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State of Chattisgarh - Section

Section 7 in The Chhattisgarh Public Services (Promotion) Rules, 2003

7. Promotion on the basis of merit-cum-seniority.

(1)Where promotion is to be made on the basis of merit-cum-seniority, the zone of consideration, that is the number of public servants to be considered for promotion out of those eligible public servants in the feeder cadre/part of the service/pay scale of post shall be as under :-
No. of vacancies tobe filled during theyear No. of persons to beconsidered
1 5
2 8
3 10
4 12
5 14
6 16
The formula for the further calculation shall be that the '4' be added to the double the number of anticipated vacancies.
(2)Where adequate number of public servants belonging to Scheduled Castes and Scheduled Tribes are not available within the zone of consideration as mentioned above, then the zone of consideration may be enlarged to seven times the number of vacancies and the names of only such public servants belonging to Scheduled Castes and Scheduled Tribes who are in the enlarged zone of consideration shall be considered for filling up the reserved posts.
(3)The names of only such public servants shall be considered for promotion who have completed the requisite number of years of service in the feeder cadre/part of the service/pay scale of post according to the Recruitment Rules for promotion and who are within the zone of consideration. In addition to this, in view of inclusion, in the select list, the names of two public servants or 25 percent of the number of the public servants included in select list whichever is more, the names of the required number of the public servants who are in the zone of consideration shall be considered for each category to fill up the unforeseen vacancies occurring during the course of the aforesaid period.Explanation. - Manner of computation for eligibility for promotion. - Period of qualifying service on 1st January' of the relevant year in which Departmental Promotion Committee/Screening Committee is convened shall be counted from the calendar year in which the public servant has joined the feeding cadre/part of the service/pay scale of the post and not from the date of joining of the cadre/part of the service/pay scale of post.
(4)The number of vacancies for promotion during the course of the year, i.e., from 1st January to 31st December shall be worked out after taking into account the existing and anticipated vacancies on account of retirement and promotions to higher cadres/part of service/higher pay scale of posts. Vacancies arising out of deputation for periods exceeding one year shall also be taken into account. The number of vacancies to be reserved for public servants belonging to Scheduled Castes and Scheduled Tribes shall be worked out on the basis of the rosier which is required to be maintained in accordance with the provisions of Rule 9 of these Rules.
(5)The meeting of the Departmental Promotion/Screening Committee shall be held every year. It shall consider the suitability of the public servant for promotion separately with reference to the vacancies of each previous year starting with the earliest year onwards. The Departmental Promotion Committee/Screening Committee shall consider, the suitability of the public servants for promotion to fill up the unfilled vacancies of the earlier year or years separately and prepare the select list for the relevant year accordingly. Thereafter, the Departmental Promotion Committee/Screening Committee shall consider the suitability of the public servants for promotion to fill up the existing and anticipated vacancies of the current year.
(6)The Departmental Promotion/Screening Committee shall assess the suitability of the public servants for promotion on the basis of their service record and with particular reference to the Annual Confidential Reports (ACRs) for 5 preceding years. However, in cases where the required qualifying service is more than 5 years, the Departmental Promotion/Screening Committee shall see the record with particular reference to the ACRs for the years equal to the required qualifying service.
(7)When one or more ACRs are not available for any reason for the relevant period, the Departmental Promotion/Screening Committee shall consider the ACRs of the years preceding the period in question.
(8)For the eligibility for promotion from Class I to higher pay scale of Class I posts, the benchmark grade shall be "Very Good".
(9)The Departmental Promotion/Screening Committee shall make a relative/comparative assessment of the merits of public servants who are within the zone of consideration and make an overall grading of the public servants' merit on the basis of their service records and place them in the categories as "Outstanding", "Very-Good", "Good", "Average" and "Poor" as the case may be. However, only those public servants who are graded as "Very Good" and above will be included in the select list, by placing the public servants graded as "Outstanding" on top followed by those graded as "Very-Good", subject to availability of vacancies, with the public servants with the same grading maintaining their inter-se seniority in the feeder cadre/part of the service/pay scales of post.
(10)Separate select list shall be prepared for the public servants of unreserved category', Scheduled Castes and Scheduled Tribes category in which the names of such number of public servants belonging to unreserved category, Scheduled Castes and Scheduled Tribes category shall be included which is equal to the number of posts reserved for each of these categories. In addition to this, names of two public servants or twenty five percent of the number of public servants included in the select list whichever is more, will also be included in the select list of each category as prescribed in sub-rule (3).
(11)The promotion to the higher cadre/part of the service/pay scale of post shall be made from these select lists according to the names appearing in the said select lists and according to the prescribed order shown in the roster. Only the public servants belonging to the same class for which the posts reserved shall fill up reserved posts.
(12)In order to determine the inter-se seniority of the public servants belonging to the three categories in the cadre/part of the service/pay scale of post to which the promotion is to be made, a combined select list of the above three categories of public servants shall be prepared according to the order of merit determined by the Departmental Promotion/Screening Committee.
(13)The names of public servants promoted on the basis of above combined select list shall be placed enblock below the names of last public servant promoted on the basis of the immediately preceding year's combined select list.
(14)Where sufficient number of public servants with the required benchmark grade are not available within the zone of consideration, public servants with the required benchmark will be placed on the panel and for the unfilled vacancies, the Appointing Authority, shall hold a fresh meeting of the Departmental Promotion/Screening Committee by considering the required number of public servants beyond the original zone of consideration.
(15)The reserved post which remains unfilled due to non-availability of suitable public servants of the category for which the post is reserved despite consideration of the names of all public servants eligible for consideration as per the Recruitment Rules, shall be carried forward, that is to say, shall be kept vacant until the suitable public servant belonging to that reserved category is available. In no circumstances any vacancy of reserved category shall be filled-up by promotion from the public servant belonging to any other category.
(16)Wherever the reserved vacancies for Scheduled Castes and Scheduled Tribes in all cases of promotion have remained unfilled in the earlier year or years, the backlog and/or carried forward vacancies would be treated as a separate and distinct group and will not be considered together with the reserved vacancies of the year in which they are being filled up for determining the ceiling of fifty percent reservation on total number of vacancies of that year. In other words, the ceiling of fifty percent on filling up of reserved vacancies would apply on the reserved vacancies which arise in the current year and the backlog/carried forward reserved vacancies for Scheduled Castes or Scheduled Tribes of earlier year or years would be treated as a separate and distinct group and would not be subject to ceiling of fifty percent :Provided that the Appointing Authority shall convene a special meeting of Departmental Promotion Committee/Screening Committee within six months to fill up backlog vacancies and if such vacancies still remain unfilled, they shall not be de-reserved in any manner for filling up by the public servants not belonging to the category for whom the post or posts are reserved.
(17)When a public servant, whose name is included in the select list, wants to refuse promotion, he may make a written request that he may not be promoted. Such request shall be considered by the Appointing Authority taking relevant aspects into consideration. If the reasons adduced for refusal of promotion are acceptable to the Appointing Authority, the next public servant in the select list may be promoted. However, since it may not be administratively possible or desirable to offer appointment to the public servants who initially refused promotion, on every occasion on which a vacancy arises during the period of validity of the panel, no fresh offer of appointment on promotion shall be made in such cases for a period of one year from the date of refusal of first promotion or till a next vacancy arises, whichever is later. On the eventual promotion to the higher cadre/part of the service/pay scale of post, such public servant shall loose seniority vis-a-vis his juniors promoted in the preceding year to the higher cadre/part of the service/pay scale of post.In cases, where the reasons adduced by the public servant for his refusal for promotion are not acceptable to the Appointing Authority then he shall enforce the promotion on the public servant and in case the public servant still refuses to be promoted, then even disciplinary action may be taken against him for refusing to obey his order.
(18)[ Notwithstanding anything contained in Rule 7, if no public servant of the category for which post or point in the roster is reserved is available and according to the criteria adopted for promotion, a public servant of unreserved/general category or a public servant of other reserved category is available and fit for promotion and no public servant from the category for which the post or point in the roster is reserved, is going to be available in the feeder cadre/post before the date of retirement of such public servant of unreserved/general or of other reserved category who is available for promotion, such available public servant shall be promoted.] [Inserted by Notification No. F. 4-2/2001/1-3, dated 16-11-2007.]