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What is PCS
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PCS Policy Document - 2005
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BCSR 2006
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PCS Manual - 2006
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Position Directory
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Job Description
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Frequently Asked Questions 1. What is Job Mapping? Job Mapping is a process of placing existing staff in the positions in an Agency under the Position Classification System (PCS). A position is classified as per the job description under a Major Occupational Group (MOG) and in a particular sub group. Currently there are 19 Major Occupational Groups and 77 sub groups with 669 positions (as of 23rd August 2006) under the PCS. In future, the number of MOGs, Sub Groups and Positions may either increase or decrease based on the Government policy and needs of the Civil Service. 2. What are the guidelines and processes adopted for job mapping by the Ministries/Agencies/Dzongkhags? The Job Mapping Team (JMT) comprising senior officers and Human Resource Officers (HROs) chaired by the respective Heads of Ministries/Agencies/Dzongkhags was formed in every agency to carry out Job Mapping. HROs were trained to carry out job mapping and were provided the following documents for reference:
In assigning appropriate Position Title under the PCS, JMT had to carry out the following:
In order to maintain the integrity of the Job Mapping Exercise, Position Level of the respective Positions was not made known to the JMT. 3. What are the criteria for assigning Position Title by the RCSC? The Quality Assurance Committee (QAC) has been instituted by the RCSC to verify the proposals of the Ministries/Agencies/Dzongkhags including employee ID No., designation, qualification, grade, etc? and ensure consistency and uniformity in the job mapping across the Civil Service. The following criteria are used in assigning Position Title under the PCS:
About 95% of the job mapping exercise has been completed. The remaining 5% needs further review with Ministries/Agencies/Dzongkhags due to the following problems:
5. How is the Position Level determined? The Job Description and Evaluation Committee comprising representatives of the Ministries/Agencies has reviewed and evaluated the Generic Job Descriptions submitted by the various sectors as per the Factor Evaluation System (FES). Based on the FES result, each Position is assigned its Position Level. Position Level indicates the value of the Position in relation to other positions. Once the Position Title of a civil servant is determined, the corresponding Position Level is automatically assigned as per the Position Directory. 6. What are the factors under the FES used for job evaluation? The FES is based on the seven factors and they are:
7. Will the grades co-exist with the Position Levels? Once all the civil servants are assigned their positions and Position Levels, grades will no longer be used under the PCS. 8. Why are the Position sub levels introduced? In the Civil Service, there are many Ministries, Agencies and Dzongkhags where a junior staff is made to function in a higher position due to shortage of suitable and qualified personnel in the past. Further, these vacancies can not be filled up immediately. In order to take this situation into account and start implementation of the PCS, sub levels have been introduced as an interim strategy to address the inconsistencies in terms of varying salary scales of incumbents holding the same position. For example: Directors, Dzongdags and Drangpons (grades ranging from 3-5 under Cadre System). 9. What do the sub levels mean? Sub level indicates the salary scale of the incumbent based on the grade under the Cadre System. It facilitates HR actions to ultimately fulfill the PCS principle of ?Equal pay for equal value of work.? Sub level A indicates that the incumbent is placed in the salary scale which matches the value of the position; Sub level B indicates that the incumbent?s salary scale is one scale lower than the value of the position; and Sub level C indicates that the incumbent?s salary scale is two scales lower than the value of the position. 10. How many sub levels are there? There are three sub levels, A, B and C for the Professional & Managerial Category (P5 to P1) and Executives (EX3 to EX1) & Specialists (ES3 to ES1) Category. For the Supervisory & Support Category (S5 to S1) and Operational Category (O4 to O1), there are more than three sub levels. HR interventions such as trainings to enhance their qualification, knowledge and skills will need to be considered in order to advance their career and place them in appropriate sub levels. 11. Can these sub levels apply to fresh recruits joining the Civil Service? New entrants must meet all eligibility requirements and be appointed in sub level A which indicates that the incumbent is being paid the correct value of the position. Sub levels other than A do not apply to new candidates recruited into the Civil Service. 12. Can one Position have different Position Levels? One Position can have only one Position Level. Example: Position Level of Chief Planning Officer is P1. So all officers mapped as Chief Planning Officers are in Position Level, P1. However, sub levels may differ depending on the salary scale of incumbent. 13. Why are civil servants with same qualification mapped in different Position Levels? Position Levels are determined as per the job classification. It indicates the relative value of the position and not the value of the qualification. Qualification is one of the seven factors under Factor Evaluation System (FES) considered for evaluation of the position. Moreover, Vested Right Principle is applied wherever relevant. Therefore, civil servants with the same qualification whether appointed on the same date or otherwise need not necessarily be mapped in the same Position Level. Example: X, Y and Z have masters? degree in Public Policy. Under the PCS, they have been been assigned Position Title and Position Level and sub level as follows:
14. Why are sector heads in the Dzongkhags placed in different Position Levels when they are doing the same level of work? In the past staffing at the Dzongkhag level has not attracted suitable and qualified staff. Therefore, there are many sector heads who are senior in service but they do not have the minimum qualification required and are serving in grades as low as 8, 9 and 10. As a result, they could not be mapped in higher Position Level as they do not fit within the 3 sub levels, A, B and C. The positions and Position Levels of sector heads therefore differ from sector to sector and from Dzongkhag to Dzongkhag depending on the incumbent?s current salary scale. In order to overcome the anomalies and develop uniformity, the RCSC will review the issue and standardize the positions in close consultation with the Dzongkhags and the relevant sectors. 15. Why are non-select graduates in grade 9 placed in different Position Levels i.e. P5 B and S1 A? In the past, graduates, whether selected into Cadre grade 8 or non ?select graduates in Cadre grade 9 were appointed in the same positions. As a result, non-select graduates in Cadre grade 9 were placed in two different Position Levels, P5 B and S1 A depending on the entry position and its Position Level of the sub group which may differ across occupational groups and sub groups. For example:
However, the sub level assigned to Asst. Research Officer and Asst. Admin. Officer II is different as follows:
However, for future recruitments under the PCS:
16. What are the entry positions identified for the Civil Service Common Examination (CSCE) select and non-select graduates? Entry positions for select graduates are:
Entry positions for non-select graduates are:
17. Is seniority protected under PCS and if so, how? Seniority is protected in several ways as follows:
18. Why are civil servants without bachelors? degree mapped in Professional and Managerial Position Category? In the past opportunity for tertiary level education was not available to everyone. As a result, many civil servants without the minimum required qualification of bachelors? degree but who are in senior positions have retained their positions in the Professional & Managerial Category because of the ?Vested Right Principle.? For new recruitment under the PCS, candidates must fully meet the eligibility criteria and qualification requirement for the respective positions in the Civil Service. 19. What is the principle of ?Vested Right? and how has it been applied in the PCS? ?Vested Right? is a principle adopted to ensure that existing civil servant?s Cadre grade and salary scale are protected. Irrespective of what Position Title and Position Level have been assigned in the PCS, the civil servant?s existing seniority and salary is being protected. 20. Which is more important, qualification or seniority? Both qualification and seniority are equally important as they complement each other but can not substitute one another. Example: for promotion, one must not only meet the qualification criteria but also the minimum duration criteria in a relevant position and its Position Level. 21. Who will review the appeals on PCS/Job Mapping? The Appeal and Review Committee (ARC) has been established to review and decide the appeals on PCS. The Committee comprises senior officers from Sectors outside and within the RCSC. Towards resolving these on-going issues, the Ministries/Agencies/Dzongkhags concerned will be closely consulted during appeal review process. Appeals must be supported by proper justifications and relevant documents. 22. What is the definition of Promotion under the PCS? Promotion is when an employee takes on higher responsibilities and is assigned the respective Position Title and its corresponding Position Level. For example: Dy. Chief Information & Media Officer in P2 A on promotion against a vacant position of Chief Information & Media Officer will be assigned Position level P1 A. However, for promotions within the sub levels for the interim period, only the sub level will change and not the Position Title and its Position Level. Example: Chief Programme Officer in P1 B on promotion shall be assigned sub level A with the same Position Title and Position Level. 23. How many categories of promotions are there and what is the procedure? The categories of promotions are:
For more details on the above promotion categories, please refer to Chapter 14 on Promotions, BCSR 2006. The minimum duration required to be eligible for a promotion to the next higher position is normally four years in one?s current position. However, an outstanding civil servant with leadership qualities shall be considered for fast track promotion by relaxing the minimum required experience. He shall be allowed to apply and compete for a post that is higher by one or two Position Levels or on completion of at least two years in a particular post, so long as the other eligibility criteria are fulfilled. Promotions within the sub levels can be fast tracked without requiring the minimum duration of four years depending on one?s performance and meeting other eligibility criteria. However, exceptions may be made on qualification criteria based on performance and leadership qualities for promotions based on post vacancy. 25. When is the promotion schedule? Promotion schedule depends on the category of promotion as follows:
July 2006 promotion schedule for promotions within broad banded positions and sub levels has been delayed by a few months pending the completion of job mapping exercise and Position Directory which are required for processing promotions. Ministries/Agencies/Dzongkhags have been informed on the above postponement of July 2006 promotion during the Core Training Group (CTG) workshop held in May and the Executive seminar in June 2006. It has also been covered by the Kuensel. However, promotions approved will be backdated to July 1, 2006 so that civil servants are not affected due to the postponement. Executive order will be issued soon informing the July 2006 promotion schedule along with the guidelines. 27. How will I know whether my promotion is within the broad banded positions or not? The RCSC will soon be distributing the Position Directory and generic Job Descriptions for the 669 approved positions, to the Ministries/Agencies/ Dzongkhags in CDs. The Position directory will indicate which positions are broad banded. 28. What is a Position Directory? Position Directory contains the following key information on the Positions:
29. Who is responsible for promotions? It?s a shared responsibility between the Organizations and individual civil servant concerned. Unlike in the past, individual civil servants may initiate one?s own training and promotion. For example: when a post vacancy is announced, one must take the initiative to apply for the position and ensure that the eligibility criteria are met. For more information on the advertised position, the relevant Ministry/Agency/Dzongkhag or the Human Resource Management Division, RCSC can be contacted. In case of civil servants with meritorious and outstanding performance, the responsibility lies with the Ministry/Agency/Dzongkhag concerned to recognize such civil servants and recommend to the authority concerned for promotion. |
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