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Submitted to
Ministry of Human Resources Development
Government of India
B. OFFICERS
3. Staff Structure : Officers
3.1. Definition 5
3.2. Cadre Structure (Cadre, Designations and pay scales) 5
3.3. Qualification, experience and selection process 7
3.4. Promotional Avenues of Officers 14
4. Deployment of Existing Officers 15
C. NON TEACHING STAFF
5. Supporting Staff
5.1. Cadre Structure (Cadre, Designations and pay scales) 15
5.2. Qualification, experience, pay scales and selection process 16
(a) Entry Level Group D Posts
(b) Promotional Scales in Group D
(c) Entry Level Group C Posts (Lower cadres)
(d) List of Posts available to Group ‘C’ staff on promotion
(e) Entry Level Senior Group C Posts (Higher cadres)
(f) List of Posts available to Senior Group C staff on promotion
(g) Consolidated salaries for staff employed in Sponsored Projects and
other Contract Appointments
1
11. Implementation date 34
12. Conclusion 35
D. ANNEXURS
2
The academic and non-academic personnel of NITs are two sides of the same coin. It is
their combined work, dedication, determination and desire to excel which can propel the
NITs to positions of excellence in the field of technical education. It is important that both
wings of an Institute get a stable and rewarding framework of growth that is common
across the NIT system, while maintaining sufficient flexibility to accommodate regional
peculiarities. The Ministry of Human Resource Development (MHRD), Government of
India, vide letter No. F.20-6/2005-TS.III dated 22.03.2006 constituted a committee on
rationalization of pay scales, staff structure, cadre and qualification for various posts of all
National Institutes of Technology.
Accordingly the Committee met on 21st August 2006 at NIT Rourkela. The available
personnel data from several IITs and NITs were studied at length and the Committee
arrived at the recommendations given in this report. The first report of August 2006 was
discussed by all NIT Directors meeting at NIT Jaipur on 10th February 2007. The
recommendations of the meeting have been incorporated in this report.
The committee considered the vast amount of accumulated experience in the twenty
NITs, as well as the IITs and Central universities. A few documents proved particularly
useful. Among them are :
(a) Reports on existing staff structures at NITs – Rourkela, Calicut, Surat, Bhopal,
Silchar, Agartala, Allahabad, Hamirpur, Srinagar, Raipur, Nagpur, Kurukshetra
(b) Staff structure at IIT, Kharagpur
(c) Report of the sub-committee of standing committee of IIT council (SCIC) on
career progression scheme for non-teaching personnel of IITs.
(d) Order of MHRD no. F.13-4/2005-TS-I, dated 22.02.2006 addressed to Directors of
IITs on “Introduction of a Modified Recruitment & Career Progression Scheme
(RCPS) for non-teaching employees in Group – B,C & D of all IITs”
(e) Minutes of the meeting of Directors of NITs held on 1.3.2006 under Chairmanship
of Secretary (S&HE) New Delhi.
The basic philosophy of non-teaching staff structure at NITs proposed in this document is
comparable, but not identical, to that of IITs as enumerated in reference (c) above. The
difference with the IIT system stems from the fact that the staff of IITs have been granted
somewhat enhanced pay scales over time in response to introduction of superior
professional standards, while most NITs follow respective state the Government norms.
In view of the changed environment, we have attempted to retain the Government pay
scales while adopting IIT like professional standards for new entrants. It is, however,
recommended that NITs also adopt the IIT pay scales wherever possible.
(a) In line with the practice followed in IITs, we recommend a promotion policy based
on individual merit and performance, instead of vacancy based promotion. There
shall be no concept of seniority and mere accumulation of time without
proportionate increase of abilities will not fetch any reward to an employee.
1
(b) Institutes need personnel with different qualifications, skills and abilities. Specific
combinations of these three attributes are expressed in terms of “cadres”. Number
of positions in each cadre is determined a priori considering the perceived needs
of the institutes. While experience and performance ensure vertical movement of
an employee within a cadre, entry into a fresh cadre is strictly through open
selection based on merit.
(c) Most NITs have a large number of designations for their staff, particularly in Group
C and D posts. Many of these designations have lost relevance, and in many
cases the work load is too low. In this report the variety of posts have been
reduced significantly. It is expected that with uniformity of designations, lateral
mobility will improve and re-training of staff will be easier.
(d) Many existing employees of NITs do not meet the academic and professional
standards recommended by the committee because of the recruitment and
promotion policies adopted by the erstwhile RECs. In case of Group C and D
positions such employees should be permitted to retain their (rationalized)
designations and present pay scales, promotions being linked to performance. In
case of Group A & B officers, however, we recommend review of qualification and
performance for fixing both designation and pay scale in the rationalized system.
In no case, there shall be a reduction in pay drawn by an employee.
2.1 As per the recommendation of ERC and subsequent order of Finance Ministry and
the ratio of teaching to non-teaching staff strength should be 1:1.5. Keeping this
recommendation in view, the Committee studied the non-teaching staff necessary
to support the various undergraduate, postgraduate and research programmes
offered by NITs. It was concluded that the sanctioned student: teacher ratio shall
be maintained around 12:1 as directed by the Government. The non-teaching
staff strength shall be between 150% and 200% of that of the teaching staff. The
total strength of officers in administration, technical, sports, library etc is proposed
to be 10% of the faculty strength.
The “Sanctioned Student Strength” shall include students admitted to B Tech, M
Tech, MCA, MSc, M Tech (R), MBA, Ph.D and other full time programmes running
in the institute. The number of Ph.D and M Tech (R) students should be put equal
to the number of faculty members for the purpose of computing the non teaching
staff requirement. Both regular and fulltime sponsored students will be counted.
Part time and non-residential students will not be included while computing
student strength.
Institutes with very low or very high student strength may deviate from the above
general guideline. Institutes with low student strength will need more than
proportionate number of officers and Group D staff at the cost of other technical
and ministerial staff.
Based on the above reasoning, we recommend the following staff structure for
institutes of different size.
Table 1 : Non teaching staff strength for institutions of different sizes for staff-
to-faculty ratio of 1.5
Table 1A : Example of alternative Non teaching Staff distribution for non faculty to
faculty ratio of 1.1.
3
Among the technical and ministerial staff there will be 2 cadres each: one higher
cadre starting with the scale 5500 – 175 – 9000, and a lower cadre starting with
the scale 3200 – 85 – 4900 pm. The distribution of staff among the 2 cadres shall
be approximately as follows :
4
2.2 Organisational Structure
Board of Governors
Director
Registrar Faculty
Technical Assistants
Faculty / Laboratories
Senior Superintendent Mechanics / Work
of Accounts Assistants
Technicians
Groups
Lab Assistants
Superintendents / Accountants
Attendants / Caretakers
Note : Within a cadre, seniority in terms of position (Sr. Asst vs Jr. Asst or Sr. Technician
vs Technician) or number of increments drawn by an employee will not mean any
supervisory control. For example, a senior Technician will not supervise a Jr.
Technician. Both will report to an officer, a faculty member of a staff member of a
higher cadre, e.g., Technical Assistant.
5
3.1 Definition :
The term “Officer” shall mean all personnel holding posts in cadres with entry level
salary scale of Rs.8000-275-13,500/- or higher. Employees holding positions
(technical or ministerial) with salaries in the same scale, but under promotional
posts, will not be called “Officers”. [Examples: Office Superintendent, Senior
Technical Assistant with promotion].
Officers
Student Faculty
Strength Strength Total Technical
Administrative Library Engineering SAS Medical security
Strength Scientific
< 1500 125 13 5 2 3 2 1 0 0
1800 150 15 6 2 3 2 1 1 0
2400 200 20 7 3 3 2 2 2 1
3000 250 25 7 4 4 4 2 2 1
3600 300 30 8 5 5 6 3 2 1
4200 350 35 9 5 8 7 3 2 1
4800 400 40 9 5 11 7 4 2 2
5400 450 45 10 6 12 8 4 3 2
6000 500 50 10 8 14 8 5 3 2
Table 2 is only a guideline. The BOG of an institute may deviate depending on the
need.
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(a) Administration:
The post of Registrar is a statutory requirement. In addition, there will be
two other posts: Deputy Registrar, and Assistant Registrar. The
qualifications, experience and salary will be same as those in IITs and
Universities.
In addition to the three regular posts, the institute may recruit officers with
designation of “Administrative Officer” on contact with a consolidated pay
commensurate with a candidate’s qualification and experience, against a
sanctioned posts. An individual will not hold a contract position beyond
three years.
(b) Library :
One qualified librarian, who will be assisted by two or three
Deputy/Assistant Librarians, will head the library. Qualification, experience,
salary and promotional avenues will be as per IIT/UGC/ AICTE norms for
universities. The salary scales will be :
Librarian : Rs. 16,400 - 22400/-
Deputy Librarian : Rs. 12,000 - 18,300/-
Assistant Librarian : Rs. 8000 - 13,500/-
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Chief SAS Officer : Rs. 14,000 – 20,350/-
Principal SAS Officer (SG) : Rs. 12,000 – 18,300/-
Senior SAS Officer : Rs. 10,000 – 15,200/-
SAS Officer : Rs. 8000 – 13,500/-
(d) Technical :
8
3.3 Cadre Structure (Cadre, Designations, Pay scales and Numbers)
Pay structure, qualification & experience at of Group A and Group B officers
Sl. Post (Entry level) Pay Scale and Job Function Qualification and Experience as per
No. existing norms
1. Registrar Rs. 16400-500-22400/- First class Postgraduate degree in
Business Administration, Science,
Commerce, or Arts or First Class
Bachelor’s degree in Engineering with
Overall supervision of excellent academic record. At least 15
administrative system such years administrative experience in a
as academic, finance and major educational or R & D institution,
accounts, requirement, public sector undertaking, Government
establishment, procurement, or industry, out of which at least 5
security etc. [Does not years should be at the level of Dy
include academic Registrar (Rs 12000-375-18000/-) or
departments, Estate equivalent.
Maintenance, construction, Desirable: Degree in Management/Law
Library, Medical, computer and ability to supervise computerized
centre etc] administration with innovative
approach; Knowledge of financial
Any other function assigned management and accounting
by Director practices.
Age : Below 55 years
9. Sr. Scientific Officer / Rs. 12000-375-18000/- Ph.D. with 1st class or equivalent at
Sr. Research Engineer B.Tech/M.Sc level in the appropriate
/ Senior system branch with excellent academic record
Administrator throughout and at least 5 years of
industrial or research experience in the
relevant area OR M.Tech with 1st class
or equivalent at B.Tech/M.Sc level in
the appropriate branch with excellent
academic record throughout and at
least 10 years industrial or research
experience in the relevant area, out of
which at least 5 years should be at the
level of Scientific Officer Gr II or above.
14. Senior SAS Officer Rs. 10000-325-15200/- Master’s degree in Physical Education
or in any branch of science or arts, or a
bachelors degree in Engineering with a
strong background and proven record
in sports or cultural activities, and at
To organize sports and least 10 years of experience in a
other student activities college, university, sports, film or
and assist faculty in cultural environment. A Ph. D. degree
charge of Extra Academic shall count as 5 years of experience.
Activities. Any other duty The candidates should have
assigned by Director, consistently good performance
Dean (Academic Affairs) appraisal reports. Evidence of
or Dean (Student Affairs) organizing competitions and
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conducting camps and supervising
major student events. Evidence of
having produced good performance
teams / athletes / artists / dramatists
for competitions like state / national /
inter-university / inter NIT competitions.
Age : Below 40 years.
16. Superintending Rs. 14300-400-18300/- First class B.E./ B.Tech. degree in Civil
Engineer or Electrical Engineering, with a
minimum total experience of 15 years
out of which at least 5 years should
have been as Executive Engineer or
Resident-Engineer-in-Charge in
Government or reputed private
organizations.
Age : Below 50 years.
17. Executive Engineer Rs. 12000-375-15200 First class B.E./ B.Tech degree in
Electrical/ Civil Engineering with at
least 8 years’ experience in a
Government or reputed private
organization. Experience in high
tension and low tension lines, electrical
maintenance planning for Engineer
(Electrical) or Civil Engineering,
Designing and Estimation,
Construction Management, Civil
Maintenance for Engineer (Civil).
26. Chief Security Officer Rs. 12000-375-18300 Bachelor’s degree with at least 5 years’
experience in the capacity of major or
equivalent rank in defence/ police
organization. Should be well versed
with Security rules and procedures to
deal with Police and General Public.
Knowledge of fire fighting is desirable.
The requirement of Bachelor’s degree
will not be insisted as in the case of
candidates who joined Armed Forces
through NDA.
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Organizations. Should have Military or
NCC experience and Fire Fighting
Training. Should be able to ride Motor
Cycle and handle fire arms. Should
have sound health and active habits.
For personal promotion in case of other officers such as Registrars, Librarians, the
Government ACP should be applicable. Promotions shall give both higher pay and
higher designation but the job responsibilities shall remain unchanged. There shall
be no promotion to the rank of single position designations such as Registrar,
Librarian, Superintending Engineer, Chief Medical Officer, Chief Security Officer,
System Manager etc.
!
Many Institutes have regular officers appointed under old REC rules, in most cases by
promotion from ministerial cadres, who do not meet the academic and professional
standards stated in this report. Some Institutes have appointed officers on contract who,
prima facie, meet these standards, but do not hold regular posts. The Committee has the
following recommendation in their case.
The pay of existing staff or of new candidates has to be fixed by the selection committee
taking into consideration the candidate’s qualification and experience. Where the present
pay drawn does not match with one of the stages of the new scale, the corresponding
higher stage in the new scale may be given.
Contractual officers need to apply afresh against open advertisement and compete
against fresh outside candidates. If not found suitable for the advertised scale, the
selection committee may offer a lower scale, if no other candidate is found to be superior.
If the serving officer is not found suitable, the Committee may recommend one of the
following alternatives.
(i) Hold the designation with the old pay till retirement (in case of regular officers),
(ii) Accept a lower post in the new scale (in case of contractual employees),
(iii) Offer a fresh contract on mutually agreed terms, or
(iv) Terminate the service. (in case of officers on contract).
(v) Redesignate as “Officer on Special Duty” with present pay and re-defined job
function.
"
5.1. Cadre Structure (Cadre, Designations, pay scales and numbers)
Presently most NITs have a huge number of designations under group C and D
cadres, the job functions of the posts differing from each other only slightly. The
Committee recommends that the large number of designations should be mapped
only to a few designations. The mapping will be done keeping in view the pay scale,
entry qualifications and job functions.
The basic principles of the rationalization of the cadre structure are the following :
There shall be a small number of cadres, each cadre having 3 designations. The job
function for each designation in a single cadre will be the same, the higher pay being
justified by the higher efficiency earned through experience. The entire staff is divided
into 3 categories (technical, ministerial and subordinate), each category covering only
a few job functions. Each job shall have two cadres: a lower cadre and a higher cadre.
The following are the details:
Category1: Technical staff:
- Lower Cadre: Technician (3200-85-4900), Senior Technician (4000-100-6000)
Technician (Selection Grade) (5000-150-8000).
Laboratory Assistant (3200-85-4900), Senior Laboratory Assistant
(4000-100-6000) Laboratory Assistant (Selection Grade), (5000-
150-8000),
Work Assistant (3200-85-4900), Senior Work Assistant (4000-100-
6000) Work Assistant (Selection Grade), (5000-150-8000),
- Higher Cadre: Technical Assistant/ Junior Maintenance Engineer (5500-175-
9000), Senior Technical Assistant / Assistant Maintenance
Engineer (6500-200-10,500), Technical Assistant (SG) / (7500-
225-12000) / Maintenance Engineer (SG)
Category 3 Miscellaneous
- Drivers: Driver Gr.II (3050-4590), Driver Gr.I, (4000-100-6000)
Driver (SG) ( 5000-150-8000)
Ex-cadre posts such as Pharmacist, Nurse, School Teacher etc are similar in nature
to those under the Government. Their recommended scales are identical to the same
posts under the Government.
5.2: Designation, pay structure and qualifications for non- teaching posts
(Group B, C and D)
I. Entry Level Group D Posts
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Technician Rs. 3200-85- Senior Technician 4000-100- 5000-150-
4900/- 6000/- 8000/-
Laboratory Rs. 3200-85- Senior Lab. 4000-100- 5000-150-
Assistant 4900/- Assistant 6000/- 8000/-
Work Assistant Rs. 3200-85- Senior Work 4000-100- 5000-150-
4900/- Assistant 6000/- 8000/-
Driver Gr.II Rs. 3050-75- Driver Gr.I 4000-100- 5000-150-
3950-80-4590/- 6000/- 8000/-
V Entry Level Senior Group C Posts (Higher cadres) [ Become Group B posts on
promotion]
Higher cadre posts will have supervisory responsibilities in addition to normal work.
3. Technical Assistant Rs. 5500- Bachelor Degree in Science with First class
(Laboratory, 175-9000/- Honors OR First class Diploma in
Workshop, drafting, Engineering in appropriate field. A good
telephones, medical academic record is essential in all cases.
or engineering The requirement of First class can be
services, any other) / relaxed by 5% for candidates with Masters
Jr. Engineer degree in Science or Bachelors degree in
Engineering.
Secretary Gr.II Rs. 5500- Secretary Gr.I Rs. 6500- Rs. 7500-
175-9000/- 200-10500/- 12000/-
Technical Assistant Rs. 5500- Senior Technical Rs. 6500- Rs. 7500-
175-9000/- Assistant 200-10500/- 12000/-
Library and Rs. 5000- Senior Library and Rs. 6500- Rs. 7500-
Information 150-8000/- Information Assistant 200-10500/- 12000/-
Assistant
PTI Gr.II, SAA Gr. II Rs. 5500- PTI Gr.I / SAA Gr. I Rs. 6500- Rs. 7500-
175-9000/- 200-10500/- 12000/-
Pharmacist Rs. 4500- Senior Pharmacist Rs. 5500- Rs. 6500-
125-7000/- 175-9000/- 10500/-
VII Consolidated salaries for staff employed in Sponsored Projects and other
Contract Appointments
20
2. Senior Project [Rs. 5500-9000/- + Same as that for Technical Assistant.
Assistant prevailing DA] converted To be selected on the basis of open
to consolidated advertisement over a wide area
remuneration around the country
3. Project Assistant [Rs. 4000-6000/- + Same as that for Technician, but with
prevailing DA] converted at least ten years of relevant
to consolidated experience. To be selected on basis
remuneration of open advertisement over a wide
area around the country
4. Jr. Project [Rs. 3200-4900/- + Same as that for Technician. To be
Assistant prevailing DA] converted selected on basis of open
to consolidated advertisement over a wide area
remuneration around the country
5. Job Assistants Rs. 3000-6000/- Graduate in Arts/Science/Commerce,
consolidated (No DA) Diploma in Engg. or Matric with ITI
certificate selected through local
advertisement.
# $ ! % &
6.1 On introduction of this rationalized system, all old designations will stand
abolished. Every employee will be given a new designation with its associated pay
scale and pay fixation. The mapping of the old system to the new one will be
based on the following principles.
(1) A post in the old system must be mapped to one in the new system with
comparable (i) pay scale (ii) job function and (iii) qualification requirement. If the 3
attributes do not match, preference should be given to comparable pay scale and
nature of job.
(2) The pay scale should be fixed at the nearest Central Government pay scale in the
same cadre. In case the existing pay scale falls in between two Central
Government scales, the Central Government scale for a post of comparable
qualification and length of service should be adopted.
(3) Pay fixation should be at the level of current pay drawn, not with equal number of
increments in the new scale. In case of mismatch with the Central Government
stages, the higher stage should be adopted, the date of next increment being
proportionately adjusted.
(4) Employees drawing personal pay at a scale higher than their normal entitlement
should be placed in a Central Government scale nearest to it in the same cadre. If
it is one step higher than the prescribed payscale, then he will be entitled to one
more promotion in his career. If it is higher by two or more steps, the employee
will not receive any more promotions.
(5) If the current pay of an employee is such that he is above the top of the scale
(including stagnation increments) his pay will be fixed at the top of the scale plus
three stagnation increments, the difference being shown as personal pay. The
personal pay will not qualify for superannuation benefits. There will be no more
increments or increase of personal pay.
21
(6) Every employee should be entitled to two promotions in his/her career. In some
Institutes, prevailing pay scales are much higher than corresponding Central
Government scales. If it so happens that the entry-level pay scale in a cadre of the
present system is equal to a promotional post of the same cadre in the Central
system, an employee will retain his pay scale, but will be deemed to have joined
with one initial promotion. He/She will be entitled to only one promotion in future.
A mapping table of old designations and pay scales to a new set for existing staff
of NIT Rourkela is given in Annexure-1.
6.2 In case of the ministerial posts, the NIT system will have two cadres : a higher
cadre starting with Superintendent and a lower cadre starting with Junior
Assistant. In some institutes there is only one cadre starting with Junior
Assistant/LDC and ending in Superintendent. The single cadre will be split into
two cadres : a lower cadre (starting with Rs. 3200-4900 scale) and a higher cadre
(starting with Rs. 5500-9000 scale). 25% of the proposed strength going to the
higher cadre, the rest (including surplus staff) remaining in the lower cadre.
Incumbents holding designation of Superintendent or Accountant or drawing a
scale of Rs. 5500-175-9000/- or higher will be placed in the higher cadre, the rest
being placed in lower cadre. The rest of the vacant posts (with respect to
proposed strength) will be filled by a formal selection process, the selection
committee being the same as that prescribed for new recruitment.
'
7.1 Recruitment and Promotion Policy
Recruitment to any cadre (except officers) will normally be made only at the entry
post. In exceptional cases, when a long experience is required for a specific job,
recruitment may be made at a higher post of the cadre. Initial increments may also
be given in case of meritorious candidates with long experience.
For employees with superior performance record, there will be a fast track
promotion scheme. Employees specially recommended for promotion under this
scheme will be assessed, and if found suitable can get a higher position earlier than
12 years. The minimum duration of work before assessment will be 10 years. [ 8
years for truly exceptional cases, not more than 5% of the promotions given in a
year]. Promotions given after 8 to 11 years of work will not exceed 25% of the
promotion given in a year. Employees with performance record above the 60
percentile level in any institute will be eligible for consideration. For promotion and
recruitment the “year” will mean the financial year.
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The Head of Department /Office must submit a proposal enclosing tangible evidence
of superior performance record, e.g. experimental set ups or devices built, software
developed or customized, construction or maintenance activity substantially reducing
further breakdowns, or initiatives in office administration leading to significant time
saving. Such contribution must be on a sustained basis over the career of the
employee particularly during the previous five years and must be supported by
record of critical incidents. All proposals for fast track promotions should be
approved by a Cultural Committee headed by the Director (or his nominee) before
the candidates are assessed. Fast track promotions (less than 12 years in a
position) in an Institute should not exceed 25% of the promotions given during a
year. A promotion in 8 or 9 years will be rare, not exceeding 5% of the promotions
given in a year in any Institute.
Employees in lower ministerial or technical cadres can compete for posts in the
higher cadres including the posts of officers when they acquire higher degrees.
There shall be no reservation or quota for internal candidates, nor there shall be any
concessions in trade test etc. The age limit shall be relaxed to 40 years (45 years for
SC/ST candidates) if the employee has put in at least four years of service in the
Institute..
For employees who hold a selection grade post for 12 years, a personal scale may
be given at next higher level after a proper selection procedure, the designation
remaining the same as before. This benefit will be given only to persons with
outstanding service record. Group A and B Officers may be given promotion as per
provisions of Section 3.4.
Method of Selection for all non-teaching posts, including technical, ministerial and
subordinate posts, but excluding posts of Officers
Experience measured in terms of number of years shall bear no extra credit, because any
long experience should reflect in performance in the trade test. Relevance of Experience
will not be measured in terms of number of years, but in terms of the quality (type of
institution and nature of job) and usefulness of the experience, which must be evaluated
by the selection committee.
Trade tests for Technicians should cover at least two skills, preferably three. Candidates
may be required to qualify in at least two trades and show some proficiency in the third.
Candidates securing less than 50% in trade test will be disqualified.
Career (20)
The candidates will get zero credit for satisfying minimum qualification specified in the
advertisement. They will get career points for additional qualification and superior
academic record. The following table gives the basis for awarding extra points.
Selection :
The Selection Committee will examine, and if necessary, re-evaluate all records
including experience certificates, trade test papers and practical jobs. It will have
power to re-evaluate Trade tests; but all details are to be documented. Final selection
shall be made from among the candidates appearing in the interview on the basis of
total marks.
Interview : The interview will carry 20 marks. Less than 50% score in “ Trade Test
plus Interview” will disqualify a candidate. Results of the Trade Test will be
reviewed by the Interview Committee, and if the committee finds anomalies
in evaluation it will place its findings before the competent authority for
decision. .
Method of Selection:
Departmental Promotion
25
“Performance record” over the past five years other step will remain
identical.
( $
8.1 Special consideration for existing regular employees applying for higher
cadre
Technical and ministerial staff of the Institutes should be encouraged to study and
acquire higher qualifications. Such qualification and experience, either pre-
existing or acquired during employment in NIT may qualify him for a position in a
higher cadre. Examples of such scenarios are: a Technician being qualified for the
post of Technical Assistant, or a Junior/Senior Assistant being qualified for the
post an Assistant Superintendent. In such cases, it is recommended that existing
regular employees of an Institute can apply for a higher cadre position when
advertised; the recommended age limit is 40 years for general candidate and 45
years for SC/ST candidates as per Govt. of India rule. No special preference or
reservation will be given to internal candidates.
Such contract workers possess valuable skill and experience earned in the
Institute laboratories. When such candidates apply for regular positions, they will
receive no preference in terms of qualification and performance vis-à-vis other
applicants. But when there is an age limit, they may be given concession up to the
time spent on project service in comparable or higher positions. In case of long
service in projects or other long term contractual positions with comparable job
functions (exceeding 5 years) age concession may be given upto 40 years (45
years for SC/ST candidates) like that given to internal candidates.
The following table gives the equivalence of contractual and regular posts for the
purpose of giving age concession :
This concession will be available only to project staff or other contractual workers
recruited through open competition and a selection process comparable to that for
regular posts.
27
When a small amount of specialized service is needed for a finite but extended
duration, self employed professionals or persons employed in other organizations
may be recruited on part time basis. This includes physicians, paramedical staff,
catering and hotel management experts, horticulturists, surveyors or other
engineering professionals, specialized Technicians, accountants, guest house
managers etc. Suitable compensation may be worked out by mutual agreement.
Part time appointment is discouraged for jobs involving high volume continuous
work, which must either be hired on regular positions or outsourced from
recognized agencies.
(a) The family may be given Institute quarters for a period of 1 year without
paying license fee or for two years while paying the normal licence fee.
[Water and Electricity charges are to be paid by the family.]
(b) One member of the family may be given opportunity to learn a marketable
skill (e.g., computer programming, secretarial practice, a workshop trade or
a maintenance skill) free of cost in the Institute. He/She may be paid a
small stipend (between Rs. 2000 – 4000/- per month depending on
qualification and nature of job performed) for a period of one year,
provided he/she is sincere in attendance and makes progress in learning
the skill.
(c) If a family member is engaged in small trade or business, or can start one,
the institute may place orders with the firm on preferential basis for 2 years
with explicit approval of the Director.
(a) There should be no appointment to Group – D posts till such time that the
total number of employees falls below the desired number.
28
(b) Appointment in ministerial posts should be limited to vacant SC/ST posts
(based on the recommended structure) till the total number of ministerial
staff falls within the prescribed number for ministerial staff.
(e) If under any particular category the present number is below the
recommended value, new recruitment may be done to bring the staff
strength under that category to present level.
In that case the supervisory allowance should be limited to 10% of basic plus
dearness pay. A senior worker should supervise between five and ten workers in
a single trade. The senior worker’s own sincerity and productivity should be high
to be chosen for the job. The selection should be based on a combination of
seniority, skill, integrity and leadership qualities. All such allowances should be
approved by the Director of the Institute.
The normal retirement age of all supporting staff shall be 60 years. The Institutes,
however, will review their performance on completion of 57 years. Those
employees who may not contribute adequately to the activities of the Institute may
be made to retire at 58 years, the rest being allowed to continue till 60.
The Institutes should also provide for early retirement of staff through voluntary
retirement schemes. In addition, compulsory early retirement provisions of surplus
and/or poorly performing staff of the Government of India should be applicable to
NIT employees.
While it is neither possible nor desirable to fix a quota for state of origin for
technical/ministerial staff, every institute will make a positive effort to attract staff
29
from across the country. This can be done by (a) advertising in newspapers,
circulated around the country, (b) mailing interview call letters at least one month
in advance, (c) sending copies of advertisement to all IITs and NITs, apart from
other institutions such as diploma colleges of it is and (d) inviting experts from
various states.
The Ministry of HRD should monitor the recruitment process and evolve
safeguards against regional protectionism.
8.12 Vacation
All non teaching staff members shall be non-vacation staff, whether or not they
work in teaching laboratories or other offices.
The working hours of all non teaching staff should be uniformly 40 hrs/week,
except when justifiable ground exists for an exception. Job assignment may be
given as per normal schedule of the Institute, staggered hours, shift duty or
special hours (e.g. hostels, students activity centre, sports fields, swimming pool
etc), but limited to 40 hrs/week.
There is no real difference of job function among different levels of a cadre. For
example, Jr and Sr Assistants and Assistants (SG) can be given jobs
interchangeably. There shall be no officiating allowance simply because some one
with a higher designation or higher pay was on the desk before. When there is a
temporary shortage of staff, because someone is on leave or a vacancy has been
created by retirement / resignation, the job has to be shared by available staff
members without OT or other allowances. When the duration of shortage is long,
the Administration shall arrange extra manpower or outsource the service.
30
assignment and degree requirement are one and the same. Such a situation can
occur only for certain scientific officers only, depending on job assignment. All
other staff are excluded from such a facility.
Other staff desirous of pursuing M Tech or Ph. D. programme of the Institute may
be granted EOL or lien to pursue their degrees. They may be employed in
research projects during this period, if selected either through open competition or
preferential selection at the discretion of the Principal Investigator of the Project
and the Head of the Department. The Institute may, in deserving cases, extend
facilities such as retention of residential quarters and continuation of normal
increments against a bond to serve the Institute for one year beyond the studies.
In addition, the Institute may grant upto 50% of pay + DA, if support from
Research project is not adequate to cover the full pay, against a bond to serve the
Institute for one year after the project period for every six months of such support.
NITs are storehouses of technical skill, at degree, diploma and ITI levels. While
degree or postgraduate level expertise is disseminated to students through the
formal academic programmes, there is little opportunity for transferring the lower
level skills to the society. The technical personnel employed in the Institute also
can themselves improve in quality if they get an opportunity to teach.
Age : First appointment within 2 years of leaving full time study in college
or school, or before completing 23 years of age.
Selection : Through local advertisement, trade test and interview. The Trade
Test and Selection Committees will be formed by the Director.
Remuneration: Rs. 5000/- (Rupees five thousand only) consolidated per month.
In exceptional cases, where a candidate renders a service leading
to significant saving of expenditure to the Institute, the Director may
enhance the remuneration during second and third years, up to of
Rs.7500/- per month. In truly exceptional cases, where the
stipendiary shows exceptional proficiency in learning and in this
process help the institute, Director may sanction upto Rs 10,000/-.
The BOG may review these remuneration figures every 4 years
starting 2012. They rates of compensation may be adjusted with
cost of living in proportion to the salary of an entry level group C
post.
Number of positions: Not to exceed 20% of faculty strength at any time. These
positions being essentially stipendiary positions, they will not be
counted against sanctioned posts. The appointment may be made
on sanction of the director.
Stipendiary posts will not be counted against sanctioned regular posts. The
stipendiaries will not be subjected to EPF/ESI contribution.
32
from comparable institutions like IITs. The provisions given in this report in
different sections are summarized in this section.
Different job cadres, whether in the same of different stream of activity, address
to separate job requirements; therefore the mobility between two cadres is
neither feasible nor desirable. Within a given cadre, however, an employee must
get opportunity to be upwardly mobile because all posts within a cadre have same
job function, greater capability and higher experience leading to better
performance.
Unlike the REC, the number of sanctioned posts in NIT in any cadre is below the
perceived need. The cost of salary and pension is also a concern. Therefore the
number of sanctioned posts in any cadre shall not exceed the need of persons
with the corresponding qualification. If a job can at all be done by a person with a
lower qualification it should carry the corresponding lower designation and pay
scale.
Some employees join lower cadres due to non-availability of posts and are
suitable to higher cadres. Some acquire new skills or new degrees in service and
thus earn the qualification for a higher cadre in the same line or in a different line.
The Institute needs to be responsive to such situations.
The primary target of this section is to offer easier and assured promotion to
employees to higher and higher responsibilities, to greater and greater salaries,
within a cadre, and in deserving cases, outside the cadre. Considering the above
constraints and motivators, the following package is outlined.
1. Within each cadre, there will be a flexible structure among different posts; there
should be no limit on the number of employees in any post, while the total number
of employees in a cadre is within sanctioned strength. An employee, on acquiring
the prescribed minimum number of years of service, should be promoted on his
own merit without counting the number of posts.
2. There shall be at least three posts within a cadre, each post covering at least 15
or 20 increments, so that an employee can work up to 40 years without ever
stagnating.
3. The normal duration for promotion shall be 12 years as per Central Government
guideline. However for persons with superior performance record, the duration
shall be lower, though not less than 8 years. To avoid too much disparity with
other institutions, number of persons promoted after 8 or 9 years should be within
5% of total promotions for the year and that after 10 to 11 years within another
20%. In exceptional cases of poor performance, promotion can be delayed up
to14 or 16 years or even denied totally. There shall always be a trade test for
every promotion so that subjective factors do not influence selection.
4. When employees with excellent performance record get quick promotions, they
may stagnate in a selection grade post beyond 12 years, though growing in terms
of salary. It is recommended that employees who have spent 12 years in the third
rung of a cadre will be made eligible for a 3rd “personal” scale a higher scale. This
should be available to persons with consistently “excellent “performance appraisal
score over the past five years. This provision eliminates the need for entry into a
different cadre with a different job function. For example, an excellent turner gets
promoted to a position of a high-end turner with responsibility of precision turning
and guiding other turners, rather than being posted as a designer with no skill to
do the job.
33
earlier shall be given relaxation against age bar. They will be given five years
grace in age limit. It will be same for general and SC/ST candidates. Within five
years grace, there will be no restriction on the number of years served in the
Institute.
7. For promotional posts within a cadre (in case the proposal for a flexible cadre
structure is turned down and the number of posts remains limited in higher levels
within a cadre) there shall be no age limit of an internal candidate serving in the
same cadre. One can apply for a promotional post within his cadre up to the date
of retirement.
8. It is appreciated that younger candidates entering job market often possess better
academic record, at least in terms of percentage of marks. This puts existing
employees with long experience at disadvantage. It is proposed that for internal
candidates applying for a promotional posts within his own cadre, “career points”
will be replaced by “performance appraisal points” , the highest values of both
remaining the same. Alternatively, a 5% grace may be given on the qualifying
exam only for internal candidates who have put in at least four years of service.
It is expected that these provisions will ensure greater satisfaction among the existing
staff and will increase productivity.
Most of the RECs had a liberal staff structure providing a large number of group D
posts. The old structure was suitable for an affiliated college of the past century.
They are not relevant to the needs of an institution of national importance and of
university standard that lays emphasis on research and creation of intellectual
property. On conversion to NIT, there is far greater emphasis on professional and
technical posts, including administrative, scientific, technical, library and
engineering officers. The following procedure is prescribed for fixing the initial
sanction of staff for any institute.
Step 1: Every Institute will make a list of all originally sanctioned posts giving (i)
Name of post (ii) Scale of pay, and (iii) Number of posts, and submit to
MHRD for records.
Step 2: The Institute will make a list of proposed posts as per section-2 of the
document giving the same details as in step 1, and submit to MHRD for
records. It will request the ministry for permission to create posts where
there is deficit.
Step 3: The Ministry will permit the institute to create the posts within its norms
and will communicate its approval to the institute.
Step 4: Once the posts are created, the existing employees holding the
appropriate designations will be fitted into the new posts, taking into
consideration their present designation, job function, pay scale and
number of pay upgradations received in their careers. All existing posts
of REC will stand abolished from the date when the incumbent employee
34
joins a newly created post, resigns, retires or otherwise leaves the
institute.
Step 5: When there are employees holding proper designations but lower pay
scales, they will be assessed by a duly constituted selection committee.
If they meet the qualification and experience criteria of the new posts,
they may be fitted onto the new scales at close to the old salaries . If
they do not meet the requirements of the new posts they may continue in
the existing scales and discharge the duties of the corresponding posts.
No other appointment will be made against the same posts.
Step 6: Salary fitment will be made at the lowest possible pay in the new scales
without decrease of pay of any employee. In the process, some
employees may be given “personal pay scale” or “personal pay” without
disturbing the system, when it becomes impossible to match the old and
new pay scales.
Step 7: The final list of (a) employees with corresponding posts, pay scale and
pay, (b) list of surplus employees, old designations, pay scales and pay,
and (c) list of vacant posts for which no employee is available with proper
skills shall be intimated to the Ministry after approval of the Board.
Surplus employees should be kept in the pay roll with normal job
assignment till they retire. But employees who refuse to be re-trained, or
show no promise of work, are insincere or create disturbance in the
institute may be given opportunity to take early retirement. In extreme
cases, compulsory separation may be resorted to, after finishing all other
avenues of re-training and/or attitude correction.
35
12. Conclusion
The committee recommends that the measures suggested in this report are
examined by the ministry and circulated to all the institutes with a mandate to
implement them uniformly in all institutes. Wherever local conditions are different
from what have been considered by us, local solutions may be resorted to with
consent of the ministry. Major issues may be discussed in the meeting of directors
and uniform guidelines should be arrived at by collective decision making.
36
Annexure I
37
Mapping of old designations and pay scales to a new set for existing employees of NIT Rourkela
This table gives the mapping of posts implemented at NIT Rourkela. It can be used as a guideline for all NITs to map their existing posts to new
ones. Designations such as “Foreman” or “Assistant Foreman” which do not exist at NIT Rourkela do not appear explicitly in this table. Such posts
should be mapped on the consideration of pay scale, job functions and prescribed qualifications.
Sl. Existing Designation Existing Scale Rationalised Designation & Entry Level Designation in the Remarks
No. of Pay at entry Scale rationalized scale
grade
Designation Scale Designation Scale
(1) (2) (3) (4) (5) (6) (7) (8)
1. Medical Officer 8000-13500 Medical Officer 8000-13500 Medical Officer 8000-13500
Junior Engineer/Jr. ME
2. 6500-9900 Asst. Engineer 6500-10500 Junior Engineer 5000-8000
(Elect)
3. Asst Engineer 6500-10500 Asst Engineer 6500-10500 Asst Engineer 6500-10500
Estate Engineer-cum- Asst Executive
4. 8000-13500 8000-13500 Asst Engineer 6500-10500
Manager/ME-cum-EM Engineer
Special scale for incumbents
5. Technical Asst. 5900-9700 Technical Asst. 5500-9000 Technical Asst. 5000-8000
only
6. Sr. Tech. Asst. 6500-9900 Sr. Tech. Asst. 6500-10500 Technical Asst. 5000-8000
Special scale for incumbents
7. Draughtsman 5300-8300 Draughtsman 5000-8000 Jr. Draughtsman 4000-6000 only Promotion scale Rs. 5500-
9000
4000-6000 Junior 4000-6000
Junior Assistant/
Assistant * Time bound Career
Jr. Record Keeper/Diarist
8. Junior Assistant 3200-4900 Progression Scheme of Govt. of
/Asst Cashier
Orissa
Jr Assistant
4500-7000 Jr. Assistant 4500-7000 *
Telephone Telephone
9. Telephone Operator 4000-6000 4000-6000 3200-4900
Operator Gr.I Operator Gr.II
Senior Assistant/ UDC/
10. Cashier/Sr. Typist/ 5300-8300 Senior Assistant 5000-8000 Junior Assistant 3200-4900
Store Keeper
Superintendent/Accounta Superintendent/
Special scale for incumbents
11. nt 5900-9700 Superintendent 5500-9000
only (No more ACP)
(Accounts)
12. Junior Steno 4500-7000 Stenographer 4500-7000 Stenographer 4000-6000 Special scale for incumbents
38
Sl. Existing Designation Existing Scale Rationalised Designation & Entry Level Designation in the Remarks
No. of Pay at entry Scale rationalized scale
grade
Designation Scale Designation Scale
Senior Stenographer Senior
13. 5300-8300 5000-8000 Stenographer 4000-6000
Stenographer
14. Lab Assistant 5300-8300 Lab Assistant 5000-8000 Lab Assistant 3200-4900
* As per TGT (Physical Edn)
15. PTI 5300-8300 PTI Gr.II 5500-9000 * PTI Gr.II 5500-9000
scale under GOI)
16. PTO 6500-10500 PTO 6500-10500 Special scale for incumbents
Pharmacist (With
17. 4500-7000 Pharmacist 4500-7000 Pharmacist 4500-7000
Diploma)
18. Driver 4000-6000 Driver Gr.II 4000-6000 Driver Gr. II 3200-4900
19. Mechanic-Grade-III 4500-7000 Technician 4500-7000 Technician 3200-4900 Special scale for incumbents
Sr.
20. Mechanic Gr.II 5300-8300 5000-8000 Technician 3200-4900
Technician(SG)
21. Mechanic Gr.I 5900-9700 Technician (SG) 5500-9000 Technician 3200-4900 Special scale for incumbents
Sr. ACP after 24 years from date
3200-4900
Technician(ITI) 4000-6000 Technician of 3200-4900 or 3050-4590
22. Tracer/Carpenter/plumber 4000-6000 scale
Attendant (SG)
4000-6000 Attendant Gr.II 2650-4000 No more ACP
(Non ITI)
ACP after 24 years from date
Sr.
4000-6000 Technician 3200-4900 of 3200-4900 or 3050-4590
Technician(ITI)
23. Lineman-cum-Wireman-C 4000-6000 scale
Attendant (SG)
4000-6000 Attendant Gr.II 2650--4000 No more ACP
(Non ITI)
Sr. Technician
24. Lineman-cum-Wireman-B 4500-7000 4500-7000 Technician 3200-4900 Special scale for incumbents
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
26. Library Attendant 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
39
Attendant Gr.I Attendant Gr. II
3050-4590 2650-4000
(Matric)
27. 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Attendant Gr.I 3050-4590 Attendant Gr. II 2650-4000
(Matric)
28. Groundsman 3050-4590
Attendant Gr.I Unskilled Worker
3050-4590 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
29. Bus Helper 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
30. Head Class Room Bearer 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
31. Daftary 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
32. Pump Driver 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
33. Electrical Helper 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
34. Helper Water Supply 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
40
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
35. Helper Building 3050-4590
Attendant Gr.II
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
36. Head Watchman 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Peon/Class Room/Bearer/ Attendant Gr.II
Helper Director’s 2650-4000 Attendant Gr. II 2650-4000
(Matric)
Residence/
37. Bearer/Sweeper/Key man/ 2650-4000 Attendant Gr. II
Female Attendant/Word (Non-Matric) 2650-4000 2550-3200
Unskilled Worker
boy (Medicial)/Helper-
cum-Gardener/ Watchman
Attendant Gr. II
2650-4000 Mali 2650-4000
(Matric)
38. Mali 2650-4000 Attendant Gr. II
(Non-Matric) 2650-4000 Unskilled Worker 2550-3200
Attendant Gr. II
2650-4000 Attendant Gr. II 2650-4000
(Matric)
39. Mistry 2650-4000 Attendant Gr. II
(Non-Matric) 2650-4000 Unskilled Worker 2550-3200
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
40. Fireman 3050-4590
Attendant Gr.II
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
Sr.
4000-6000 Technician 3200-4900
Technician(ITI)
41. Work Sarkar/Work Asst 4000-6000
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
42. Reprographic Operator/ Sr.
4000-6000 4000-6000 Technician 3200-4900
Duplicating Operator Technician(ITI)
41
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
43. Head Mali 4000-6000 Mali(SG) 4000-6000 Mali 2650-4000
Attendant Gr.I
3200-4900 Attendant Gr. II 2650-4000
(Matric)
44. Ferro Printer 3200-4900
Attendant Gr.I
3200-4900 Unskilled Worker 2550-3200
(Non Matric)
Attendant Gr.I
3200-4900 Attendant Gr. II 2650-4000
(Matric)
45. Book Binder 3200-4900
Attendant Gr.I
3200-4900 Unskilled Worker 2550-3200
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
46. Treasury Sarkar 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
47. Khansama 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
48. Matron 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
49. Mate 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non Matric)
Sr.
4000-6000 Technician 3200-4900
Technician(ITI)
50. Mason 4000-6000
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
5000-8000
Technical Asst
51. Medical Technician 4500-7000 (Medical) [ With 4500-7000 Technical Asst (Medical)
Special scale for
Diploma]
incumbents only
42
Medical
Technician 4500-7000 Medical Technician 4500-7000
[Non-Diploma]
43
Sr.
4000-6000 Technician 3200-4900
Sanitary Fitter/Meter Technician(ITI)
52. 4000-6000
reader Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
Special scale for incumbents
53. Programming Asst. 5900-9700 Technical Asst 5500-9000 Technical Asst 5000-8000
only
54. Scientific Officer Scientific Officer
System Programmer 8000-13500 8000-13500 8000-13500
Gr.II Gr.II
Scientific Officer Scientific Officer
55. System Analyst 10000-15200 10000-15200 8000-13500
Gr.I Gr.II
Security Special scale for incumbents
56. Security Inspector 5300-8300 5000-8000 Security Inspector 5000-8000
Inspector only
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
57. (Matric)
Asst. Head Mali 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non Matric)
Sr.
4000-6000 Technician 3200-4900
Technician(ITI)
58. Gasman 4000-6000
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
LIBRARY STAFF
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
59. Library Attendant 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non Matric)
60. Library Clerk 4000-6000 Jr. Assistant 4000-6000 Jr. Assistant 3200-4900
LABORATORY STAFF
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
61. Lab Attendant 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non Matric)
44
Annexure II
45
Table II(a): Existing sanction of Non-teaching posts: designations, pay scales and number of posts
46
27 Senior Draughtsman 1 5900 9700 5900 9700
28 S.I-cum-Mech. Gr. I 5 5900 9700 29500 48500
29 Mechanic Gr. I 6 5900 9700 35400 58200
30 Prog. Asst. 2 5900 9700 11800 19400
31 Senior Steno 5 5300 8300 26500 41500
32 Senior Asst. 31 5300 8300 164300 257300
33 Store Keeper 2 5300 8300 10600 16600
34 Cashier 1 5300 8300 5300 8300
35 P.T.I. 1 5300 8300 5300 8300
36 Laboratory Asst. 4 5300 8300 21200 33200
37 Draughtsman 2 5300 8300 10600 16600
38 Mechanic Gr. II 17 5300 8300 90100 141100
39 Instructor-cum-Mech. Gr.II 7 5300 8300 37100 58100
40 Boiler Operator 1 5300 8300 5300 8300
41 L.M.-cum-W.M. ' A' 1 5300 8300 5300 8300
42 Jr. Steno 10 4500 7000 45000 70000
43 Pharmacist 1 4500 7000 4500 7000
44 C.I.-cum-Mech. Gr.III 12 4500 7000 54000 84000
45 Mech. Gr. III 11 4500 7000 49500 77000
46 Pump Driver-cum-Mech. 1 4500 7000 4500 7000
47 L.M.-cum-W.M. ' B' 2 4500 7000 9000 14000
48 Medical Technician 1 4500 7000 4500 7000
49 Junior Asst. 43 4000 6000 172000 258000
50 Mason 3 4000 6000 12000 18000
51 Carpenter 2 4000 6000 8000 12000
52 Sanitary Fitter 1 4000 6000 4000 6000
53 Meter Reader 1 4000 6000 4000 6000
54 Plumber Fitter 2 4000 6000 8000 12000
55 Telephone Operator 2 4000 6000 8000 12000
56 Head Mali 1 4000 6000 4000 6000
57 Driver 4 4000 6000 16000 24000
58 Dupl. Mach. Optr.-cum-Mech. 1 4000 6000 4000 6000
59 Asst. Cashier 1 4000 6000 4000 6000
60 Jr. Record Keeper 1 4000 6000 4000 6000
47
61 Work Sirkar 1 4000 6000 4000 6000
62 Data Entry Operator 1 4000 6000 4000 6000
63 Repographic Operator 1 4000 6000 4000 6000
64 Tracer 1 4000 6000 4000 6000
65 L.M.-Cum-W.M. ' C' 3 4000 6000 12000 18000
66 Gas Man 1 4000 6000 4000 6000
67 Book Binder 1 3200 4900 3200 4900
68 Ferro Printer 1 3200 4900 3200 4900
69 Treasury Sirkar 1 3050 4590 3050 4590
70 Library Attendant 4 3050 4590 12200 18360
71 Groundsman 1 3050 4590 3050 4590
72 Khansama 1 3050 4590 3050 4590
73 Daftary 3 3050 4590 9150 13770
74 Head Watchman 1 3050 4590 3050 4590
75 Mate 2 3050 4590 6100 9180
76 Pump Driver 6 3050 4590 18300 27540
77 Asst. Head Mali 1 3050 4590 3050 4590
78 Matron 1 3050 4590 3050 4590
79 Dresser 1 3050 4590 3050 4590
80 Asst. Sweeper Mistry 1 3050 4590 3050 4590
81 Fireman 2 3050 4590 6100 9180
82 Lab. Attendant 27 3050 4590 82350 123930
83 Helper Director's Office 1 3050 4590 3050 4590
84 Helper Water Supply 4 3050 4590 12200 18360
85 Helper Electrical 8 3050 4590 24400 36720
86 Helper Building 5 3050 4590 15250 22950
87 Bus Helper 2 3050 4590 6100 9180
88 Jr. L.M.-cum-W.M. 6 3050 4590 18300 27540
89 Head CRB 1 3050 4590 3050 4590
90 Bearer 27 2650 4000 71550 108000
91 Peon 43 2650 4000 113950 172000
92 Mali 17 2650 4000 45050 68000
93 Sweeper 24 2650 4000 63600 96000
94 Keyman 3 2650 4000 7950 12000
48
95 Watchman 31 2650 4000 82150 124000
96 Female Attendant 1 2650 4000 2650 4000
97 Ward-boy (Medical) 1 2650 4000 2650 4000
98 Helper-cum-Gardener 1 2650 4000 2650 4000
TOTAL 475 1921850 2968510
49
Table II(b): Proposed staff structure for an institute with Sanctioned student Strength = 2400 and
Faculty Strength 200 compatible with requirements of a university level institution of
National Importance and with the recommendations of ERC, MHRD guidelines
and recommendations of the Committee of Directors
Serial Designation Number of Basic Pay Basic Pay end Total (Beginning of Total (End of scale)
Number Posts Beginning of of sclae scsle)
scale
1 Registrar 1 16400 22400 16400 22400
2 Dy. Registrar 2 12000 18300 24000 36600
3 Asst. Registrar 4 8000 13500 32000 54000
4 Medical officer 2 8000 13500 16000 27000
5 Security Officer 1 8000 13500 8000 13500
6 Librarian 0 16400 22400 0 0
7 Dy. Librarian 1 12000 18300 12000 18300
8 Asst. Librarian 2 8000 13500 16000 27000
9 Executive Engineer 1 12000 18300 12000 18300
10 Sr. Engineer 0 10000 15200 0 0
11 Engineer 1 8000 13500 8000 13500
12 Chief Scientific Officer 0 16400 22400 0 0
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17 Technical Assistant/ Library Information 51 5500 9000 280500 459000
Assistant/ Pharmacist/ Medical Technician
18 Senior Technical Assistant etc 26 6500 10500 169000 273000
19 Technical Assistant (SG) etc 13 7500 12000 97500 156000
20 Technician/ Laboratory Assistant/ Driver 51 3200 4900 163200 249900
21 Senior Technician etc 26 4000 6000 104000 156000
22 Technician (SG) etc 13 5000 8000 65000 104000
23 Superintendent/ Secretary Gr. II 10 5500 9000 55000 90000
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Recommendation
Comparing table II(a) and Table II(b), we find that the proposed structure
leads to substantial reduction in manpower in both numbers (475 to 320)
and in expenditure on direct salaries while enhancing quality. This gives
opportunity to address to increase in student strength using the current
manpower, particularly for accommodating the immediate increase due
to OBC reservation and due to creation of new departments. The
reduction in work force will be compensated by outsourcing of certain
services such as maintenance of quarters, security and gardening, and
by eliminating certain services such as duplicating machine operators
and large number of peons and bearers which have lost significance in
today’s context.
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