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The present promotion system in civil service is based on time-scale and is coupled by its security of tenure. These elements in our civil service are making the dynamic civil servants complacent and many of the promotions are based upon the patronage system. A government servant’s promotion, career advancement and continuance in service should be linked to his actual performance on the job and the dead wood should be weeded out.
♤ The promotions should be merit based and the respective authorities have to benchmark the best practices and evaluate the performance of the civil servants both qualitatively and quantitatively with a variety of parameters.
♤ Performance Related Incentive Scheme: The Sixth Pay Commission recommended introduction of a new performance based pecuniary benefit, over and above regular salary, for the government employees. It is based on the principle of differential reward for differential performance. The end objective of introducing PRIS in government is not just limited to improving employee motivation; obtaining higher productivity or output and delivering quality public service; but it seeks larger goals of effectiveness and systematic change for responsive governance.