The ACC must have its own salary structure, where the pay scale is at least double the national pay scale. Moreover, officials and staff involved in investigations, undercover inquiries, and related tasks should receive adequate risk allowances in addition to salary. View Details
Section 54(2) of the ACC (Employees) Service Rules, 2008, must be abolished. (Currently, under Section 54(2), an ACC employee can be removed by the appropriate authority without showing any reason subject to 90 days’ notice or payment in lieu of notice. This provision contradicts the principle of natural justice and hinders ACC employees from working independently and without fear.) View Details
The ACC should establish its own Training Academy to enhance its financial, administrative, and professional/technical capacity. All categories of officials must undergo mandatory periodic professional training through this academy. View Details
The workforce and capacity of the Digital Forensic Lab should be increased. Additionally, it should be directly reportable to the Chairman, free from influence of any of the ACC Divisions. View Details
The ACC’s overall operations, especially, complaint management, investigation, undercover inquiries, and prosecution, should be brought under end-to-end automation. View Details
Immediate steps must be taken to establish the Permanent Prosecution Unit as stated in the ACC Act. Initially, the partial implementation of the law can begin by appointing a limited number of permanent prosecutors (10%-20%). Subsequently, by replacing further 10%-20% of contractual lawyers with permanent prosecutors annually, the complete implementation of Section 33(1) of the ACC Act, 2004 must be achieved within 5-10 years. View Details
Up to a maximum of 10% of positions at each level (Director General, Director, and Deputy Director) may be filled through appointments on deputation. However, officials from the judiciary and law enforcement agencies appointed on deputation for the purposes of investigation, prosecution or trial will not be included in this 10% quota. View Details
All appointments to Director General and Director positions (excluding those appointed on deputation) should be made through an open and competitive process via advertisements. However, 60 and 75 percent of positions of Directors General and Directors respectively must be kept reserved for internal candidates of ACC subject to fulfilment of relevant competency requirements. View Details
The appointment of the Secretary of the ACC should take place through an open and competitive process via advertisements. However, if a government official is deemed eligible in the due process for the advertised position, they may take leave from their respective parent organisation and be appointed to the Secretary role in the ACC on a contractual basis. View Details
The ACC must incrementally establish adequately equipped district offices in every district of the country. View Details
