Increased Deferments in Civil Services Reflect Accountability Measures

ISLAMABAD: The Pakistan Administrative Service (PAS), Police Service of Pakistan (PSP), and Office Management Group (OMG) have seen a rise in deferments after the introduction of Performance Watch, a mechanism designed to enforce accountability standards within the civil bureaucracy.

Official figures indicate that departmental selection boards (DSBs) assessed 2,270 officers for potential promotion across the PAS, PSP, and OMG between 2020 and 2024. Of these, a mere 481 officers, representing 21%, were promoted based on merit, demonstrating the DSB’s stringent criteria.

Approximately 4% (80 officers) were placed under performance watch for corrective action, while 1.5% (33 officers) faced supersession due to notable issues in performance or conduct. Official sources stated that these decisions stemmed from thorough evaluations of individual service records, behavior, integrity, and adherence to regulations.

A senior source within the Establishment Division commented, “This institutional change supports improved governance by ensuring that only individuals meeting strict professional standards are given greater responsibilities.” The source further noted that the DSB employed a rigorous, merit-based approach to advance exceptional civil servants from 2020 to 2024. “This initiative aimed not only to acknowledge consistent excellence and commitment in public service but also to uphold accountability—essential elements of effective governance,” the official added.

Reportedly, the DSBs ensured that promotions were awarded only to officers who displayed exceptional levels of professionalism, integrity, and dedication. Simultaneously, officers with conduct or performance deficiencies were held responsible via deferment or supersession, as outlined in the Civil Servants Promotion Rules, 2019. This process aims to reinforce the civil service’s institutional framework and bolster national development by securing capable leadership, according to the source.

It has been revealed that officers with persistent underperformance or conduct problems were subjected to: a) Performance Watch, allowing for improvement before more drastic measures; b) Supersession, used sparingly as a last resort. The relatively low supersession rate (1.5%) indicates a preference for officer rehabilitation through performance monitoring, promoting fairness and development.

To formalize accountability, the Civil Servants Promotion (BPS-18 to BPS-21) Rules, 2019, underwent a key amendment: an officer superseded twice in their current position will no longer be eligible for promotion. “This amendment strengthens the promotion framework by setting limits on repeated supersessions and ensuring promotional opportunities are reserved for consistently high-performing officers, thereby safeguarding the promotion process’s integrity and further aligning civil service advancement with good governance,” the source explained.

Supersession is considered for officials with below-average performance evaluations, those facing allegations of financial misconduct (including corruption), and those exhibiting disrespectful behavior towards the public.

Deferments occur when officers display disinterest in active service, misuse authority for personal gain, are inaccessible to the public, have poor work habits, show questionable financial integrity, face disciplinary issues, disregard Establishment Division posting orders, or demonstrate limited professional competence.

“The Establishment Division, through these Boards, has made certain that deserving officers advance while those failing to meet professional standards are appropriately deferred or superseded,” the source noted, adding, “This process has notably contributed to reinforcing good governance, aligning civil service leadership with national development priorities, and promoting integrity and professionalism across all levels of government.”

In 2023, the Establishment Division implemented a transformation in the DPC framework, aligning it with the Civil Servants Promotion Rules, 2019. This shift represents a move from seniority-based advancement to a performance-driven model that prioritizes professional competence, integrity, and a commitment to public service.

Prior to 2022, the DPC mechanism lacked structured accountability. For example, in 2019, although 220 officers were promoted from a pool of 434, no officer was placed under performance scrutiny, highlighting systemic deficiencies in assessing suitability beyond tenure.

Since 2023, the DPC process has integrated robust measures to evaluate officer suitability, with a strong focus on conduct, integrity, and professional standards. Officers lacking these essential qualities were deferred under Performance Watch provisions.

“This measure was put into effect to uphold the principle that promotion is not a right, but a responsibility reserved for those who meet clearly defined standards of fitness and ethical behavior,” the source concluded.