Departmental Promotion Committee (DPC) |
What is ‘Departmental Promotion Committee’ or DPC? |
The ‘Departmental Promotion Committee’ or DPC is a committee that decides which employees in a government department should be promoted to higher designations and Pay Scales. The committee scrutinizes employee's seniority, APARs and desired qualification to determine whether they are suitable and fit for the new position. Past five years Service Records and Annual Confidential Reports should also be taken into consideration. There shall be no interview by the committee unless provided for in Recruitment Rules for the post. The DPC is made up of senior officials from the department as well as representatives from other departments if needed (Preferably belonging to SC/ST). For technical posts, the officer nominated from other departments should have the requisite technical competency. The committee review the promotion cases of eligible employees and make recommendations for who should or who should not be promoted. It is mandatory to have at least one member from SC/ST Category, one member from minority community and one woman member for selection to 10 or more posts in all groups. If none of the members is SC/ST officer, a member belonging to SC/ST will be co-opted either from within the Ministry / Department or from outside. |
Papers required by the DPC |
a) Seniority List b) APAR c) Recruitment Rules d) List of eligible persons e) Yearly breakup of vacancies f) Certificate from Vigilance g) Pro forma h) Model Calendar for DPC i) Relaxation, if any |
Effect of penalty, appeal on promotions of an Employee |
DPC should make sure whether the officer has been awarded any major or minor penalty or whether any disciplinary action is being initiated against the officer. In case of any penalty awarded to the officer, DPC should study the order and make sure if anything regarding withholding of promotion or reduction to a lower stage in the time scale is mentioned in the order or not. The suitability of the officer for promotion should be assessed by the DPC. The DPC will take into account the circumstances leading to the imposition of the penalty and decide whether in the light of general service record of the officer and the fact of the imposition of the penalty he should be considered suitable for the promotion. If the penalty period is still due and the DPC found the person suitable for promotion, the promotion shall take effect after the expiry of the concurrency of penalty. If any disciplinary case is pending against the employee, the decision of the DPC shall be kept in the sealed cover envelope and shall be open only if the concerned officer is exonerated from the charges or is awarded a minor penalty. In case of conviction of the government servant, the provisional promotion shall be deemed non est, and the promotion shall stand reverted. |
Benchmark, Grading and Preparation of Selection List | |||||||||||
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Some Important Points to Remember |
1. When two or more scales have been merged, the existing DPC for the highest grades will be the DPC for the merged grade. 2. The crucial date of eligibility is 1st of January of the vacancy year with effect from 2019. 3. Seniors who have completed probation period but not the required service may also be considered for promotion when their juniors who have completed the requisite service are being considered. 4. If the study leave was duly sanctioned by the Competent Authority and certified that he would have continued to officiate but for proceeding on study leave, he can be considered by a DPC. |
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