The three scientific Departments of DRDO, and Departments of Atomic Energy and Space have the Merit Promotion Scheme (MPS) instead of the MFCS.
The three scientific Departments of DRDO, and Departments of Atomic Energy and Space have the Merit Promotion Scheme (MPS) instead of the MFCS. However, while MFCS is meant only for Group `A’ posts, MPS extends to Group `B’ and Group `C’ posts as well.
Under the MPS there are several sub-schemes of career progression, with each sub-scheme specific to a category of scientific staff. Sub-schemes vary from each other in terms of residency period, start and end points of career progression and minimum qualifications. In the Department of Space, for example there are 25 sub-schemes of which four are dedicated only to Group `A’ posts while the rest of the schemes start either in Group `B’ or Group `C’ posts and end in Group `A’ posts. There are two which start at the lowest GP 1800.
In the Departments of Atomic Energy and Space, for each sub-scheme all eligible staff are promoted to the next level whereas in DRDO only a fixed percentage of eligible staff are promoted to the next level in the sub-scheme applicable to the Defence Research Technical Cadre (DRTC). The DRTC covers the scientific support staff in Group ‘B.’ The association of DRTC has accordingly demanded the removal of fixed percentage so that it is placed at par with Departments of Space and Atomic Energy.
The Commission is of the view that routine promotion of all eligible staff breeds complacency. The application of fixed percentage as done in DRDO, or the bell curve principle, as done in many organizations the world over, places a premium on quality and is therefore desirable. Hence removal of the fixed percentage in places where it is presently applicable is not recommended. On the contrary, the government may consider the application of a percentage system wherever the scheme is operative.