CCIC OFFICER S RECRUITMENT RULES 2014 PART-I SECTION-I INTRODUCTION RECRUITMENT POLICY AND PROCEDURES

Transcription

1 CCIC OFFICER S RECRUITMENT RULES 2014 PART-I SECTION-I INTRODUCTION RECRUITMENT POLICY AND PROCEDURES OVERVIEW CCIC subscribes to the belief that efficiency, effectiveness and success of the organization largely depends upon the skills, abilities and commitment of the employees who constitute the most important asset of the Organization. This section covers guidelines, activities, roles and responsibilities related to manpower planning, recruitment, induction, confirmation, transfer, deputation and separation. Manpower planning serves as a basis for executing recruitments for various departments for the oncoming year. HR cost budget is prepared considering the manpower plan and the proposed business plan. This sets the benchmark for measuring the efficiency of actual performance during the year. The plan may need to be updated/ adjusted for new projects/ other exceptional developments during the year. Recruitment involves hiring of permanent employees, trainees and temporary hiring of personnel at the branches or the Corporate Office. OBJECTIVES Provide guidelines to HRD for development and modification of Manpower plan and effective implementation Provide guidelines to HRD for executing recruitment activities Facilitate smooth entry of new employees into the organization by familiarizing them with the existing processes and operational setup of the company Provide guidelines on confirmation of employees on completion of probation Provide framework and guidelines for effectively managing transfer, deputation and separation of employees Page 1 of 35

2 GUIDELINES 1. RECRUITMENT 1.1. Manpower planning and budgeting Each department should review the adequacy of the available manpower, before the beginning of the new financial year and determine additional requirements for manpower in the upcoming financial year. The manpower requirement will be aligned to the approved business targets/ goals for the upcoming year. The requirement for each function and location will be specified. The Corporate HR will consolidate the requisition received from individual departments and prepare/ update the organization chart after discussing the need with other heads of departments in the Company. The requirement will need approval of the Managing Director/Board of Directors. The approved strength shall be called as the sanctioned strength for that particular process/ section/ department Process Flowchart - Manpower planning & budgeting Projected Sales/Growth targets Function/ Department Prepares manpower requirement for upcoming year Manpower plotting Personnel Department Consolidates and aligns the manpower plan/ budget to overall Sales/Growth targets MD/Board of Directors Approves with/ without changes Manpower plan & budget is finalized Page 2 of 35

3 1.3 Process Flowchart Recruitment Requirement is received from other departments Approved requisition Advertisement and others Employment Exchange Database Rejected Personnel department Screening Accepted Schedule Interviews & update tests Personnel department Based on interview Selection is made Final HR interview letter is issued Candidate joins Page 3 of 35

4 PART-II SECTION-I PRELIMINARY In exercise of the power conferred on the Board of Directors under Article 66 of the Articles of Association of the Central Cottage Industries Corporation of India Ltd., the Board of Director hereby make the following rules namely RECRUITMENT RULES: OFFICERS a) SHORT TITLE AND APPLICATION i. The Rules may be called Central Cottage Industries Corporation of India Ltd., Recruitment Rules (Officers), ii. iii. They shall come into force with effect from the date of issuance. Except as otherwise provided by or under these Rules, they shall apply to all persons appointed to managerial post in connection with the affairs of the Corporation. b) DEFINITIONS i. Corporation / CCIC means Central Cottage Industries Corporation of India Ltd., ii. iii. iv. Board means the Board of Directors of the Corporation. Chairman means the Chairman of the Board appointed in accordance with Article 60 of the Article of Association of the Corporation. Selection Committee for appointment/promotion beyond the level of Managers will comprise of Managing Director and any two Directors nominated by MD with the approval of Chairperson. As regards, the posts upto the level of Manager, the composition of Selection Committee will be as under: Managing Director GM/SGM/CGM Head of Finance Head of Personnel However, MD shall be authorised to co-opt other officials/experts to Selection Committee as per need. v. "Appointing Authority" means the MD in respect of all officers below Board level. vi. Permanent Post means a post for which financial sanction has been accorded on a permanent basis. Page 4 of 35

5 vii. Branch Office means the Office, Showroom, Emporium and any other such office within the jurisdiction of such office. viii. Branch Incharge means the person who is appointed as such to manage the affairs of a Branch Office. C) SCOPE: The policy statement and the rules and procedure made hereunder will be applicable to recruitment and selection of employees of all classes and categories irrespective of whether they are against regular, temporary, casual, or trainee posts, unless specifically stated otherwise and shall apply to all branches. SECTION-II 1. MANPOWER PLANNING AND BUDGETING: 1.1 In all branches of the Corporation, including Head Office, before the end of August every year, each Department will do a review of adequacy or otherwise of the available manpower with reference to the tasks and targets and determine any additional requirements of manpower in qualitative and quantitative terms for the immediately following financial year. 1.2 Based on the requirements of additional manpower of the individual departments, the detailed manpower plan for the financial year will be prepared by the Human Resource Department for the Head Office/ Branches as a whole giving specific details of each new post other than casual posts and justification therefor and this manpower plan containing details of expenditure involved will form a part of the overall manpower Budget of the Head office/branches. 1.3 The requirement of casual and other contingent staff will not form a part of the Manpower Budget as the same will be shown only in terms of estimate of expenditure to be incurred in respect thereof as a part of the Works Budget. 1.4 Annual manpower plans including the additional manpower requirements along with all relevant details and estimated cost involved for the Head Office/ Branches will be consolidated into an integrated Corporation Manpower Plan which will form a part of the Annual Budget to be submitted for approval of the Board of Directors. 1.5 On approval by the Board, these manpower plans will constitute sanction for creation of posts including posts of trainees and form the general basis of recruitment during the financial year. Page 5 of 35

6 CLASSIFICATION AND NUMBER OF POSTS i. The post under the Corporation have, for purposes of recruitment, been classified on the basis of the posts given in Annexure-I. Matters relating to existing posts, if any, not included in this Annexure shall, till such time as specific provisions regarding these are made by the Board under clause (i below, be governed mutatis mutandis by these rules. ii. iii. The post under the Corporation shall be filled in accordance with the recruitment rules of the various posts embodied in Annexure I which form part of these Rules. The Board may in their discretion, effect, from time to time, such changes in the number, classifications and nomenclature of any post as they may deem fit and their decision shall be final and binding. 2. REVIVAL / CREATION OF POSTS 2.1 Notwithstanding the Board s overall sanction for the Revival/Creation of below board level posts as above, specific sanction for each new post from the competent authority will be necessary before initiation of action for filling the posts and the competent authority will issue the necessary sanction depending on the requirements from time to time during the year within the approved budget sanction and manpower plans subject, however, to the policies and directives that may be issued by the Board of Directors and Managing Director, as the case may be. 3. JOB TITLE, JOB SPECIFICATION, ROLE OUTLINE AND PAY SCALES 3.1 Job specifications indicating the eligibility requirements in terms of minimum educational and/or professional qualifications, length, nature and quality of experience, upper age limit etc. and a general outline of the role and responsibilities will be laid down in respect of each job title in which the posts in the category will be operated. 3.2 To ensure uniformity and consistency, such job titles, job specifications and role outlines together with the pay scales applicable in respect of all categories of posts will be issued by the Competent Authority. 3.3 No appointment shall be made to any post in the Corporation unless the person fulfils the minimum eligibility requirements and conforms to the specifications prescribed for the post except where general relaxations are made in the case of reserved vacancies for candidates belonging to Scheduled Castes, Scheduled Tribes, Ex-servicemen and other special categories. Page 6 of 35

7 Provided, however, that in special and exceptional cases appointments may be made subject to the approval of the Board of Directors in relaxation of the prescribed specifications where the Board is satisfied that such relaxation is essential in the interest of the Corporation. 4. METHODS AND PRINCIPLES OF RECRUITMENT The posts under the Corporation shall be filled in by one or other of the following methods. i. By direct recruitment. ii. By promotion. iii. By deputation from any of the organized services in the Central or State Government or State owned companies or Corporations or PSUs. iv. By contract for a specified period.(as per Govt. guidelines issued from time to time.) Appointment made on deputation against direct quota, the Management will decide within a period of three years from the date of appointment, whether such a deputationist has to be absorbed or reverted and if he is absorbed he would be given zero seniority as on the date of absorption. i. DIRECT RECRUITMENT When a post is to be filled in by the method of direct recruitment, the governing principles shall be to secure the service of the most suitable candidate for the post. To implement this, the method of recruitment shall be:- a. To invite applications by open advertisement giving full information regarding the nature and duties of the post, qualifications and age limits required, prospects of promotion, if any, and other relevant information, with the proviso that in cases in which advertisement fails or in cases in which it is considered by the MD that a particular post is of such nature that advertisement is not likely to produce the right type of candidates, it shall be open to him to invite names of suitable candidates through established organisations or educational bodies or professional Recruitment Agencies including through internet. b. To prescribe written competitive examination or test and or interview conducted by a selection Committee constituted for the purpose. c. The Selection Committee will arrange the names of the selected candidates in the order of their merit or preference, as the case may be, and the Appointing Authority will make appointments in that order, unless for any special reasons to be recorded, it is found necessary to vary that order in any particular case. Panel of selected candidates, in order of their merit, kept in reserve, will remain alive for a period of one year. Page 7 of 35

8 New Appointee shall be on probation of one year during which period it shall be open to the Appointing Authority to terminate his services, if his performance is not found satisfactory, without assigning any reasons. The Appointing Authority may at its discretion extend the probation period for a period of one year in two spells of six months each if during the probation period his performance is not upto the mark, specifically specifying nonperformance as the reason for extension of Probation period. Sources of Recruitment: I. External: from open market through advertisement in the newspapers(all India basis), Employment News etc. for Group A and B posts. As regards Group C and D posts, the mode of recruitment will be same. However, the posts will be publicized on regional basis. II. Internal: from within the Corporation, (For both the above sources of Recruitments, vacancies will also be uploaded on the website of CCIC.) ii. PROMOTION i. Minimum three years qualifying period of service in the feeder grade is necessary for promotion to Dy.Manager level and above. ii. The required 'Bench Mark' for the posts in the scale of pay of and (i.e. for promotion from Asstt. Manager to Dy. Manager level and Dy. Manager to Manager level) shall be 'Good' in 3 ACRs out of 5 ACRs under consideration. Whereas, the required 'Bench Mark' for the posts in the scale of pay of upto the scale of pay of Rs (i.e. from promotions from Manager to Addl. General Manager level and onwards upto the level of Chief General Manager) shall be 'Very Good' in 3 ACRs out of 5 ACRs under consideration. iii. Further, criteria for promotion/direct recruitment for the following positions will be as under: Post Percentage for recruitment by promotion Percentage for direct recruitment Criteria Dy. Managers Seniority Cum Fitness Managers Seniority Cum Fitness Addl. General Managers Seniority Cum Fitness General Managers Seniority Cum Fitness Sr. General Manager/ Chief General Manager Seniority Cum Fitness Page 8 of 35

9 iv v vi vii The date of eligibility for promotion shall be 1st April of the vacancy year(i.e the year in which DPC meeting is held). A person who is not found fit for promotion at a particular meeting of the Selection Committee, shall not be passed over merely on the ground that he was not found fit for a particular post at an earlier meeting. Such a person shall invariably be considered afresh at every meeting alongwith other eligible persons. A person who is found fit for promotion to the next higher level, shall be on probation for one year and will be confirmed on the satisfactory completion of this period. If at the end of this period his/her performance is not found satisfactory, his/her case for reversion to the previous pay-scale or extension of the probation period(two spells of 6 months each) will be placed before the Appointing Authority whose decision will be final. All persons held eligible for promotion under the recruitment rules of the post shall be arranged in the order of their seniority and a complete list, fully certified by the Head of Personnel Manager of the Corporation that no eligible person has been left out, shall be placed before the Selection Committee. POSTS FILLED BY DEPUTATION The methods adopted will be:- i. No organisation shall be approached to lend a particular officer by name. Only such relevant particulars will be supplied to the organisation concerned as will enable it to suggest the name or names of suitable persons for the post in question. ii. No person shall normally be obtained or retained on deputation for more than 3 years. The extension, if any, would be as per Government of India s Rules in this regard. iii. IMMEDIATE ABSORPTION Immediate Absorption may be kept as a method of recruitment when it is possible to get the services of suitable officers having the requisite qualifications and experience within the Central Government Departments, State Governments and PSUs etc. However, this will be governed by DPE guidelines in this regard. iv. ENGAGEMENT OF PERSONNEL ON SHORT TERM CONTRACT BASIS Managing Director is authorised to engage professionals/ex-servicemen and persons with a proven track record in their respective fields on contract basis for a specified period not exceeding 5 yrs. The persons so engaged shall be given a package of remuneration and benefits as under: 1. Contract personnel will be engaged for a maximum period of five years. Page 9 of 35

10 2. The appointment on short-term contract basis shall be made initially for a period of 3 years, which will be extendable/renewable for another two years, in two spells of one year each, at the discretion of the Management. 3. Contract personnel will be paid all inclusive consolidated monthly remuneration for engagement at different levels as under: Post Remuneration in 1st year Sales Asstt. 15, Asstt. Manager 20, Dy. Manager 25, Manager 30, % every year Note: Payment of monthly remuneration to above categories will be made as per rates mentioned above or rates of minimum wages fixed by respective state Govts, from time to time, whichever is higher 4. Revision of pay-scales for officers/staff will be due as on 1/1/2017. Based on the said revision, the above rates will be revised upwards, with the approval of Board of Directors. 5. Contract personnel will be entitled to Casual & Sick Leave as per rules of the Corporation. They will further be allowed 15 days Earned Leave during a year. 6. Contract personnel will be entitled to LTC as per rules of the Corporation as per entitlement of regular employees on the particular post in which they are being engaged.. However, for LTC, they may be entitled to for the same in the 2nd year of their engagement in CCIC. 7. Contract personnel will be entitled to lump-sum payment of OPD Medical expenses of Rs.15, per annum subject to production of medical bills on completion of one year. In addition to above, they will be eligible for Mediclaim Insurance Policy taken by CCIC with the cover of Rs.1.50 lakh(floater basis). 8. Contract personnel will be entitled to TA/DA for official tours as per rules of the Corporation. 9. Contract personnel will be eligible for becoming member of CCIC PF Trust, as also EDLI or Group Personal Accident Scheme meant for regular employees of CCIC. 10. Contract personnel will not be eligible for any other allowances/benefits/incentives other than those mentioned above. However, they will be eligible for Peak Season Honorarium & PRP, if any. Page 10 of 35

11 11. As the contract is for a fixed period, the contractual engagement will not confer any lien and/or right, whatsoever, for regularization of their service in the Company. 12. Contract Personnel's engagement is liable to be terminated at any time for any reason whatsoever, by giving 30 days notice in writing or an amount equivalent to 15 days remuneration in lieu thereof. In case Contract personnel want to leave services, they will be required to give 30 days notice in writing or an amount equivalent to 30 days remuneration in lieu thereof. 13. The offer for engagement on contract basis is liable to be withdrawn at any time before joining and if joined, liable for termination without notice, if CCIC comes across any evidence/knowledge that the qualification, experience and/or any other particulars annexed in application/personal resume/other forms/formats submitted to CCIC are unrecognized/false/misleading/not matching the specifications and/or amounts to suppression of information/particulars/facts, which should have been brought to the notice of CCIC. 14. The Selection Committee, for shortlisting the candidates and making recommendations for appointment will be mutatis mutandis as specified in Recruitment Rules of CCIC. 15. Age, qualification and experience required for engagement of a particular person, will be as per Recruitment Rules of CCIC. However, in case of deserving candidates, power for relaxation in age and experience, vests with the Managing Director and shall be exercised after recording reasons for the same in writing on the recommendation of Selection Committee. 16. The above terms and conditions are indicative and not exhaustive and are subject to the understanding that during the period of contract, contract personnel will also be governed by the relevant rules, regulations and administrative orders that are framed from time to time. 17. Prior to engagement of contract personnel, they will be required to enter into an agreement mentioning all the terms and conditions of their engagement with CCIC as mentioned above. 18. Applicants from PSUs, autonomous bodies, private organizations will be required to resign/opt for VRS from their respective previous employment, submitting proof of resignation, if they wish to be considered for such posts to avoid conflict of interest. Page 11 of 35

12 TO CONSIDER INTERNAL CANDIDATES ALONG WITH EXTERNAL CANDIDATES FOR VACANCIES ADVERTISED IN OPEN MARKET i) The internal candidates who fulfill all eligibility requirements may be considered along with other candidates. Provided, however, that they should not have been considered for a similar position in any of the Departments/Units of the Corporation and found unsuitable in the course of one year preceding the time of the current recruitment. Similarly, if an internal candidate is not found fit for promotion by the DPC, he/she will also not be eligible for applying for the post. For being considered for selection from within the organisation on the basis of internal circulars in a particular grade, employees in the next lower grade only are eligible. Provided that he/she must have served for a minimum of three years in his existing grade in CCIC of India Ltd. i Applications of all internal candidates will be forwarded to the Personnel Department by the Head of the Department who shall give in his forwarding statement: (a) Comments on the suitability of the candidates for the post applied for (b) Assessment of the performance of the candidate. (c) Remarks whether or not candidate can be released in case he is selected, without detriment to the job currently being handled by him. RESERVATIONS : The directions of Government regarding reservation of posts for Scheduled Castes, Scheduled Tribes, OBC, Differently abled persons etc. issued from time to time, shall be followed. SECTION-III PRINCIPLES FOR DETERMINING SENIORITY 1. Seniority in essence means length of service in a particular post or grade. Thus seniority shall be determined with reference to the date of appointment to a particular post or grade or any equivalent post or grade, provided that where persons on deputation from Government or State owned Undertakings, or persons with war services, are permanently absorbed in the service of the Corporation, seniority of such persons in the appropriate grade may be decided in accordance with the Govt. rules on the subject in this regard. Relative seniority of all direct recruits will be according to the order of merit in the select list drawn by the Selection Committee. Person selected are required to join duty within a specified time (not exceeding three months). Offer letter will make it clear that the offer will lapse, if they do not join within that time. Seniority will not be affected, if persons Page 12 of 35

13 join before specified date. (In exceptional cases, there is provision to extend time upto 2 months. In that case also seniority will not be affected). When a lapsed offer is revived in the public interest, person joining after the revival will be shown as junior to all the persons in the select list. 2. When appointment are made on the basis of a competitive examination or test, names of the successful candidates shall be arranged in the order of merits as determined by the numbers of marks obtained in the examination or test. 3. When appointments are made on the basis of interview only, names of the selected candidates shall be arranged in the order of preference determined by the selection committee and appointments shall be made in that order. 4. When appointments are made without any examination test or interviews, the Appointing Authority may make appointments in such order as it may deem fit. 5. Persons serving on deputation in the Corporation shall have no seniority assigned to them vis-à-vis the regular employees of the Corporation and there shall be no combined seniority list of them for purpose of promotion. MISCELLANEOUS SECTION IV 1. TRAINING : Persons recruited direct or promoted to any post shall undergo such training and refresher courses as may be prescribed, from time to time as per the needs and requirements of individual officers as well as to accomplish short term/long term goals of the Corporation. 2. AGE : No person below the age of 18 years shall be eligible for employment in the Corporation. The relaxation of age limit as prescribed by the Government of India from time to time in respect of scheduled castes, scheduled tribes, and other categories shall be applicable to the candidates for direct recruitment.. An employee has to give a declaration of date of birth at the time of appointment with documentary proof, such as Matriculation/Higher Secondary Certificate. 3. PLURAL MARRIAGE : No candidate who has more than one spouse living or who, having a spouse living, contracts another marriage which is void by reason of its taking place during the life time of such spouse, shall be eligible for appointment to any of the posts in the Corporation. Provided that the Board of Directors after being satisfied that there are special grounds for doing so, may exempt any candidate from the operation of this rule. 4. LIABILITY FOR SERVICE : A person recruited under the CCIC Recruitment Rules (Officers) shall be liable to be posted anywhere in India or abroad. Page 13 of 35

14 5. APPOINTMENT TO SHORT TERM VACANCY: As far as possible, short term vacancies viz, those not exceeding two months, should not be filled in. If, however, in the interest of work, it becomes imperative to do so, temporary appointments may be made strictly according to seniority. If such an appointment is likely to cause needless dislocation of work, a local arrangement may be made on the express understanding that the appointment will not create any precedent or confer/on him any right to that appointment when the time for regular promotion arises. 6. PROCEDURE : The M.D., will, with the approval of the Board, issue instructions as to the procedure to be followed in the matter of : GENERAL i. Maintenance of Confidential Rolls. ii. Maintenance of Seniority Registers. iii. Maintenance of Roasters for Reserved Vacancies, if any for Scheduled Castes/Tribes/and other categories. iv. The manner in which the Administration will refer cases of appointment/promotion to the Selection Committee and the manner in which the Selection Committee will refer their recommendations to the Administration. v. The syllabus or details of the competitive examinations or written tests to be conducted by the Administration and/or by the selection committee. vi. The scrutiny of the applications received in response to open advertisement, to be conducted in such a manner as to ensure that every application is promptly received and acknowledged, that the eligibility of the applicant is determined correctly, that the written tests or examinations are conducted with utmost secrecy and fairness, and that all deserving eligible candidates are called for interview. It may be necessary to appoint a sub-committee of the selection Committee to select candidates for interview. Ordinarily not less than five eligible candidates to a post should be called for interview. i. The Board may for reasons to be recorded in writing waive or modify the operation of any of these rules, in respect of any employee. ii. Whenever there is any doubt about the meaning or extent of application of any of these rules, the decision of the Board thereon will be final and binding. iii. No additions or alterations to these rules shall have force until passed by the Board. Page 14 of 35

15 iv. Any rules corresponding to these rules in force immediately before the commencement of these rules and applicable to the Corporation employees to whom these rules apply are hereby repealed, provided that any order made or action taken under the rules so repealed shall be deemed to have been made or taken under the corresponding provisions of these rules. AMENDMENTS The Board may amend, modify or add to these rules from time to time and all such amendments, modifications or additions shall take effect from the date stated therein. Page 15 of 35

16 RECRUITMENT RULES FOR THE POST OF ASSISTANT MANAGER Names of post Assistant Manager(HR / Administration) Educational and other qualifications required for direct recruits i) MSW/MBA / Postgraduate Degree / Postgraduate Diploma (2 years fulltime) in HRM / Personnel Management & Industrial Relations from a University recognized by UGC, AICTE or any other appropriate Government authority.(in case of Distance Education/ part time course, the duration must be of three years). One year Experience of working in computerised environment is essential. Assistant Manager (Information Technology) Desirable: Degree in Law i) Master's Degree in Computer Applications / Degree in Engineering (BE/B.Tech.) / Computer Science / IT from a University recognized by UGC, AICTE or any other appropriate Government authority or equivalent. One year Experience of working in computerised environment is essential. Assistant Manager 1) Marketing & Corporate Communication 2) Commercial/Inst itutional Sales Assistant Manager (Finance) Desirable: Experience in ERP implementation. i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/Retail/International Trade from a recognized Indian University / Institute. (In case of Distance Education/ part time course, the duration must be of three years). One year Experience of working in computerised environment essential. i) CA(Inter)/ICWA(Inter) with specialisation in Finance from an institute of repute. One year Experience of working in computerised environment essential. Page 16 of 35

17 Assistant Manager (Merchandising/ Buying) Assistant Manager (Hindi)/ Hindi Officer i) MBA/Post Graduate diploma in marketing. OR A degree with 50% marks in Textile Technology/Bachelor of design from a University recognized by UGC, AICTE or any other appropriate Government authority/institute like NIFT, NID, Indian Institute of Craft Design, Indian Institute of Carpet Technology, etc. One year Experience of working in computerised environment is essential. i) Master's degree of a recognized university or equivalent in Hindi with English as a subject at degree level. OR Master s degree of a recognized university or equivalent in English with Hindi as a subject at degree level. OR Master s degree of a recognized university or equivalent in any subject with Hindi with English as a subject at degree level. OR Master s degree of a recognized university or equivalent in any subject with Hindi medium and English as a subject at degree level. OR Master s degree of a recognized university or equivalent in any subject with English medium and Hindi as a subject at degree level. One year diploma/certificates course in translation from English to Hindi and vice-versa. One year Experience of working in computerised environment is essential. Desirable: (i) Knowledge of Sanskrit and/or a modern Indian Language. ( Administrative experience. (i Experience of organising Hindi classes' or workshops for noting and drafting. Page 17 of 35

18 Assistant Manager (Design) i) A degree with 50% marks in Textile Technology/Bachelor of design from a University recognized by UGC, AICTE or any other appropriate Government authority/institute like NIFT, NID, Indian Institute of Craft Design, Indian Institute of Carpet Technology, etc. One year Experience of working in computerised environment is essential. Assistant Manager (Visual Merchandising) Desirable: Auto CAD/Corel Draw Certification. i) Post Graduation/ Diploma (3 yrs.) in visual merchandising from a University recognized by UGC, AICTE or any other appropriate Government authority/. OR 3 yrs. Diploma in Interior Designing equivalent to degree course. One year Experience of working in computerised environment is essential Assistant Manager (Publicity & Public Relations) Desirable: Knowledge of Auto-CAD/Corel Draw. i) MBA/Post graduate degree/diploma in Public Relations/Mass Communication/Journalism or Marketing from a University recognized by UGC, AICTE or any other appropriate Government authority/ One year Experience of working in computerised environment is essential Sanctioned Strength 45, subject to variation depending upon work load Classification Group 'B' Scale of pay Whether selection post or non-selection Not applicable post Page 18 of 35

19 Age limit for direct recruits Experience Required Whether age and educational qualifications prescribed for direct recruits will apply in the case of promotees Period of probation Method of recruitment If a DPC exists, what is its composition Feeder Cadre for promotion Not exceeding 30 years (The crucial date for determining the age limit shall be the closing date for receipt of applications from candidates) for direct recruit. For Internal candidates and Govt. Servants, the age is relaxable by 5 years. 3 years of relevant experience. Candidates having experience in the similar industry will be given preference. No One Year 70% by promotion by Seniority-cum-fitness and 30 % by direct recruitment/deputation/absorption Group 'B' DPC / Sr. Selection Committee as approved by Board of Directors Post holding the pay scale Rs subject to fitness for promotion Note: It will be obligatory for all employees to undergo training for a minimum period of 5 days every year as and when deputed by CCIC for their skill and competency enhancement keeping in view their Key Performance Areas(KPA / KRA). Page 19 of 35

20 RECRUITMENT RULES FOR THE POST OF DEPUTY MANAGER Names of post Deputy Manager (HR / Administration) Educational and other qualifications required for direct recruits i) MSW/MBA/Postgraduate Degree / Postgraduate Diploma (2 years fulltime) in HRM / Personnel Management & Industrial Relations from a University recognized by UGC, AICTE or any other appropriate Government authority.(in case of Distance Education/ part time course, the duration must be of three years). Two year Experience of working in computerised environment is essential. Deputy Manager (Information Technology) Desirable: Degree in Law i) Master's Degree in Computer Applications/Degree in Engineering (BE/B.Tech.)/ Computer Science/IT from a University recognized by UGC, AICTE or any other appropriate Government authority or equivalent. Two years experience of working in computerised environment is essential. Deputy Manager 1) Marketing & Corporate Communication 2) Commercial/Institutional Sales Deputy Manager (Finance) Desirable: Experience in ERP implementation. i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/International Trade from a recognized Indian University / Institute.(In case of Distance Education/ part time course, the duration must be of three years). Two year Experience of working in computerised environment essential. i) CA/ICWA/MBA/PGDM(equivalent to MBA) with specialisation in Finance from a University recognized by UGC, AICTE or any other appropriate Government authority. Two years experience of working in computerised environment is essential. Page 20 of 35

21 Dy. Manager (Merchandising/ Buying) Deputy Manager (Design & Product Development) i) MBA/Post Graduate diploma in marketing. OR A degree with 50% marks in Textile Technology/Bachelor of design from a University recognized by UGC, AICTE or any other appropriate Government authority/institute like NIFT, NID, Indian Institute of Craft Design, Indian Institute of Carpet Technology, etc. Two years Experience of working in computerised environment is essential. i) A degree with 50% marks in Textile Technology/Bachelor of design from a University recognized by UGC, AICTE or any other appropriate Government authority/institute like NIFT, NID, Indian Institute of Craft Design, Indian Institute of Carpet Technology, etc. AutoCAD/Corel Draw certification Deputy Manager (Visual Merchandising) i Two years experience of working in computerised environment is essential. i) Post Graduation/ Diploma (3 yrs.) in visual merchandising from a University recognized by UGC, AICTE or any other appropriate Government authority/. OR 3 yrs. Diploma in Interior Designing equivalent to degree course. Two years experience of working in computerised environment is essential Dy. Manager (Publicity & Public Relations) Desirable: Knowledge of Auto-CAD/Corel Draw. i) Masters in Public Relations/ Communication/ Journalism/ Doctorate in Public Relations. (2 years full time), (In case of Distance Education/ part time course, the duration must be of three years). Two years experience of working in computerised environment is essential Page 21 of 35

22 Sanctioned Strength 29, subject to variation depending upon work load Classification Group 'B' Scale of pay Whether selection post or Not applicable non-selection post Age limit for direct recruits Not exceeding 35 years(the crucial date for determining the age limit shall be the closing date for receipt of applications from candidates) Experience Required Whether age and educational qualifications prescribed for direct recruits will apply in the case of promotees Period of probation Method of recruitment If a DPC exists, what is its composition Feeder Cadre for promotion For Internal candidates and Govt. Servants, the age is relaxable by 5 years. 5 years experience in the relevant field with one year in AM's pay scale of RS or equivalent. No One Year 75% by promotion by Seniority-cum-fitness and 25 % by direct recruitment/deputation/absorption Sr. DPC as constituted by Board of Director. Post holding the pay scale Rs subject to fitness for promotion Note: It will be obligatory for all employees to undergo training for a minimum period of 5 days every year as and when deputed by CCIC for their skill and competency enhancement keeping in view their Key Performance Areas(KPA / KRA). Page 22 of 35

23 RECRUITMENT RULES FOR THE POST OF COMPANY SECRETARY Post Pay-scale Qualification Experience Job Requirements Company Secretary Rs.20,600-46,500 Graduate from a recognized University and should be an Associate / Fellow Membership of Institute of Company Secretaries of India having cleared final exam. & Associate/Fellow membership of Institute of Chartered Accountants of India or ICWAI/ Bachelor of Law. 5 years experience in the relevant field with one year in AM Pay-scale or equivalent. Desirable: Two years experience of working in computerized environment. Ensure compliance of Companies Act, 1956, guidelines on Corporate Governance norms and other Corporate Laws applicable to the Company. Convene Board Meeting, Audit Committee meeting, other Committee meetings, Annual General Meeting etc. including preparation of agenda, minutes, coordination etc. Maintain books, registers, records etc. as per the applicable laws including filing of returns etc. with concerned authorities. Compliances of various other statutory obligations. Liaise / follow-up with various Government Departments to ensure statutory compliance Filing of returns with registrar of companies Appointment and fixing of remuneration of statutory auditors To look after all legal matters of the Company Page 23 of 35

24 Age Not exceeding 35 years Whether Selection post or Non-selection post Not applicable (Ex Cadre Post) Whether age, experience and educational qualification prescribed for the NA direct recruits will apply in case of promotes Period of probation in the case of direct recruits One year Method of recruitment Direct Recruitment/Promotion /Deputation 100% by Direct recruitment Note: Since there is only one position of Company Secretary & the post cannot be kept vacant, in order to comply with Requirements of Companies Act, 1956, Company Secretary will not be permitted to apply elsewhere for jobs on deputation basis. However, in order to protect his/her future career progression, he/she shall be allowed financial upgradation upto the level equivalent to the post of General Manager with same nomenclature as Company Secretary subject to his being found fit by Sr. DPC. Being Ex Cadre post, the position of Company Secretary will be shown separately in Seniority list. However, for the purposes of Promotion, the same will be shown along with other Dy. Managers at the time of initial appointment. As and when the post is upgraded to the next level, his/her seniority will be shown along with other officers in respective grades as per the date on which the post is upgraded. Note: It will be obligatory for all employees to undergo training for a minimum period of 5 days every year as and when deputed by CCIC for their skill and competency enhancement keeping in view their Key Performance Areas(KPA / KRA). Page 24 of 35

25 RECRUITMENT RULES FOR THE POST OF MANAGER Names of post Manager (HR / Administration) Educational and other qualifications required for direct recruits i) MSW/MBA / Postgraduate Degree / Postgraduate Diploma (2 years fulltime) in HRM / Personnel Management & Industrial Relations from a University recognized by UGC, AICTE or any other appropriate Government authority.(in case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment is essential. Manager (Information Technology) Desirable: Degree in Law i) Master's Degree in Computer Applications/Degree in Engineering (BE/B.Tech.)/ Computer Science/IT from a University recognized by UGC, AICTE or any other appropriate Government authority or equivalent. Three years experience of working in computerised environment is essential. Manager 1) Marketing & Corporate Communication 2) Commercial/Institutional Sales Manager (Finance) Desirable: Experience in ERP implementation. i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/Retail/International Trade from a recognized Indian University / Institute. (In case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment essential. i) CA/ICWA/MBA/PGDM(equivalent to MBA) with specialisation in Finance from a University recognized by UGC, AICTE or any other appropriate Government authority or equivalent. Three years experience of working in computerised environment is essential. Page 25 of 35

26 Manager (Merchandising/ Buying) (one each in Handicrafts and handlooms) Manager (Design / Product Development) i) MBA/Post Graduate diploma in marketing. OR A degree with 50% marks in Textile Technology/Bachelor of design from a University recognized by UGC, AICTE or any other appropriate Government authority/institute like NIFT, NID, Indian Institute of Craft Design, Indian Institute of Carpet Technology, etc. Three years Experience of working in computerised environment is essential. i) A degree with 50% marks in Textile Technology/Bachelor of design from a University recognized by UGC, AICTE or any other appropriate Government authority/institute like NIFT, NID, Indian Institute of Craft Design, Indian Institute of Carpet Technology, etc. AutoCAD/Corel Draw certification Manager (Publicity & Public Relations) Manager (Visual Merchandising) i Three years experience of working in computerised environment is essential. i) Masters in Public Relations/ Communication/ Journalism/ Doctorate in Public Relations. (2 years full time), (In case of Distance Education/ part time course, the duration must be of three years). Three years experience of working in computerised environment is essential i) Post Graduation/ Diploma (3 yrs.) in visual merchandising from a University recognized by UGC, AICTE or any other appropriate Government authority/. OR 3 yrs. Diploma in Interior Designing equivalent to degree course. Three years experience of working in computerised environment is essential Desirable: Knowledge of Auto-CAD/Corel Draw. Page 26 of 35

27 Branch Incharge(Manager Branch) i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/Retail/International Trade from a recognized Indian University / Institute. (In case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment essential. Manager(Showroom) i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/Retail/International Trade from a recognized Indian University / Institute. (In case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment essential. Manager(Stores) i) MBA/ two-year full time PG Diploma equivalent to MBA in Inventory Management from a recognized Indian University/Institute(In case of Distance Education/part time course, the duration must be of three years) Three year experience of working in computerized environment essential. Sanctioned Strength 21, subject to variation depending upon work load Classification Group 'A' Scale of pay Whether selection post or nonselection Not applicable post Age limit for direct recruits Not exceeding 40 years(the crucial date for determining the age limit shall be the closing date for receipt of applications from candidates in India) For Internal candidates and Govt. Servants, the age is relaxable by 5 years. Page 27 of 35

28 Experience Required Whether age and educational qualifications prescribed for direct recruits will apply in the case of promotees Period of probation Method of recruitment Feeder Cadre for promotion 7 years post qualification experience in the relevant field with 3 years in DMs pay scale of Rs or equivalent. No One Year 25 % by direct recruitment/deputation/absorption 75% by promotion Seniority-cum-Fitness Post holding the pay scale Rs subject to fitness for promotion Note: It will be obligatory for all employees to undergo training for a minimum period of 5 days every year as and when deputed by CCIC for their skill and competency enhancement keeping in view their Key Performance Areas(KPA / KRA). Page 28 of 35

29 RECRUITMENT RULES FOR THE POST OF ADDITIONAL GENERAL MANAGER Names of post Additional General Manager (HR / Administration) Educational and other qualifications required for direct recruits i) MSW/MBA / Postgraduate Degree / Postgraduate Diploma (2 years fulltime) in HRM / Personnel Management & Industrial Relations from a University recognized by UGC, AICTE or any other appropriate Government authority.(in case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment is essential. Additional General Manager 1. Marketing & Corporate Communication 2. Commercial & Institutional Sales Additional General Manager (Finance) Additional General Manager (Merchandising/ Buying) Desirable: Degree in Law i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/Retail/International Trade from a recognized Indian University / Institute.(In case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment essential. i) CA/ICWA/MBA/PGDM(equivalent to MBA) with specialisation in Finance from from a University recognized by UGC, AICTE or any other appropriate Government authority or equivalent Three years experience of working in computerised environment is essential i) MBA/Post Graduate diploma, two-years FULL-TIME, with specialization in Marketing from a recognized Indian University / Institute.(In case of Distance Education/ part time course, the duration must be of three years). OR A degree with 50% marks in Textile Technology/Bachelor of design from a University recognized by UGC, AICTE or any other appropriate Government authority/institute like NIFT, NID, Indian Institute of Craft Design, Indian Institute of Carpet Technology, etc. Three years Experience of working in computerised environment is essential. Page 29 of 35

30 Additional General Manager (Publicity/Public Relations) Branch Incharge(At AGM level) AGM(Showroom) i) Masters in Public Relations/ Communication/ Journalism/ Doctorate in Public Relations.(2 years full time), (In case of Distance Education/ part time course, the duration must be of three years). Three years experience of working in computerised environment is essential. i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/Retail/International Trade from a recognized Indian University / Institute. (In case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment essential. i) MBA / PG Degree / Diploma, two-years FULL-TIME, with specialization in Marketing/Retail/International Trade from a recognized Indian University / Institute. (In case of Distance Education/ part time course, the duration must be of three years). Three year Experience of working in computerised environment essential. Sanctioned Strength 12 Classification Group 'A' Scale of pay Whether selection post or nonselection Not applicable post Age limit for direct recruits Not exceeding 45 years(the crucial date for determining the age limit shall be the closing date for receipt of applications from candidates) Experience Required Whether age and educational qualifications prescribed for direct For Internal candidates and Govt. Servants, the age is relaxable by 5 years. 10 years experience in the relevant field with 3 years in Manager's pay scale of Rs or equivalent No Page 30 of 35