants Promotion Rules, 2019. This shift marks a move away from seniority-based progression to a performance-anchored, merit-driven model that prioritises professional competence, integrity, and public service ethos.
Before 2022, the DPC mechanism lacked structured accountability. For instance, in 2019, although 220 officers were promoted from a panel of 434, no officer was placed under performance scrutiny, revealing systemic gaps in evaluating suitability beyond tenure.
Since 2023, the DPC process has incorporated robust measures to assess officer suitability, with a particular emphasis on conduct, integrity, and professional standards. Officers found lacking in these essential attributes were deferred under Performance Watch provisions.
“This measure was operationalised to uphold the principle that promotion is not an entitlement, but a responsibility reserved for those who meet clearly defined standards of fitness and ethical comportment,” the source said.
Originally published in The News
