Promotion Barriers in CAPFs: A Comprehensive Analysis
There is a misconception that no officers are being promoted to the rank of Director General (DG) in the Central Armed Police Forces (CAPFs), such as the CRPF, BSF, and ITBP. However, the reality is more complex, and promotional barriers are embedded within the system.
Understanding the Promotion Process in CAPFs
The notion of no promotions in CAPFs is inaccurate. Officers are available, but they often retire before reaching higher ranks due to the stringent service rules. For instance, after joining as an Assistant Commandant (AC) in 1972, it took until 2009 to be promoted to Senior Administrative Grade (SAG), and then they retired as Inspector General (IG) in 2011. Contrast this with an Indian Police Service (IPS) officer, who can retire as an IG with only 2 years of residual service. This discrepancy highlights the substantial time commitment required in these services.
Unlike the Indian Administrative Service (IAS) and IPS, which have defined time-bound promotions, CAPFs promote only when vacancies arise, and even then, certain conditions must be met. Moreover, officers must complete specific promotional courses. These barriers create a significant challenge for career progression within CAPFs, where ranks can even be redefined between cadre posts as was the case with the Second in Command or Additional DIG.
The Role of IPS and IAS in CAPFs
Apart from the confusion and barriers in promotions, there are significant differences in the operational dynamics of these services. IPS officers are placed at the helm of affairs for CAPFs, while IAS officers manage the broader polity. This often results in a hierarchical structure where IPS officers have more say and lead the state and central police organizations, gaining extensive experience across various fields. In contrast, CAPF officers are confined to narrower areas, potentially sidelining them in career progression.
Reservation and Career Progression
There is a reserved system for appointments above the DIG level in CAPFs, which includes members of the Armed Forces, BSF, and IPS. This provision, however, lacks justification as these forces can now manage senior officers internally. The purpose of these provisions often creates additional hurdles in career progression for cadre officers, despite being selected through a unified services commission (UPSC).
Challenges and Legal Battles
Notable legal cases, like that of the National Fire Service (NFU), highlight the ongoing struggles for fair career progression. NFU officers fought a long legal battle, eventually winning an order for the applicability of NFU rules. Nonetheless, the recruitment rules cannot be subjected to judicial review as they are made under 'absolute powers' under Article 309 of the Indian Constitution. This often leads to a situation where the credit of their operations is often overshadowed or stolen by others, as was the case with the ITBP, which serves in similar heights of Siachen but receives little media appreciation.
Understanding and addressing these disparities and barriers is crucial for ensuring fair career progression and retaining talent within the CAPFs. It is imperative to reevaluate the existing policies to ensure that officers can reach their full potential in these vital services.