At the Departmental Selection Board level, the new approach has already bn put into practice for the promotn of officers. From the Office Managemnt Group (OMG), Pakistan Administrative Service (PAS), and Pakistan Police Service (PSP).

The Departmental Promotion Board convened early this month, on August 6, to discuss the promotion of BS-18 officers of PAS, PSP, and OMG. Because they were dissatisfid with their performance. Also the  majority deferrd or supersed the minority, Though met the merit criterion. Of the 106 PAS officers that were takn into consideratn, only 28 receivd promotions, 15 were grantd advancement basd on acting charge, 50 officrs had their promotns postpond, nine had their performance monitord, and four were replacd.

Out of 58 officers in the Police Service, 17 were promotd, 8 were given the opportunity to advance on an actg charge basis, 24 officers had their promotions postpond, five were put undr performance review, and four were replacd.

A total of 189 officers were givn consideration for advancemnt in the OMG case. Out of the 43 officers who receivd promotions, 23 OMG officers were grantd temporary promotion on the basis of acting charge, 115 officers receivd deferrd promotions, and seven were placd under performance watch. The DSB aimd to keep underachievers and bad performance accountable while promoting  top performers based on merit.

An official source stated that this approach was directd by a definite commitment to cultivating a civil service but is competent, effective, and motivatd by meritocracy.

He clarified that on August 6, 2024, the Departmental Selection Board of Establishment Division held an exercise to advance the careers of the most outstanding officers. Who have continuously shown brilliance and dedication in public service. But statd that the DSB was committd to developing a civil service. So that is competent, efficient, and motivatd by meritocracy. Additionaly emphasizing merit, But board aimd to promote top performers while holding underachievers and low performers responsible.

Establishmnt Division has upheld the highest standards of professionalsm and integrity through this DSB, guarantng. That the leadershp is made up of people who are completely capable of advancg good governanc and national developmnt. The source tallied below average/average PERs (performance evaluation reports), average training evaluation reports. Claims of financial malpractices including corruption Before impolite behavior with public while determining the reasons for supersession and performance.

It is said that by promotng the highest standards of professionalsm and integrty through this DSB. The Establishmnt Division has made sure that the people mada up the leadership. Who are completely competnt of advancng good governance and national developmnt. In relation to the reasons of supersession and performance, the source tallied below average/average PERs (performance evaluation reports). Average training evaluation reports claims of financial misconduct  But such as public indiscretion and corruption.New plan to promote only top performers in bureaucracy.

The reasons for placing someone on the performance watch list include allegations of poor work habits. Dubious financial integrity, disciplinary problems, non-compliance with Establishment Division posting orders, limited professional competence, and a lack of interest in actively serving the public.

So, the absence of any requirements.  Those who were grantd promotn on an acting charge basis saw a temporary progress in their careers. So by the following board meetg  they will be givn a new consideratn for advancement.