Thamasoma

Jyothirgamaya

HARMONY
AN IN-HOUSE BULLETIN ON SERVICE & RELATED ISSUES
Blogsite: http://www.harmonycsir.blogspot.com

COUNCIL OF SCIENTIFIC & INDUSTRIAL RESEARCH

2, "Anusandhan Bhawan", Rafi Marg NEW DELHI 110 001
BROUGHT OUT FROM: NATIONAL GEOPHYSICAL RESEARCH INSTITUTE, HYDERABAD

FOUNDER-EDITOR: CH. SRINIVASA RAO

[ESTD: 1993 AT IICT, HYDERABAD]

Vol. XV

June 2008 EDITORIAL

No. 162

We always talk about our rights ! How about our responsibilities ? It is an impasse, if any one raises his voice about the responsibilities. I dont mean those which were enshrined in the Constitution of India -- the one about our attitude towards our colleagues, neighbours, strangers, and pedestrians while we ride our vehicles, co-passengers while we are travelling in a public transport. Most of us do not think twice before we jump the red-light; we just wait for an opportunity to whiz through; perhaps only to have more leisure at our place of work. Remember! more accidents take place while the green-light is on. Redlight is our saviour. How many of us patiently wait for clearance while pedestrians, particularly the senior-citizens, school children and the like, cross the road ? In one of the Personality Development courses, a small table has been given to its participants to ascertain as to what was the value of every minutes that ticks off! How effectively do we spend our time at the place of work? How sincere are we to ourselves? Just browse through page 14.

2 If you look back and think, you could perhaps be the best one who fulfils his responsibility towards the society and the country as a whole.

CSIR / GOI ORDERS

AMENDMENT TO CSIR SCIENTISTS RECRUITMENT RULES The Governing Body, CSIR at its 169 th meeting held on 22-6-2007 has approved the following amendment to Rule 7.2 of CSIR Scientists Recruitment & Assessment Promotion (CSRAP) Rules, 2001: Rule 7.2 (a) Promotion up to the level of Scientist Group IV (5) i.e. of Scientist Group IV (1), IV (2), IV (3) & IV (4) shall be made on the basis of: (i) preliminary screening by an Internal Screening Committee formed as per Rule 7.5.1 which takes into account the Annual Confidential Reports recorded for the years covered under the residency period; and (ii) interview by the Assessment Committee as specified hereafter. (b) Promotion to the level of Scientist Group IV (6), i.e. of Scientist Group IV (5) shall be made on the basis of: (i) preliminary screening by an Internal Screening Committee formed as per Rule 7.5.3, which takes into account the Annual Confidential Reports recorded for the years covered under the residency period; and (ii) Assessment by a duly constituted Peer Committee which takes into account the Annual Confidential Reports and the Work Reports for the years covered under the residency period without holding any assessment interview The amendment in Rule 7.2 shall be implemented for all the cases of assessments, now onward coming before RAB, including pending cases of earlier years under CSRAP Rules, 2001. [CSIR Lr.No.1-5(1)/2008-RAB dt. 20-3-2008] FORMULATION OF PROCEDURE FOR HOLDING MEETINGS OF DPC The DG, CSIR has constituted the following Committee to recommend formulation of detailed step-by-step procedure for holding meetings of the

3 Departmental Promotion Committee, and the action subsequent to the recommendations of the DPC: 1. 2. 3. 4. 5. 6. Dr. S. Sivaram, Director, NCL, Pune Jt. Secretary (Admn.), CSIR Financial Advisor, CSIR Chief Vigilance Officer, CSIR Legal Advisor, CSIR Shri N. Jayaram, DS (LA) Chairman Member Member Member Member Member-Convenor

Until the procedure for holding DPC is formulated, all meetings of DPC will be put on hold. The Committee were to submit its recommendations by 30-5-2008. [CSIR O.M.No.3-3(E)/2008-E.I dt. 2-5-2008] FILLING UP OF POSTS BY THE ACTING DIRECTORS It has been decided that Labs./Instts. which are not having regular Directors in position and where the Acting Directors or Director-in-Charge are exercising administrative and financial powers can advertise and process for filling only 50% of Gr. IV and Gr. III vacant positions, subject to the following procedure: i) The Lab./Instt. may process applications, shortlist the same through a duly constituted Screening Committee and forward the recommendations of the Committee to RAB along with the list of summary containing bio-data, publications, patents, etc. of the candidates.

ii) RAB will obtain DGs approval in respect of the short-listed candidates before clearance iii) Lab./Instt. may issue call letters and conduct interviews for the shortlisted candidates as per rules after obtaining the clearance of RAB and the recommendations of the Selection Committee (in order of merit) may be sent to RAB for approval. iv) Chairman, RAB and DG, CSIR will evaluate the recommended candidates and process of selection to ensure that quality of candidates is not compromised v) Acting Director may accept the recommendations of the Selection Committee after clearance by the Chairman, RAB As regards recruitment for 50% vacant positions in Gr. III, Labs./ Instts. may follow the procedure laid down under CSIR Service Rules,

4 1994. However, appointment may be made only after the recommendations of the Selection Committee(s) are approved by DG, CSIR. The Acting Directors cannot make ad hoc appointments. However, in exceptional cases, prior approval of DG, CSIR may be obtained based on the recommendations of the Selection Committee. Appointments under QHS can be made as per the Scheme. [CSIR Lr.No.5-1(28)/2008-PD dt. 12-5-2008] EXTENSION OF TENURE OF ACTING DIRECTOR, IGIB The appointment of Dr. K.C. Gupta, Scientist Gr. IV (6), the senormost Scientist of Institute of Integrative Biology, Delhi as Acting Director for a further period of six months or till the appointment of the regular Director, whichever is earlier. He will exercise all administrative and financial powers of the post of Director, except the disciplinary powers, without any additional remuneration. [CSIR O.M.No.3(43)/97-PD dt. 16-5-2008] GRIEVANCE REDRESSAL SYSTEM CSIR had formulated a comprehensive two-tier system of Grievance Redressal -- one at Lab./Instt./CSIR HQs. level in the form of Local Grievance Committee (LGC) and another at central level in the form of Central Grievance Committee (CGC) at CSIR HQs. The Grievance Committee(s) shall consider individual grievances of a specific nature excluding grievances of general applicability or of collective nature or raised collectively by more than one employee, for which Joint Consultative Mechanism (JCM) has been constituted. Any grievance arising out of disciplinary action or any grievance involving decision of DPC/Selection/Assessment Committee, etc. are also excluded from the purview of Grievance Committee(s) unless there are any ex facia procedural lapses or time-barred cases or any grievance against a decision on which there are statutory methods of appeal. The CGC at CSIR HQs. acts as an Appellate Authority, if the employee is not satisfied with the decision of the LGC or the Director feels that the decision has wide implication. Rule 20 of CCS (Conduct) Rules, 1964 lays down that no Govt. (Council) servant shall bring or attempt to bring any political or other influence bearing upon any superior authority to further his/her interest in respect of service matters pertaining to his/her service. It has come to notice that Council employees resorted to bring non-official and other

5 outside influence to further their service interest in spite of the fact that there already exists the Grievance Redressal System in CSIR. Any high dignitary or Member of Parliament normally sponsors the cases of an individual Council employee only when he is approached or pressed to do so. Therefore, if any reference is received on behalf of Council employee from the dignitary/MP, it would be assumed that it has been taken up only at the instance of the concerned Council employee and action will be taken against him/her for violation of Rule 20 of CCS (Conduct) Rules and instructions issued thereunder. It is also observed that in some of the cases, Council employees in their representations to various authorities indicate directly or indirectly official documents or any part thereof to whom he/she is not authorized to communicate such document or information to further his/her interest which is in violation of Rule 11 of CCS (Conduct) Rules, 1964. The DG, CSIR desires to make it clear that any instance of violation of these rules and orders would be viewed seriously and the employees responsible for such violation would be severely dealt with; and the employees have to take these instructions in proper perspective. The DG would like to reassure all the employees that their representations submitted to LGC or CGC in the prescribed manner would receive the fullest and most sympathetic consideration at all levels and their genuine grievances would be redressed without any loss of time. In order to restore the faith of Council employees in the CSIR Grievance Redressal System, Directors of all the Labs./Instts. are requested to ensure formation of Consultative Mechanism and LGC in their Labs./Instts., if not already in existence, and also to ensure that the LGC looks into the grievance applications of employees in the right perspective with most sympathetic manner within the time frame prescribed under the rule. Similarly, efforts will be made at CSIR HQs. to strengthen the CGC to resolve issues referred to it. The employees are therefore requested to follow the provisions contained in Rules 11 and 20 of CCS (Conduct) Rules and resort to CSIR Grievance Redressal System for redressal of their grievances. [CSIR Lr.No.5-1(42)/2008-PD dt. 22-5-2008] COMPLETION OF ASSESSMENT PROMOTION OF S&T STAFF The DG, CSIR has desired that assessment promotion of all S&T staff in Gr. IV, III, II & I for the period up to 31-3-2008 must be completed by 30-9-2008. However, in cases where it could not be completed within the

6 stipulated period, it should be completed latest by 31-12-2008 positively, under intimation to DG giving reasons for the delay. [CSIR Lr.No.5-1(31)/2008-PD dt. 22-5-2008] INTER-LAB. TRANSFER OF S&T STAFF The DG, CSIR has decided that in cases where Directors have mutually agreed to take the incumbent on transfer against one of their vacant posts, the same may be effected without seeking approval of the DG, CSIR as per the existing guidelines. In case there is no post available with the Lab./Instt. and Director of the Lab./Instt. is willing to take the incumbent on transfer in view of his/ her suitability, reference may be made to DG, CSIR to release a post from DGs Quota (under Gr. IV & III), subject to adjustment against future vacancy. [CSIR Lr.No.5-1(21)/2008-PD dt 22-5-2008] TRAVEL BY AIR TO VISIT NORTH-EASTERN REGION ON LTC The GoI vide its O.M. dated 2-5-2008 allowed the Govt. servants to travel by air to North Eastern Region (NER) on LTC. Clarifications on certain points have been provided hereunder: 1. Whether Sikkim is included in NER? Yes. NER includes Arunachal Pradesh, Assam, Manipur, Meghalaya, Mizoram, Nagaland, Sikkim & Tripura. 2. Whether Govt. employees can travel by Helicopter ? Yes. DOPT vide O.M.No.31011/2/2006-Estt.(A) dated 24-4-2006 has allowed LTC journey by private airlines, subject to the conditions laid down in the DOE O.M.No.19024/1/E.IV/2005 dated 24-3-2006 regarding air travel by Govt. servants within India during Official visits. However, in the case of visit to NER in terms of O.M. dated 2-5-2008, full fare will be admissible to the categories of employees indicated therein. 3. Whether a Govt. servant visiting Sikkim can travel by air up to Bagdogra which is not situated in NER ? Yes. A Govt. employee is entitled to travel by air from his/her place of posting (or nearest airport) to a city in the NER (or nearest airport).

7 4. Whether a Govt. servant who has already availed All India LTC is entitled for LTC to visit NER ? A Govt. employee can avail LTC to visit NER by conversion of one block of Home-Town LTC, if the same is available. However, the Govt. employees whose HQs. and Home-Town being same are not entitled for Home-Town LTC and the question of conversion of Home-Town LTC into LTC for NER in such cases does not arise. 6. Whether air fare of children (in whose respect full fare is charged by the airlines) is reimbursed ? If full air fare has been charged by the airlines and paid by the Govt. servant, the same will be reimbursed. 7. Whether Non-Gazetted Gr. B Officers are entitled to travel by air to NER ? Yes. Gr. A & B CG employees (Gazetted/Non-Gazetted will be entitled to travel by air from their place of posting (or nearest airport) to a city in the NER (or nearest airport). 8. Whether Govt. employee who has already availed one Home-Town LTC in the current block can avail LTC to visit NER ? Yes. He can avail it against All India LTC. 9. Indian Airlines, etc. are offering package tours. package is reimbursed ? Whether total

In LTC, fare at the normal rate for entitled class between HQs. and place of visit by shortest route or cost actually paid whichever is less is reimbursable. [CSIR Lr.No.5-1(33)/2008-PD dt. 22-5-2008; GOI MPPG&P (DOPT) O.M.No.31011/4/2007-Estt.(A) dt. 2-5-2008 & 14-5-2008] RECOMMENDATIONS OF THE VI CENTRAL PAY COMMISSION Holidays Five-day week to continue All Holidays except three National Holidays to be scrapped. RH to be increased to 8 days Loans & Advances Festival/Natural calamity advance to be doubled

Cycle/Warm clothing advance to be made interest-free All other advances including HBA to be discontinued. MOU to be entered with a PSU Bank for grant of these advances. Interest of 2% to be subsidized by the Govt. Leave Female employees may be granted HPL for 2 years at a stretch. Encashment of leave to be 300 days in all including HPL i.e. if 300 days of EL is available, no encashment of HPL. Pension not to be deducted from HPL component Encashment of leave up to 60 days availed while in service along with LTC not to be taken into account at the time of retirement, i.e. encashment for 300 days. Leave Travel Concession LTC -- During the first eight years of service, employee can avail LTC to Home Town every year on 3 occasions and to anywhere in India on one occasion in a block of 4 years Pay & Allowances Number of pay scales have been reduced Pay will consist of 2 elements -- basic pay + grade pay Pay scales are long running one and hence no possibility of stagnation Increment will be at uniform rate of 2.5% Special Duty Allowance in North-East region, etc. to be given to all without any the condition of All India transfer liability Hard Area Allowance to be granted in addition to SDA (now only one is admissible) in all the Islands of L&M and A&N DA will continue to be on 1st of January and July as at present HRA -- No change for present A1 cities. Others have been classified into two groups. A, B1, B2 will be getting 20% (now 15%) while C and Unclassified will get 10% (now 7.5% and 5% respectively)

9 CCA proposed to be abolished Remote Locality Area Allowance increased All other allowances are to be doubled Pay fixation 40% Fitment benefit on basic pay -- In effect it will be only 28% since the 24% DA on DA (which is being treated as DP) from 1-4-2004 will be ignored. All Gr. D staff to be absorbed as Gr. C gradually. the lowest Gr. C post is Rs.5,550/Minimum of

On promotion, there will be no change in the pay scale but an increase in the grade pay Anybody stagnating at the maximum for one year to be promoted to the next Pay Band Increment to be from 1st July for everybody -- An employee completing six months on 1st July will get increment. Others will get increment only during next July. Pension/Family pension Family pension to be at enhanced rate for 10 years (instead of 7 years) in the case of those dying in harness Family pension to childless widow to continue even after her remarriage. For existing pensioners, fitment benefit at 40% of basic pension to be added to pension and DR at 74% as on 1-1-2006. Dearness Relief of 24% on DR (treated as Dearness Pension) has been ignored in the fitment benefit. Hence the effective percentage would be 28%. Increase in amount of pension to pensioners aged 80 years and above Pay Commission has given ready Reckoner for revising the pension of existing pensioners. The Post Office/Bank can straightaway up-date the pension and pay arrears without waiting for the calculation from the pension sanctioning authority. Maximum amount of gratuity to be Rs.10.00 lakhs

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No change on Retirement age No extension of service to be granted -- Exceptions: Medical Specialists and Scientists Pension to be 50% of last pay drawn or 50% of 10 months Average Emoluments whichever is higher in all cases. Condition of 33 years qualifying service for full pension to be removed Retirement/Resignation No weightage (addition to service) to those voluntarily retiring after qualifying service of 20 years or more One-time lump sum payment to those quitting service after qualifying service of 15 years but before 20 years TA/DA TA -- The lowest rung is eligible to travel by I Class/AC 3 tier/AC Chair Car. All others are entitled to travel by Air also DA -- Specific limits for Hotel Rent/Food. Also expenditure for local trips (which is not admissible now). There shall be no difference between making own arrangements and staying in a Hotel. Transfer TA TA on Transfer -- for transportation of personal effects by road even between places connected by rail, entitlement will be at the rates prescribed for places not connected by rail. No question of limiting it to 1.25 times of entitlement by Goods train Transport Allowance Transport Allowance to be increased multifold. Rs.3,200/- for the top slot and Rs.400/- for the lowest range in A1 and Rs.1,600/- for the top slot and Rs.300/- for the lowest range in other cities. In addition, DA will be admissible on the Transport Allowance. Those residing in Govt. quarters within 1 Km. of Office will also be entitled to Transport Allowance Welfare measures Childrens Education Allowance and Reimbursement of Tuition Fee to be merged and the new allowance to be Rs.1,000/- per month

11 Hostel Subsidy increased from Rs.300/- to Rs.3,000/- p.m. Step-father included in the definition of family [Swamysnews, May 2008, 1-4] EMPANELMENT OF HOSPITALS & DIAGNOSTIC CENTRES UNDER CGHS A good number of Private Hospitals and Diagnostic Centres for treatment and diagnostic procedures under CGHS have been empanelled while fixing the package rates in Delhi, Chennai, Bangalore, Chandigarh, Hyderabad, Guwahati, Bhopal, Dehradun, Lucknow, Kanpur, Mumbai, Allahabad, Ahmedabad, Kolkata, Patna, Nagpur, Meerut, Jabalpur, Jaipur, Thiruvananthapuram, Ranchi, etc. [GOI MH O.M.No.S.111011/25/2006-CGHS-Desk.II Swamysnews, May 2008, 5-47] dt. 19-12-2007;

DIAGNOSTIC FACILITIES AT CGHS DISPENSARY A State-of-the-Art Diagnostic Lab. with modern infrastructure is being set up by Hindustan Latex Limited at the Ground Floor of CGHS Dispensary at Ramakrishna Puram (Dispensary No.57) in Sector XII, New Delhi for the following services. All CGHS beneficiaries registered with the CGHS Dispensaries in Ramakrishna Puram Sectors II, III, IV, VI, VII and XII, Jawaharlal Nehru University, Motibagh, Nanakpura, three Dispensaries in Sarojini Nagar, Netaji Nagar, Narauji Nagar and Laxmibai Nagar: * * All types of Clinical Investigations X-Ray and Ultrasound Investigations

The Chief Medical Officers-in-Charge of the above mentioned Dispensaries shall hereafter refer CGHS beneficiaries to the above Lab. for investigations, as advised by Govt. Specialists/CMO as and when it commences its operations. [GOI MH O.M.No.5-6/2007/CGHS/C&P/CGHS(P) dt. 7-2-2008; 27-3-2008, Swamysnews, May 2008, 47-48 & 49] TREATMENT IN HOSPITALS OUTSIDE DISTRICT/STATE Hitherto, the following conditions which governed grant of permission to the CG employees and to their families to obtain medical services from any private hospital recognized by CGHS in any city of his choice without

12 TA/DA even if the treatment is available in the same city have been deleted: 1. Necessary and suitable facilities for treatment are not available in a Govt. recognized hospital at the District/State HQs. or within the District/State where one falls ill; and 2. The treatment outside the District/State is recommended by the AMA and countersigned by the CMO of the District, if the treatment to be undertaken outside the District (or by the Chief Administrative Medical Officer of the State, if it is to be undertaken outside State) [GOI MH O.M.No.S.14025/2/2008/MS dt. 20-2-2008; Swamysnews, May 2008, 48-49] TREATMENT OF CANCER In view of the hardship being faced by CGHS/CS (MA) Rules beneficiaries who are undergoing treatment for cancer (both fresh and old cases), pending a final decision on the application for empanelment, permission is given up to 31-12-2008 or till the empanelment procedure is completed in respect of the following hospitals. As these hospitals are presently not on the list of CGHS empanelled hospitals, they may not extend credit facilities. Hence, the beneficiaries may have to claim reimbursement after getting themselves treated in the hospitals at the rates notified in 2001 or actuals whichever is lower: 1. Indraprastha Apollo Hospital, Sarita Vihar, Mathura Road, New Delhi 2. Batra Hospital & Medical Research Centre, 1, Tughlakabad Institutional Area, New Delhi 3. Dharmshila Cancer Hospital & Research Centre, Dharmshila Marg, Vasundhara Enclave, Delhi 4. Rajiv Gandhi Cancer & Research Institute, Sector-5, Rohini, Delhi [GOI MH O.M.No.Rec.1-2004/JD/(Gr.)CGHS/Delhi/CGHS(P) dt. 1-4-2008; Swamysnews, May 2008, 49-50] OPTION TO AVAIL CGHS FACILITY OR DRAW MEDICAL ALOWANCE FOR OPD TREATMENT In accordance with DP&PW O.M.No.45/57/97-P&PW dated 30-12-1998 incorporated as Sl.No.133 in Swamys Annual, 1998 and the clarification point (viii) thereunder, change in option to avail CGHS facility or drawing Medical Allowance for OPD treatment in the life time of a pensioner shall be allowed.

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[Swamysnews, May 2008, 108-109] .o.

NEWS & VIEWS

ANNUAL CONFIDENTIAL REPORTS OPEN TO GOVT. STAFF Heralding a new era of transparency in rules governing the Govt. employees, the Supreme Court made it mandatory to disclose all contents of Annual Confidential Reports (ACRs) to the employees concerned, except those in the armed forces. The SC opined that the State must be a model employer and must act fairly towards its employees. Only then would good governance be possible. The bench dismissed the Centres argument that it was under an obligation to disclose only the adverse remarks against an employee. The SC ruled that every entry must be communicated to the employee concerned so that he may have an opportunity of making a representation against it if he is aggrieved. The non-disclosure of the ACR contents to a public servant amounts to arbitrariness that violates Article 14 (Right to Equality before Law). - Hindustan Times, May 12, 2008 PROVIDING INFORMATION EVEN IF THE ISSUE IS SUB JUDICE Citizens whose queries have been rejected under the Right to Information (RTI) Act on the pretext of the matter being sub judice have a reason to cheer now. The Appellate Authority of the Police Department, Maharashtra, in a land mark order has directed the Public Information Officer to provide the details that had been rejected on the grounds that the case was pending before the Bombay High Court. - Times of India, May 13, 2008

.o.

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HOW MUCH IS YOUR TIME WORTH ?

Have you ever wondered about the cost of your Official time per minute ?

1. Write down your annual salary along with perks Rs. like telephone, medical expenses, LTC, etc. 2. Add 100% of your salary for overheads (Office Rs. space, AC, travel, telephone, Administrative help etc.) Total Rs.. 3. Divide the total by the number of days (365) in a year after deducting annual leave (EL: 30 days; HPL: 20 days; CL & RH: 10 days; public holidays: 17+2; Saturdays and Sundays (about 104) to get your total cost per day. [365 (-) 183 = 182] 4. Divide your daily cost by 8 hours to give you cost per hour: Rs.. divided by 182 (days) and Rs then by 8 (hours) 5. Finally divide your hourly cost by 60 minutes to get Rs your cost per minute: You know Every second counts In other words, you are earning your salt every second; even if you do not work Any way at whose cost ?
Keep the end figures in mind while dealing with unnecessary phone calls, unwanted visitors, your own doodling, errands, long tea breaks, extended lunch hour, internal politics, unproductive grapevine, your very own French leave, and many more

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How is that we work very hard in MNCs while we are not so enthusiastic here ?

ACT PROACTIVELY !
'The only safe ship in a storm is Leadership - Faye Wattleton Sirisha, a Tenth pass student, had just joined Intermediate course at a College. She had set a target for herself within a Semester she would take over as the Class Leader. She knew she had the capability and was prepared to work hard enough. With this motive, whenever there was a need for a volunteer for some work in the Class and in the College, Sirisha used to be the first to volunteer for a new assignment and the initial weeks saw her excitedly working for longer hours everyday at College and also at home. But within a few weeks, she started loosing interest. She was distracted. Often she would find herself getting tired very easily and somehow just couldn't continue coming up with great ideas. Sirisha knew she would fail in her ambition, if things went on this way. She made a conscious decision to tackle the problem. First she accepted the fact that she had lost motivation. Then she tried to analyze, why this has happened. She could identify three reasons as follows: a) Her classmates who were usually very uncooperative and not willing to support her. b) She was getting bored very often. c) Her classroom was next to the Socially Useful Productive Work (SUPW) room, where students of other classes used to practise role plays, public speaking, and other extra-curricular activities. Sirisha realized that she could tackle at least one problem immediately - the location of her classroom. She asked the class teacher and put in a request for relocation of their classroom to a quieter place and got it.

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She is still trying to find a way out of the other two issues. But at least she is aware that they exist and is consciously trying to find ways to over-come them. Now, having understood the example, let us try analyzing the factors that prevent us from strengthening our motivation to be a Leader. To do this activity, we have to first set aside 15 minutes to note down the various factors that prevent us from being motivated. Then we have to consider each one of these factors and see whether these are things that decrease our motivation to lead, or are general irritants that are decreasing our self-motivation. As we go along identifying the factors hinder our motivation and the category to which each belongs, we have to list them out under the column De-motivators in the Table now.

De-motivators

Circumstantial or Habitual Solution

After we have completed filling up the above table with relevant information, we are ready to take on the challenge of tackling the issues. We have to start by considering whether we get demotivated only occasionally based on circumstances or whether they are caused by various situational factors, for example, the climate during a particular time of the day, or an interaction with a person whom we do that like that much. Other category of these de-motivating factors could be that they are habitual, which give an indication of our style of working, for example, we might have the habit of not completing the works and tasks that we started; or we might be in the habit of not being able to say no and accepting to do every task, without considering whether it is practically possible for us to do it or not. All this information has to be entered by us in the Table that is provided above. Once we complete the first two columns, listing out the de-motivators; in case we are more bothered by the circumstantial factors, then we have

17 to get a grip on exactly what is it that switches-us-off and affects our motivation. Once we identify this reason, we have to put in effort to nullify this cause. For Sirisha, it was being next to the SUPW room, which she addressed by having a change of location. Her performance as a Class Leader improved. We may not be able to run out and fix the problem immediately; but we can at least list the solution.
We have to make concerted efforts to bring motivation and passion to the activity,

Courtesy: .o.

Enaadu, March 1, 2008

MOTHER IS A PICTURE OF GODS LOVE All mothers are rich when they love their children. There are no poor mothers, no ugly ones, no old ones. Their love is always the most beautiful of joys.
Maurice Maeterlinck

--------------------------------------------------------------------------------------------------------------------------GoI Orders reproduced in "HARMONY" without the CSIR endorsement are not applicable to Council employees but are expected to give an idea about the recent trends in administrative procedures and functions among GoI Departments. The opinions expressed or inferences drawn in the material published in HARMONY do not necessarily reflect the views of Editor nor CSIR/NGRI/Swamy Publishers take any responsibility whatsoever for any inaccuracies or claims. Material published in HARMONY can be used for academic purpose with due acknowledgement. Articles on Govt./CSIR service, and related issues are welcome through E-mail or other means. For a free soft copy, mail your E-mail i.d. to

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Ch. Srinivasa Rao, Administrative Officer, NGRI, Hyderabad Shri D. Rajasekhar, S.O. (G), RAB, CSIR HQs., New Delhi Shri B.J. Acharyulu, F&AO, NGRI, Hyderabad Shri Ch.V. Subba Rao, Hindi Officer, NGRI, Hyderabad Shri Shanmuga Sundar, Jr. Steno., NGRI, Hyderabad

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General Assistance: Reprographic assistance: Smt. Vasantha Lakshmi, Peon, NGRI, Hyderabad Library, NGRI, Hyderabad

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$BgHo$ m$n _| D$na XmB Amoa A.g.n.g., ^maV gaH$ma Ama g~{YV {d^mJ (^oOZo dmbo) H$m`mb` H$m Zm_, nVm, {XZmH$ Ama ~mB Amoa ^oOZo dmbo A{YH$mar H$m Zm_, nXZm_ Ama Q>obr\$moZ Z~a {X`m OmVm h & Bg_| {df`, gX^ H$m CoI Zht {H$`m OmVm & Bg_| g~moYZ Zm_ go {H$`m OmVm h Ama Zm_ go nhbo {` `m {` lr {bIm OmVm h & AmXamW Zm_ Ho$ ~mX Or ^r OmoS>m Om gH$Vm h Ama `h A{YH$mar mam d` {bIm OmVm h & n Ho$ H$boda Ho$ ~mX gmXa, ew^H$m_ZmAm| g{hV Am{X H$m `moJ {H$`m Om gH$Vm h & AYmoboI Ho$ $n _| AmnH$m eX H$m `moJ hmoVm h & "AmnH$m' Ho$ ZrMo A{YH$mar hVmja H$aVm h & hVmja Ho$ ZrMo Zm_ {bIm OmVm h bo{H$Z nXZm_ Zht {bIm OmVm &

19

Bg_| n nmZo dmbo H$m Zm_, nXZm_, nVm ZrMo ~mB Amoa {bIm OmVm h, Ama Bggo nyd godm _| Zht {bIm OmVm h &

AY gaH$mar n _| `w$ hmoZo dmbo dm`m| Ho$ Z_yZo:1. H$n`m h_mam {XZmH$ ______ H$m n g._______ XoI| & 2. Bg _m_bo na Amn {dMma H$a| Ama AnZo {dMmam| go

_wPo AdJV H$amE & 3. Bg g~Y _| EH$ n[an erK Omar H$adm X| & 4. {d^mJr` nXmo{V g{_{V H$s [anmoQ> AmZo VH$ H $n`m Bgo amoHo$ aIo & 5. AmnH$m {XZmH$ _______ H$m n g. _________ h_mao H$m`mb` _| Zht {_b ahm h, H$n`m CgH$s EH$ {V{b{n {^Odm X| & 6. Amn Bg Amoa `{$JV $n go `mZ XoH$a Ano{jV gyMZmE erK {^Odm X| & 7. AmnHo$ H$m`mb` Ho$ {OZ Xmo ghm`H$m| H$mo h_mao H$m`mb` _| {V{Z`w{$ na AmZm h, Ch| erK H$m`_w$ H$a X| Vm{H H$m`mb` H$m H$m_ gwMm$ $n go Mb gHo$ & 8. _m_bm gh_{V Ho$ {bE gK bmoH$ godm Am`moJ Ho$ nmg ^oOZm h & 9. Bg g~Y _| Amn AnZo {dMma erK ^oO X|, Vmo _ AmnH$m Am^mar ahJm & 10. Bg gh`moJ Ho$ {bE _ Am^mar ahJm &

[... Omar]

AJoOr Ho$ nm[a^m{fH$ eX

Accountability hoc Adjournment Adjustment Agenda Agreement Allotment Allowance Appendix Approval Article Assignment

Odm~Xohr $ VXW WJZ g_m`moOZ $ H$m`gyMr AZw~Y / H$ama Am~Q>Z $ ^mm $ n[a{e> AZw_moXZ AZwN>oX g_ZwXoeZ

20

Association Attestation Authority Autonomous Bonafide Bureaucracy Bye-law Charge Circular Clerical error Compensation Confirmation Consent Contract Discretion Dispatcher Enclosure Endorsement Errata Ex-officio File

g{_{V / gK gm`mH$Z m{YH$aU dm`m $ dmV{dH$ XVaemhr Cn{d{Y $ ^ma n[an boIZ-Aew{ / ^yb $ j{Vny{V $ nw{> gh_{V g{dXm {ddoH$ S>mH$-ofH$ / ofH$ AZwbH$ n>mH$Z ew{n $ nXoZ {_{gb