The two are interlinked especially in the system prevailing in Jammu and Kashmir in respect of promotions from one rank or position to the other rather in the same department or from one to the other department. For the requisite exercise, it is necessary that Departmental Promotion Committees (DPCs) to hold regular meetings and initiate necessary steps in this direction from an already prepared list supported by all particulars and submit the same to the designated agency, usually the Public Service Commission. This issue being not taken all in seriousness and related matters having been dwelt upon many a time by us highlighting the importance of conducting of such meetings regularly as against after couple of years in many cases, the position more or less continues to be not much changed.
However, it is a matter of concern that still there are as many as 29 such departments in the UT of Jammu and Kashmir which are yet to start conducting of the meetings of the DPCs. Though promotion is not a right of an employee per-se which can be claimed accordingly but no organisation can function in the ordinary course of business without being in a ”flowing form” rather being in a stagnant form or status quo ante position. Promotion of employees means career advancement and opportunities to demonstrate one’s capabilities and potential much to the benefit of an organisation, for brevity Governmental departments and other institutions run by the UT Government. Like that, an employee is allowed to grow and to develop more attachment with the activities of a particular department and deliver more and with better confidence besides feeling job satisfaction.
Let the issue be analysed the other way, denying promotion to an eligible employee even when there being enough scope for and requirement in a particular department and such denial also for years in a row plants in such an employee a sense of frustration and disinterest in the job which disguisedly has a telling effect on his or her levels of performance. In other words, promotion is a sort of major motivation correlating with higher productivity levels. Alternately, such an aggrieved employee should leave such organisation where for him there is no career building opportunities and avenues of promotions to find comparative better fortunes but given the conditions of employment ”market” where supply of labour is in abundance as against demand there-for and personal limitations like age factor etc that seems to be impracticable and, therefore, difficult too unless one being a highly professional and a technical hand which continue to be otherwise much in demand.
Directives being issued to all the Administrative Secretaries to submit proposals for conducting of the DPC meetings to the Public Service Commission (PSC) after adhering to the procedures and following the devised check list by the PSC, the situation reportedly is far from satisfactory. Why should the directives not be scrupulously followed by all the 43 Administrative Departments of the UT of Jammu and Kashmir and only by a paltry number of eight. Not that superannuation of employees does not routinely take place, not that many posts are not lying vacant due to various reasons, not that many additional wings and sections of various departments are not without proper promoted cadre but an ad-hoc or in-charge system prevails, not that shortage of personnel especially wielding decisions taking powers is not in many departments affecting delivery mechanism and developmental activities but still the importance and the utility of the DPCs is not felt or the matter. Otherwise despite these factors prevailing and a general scenario of scepticism nursed by the eligible employees who feel due promotions denied to them, a casual approach of the concerned departmental heads/ Administrative Secretaries is required to be changed.
There could be also the possibilities of some technical hitches like stay orders/ pending court cases , incomplete verifications, undecided departmental enquiries into alleged misconduct of some employees and the like which need to be sorted out by heightened follow up and seeking requisite advice and support from the Law department so that promotions are not held up. It is to be underlined that promotion is an opportunity given to an eligible employee to use one’s experience gained while working in the department and boosts one’s sense of belongingness and creating job satisfaction which is quite useful to the department.
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