Recruitment & Assessment Board

Transcription

1 Recruitment & Assessment Board A CSIR HRM Initiative operational since 2002 To ensure continuous supply of a well motivated highly specified skillful human resource directly required for R&D activities of CSIR

2 HRM Foundation for excellence for a highly diversified knowledge organisation like CSIR Select the best Train them Put them in the right places Career advancement clearly chalked out

3 11. Career Prospects of Scientists a scientist is subjected to too many stages for promotion, unlike other scientific institutions like the IITs. the assessments itself are delayed, which adds to the frustration amongst the scientists The Committee feels that if science in India has to progress, the scientists have to be respected and provided proper incentives through faster promotional avenues. bureaucratic hurdles such as performance assessment should be strictly avoided to attract the best possible talent The Committee also recommends that the Department should take up the issue regarding improvement in the pay scales of the scientists vigorously with the government to ensure best possible career prospects for them. Parliamentary Standing Committee on S &T, E & F April 2010

4 Need for RAB A proposal to Ministry of Finance on revised pay structure and career progression for CSIR scientists vis-a-vis the implementation of 5 th Pay Commission. Ministry of Finance, Dept. of Expenditure recommends that CSIR modify their Rectt. and Assmt. Pattern/criteria on the DRDO pattern. In Oct CSIR introduced CSIR Scientists Recruitment & Assessment Promotion Rules 2001 (CSRAP) for Group IV Scientists on the pattern prevailing at DRDO. Recruitment and Assessment Board

5 Manpower Profile CSIR DRDO Comparison 0 DS 7 38 H G F E II E I C CSIR B CSIR has 2691 PhD students 1550 DRDO

6 RAB Structure Chairman RAB CSIR Society Governing Body Director General AB PAB Recruitment and Assessment Board CSIR Hqrs CSIR Labs Centres Administration Technical Divisions RC MC RAB Office Administration CSIR Complex Finance Finance

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8 RAB s mandate Providing an effective, fair & transparent system of recruitment and assessment acceptable to all stakeholders. Attracting the very best talent to CSIR including through global search. Ensuring progressive career advancement of CSIR scientists as the highest degree of motivational measure and with an ultimate aim of developing leadership at a younger age. Extending the expertise base for external customers, whenever required. Recruitment and Assessment Board

9 Powers & Functions of the Board 1. To review and devise procedure for recruitment and assessment. 2. To recommended modifications in the R & A Promotion rules. 3. To suggest ways and means to overcome operational difficulties. 4. Constitution of Assessment Committees 5. To consider cases of assessment of scientists, who are under cloud and posthumous cases as per existing CSIR Rules/Procedures. 6. To discuss and suggest its budgetary and logistic requirements to DG, CSIR for consideration. 7. Chairman, RAB may take a decision in the exigencies of work with regard to recruitment and assessment of scientists. Recruitment and Assessment Board

10 Present functions of RAB Sectt. Review of R & A Policies. Amendments to the provisions of CSRAP Rules. Assessment Promotion for B s to EII s. Constitution of Selection Committees. Screening and assessment from F to G. Selection of Scientist G s. Recruitment and Assessment Board

11 HR Process

12 Assessments carried out Year B to F F to G } Phase I 326 Total Recruitment and Assessment Board

13 Assessment activity during Yearly no. of Committees constituted. Level No. of Candidates assessed B to F Committees constituted F to G Recruitment and Assessment Board

14 Recruitment: The process I. For levels where Director is the Appointing Authority A. Through open Advertisement: Limited role of RAB for multiplicity of subjects. Notification for positions. - LAB Screening of applications. - LAB Constitution of selection committee, and relaxations - RAB, DG Conducting interviews. - LAB Approval of the proceedings. - RAB Issuing offer of selection. - LAB Staff strength and recruitment pattern is decided by RC.

15 Recruitment: The process I. For levels where Director is the Appointing Authority B. On the BARC School model, CSIR trains BE/B. Tech. degree holders for two years as QHFs, with award of MTech degree meritorious candidates will be absorbed at Scientist C level. C. Campus selection at IITs for M. Tech. degree holders have been initiated as ad hoc Sc C s.

16 Recruitment: The process II. CSIR For levels where Appointing Authority is VP, CSIR or President, RAB is responsible for the selection of Scientist G, OS* & DS*. Directors appointed through search-cum-selection at CSIR Hq. * Just initiated.

17 HR Analysis, Planning & Policy

18 Gr IV Scientists in CSIR as on IV(5) 979 IV(6) 319 IV(1) 687 IV(2) 687 IV(4) 1017 IV(3) 695

19 Gr IV Scientists in CSIR approx. on IV(5) 900 IV(6) 510 IV(1) 311 IV(2) 844 IV(4) 782 IV(3) 691 Total: 4038

20 Position of Gr. IV Scientists as on Lab Gr. IV (1) - B Gr. IV (2) - C Gr. IV (3) - EI Gr. IV Gr. IV (4) - EII (5) - F Gr. IV (6) - G Total AMPRI CBRI CCMB NML NPL SERC TOTAL

21 Position of Gr. IV Scientists as reported up to 2012 Lab Gr. IV (1) - B Gr. IV (2) - C Gr. IV (3) - EI Gr. IV (4) - EII Gr. IV (5) - F Gr. IV (6) - G Total AMPRI CBRI CCMB NML NPL SERC URDIP TOTAL

22 Change in profile of Gr. IV Scientists from 2008 to 2012 Lab AMPRI CBRI CCMB NML NPL SERC URDIP 8 TOTAL

23 Change in HR footprint relative to CSIR total footprint Lab η=x/s η=x/s Δη AMPRI CBRI CCMB NML NPL SERC TOTAL

24 Greatest +ve HR footprint change relative to CSIR total footprint

25 Greatest -ve HR footprint change relative to CSIR total footprint

26 The Leadership Front Nominal Roll Rank Pay band on Date of birth

27 The Leadership Front Nominal Roll Rank The 46 Missing Generation Pay band on Date of birth

28 Performance Evaluation

29 Performance Ranking of CSIR Laboratories (Paul Ratnasamy s 4P approach at NCL) A Lab score is assigned to each laboratory, using as parameters, - the performances on basic research (research publications), - applied research (patents, both Indian and foreign), - academic research (number of PhDs produced) and - contract research as well as strategic and societal contributions (ECF, i.e. external cash flow used as a proxy). Lab scores assigned in a rational manner using quantitative data for four parameters publications (papers), patents, PhDs and ECF.

30 Methodology For each category (i.e. publications, patents, PhDs or ECF), the performance scores over a trailing period of three years is averaged and divided by the number of scientists in the laboratory, to get a score that is rationalised for the size of the laboratory. Thus from all four categories, each lab will be assigned four scores. These can be represented by a four dimensional vector P = Ai + Bj +Ck +Dl (1) in an imagined four dimensional space spanned by the unit vectors i, j, k and l corresponding to the four categories, namely Publications, Patents, PhDs and ECF. The magnitudes A, B, C and D are the performance values before normalization with respect to the mean.

31 These can be processed to get a single composite score in the following way. For each category, the scores are normalised with respect to the corresponding mean, e.g. a = A/A m. Then each Lab has a performance vector given by: p = ai + bj +ck +dl (2) in the same four dimensional. The magnitudes a, b, c and d are the performance values after normalization with respect to the mean. The exergy of performance is then defined as the scalar dot product X = p p. (3)

32 A=Energy of publications per capita per year as of 2008 B=10* Patents per capita per year C=PhDs per capita per year D=ECF per capita per year Lab Gr IV Papers Patents PhDs Paise Papers Patents PhDs Paise Sc A B C D a b c d X-4P NIIST IICT NCL CSMCRI IICB IGIB CCMB IMT IHBT CDRI IITR NBRI IIIM IIP NIO NGRI CLRI CFTRI NEERI CIMFR NEIST NML IMMT NPL NAL CGCRI CRRI CECRI AMPRI CIMAP SERC CSIO CEERI CBRI CMMACS CMERI NISTADS NISCAIR

33 1.00 CSIR-4P NIIST 0.80 IICT % of CSIR 4P exergy NCL % of Gr IV Scientists

34 Second order indicator of Performance - qqq IGIB IMT IICB NIIST CSMCRI CCMB IICT NPL NCL Size of Lab qqq vs Gr IV Sc Linear (qqq vs Gr IV Sc) NAL Second order indicator for performance vs Size of Lab (i.e. No. of Gr IV Scientists); slope gives quality indicator for Lab.

35 Lab Filled Sanctioned %Unfilled CMMACS CMERI IHBT SERC CGCRI CSMCRI NML CCMB NEIST NAL CIMAP NIO IICT CLRI CDRI AMPRI NBRI IMMT NPL NGRI IMT CECRI IGIB NIIST CSIR HQ CSIO CRRI CFTRI CIMFR NEERI NCL IITR CEERI NISTADS IIIM IIP IICB NISCAIR CBRI URDIP 8 TOTAL GAP

36 Policy: Bold strategies for Indian science Gautam R Desiraju Nature 484, , 12 April 2012 First, provide modest funding to a very large number of small, single-investigator, blue-sky projects including those in state universities to achieve a critical density of ideas and a feeling of mass participation and enthusiasm.

37 I chose the best. And I left them James B Conant alone.

38 no one rises so high as he who knows not whither he is going. Oliver Cromwell