Non-faculty staff Structure of NITs

Recommendations of Committee of Directors

Submitted to Ministry of Human Resources Development

Government of India

First prepared: December 2006 First Revised: March 2007 Second Revision: April 2008

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CONTENTS

A. GENERAL 1. Introduction 1

2. Total number of non teaching posts and their distribution 2

B. OFFICERS

3. Staff Structure : Officers

3.1. Definition 5 3.2. Cadre Structure (Cadre, Designations and pay scales) 5 3.3. Qualification, experience and selection process 7 3.4. Promotional Avenues of Officers 14

4. Deployment of Existing Officers 15

C. NON TEACHING STAFF

5. Supporting Staff

5.1. Cadre Structure (Cadre, Designations and pay scales) 15 5.2. Qualification, experience, pay scales and selection process 16

(a) Entry Level Group D Posts (b) Promotional Scales in Group D (c) Entry Level Group C Posts (Lower cadres) (d) List of Posts available to Group ‘C’ staff on promotion (e) Entry Level Senior Group C Posts (Higher cadres) (f) List of Posts available to Senior Group C staff on promotion (g) Consolidated salaries for staff employed in Sponsored Projects and

other Contract Appointments

6. Mapping of Existing posts to New posts 20

7. Selection and promotion process 21

8. Miscellaneous issues

8.1. Special consideration for existing employees applying 25 for higher cadre 8.2. Temporary staff and services 25 8.3. Existing temporary / contractual staff 25 8.4. Staff employed in sponsored R&D projects 26 8.5. Part time appointment of specialists 26 8.6. Compassionate appointment 27 8.7. Recruitment Policy till long term staff distribution is 27 achieved 8.8 SC/ST/OBC/Physically Handicapped/Ex-Servicemen 28

reservations 8.9 Supervisory allowance to Group - D staff 28 8.10 Retirement age of employees 28 8.11 All-India character of NIT staff 28 8.12 Vacation 28 8.13 Working Hours 29 8.14 Sharing of workload 29 8.15 Responsibility and Personal Liability 29 8.16 Acquiring higher qualifications 29 8.17 Stipendiary Officers 30

9. Position of internal candidates in recruitment and promotion. 33 10. Initial Rationalisation/Creation of Posts 33

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11. Implementation date 34

12. Conclusion 35

D. ANNEXURS

Annexure – I: Mapping of old designations and pay scales to a 37

new set for existing staff of NIT Rourkela

Annexure – II: Scheme of calculation for initial 44 rationalization/creation of non-teaching posts at NIT Rourkela

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The academic and non-academic personnel of NITs are two sides of the same coin. It is their combined work, dedication, determination and desire to excel which can propel the NITs to positions of excellence in the field of technical education. It is important that both wings of an Institute get a stable and rewarding framework of growth that is common across the NIT system, while maintaining sufficient flexibility to accommodate regional peculiarities. The Ministry of Human Resource Development (MHRD), Government of India, vide letter No. F.20-6/2005-TS.III dated 22.03.2006 constituted a committee on rationalization of pay scales, staff structure, cadre and qualification for various posts of all National Institutes of Technology. The members of the Committee are : 1. Prof S K Sarangi, Director, NIT Rourkela Convenor 2. Prof S S Gokhale, Director, NIT Nagpur Member 3. Prof Y V Rao, Director, NIT Warangal Member 4. Prof P K Banik, Director, NIT Silchar Member Accordingly the Committee met on 21st August 2006 at NIT Rourkela. The available personnel data from several IITs and NITs were studied at length and the Committee arrived at the recommendations given in this report. The first report of August 2006 was discussed by all NIT Directors meeting at NIT Jaipur on 10th February 2007. The recommendations of the meeting have been incorporated in this report. The committee considered the vast amount of accumulated experience in the twenty NITs, as well as the IITs and Central universities. A few documents proved particularly useful. Among them are :

(a) Reports on existing staff structures at NITs – Rourkela, Calicut, Surat, Bhopal, Silchar, Agartala, Allahabad, Hamirpur, Srinagar, Raipur, Nagpur, Kurukshetra

(b) Staff structure at IIT, Kharagpur

(c) Report of the sub-committee of standing committee of IIT council (SCIC) on career progression scheme for non-teaching personnel of IITs.

(d) Order of MHRD no. F.13-4/2005-TS-I, dated 22.02.2006 addressed to Directors of IITs on “Introduction of a Modified Recruitment & Career Progression Scheme (RCPS) for non-teaching employees in Group – B,C & D of all IITs”

(e) Minutes of the meeting of Directors of NITs held on 1.3.2006 under Chairmanship of Secretary (S&HE) New Delhi.

The basic philosophy of non-teaching staff structure at NITs proposed in this document is comparable, but not identical, to that of IITs as enumerated in reference (c) above. The difference with the IIT system stems from the fact that the staff of IITs have been granted somewhat enhanced pay scales over time in response to introduction of superior professional standards, while most NITs follow respective state the Government norms. In view of the changed environment, we have attempted to retain the Government pay scales while adopting IIT like professional standards for new entrants. It is, however, recommended that NITs also adopt the IIT pay scales wherever possible. Other key features of these recommendations are the following :

(a) In line with the practice followed in IITs, we recommend a promotion policy based on individual merit and performance, instead of vacancy based promotion. There shall be no concept of seniority and mere accumulation of time without proportionate increase of abilities will not fetch any reward to an employee.

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(b) Institutes need personnel with different qualifications, skills and abilities. Specific combinations of these three attributes are expressed in terms of “cadres”. Number of positions in each cadre is determined a priori considering the perceived needs of the institutes. While experience and performance ensure vertical movement of an employee within a cadre, entry into a fresh cadre is strictly through open selection based on merit.

(c) Most NITs have a large number of designations for their staff, particularly in Group

C and D posts. Many of these designations have lost relevance, and in many cases the work load is too low. In this report the variety of posts have been reduced significantly. It is expected that with uniformity of designations, lateral mobility will improve and re-training of staff will be easier.

(d) Many existing employees of NITs do not meet the academic and professional

standards recommended by the committee because of the recruitment and promotion policies adopted by the erstwhile RECs. In case of Group C and D positions such employees should be permitted to retain their (rationalized) designations and present pay scales, promotions being linked to performance. In case of Group A & B officers, however, we recommend review of qualification and performance for fixing both designation and pay scale in the rationalized system. In no case, there shall be a reduction in pay drawn by an employee.

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2.1 As per the recommendation of ERC and subsequent order of Finance Ministry and

the ratio of teaching to non-teaching staff strength should be 1:1.5. Keeping this recommendation in view, the Committee studied the non-teaching staff necessary to support the various undergraduate, postgraduate and research programmes offered by NITs. It was concluded that the sanctioned student: teacher ratio shall be maintained around 12:1 as directed by the Government. The non-teaching staff strength shall be between 150% and 200% of that of the teaching staff. The total strength of officers in administration, technical, sports, library etc is proposed to be 10% of the faculty strength.

The “Sanctioned Student Strength” shall include students admitted to B Tech, M Tech, MCA, MSc, M Tech (R), MBA, Ph.D and other full time programmes running in the institute. The number of Ph.D and M Tech (R) students should be put equal to the number of faculty members for the purpose of computing the non teaching staff requirement. Both regular and fulltime sponsored students will be counted. Part time and non-residential students will not be included while computing student strength. The distribution of non-teaching staff among the 3 cadres is recommended to be as follows:

i) Technical (Laboratories, Library & Services) 60% ii) Ministerial 25% iii) Subordinate (Group D) 15%

Total 100%

Individual institutions may fix their sanctioned staff strength under the four categories around these figures depending upon the availability of staff and local need. In principle, Group D posts such as security, horticulture, guesthouse, canteen, cleaning, building maintenance etc should be outsourced in phases. Many institutions employ a large number of peons, bearers and attendants for moving files from desk to desk, and for cleaning instruments and placing them in almirahs. We make no provision for such staff. Senior employees should handle their own files and instruments. Every institute should operate an internal mail delivery system for movement of files and papers. Dedicated peons should not be

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provided to departments and hostels. They may, however, continue in sections of Registry and other offices, where there is large volume of file movement. Institutes with very low or very high student strength may deviate from the above general guideline. Institutes with low student strength will need more than proportionate number of officers and Group D staff at the cost of other technical and ministerial staff.

Based on the above reasoning, we recommend the following staff structure for institutes of different size.

Table 1 : Non teaching staff strength for institutions of different sizes for staff- to-faculty ratio of 1.5

Supporting Staff (150 % of faculty) Student

Strength Faculty

Strength

Non Teaching Officers

(10% of faculty) Technical (60 %)

Ministerial (25 %)

Subordinate (15 %)

Total (Staff+Officers)

< 1500 125 13 112 49 26 200

1800 150 15 135 58 32 240

2400 200 20 180 76 44 320

3000 250 25 225 94 56 400

3600 300 30 270 112 68 480

4200 350 35 315 130 80 560

4800 400 40 360 148 92 640

5400 450 45 405 166 104 720

6000 500 50 450 184 116 800

Table 1 gives only a general guideline. Instead of being a continuous function of student strength, we have given a stepwise scheme for ease of calculation, approval and implementation. The figures can be locally adjusted among different sections of non teaching staff. Every attempt must be made to maintain the numbers well below the maximum recommended. If the approved staff to faculty ratio is different from 1.6 (1.5 + 0.1 for officers), columns 4 to 7 shall be adjusted accordingly. As an alternative example, we have given Table 1A below which gives the alternative distribution for non faculty to faculty ratio of 1.1. The committee is uncomfortable with such low staff to faculty ratio, because we feel that institutes do not have the level of automation and staff training necessary to operate with such small staff strength. Table 1A : Example of alternative Non teaching Staff distribution for non faculty to faculty ratio of 1.1.

Supporting Staff (100 % of faculty) Student Strength

Faculty Strength

Non Teaching Officers

(10% of faculty) Technical (60 %)

Ministerial (25 %)

Subordinate (15 %)

Total (Staff+Officers)

< 1500 125 13 75 32 18 138

1800 150 15 90 37 23 165

2400 200 20 120 50 30 220

3000 250 25 150 62 38 275

3600 300 30 180 75 45 330

4200 350 35 210 87 53 385

4800 400 40 240 100 60 440

5400 450 45 270 112 68 495

6000 500 50 300 125 75 550

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Among the technical and ministerial staff there will be 2 cadres each: one higher cadre starting with the scale 5500 – 175 – 9000, and a lower cadre starting with the scale 3200 – 85 – 4900 pm. The distribution of staff among the 2 cadres shall be approximately as follows :

Ministerial posts : Higher cadre - 25% Lower cadre - 75%

Technical posts : Higher cadre - 50% Lower cadre - 50%

Each cadre shall have 3 positions or designations. All employees of a single cadre, irrespective of the designation, will have the same status and do the same function. For example, a Junior Assistant will not report to a Senior Assistant; both will report to Superintendent. Ministerial positions of the lower cadre shall be normally transferable between departments and sections. Posts of the higher ministerial cadre will be transferred sparingly to promote specialization and achievement of excellence. Technical posts will not be routinely transferable; but transfer may be done to ensure optimum utilization of human resource available to an Institute.

There shall be flexibility in allocation of posts between departments and sections, depending on need, available manpower and expected retirement etc. While a general guideline may be maintained for distribution of positions among departments, the numbers may be changed by the administration.

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2.2 Organisational Structure

Figure 1 : Organisational Structure of NIT Staff

Note : Within a cadre, seniority in terms of position (Sr. Asst vs Jr. Asst or Sr. Technician vs Technician) or number of increments drawn by an employee will not mean any supervisory control. For example, a senior Technician will not supervise a Jr. Technician. Both will report to an officer, a faculty member of a staff member of a higher cadre, e.g., Technical Assistant.

Board of Governors

Director

Faculty

Deans

Officers / Engineers

Registrar

Heads of Depts / Centres

Chairmen of Committees with status

of HOD

Office Assistant

Faculty / Laboratories

Technical Assistants

Technicians

Lab Assistants

Attendants / Caretakers

Technical Assistants

Mechanics / Work Assistants

Attendants / Caretakers

Deputy & Asst. Registrars

Establishment

Accounts

Academic (incl

exams)

Purchase

Sponsored Research, Cont. Edn

Senior Superintendent of Accounts

Groups

Superintendents / Accountants

Pay Bill

Purchase Bills

Works Bills

PF Budget

Sr. Assistant / Jr. Assistants

Office Attendants / Caretakers

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3.1 Definition :

The term “Officer” shall mean all personnel holding posts in cadres with entry level salary scale of Rs.8000-275-13,500/- or higher. Employees holding positions (technical or ministerial) with salaries in the same scale, but under promotional posts, will not be called “Officers”. [Examples: Office Superintendent, Senior Technical Assistant with promotion]. Often a question is asked in the institute if “officers” or “managers” constitute a “separate job function” or they are simple extensions of technician or clerical service. In an Institute where the number of sanctioned posts are few, and every officer handles massive responsibility, the job demands wide knowledge, lateral thinking, quick understanding, capacity to manage change, power to communicate and an empathetic and broad outlook. It is an absolutely distinct job function, and a long clerical or technician experience can, in fact, be an obstruction to performance. The distribution of Officers among different job functions is recommended to be as given in Table 2. Individual Institutes will distribute these positions among the various categories according to their own need and priority. All officers will be selected on open competition basis through national advertisement. There shall be no reservation of posts nor any special preference for employees of the Institute serving in non-executive cadres, nor there shall be any bar on existing institute staff from competing for these posts. The institutes shall make conscious effort to give wide advertisement to achieve an all-India composition of the officer cadre. Table 2: Distribution of total number of officers among different jobs (Total officers strength = 10% of faculty strength)

Officers Student Strength

Faculty Strength Total

Strength Administrative Library Technical Scientific Engineering SAS Medical security

< 1500 125 13 5 2 3 2 1 0 0

1800 150 15 6 2 3 2 1 1 0

2400 200 20 7 3 3 2 2 2 1

3000 250 25 7 4 4 4 2 2 1

3600 300 30 8 5 5 6 3 2 1

4200 350 35 9 5 8 7 3 2 1

4800 400 40 9 5 11 7 4 2 2

5400 450 45 10 6 12 8 4 3 2

6000 500 50 10 8 14 8 5 3 2

Table 2 is only a guideline. The BOG of an institute may deviate depending on the need.

3.2 Cadre Structure :

The Committee recommends a reasonably flexible structure for Officers and staff within the allocated number. Entry can be at any level, and promotions will depend on the accumulated experience of each individual officer. For example, when the total number of administrative officers is recommended to be (say) 8, we do not prescribe how many will be Assistant Registrars and how many Deputy Registrars. The details of various categories of officers will be as follows;

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(a) Administration:

The post of Registrar is a statutory requirement. In addition, there will be two other posts: Deputy Registrar, and Assistant Registrar. The qualifications, experience and salary will be same as those in IITs and Universities.

Registrar : Rs.16,400 - Rs.22,400/- per month Deputy Registrar : Rs.12,000 - 18300/- per month Assistant Registrar : Rs. 8000 -13500/- per month

In an ideal situation, if it is recommended to have 3 Deputy Registrars in (i) Finance & Accounts, (ii) Academic & (iii) Administration. The distribution of remaining 4 Officers may be in the rank of Assistant Registrar with functions like establishment, internal audit, purchase and works, academic, accounts and sponsored research.

For the post of Assistant Registrar, there shall be no requirement of experience, so that bright individuals can be recruited fresh from universities. The entry qualification should be First class Masters degree in Business Administration, Science, Commerce or Arts, or Bachelors degree in Engineering. Higher positions will require the same qualification, but correspondingly higher amounts of experience. Recruitment shall be at any level, but preferably at the level of Assistant Registrar. In addition to the three regular posts, the institute may recruit officers with designation of “Administrative Officer” on contact with a consolidated pay commensurate with a candidate’s qualification and experience, against a sanctioned posts. An individual will not hold a contract position beyond three years.

(b) Library :

One qualified librarian, who will be assisted by two or three Deputy/Assistant Librarians, will head the library. Qualification, experience, salary and promotional avenues will be as per IIT/UGC/ AICTE norms for universities. The salary scales will be :

Librarian : Rs. 16,400 - 22400/- Deputy Librarian : Rs. 12,000 - 18,300/- Assistant Librarian : Rs. 8000 - 13,500/-

In addition to the posts of librarians, an institute may recruit “Documentation Officers” on contract basis against sanctioned posts of Deputy/Assistant Librarian with a consolidated compensation commensurate with a candidate’s qualification and experience. Such contract appointment cannot exceed 3 years in a person’s career.

(c) Student Activity & Sports (SAS) :

It is recommended that each NIT appoints Student Activity and Sports (SAS) Officers, typically one for 1000-1500 students. They will guide students on all extra academic activities, administer day to day training, organize events on all sports, technical and cultural (music, drama, painting, photography) activities. The entry qualifications should be Master’s degree in Physical Education or Arts / Science / Commerce or Bachelor’s degree in Engineering with a strong background and proven record in sports and/or cultural activities. The following positions are recommended :

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Chief SAS Officer : Rs. 14,000 – 20,350/- Principal SAS Officer (SG) : Rs. 12,000 – 18,300/- Senior SAS Officer : Rs. 10,000 – 15,200/- SAS Officer : Rs. 8000 – 13,500/-

In addition, the institutes may recruit PTIs or SAS assistants in a cadre carrying pay scales 5500 - 9000, 6500 - 10500 and 7500 – 12000.

(d) Technical :

Technical services include computing services, workshops and maintenance of major equipment. The technical services need System Analysts, Network Administrators and Scientific Officers who will remain in charge of computer centres and very advanced and expensive research equipment. They may also help in specialized activities such as e-learning. Such posts are necessary for taking the institute forward. The qualifications and salaries will be at par with the best institutes of the country. The scale shall be : Chief Scientific /Technical Officer / Rs.16,400- 22,400/-

Chief System Administrator: Principal Scientific /Technical Officer / Rs.14,000- 20,350/- Principal System Administrator

Senior Scientific /Technical Officer: / Rs.12,000- 18,300/- Senior System Administrator Scientific/Technical Officer / Rs. 8,000- 13,500/- System Administrator Apart from Scientific/Technical Officers, designation of Research/ Maintenance Engineer may be used. All designations may be used interchangeably and may not be cited as reason for not doing an alternative job.

(e) Engineering Services :

For maintenance of academic buildings, hostels and staff quarters and for new constructions, the services of both civil and electrical engineers will be essential. So it is recommended that one Superintending or Executive Engineer will head the Engineering Services wing. He will be assisted by more officers in the rank of Executive Engineer, Executive Engineer or Engineer. In addition, there will be a few Assistant Engineers and Junior Engineers to take care of day to day matters.

(f) Medical:

In view of the requirements of providing health services to teaching and non-teaching staff, officers and students, it is recommended that minimum two medical officers will be appointed for outdoor duty. In addition, NITs having indoor medical facilities may recruit up to two more medical officers.

(g) Security and other services: There will be a Security Officer to manage the security services of the Institute. He may be assisted by one Asst. Security Officer. There may also be engineering or administrative officers for management of cleaning services, lawns and gardens and maintenance of class rooms, furniture, guest houses and the hostels.

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3.3 Cadre Structure (Cadre, Designations, Pay scales and Numbers) Pay structure, qualification & experience at of Group A and Group B officers

Sl. No.

Post (Entry level) Pay Scale and Job Function Qualification and Experience as per existing norms

1. Registrar Rs. 16400-500-22400/- Overall supervision of administrative system such as academic, finance and accounts, requirement, establishment, procurement, security etc. [Does not include academic departments, Estate Maintenance, construction, Library, Medical, computer centre etc] Any other function assigned by Director

First class Postgraduate degree in Business Administration, Science, Commerce, or Arts or First Class Bachelor’s degree in Engineering with excellent academic record. At least 15 years administrative experience in a major educational or R & D institution, public sector undertaking, Government or industry, out of which at least 5 years should be at the level of Dy Registrar (Rs 12000-375-18000/-) or equivalent. Desirable: Degree in Management/Law and ability to supervise computerized administration with innovative approach; Knowledge of financial management and accounting practices. Age : Below 55 years

2. Deputy Registrar Rs. 12000-375-18300/- . Supervision of specific administrative section and other functions assigned by Director/Registrar.

A first class master’s degree in Business Administration, Science, Commerce, Arts or First class Bachelor’s degree in Engineering with excellent Academic record. At least 10 years of Administrative experience in major educational or R& D Institution, Public Sector undertaking, Bank, Govt. or Industry is essential, out of which at least 5 years should be at the level of Assistant Registrar (Rs. 8000-275-13500/-) or equivalent. A Chartered or cost account’s degree or diploma is highly desirable for the post of Dy Registrar (F & A) or Dy Registrar (Internal Audit).

Desirable: Degree in Management/Law and ability to supervise computerized administration with innovative approach; Knowledge of financial management and accounting practices.. Age: Below 45 years

3. Assistant Registrar Rs. 8000-275-13500/-

Supervision of specific administrative section and other functions assigned by Director/Registrar

A first class masters degree in Business Administration, Arts, Science or Commerce or a first class Bachelor’s degree in Engineering with excellent Academic record. A Chartered or cost account’s degree or diploma is highly desirable for the post of Asst. Registrar (F & A) or Asst. Registrar (Internal Audit).

Desirable: Degree in Management or Law and ability to supervise

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computerized administration with innovative approach; Knowledge of financial management and accounting practices. 5 years Administrative experience in a major educational or R& D Institution, Public Sector undertaking, Bank, Govt. or Industry,

Age : Below 32 years

4. Librarian

Rs. 16400-500-22400/- Overall supervision and improvement of Library. Any other function assigned by Director.

Post graduate degree in Library Science/Information science/ Documentation with at least 60% marks or equivalent grade and a consistently good academic record. One year specialization in the area of information technology/Archives and Manuscript keeping/Database management system. At least 15 years’ experience in library administration out of which at least 8 years should be at the level of Deputy librarian in a University Library. Evidence of innovative library service and organization of published work. Desirable: M.Phil/Ph.D. in Library Science/ Information Science/ Documentation/ Archives and Manuscript keeping. Age : Below 55 years

5. Deputy Librarian Rs. 12000-375-18300/- Administration of assigned section of Library or any other duty assigned by Director / Librarian.

Post Graduate degree in Library Science / Information Science / Documentation with at least 60% marks or equivalent grade and a consistently good academic record. One-year specialization in the area of Information technology/Archives and Manuscript keeping or Master’s degree in an area of thrust in the Institution. At least 10 years’ experience in library administration, out of which at least 5 years should be at the level of Assistant Librarian in a University Library or equivalent. Evidence of innovative library service and organization of published work.

Desirable: M.Phil/Ph.D. in Library Science/ Information Science/ Documentation / Archives and Manuscript keeping.

Age : Below 45 years

6. Assistant Librarian Rs. 8000-275-13500/-

Post Graduate degree in Library Science / Information Science / Documentation with at least 60% marks or equivalent grade and a consistently good academic record. One-year specialization in the area of Information technology/Archives and

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Administration of assigned section of Library or any other duty assigned by Director / Librarian

Manuscript keeping or Master’s degree in an area of thrust in the Institution.

Desirable: M.Phil/Ph.D. in Library Science/ Information Science/ Documentation / Archives and Manuscript keeping.

Age : Below 32 years

7. Chief Scientific Officer/ Chief Research Engineer / Chief System Administrator

Rs.16,400-500-22400/-

Ph. D. with 1st class or equivalent at B. Tech./M. Sc. level in the appropriate branch with excellent academic record throughout and a minimum of 15 years of industrial or research experience of which at least 8 years should be at the level of Sr. Scientific Officer/Senior Research Engineer or higher. Age : Below 55 years

8. Principal Scientific Officer/ Principal Research Engineer / Principal System Administrator

Rs. 14300-400-18300/-

Ph.D. with 1st class or equivalent at B.Tech/M.Sc. level in the appropriate branch with excellent academic record throughout and a minimum of 10 years of industrial or research experience of which at least 5 years should be at the level of Sr. Scientific Officer/ Sr. Research Engineer or equivalent. Age : Below 50 years

9. Sr. Scientific Officer / Sr. Research Engineer / Senior system Administrator

Rs. 12000-375-18000/-

Ph.D. with 1st class or equivalent at B.Tech/M.Sc level in the appropriate branch with excellent academic record throughout and at least 5 years of industrial or research experience in the relevant area OR M.Tech with 1st class or equivalent at B.Tech/M.Sc level in the appropriate branch with excellent academic record throughout and at least 10 years industrial or research experience in the relevant area, out of which at least 5 years should be at the level of Scientific Officer Gr II or above. Age : Below 45 years

10. Scientific Officer, Gr. I /Research Engineer, Gr. I / System Administrator Gr I

Rs. 10000-325-15200/-

Ph.D. degree in any branch of Engineering or Science with First class at BTech or MSc level OR M.Tech with 5 years of experience in the relevant field. Age : Below 40 years

11. Scientific Officer, Gr. II /Research Engineer, Gr. II / System Administrator Gr II

Rs. 8000-275-13500/-

B.Tech. or M.Sc. in appropriate branch with First class (or 6.5 CGPA) OR Diploma Engineering or B.Sc. with at least 10 years of experience at the level of Senior Technical Assistant in the Institute.

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Age : Below 32 years for B Tech/ MSc and below 45 years for diploma, B. Sc.

12. Chief SAS Officer Rs.14,000-375-20350/- To organise sports and other student activities and assist faculty in charge of Extra Academic Activities. Any other duty assigned by Director, Dean (Academic Affairs) or Dean (Student Affairs)

Master’s degree in Physical Education or in any branch of science or arts, or a bachelors degree in Engineering with a strong background and proven record in sports or cultural activities, and at least 20 years of experience in a college, university, sports, film or cultural environment. A Ph. D. degree shall count as 5 years of experience. The candidates should have consistently good performance appraisal reports. Evidence of organizing competitions and conducting camps and supervising major student events. Evidence of having produced good performance teams / athletes / artists / dramatists for competitions like state / national / inter-university / inter NIT competitions.

Age : Below 50 years.

13. SAS Officer Principal Rs.12,000-375-18300/- To organise sports and other student activities and assist faculty in charge of Extra Academic Activities. Any other duty assigned by Director, Dean (Academic Affairs) or Dean (Student Affairs)

Master’s degree in Physical Education or in any branch of science or arts, or a bachelors degree in Engineering with a strong background and proven record in sports or cultural activities, and at least 15 years of experience in a college, university, sports, film or cultural environment. A Ph. D. degree shall count as 5 years of experience. The candidates should have consistently good performance appraisal reports. Evidence of organizing competitions and conducting camps and supervising major student events. Evidence of having produced good performance teams / athletes / artists / dramatists for competitions like state / national / inter-university / inter NIT competitions.

Age : Below 45 years.

14. Senior SAS Officer Rs. 10000-325-15200/- To organize sports and other student activities and assist faculty in charge of Extra Academic Activities. Any other duty assigned by Director, Dean (Academic Affairs) or Dean (Student Affairs)

Master’s degree in Physical Education or in any branch of science or arts, or a bachelors degree in Engineering with a strong background and proven record in sports or cultural activities, and at least 10 years of experience in a college, university, sports, film or cultural environment. A Ph. D. degree shall count as 5 years of experience. The candidates should have consistently good performance appraisal reports. Evidence of organizing competitions and

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conducting camps and supervising major student events. Evidence of having produced good performance teams / athletes / artists / dramatists for competitions like state / national / inter-university / inter NIT competitions.

Age : Below 40 years.

15.

SAS Officer Rs. 8000-275-13500/- To organize sports and other student activities and assist faculty in charge of Extra Academic Activities. Any other duty assigned by Director, Dean (Academic Affairs) or Dean (Student Affairs)

Master’s degree in Physical Education or in any branch of science or arts, or a bachelors degree in Engineering with a strong background and proven record in sports or cultural activities, and at least 5 years of experience in a college, university, sports, film or cultural environment. A Ph. D. degree shall count as 5 years of experience. The candidates should have consistently good performance appraisal reports. Record of having represented the university / college at the inter-university / inter-collegiate competitions or the State in national championships. Passed the physical fitness test, qualified in the national test conducted for the purpose by the UGC or similar agency.

Age : Below 32 years.

16. Superintending Engineer

Rs. 14300-400-18300/-

First class B.E./ B.Tech. degree in Civil or Electrical Engineering, with a minimum total experience of 15 years out of which at least 5 years should have been as Executive Engineer or Resident-Engineer-in-Charge in Government or reputed private organizations.

Age : Below 50 years.

17. Executive Engineer Rs. 12000-375-15200

First class B.E./ B.Tech degree in Electrical/ Civil Engineering with at least 8 years’ experience in a Government or reputed private organization. Experience in high tension and low tension lines, electrical maintenance planning for Engineer (Electrical) or Civil Engineering, Designing and Estimation, Construction Management, Civil Maintenance for Engineer (Civil). Age : Below 45 years.

18. Engineer Rs. 8000-275-13500/- First class B.E./ B.Tech degree in Electrical/ Civil Engineering. Candidates with Diploma in Engineering and a truly superior academic and service record may be

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considered with 15 years of experience. Experience in high tension and low-tension lines, electrical maintenance planning for Engineer (Electrical) or Civil Engineering, Designing and Estimation, Construction Management, Civil Maintenance for Engineer (Civil) is essential. Age : Below 32 years for Degree and 40 years for Diploma engineers.

19. Chief Medical Officer Rs. 12000-375-18300/- Plus NPA benefit @ 25% of basic pay

MD in General Medicine/ Cardiology/ Pediatrics with at least 10 years’ experience in a reputed hospital in Government, PSU or Private Sector. Candidate should have 60% marks in MBBS degree recognized by the Medical Council of India.

Age : Below 45 years.

24. Senior Medical Officer Rs. 10000-325-15200/- Plus NPA benefit @ 25% of basic pay

MD in General Medicine/ Cardiology/ Pediatrics with at least 10 years’ experience in a reputed hospital in Government, PSU or Private Sector. Candidate should have 60% marks in MBBS degree recognized by the Medical Council of India. Age : Below 40 years.

25. Medical Officer Rs. 8000-275-13500/- plus NPA benefit @ 25% of basic pay

MBBS with a minimum of 60% marks or equivalent from a recognized University. Preference will be given to candidates having post graduate degree in General Medicine/ Cardiology/ Surgery/ Pediatrics/ Gynecology. 3 years’ experience in a reputed hospital in Government/ PSU/ Private Sector is desirable. Age : Below 32 years.

26. Chief Security Officer Rs. 12000-375-18300

Bachelor’s degree with at least 5 years’ experience in the capacity of major or equivalent rank in defence/ police organization. Should be well versed with Security rules and procedures to deal with Police and General Public. Knowledge of fire fighting is desirable. The requirement of Bachelor’s degree will not be insisted as in the case of candidates who joined Armed Forces through NDA. Age : Below 45 years.

27. Sr. Security Officer Rs. 10000-325-15200/- Graduate in any discipline with 10 years of experience in supervisory capacity in Police or large Security

15

Organizations. Should have Military or NCC experience and Fire Fighting Training. Should be able to ride Motor Cycle and handle fire arms. Should have sound health and active habits. Age : Below 40 years.

28. Security Officer

Rs. 8000-275-135500/-

Graduate in any discipline preferably with 3 years of experience in supervisory capacity in Police or a large Security Organization. Should have Military or NCC experience and Fire Fighting Training. Should be able to handle fire arms and should have sound health and active habits. Age : Below 32 years.

3.4 Promotional Avenues of Officers In order to draw on the administrative and technical expertise gained in other

reputed organizations and to replenish officers leaving NITs, officers can be appointed at any level through open competition. There shall be no preference to existing officers or other staff. The age limit however can be relaxed for internal candidates up to 40 years for general and up to 45 years for SC/ST candidates.

If scientific officers stagnate in any positions due to lack of vacancies in higher

positions, they may be given personal promotion as an anti-stagnation measure. The minimum duration of service in any position to be considered as stagnation shall be 8 years. The lower period is chosen because the positions are closely spaced compared to those of faculty and other officers such as those in Registry and Library. It should be noted that 8 years is the necessary service period required for consideration, and not a sufficient condition. Only candidates with a truly superior track record should be promoted in 8 years, the average officer taking longer depending on his performance record. The selection process for personal promotion will be identical to that for recruitment of fresh candidates.

For personal promotion in case of other officers such as Registrars, Librarians, the

Government ACP should be applicable. Promotions shall give both higher pay and higher designation but the job responsibilities shall remain unchanged. There shall be no promotion to the rank of single position designations such as Registrar, Librarian, Superintending Engineer, Chief Medical Officer, Chief Security Officer, System Manager etc.

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Many Institutes have regular officers appointed under old REC rules, in most cases by promotion from ministerial cadres, who do not meet the academic and professional standards stated in this report. Some Institutes have appointed officers on contract who, prima facie, meet these standards, but do not hold regular posts. The Committee has the following recommendation in their case.

Every such officer in a regular position will be assessed by a properly constituted Selection Committee. The Selection Committee should have the same composition as required for recruitment of fresh officers. If an officer is found suitable for the post, he may be offered the post under the new pay scale. For officers in regular pay scale, Pay fixation will be at the present level of pay drawn (not at the number of increments drawn in the old scale) or the bottom of the new scale whichever is higher. If the incumbent is not found suitable for the scale, he may be permitted retain his designation at a mutually

16

agreed lower pay scale. In case of total disagreement the employee may be permitted to leave the Institute with severance benefits as per NIT act. The pay of existing staff or of new candidates has to be fixed by the selection committee taking into consideration the candidate’s qualification and experience. Where the present pay drawn does not match with one of the stages of the new scale, the corresponding higher stage in the new scale may be given. Contractual officers need to apply afresh against open advertisement and compete against fresh outside candidates. If not found suitable for the advertised scale, the selection committee may offer a lower scale, if no other candidate is found to be superior.

If the serving officer is not found suitable, the Committee may recommend one of the following alternatives.

(i) Hold the designation with the old pay till retirement (in case of regular officers), (ii) Accept a lower post in the new scale (in case of contractual employees), (iii) Offer a fresh contract on mutually agreed terms, or (iv) Terminate the service. (in case of officers on contract). (v) Redesignate as “Officer on Special Duty” with present pay and re-defined job

function.

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5.1. Cadre Structure (Cadre, Designations, pay scales and numbers)

Presently most NITs have a huge number of designations under group C and D cadres, the job functions of the posts differing from each other only slightly. The Committee recommends that the large number of designations should be mapped only to a few designations. The mapping will be done keeping in view the pay scale, entry qualifications and job functions. The basic principles of the rationalization of the cadre structure are the following : There shall be a small number of cadres, each cadre having 3 designations. The job function for each designation in a single cadre will be the same, the higher pay being justified by the higher efficiency earned through experience. The entire staff is divided into 3 categories (technical, ministerial and subordinate), each category covering only a few job functions. Each job shall have two cadres: a lower cadre and a higher cadre. The following are the details:

Category1: Technical staff:

- Lower Cadre: Technician (3200-85-4900), Senior Technician (4000-100-6000) Technician (Selection Grade) (5000-150-8000).

Laboratory Assistant (3200-85-4900), Senior Laboratory Assistant (4000-100-6000) Laboratory Assistant (Selection Grade), (5000-150-8000),

Work Assistant (3200-85-4900), Senior Work Assistant (4000-100-6000) Work Assistant (Selection Grade), (5000-150-8000),

- Higher Cadre: Technical Assistant/ Junior Maintenance Engineer (5500-175-9000), Senior Technical Assistant / Assistant Maintenance Engineer (6500-200-10,500), Technical Assistant (SG) / (7500-225-12000) / Maintenance Engineer (SG)

Category 2A: Ministerial staff - Lower Cadre: Junior Assistant (3200-85-4900), Senior Assistant (4000-100-

6000), Assistant (SG) ( 5000-150-8000)

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- Higher Cadre: Superintendent/Accountant (5500-175-9000), Senior Superintendent (6500-200-10,500), Superintendent (SG) (7500-225-12000)

Category 2B: Stenographer - Lower Cadre: Stenographer (4000-100-6000), Senior Stenographer (5000-150-

8000), Stenographer (SG) (5500-175-9000) - Higher Cadre: Secretary Gr.II (5500-175-9000), Secretary Gr.I, (6500-200-

10,500), Secretary (SG) (7500-225-12000) Category 3 Miscellaneous

- Drivers: Driver Gr.II (3050-4590), Driver Gr.I, (4000-100-6000) Driver (SG) ( 5000-150-8000)

Ex-cadre posts such as Pharmacist, Nurse, School Teacher etc are similar in nature to those under the Government. Their recommended scales are identical to the same posts under the Government.

5.2: Designation, pay structure and qualifications for non- teaching posts

(Group B, C and D)

I. Entry Level Group D Posts

Sl. No.

Post (Entry level)

Pay scale Qualification and Experience as per existing norms

1. Unskilled Worker Rs. 2550-55-2660-60-3200/-

VIII th standard pass with preferably one year of relevant experience [All group D personnel without Matric certificate will start from this grade. [No new appointment will be made under this category.]

2. Security Guard/ Attendant Gr.II/Mali

Rs. 2650-65-3300-70-4000/-

X th standard pass with one year of relevant experience.

For Security Guard positions Preference will be given to persons having training in Army or Para military Services & possessing a valid Arms License. All group D personnel with Matric pass will start from this grade.

Age : up to 25 years with 5 years relaxation for existing Government employees and SC/ST candidates.

II Promotional Scales in Group D

Starting Scale First Promotion Second Promotion (Selection Grade)

Unskilled Worker Rs. 2550-55-2660-60-3200/-

Security Guard / Attendant Gr.II/ Mali Rs. 2650-65-3300-70-4000/-

Senior Security Guard / Attendant Gr.I / Senior Mali Rs.2750-70-3800-75-4400/-

Security Guard / Attendant Gr.II/ Mali

Senior Security Guard / Attendant Gr.I / Senior Mali

Security Guard (SG) / Attendant (SG) / Mali (SG)

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Rs. 2650-65-3300-70-4000/-

Rs.2750-70-3800-75-4400/-

Rs.3050-75-3950-80-4590/-

III Entry Level Group C Posts (Lower cadres)

Sl. No.

Post (Entry level)

Pay Scale Qualification and Experience

1. Junior Assistant Rs.3200-85-4900/-

Bachelors Degree with a minimum Typing speed of 40 w.p.m. and proficiency in Computer Word Processing. Age : up to 28 years with 5 years relaxation for Government employees and SC/ST candidates

2. Stenographer Rs.4000-100-6000/-

Bachelor Degree with minimum speed in short hand 80 wpm and minimum typing speed of 40 wpm. Proficiency in Computer/Word Processing with advanced skills is essential. Age : up to 28 years with 5 years relaxation for Government employees and SC/ST candidates

3. Technician or Work Assistant

Rs.3200-85-4900/-

Diploma in Engineering of 3 years duration in appropriate field OR B.Sc. Degree in appropriate field OR Senior Secondary (10+2) and ITI Course of 12 months duration in appropriate trade OR Matric with at least 50% marks + ITI Certificate of 12 months duration in appropriate trade . The duty of a Technician will not be limited to any particular trade, but will cover all trades necessary in the laboratory/shop he is attached to. Age : upto 28 years with 5 years relaxation for Government employees and SC/ST candidates.

4. Laboratory Assistant

Rs.3200-85-4900/-

Diploma in Engineering of 3 years duration of appropriate field / B.Sc. Degree in appropriate field. Age : upto 28 years with 5 years relaxation for Government employees and SC/ST candidates.

5. Driver Gr. II (Appointment of Drivers is discouraged)

Rs.3050-75-3950-80-4590/-

Matric with license for both heavy and light duty vehicles with 4 years of driving and maintenance experience. Desirable : ITI certificate in Fitting or automobile trade. Age : up to 28 years with 5 years relaxation for Government employees and SC/ST candidates

IV List of Posts available to Group ‘C’ staff on promotion

First Promotion Second Promotion

Post at time of entry

(Salary scale)

Post on promotion

Payscale (Selection Grade)

Payscale Junior Assistant Rs. 3200-85-

4900/- Senior Assistant 4000-100-

6000/- 5000-150-8000/-

Stenographer Rs. 4000-100-6000/-

Senior Stenographer

5000-150-8000/-

5500-175-9000/-

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Technician Rs. 3200-85-4900/-

Senior Technician 4000-100-6000/-

5000-150-8000/-

Laboratory Assistant

Rs. 3200-85-4900/-

Senior Lab. Assistant

4000-100-6000/-

5000-150-8000/-

Work Assistant Rs. 3200-85-4900/-

Senior Work Assistant

4000-100-6000/-

5000-150-8000/-

Driver Gr.II Rs. 3050-75-3950-80-4590/-

Driver Gr.I 4000-100-6000/-

5000-150-8000/-

V Entry Level Senior Group C Posts (Higher cadres) [ Become Group B posts on promotion] Higher cadre posts will have supervisory responsibilities in addition to normal work.

Sl. No.

Post (Entry level) Pay scale Qualification and Experience

1. Superintendent / Accountant

Rs. 5500-175-9000/-

First class Bachelor Degree with 2 years experience in office management. For the post of Accountant, a B.Com.(Hons.) degree is essential. [Accountancy as a special subject, or a Chartered or Cost Account’s Degree or Diploma is desirable]. Knowledge of Computer/Word Processor is essential. Knowledge of computer based accounting system essential for accounts. A Masters Degree will count as 2 years of experience. Age : upto 30 years with 5 years relaxation for Government employees and SC/ST candidates.

2. Secretary Gr.II

Rs. 5500-175-9000/-

Bachelor Degree with 2 years of experience as Stenographer OR A Bachelor Degree with professional Diploma/certificate in Secretarial Practice. Minimum speed of 100 wpm in shorthand and 40 wpm in typing in all cases. Proficiency in computer usage and word processing with advanced skills is essential. A Masters Degree will count as 2 years of experience. Age : upto 30 years with 5 years relaxation for Government employees and SC/ST candidates

3. Technical Assistant

(Laboratory, Workshop, drafting, telephones, medical or engineering services, any other) / Jr. Engineer

Rs. 5500-175-9000/-

Bachelor Degree in Science with First class Honors OR First class Diploma in Engineering in appropriate field. A good academic record is essential in all cases. The requirement of First class can be relaxed by 5% for candidates with Masters degree in Science or Bachelors degree in Engineering. Age : up to 30 years with 5 years relaxation for Government employees and SC/ST candidates.

4. Library Information Assistant

Rs. 5500-175-9000/-

Bachelors Degree in Arts / Science / Commerce plus Bachelors Degree in Library Science from a reputed institution. A

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superior academic record is essential. Age : up to 30 years with 5 years relaxation for Government employees and SC/ST candidates.

5. Physical Training Instructor Gr.II / Student Activity Assistant, Gr II

Rs. 5500-175-9000/-

Bachelor Degree in Physical Education, Science or Arts preferably with 2 years of relevant experience in a reputed university, institute or comparable institution. Strong involvement with proven track record with sports, drama, music, films, painting, photography, journalism or other student activity. A Master’s degree will count as two years of experience. Age : Upto 30 years

6. Pharmacist Rs. 4500-125-7000/-

Senior Secondary School (10+2) with 2 years Diploma in Pharmacy and Registration from Pharmacy Council. Age : up to 30 years with 5 years relaxation for Government employees and SC/ST candidates

VI List of Posts available to Senior Group C staff on promotion First Promotion Second

Promotion Post at time of

entry (Salary scale)

Post on promotion Payscale (Selection Grade)

Superintendent/ Accountant

Rs. 5500-175-9000/-

Senior Superintendent (General/Accts /Cash/ stores )

Rs. 6500-200-10500/-

Rs. 7500-12000/-

Secretary Gr.II Rs. 5500-175-9000/-

Secretary Gr.I Rs. 6500-200-10500/-

Rs. 7500-12000/-

Technical Assistant Rs. 5500-175-9000/-

Senior Technical Assistant

Rs. 6500-200-10500/-

Rs. 7500-12000/-

Library and Information Assistant

Rs. 5000-150-8000/-

Senior Library and Information Assistant

Rs. 6500-200-10500/-

Rs. 7500-12000/-

PTI Gr.II, SAA Gr. II Rs. 5500-175-9000/-

PTI Gr.I / SAA Gr. I Rs. 6500-200-10500/-

Rs. 7500-12000/-

Pharmacist Rs. 4500-125-7000/-

Senior Pharmacist Rs. 5500-175-9000/-

Rs. 6500-10500/-

VII Consolidated salaries for staff employed in Sponsored Projects and other Contract Appointments Sl. Designation Minimum Consolidated

Pay Qualifications

1. Scientific Officers / Research Engineers [Designation same as those of regular cadres]

[Pay + DA] converted to consolidated remuneration

Same as for regular posts of the Institute

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2. Senior Project Assistant

[Rs. 5500-9000/- + prevailing DA] converted to consolidated remuneration

Same as that for Technical Assistant. To be selected on the basis of open advertisement over a wide area around the country

3. Project Assistant [Rs. 4000-6000/- + prevailing DA] converted to consolidated remuneration

Same as that for Technician, but with at least ten years of relevant experience. To be selected on basis of open advertisement over a wide area around the country

4. Jr. Project Assistant

[Rs. 3200-4900/- + prevailing DA] converted to consolidated remuneration

Same as that for Technician. To be selected on basis of open advertisement over a wide area around the country

5. Job Assistants Rs. 3000-6000/- consolidated (No DA)

Graduate in Arts/Science/Commerce, Diploma in Engg. or Matric with ITI certificate selected through local advertisement.

There shall be no DA or increment in a project post or other contractual appointment. There may be a provision for automatic revision of pay at the end of each year of service. Depending on qualification and experience of a candidate and the funds available under the project, a far higher salary can be given in project posts. The higher salary shall partly compensate for the lack of job security. If and when a project staff member qualifies for a regular position, the job security issue would not be applicable and thus the pay need not be protected as a matter of routine.

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6.1 On introduction of this rationalized system, all old designations will stand abolished. Every employee will be given a new designation with its associated pay scale and pay fixation. The mapping of the old system to the new one will be based on the following principles.

(1) A post in the old system must be mapped to one in the new system with

comparable (i) pay scale (ii) job function and (iii) qualification requirement. If the 3 attributes do not match, preference should be given to comparable pay scale and nature of job.

(2) The pay scale should be fixed at the nearest Central Government pay scale in the

same cadre. In case the existing pay scale falls in between two Central Government scales, the Central Government scale for a post of comparable qualification and length of service should be adopted.

(3) Pay fixation should be at the level of current pay drawn, not with equal number of

increments in the new scale. In case of mismatch with the Central Government stages, the higher stage should be adopted, the date of next increment being proportionately adjusted.

(4) Employees drawing personal pay at a scale higher than their normal entitlement

should be placed in a Central Government scale nearest to it in the same cadre. If it is one step higher than the prescribed payscale, then he will be entitled to one more promotion in his career. If it is higher by two or more steps, the employee will not receive any more promotions.

(5) If the current pay of an employee is such that he is above the top of the scale

(including stagnation increments) his pay will be fixed at the top of the scale plus three stagnation increments, the difference being shown as personal pay. The personal pay will not qualify for superannuation benefits. There will be no more increments or increase of personal pay.

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(6) Every employee should be entitled to two promotions in his/her career. In some

Institutes, prevailing pay scales are much higher than corresponding Central Government scales. If it so happens that the entry-level pay scale in a cadre of the present system is equal to a promotional post of the same cadre in the Central system, an employee will retain his pay scale, but will be deemed to have joined with one initial promotion. He/She will be entitled to only one promotion in future. A mapping table of old designations and pay scales to a new set for existing staff of NIT Rourkela is given in Annexure-1.

6.2 In case of the ministerial posts, the NIT system will have two cadres : a higher

cadre starting with Superintendent and a lower cadre starting with Junior Assistant. In some institutes there is only one cadre starting with Junior Assistant/LDC and ending in Superintendent. The single cadre will be split into two cadres : a lower cadre (starting with Rs. 3200-4900 scale) and a higher cadre (starting with Rs. 5500-9000 scale). 25% of the proposed strength going to the higher cadre, the rest (including surplus staff) remaining in the lower cadre. Incumbents holding designation of Superintendent or Accountant or drawing a scale of Rs. 5500-175-9000/- or higher will be placed in the higher cadre, the rest being placed in lower cadre. The rest of the vacant posts (with respect to proposed strength) will be filled by a formal selection process, the selection committee being the same as that prescribed for new recruitment.

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7.1 Recruitment and Promotion Policy

Recruitment to any cadre (except officers) will normally be made only at the entry post. In exceptional cases, when a long experience is required for a specific job, recruitment may be made at a higher post of the cadre. Initial increments may also be given in case of meritorious candidates with long experience. There shall be no fixed distribution of number of employees among the different posts of a cadre. For example, in the cadre of ministerial staff, an institute may have 60 positions. The number of Junior or Senior Assistants will NOT be specified. Persons will be recruited as Junior Assistants only and will get promoted to position of Senior Assistant or Assistant (Selection Grade) at their own pace, without any restriction on the number of employees in any particular level. Only the number of posts in a cadre will be specified and employees will be promoted within the cadre depending on their merit.

Ordinarily an employee will take 12 years to be assessed for a promotion. The crucial date is 1st July of every year. All employees who have completed 12 years of service by July 1 of a year will be assessed for promotion on the basis of performance record, trade test and interview. If someone is not found suitable for promotion, he will have to appear again after lapse of one year. It is expected that most of the employees will qualify for promotion at the end of 12 years. Those who fail will be assessed in the following year, and so on. In case assessment is deferred for some reason, there shall be no retrospective appointment. For employees with superior performance record, there will be a fast track promotion scheme. Employees specially recommended for promotion under this scheme will be assessed, and if found suitable can get a higher position earlier than 12 years. The minimum duration of work before assessment will be 10 years. [ 8 years for truly exceptional cases, not more than 5% of the promotions given in a year]. Promotions given after 8 to 11 years of work will not exceed 25% of the promotion given in a year. Employees with performance record above the 60 percentile level in any institute will be eligible for consideration. For promotion and recruitment the “year” will mean the financial year.

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The Head of Department /Office must submit a proposal enclosing tangible evidence of superior performance record, e.g. experimental set ups or devices built, software developed or customized, construction or maintenance activity substantially reducing further breakdowns, or initiatives in office administration leading to significant time saving. Such contribution must be on a sustained basis over the career of the employee particularly during the previous five years and must be supported by record of critical incidents. All proposals for fast track promotions should be approved by a Cultural Committee headed by the Director (or his nominee) before the candidates are assessed. Fast track promotions (less than 12 years in a position) in an Institute should not exceed 25% of the promotions given during a year. A promotion in 8 or 9 years will be rare, not exceeding 5% of the promotions given in a year in any Institute. Assessment for second promotion of an employee should be taken up after 12 years of obtaining the first promotion (10 years under fast track, 8 years in case of exceptional achievement), irrespective of the time taken for the first promotion. All promotions should be based on a combination of annual assessment, written and/or practical test and interview. Employees in lower ministerial or technical cadres can compete for posts in the higher cadres including the posts of officers when they acquire higher degrees. There shall be no reservation or quota for internal candidates, nor there shall be any concessions in trade test etc. The age limit shall be relaxed to 40 years (45 years for SC/ST candidates) if the employee has put in at least four years of service in the Institute.. For employees who hold a selection grade post for 12 years, a personal scale may be given at next higher level after a proper selection procedure, the designation remaining the same as before. This benefit will be given only to persons with outstanding service record. Group A and B Officers may be given promotion as per provisions of Section 3.4.

7.2 Assessment scheme for recruitment

Method of Selection for all non-teaching posts, including technical, ministerial and subordinate posts, but excluding posts of Officers

Mode Trade

Test Career

Relevance of Experience and special skills

Interview (Personality, Attitude, confidence, Communication

Total

Marks 50 20 10 20 100 Experience measured in terms of number of years shall bear no extra credit, because any long experience should reflect in performance in the trade test. Relevance of Experience will not be measured in terms of number of years, but in terms of the quality (type of institution and nature of job) and usefulness of the experience, which must be evaluated by the selection committee. Trade Test (50) Trade test is compulsory for selection in all non-teaching posts of groups C and D. The test may be in written or practical form or a combination of both. The evaluation will be made by the Trade Test Committee appointed by the Director. The scores given by the Trade Test Committee will be passed on to the Selection Committee along with corrected answer scripts and practical jobs done (when feasible).

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There is no fixed guideline on the distribution of marks between written and practical components of a trade test. It is suggested that for lower cadre posts (e.g. Technician) the practical component will be 30 marks and the written component 20. For higher cadre posts (e.g. TA) it will be the reverse. All trade tests will be the level of lowest qualification prescribed. For example, for Technicians it should be at ITI level, while for TA it should be at the level of Diploma (Engg.)/B.Sc. level. The Committee, at its discretion, may conduct both theory and practical components together, or to conduct the theory part first and limit the practical part to candidates qualifying in the theory test. Trade tests for Technicians should cover at least two skills, preferably three. Candidates may be required to qualify in at least two trades and show some proficiency in the third. Candidates securing less than 50% in trade test will be disqualified.

Career (20) The candidates will get zero credit for satisfying minimum qualification specified in the advertisement. They will get career points for additional qualification and superior academic record. The following table gives the basis for awarding extra points.

Post Qualification Marks Total Matric 1st Class 5 Class XII first Class 5 Class X or XII above 70% 5 Technician (with ITI as

required qualification) ITI 1st class or Diploma Engg. 1st Class/B.Sc. 1st class

10

20 (Maximum)

Matric 1st Class 5 Class XII 1st class 5 Class X or XII above 70% 5

Technical Assistant (Engg.)

with Diploma (Engg) as required qualification

Diploma 1st class / BTech 1st Class 10

20 (Maximum)

Matric 1st Class 5 Class XII 1st Class 5 BSc Hons 5

Technical Assistant (Science)

1st Class Hons / MSc / Both 10

20 (Maximum)

Matric 1st Class 5 Class XII 1st Class 5 BSc Hons 5

Laboratory Assistant

1st Class Hons 10

20 (Maximum)

Matric 1st Class 5 Class XII 1st class 5 BA/BSc/BCom with Hons 5 1st Class Hons 5 MBA 5 Computer Diploma (1 year of more) 5

Junior Assistant/

Superintendent / Accountant

Accounting (Except, when it is mandatory qualification)

5

20 (Maximum)

Matric 1st Class 5 Class XII 5 Class XII 1st 5

Group D

ITI 5

20 (Maximum)

Short Listing :

Depending on the number of applications received, short listing will be done on the basis of “career + relevance of experience”. Approximately 6 times the available vacancies in each category (trade, reservation status) will be called for Trade Test. The short listing after trade test will be made on the basis of career + relevance of

25

experience + trade test, the total number recommended for interview being approximately 3 times the number of vacant posts. Candidates scoring less than 50% in Trade Test will not be called to the interview. The above is a guideline; actual numbers will depend on the local conditions.

Selection :

The Selection Committee will examine, and if necessary, re-evaluate all records including experience certificates, trade test papers and practical jobs. It will have power to re-evaluate Trade tests; but all details are to be documented. Final selection shall be made from among the candidates appearing in the interview on the basis of total marks.

Interview : The interview will carry 20 marks. Less than 50% score in “ Trade Test

plus Interview” will disqualify a candidate. Results of the Trade Test will be reviewed by the Interview Committee, and if the committee finds anomalies in evaluation it will place its findings before the competent authority for decision. .

Method of Selection:

Selection Committee will consist of 1. Director or his nominee Chairman 2. A professor of the Institute familiar Member

with the subject 3. One nominee of Central Government Member 4. Two external experts as nominees of the Board Members

[To be selected by Director out of list approved by the Board ]

5. Registrar Member Trade Test Committee will consist of :

1. One Senior faculty member nominated by Director: - Chairman 2. 2 faculty members or officers from relevant fields: Members 3. 1 external expert from industry or academic Institute,

nominated by the director

Advertisement : In National newspaper, website, local paper and letters to relevant institutions from where potential candidates will receive information, internal circulation.

Lobbying: Any attempt to influence the selection process through pressure or

persuasion, or any attempt to contact members of the Selection Committee or Trade Test Committee will disqualify a candidate.

Information : These rules and procedures should be made available to all

candidates fro their information and understanding. Departmental Promotion Departmental promotion will maintain the same standards as those for open selection, although serving institute employees are

expected to be more skilled on the job by virtue of their direct experience in a superior work environment. The 30 marks for “career + relevance of experience” will be replaced by

26

“Performance record” over the past five years other step will remain identical.

7.3 Vacancies and promotions

There shall be no vacancy based promotion. All promotions will be as per provisions of Section 7.1. There will be no ad hoc promotion nor any officiating allowance for functioning in a higher post of the cadre. It is the combined duty and responsibility of a team to perform all functions of a department or section, and work assigned to any individual colleague who is absent by virtue of leave, retirement or resignation or death should be shared among others in the Department or Section. Promotion within a cadre will be based on personal experience and performance. There shall be no concept of seniority and mere accumulation of time without proportionate enhancement of skills will fetch no reward to an employee.

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8.1 Special consideration for existing regular employees applying for higher cadre

Technical and ministerial staff of the Institutes should be encouraged to study and acquire higher qualifications. Such qualification and experience, either pre-existing or acquired during employment in NIT may qualify him for a position in a higher cadre. Examples of such scenarios are: a Technician being qualified for the post of Technical Assistant, or a Junior/Senior Assistant being qualified for the post an Assistant Superintendent. In such cases, it is recommended that existing regular employees of an Institute can apply for a higher cadre position when advertised; the recommended age limit is 40 years for general candidate and 45 years for SC/ST candidates as per Govt. of India rule. No special preference or reservation will be given to internal candidates.

8.2 Temporary staff vs outsourcing of services

Many NITs have temporary staff, who were given temporary assignments in former REC days with or without sanctioned posts and not following any proper selection process. They are often called “muster roll staff”, “casual workers”, “temporary employees” or with other descriptions. They usually work without any defined purpose or tenure.

It is recommended that such practices of recruiting temporary workers without sanctioned post, without following open competition, or without a definite tenure be discontinued immediately. All services for which there is no sanctioned post should be procured either from a recognized service providing agency or from self employed service providers. Where such agencies or self employed service providers are not available, contractual employees on a definite contract with well defined tenure may be appointed, the persons being selected through a fair, open and pre-defined process of selection. For such contractual workers, tenure should be limited to 2 years at a stretch, and 3 years over the life time of an individual. Short term one-time jobs may be obtained, through service purchase arrangement (cash receipt) in stead of an employer-employee relationship.

8.3 Existing temporary / contractual staff

Existing temporary and casual workers must either be absorbed in regular posts or their services terminated while following a humane approach. Selection in a regular post shall not involve any special concession in terms of qualifications, performance or other recruitment norms. The Institute will put up open advertisement with wide circulation for all available posts, the vacancies being based on recommended posts (not posts sanctioned originally under REC).

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Existing temporary workers will be considered along with other applicants under common norms of selection. Services rendered in the Institute will count towards experience under the same yardstick used for applicants who have rendered similar services to other organisations. Age limit may be relaxed only for contractual staff (including project staff) recruited via prescribed norms of selection. There should be no relaxation of age limit for workers who were hired without following the due process of law and fair competition. Services of temporary workers who do not qualify in open selection should be discontinued. To make the process less traumatic for the workers, they should be given 3 to 6 months’ time to find alternative employment. Institute may help the workers by sending their names to nearby industries and service agencies. Discontinuation of NIT assignment should not be linked to a candidate’s securing alternative employment, nor to the initiation of NIT’s open selection process. Under no case, temporary workers selected without an open competition should continue beyond June 2007.

8.4 Staff employed in sponsored R&D projects

Institutes often employ staff under R & D projects sponsored by Government departments and major private organizations. There may also be projects under Plan grant of the Ministry given to the Institutes. Such positions should broadly correspond in designation and qualification to the regular posts of the Institute. They may, however, carry the same or different pay scales or consolidated remunerations depending on the constraints set by the sponsors and the funds sanctioned. Appointment to all such positions should be done by a due process of open and fair selection (based on newspaper advertisement and wide circulation), and should be on contract till the end of the project period or earlier. On termination of the projects, the contractual employees must leave the Institute. There should be no bar against award of fresh contracts in other projects. Such contract workers possess valuable skill and experience earned in the Institute laboratories. When such candidates apply for regular positions, they will receive no preference in terms of qualification and performance vis-à-vis other applicants. But when there is an age limit, they may be given concession up to the time spent on project service in comparable or higher positions. In case of long service in projects or other long term contractual positions with comparable job functions (exceeding 5 years) age concession may be given upto 40 years (45 years for SC/ST candidates) like that given to internal candidates. The following table gives the equivalence of contractual and regular posts for the purpose of giving age concession : Sl.No. Contract Post Regular Post 1. Scientific Officers /

Research Engineers Scientific Officers / Research Engineers (corresponding posts)

2. Sr. Project Engineer Senior Technical Assistant 3. Jr. Project Engineer JuniorTechnical Assistant 4. Project Assistant Sr. Technician / Sr. Laboratory Assistant /

Sr. Work Assistant 5. Jr. Project Assistant Technician / Laboratory Assistant / Work

Assistants 6. Job Assistant None This concession will be available only to project staff or other contractual workers recruited through open competition and a selection process comparable to that for regular posts.

8.5 Part time appointment of specialists

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When a small amount of specialized service is needed for a finite but extended duration, self employed professionals or persons employed in other organizations may be recruited on part time basis. This includes physicians, paramedical staff, catering and hotel management experts, horticulturists, surveyors or other engineering professionals, specialized Technicians, accountants, guest house managers etc. Suitable compensation may be worked out by mutual agreement. Part time appointment is discouraged for jobs involving high volume continuous work, which must either be hired on regular positions or outsourced from recognized agencies.

8.6 Compassionate appointment

Large employers and Government departments have a policy of offering compassionate appointments to dependents of employees who die in service. NITs are small employers and the qualifications of employees are often too specialized. Therefore, it is nearly impossible to meet the demand for compassionate appointment within the norms set by the Government without seriously compromising on the quality of recruitment. Because subordinate staff (Group D) constitute a very small fraction of total recommended strength, and because there is a large surplus staff under this category, no recruitment in that category is expected for a long time. Besides, during the next few years, most institutes will be reducing the total manpower to reach the non-faculty to faculty strength ratio 1.5. In view of these constraints, there will not be any opportunity for offering compassionate appointment. The Committee recommends that there will not be any compassionate appointment to dependents of deceased employees. Instead, subject to approval of respective Boards of Governors, the following compassionate measures may be taken: (a) The family may be given Institute quarters for a period of 1 year without

paying license fee or for two years while paying the normal licence fee. [Water and Electricity charges are to be paid by the family.]

(b) One member of the family may be given opportunity to learn a marketable

skill (e.g., computer programming, secretarial practice, a workshop trade or a maintenance skill) free of cost in the Institute. He/She may be paid a small stipend (between Rs. 2000 – 4000/- per month depending on qualification and nature of job performed) for a period of one year, provided he/she is sincere in attendance and makes progress in learning the skill.

(c) If a family member is engaged in small trade or business, or can start one,

the institute may place orders with the firm on preferential basis for 2 years with explicit approval of the Director.

8.7 Recruitment Policy till long term staff distribution is achieved

The Expenditure Reforms Commission (ERC) recommends a teaching to non-teaching staff ratio of 1:1.2 or any other ratio as directed by the Ministry of HRD. There is a ban on fresh recruitment till this ratio is achieved. Since it may take quite some time to achieve the required ratio of teaching to non-teaching staff, essential posts should be filled for smooth functioning of the laboratories, workshops and administrative offices. The Committee recommends that: (a) There should be no appointment to Group – D posts till such time that the

total number of employees falls below the desired number.

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(b) Appointment in ministerial posts should be limited to vacant SC/ST posts (based on the recommended structure) till the total number of ministerial staff falls within the prescribed number for ministerial staff.

(c) Appointment to technical posts should be limited to vacant SC/ST posts

(based on the recommended structure) plus 25% of retirements during a year, till the total number of technical staff falls within the prescribed number for technical staff.

(d) All appointments should maintain high standards of academic and

professional competence. Qualifications of new recruits should be as per new norms. All appointments should be on open selection basis without any preference for any special group such as existing casual workers, persons from home state etc.

(e) If under any particular category the present number is below the

recommended value, new recruitment may be done to bring the staff strength under that category to present level.

8.8 SC/ST/OBC/Physically Handicapped/Ex-Servicemen reservations

Reservation policies of different NITs for SC/ST/OBC/Physically Handicapped/Ex-Servicemen will be as per provisions of the Government of India. The numbers will be based on the staff distribution recommended in this report.

8.9 Supervisory allowance to Group - D staff

The former RECs had supervisory positions like Head Mali, Sweeper Mate, Work Sirker etc, which had higher pay and supervisory responsibilities. Such posts have been recommended to be merged with the common post of “Attendant” under rationalization of pay scale. As a result, there will not be adequate number of supervisory staff. Hence, either performance will suffer or significant amount of officer time will be spent on supervision, which can be done at a lower level. To alleviate this problem, it is proposed the a small number of senior Group D staff will be paid a small allowance for doing supervision of fellow workers while performing their own duties. In that case the supervisory allowance should be limited to 10% of basic plus dearness pay. A senior worker should supervise between five and ten workers in a single trade. The senior worker’s own sincerity and productivity should be high to be chosen for the job. The selection should be based on a combination of seniority, skill, integrity and leadership qualities. All such allowances should be approved by the Director of the Institute.

8.10 Retirement Age of employees

The normal retirement age of all supporting staff shall be 60 years. The Institutes, however, will review their performance on completion of 57 years. Those employees who may not contribute adequately to the activities of the Institute may be made to retire at 58 years, the rest being allowed to continue till 60. The Institutes should also provide for early retirement of staff through voluntary retirement schemes. In addition, compulsory early retirement provisions of surplus and/or poorly performing staff of the Government of India should be applicable to NIT employees.

8.11 All-India character of NIT staff While it is neither possible nor desirable to fix a quota for state of origin for technical/ministerial staff, every institute will make a positive effort to attract staff

30

from across the country. This can be done by (a) advertising in newspapers, circulated around the country, (b) mailing interview call letters at least one month in advance, (c) sending copies of advertisement to all IITs and NITs, apart from other institutions such as diploma colleges of it is and (d) inviting experts from various states. The Ministry of HRD should monitor the recruitment process and evolve safeguards against regional protectionism.

8.12 Vacation All non teaching staff members shall be non-vacation staff, whether or not they work in teaching laboratories or other offices.

8.13 Working Hours The working hours of all non teaching staff should be uniformly 40 hrs/week, except when justifiable ground exists for an exception. Job assignment may be given as per normal schedule of the Institute, staggered hours, shift duty or special hours (e.g. hostels, students activity centre, sports fields, swimming pool etc), but limited to 40 hrs/week.

8.14 Sharing of workload There is no real difference of job function among different levels of a cadre. For example, Jr and Sr Assistants and Assistants (SG) can be given jobs interchangeably. There shall be no officiating allowance simply because some one with a higher designation or higher pay was on the desk before. When there is a temporary shortage of staff, because someone is on leave or a vacancy has been created by retirement / resignation, the job has to be shared by available staff members without OT or other allowances. When the duration of shortage is long, the Administration shall arrange extra manpower or outsource the service.

8.15 Responsibility and Personal Liability Many REC’s had a practice of holding individual employees, particularly technical staff, personally liable for damage or loss of equipment and consumables. This practice has proved extremely detrimental to growth of the institutes, since technical staff have a legitimate tendency to lock up every instrument in almirahs. This approach is particularly dangerous in a PG & Research environment. It is clarified that no staff shall be personally liable to loss or damage to Institute property under his care, except when he is guilty of willful theft or damage, negligence or discretion of duty.

8.16 Acquiring higher qualifications Non teaching staff of NITs should be encouraged to acquire higher qualifications through study including distance education. No permission of the Institute should be necessary for enrolment in distance or contact mode courses when such enrolment does not interfere in the day to day performance of the employee. When such courses do need time of the employee within working hours, permission may be given in deserving cases with compensating additional hours of work. Employees with BTech or higher qualifications often request enrolment in the Institute’s M Tech and Ph. D. programmes. It is impossible that any ordinary person can do justice to full time study plus full time work at the same time. Such admission may be permitted only in case of employees for whom the job

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assignment and degree requirement are one and the same. Such a situation can occur only for certain scientific officers only, depending on job assignment. All other staff are excluded from such a facility. Other staff desirous of pursuing M Tech or Ph. D. programme of the Institute may be granted EOL or lien to pursue their degrees. They may be employed in research projects during this period, if selected either through open competition or preferential selection at the discretion of the Principal Investigator of the Project and the Head of the Department. The Institute may, in deserving cases, extend facilities such as retention of residential quarters and continuation of normal increments against a bond to serve the Institute for one year beyond the studies. In addition, the Institute may grant upto 50% of pay + DA, if support from Research project is not adequate to cover the full pay, against a bond to serve the Institute for one year after the project period for every six months of such support.

8.17 Stipendiary Officers

NITs are storehouses of technical skill, at degree, diploma and ITI levels. While degree or postgraduate level expertise is disseminated to students through the formal academic programmes, there is little opportunity for transferring the lower level skills to the society. The technical personnel employed in the Institute also can themselves improve in quality if they get an opportunity to teach. This can be achieved by having a stipendiary programme where students with Engineering diploma, B.Sc, ITI, B.Lib., B.Com, and comparable qualifications can be given training by Institute faculty and staff. Such trainees may be given work assignment necessary for their own skill development, and a stipend commensurate with their work.

Post: Stipendiary Assistant Sl. No. Specialization Qualification Job function for

training 1 Engineering (SE) Diploma in Civil,

Electrical, Electronics, Mechanical or other Engineering

To assist in civil/electrical or other construction and maintenance jobs

2 Technical (ST) B. Sc. or Diploma Engineering or 1st Division matric + ITI certificate

To assist in laboratories and workshops

3 Horticulture (SO) B. Sc. ( Ag) or B. Sc.(Botany)

To assist in development and/or maintenance of lawns & gardens and plantation

4 Food & Nutrition (SO) B. Sc. or Diploma in Nutrition or Diploma in Hotel Management

To assist in maintaining quality of food & hygiene in hostel messes and in canteens

5 Cleanliness & Sanitation (SE / SO) Diploma in Civil Engineering or Hotel Management

To assist in maintenance of toilets and sewerage system in Institute and hostels buildings

6 IT service (SO) Diploma in Computer Science or graduate with training in IT

To assist in maintenance of computer services in departments and in office automation

7 Paramedical services (SO) Diploma in Pharmacy To assist Institute

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or other paramedical sciences

Medical services.

8 Architecture (SA) Diploma in Architecture

To assist in planning and construction

9 Library (SL) Bachelor’s degree in Library Science

To assist in running of Library and documentation facilities

Tenure : One year on contract, renewable in steps of one year or less on

satisfactory performance for a maximum duration of 3 years in total. [Any renewal beyond three years in one’s career shall be strictly forbidden, even with gaps in between]

Age : First appointment within 2 years of leaving full time study in college

or school, or before completing 23 years of age. No extension to be given beyond 25th birthday or 3 years of

contractual service whichever is earlier. Selection : Through local advertisement, trade test and interview. The Trade

Test and Selection Committees will be formed by the Director. Accommodation: Hostel or similar shared accommodation may be provided if

available in the Institute. Remuneration: Rs. 5000/- (Rupees five thousand only) consolidated per month.

In exceptional cases, where a candidate renders a service leading to significant saving of expenditure to the Institute, the Director may enhance the remuneration during second and third years, up to of Rs.7500/- per month. In truly exceptional cases, where the stipendiary shows exceptional proficiency in learning and in this process help the institute, Director may sanction upto Rs 10,000/-. The BOG may review these remuneration figures every 4 years starting 2012. They rates of compensation may be adjusted with cost of living in proportion to the salary of an entry level group C post.

Number of positions: Not to exceed 20% of faculty strength at any time. These

positions being essentially stipendiary positions, they will not be counted against sanctioned posts. The appointment may be made on sanction of the director.

Their designations will be “Stipendiary Engineer” (SE) or “Stipendiary Officer” (SO) or “Stipendiary Technician” (ST) or “Stipendiary Architect” (SA) or “Stipendiary Librarian” (SL) depending on specialisation. They will always work under a mentor and will be given a certificate on completion of tenure. Stipendiary posts will not be counted against sanctioned regular posts. The stipendiaries will not be subjected to EPF/ESI contribution.

9. Growth opportunities of internal candidates in recruitment and promotion. Every Institution, whether in industry or Government, gives opportunities to internal candidates for upward mobility through sincere and hard work. This leads to greater satisfaction among employees and consequently enhanced performance. Done in excess, it leads not only to increased cost, but to complacency and greater obstruction to work. The NIT system needs to offer an incentive package to its staff in order to retain existing staff and to attract staff

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from comparable institutions like IITs. The provisions given in this report in different sections are summarized in this section. Different job cadres, whether in the same of different stream of activity, address to separate job requirements; therefore the mobility between two cadres is neither feasible nor desirable. Within a given cadre, however, an employee must get opportunity to be upwardly mobile because all posts within a cadre have same job function, greater capability and higher experience leading to better performance. Unlike the REC, the number of sanctioned posts in NIT in any cadre is below the perceived need. The cost of salary and pension is also a concern. Therefore the number of sanctioned posts in any cadre shall not exceed the need of persons with the corresponding qualification. If a job can at all be done by a person with a lower qualification it should carry the corresponding lower designation and pay scale.

Some employees join lower cadres due to non-availability of posts and are suitable to higher cadres. Some acquire new skills or new degrees in service and thus earn the qualification for a higher cadre in the same line or in a different line. The Institute needs to be responsive to such situations. The primary target of this section is to offer easier and assured promotion to employees to higher and higher responsibilities, to greater and greater salaries, within a cadre, and in deserving cases, outside the cadre. Considering the above constraints and motivators, the following package is outlined.

1. Within each cadre, there will be a flexible structure among different posts; there

should be no limit on the number of employees in any post, while the total number of employees in a cadre is within sanctioned strength. An employee, on acquiring the prescribed minimum number of years of service, should be promoted on his own merit without counting the number of posts.

2. There shall be at least three posts within a cadre, each post covering at least 15

or 20 increments, so that an employee can work up to 40 years without ever stagnating.

3. The normal duration for promotion shall be 12 years as per Central Government

guideline. However for persons with superior performance record, the duration shall be lower, though not less than 8 years. To avoid too much disparity with other institutions, number of persons promoted after 8 or 9 years should be within 5% of total promotions for the year and that after 10 to 11 years within another 20%. In exceptional cases of poor performance, promotion can be delayed up to14 or 16 years or even denied totally. There shall always be a trade test for every promotion so that subjective factors do not influence selection.

4. When employees with excellent performance record get quick promotions, they

may stagnate in a selection grade post beyond 12 years, though growing in terms of salary. It is recommended that employees who have spent 12 years in the third rung of a cadre will be made eligible for a 3rd “personal” scale a higher scale. This should be available to persons with consistently “excellent “performance appraisal score over the past five years. This provision eliminates the need for entry into a different cadre with a different job function. For example, an excellent turner gets promoted to a position of a high-end turner with responsibility of precision turning and guiding other turners, rather than being posted as a designer with no skill to do the job.

5. Younger employees who have or earn qualification and capability to serve a

different cadre but could not apply for a post because there was no vacancy

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earlier shall be given relaxation against age bar. They will be given five years grace in age limit. It will be same for general and SC/ST candidates. Within five years grace, there will be no restriction on the number of years served in the Institute.

6. In order to encourage employees to acquire new qualification (certificates and

degrees), an employee below the age of 40 years (45 years for SC/ST candidates) shall be eligible to apply for any post in the institute, provided he has put in at least four years of service in the Institute. This facility should also be available to employees formally employed in sponsored projects in technical cadre for at least five years.

7. For promotional posts within a cadre (in case the proposal for a flexible cadre

structure is turned down and the number of posts remains limited in higher levels within a cadre) there shall be no age limit of an internal candidate serving in the same cadre. One can apply for a promotional post within his cadre up to the date of retirement.

8. It is appreciated that younger candidates entering job market often possess better

academic record, at least in terms of percentage of marks. This puts existing employees with long experience at disadvantage. It is proposed that for internal candidates applying for a promotional posts within his own cadre, “career points” will be replaced by “performance appraisal points” , the highest values of both remaining the same. Alternatively, a 5% grace may be given on the qualifying exam only for internal candidates who have put in at least four years of service.

It is expected that these provisions will ensure greater satisfaction among the existing staff and will increase productivity.

10. Initial Rationalisation/Creation of Posts

Most of the RECs had a liberal staff structure providing a large number of group D posts. The old structure was suitable for an affiliated college of the past century. They are not relevant to the needs of an institution of national importance and of university standard that lays emphasis on research and creation of intellectual property. On conversion to NIT, there is far greater emphasis on professional and technical posts, including administrative, scientific, technical, library and engineering officers. The following procedure is prescribed for fixing the initial sanction of staff for any institute. Step 1: Every Institute will make a list of all originally sanctioned posts giving (i)

Name of post (ii) Scale of pay, and (iii) Number of posts, and submit to MHRD for records.

Step 2: The Institute will make a list of proposed posts as per section-2 of the

document giving the same details as in step 1, and submit to MHRD for records. It will request the ministry for permission to create posts where there is deficit.

Step 3: The Ministry will permit the institute to create the posts within its norms and will communicate its approval to the institute.

Step 4: Once the posts are created, the existing employees holding the

appropriate designations will be fitted into the new posts, taking into consideration their present designation, job function, pay scale and number of pay upgradations received in their careers. All existing posts of REC will stand abolished from the date when the incumbent employee

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joins a newly created post, resigns, retires or otherwise leaves the institute.

Step 5: When there are employees holding proper designations but lower pay

scales, they will be assessed by a duly constituted selection committee. If they meet the qualification and experience criteria of the new posts, they may be fitted onto the new scales at close to the old salaries . If they do not meet the requirements of the new posts they may continue in the existing scales and discharge the duties of the corresponding posts. No other appointment will be made against the same posts.

Step 6: Salary fitment will be made at the lowest possible pay in the new scales

without decrease of pay of any employee. In the process, some employees may be given “personal pay scale” or “personal pay” without disturbing the system, when it becomes impossible to match the old and new pay scales.

Step 7: The final list of (a) employees with corresponding posts, pay scale and

pay, (b) list of surplus employees, old designations, pay scales and pay, and (c) list of vacant posts for which no employee is available with proper skills shall be intimated to the Ministry after approval of the Board.

While preparing the list of surplus employees, preference towards

retention should be given to candidates with proper or higher qualification, lower age and sincere work record. While age and qualification can be taken from documents, one must rely on the input from directors and HODs for marks in sincerity.

Step 8: The remaining vacant posts will be filled by advertisement in accordance

with the provisions of Section 7 of this document, after obtaining acceptance of lists of step 7 by the Ministry.

Surplus employees should be kept in the pay roll with normal job

assignment till they retire. But employees who refuse to be re-trained, or show no promise of work, are insincere or create disturbance in the institute may be given opportunity to take early retirement. In extreme cases, compulsory separation may be resorted to, after finishing all other avenues of re-training and/or attitude correction.

11. Implementation Date

The recommendations of this report should be implemented as soon as possible with initial acceptance by the Ministry and approval of the respective Boards of Governors of the Institutes. The BOG versions should be customized to suit the prevailing situations. Some of the provisions, particularly those relating to existing staff, should be implemented with effect from 1.4.2004 or any other date fixed by the Ministry of HRD. All promotions and pay scales given before that date under existing rules should be honoured. Request for retrospective revision should not be considered, irrespective of the degree of perceived “injustice” by previous administrations. While designations and increments should be given with effect from the date (e.g. 01.04.2004) fixed by the Ministry, actual financial benefits may be given from a later date, which shall also be fixed by the Ministry of HRD.

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12. Conclusion

The committee recommends that the measures suggested in this report are examined by the ministry and circulated to all the institutes with a mandate to implement them uniformly in all institutes. Wherever local conditions are different from what have been considered by us, local solutions may be resorted to with consent of the ministry. Major issues may be discussed in the meeting of directors and uniform guidelines should be arrived at by collective decision making.

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Annexure I

Mapping of old designations and pay scales to a new set

for existing staff of NIT Rourkela.

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Mapping of old designations and pay scales to a new set for existing employees of NIT Rourkela

This table gives the mapping of posts implemented at NIT Rourkela. It can be used as a guideline for all NITs to map their existing posts to new ones. Designations such as “Foreman” or “Assistant Foreman” which do not exist at NIT Rourkela do not appear explicitly in this table. Such posts should be mapped on the consideration of pay scale, job functions and prescribed qualifications.

Sl. No.

Existing Designation Existing Scale of Pay at entry

grade

Rationalised Designation & Scale

Entry Level Designation in the rationalized scale

Remarks

Designation Scale Designation Scale (1) (2) (3) (4) (5) (6) (7) (8) 1. Medical Officer 8000-13500 Medical Officer 8000-13500 Medical Officer 8000-13500

2. Junior Engineer/Jr. ME (Elect) 6500-9900 Asst. Engineer 6500-10500 Junior Engineer 5000-8000

3. Asst Engineer 6500-10500 Asst Engineer 6500-10500 Asst Engineer 6500-10500

4. Estate Engineer-cum-Manager/ME-cum-EM 8000-13500 Asst Executive

Engineer 8000-13500 Asst Engineer 6500-10500

5. Technical Asst. 5900-9700 Technical Asst. 5500-9000 Technical Asst. 5000-8000 Special scale for incumbents only

6. Sr. Tech. Asst. 6500-9900 Sr. Tech. Asst. 6500-10500 Technical Asst. 5000-8000

7. Draughtsman 5300-8300 Draughtsman 5000-8000 Jr. Draughtsman 4000-6000 Special scale for incumbents only Promotion scale Rs. 5500-9000

8.

Junior Assistant/ Jr. Record Keeper/Diarist /Asst Cashier Jr Assistant

4000-6000 4500-7000

Junior Assistant Jr. Assistant

4000-6000 4500-7000 *

Junior Assistant 3200-4900 * Time bound Career Progression Scheme of Govt. of Orissa

9. Telephone Operator 4000-6000 Telephone Operator Gr.I 4000-6000 Telephone

Operator Gr.II 3200-4900

10. Senior Assistant/ UDC/ Cashier/Sr. Typist/ Store Keeper

5300-8300 Senior Assistant 5000-8000 Junior Assistant 3200-4900

11. Superintendent/Accountant

5900-9700 Superintendent/ Superintendent (Accounts)

5500-9000 Special scale for incumbents only (No more ACP)

12. Junior Steno 4500-7000 Stenographer 4500-7000 Stenographer 4000-6000 Special scale for incumbents

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Sl. No.

Existing Designation Existing Scale of Pay at entry

grade

Rationalised Designation & Scale

Entry Level Designation in the rationalized scale

Remarks

Designation Scale Designation Scale

13. Senior Stenographer 5300-8300 Senior

Stenographer 5000-8000 Stenographer 4000-6000

14. Lab Assistant 5300-8300 Lab Assistant 5000-8000 Lab Assistant 3200-4900

15. PTI 5300-8300 PTI Gr.II 5500-9000 * PTI Gr.II 5500-9000 * As per TGT (Physical Edn) scale under GOI)

16. PTO 6500-10500 PTO 6500-10500 Special scale for incumbents

17. Pharmacist (With Diploma) 4500-7000 Pharmacist 4500-7000 Pharmacist 4500-7000

18. Driver 4000-6000 Driver Gr.II 4000-6000 Driver Gr. II 3200-4900 19. Mechanic-Grade-III 4500-7000 Technician 4500-7000 Technician 3200-4900 Special scale for incumbents

20. Mechanic Gr.II 5300-8300 Sr. Technician(SG) 5000-8000 Technician 3200-4900

21. Mechanic Gr.I 5900-9700 Technician (SG) 5500-9000 Technician 3200-4900 Special scale for incumbents Sr. Technician(ITI)

4000-6000 Technician 3200-4900

ACP after 24 years from date of 3200-4900 or 3050-4590 scale 22. Tracer/Carpenter/plumber 4000-6000

Attendant (SG) (Non ITI) 4000-6000 Attendant Gr.II 2650-4000 No more ACP

Sr. Technician(ITI) 4000-6000 Technician 3200-4900

ACP after 24 years from date of 3200-4900 or 3050-4590 scale 23. Lineman-cum-Wireman-C 4000-6000

Attendant (SG) (Non ITI) 4000-6000 Attendant Gr.II 2650--4000 No more ACP

24. Lineman-cum-Wireman-B 4500-7000 Sr. Technician 4500-7000 Technician 3200-4900 Special scale for incumbents

25. Lineman-cum-Wireman-A 5300-8300 Technician(SG) 5000-8000 Technician 3200-4900

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

26. Library Attendant 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

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Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II

2650-4000 27. 3050-4590

Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric)

3050-4590

Attendant Gr. II

2650-4000

28. Groundsman 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker

2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

29. Bus Helper 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

30. Head Class Room Bearer 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

31. Daftary 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

32. Pump Driver 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

33. Electrical Helper 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

34. Helper Water Supply 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

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Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

35. Helper Building 3050-4590 Attendant Gr.II (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

36. Head Watchman 3050-4590 Attendant Gr.I (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.II (Matric) 2650-4000 Attendant Gr. II 2650-4000

37.

Peon/Class Room/Bearer/ Helper Director’s Residence/ Bearer/Sweeper/Key man/ Female Attendant/Word boy (Medicial)/Helper-cum-Gardener/ Watchman

2650-4000 Attendant Gr. II (Non-Matric)

2650-4000 Unskilled Worker 2550-3200

Attendant Gr. II (Matric) 2650-4000 Mali 2650-4000

38. Mali 2650-4000 Attendant Gr. II (Non-Matric)

2650-4000 Unskilled Worker 2550-3200

Attendant Gr. II (Matric) 2650-4000 Attendant Gr. II 2650-4000

39. Mistry 2650-4000 Attendant Gr. II (Non-Matric)

2650-4000 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

40. Fireman 3050-4590 Attendant Gr.II (Non-Matric) 3050-4590 Unskilled Worker 2550-3200

Sr. Technician(ITI) 4000-6000 Technician 3200-4900

41. Work Sarkar/Work Asst 4000-6000 Attendant(SG) (Non-ITI) 4000-6000 Attendant Gr. II 2650-4000

42.

Reprographic Operator/ Duplicating Operator 4000-6000 Sr.

Technician(ITI) 4000-6000 Technician 3200-4900

42

Attendant(SG) (Non-ITI) 4000-6000 Attendant Gr. II 2650-4000

43. Head Mali 4000-6000 Mali(SG) 4000-6000 Mali 2650-4000 Attendant Gr.I (Matric) 3200-4900 Attendant Gr. II 2650-4000

44. Ferro Printer 3200-4900 Attendant Gr.I (Non Matric) 3200-4900 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3200-4900 Attendant Gr. II 2650-4000

45. Book Binder 3200-4900 Attendant Gr.I (Non Matric) 3200-4900 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

46. Treasury Sarkar 3050-4590 Attendant Gr.I (Non Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

47. Khansama 3050-4590 Attendant Gr.I (Non Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

48. Matron 3050-4590 Attendant Gr.I (Non Matric) 3050-4590 Unskilled Worker 2550-3200

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

49. Mate 3050-4590 Attendant Gr.I (Non Matric) 3050-4590 Unskilled Worker 2550-3200

Sr. Technician(ITI) 4000-6000 Technician 3200-4900

50. Mason 4000-6000 Attendant(SG) (Non-ITI) 4000-6000 Attendant Gr. II 2650-4000

51. Medical Technician 4500-7000 Technical Asst (Medical) [ With Diploma]

4500-7000 Technical Asst (Medical)

5000-8000

Special scale for incumbents only

43

Medical Technician [Non-Diploma]

4500-7000 Medical Technician 4500-7000

44

Sr. Technician(ITI) 4000-6000 Technician 3200-4900

52. Sanitary Fitter/Meter reader 4000-6000

Attendant(SG) (Non-ITI) 4000-6000 Attendant Gr. II 2650-4000

53. Programming Asst. 5900-9700 Technical Asst 5500-9000 Technical Asst 5000-8000 Special scale for incumbents only

54. System Programmer 8000-13500 Scientific Officer

Gr.II 8000-13500 Scientific Officer Gr.II 8000-13500

55. System Analyst 10000-15200 Scientific Officer Gr.I 10000-15200 Scientific Officer

Gr.II 8000-13500

56. Security Inspector 5300-8300 Security Inspector 5000-8000 Security Inspector 5000-8000 Special scale for incumbents

only Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000 57.

Asst. Head Mali 3050-4590 Attendant Gr.I (Non Matric) 3050-4590 Unskilled Worker 2550-3200

Sr. Technician(ITI) 4000-6000 Technician 3200-4900

58. Gasman 4000-6000 Attendant(SG) (Non-ITI) 4000-6000 Attendant Gr. II 2650-4000

LIBRARY STAFF

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

59. Library Attendant 3050-4590 Attendant Gr.I (Non Matric) 3050-4590 Unskilled Worker 2550-3200

60. Library Clerk 4000-6000 Jr. Assistant 4000-6000 Jr. Assistant 3200-4900

LABORATORY STAFF

Attendant Gr.I (Matric) 3050-4590 Attendant Gr. II 2650-4000

61. Lab Attendant 3050-4590 Attendant Gr.I (Non Matric) 3050-4590 Unskilled Worker 2550-3200

45

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46

Table II(a): Existing sanction of Non-teaching posts: designations, pay scales and number of posts

Basic Pay(REC)

Sl. No. Name of the Post No. of Posts(Sanctioned)

Start of Scale End of Scale

Gross at start of scale

Gross at end of scale

1 System Manager 1 16400 20000 16400 20000 2 Controller of Examination 1 12000 18300 12000 18300 3 Registrar * 1 12000 18300 12000 18300 4 System Analyst 1 10000 15200 10000 15200 5 Dy.Registrar 1 8000 13500 8000 13500 6 Asst. Proctor 1 8000 13500 8000 13500 7 Medical Officer 1 8000 13500 8000 13500 8 Lady Medical Officer 1 8000 13500 8000 13500 9 M.E.-cum-E.M. 1 8000 13500 8000 13500

10 System Programmer 2 8000 13500 16000 27000 11 Librarian 1 8000 13500 8000 13500 12 Accounts Officer 1 6500 10500 6500 10500 13 Asst. Registrar(PD) 1 6500 10500 6500 10500 14 Asst. Registrar(IA&S) 1 6500 10500 6500 10500 15 Asst. Registrar(Admn) 1 6500 10500 6500 10500 16 P.S. to Director 1 6500 9900 6500 9900 17 Asst. Librarian 2 6500 10500 13000 21000 18 Foreman/Asst. Foreman 2 6500 10500 13000 21000 19 Jr.M.E.(CE) 1 6500 9900 6500 9900 20 Jr.M.E.(EE) 1 6500 9900 6500 9900 21 Chief Draughtsman 1 6500 9900 6500 9900 22 Physical Training Officer (PTO) 1 5900 9700 5900 9700 23 Security Inspector 1 5300 8300 5300 8300 24 Senior Techinical Asst. 7 6500 9900 45500 69300 25 Office Superintendent /Accountant 5 5900 9700 29500 48500 26 Technical Asst. 15 5900 9700 88500 145500

47

27 Senior Draughtsman 1 5900 9700 5900 9700 28 S.I-cum-Mech. Gr. I 5 5900 9700 29500 48500 29 Mechanic Gr. I 6 5900 9700 35400 58200 30 Prog. Asst. 2 5900 9700 11800 19400 31 Senior Steno 5 5300 8300 26500 41500 32 Senior Asst. 31 5300 8300 164300 257300 33 Store Keeper 2 5300 8300 10600 16600 34 Cashier 1 5300 8300 5300 8300 35 P.T.I. 1 5300 8300 5300 8300 36 Laboratory Asst. 4 5300 8300 21200 33200 37 Draughtsman 2 5300 8300 10600 16600 38 Mechanic Gr. II 17 5300 8300 90100 141100 39 Instructor-cum-Mech. Gr.II 7 5300 8300 37100 58100 40 Boiler Operator 1 5300 8300 5300 8300 41 L.M.-cum-W.M. 'A' 1 5300 8300 5300 8300 42 Jr. Steno 10 4500 7000 45000 70000 43 Pharmacist 1 4500 7000 4500 7000 44 C.I.-cum-Mech. Gr.III 12 4500 7000 54000 84000 45 Mech. Gr. III 11 4500 7000 49500 77000 46 Pump Driver-cum-Mech. 1 4500 7000 4500 7000 47 L.M.-cum-W.M. 'B' 2 4500 7000 9000 14000 48 Medical Technician 1 4500 7000 4500 7000 49 Junior Asst. 43 4000 6000 172000 258000 50 Mason 3 4000 6000 12000 18000 51 Carpenter 2 4000 6000 8000 12000 52 Sanitary Fitter 1 4000 6000 4000 6000 53 Meter Reader 1 4000 6000 4000 6000 54 Plumber Fitter 2 4000 6000 8000 12000 55 Telephone Operator 2 4000 6000 8000 12000 56 Head Mali 1 4000 6000 4000 6000 57 Driver 4 4000 6000 16000 24000 58 Dupl. Mach. Optr.-cum-Mech. 1 4000 6000 4000 6000 59 Asst. Cashier 1 4000 6000 4000 6000 60 Jr. Record Keeper 1 4000 6000 4000 6000

48

61 Work Sirkar 1 4000 6000 4000 6000 62 Data Entry Operator 1 4000 6000 4000 6000 63 Repographic Operator 1 4000 6000 4000 6000 64 Tracer 1 4000 6000 4000 6000 65 L.M.-Cum-W.M. 'C' 3 4000 6000 12000 18000 66 Gas Man 1 4000 6000 4000 6000 67 Book Binder 1 3200 4900 3200 4900 68 Ferro Printer 1 3200 4900 3200 4900 69 Treasury Sirkar 1 3050 4590 3050 4590 70 Library Attendant 4 3050 4590 12200 18360 71 Groundsman 1 3050 4590 3050 4590 72 Khansama 1 3050 4590 3050 4590 73 Daftary 3 3050 4590 9150 13770 74 Head Watchman 1 3050 4590 3050 4590 75 Mate 2 3050 4590 6100 9180 76 Pump Driver 6 3050 4590 18300 27540 77 Asst. Head Mali 1 3050 4590 3050 4590 78 Matron 1 3050 4590 3050 4590 79 Dresser 1 3050 4590 3050 4590 80 Asst. Sweeper Mistry 1 3050 4590 3050 4590 81 Fireman 2 3050 4590 6100 9180 82 Lab. Attendant 27 3050 4590 82350 123930 83 Helper Director's Office 1 3050 4590 3050 4590 84 Helper Water Supply 4 3050 4590 12200 18360 85 Helper Electrical 8 3050 4590 24400 36720 86 Helper Building 5 3050 4590 15250 22950 87 Bus Helper 2 3050 4590 6100 9180 88 Jr. L.M.-cum-W.M. 6 3050 4590 18300 27540 89 Head CRB 1 3050 4590 3050 4590 90 Bearer 27 2650 4000 71550 108000 91 Peon 43 2650 4000 113950 172000 92 Mali 17 2650 4000 45050 68000 93 Sweeper 24 2650 4000 63600 96000 94 Keyman 3 2650 4000 7950 12000

49

95 Watchman 31 2650 4000 82150 124000 96 Female Attendant 1 2650 4000 2650 4000 97 Ward-boy (Medical) 1 2650 4000 2650 4000 98 Helper-cum-Gardener 1 2650 4000 2650 4000

TOTAL 475 1921850 2968510

50

Table II(b): Proposed staff structure for an institute with Sanctioned student Strength = 2400 and

Faculty Strength 200 compatible with requirements of a university level institution of National Importance and with the recommendations of ERC, MHRD guidelines and recommendations of the Committee of Directors

Serial Number

Designation Number of Posts

Basic Pay Beginning of

scale

Basic Pay end of sclae

Total (Beginning of scsle)

Total (End of scale)

1 Registrar 1 16400 22400 16400 22400

2 Dy. Registrar 2 12000 18300 24000 36600

3 Asst. Registrar 4 8000 13500 32000 54000

4 Medical officer 2 8000 13500 16000 27000

5 Security Officer 1 8000 13500 8000 13500

6 Librarian 0 16400 22400 0 0

7 Dy. Librarian 1 12000 18300 12000 18300

8 Asst. Librarian 2 8000 13500 16000 27000

9 Executive Engineer 1 12000 18300 12000 18300

10 Sr. Engineer 0 10000 15200 0 0

11 Engineer 1 8000 13500 8000 13500

12 Chief Scientific Officer 0 16400 22400 0 0

13 Senior Scientific Officer 1 12000 18300 12000 18300

14 Scientific Officer 2 8000 13500 16000 27000

15 Sr SAS Offficer 0 10000 15200 0 0

16 SAS Officer 2 8000 13500 16000 27000

51

17 Technical Assistant/ Library Information Assistant/ Pharmacist/ Medical Technician

51 5500 9000 280500 459000

18 Senior Technical Assistant etc 26 6500 10500 169000 273000

19 Technical Assistant (SG) etc 13 7500 12000 97500 156000

20 Technician/ Laboratory Assistant/ Driver 51 3200 4900 163200 249900

21 Senior Technician etc 26 4000 6000 104000 156000

22 Technician (SG) etc 13 5000 8000 65000 104000 23 Superintendent/ Secretary Gr. II 10 5500 9000 55000 90000

24 Sr. Superintendent/ Secretary Gr. I 6 6500 10500 39000 63000

25 Superintendent(SG)/ Secretary (SG) 3 7500 12000 22500 36000

26 Jr. Assistant 28 3200 4900 89600 137200

27 Sr. Assistant 14 4000 6000 56000 84000

28 Assistant (SG) 7 5000 8000 35000 56000

29 Stenographer 4 4000 6000 16000 24000

30 Sr. Stenographer 2 5000 8000 10000 16000

31 Stenographer (SG) 1 5500 9000 5500 9000

32 Attendant 25 2650 4000 66250 100000

33 Sr. Attendant 13 2750 4400 35750 57200

34 Attendant (SG) 7 ����� ����� 21350 32130

�� TOTAL 320 �� ��1519550 2405330

52

Recommendation Comparing table II(a) and Table II(b), we find that the proposed structure leads to substantial reduction in manpower in both numbers (475 to 320) and in expenditure on direct salaries while enhancing quality. This gives opportunity to address to increase in student strength using the current manpower, particularly for accommodating the immediate increase due to OBC reservation and due to creation of new departments. The reduction in work force will be compensated by outsourcing of certain services such as maintenance of quarters, security and gardening, and by eliminating certain services such as duplicating machine operators and large number of peons and bearers which have lost significance in today’s context.