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No. ofvacanciesNormal ZoneZone forconsiderationfor SC/ST1 5 52 8 103 10 154 12 205 and above Twice thenumberof vacancies+ 45 times thenumber of vacancies9.4 Guidelines for DPCsThe following guidelines are laid down to regulate theassessment of suitability of candidates by DPCs:9.4.1 While merit has to be recognised and rewarded, advancementin an officer's career should not be regarded as a matter of course, butshould be earned by dint of hard work, good conduct and resultorientedperformance as reflected in the annual confidential reports andbased on strict and rigorous selection process.9.4.2 Confidential Reports are the basic inputs on the basis of whichassessment is to be made by each DPC. The evaluation of CRs shouldbe fair, just and non-discriminatory. Hence, the DPC should assessthe suitability of the employees for promotion on the basis of theirService Records and with particular reference to the CRs for fivepreceding years irrespective of the qualifying service prescribed in theService/Recruitment Rules. (If more than one CR has been written fora particular year, all the CRs for the relevant years shall be consideredtogether as the CR for one year).9.4.3 Where one or more CRs have not been written for any reasonduring the relevant period, the DPC should consider the CRs of theyears preceding the period in question and if in any case even these arenot available, the DPC should take the CRs of the lower grade intoaccount to complete the number of CRs required to be considered asper above para. If this is also not possible, all the available CRs shouldbe taken into account.9.5 Principles to be observed for preparation of panel9.5.1 In case of ‘selection’ (merit) promotion, the hitherto existingdistinction in the nomenclature (‘selected by merit’ and ‘selection-cum-Page 58 of 58