J&K School Edu Dept notifies New Transfer Policy

Five-zone framework, online portal and point-based system introduced for transparent postings

SRINAGAR, Aug 20: The Jammu and Kashmir Government’s School Education Department has notified a comprehensive Transfer Policy-2026 aimed at ensuring greater transparency, accountability and objectivity in the transfer and posting of employees.

The policy has been issued through Government Order No. 335-JK(Edu) of 2026 dated August 20, 2026, and will govern transfers and postings of Teachers, Masters, Lecturers, Headmasters, Principals, Zonal Education Officers, Chief Education Officers and equivalent personnel serving under the School Education Department.

Five-zone transfer framework

Under the new policy, educational institutions have been classified into five Annual Transfer Drive (ATD) zones, with Zone-V designated as the difficult-area category.

Employees posted in Zones I, II and III will ordinarily have a three-year tenure at a particular institution, while those posted in Zone-IV and Zone-V will ordinarily serve for two years and one year, respectively.

Employees completing the prescribed tenure in Zone-V will ordinarily be relieved for further posting. Completion of the difficult-area tenure will also provide a preferential claim for consideration against suitable vacancies in Zones-I or II, subject to administrative requirements.

Online portal for transfers

The department has mandated that transfers and postings shall ordinarily be processed through the designated Online Transfer Portal. The concerned Directorates will maintain electronic databases containing posting history, tenure, service particulars and transfer records to facilitate objective implementation of the policy.

The policy provides for general, mutual, administrative, compassionate/priority and special rotation transfers.

Compassionate and priority cases involving serious medical conditions, benchmark disabilities, single parents, widows, security concerns and other exceptional humanitarian circumstances may be considered on the basis of documentary evidence, verification and approval by the competent authority.

Special provisions for employees

The policy provides special consideration for employees facing particular family and personal circumstances. Where both spouses are government employees, efforts may be made to post them suitably or within reasonable proximity, subject to availability of posts.

Employees due to retire within one year may preferably be posted near their residences, while those aged 58 years and above will ordinarily not be posted in Zone-IV or Zone-V, except in compelling administrative circumstances.

Special consideration has also been provided to single parents, widows, divorcees, female employees and employees having children with benchmark disabilities.

Mid-term transfers on medical, security grounds

The policy allows consideration of inter-cadre or mid-term transfers in exceptional medical or security-related cases involving an employee, spouse or dependent children.

Medical cases involving life-threatening or chronic debilitating illness or disability of 40 per cent or more will require supporting certification from the Standing Medical Board. Security-related cases will require recommendations from the Special Director General, CID Wing.

Annual transfer calendar

The policy lays down an indicative annual transfer calendar. Publication of anticipated vacancies and transfer-related notifications is scheduled for April/October, followed by submission of applications and posting preferences in May/November.

Provisional eligibility and merit lists are to be published in June/December, while examination and disposal of representations will follow in June/January. Transfer and posting orders are scheduled for June-July/January-February.

The Administrative Department may revise the schedule in view of academic requirements, administrative considerations, judicial directions or other circumstances.

Point-based assessment system

A key feature of the policy is an online, point-based Transfer Assessment Matrix designed to determine transfer priorities in a transparent manner.

Employees completing the prescribed tenure in Zone-V will receive five points, with additional points for service beyond the mandatory tenure. Employees completing service in Zone-IV will also receive points based on their tenure.

Additional points have been provided for various categories, including employees aged 55 years and above, widowed/divorced/single-parent female employees, persons with benchmark disabilities, spouses serving in government and posted in the same district, recognised teacher award recipients, exceptional academic performance, serious illness and employees retiring within one year.

Difficult areas identified

The policy identifies several areas under Zone-V, including Marwah, Dachhan and Warwan in Kishtwar; Mahore and Chassana in Reasi; Khawas in Rajouri; Malhar and Bani in Kathua; Bhallessa in Doda; Gool and Khari in Ramban; Karnah, Kralpora, Kupwara, Machil and Trehgam in Kupwara; Gurez in Bandipora; Aishmuqam in Anantnag; and Uri in Baramulla.

Zone-I comprises institutions within municipal limits of district headquarters, while Zone-II covers institutions outside municipal limits and up to 20 km from district headquarters. Zone-III covers institutions beyond 20 km and up to 40 km, whereas Zone-IV covers institutions beyond 40 km from district headquarters where a change of residence is required.

Three-tier grievance mechanism

The policy also establishes a three-tier grievance redressal mechanism at institutional, district and Union Territory levels.

Employees aggrieved by a decision or action under the policy may submit representations before the appropriate forum. The grievances are to ordinarily be examined at the lowest competent level before being escalated.

Representations should, as far as practicable, be disposed of within 15 days of receipt, with decisions communicated to the concerned employee through the prescribed mode. The decision of the UT-level Transfer Review Committee will ordinarily be final, subject to statutory remedies available under law.

The Government has stated that the policy is intended to ensure balanced deployment of human resources, equitable distribution of staff, efficient administration and uninterrupted academic functioning, particularly in remote and underserved areas.