`Company means Gas Authority of India Limited.

Transcription

1 Chapter 2 Recruitment Policy 1. TITLE The Regulations encompassing the Company s Recruitment Policy and procedures framed thereunder will be called Gas Authority of India Limited `Recruitment Policy. 2. OBJECTIVES (i) (ii) To plan the manpower requirements and budget the requirement of requisite human resources with necessary qualifications, skills, aptitude and experience etc. To focus on the proper placement of employees in jobs to which they are best suited taking into account their qualification/experience, and aptitude etc. 2.1 SCOPE OF APPLICATION (a) (b) These regulations will be applicable to all recruitment made to the Company s service from various sources specified hereinafter. These will not however apply to case of deputation, casual employment or contract services. Masculine gender also refers to feminine gender 3. DEFINITIONS (i) (ii) (iii) (iv) `Company means Gas Authority of India Limited. `Board means the Board of Directors of Gas Authority of India Limited. `Chairman and Managing Director means the Chairman and Managing Director of Gas Authority of India Limited. `Executive Posts mean posts in the Grade of Rs 2,250/--4,150- and above. (v) `Appointing Authority means the authority to whom the power of appointment has been delegated. (vi) `Competent Authority means the Chairman and Managing Director/ Director (Pers.) or any other authority delegated with powers in this regard.

2 (vii) `Employee means any person appointed by the Company in regular or temporary capacity other than on deputation or casual employment. The term also includes Trainees other than those recruited under Apprentices Act, SOURCES OF RECRUITMENT Recruitment to posts at induction levels and other leaves where approved by Competent. Authority will normally be made from the sources mentioned below:- (a) (b) National Employment Service for posts in grades, the maximum of which does not exceed Rs 2,500/- P.M. Direct recruitment by advertisement in the Press. (c) By considering Departmental candidates meeting the specified requirements. (d) (e) (f) (g) (h) From reputed Engineering/Management Institutes. By absorption of Deputationists from the Central / State Governments and other Public Sector Undertakings. From the pool of Technical/ Professional personnel maintained by the National Council of Science and Technology and other Governmental Agencies like Directorate General of Education and Training. By making reference of recognised Associations / Agencies who maintain rosters of suitable persons in different skills and specialties for promotion and welfare of Schedules Castes/ Scheduled Tribes, Ex-Servicemen, Physically handicapped and other similar special categories. Any other sources as approved by the Competent Authority in exceptional circumstances. 5. DIRECT RECRUITMENT 5.1 Employees recruited to the Company s service shall be placed in any of the approved pay scales of the Company as prevailing from time to time and applicable to the post to which recruitment is made. In certain circumstances, appointment may be made against consolidated salary as may be determined by the Competent Authority, instead of in regular scales of pay.

3 5.2 STANDARD DESIGNATIONS The designations in respect of different posts in the Company are at Annexure-I. The chairman & Managing Director is competent to change any of the designations at any time. 6. PROCEDURE FOR DIRECT RECRUITMENT 6.1 Induction Levels Generally the intake from outside the Company will be at the following levels called induction levels: SI S3 S6 E2 E3 Unskilled posts Skilled and clerical posts (it is etc.) Diploma Holders in Engineering disciplines or other professional qualifications Bachelor of Engg./ M.B.A. & equivalents Experienced Professionals However, depending upon specific requirement appointments may be made at other than the induction levels with the approval of Director (Pers.) 6.2 JOB SPECIFICATIONS The job specifications for induction at the specified levels will be as outlined in Annexure-II. The detailed nature and kind of experience in each case will be specified with reference to the requirement of the post at any point of time. In case of inductions at other than the specified levels, the job specification will be approved by Director (Per.) /CMD. 6.3 MODE OF SELECTION The mode of selection to be generally observed for recruitment to posts at the induction levels will be as indicated below: Levels MODE S-1 Interview S-3 Tests & Interview

4 S-6 Test and/or Interview E-2 Tests & Groups discussions (if decided by the Competent Authority) or interview. E-5 Interview 6.4 CONSIDERATION OF DEPARTMENTAL CANDIDATES AGAINST OPEN ADVERTISEMENT (I.E. DIRECT RECRUITMENT THORUGH ADVERTISEMENT AND BY NOTIFICATION TO THE EMPLOYMENT EXCHANGE. (No. CO/Pol/P-116 dated ) Departmental candidates are eligible to compete with the external candidates provided: (i) they fulfill the specification(s) as prescribed for the posts (s) advertised. (ii) they have successfully completed the probation period on first appointment in the Company. Departmental candidates will be considered along with outside on merit. However, they may be allowed relaxation as under: (i) (i) Relaxation in age- not beyond 45 years for induction level posts. Relaxation by not more than 10% in the minimum qualifying percentage of marks of the prescribed degree/examination. 6.5 RECRUITMENT AS TRAINEES To meet the need to induct fresh blood in the organisation, the Company may devise suitable training schemes to induct fresh ITI candidates/diploma holders/ Graduates /Post-Graduates in Engg./ Management & other professional area. Such Trainees will be inducted only at the induction level either through open advertisement/campus selection or through Employment Exchange as considered appropriate. Departmental candidates will also be eligible for direct appointment as Trainees on the same terms as specified above.

5 The specifications, the absorption level, period of training and service conditions in respect of such Trainees will be notified from time to time keeping in view the Company s requirements and market conditions. 7. PREFERENCE IN RECRUITMENT It is the endeavour of the Company to fulfil the objectives of the Government in respect of upliftment of the socio-economic status of those belonging to weaker sections of the society. In order that this objective is realised the company makes every effort to adhere to and follow the directives of the Government concerning reservations of vacancies and concessions allowed to candidates belonging to Schedules Castes/Schedules Tribes Ex-Servicemen and physical handicapped persons etc. All Units/ Divisions will ensure fulfilment of the requirements in this regard 7.1 CONCESSIONS TO SC/ST & PHYSICALLY HANDICAPPED PERSONS The SC/ST and Physically handicapped candidates will be eligible for concessions as notified by the Government from time to time. 7.2 EX-APPROPRIATED LAND OWNERS Individuals whose land is acquired for setting up the Company s Projects and who are consequently deprived of their livelihood will be given due consideration in employment against the sanctioned posts provided they must the prescribed specifications. 7.3 DEPENDENTS OF DECASED EMPLOYEES A dependant of deceased employee will be eligible for consideration for appointment in the Company against an available vacancy commensurate with his/her qualification and experience. Priority will, however, be given to dependants of those employees who die as a result of an accident while on duty. This consideration will be admissible even if the name of such dependants is not sponsored by the Employment Exchange or if he/she has not applied against any advertisement provided the applicant is otherwise eligible. It is however obligatory to notify such a vacancy to the Employment Exchange concerned indicating in the requisition that the vacancy in question is proposed to be filled by the dependant of a deceased employee and that nominations by the Employment Exchange are not required. Non-existence of an earning member in the family of the deceased employee will be an important criterion in this regard.

6 For purpose of this concession `dependants mean only sons, unmarried daughters or widow. `Deceased employee means an employee who dies while in Company s service. 7.4 OUTSTANDING SPORTSPERSONS Consistent with the Company s objective of all round development of human personality and to provide encouragement to the activities and programmes of the Company in the areas of sports, sports persons of repute may be recruited with the prior approval of the Director (Pers.) in respect of the sports in which the Company has developed its own teams for participation in Public Sector Undertaking Sports tournaments. Such recruitment will be within sanctioned strength and subject to the following terms and conditions:- (a) (b) (c) (d) (e) Recruitment of such sports persons will be made commensurate with their relevant experience and possessing the qualifications required, specified for entry to the grade to which he/ she is sought to be recruited. In order to be eligible for selection under this special recruitment, candidates should have represented the Country and/ or State in a recognised championship,/tournament at State, National and/or International level at least during the two years preceding the date of appointment. Recruitment of such sports persons is made generally to the non-executive categories subject to the condition that the sports persons concerned possess the minimum qualifications specified for entry to the grade to which they will be recruited. Physical fitness of such sports persons selected for special appointment should be of the highest standard and the upper age limit shall be 27 years. In he course of normal recruitment to categories other than the categories stated above, special preference may be given to eligible candidates who have, in the immediately preceding three years, represented a State in the National and Regional Tournament in any of the major games, namely, Hockey, Cricket, Football, Volleyball, Badminton or in Athletics. 8. PROCEDURE FOR RECRUITMENT (i) (ii) All posts at E-I and above will be considered as `Corporate Level posts and recruitment to the se posts will be made by the Corporate Office on a Company-wide basis. All posts upto S-6 level will be considered as `Unit level posts unless otherwise specified in respect of a particular post and recruitment to these

7 posts will be made by the concerned Personnel Department of the Unit/Corporate Office, as the case may be. (iii) All applications for direct recruitment shall be scrutinised by the Personnel Department. The Personnel Department will prepare a list of applicants who fulfil the prescribed specifications and submit to the Appointing Authority. With the approval of the Competent Authority a Selection Committee will be constituted for selection of suitable candidates. The Selection Committee shall consist eof not less than four members including the SC/ST representative, wherever required. The number of candidates to be considered for filling up the candidates by direct recruitment will normally be approximately five times the number of vacancies to be filled and where the number of such candidates are less than five times the candidates to be filled, all the eligible candidates shall be considered by the Selection Committee. However where the vacancies to be filled by direct recruitment are limited and the number of candidates who apply and fulfil the prescribed criteria are more, the criteria for selection of candidates may be revised with the approval of the Competent authority regarding the number of candidates to be called for interview. (ii) The Selection Committee shall adjudge suitability of a candidate on he basis of written examination/practical test where prescribed and/ or interview as may be decided by the Competent Authority. (iii) (iv) The Selection Committee shall submit to the Appointing Authority a list recommending the names of the candidates found suitable for appointment in the order of merit. The appointing authority shall consider the recommendation of the Selection Committee and pass such orders as deemed fit. Where the appointing authority does not accept any recommendation of the Selection Committee, the Appointing Authority shall record the reasons thereof in writing, and send the file to Director (Personnel) for a fund decision. (v) Appointments will be made in the order of merit as given in the said list and the orders will be issued by the concerned Personnel Department. (vi) After issue of appointment letters according to availability of vacancies, the names of the remaining candidates shall be kept in the said list for consideration to fill up vacancies which may arise in future.

8 Provide that the period of validity of the said list shall be one year from the date of its approval by the appointing authority. Provided further that the said period may be extended upto a further period of six months by the appointing authority for reasons to be recorded in writing. 9. APPOINTING AUTHORITIES (a) The appointing authority for posts in he scale of pay of Rs (E- 8 level) will be Board of Directors except those to which appointments are made by Government. (b) The appointing authority for posts in the scales of pay of Rs , and Rs (i.e. from E-6,E-7 levels) will be the C.M.D. (c) The appointing authority for posts carrying the scales of pay of Rs to Rs (i.e. E-1 to E-6 levels) will be the Functional Directors. (d) The appointing authority for posts carrying the scales of pay of Rs and Rs (i.e. S-5 & S-6 levels) will be General Manager (s) of Corporate/ Project Offices. (e) The appointing authority for posts carrying the scales of pay of Rs and below(i.e. S-4 & below) will be the Dy. Gen. Manager (if independent head of office). 10. SENIORITY (a) (b) (c) An employee s seniority in first appointment to a post will be in accordance with the position in the selection list drawn up by the Selection Committee. However, if a candidate joins more than 100 days after the date of offer, his seniority will count from the date of joining irrespective of his position in the list. If no order of merit is drawn by the Selection Committee, the date of joining will determine the seniority. (I) in the case of open selection from different panels formed as a result of different interviews against the same advertisement, the inter-se-seniority will be affixed as per the recommendations of the selection committees by requisite interpolation with reference to the merit list(s) drawn/ marks obtained.

9 (d) (e) (f) (g) In the case of employees who join the company at the same rank at different points of time, upon selection with from different panels and from separate interviews against different advertisement, a person on selection from the Ist advertisement will be considered senior even if he joins later than another person selected against the subsequent advertisement. In case the period of probation of an employee is extended by the Competent Authority, his seniority will count from the date arrived at by adding extended period of probation to his date of joining on the post. Seniority between two persons, whose merit drawn by the Selection Committee is the same (Bracketed) will be determined on the basis of the date of birth- the person born earlier will be senior in such a case. The seniority of an employee initially taken on deputation from another Public Sector Undertaking/Govt. Deptt. And whose subsequently gets absorbed in the Company, will count from the date of his first appointment to the post of deputation. (h) Inter-se seniority between Departmental candidates selected in competition with external candidates and appointed on the basis of merit list drawn by the Selection Committee shall be determined in accordance with the order of merit drawn by Selection Committee and approved by competent authority. In case of external candidate, if he joins within 100 days from the date of issue of the offer, his seniority will be as per the merit list in the panel and if such a person joins after the said period, the date of joining will determine the seniority. (i) The Seniority of employees changing form one discipline to another will be regulated as under:- (j) (ii) (i) In case the discipline of the employee is changed by the Management at the request of the employee, his seniority in the new discipline will be at the bottom of the list. In case the change of discipline is made on administrative grounds in the Company s interest, the employee II get his due seniority in the new discipline reckoned from the date of entry to the grade. An employee whose discipline is changed by the Management at his request will be allowed to compete in his old discipline during the first year of his service in the new discipline. (i) The inter-se seniority of candidates selected as a result of the same interview for a particular post shall be determined strictly in accordance with the order of merit assessed / drawn by the Selection Committee.

10 (k) (l) (m) Where a candidate is recommended higher starting salary by value of his performance or merit by the Selection Committee as may be specifically spelt out in the selection proceedings, then in such cases candidates who are recommended higher salary shall rank higher in the panel, vis-à-vis those who are recommended lesser starting salary or the minimum of the scale, as the case may be. Where the pay of a candidate is recommended to be suitably fixed because of his drawings pay higher than the minimum pay of the scale in the Govt./ PSU, then the placement of such candidates in the panel will be entirely on the basis of merit assessed. The candidate who has been offered the minimum of the scale but adjudged higher on the basis of merit will rank higher to a candidate who has been offered higher start of pay in order to protect his last pay drawn in the Government or other Public Sector Undertakings. Where a candidate is offered advance increments(s) over and above the protection of his last pay drawn in Government Department or other Public Sector Undertaking, his/her position in the panel will be with reference to his relative merit vis-à-vis other candidates and not with reference to the higher start being offered MAINTENANCE OF SENIORITY LIST 11. AGE (a) (b) For staff upto the scale of Rs and below, seniority will be reckoned unitwise. For this purpose, seniority lists of employees will be maintained at the Units. All posts in the grade of Rs and above will be treated as Corporate Level posts for purposes of promotion and hence the seniority lists will be maintained at Head Quarters. In other words seniority lists of all employees in the scale of Rs and above will be maintained in the Corporate Office. The maximum age limit for each post will be prescribed in `direct Recruitment specifications releasable by 5 years in case of SC/ST. In case of Ex-Servicemen who have put in not less than six months continuous service in the Armed Forces of the Union, they shall be allowed to deduct the period of such service from their actual age and if the resultant age does not exceed by more than 3 years the maximum age limit prescribed of the post/services for which a candidate seeks appointment, he/she shall be deemed to satisfy the conditions regarding the age limit.

11 12. FIXATION OF PAY ON APPOINTMENT FOR NEW ENTRANTS 1. Initial pay of a candidate selected for appointment will ordinary be fixed at the minimum of the scale of pay of the post to which he/she is appointed. However, higher initial pay may be given on the merit of each case. The Selection Committee will, for recommending the initial pay fixation on appointment, take into consideration qualifications, experience, merit performance in the interview and the existing emoluments of the candidate. 2. In case of employees initially taken on deputation and subsequently absorbed in the service of the Company in public interest, pay shall be fixed on the deputation post by protecting the deputation allowance and if pay plus deputation allowance does not fit in the scale of the deputation post, the difference should be treated as personal pay to be absorbed in future increments in the prescribed grade of the deputation post. FOR DEPARTMENTAL CANDIDATES Pay of Departmental candidate selected for appointment to a higher post will be fixed by adding one notional increment in the existing pay in the lower grade and then fixed at next stage in the higher pay scale. In case the pay so arrived at is less than the minimum of the higher pay scale, then the pay of the employee will be fixed at the minimum of the higher pay scale. (No. CO/Pers/Pol/RECR dated ) 13. AMENDEMENTS & INTERPRETATIONS (1) These provisions may be amended, modified or altered by the Chairman & Managing Director as may be found by him to be expedient. (2) In case of doubt regarding the interpretation if any of these provisions, the matter may be referred to Corporate Personnel Department for obtaining the decision of the Competent Authority which shall be final.

12 Annexure-II Standard Executive Designations The following scheme standard designations is applicable to the various level of Executives of the Company 1 Top Management Posts (Board Level) Salary Grade (Rs) Designations (s) 2 Other Executives Posts Chairman & Managing Director Director ( ) Level Salary Grade Designations (Rs) E General Manager ( ) E Deputy General Manager ( ) E Senior Manager ( ) E Manager ( ) E Senior Deputy Manager ( ) E Deputy Manager ( ) E ( ) Officer/Engineer/ Executive ( ) Secretary E Assistant ( ) Officer/ assistant Engineer ( )/Private Secretary NOTE: Parenthesis to indicate Functional Denominations

13 Standard Non-executive Designations The following are the standardised designations applicable at the various levels of Non- Executives of the Company. Level Salary Grade Designations (Rs) S Attendant Grade III Helper/Khalasi Grade III Guest House Attendant-cum-Cook Grade III Security Guard Grade III Dak Rider Grade III Fireman Grade III S Attendant Grade II Helper/Khalasi Grade II Guest House Attendant-cum-Cook Grade II Security Guard Grade II Dak Rider Grade II Fireman Grade II S Attendant Grade I Helper/Khalasi Grade I Guest House Attendant-cum-Cook Grade I Security Guard Grade I Dak Rider Grade I Fireman Grade I Assistant Grade III Steno Assistant Grade III Accounts Assistants Grade III Store Keeper Grade III Telephone-cum-Telefax Operator Grade III Prog. Asstt. Gr.III Draftsman Grade III Technician ( ) Grade III Motor Vehicle Driver Grade III Driver-cum-Mech. Fitter Grade III Junior Security Inspector Junior Fire Inspector Driver-cum-Pump Operator Grade III S Assistant Grade II Steno Assistant Grade II Accounts Assistants Grade II Store Keeper Grade II

14 Telephone-cum-Telefax Operator Grade II Prog. Asstt. Gr.II Draftsman Grade II Technician ( ) Grade II Motor Vehicle Driver Grade II Driver-cum-Mech. Fitter Grade II Assistant Security Inspector Assistant Fire Inspector Driver-cum-Pump Operator Grade II S Assistant Grade I Steno Assistant Grade I Accounts Assistants Grade I Store Keeper Grade I Telephone-cum-Telefax Operator Grade I Prog. Asstt. Gr.I Draftsman Grade I Technician ( ) Grade I Motor Vehicle Driver Grade I Driver-cum-Mech. Fitter Grade I Security Inspector Fire Inspector Driver-cum-Pump Operator Grade I S Superintendent ( ) Personal Assistant Programmer Librarian Accountant Senior Store Keeper Senior Security Inspector Junior Engineer ( ) Senior Fire Inspector NOTE: Parenthesis to indicate Functional Denominations

15 Appendix-II Job Specification for Induction Level Posts ALL ENGINEERING DISCIPLINES Sl No. Category of Post Level Qualification Experience in Yrs. Age (*) ( Yrs) 1 Manager E - 5 Degree in the 12 yrs. In line in 45 relevant branch of Engg. Executive position (Min. 1 yr. Exp. In next lower grade) 2 Engineer E - 2 Degree in the 1 yr. In line in 35 relevant branch of Engg. Executive position 3 Jr. Engr. S - 6 Diploma in the relevant branch of 1 yr inline 30 4 Technician Gr. III & equivalent 5 Unskilled Worker Engg. S- 3 Matric plus ITI Tradesmanship (National Apprenticeship Certificate) in the relevant branch (To be taken as Trainee for a minimum period of one year) S 1 8 th class pass 25 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates. 30

16 COMPUTER FUNCTIONS Sl Category No. of Post 1 Manager (EDP) 2 EDP Officer 3 Program Asstt. 4 Data entry Operator Level Qualification Experience in Yrs Age (*) ( Yrs) E - 5 Degree in Engg. 12 yrs. In line in 45 Or P.G. in Physics/ Executive position Mathematics with (Min. 1 yr. Exp. In training in Computer next lower grade) Programm- ing/diploma in Computer Science OR -do- P.G. Degree in Computer Science / Graduate in Computer Engg. E 2 P.G. Degree in 1 yr. In line 35 Computer Science Graduate in Compute Engg. S - 6 Graduate in 1 yr. in line 30 Computer Science/ Science Graduate with Diploma/ Certificate of Computer Training including knowledge of FORTRAN/ COBOL Programming S- 3 Graduates 1 yr. In line 30 preferably in Science with Diploma in Computer Applications for minimum one year duration (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

17 CONTRACT & PROCUREMENT Sl Category No. of Post 1 Manager (C&P) Level Qualification Experience in Yrs Age (*) ( Yrs) E - 5 Graduate in Engg./ 12 yrs. In Executive 45 MBA with position (Min. 1 yr. specilisation in Exp. In next lower Materials grade) Management 2 S& PO E - 2 Graduate in Engg./ MBA with specilisation in Materials Management 3 Sr. Store Keeper. 4 Store Keeper Grade-III 5 Unskilled Worker S 6 Graduate with Diploma in materials Management or diploma in Engg. S- 3 Graduate with typing speed of 40 wpm 1 yr. In in Executive position 35 1 yr. in line 30 1 yr. In line 30 S 1 8 th class pass 25 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

18 FINANCE & ACCOUNTANTS Sl Category No. of Post 1 Manager (F & A) Level Qualification Experience in Yrs Age (*) ( Yrs) E - 5 CA/ICWA/MBA 12 yrs. In line in 45 with specilisation Executive position in Finance (Min. 1 yr. Exp. In next lower grade) SAS 14 yrs. In line in Executive position (Min. 1 yr. Exp. In next lower grade) -do- 2 F & AO E-2 CA/ICWA 3A with specilisation in Finance SAS 1 yr in Executive position.3 yrs. In line 35 3 Accountant S-6 Intermediate in CA/ICWA/SAS Accounts Asstt. Grade-III S-3 B.Com with experience in Fin.& Accounts in as reputed orgn. Typing Speed of 40 wpm. 1 yr. In line 30 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

19 CHEMISTRY Sl Category of No. Post 1 Manager (Chemistry) Level Qualification Experience in Yrs Age (*) ( Yrs) E - 5 Post Graduate 12 yrs. In line in 45 (honours in Executive position Chemistry (Min. 1 yr. Exp. In next lower grade) Or Doctorate in Chemistry 2 Chemist SAS Post Graduate (honours in Chemistry) 4 yrs. In line in Executive position 35 3 Sr. Tech Asstt. (Chemistry) S-6 Post Graduate Degree in Chemistry 1 yr in line 30 4 Tech Asstt. (Chemistry) S-3 Graduate in Science (with Chemistry) Tests apply 1 yr in line 27 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

20 MARKETING Sl. Category of No. Post 1 Manager (Mktg.) 2 Mktg. Officer Level Qualification Experience in Yrs Age (*) ( Yrs) E - 5 Graduate in Engg./ 12 yrs. In line in 45 Masters degree in Executive position Business Admn./ (Min. 1 yr. Exp. In P.G. Degree in next lower grade) Science with Diploma in Marketing from a reputed recognised Institute E 2 Graduate in Engg./ Masters degree in Business Admn./ P.G. Degree in Science with Diploma in Marketing from a reputed recognised Institute 1 yr. In Executive position 35 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

21 PLANNIG Sl. Category of No. Post 1 Manager (Plng.) 2 Planning Officer Level Qualification Experience in Yrs Age (*) ( Yrs) E 5 Graduate in Engg./ 12 yrs. In line in 45 Masters degree in Executive position Business Admn./ (Min. 1 yr. Exp. In Degree in next lower grade) Operations Research Science/ Economics in Ist Class E 2 Graduate in Engg./ Masters degree in Business Admn./ Masters Degree in Operations Research / Science/ Economics in 1 st Class 1 yr. In line in Executive position 35 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

22 LIBRARY Sl Category of No. Post 1 Library Officer Level Qualification Experience in Yrs Age (*) ( Yrs) E 2 Graduate with P.G. 8 yrs. In line (Min. 35 Degree in Library 1yr. In next lower Science grade) 2 Librarian S 6 Graduate with Diploma in Library Science 3 yrs. in line 30 HINDI 1. Hindi Officer E 2 Post Graduate in Hindi Literature. Should have English as one of the subjects in graduation 2 Translator ore Supdt. (Hindi) S 6 Post Graduate in Hindi Literature. Should have English as one of the subjects in graduation 3 Asstt. Gd. III S 3 Graduate in Hindi as an elective subject speed in Hindi Typing 30 wpm. 10 yrs. In line (2 yrs. In the next lower grade) 5 yrs. In line including experience of translation from Hindi to English and vice-versa (1 yr. In the next lower grade) (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

23 PUBLIC RELATIONS Sl Category of No. Post 1 Manager (PR) Level Qualification Experience in Yrs Age (*) ( Yrs) E 5 Graduate in Ist 12 yrs. In line in division or Post (Min. 2 yrs. In next Graduate from a lower grade) recognised university. Should have Degree or Post Graduate Diploma in Public Relations / Mass Communication or Journalism from a recognised University or Institute 2 Public Relations Officer E 2 Graduate in Ist division or Post Graduate from a recognised university. Should have Degree or Post Graduate Diploma in Public Relations / Mass Communication or Journalism from a recognised University or Institute 5 yrs. In line 35 3 Public Relations Asstt. S 3 Diploma in Journalism. A good command over the local language and English 3 yrs. In line 30 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

24 PERSONNAL AND ADMINISTRATION Sl No. Category of Post 1 Manager (P &A) Level Qualification Experience in Yrs Age (*) ( Yrs) E 5 MBA with 12 yrs. in Executive 45 specilisation in position (Min. 1 yr. Personnel/ P.G. Exp. In next lower Degree in Pers. grade) Management. Post Grad. In Social work/ P.G. Degree or LLB with Diploma in Pers. Mgt or Industrial Relations. 2 Admn. Officer/ Pers. Officer 3 Supdt. Welfare Supervisor E 2 S 6 MBA with specilisation in Personnel/ P.G. Degree in Pers. Management. Post Grad. In Social work/ P.G. Degree or LLB with Diploma in Pers. Mgt or Industrial Relations. Graduate with Dip in Pers. Mgt./ I.R. 1 yr. In Executive position 35 3 yrs. In line 30 4 Steno Asstt. Gd. III S 3 Graduate with Dip in Pers. Mgt/ I.R. 3 yrs. In line 30 5 Telephone cum Telex Optr. Gd.III S - 3 Degree of recognised Univ. with typing speed of 40 wpm and knowledge of EPABX/Telex Operator 1 yr. In line 30

25 Sl No. Category of Post Level Qualification Experience in Yrs Age (*) ( Yrs) 6 Receptionist S 3 Degree of a 1 yr. in line 30 recognised Univ. Ability to speak fluently in the local languages and English. Knowledge of typing, PABX, Telex & PC operation. 7 Motor Vehicle Driver S 3 8 th class pass with driving license for motor vehicle/ heavy vehicles. Should be fully conversant with automobile jobs. 4 yrs. In line 30 8 Driver cum- Mech. Fitter S 3 ITI certificate in automobile trade with driving licence for motor vehicle/ heavy vehicle 30 9 Attendant Gr. III 10 G.M. Attendant cum- Cook S 1 8 th class pass 25 S th class pass 2 yrs. In line 25 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

26 SECURITY AND VIGILANCE Sl. Category of No. Post 1 Security Officer Level Qualification Experience in Yrs Age (*) ( Yrs) E 2 Graduate Should have served 45 as Commissioned Officer in the Armed forces or at an equivalent level in the Police force. Should have worked in a security installation and have exp. In Fire Fighting /First Aid. 2 Vigilance Officer E 2 Post Graduate. Preference to be given to those with Degree in Law. Minimum 5 yrs. (out of which 1 yr. Should be in the next lower grade) in the CBI/ Central or State police orgn./ Vig, deptt. Of a PSU and have exp. Of (I) collecting intelligence (ii) preliminary investigation (iii) drafting of chargesheet etc. and (iv) writing reports and submitting returns Senior Security Inspector S 6 Graduate Physical standard minimum height 5 6 (F9r Tribes/Hillman 5 4 ). Chest 32 with expansion of 2. Should have worked as 30 JCO in Army or equivalent rank in the police. Should have worked in a security installation and have experience in Fire Fighting /First Aid. 30

27 Sl. No. Category of Post Level Qualification Experience in Yrs Age (*) ( Yrs) 4 Junior Security Inspector S 3 Senior Secondary Exam or equivalent (10+2) Should have worked in Armed Services/ Police for 4 yrs. 40 Desirable: Experience in Fire Fighting or in First Aid and possessing own arms. Good sports person would be preferred. 5 Security Guard Gd.III S 1 8 th class pass. Persons who have worked in Police or in Defence installations and have exp. In Fire Fighting or in First Aid and possessing their own arms. Sportspersons would be preferred. 40 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.

28 FIRE/SAFETY Sl Category of No Post 1 Safety / Fire Officer 2 Senior Fire Inspector Level Qualification Experience in Yrs Age (*) ( Yrs) E 2 Graduate or equivalent 35 in Mechanical or Fire Engineering S 6 Or Post Graduate with Divisional Officer s Course from National Fire Service or Associateship Diploma from National Fire Service College or equivalent. Graduate or equivalent with Fire Fighting Course (Sub. Officer s Course) of National Fire Services College or equivalent 1 yr. Relevant exp. In Industrial Safety/Fire Services in an executive Position 4 yrs. In line 30 3 Junior Fire Inspector 4 Driver-cum- Pump Optr. Gd. III S 3 S 3 Graduate or equivalent with Fire Fighting Course (Sub. Officer s Course) of National Fire Services College or equivalent Matric or equivalent Driving License for heavy vehicle/ Fire Tenders; Proficiency in operating the pump/ other fire fighting equipment Should have worked 30 as 30 JCO in Army or equivalent rank in the police. Should have worked in a security installation and have experience in Fire Fighting /First Aid. 4 yrs. In line 30 5 Fire man Gd. III S 1 8 th class pass with fireman s training 1 yr. In line 25 (*) Age limit will be relaxed by 5yrs. For SC/ST candidates.