TARC’s First Report.
TARC has submitted its first report and CBEC has constituted six committees to look into the six areas of the report. Click below for TARC's first report
http://www.finmin.nic.in/the_ministry/dept_revenue/tarc_report.asp.
The report interalia provides for introducing a system of limited departmental competitive examinations by earmarking 33 per cent of the vacancies in the promotions quota in Group-B as wel as Group A, so that relatively more meritorious and younger officers in the feeder grades can get a fast track in promotions (Section (IV.3.c) The report also provides that " In view of the inability of the current HR process to recognize and reward merit, there is also a need for providing the right opportunity to junior officers joining GroupB/ C cadres either by direct recruitment or promotion, to move on a fast track on the basis of intelligence and ability. One way of doing this will be to earmark 33 per cent of promotional vacancies in the cadre of the ITOs in Income Tax, and Appraisers and Superintendents in Customs and Excise to be filled by a limited departmental competitive examination for Inspectors, tax assistants, etc, who would be eligible to sit for the examination after 5 years. The examination should test the candidates abilities and knowledge in related areas like tax and business law, accountancy, departmental processes, ICT familiarity and communication. Similarly a part of the promotion quota for the IRs could also be filled by limited departmental competitive examination at a higher level than the examination for inspectors, etc. open to the feeder cadres of in the respective IRS services. This will provide a fast track for meritorious candidates, create an incentive to perform and improve the quality of people in these crucial cadres. It is, after all, officers in these grades that the tax payer most frequently has to interact with and the quality of their performance has a decisive impact on perception about the organizations performance. The regional training institutes should also conduct coaching for employees sitting for the examination".
TARC has submitted its first report and CBEC has constituted six committees to look into the six areas of the report. Click below for TARC's first report
http://www.finmin.nic.in/the_ministry/dept_revenue/tarc_report.asp.
The report interalia provides for introducing a system of limited departmental competitive examinations by earmarking 33 per cent of the vacancies in the promotions quota in Group-B as wel as Group A, so that relatively more meritorious and younger officers in the feeder grades can get a fast track in promotions (Section (IV.3.c) The report also provides that " In view of the inability of the current HR process to recognize and reward merit, there is also a need for providing the right opportunity to junior officers joining GroupB/ C cadres either by direct recruitment or promotion, to move on a fast track on the basis of intelligence and ability. One way of doing this will be to earmark 33 per cent of promotional vacancies in the cadre of the ITOs in Income Tax, and Appraisers and Superintendents in Customs and Excise to be filled by a limited departmental competitive examination for Inspectors, tax assistants, etc, who would be eligible to sit for the examination after 5 years. The examination should test the candidates abilities and knowledge in related areas like tax and business law, accountancy, departmental processes, ICT familiarity and communication. Similarly a part of the promotion quota for the IRs could also be filled by limited departmental competitive examination at a higher level than the examination for inspectors, etc. open to the feeder cadres of in the respective IRS services. This will provide a fast track for meritorious candidates, create an incentive to perform and improve the quality of people in these crucial cadres. It is, after all, officers in these grades that the tax payer most frequently has to interact with and the quality of their performance has a decisive impact on perception about the organizations performance. The regional training institutes should also conduct coaching for employees sitting for the examination".
