Srinagar, Mar 29(KNB): A group of Junior Scale officers of the Jammu & Kashmir Administrative Service (JKAS) from the 2013 batch has raised concerns over prolonged career stagnation, pointing to structural flaws in the promotion framework and seeking immediate administrative intervention.
In a detailed representation to the administration, the officers said that despite completing over a decade in service, many continue to remain in the Junior Scale—well beyond the stipulated four-year eligibility period for promotion to the Time Scale.
Stagnation, quota concerns
The officers attributed the delay to amendments in service rules, including reduced promotional quotas and non-utilisation of available posts. They argued that the existing 50:50 quota between direct recruits and departmental promotees at both entry and promotion levels creates a “double advantage” for the latter, adversely affecting merit-based progression.
According to the representation, this structure has led to a growing imbalance, with direct recruits—selected through competitive examinations—being superseded by junior officers from departmental services.
Mounting backlog
The officers highlighted that since 2011, nearly 728 Junior Scale JKAS officers have been inducted, while Time Scale posts have not increased proportionately. As a result, over 575 direct recruits are reportedly awaiting promotion, compared to a relatively smaller number of departmental officers who continue to progress.
Illustrative cases cited
To support their claims, the officers cited instances where departmental promotees with comparatively lower academic qualifications have already been elevated to the Time Scale. Documents annexed with the representation highlight at least three such cases, where officers with qualifications ranging from matriculation to undergraduate level have advanced ahead in the service hierarchy. The officers said these cases point to systemic anomalies and raise concerns over parity and merit in promotions.
Comparison with other states
The representation also draws comparisons with other states, where direct recruits reportedly enjoy a higher share in promotions, ensuring timely career progression. In contrast, JKAS officers face delays that, they said, impact morale and administrative efficiency.
Supersession, inter-service disparity
The officers flagged instances of supersession, where departmental officers—previously junior—have already been promoted. They also pointed to disparities with allied services such as Law, Accounts and Planning, where officers have advanced faster despite later induction.
Vacancies and suggested measures
The representation notes that several posts remain vacant or underutilised. The officers suggested that immediate utilisation of leave reserve and training reserve posts—practices adopted in other departments—could help address the backlog.
Key demands
The officers have sought revision of the promotional quota in favour of direct recruits, rationalisation or redistribution of underutilised technical quota posts, amendments to service rules in line with central guidelines, and immediate utilisation of vacant and reserve posts for promotions.
Call for intervention
Describing JKAS as the “premier state service,” the officers cautioned that continued stagnation could affect morale, governance efficiency and institutional integrity. They urged the administration to take prompt steps to address what they termed a long-standing imbalance in the promotion system.(KNB)