ISLAMABAD – In a significant shift in the promotion protocol within the Federal Board of Revenue (FBR), all officers and officials of the Inland Revenue Service (IRS) and Pakistan Customs Service are now required to submit undertakings along with their Performance Evaluation Reports (PERs) for consideration of promotion to the next grade.
A circular issued by the FBR on Wednesday outlined this new requirement, emphasizing the need for transparency and accountability in the promotion process. The circular stated that, effective immediately, all officers must submit undertakings along with their PERs. The FBR explicitly mentioned that PERs submitted without the accompanying undertaking would not be accepted.
The text of the undertaking is outlined as follows:
“I solemnly undertake that I submitted and got my PER written from the correct reporting and countersigning officer. I am fully aware that if at any time, irregularity with respect to reporting and countersigning officer is noticed or discovered, I shall not be considered for promotion besides disciplinary proceedings shall be initiated against me under the E&D Rules, and I shall be responsible for all consequences in this regard.”
Key Highlights of the New Protocol:
1. Mandatory Undertakings: The introduction of mandatory undertakings signals a shift towards enhancing accountability in the promotion process. Officers and officials are now required to formally commit to the accuracy and legitimacy of their PERs, ensuring that the evaluation process is conducted with integrity.
2. Promotion Consideration Criteria: The undertaking explicitly emphasizes the correctness of reporting and countersigning officers. This criteria is crucial in ensuring that the evaluation process is fair, accurate, and in adherence to established protocols.
3. Consequences for Irregularities: The undertaking includes a clause that highlights the consequences of irregularities in the reporting and countersigning process. Officers are made aware that if any irregularity is noticed or discovered, they may face disciplinary proceedings under the E&D Rules, and their consideration for promotion may be jeopardized.
4. Transparency and Fairness: The move aligns with the broader objectives of promoting transparency and fairness within the FBR. By requiring officers to explicitly acknowledge their awareness of the consequences of irregularities, the FBR aims to instill a sense of responsibility and adherence to procedural integrity.
5. Disciplinary Measures: The circular suggests that officers failing to comply with the new protocol may face disciplinary measures. This underscores the FBR’s commitment to upholding the highest standards of professionalism and ethics in the promotion process.
Impact on Organizational Culture:
The implementation of this new promotion protocol not only introduces a more stringent evaluation process but also contributes to shaping a culture of responsibility and integrity within the FBR. By requiring officers to formally commit to the accuracy of their evaluation reports, the FBR is sending a clear message about the importance of ethical conduct in all aspects of their service.
Employee Reaction:
While the reaction of employees to the new protocol is yet to be fully gauged, it is expected that the move may receive mixed responses. Some may see it as a positive step towards ensuring a fair and accountable promotion process, while others may perceive it as an additional layer of scrutiny and responsibility.
The FBR’s decision to implement mandatory undertakings with PERs reflects a commitment to upholding the highest standards of professionalism and integrity within the organization. As this new protocol takes effect, its impact on the promotion process and the organizational culture within the FBR will become clearer over time.
