All 12 Additional Chief Engineer Posts Vacant; Operations Running on Acting and Additional Charges Amid Growing Frustration
Rezaul Karim Reza :
The Local Government Engineering Department (LGED), one of Bangladesh’s largest development agencies, has long been regarded as a driving force behind the country’s rural infrastructure transformation. From village roads and school buildings to cyclone shelters, market modernization, drainage systems and water-sector projects, the organization plays a critical role in national development.
However, behind this massive development machinery lies a long-standing internal crisis – a persistent promotion deadlock.
Allegations have emerged that the failure to conduct regular promotion processes has left several senior positions vacant for years, fueling frustration, disappointment and a sense of deprivation among officials. Concerned insiders say the situation is also affecting administrative efficiency and workplace morale.
All 12 Senior Posts Vacant
According to LGED sources, the department has 12 sanctioned posts for Additional Chief Engineers. Surprisingly, all of these positions are currently vacant.
As a result, official activities are being managed through additional charge and acting arrangements.
A similar picture reportedly exists in the case of Superintending Engineers, where most responsibilities are being carried out under temporary assignments rather than through regular appointments.
Officials claim that despite the prolonged nature of the problem, there has been little visible progress toward a sustainable solution.
Retirement Without Promotion
With a workforce of nearly 15,000 personnel, LGED follows a structured engineering career ladder: Work Assistant and Surveyor, Sub-Assistant Engineer, Assistant Engineer, Senior Assistant Engineer, Executive Engineer, Superintending Engineer, Additional Chief Engineer, and finally Chief Engineer.
However, officials allege that irregularities in promotion examinations and related administrative procedures over the years have disrupted the entire promotional chain.
Promotion to the posts of Executive Engineer, Superintending Engineer and Additional Chief Engineer has reportedly become almost stagnant.
Several officials said many officers have reached retirement age without receiving their long-awaited promotions.
Speaking on condition of anonymity, a promotion-deprived official said:
“Promotion is one of the biggest achievements in a professional career. We perform all responsibilities of higher positions, yet receive salaries and benefits of lower posts. This disparity has persisted for years.”
Irregular SSB Meetings Blamed
Promotion-deprived officials identify the irregular holding of SSB (Selection/Service Board) meetings as a key reason behind the crisis.
According to them, delays in mandatory meetings and administrative procedures have gradually created a bottleneck affecting the entire institution.
They urged the Chief Engineer of LGED and the relevant ministry to play a more proactive role in ensuring regular SSB meetings and timely promotions.
Is Lack of Full In-Cadrement Structure a Factor?
Several officials serving as acting Superintending Engineers and Additional Chief Engineers believe the crisis is also rooted in structural limitations.
They argue that, unlike the Roads and Highways Department (RHD) and the Public Works Department (PWD), LGED does not operate under a fully in-cadrement system, which contributes to the promotion complications.
According to them, introducing a 100 percent in-cadrement structure could significantly reduce the existing bottlenecks.
Massive Development Activities, Internal Morale Crisis
LGED has been instrumental in implementing nationwide development initiatives, including nearly 125,000 kilometers of paved roads, multi-purpose school buildings, cyclone shelters, modernized markets, mosque development projects, bus terminals, drainage systems and water-sector infrastructure.
Rural dirt roads have transformed into paved highways, improving transportation and enabling farmers to market their produce more efficiently. Modern markets equipped with drainage, sanitation facilities and safe drinking water have emerged across many regions.
In recent years, the agency’s annual development allocation has ranged between Tk 40,000 crore and Tk 50,000 crore.
Yet officials raise a pressing question: Can an institution managing such a vast development portfolio sustain peak performance while its own human resource system remains trapped in prolonged uncertainty?
According to insiders, ensuring timely promotions at every level would strengthen morale, accelerate work efficiency and help restore momentum within LGED.
The question now is whether the authorities will take effective measures to resolve this long-standing promotion deadlock.
Views: 1
