1

Presented y





Veta 0ane
(PlMSR, Panvel)



















/ To]c. on
)c.vincn vnv Tonoion
1n
Oi vnv )vvv v.
(oovion
(Tvi. c.o +nvcv[in)
2






ACKNDWLE0CEhENT


t Is a matter of great pleasure and proud prIvIlege to be able to present thIs
Project Feport on "FecruItment and PromotIon PractIces at DIl E Natural Cas
CorporatIon LImIted (DNCC)".

The completIon of thIs Project Is an Important mIlestone In my lIfe and the
executIon of the same was possIble only wIth the InspIrItIng and valuable
guIdance, cooperatIon and unstInted support rendered to me by |r. Puneet
Kumar Pandey (ChIef HF manager), |s. |eeta Prasad (0eputy HF manager) and
others. Not only dId they guIde me In thIs project, but also taught me the basIc
skIlls requIred to be a good HF manager. am deeply Indebted and thankful to
them for theIr valuable support and guIdance.

wIsh to record my deep sense of apprecIatIon for |r. Ashok Kumar for gIvIng
hIs tIme and substance to guIde me durIng my project.

deeply apprecIate all the valuable support accorded to me coupled wIth the
cooperatIon and all the help gIven by all, In one way or the other, whIch
helped me In the successful completIon of thIs Project.







3

Sr.
No.
PartIcuIars Pg.
No.

#ATIDNALE 4

DJECTIVES 4

HYPDTHESIS 4
7
#ESEA#CH hETHD0DLDCY 5
1 o ntroductIon about DNCC 6
o |anpower In DNCC 14
o HF 0epartment In DNCC 18
2 o FecruItment practIces In DNCC 20
o Procedure followed for recruItment 29
o Case study on FecruItment J4
J o PromotIon PractIces In DNCC J8
o Case Study on PromotIon 54
4 o SamplIng 60
o QuestIonnaIre 61
o PIe Charts 62
o SuggestIons of the Employees 69
5 o FInal DbservatIons E ConclusIon 70
6 o 8IblIography 72
7 o Annexure 7J

4
Ij #ATIDNALE:

As we know, the FecruItment and PromotIon Is a very crucIal and
Important actIvIty In any organIzatIon. Now days, to develop the
organIzatIonal growth, It has become very necessary to have a very
effIcIent, talented, experIenced and well traIned manpower wIth the
organIzatIon. At the same tIme It Is very much necessary to take care of
It that the real talented and elIgIble candIdates are selected/ promoted,
there should not be any polItIcal, unIons or other type of Interference In
the selectIon process.

IIj DJECTIVES:

The maIn objectIves of the study on FecruItment and PromotIon practIces
In DIl E Natural Cas CorporatIon LImIted are:

A] To know and learn the proper processes, tactIcs and methods
followed for recruItments and promotIons In a world class DIl E
Cas Company Integrated In energy busIness whIch Is Covernment
of ndIa UndertakIng.

8] To know the career growth chances In the company for the
reserved categorIes as well as other employees In the company.

C] How the employment and promotIons decIsIons effects to the
performance of the management and progress of organIzatIon.

IIIj HYPDTHESIS:

The employees are not satIsfIed wIth the PromotIon polIcIes of the
company.








5
IVj #ESEA#CH hETHD0DLDCY:

The data requIred for completIon of the Project on FecruItment and
PromotIon PractIces In DNCC wIll be collected stepwIse as follows:

Step-1: CoIIectIon of PrImary 0ata:

The prImary data wIll be collected through vIsIts and In
consultatIon wIth |anagers, DffIcers and staff concerned
wIth the FecruItment and PromotIon practIces In DNCC.

Step-2: CoIIectIon of Secondary 0ata:

The secondary data wIll be collected wIth the help of
readIng FecruItment and PromotIon FegulatIons 1980 (FEP
1980), |odIfIed FecruItment and PromotIon FegulatIons
1980 (|FPF1980), HF |anual of DNCC and other sources
and books.

Step-3: 0ata ProcessIng:

0ata wIll be tabulated and presented In terms of charts and
graphs.

8ased on the analysIs and general observatIons, ConclusIon wIll be drawn.














6







































7
1955 Oil and Gas Directorate, GO
1959 Autonomous Statutory Body
1994 Public Limited Company
1997 A Navaratna PSU
1956 Oil & Natural Gas Commission
2000 A "Flagship Oil PSU
hIIestones



Exactly, 50 years down the lIne, the foundatIon of DNCC was laId In the form of
DIl and Cas dIvIsIon, under CeologIcal Survey of ndIa, In 1955. A few months
later, It was converted Into an DIl and Natural Cas 0Irectorate. The 0Irectorate
was converted Into CommIssIon and chrIstened DIl E Natural Cas CommIssIon
on 14
th
August 1956.

n 1994, DIl and Natural Cas
CommIssIon was converted In to
a CorporatIon, and In 1997 It was
recognIzed as one of the
Navratnas by the Covernment of
ndIa. Subsequently, It was
recognIzed as a "FlagshIp" DIl
PSU In the year 2000. n Its fIrst
50 years, DNCC created and
sustaIned unprecedented wealth
In Its busIness, a trIllIon ndIan
Fupees, for Its owners, a bIllIon cItIzens of ndIa.

Today, DIl and Natural Cas CorporatIon Ltd. (DNCC) Is, the leader In
ExploratIon E ProductIon (EEP) actIvItIes In ndIa havIng 8J contrIbutIon to
ndIa's total productIon of crude oIl and 81 of natural gas. DNCC Is a Fortune
500 Company and Is ndIa's |ost 7aluable Company In ndIa, In terms of market
capItalIzatIon, profIt and networth (ET 500, July 2005). Today, DNCC Is settIng
standards In everythIng It does, from exploratIon to retaIlIng to socIoeconomIc
development to envIronment protectIon.

DNCC as an Integrated DIl E Cas Corporate has Inhouse capabIlIty In all one
tenth of ndIa's refInIng capacIty. WIth one overseas acquIsItIon In 2001, It has
spread Its wIng to 12 countrIes wIth 16 propertIes. WIth an Investment to the
tune of S J.5 bIllIon, DNCC Is the fIrst PublIc Sector |NC of ndIa.




INT#D0UCTIDN ADUT DNCC
8

SustaInIng growth:


0espIte volatIle oIl markets and crude oIl prIces, your Company has earned a
Net ProfIt of Fs.161, 26J mIllIon (down J.45 from Fs. 167,016 mIllIon In 2007
08).
0urIng the year under revIew, your Company regIstered gross revenue of Fs.
650,494 mIllIon, (up 5.7 from Fs. 615,426 mIllIon In 200708), despIte sharIng
under recoverIes of Fs. 282,252 mIllIon (Fs. 220,009 mIllIon In 200708), of the
publIc Sector
DIl |arketIng CompanIes by way of dIscounts In the prIce of Crude DIl, 0omestIc
LPC and P0S Kerosene, on admInIstratIve InstructIons of the |InIstry of
Petroleum E Natural Cas, Covernment of ndIa.
1.1 HIghlIghts:
- Sales Fevenue: Fs. 6J9,682 mIllIon
- ProfIt after Tax (PAT): Fs. 161,26J mIllIon
- ContrIbutIon to Exchequer: Fs. 280,496 mIllIon
(DNCC's contrIbutIon to Central and State Covernment
by way of Cess, Foyalty, dutIes, taxes and 0IvIdend on
Central Covernment ShareholdIng).
- Feturn on CapItal Employed 49.9
- 0ebtEquIty FatIo 0.000J:1
- EarnIng Per Share (Fs.) 75.40
- 8ook 7alue per Share (Fs.) J65




9







10


DNCC - FECDCNTDN, FANKNCS, Awards and AccredItatIons
Awards AccredItatIons

- Secured three out of eIght Petrofed Awards 2008, InstItuted by Petroleum
FederatIon of ndIa (Petrofed), for performance durIng 200708.
(AprIl 2009)
- LeadIng DIl E Cas Corporate of the year
- ExploratIon E ProductIon Company of the Year
- Project |anagement (above Fs. 2000 Crore) Company of the Year for the
year 2008.
- 8agged all the NatIonal |Ines Safety Awards (12 awards), In DIl |Ine
Category, for the year 2004, 2005 E 2006. (|ay 2008)
- Cold Trophy for 'SCDPE |erItorIous Award for Cood Covernance 20062007'.
(November 2008)
- CommendatIon for Strong CommItment, CTC SustaInabIlIty Awards2008.
(0ecember 2008)
- |aIden Colden Peacock Award for CombatIng ClImate Change 2008 InstItuted
by nstItute of 0Irectors (D0). (|ay 2008)
- EnterprIse Excellence Award In recognItIon of excellent corporate
performance InstItuted







11






Smt Chtra Suman, 0NCCan and nternatonal athlete oj reute recevny
the Aruna award jrom Hon'ble Presdent oj lnda, Smt Pratbha 0evsnyh
Patl


- 8est PublIc Sector Award 2008 InstItuted by PublIc FelatIons SocIety of ndIa
(PFS). (August 2008)

- WInner's trophy of the maIden "Earth Care Award for excellence In clImate
change mItIgatIon and adaptatIon" under the category
of "CHC mItIgatIon In the small/ medIum and large enterprIses" InstItuted by
TImes of ndIa and JSW foundatIon to recognIze local and relevant actIons to
tackle clImate change. (AprIl 2008)

- Awarded the fIrst 0alal Street nvestment Journal (0SJ) PSU Awards 2009 for
the category HIghest ProfIt makIng EnterprIse for the
FY 200708. (|arch 2009)

- SAP Awards for Customer Excellence (ACE) for the year 2008 In the category
'Extended Supply ChaIn (SF|)' for ImplementatIon of reverse auctIon process on
the SAPSF| platform; the fIrst PSU to successfully Implement the process.
(September 2008)


12
Awards to usIness unIts
Assam Asset
- Creentech Safety SIlver Award2008 for two of the Surface InstallatIons of
Assam; CTFLakwa and CCPFudrasagar (F0S). (AprIl 2008)

Cauvery Asset
- Creentech Safety SIlver Award2008 (AprIl 2008)
- Corporate SocIal FesponsIbIlIty Award InstItuted by the TamIl Nadu
Covernment. (|arch 2009)

CLDAL #ANKINCS
1. DNCC ranked 265
th
In Forbes CIobaI 2000 lIst by sales, profIts, assets E
market value, Topper from ndIa
2. DNCC topped among ndIan Corporate In Forbes 400 CIobaI Corporate
(rank 1JJ
rd
) and FInancIaI TImes CIobaI 500 (rank J26
th
), by |arket
CapItalIzatIon.
J. DNCC recognIzed as the est DII Cas Company In AsIa In 2004 Clobal
FInance |agazIne, New York
4. DNCC ranked 3
rd
among the 50 best AsIan companIes, usIness Week,
Dctober 2005. DNCC tops the lIst of sIx ndIan companIes fIgured In the
lIst.
5. DNCC ranked as 2
nd
among CIobaI EP CompanIes, No. 1 In ProfIts, In
J
rd
Platts E8T Survey 2004
6. DNCC ranked 24
th
among CIobaI Energy CompanIes (16th among DIl E
Cas companIes) by |arket CapItalIzatIon (0ec 04) In PFC Energy 50, Feb
05
7. DNCC Is the sole ndIan entry Into the UNCTA0's top 50 nonfInancIal
TNCs (TransnatIonal CorporatIons) from the developIng countrIes ranked
by foreIgn assets In 200J.




13


IN0IAN #ANKINCS :

1. DNCC recognIzed as the Creenest company In IndIa - 8TACNIelsen DFC
|AFC survey, 8T, 24th Dctober 2004

2. DNCC recognIzed as ndIa's |ost 7aluable Company In terms of harket
CapItaIIzatIon, Net Worth and Net ProfIt, the EconomIc TImes 500, JuIy
2005, usIness Today 500, usIness aron 5000 usIness Week.

J. DNCC topped the FE500 (FInancIal Express) lIst on the basIs of Net Worth,
Cross ProfIt and harket CapItaIIzatIon. Dn composIte rankIng of thIs FE500
(for 2004), DNCC recognIzed as the second best company In ndIa.

4. DNCC ranked 17
th
host #espected Company 8usIness world rankIng
November' 2004

5. DNCC ranked as No.1 hanufacturer among 500 top ndIan manufactures
ndustry 2.0, 2004
















14

Manower Trends

Mcnpower strenyth o] DN6C stcnds ct J4Z22 (2J158 Executves cnd 1154
NonExecutves).

%hs mcrks c decrecse o] 14J (4) over the lcst yecr's strenyth (J185).

%hs strenyth wcs
4J40 cs on 01.04.18 .e. 20 yecrs cyo
44548 cs on 01.04.1 .e. 10 yecrs cyo

%he cvercye cye o] our employees s 4 yecrs, wth 4Z yecrs cs the
cvercye cye o] Executves, 44 yecrs ]or Clcss lll cnd 4 yecrs ]or Clcss l\

40 o] the totcl Clcss l executves cre ct the E4 level.

Dn compcrny the exstny mcnpower strenyth cycnst the smlcr strenyth
n the pcst (cs on 1418J), ]ollowny trends ccn be observed.

1-4-1983 1-4-2009
%otcl Mcnpower 33020 34722
Non %echnccl to %echnccl Rcto 1 : 1.05 1 : 2.20
Non Executve to Executve Rcto 1 : 0.J 1 : 2.00
Senor Mcncyement ( EZ to E) 0.1 0.Z
Mddle Mcncyement ( E5 to E ) 0.5 .5
1unor Mcncyement ( E1 to E4 ) 1. 4Z.5
Supervsor (E0 ) Z.8 12.1
Sklled Workers ( Clcss lll ) 44.2 2J.J
Workmen ( Clcss l\ ) 20.1 10.0



%otcl J0 o] present Clcss l strenyth shcll supercnnucte durny the next
deccde (200 to 2015) cnd 8 n the next ]ve yecrs (2002010) cs
under:

15
AR
X aye
9 8 7 4 3 2 1 Total
200- 1 100 100 Z5 44 2J J0 J2 22 J0
200- 10 2 4Z 42 25 10 0 12 10 04 08

%he supercnnucton pro]le n terms o] cbsolute numbers, ]or next ten
yecrs (200 to 2015) s cs under

ear

ExecutIve Non-ecutve Total
200 281 14 4J0
2007 J48 20 554
2008 J28 20Z 5J5
2009 J41 1Z0 511
2010 458 1ZZ J5
2011 55Z 1 Z5J
2012 Z15 2J0 45
2013 88 20 114
2014 11J0 J0Z 14JZ
201 1J2 J58 18Z
Total 37 220 83


totcl o] 12 Femcle employees consttute 5 o] the mcnpower
strenyth.
%he strenyth o] SC/S% personnel s 54J1 8 2ZZ0 respectvely. %oyether
they consttute 2J. o] the totcl mcnpower.
Followny dscplnes clone consttute 5J o] the totcl mcnpower
strenyth.

Producton Mechancal 0rllny P8A lectrcal
Total 12 4104 318 27 2409
X oj total strenyth 1 12 10 8 Z
ecutves 4JZZ 24Z J28 1Z58 1Z25
Non-eecutves 12J5 125 250 0 84

16

14 dscplnes out o] totcl 4Z dscplnes hcve less thcn 1 o] totcl
mcnpower (ecch less thcn 50 employees). %hese cre :

6lcss 8lowny(1), D8M(1), Photoyrcphy(4), Shot Hole(4),
Mcrketny(), E8S(12), Mcthemctcs(1Z), Lbrcry(22), Corporcte
Communcctons(2), Wreless Dperctons(JZ), D]]ccl
lcnyucye(42), lnd. Relctons(4J), Pclynoloyy(45) cnd lndustrcl
Enyneerny (4Z).

50 o] Executves possess Q1 Qucl]ccton whle 85 o] NonExecutves
possess QJ cnd below Qucl]ccton. Further detcls cre cs under:

Level "1 "2 "3 8 below
ecutves 50 22 28
Non- ecutves 2 1J 85
Total 34 X 19 X 47 X

ln 6eoloyy, Proyrcmmny, 6eophyscs (S), 6eophyscs (W), Reservor,
Lbrcry, Mcthemctcs, Mcrketny, lndustrcl Enyneerny, cnd Medccl
dscplnes, more thcn 0 employees possess Q1 Qucl]ccton.



%echnccl v/s. Nontechnccl rcto ncrecsed ]rom 1.0J to 2.20 snce 180
cs under:
Year------
-->
1980 198 1990 199 2000 2009
%ech. 1JJ88 2410 2ZJJ J051J 24Z 2J8Z8
Non%ech. 128 1Z485 1Z22J 1522J 1J0Z4 10844
Rcto 1.0J 1.J8 1.ZJ 2.00 2.0 2.20


ssets clony wth ther cssoccted servce yroups deploy 58 o] the totcl
mcnpower ]ollowed by 1Z n 8csns, 12 n Corporcte 6roups, 4 ecch
n Plcnts cnd lnsttutes, rest cre under D\L, on deputcton out cnd n
trcns]eree postons..

17

monyst the seven bcsns the hyhest mcnpower deployment s ct sscm
8 sscm rckcn (J1), ]ollowed by Western Dnshore (24), C8M8PM
(1), Ccuvery (1J), Western D]]shore (10), Fronter (4) cnd Krshnc
6odcvcr (J).


monyst the ssets, the three o]]shore ssets deploy 1 mcnpower
whle the remcnny 84 s deployed n the seven onshore ssets. lt mcy
be mentoned thouyh thct the D]]shore ssets do not nclude the
strenyth o] the Reyoncl D]]ce cs n the ccse o] Dnshore ssets.


monyst the ten ssets hyhest mcnpower deployment s ct sscm (2Z)
]ollowed by nkleshwer (14), hmedcbcd (1J), Mehscnc (12),
Mumbc Hyh (8), Rc]chmundry (Z), Kcrckcl (5) cnd %rpurc, Neelcm
Heerc, 8cssen 8 Sctellte (4 ecch).


2 o] the mcnpower n lnsttutes posses Q1 qucl]ccton, ]ollowed by
4J ecch n 8csns cnd Plcnts, J n Corporcte 6roups cnd 28 n
ssets.














18



HUhAN #ESDU#CES 0EPA#ThENT IN DNCC
HF polIcIes at DNCC revolve around the basIc tenet of creatIng a hIghly
motIvated, vIbrant E selfdrIven team. The Company cares for each E every
employee and has InbuIlt systems to recognIze E reward them perIodIcally.
|otIvatIon plays an Important role In HF 0evelopment.

#oIe of Human resources:

AlIgnment of HF vIsIon wIth corporate vIsIon
ShIft from support group to strategIc partner In busIness operatIons
HF as a change agent
Enhance productIvIty and performance by developIng employee competency
and potentIal
0evelopIng professIonal attItude and approach
0evelopIng 'Clobal |anagers' for tomorrow to ensure the role of global
players




H# VIsIon:

To attaIn organIzatIonal excellence by developIng and InspIrIng the true
potentIal of company's human capItal and provIdIng opportunItIes for growth,
well beIng and enrIchment.

H# hIssIon:

To create a value and knowledge based organIzatIon by InculcatIng a culture of
learnIng, InnovatIon E team workIng and alIgnIng busIness prIorItIes wIth
aspIratIon of employees leadIng to development of an empowered, responsIve
and competent human capItal.




19
H# DbjectIves:

The maIn objectIves of the human resources department at DNCC are as
follows:

To develop busIness leaders of tomorrow.
To develop and sustaIn core values.
To vIde job contentment through empowerment, accountabIlIty and
responsIbIlIty.
To buIld and upgrade competencIes through vIrtual learnIng, opportunItIes
for growth and provIdIng challenges In the job.
To foster a clImate of creatIvIty, InnovatIon and enthusIasm.
To enhance the qualIty of lIfe of employees and theIr famIly.
To Inculcate hIgh understandIng of 'ServIce' to a greater cause.

























20













CHAPTE#-II





















21



INT#D0UCTIDN:

FecruItment Is a very Important step In the acquIsItIon functIon that Human
Fesources perform. ThIs actIvIty makes It possIble for an organIzatIon to acquIre
the number and types of people necessary to ensure the contInued operatIon of
the organIzatIon. FecruItIng Is dIscoverIng the potentIal candIdates for actual or
antIcIpated organIzatIonal vacancIes. From another perspectIve, It Is a lInkIng
actIvIty brIngIng together those wIth jobs to fIll and those seekIng jobs.

The Ideal recruItment effort wIll attract a large number of qualIfIed applIcants
who wIll take the job If It Is offered. t should also provIde InformatIon so that
unqualIfIed applIcants can self select themselves out of job candIdacy I.e. a
good recruItIng programme should attract the qualIfIed and not attract the
unqualIfIed. ThIs dual objectIve helps In mInImIzIng the cost of processIng
unqualIfIed candIdates.

All organIzatIons at one tIme or the other engage In recruItIng actIvItIes
although the extent of the operatIons varIes from organIzatIon to organIzatIon.
SIze of the organIzatIon Is one of the factors that Influence the extent of
recruItIng operatIons.














#EC#UIThENT P#ACTICES
22

#EC#UIThENT AN0 HI#INC P#ACTICES AT DNCC :
hD0IFIE0 #EC#UIThENT P#DhDTIDN #ECULATIDNS, 180 (as modIfIed
vIde D.D.No.25 (1)l7-#P-I- dated 14.3.17):
1j Short and Commencement:
These FegulatIons wIll be called the DIl and Natural Cas CorporatIon
Ltd. FecruItment E PromotIon FegulatIons, 1980 as modIfIed In 1997,
I.e. |odIfIed F E P FegulatIons, 1980 (In short |FPF80).
These regulatIons shall be effectIve from 1.1.1997.
2j 0efInItIons:

n these FegulatIons, unless the context otherwIse requIres:

AppoIntIng AuthorIty In relatIon to any post means the DNCC and
Includes any person to whom the power to make appoIntment /
promotIon to that post has been delegated by the 8oard.
8oard means the 8oard of 0Irectors of DNCC.
CE|0 means the ChaIrman and |anagIng 0Irector of DNCC.
Competent AuthorIty means the DNCC and Includes the C E |0,
0Irectors or any other person to who power In thIs behalf have been
delegated by the 8oard.
Concerned SectIon means the FecruItment E PromotIon SectIon at
the corporate level, FegIonal level, Project level etc. In DNCC, as the
case may be.
CorporatIon means DIl and Natural Cas CorporatIon LImIted.
0Irector means the full tIme member of the 8oard of 0Irectors of
DNCC.
Employee means Includes any person holdIng post In ExecutIve cadre
or NonexecutIve category In the grade / scales of pay as defIned In
Schedule. t does not Include deputatIonIsts / traInees/ apprentIces
or those engaged on casual / contIngent/ tenure/ term basIs (by
whatever name they may be called or referred to) for specIfIed job or
specIfIed perIod.
ExIstIng Employee means employees who were on the rolls of the
CorporatIon as on J1.12.96.
Post means any regular vacancy/ post held under DNCC other than
at 8oard level.
23

3j hethod of fIIIIng posts:

All posts In the CorporatIon shall be fIlled by:

0Irect FecruItment; or
PromotIon of employees already In the servIce of CorporatIon; or

8orrowIng the servIces of person from the Central Covernment or the
State Covernment or PublIc Sector UndertakIng or local or other
authorItIes; or

Any other method, as may be decIded by the CorporatIon, for reasons
to be recorded In wrItIng, for appoIntment, to any post, of person
possessIng specIal merIt, qualIfIcatIons or experIence.

4j CategorIes of posts, scaIes of pay, quaIIfIcatIons and other matters
connected therewIth:

The categorIes of posts, scales of pay, method of recruItment,
qualIfIcatIons and other matters connected therewIth for appoIntment
or promotIon to the saId posts, the percentage reserved for promotIon
and for dIrect recruItment to the posts thereof shall be as SpecIfIed In
Schedule appended to these regulatIons, subject to any relaxatIon
from tIme to tIme by the CorporatIon.

Any revIsIon In the scales of pay to any post, from to tIme to tIme, by
the CorporatIon shall apply to the scales of pay specIfIed In Schedule
appended to these regulatIons.

The 8oard wIll be then Competent AuthorIty to change/ modIfy the
desIgnatIon/ grades or any other term/ condItIon In these
FegulatIons.






24

5j Age IImIt for dIrect recruItment and other matters to be foIIowed
whIIe makIng recruItments and promotIons:

The age lImIt for dIrect recruItment and other matters to be followed
whIle makIng recruItments and promotIons to varIous posts specIfIed
In Schedule referred to In FegulatIon4 shall be as gIven below.

The dIrect recruItment wIll be made at the followIng levels, to be
called InductIon levels :



0ESCFPTDN

SCALE DF PAY (Fs)
ACE L|T
EarlIer
provIsIon
Enhanced
EXECUTIVE LEVEL :-
E4 1750022J00 42 yrs 44 yrs
E1 1200017500 28 yrs J0 yrs
CLASS III LEVEL :-
Top of Class 7000 (Dpen ended) J0 yrs J2 yrs
A (Asstt. FIgman only) 5100 (Dpen ended) J0 yrs J0 yrs
8ottom of Class 4700 (Dpen ended) 28 yrs J0 yrs
CLASS-IV LEVEL :-
8ottom of Class -7 4J00 (Dpen ended) 25 yrs 27 yrs

Age lImIt for recruItment at dIfferent InductIon levels has been
enhanced vIde DffIce Drder (01/2001) No.25 (1)/99FP.P (Part)
dated February 2, 2001. thIs enhancement In upper age lImIt Is not
applIcable In case of personnel In 0rIllIng related jobs lIke
S.E.(0rIllIng), A.E.E.(0rIllIng), JunIor EngIneer (0rIllIng), AssIstant
FIgman (0rIllIng), AssIstant FIgman (ProductIon0rIllIng) and JunIor
EngIneer (ProductIon0rIllIng) and the age lImIt IndIcated In column
'EarlIer provIsIon', above wIll contInue to be applIcable.

Where persons who fulfIll the crIterIa as laId down for promotIon for
posts In Schedule appended to these regulatIons are not avaIlable
wIth the DrganIzatIon, the competent authorIty may fIll the posts by
dIrect recruItment. n all such cases the educatIonal qualIfIcatIons for
25

dIrect recruItment shall be same as are prescrIbed for the next
ImmedIate lower category where dIrect recruItment Is provIded for;
the experIence wIll be same as would be prescrIbed for Internal

candIdate by promotIon ; the age lImIt wIll be same as Is applIcable
for dIrect recruItment to be next hIgher post as prescrIbed In Para (2)
above.



6j FIIIIng up of vacancIes by dIrect recruItment:

The CorporatIon shall cause all vacancIes to be fIlled by 0Irect
recruItment to be notIfIed to the Employment Exchange In accordance
wIth the provIsIons of the Employment Exchange (Compulsory
NotIfIcatIon of 7acancIes) Act, 1959 (J1 of 1959) and / or Inhouse
cIrcular and/ or to be advertIsed In daIly newspaper havIng cIrculatIon
In major parts of the country and In such daIly newspaper In the
regIonal languages as the CorporatIon may consIder suItable.

All partIculars of the applIcants receIved In response to the
notIfIcatIon of vacancIes to the Employment Exchange, Inhouse
cIrcular and / or to the advertIsement shall be regIstered by the
concerned sectIon.

All applIcatIons for dIrect recruItment shall be scrutInIzed by the
AppoIntIng AuthorIty who shall reject such applIcatIons of the
candIdates who do not fulfIll the laId down crIterIa and submIt the lIst
of candIdates who fulfIll the saId crIterIa for consIderatIon for dIrect
recruItment by the SelectIon CommIttee constItuted by the
CorporatIon In thIs behalf and such SelectIon CommIttee shall consIst
of not less than three members.

ProvIded that where the vacancIes to be fulfIlled by dIrect
recruItment are lImIted and the number of candIdates who apply and
fulfIll the saId crIterIa are more, the AppoIntIng AuthorIty shall decIde
the number of candIdates to be consIdered for such vacancIes and
may, accordIngly enhance the crIterIa for qualIfIcatIon and / or
experIence.

26

ProvIded further that the number of candIdates to be consIdered for
such vacancIes shall be fIve tImes the number of vacancIes to be fIlled
and where the number of such candIdates are less than fIve tImes the
vacancIes to be fIlled, all the elIgIble candIdates shall be consIdered
by the SelectIon CommIttee.
Where a candIdates fulfIlls the saId crIterIa Is not consIdered by the
SelectIon CommIttee, It shall record In wrItIng for not consIderIng
such candIdate.

The SelectIon CommIttee shall adjudge the suItabIlIty of a candIdate
on the basIs of wrItten examInatIon, practIcal test or IntervIew or any
combInatIon of these. However, there wIll be wrItten examInatIon for
all InductIon level posts of unIonIzed category and at E1 level of the
executIve cadre.

The SelectIon CommIttee shall submIt to the AppoIntIng AuthorIty a
lIst recommendIng the names of the candIdates found suItable for
appoIntment In order of merIt.

The AppoIntIng AuthorIty shall consIder the recommendatIon of the
SelectIon CommIttee and pass such orders as It thInks fIt; ProvIded
that where the AppoIntIng AuthorIty does not accept any
recommendatIon of the SelectIon CommIttee, It shall record the
reasons therefore In wrItIng.

The AppoIntIng AuthorIty shall make appoIntments In the order of
merIt as gIven In the saId lIst.

After the Issuance of appoIntment letters accordIng to avaIlabIlIty of
vacancIes, the names of the remaInIng candIdates shall be kept In the
saId lIst for further use to fIll up vacancIes that may arIse In future.

ProvIded that the perIod of valIdIty of the saId lIst shall be sIx months
from the date of Its approval by the AppoIntIng AuthorIty.

ProvIded that the saId perIod may be extended to a further perIod of
sIx months by the AppoIntIng AuthorIty for the reasons to be recorded
In wrItIng.
27

Any proposal for advance Increments beyond fIve shall requIre the
approval of the CorporatIon.


There wIll be no InductIon at E1 level In the followIng dIscIplInes
w.e.f. 01.01.1997:

1) EconomIcs E StatIstIcs
2) nterpretatIon E TranslatIon

J) DrganIzatIon E |ethods
4) ArchItecture
5) Palynology
6) Shot Hole 0rIllIng
7) LIbrary
8) |ap E 0rawIng
9) Photography
10) HortIculture and
11) Work Study

The exIstIng executIves In these dIscIplInes wIll contInue to grow In
theIr own dIscIplInes dependIng on theIr suItabIlIty and requIrement.
They may be also consIdered for lateral shIftIng to other dIscIplInes,
In consultatIon wIth the concerned 0Irector, no organIzatIonal
requIrement. However, executIves In dIscIplInes from serIal No.8 to
11 wIll grow In theIr own dIscIplIne up to E4 only.

The followIng prIorItIes should be adhered to whIle restorIng to
dIrect recruItment to the decentralIzed posts:

o Wards of deceased employees (conformIng to erstwhIle 0D0
scheme) (those who are not member of SocIal SecurIty Scheme
Introduced w.e.f.1.6.1998)
o QualIfIed departmental employees
o ContIngent/ casual workers
o ExapprentIces of DNCC


28
The candIdates of the above categorIes to be consIdered for
employment subject to theIr possessIng requIred qualIfIcatIons as
mentIoned In Schedule.

n case of vacancIes to be fIlled In by dIrect recruItment,
departmental candIdates fulfIllIng the requIsIte qualIfIcatIons wIll
be gIven fIrst consIderatIon. n the event, the requIred number of
suItable candIdates not beIng avaIlable from amongst the
departmental candIdates, the unfIlled vacancIes wIll be notIfIed for
recruItment from outsIde. ProceedIngs of the SelectIon CommIttee
for departmental candIdates and outsIders wIll be drawn
separately.



7) uaIIfIcatIons:

a) For the sake of admInIstratIve convenIence and understandIng the
educatIonal qualIfIcatIons have been categorIzed as under :
Q1 - QualIfIcatIons prescrIbed for InductIon at E1 level.
Q2 - QualIfIcatIons prescrIbed for InductIon at top of Class .
QJ - QualIfIcatIons prescrIbed for InductIon at bottom of Class.

QualIfIcatIons prescrIbed for InductIon of AssIstant FIgman wIll be
treated as QJ

b) The detaIled requIrement for promotIon and InductIon at varIous levels
In each of the dIscIplInes are gIven at Schedule.












29







































NotIfIcatIon of 7acancIes
nOnOMNATONApprov
ComputerIzatIon of data on receIpt
of nomInatIons
ForwardIng 8Io data Forms to candIdates
Proposal and Approval
nOnOMNATONApp
UpdatIon of bIo datas
TechnIcal ScrutIny
ConductIon of PhysIcal Standard/PhysIcal
EffIcIency Test (If applIcable)
ConductIon of WrItten Test
0eclaratIon of Fesult of
WrItten Test
ssue of letters for
personal IntervIew
P#DCE0U#E FDLLDWE0 FD# #EC#UIThENT DF CLASS-III CLASS-IV
PDSTS IN DNCC
30
















P#DPDSAL AN0 APP#DVAL

FegIon sends the proposals prepared by FegIonal E (ndustrIal EngIneerIng) to
Headquarters for creatIon of vacancIes wIth the concurrence of fInance and
recommendatIon of FegIonal Head. HFC, Headquarters conveys the approval of
the Competent AuthorIty for sanctIon of the posts. FegIonal FEP InItIates
recruItment actIon to fIll up the sanctIoned posts after obtaInIng the approval
of competent AuthorIty In the FegIon. ActIon Plan to fIll up the post are
prepared and put up for perusal of competent authorIty.

NDTIFICATIDN DF VACANCIES

As per Employment Exchange (Compulsory NotIfIcatIon of 7acancIes) Fule 1960,
vacancIes are notIfIed to local Employment Exchanges havIng jurIsdIctIon over
the area In whIch DNCC Is sItuated/operatIng. QualIfIcatIon and age prescrIbed
for the post Is IndIcated (27 years for Class7 and J0 years for Class and J2
years for Top of Class posts). Statutory oblIgatIon lIke number of posts,
reservatIon of vacancIes, relaxatIon In age etc. Is IndIcated clearly. NomInatIons
are sought strIctly In 1:5 ratIos. 1520 days are gIven for sponsorIng names.




Personal ntervIew
Approval of SelectIon
ProceedIngs/0eclaratIon of Fesults
ssue of AppoIntment orders
|edIcal Check up
31

CDhPUTE#IZATIDN DF 0ATA

0ata receIved from employment exchange Is computerIzed In the computer for
further reference.


FD#WA#0INC ID-0ATA FD#hS TD CAN0I0ATES

8Iodata forms prepared by FecruItment SectIon have been sent to the
sponsored candIdates on theIr resIdentIal address so as to get the detaIled
InformatIon about them.


UP0ATIDN DF ID-0ATAS

Dn receIpt of the bIodata from the candIdates, the same have been updated
wIth the earlIer data receIved from employment exchange.

TECHNICAL SC#UTINY

All applIcatIons receIved are scrutInIzed. The technIcal scrutIny of the data Is
done Is order to decIde the number of elIgIble sponsored candIdates (fulfIllIng
the laId down crIterIa under |FPF '80 for the post). Therefore, the screenIng
|aster Chart contaInIng the detaIls such as name, employment regIstratIon
number, qualIfIcatIon, age, experIence etc. along wIth the supportIng
papers/documents are sent to concerned technIcal department for technIcal
scrutIny. Actual number of candIdates to be called for WrItten Test/PractIcal
Test/ntervIew wIll be decIded on completIon of technIcal scrutIny. ApplIcatIons
of candIdates who do not fulfIll the crIterIa shall not be consIdered.

CDN0UCTIDN DF PHYSICAL STAN0A#0 TEST (WHE#EVE# APPLICALE)

PhysIcal standard test/physIcal effIcIency tests are conducted, wherever
applIcable. The physIcal standard tests are applIcable In the dIscIplInes vIz.
FIre, SecurIty, 0rIver etc.



32

CDN0UCTIDN DF W#ITTEN TEST

WrItten Tests are conducted to shortlIst the candIdates In order of merIt for
IntervIew In 1:J or 1:5 ratIo. AdmIt cards are Issued along wIth Call Letters to
avoId fraud and ImpersonatIon. WrItten Tests are conducted. Photographs,
SIgnatures, bIrthmark etc. are verIfIed to prevent entry of wrong persons. E0
and Head of P E A make frequent rounds In the examInatIon centre to oversee
the conductIon of the WrItten Test.


0ECLA#ATIDN DF #ESULTS DF W#ITTEN TETS:

The marks awarded on the Answer Sheets are tabulated. To call candIdates for
IntervIew cutoff percentage of marks (In order of merIt) In 1:J or 1:5 ratIo Is
decIded and approved. After approval code numbers are decoded. The marks
are noted on the maIn sheet contaInIng the detaIls of name, roll number
etc...(detached from answer sheet). The maIn sheet contaInIng the marks Is
kept In sealed cover. Thereafter, the results are declared In the evenIng or the
followIng day If numbers of Answer Sheets are more to be evaluated.


ISSUE DF LETTE#S FD# PE#SDNAL INTE#VIEW

Dnce the selectIon commIttee Is constItuted and the fInal date of personal
IntervIew Is fIxed, letters for personal IntervIew are Issued In advance.



PE#SDNAL INTE#VIEW

ntervIews are conducted for the candIdates qualIfIed In the wrItten test, by the
commIttee constItuted by the competent authorIty wIth not less than three
offIcers. CandIdates are selected on the basIs of theIr performance In the
wrItten test and IntervIew.




33




APP#DVAL DF SELECTIDN P#DCEE0INCSl 0ECLA#ATIDN DF #ESULTS.

The proceedIngs drawn by the SelectIon CommIttee are put up to the
AppoIntIng AuthorIty ImmedIately after fInalIzatIon of the proceedIngs. The
results are declared on the very day/evenIng or nIght.


ISSUE DF APPDINThENT D#0E#S

The Dffer of AppoIntment Is generally sent the very next day of obtaInIng the
Approval of the Competent AuthorIty and candIdates are requested to joIn
subject to passIng the medIcal test.























34

Case 1
Fecently, In the month of November, 2009, the FecruItment In FIre dIscIplIne
was undertaken In DNCC.

8efore startIng the actual recruItment process the FegIonal FecruItment SectIon
receIved the necessary sanctIon from the competent authorItIes from
Headquarters sItuated at 0ehradun. Dn receIpt of the approval of competent
authorIty from HQ, wIth respect to the name of the post In whIch recruItment Is
to be made and number of posts to be recruIted etc., FegIonal FEP InItIated the
recruItment actIon to fIll up the sanctIoned posts In FIre dIscIplIne.

Post : Jr. FIre SupervIsor (A level post) Class
No. of Posts : 1J [CN - 09, D8C - 0J, ST 01]
PhysIcal Standard Test : |InImum HeIght - 168 cms.
(for trIbes/hIllmen - 16J cms),
Chest - 81 cms wIth expansIon of 5 cms.
For persons from State of Assam:
|InImum HeIght - 16J cms. (For trIbes/hIllmen
- 160 cms), Chest - 79 cms wIth expansIon of 5
cms.
PhysIcal EffIcIency Test : FunnIng 800 meters. Dn flat ground In not
more than J (three) mInutes, LIftIng and
carryIng a person to a dIstance of 100 meter
wIth fIreman lIft, ClImbIng a fIre servIce
extensIon ladder of J4 feet (10.5 meter) fully
extended.
QualIfIcatIon : ntermedIate wIth SIx months experIence In
FIre ServIces. 0rIvIng LIcense for Heavy
7ehIcles.
Age LImIt : CN J0 Years, D8C - JJ Years, ST - J5 Years
Dn receIpt of the approval, for the above post, the regIonal FecruItment
department sent a NotIfIcatIon to the local Employment Exchanges vIz. FegIonal
Employment Exchange, Churchgate, |umbaI and Employment Exchange, Panvel
and sought the nomInatIons of the suItable candIdates fulfIllIng the above
crIterIa. The 0epartmental CIrcular was also Issued to obtaIn the applIcatIons
from suItable departmental candIdates.
CASE STU0IES DN #EC#UIThENT
35


AgaInst the requIsItIon sent to Employment exchange, total 70 nomInatIons
were receIved and J2 departmental nomInatIons were receIved agaInst the
departmental cIrcular. All the data receIved from Employment Exchange and
0epartmental employees was computerIzed.

Dn receIpt of the nomInatIons from employment exchange, the bIo data forms
prepared by the FecruItment sectIon was sent to the candIdates at theIr
resIdentIal address wIth the request to send the fIlled In bIodata forms wIthIn
15 days to the FecruItment SectIon, DNCC, |umbaI, along wIth copIes of
certIfIcates for prelImInary scrutIny and for obtaInIng complete InformatIon
about the candIdates.

Dn receIpt of the fIlled In bIo data forms from the candIdates, the InformatIon
generated In the computer earlIer was updated as per the bIo data forms In the
form of master chart (Copy of the |aster Chart Format Is placed at Annexure).

The InformatIon generated In the form of master chart and bIo data forms along
wIth copIes of certIfIcates, receIved from the candIdates were sent for
technIcal scrutIny to the CommIttee constItuted by the competent authorIty
consIstIng of one senIor level offIcer from the fIre dIscIplIne and one offIcer
from HF department so as to screen for elIgIble candIdates.

n the technIcal scrutIny, J0 candIdates sponsored from employment exchange
and 12 departmental candIdates found unfIt due to Inadequate qualIfIcatIon,
experIence, physIcal standards etc., hence they were not called for further
tests.
Short lIsted candIdates were called for PhysIcal Standard Test/PhysIcal
EffIcIency Test to be conducted by a 8oard constItuted by the competent
authorIty. The tests were conducted on one of the play grounds In |umbaI.

Dut of total 60 candIdates, only 42 (28 outsIders and 14 departmental)
candIdates qualIfIed In the PhysIcal Standard Tests and PhysIcal EffIcIency
Tests.

They were called for WrItten Test to be held next day mornIng at Covernment
PolytechnIc College, 8andra (E), |umbaI. The result of the wrItten test was
declared on the same day and the J9 qualIfIed candIdates (26 outsIders and 1J
36
departmental) were asked to attend the personal IntervIew whIch was
conducted from 0J.00 P| onwards on the same day at DNCC DffIce, 8andra (E),
|umbaI.

The IntervIews were conducted by the duly constItuted selectIon commIttee In
DNCC offIce, 8andra (E), |umbaI. The proceedIngs drawn by the selectIon
commIttee were put up to the appoIntIng authorIty ImmedIately after
fInalIzatIon of the proceedIngs and the results were conveyed to the qualIfIed
candIdates on the same day (Copy of ProceedIng Format Is placed at Annexure
).

Dn the basIs of performance In the wrItten test and IntervIew, the commIttee
empanelled total 20 candIdates agaInst the requIrement of 1J candIdates. Dut
of 20 candIdates 1J were Issued AppoIntment Letters on the same day subject
to |edIcal FItness and 07 candIdates were kept on waItIng lIst as per theIr
merIt, so as to consIder them In case someone from fInal short lIsted candIdates
faIls the medIcal test or does not joIn.

CDNCLUSIDN DN CASE STU0Y:

The entIre recruItment process was conducted very systematIcally and
smoothly. However, some necessary tests lIke performance tests (I.e. handlIng
fIre equIpments etc) whIch are necessary for performIng the actual fIre fIghtIng
jobs and 0DP tests etc. were not conducted to assess the suItabIlIty of the
candIdates.














37


Case 2

Post : Jr. fIre supervIsor (A level post) class
No. of posts : 1J [CN 09, D80 - 0J, ST 01]
PhysIcaI Test :
HeIght |InImum 168Cms.
(for terrIble / HIllman 16J).
Chest 81Cms. WIth expansIon of 5 Cms.

For the state of Assam

HeIght |InImum 16J cms.
(for trIbe hIll m 160 cms)
Chest 79 cms; wIth expansIon of 5cms

PhysIcaI EffIcIency Test:

FunnIng 800 meters on flat ground In not more than three
mInutes,
LIftIng and carryIng a person to a dIstance of 100mtrs wIth
fIremen lIft
ClImbIng a fIre servIce extensIon ladder of J4 feet (10.5 m)
fully extended

uaIIfIcatIon : ntermedIate wIth sIx months of experIence In fIre servIce.
0rIvIng lIcense for Heavy 7ehIcle
Age IImIt : 8elow J0 years as on J0.12.2004
Felaxable by 5 years for ST E J years for D8C


ConcIusIon Test lIke performance test (I.e. handlIng fIre equIpments etc) whIch
were necessary for performIng the actual fIre fIghtIng jobs and 0DP test etc.
were not conducted to assess the suItabIlIty of the candIdates.




38














CHAPTE#-III





















39


INT#D0UCTIDN:

The promotIon decIsIons are also one of the Important decIsIons In any
organIzatIon. PromotIon Is the maIn tool of the management to motIvate the
employees. Therefore, the concerned manager who Is lookIng after the
promotIon actIvItIes should make It sure that the deservIng person gets the
promotIon.

The promotIons In DNCC have been done as per the provIsIons mentIoned In
FecruItment E PromotIon FegulatIons, 1980 (FEP80) and |odIfIed FecruItment
E PromotIon FegulatIons, 1980 (|FPF80).

The promotIon crIterIa adopted are SenIorIty cumFItness (Up to E1 level) and
QuantIfIcatIon Scheme (E2 to E4 level).

P#DhDTIDN P#DCESS IN DNCC :

1] All promotIons to posts shall be consIdered by PromotIon CommIttee duly
constItuted by the AppoIntIng AuthorIty In accordance wIth the orders
Issued by the CorporatIon from tIme to tIme and It shall consIst of at less
than three members.

2] All employees of the CorporatIon, who fulfIll the crIterIa as laId down for
promotIon to the posts In Schedule appended to these regulatIons shall
be elIgIble for consIderatIon for promotIon, provIded that where
vacancIes to be fIlled by promotIon are lImIted and the number of the
employees who fulfIll the saId crIterIa are more, the PromotIon
CommIttee shall decIde the number of the employees to be consIdered
for such vacancIes, provIded further that the number of the employees to
be consIdered for such vacancIes such vacancIes shall not be less than
twIce the number of the vacancIes sought to be fIlled.
J] Where an employee of the CorporatIon who fulfIls the saId crIterIa Is not
consIdered by the PromotIon CommIttee, It shall record In wrItIng the
reasons for not consIderIng such employee.

P#DhDTIDN P#ACTICES
40
4] n cases where the crIterIon for promotIon Is merIt, the PromotIon
CommIttee, before selectIng the employees:

Shall consIder the servIce records and annual confIdentIal reports ;

|ay hold a wrItten examInatIon or practIcal test or IntervIew or any
combInatIon of these ;

Shall follow the procedure for determInIng merIt as laId down by the
CorporatIon at least two months In advance of the date of the saId
selectIon.

5] n cases where the crIterIon for PromotIon Is " SenIorItycumfItness",
the PromotIon CommIttee, before selectIng employees, shall consIder the
past servIce records and annual confIdentIal reports of such employees.

ProvIded that wherever test Is provIded for such selectIon In Schedule
appended to these regulatIons such tests shall be conducted by the
PromotIon CommIttee.

ProvIded further that where any doubt arIses about the fItness of such
employees, the PromotIon CommIttee may, If It consIders necessary,
IntervIew any such employee to assess theIr fItness.

6] The PromotIon CommIttee shall submIt Its recommendatIon to the
appoIntIng authorIty after arrangIng the names In order of merIt In cases
where merIt Is the crIterIon and In order of senIorIty In cases where
senIorItycumfItness Is the crIterIon.
7] The appoIntIng authorIty shall consIder the recommendatIon of the
PromotIon CommIttee and pass such orders as It thInks fIt, provIded that
where the appoIntIng authorIty does not accept any recommendatIon of
the PromotIon CommIttee, It shall record the reasons therefore In
wrItIng.

8] After Issue of promotIon orders accordIng to the avaIlabIlIty of vacancIes,
the names of remaInIng candIdates shall be kept In the lIst for further use
to fIll up vacancIes whIch may arIse In future, provIded that the perIod of
valIdIty of saId lIst shall be sIx months from the date of Its acceptance by
the appoIntIng authorIty, provIded further that the saId perIod may be
41
extended by a further perIod of sIx months by the appoIntIng authorIty
for reasons to be recorded In wrItIng.

9] An employee shall be Informed of hIs nonselectIon In the cases of
promotIon.

10] All promotIons In the CorporatIon shall be effectIve from the 1
st
of
January every year.

11] The promotIon wIll be carrIed out under followIng three crIterIa:
I) SenIorItycumFItness (Up to E1 level)
II) QuantIfIcatIon Scheme (E2 to E4 level)
III) |erIt PromotIon by SelectIon [At EJ and E4 level E Corporate
PromotIons (E5 level and above)]

I) SenIorIty-cum-FItness:

Under 'SenIorItycumFItness' crIterIa all employees who fulfIll the
specIfIed requIrement of experIence and qualIfIcatIon as specIfIed
In Schedule appended to these regulatIons are consIdered for
promotIon by duly constItuted 0epartmental PromotIon CommIttee
accordIng to senIorIty subject to theIr fItness based on
performance appraIsal reports of relevant perIod and trade test
and IntervIew, wherever requIred.
II) uantIfIcatIon Scheme:

Under the QuantIfIcatIon Scheme, the executIves wIll be assessed
by a selectIon commIttee on the basIs of qualIfIcatIon, experIence
and Performance AppraIsal Feports of the relevant perIod.
|axImum marks allocated to each of these crIterIa would be as
follows:



Sl. PartIculars |arks
a) QualIfIcatIon 20 marks
b) ExperIence J2 marks
c) Performance AppraIsal Feport (PAF) 60 marks
Total 112 marks
42


a) EducatIonal qualIfIcatIon - (|axImum 20 marks)

QualIfIcatIon |arks
Q1 QualIfIcatIon 20 |arks
Q2 QualIfIcatIon 12 |arks
QJ QualIfIcatIon 11 |arks
8elow QJ QualIfIcatIon 07 |arks



b) ExperIence (|axImum J2 marks)

Level Years |arks
E1 to E2
4 Years 16 |arks
5 Years 20 |arks
6 Years 24 |arks
7 Years 28 |arks
8 Years E above J2 |arks

Level Years |arks
E2 to EJ
5 Years 16 |arks
6 Years 20 |arks
7 Years 24 |arks
8 Years 28 |arks
9 Years E above J2 |arks

Level Years |arks
EJ to E4
4 Years 16 |arks
5 Years 20 |arks
6 Years 24 |arks
7 Years 28 |arks
8 Years E above J2 |arks





43

c) PAF's (ACFs) (|axImum 60 marks)

ACFs CradIng
A+ 60 |arks
A 50 |arks
A 40 |arks
8+ J5 |arks
8 J0 |arks
C+ 25 |arks
C 20 |arks
0+ 15 |arks
0 10 |arks

n vIew of revIsIon of format w.e.f. 1995, PAFs In more than
one format would be consIdered for promotIon effectIve from
01.01.1997 onwards for few years. Therefore, the followIng
equIvalency would be adopted for the purpose of awardIng
marks for PAFs :


Assessment under the new PAF
system (EffectIve from 1.1.1995)
EquIvalent to earlIer
Alpha CradIng
ExceptIonal 95 to 100 A +
Top performer 80 to 94 A
7ery good 65 to 79 A
Adequate 60 to 64 8 +
55 to 59 8
51 to 54 C +
nadequate 40 to 50 C / 0 + / 0

For consIderatIon for promotIon wIthIn executIve levels (E2 to
EJ to E4) It Is necessary to secure a mInImum of 74 marks out
of a total of 112 marks.

The perIod ( months/ years) for whIch an executIve Is rated "
8elow Average" (up to J1.12.94) or "nadequate" (1.1.95) wIll
be completely taken out for the purpose of gIvIng weIghtage of
marks for experIence for makIng assessment for promotIon
under the QuantIfIcatIon Scheme.
44


All PAFs of an executIve at the exIstIng level would be
consIdered for assessment for the purpose of promotIon to the
next hIgher grade.

III) Corporate PromotIon (E-5 IeveI and above):-

The promotIons at corporate level (E5 level and above) are
based quantIfIcatIon scheme.

The marks are awarded for quantIfIcatIon, experIence, PAFs and
performance In the IntervIew.

The qualIfyIng marks are 60 In IntervIew as well as over all for
general candIdates and 40 for SC/ST candIdates.

12] All promotIons except E8 and above shall be effectIve from 1
st
of
January of a partIcular year. E8 and above, promotIon wIll be wIth effect from
the date of takIng charge of the promoted post.

1J] All promotIons are subject to the Fules/nstructIons wIth regards to the
clearance on dIscIplIne and vIgIlance and ServIce rules.

14] EDL granted for regularIzatIon of perIod of unauthorIzed absence or
suspensIon wIll not be counted towards experIence.

15] ExecutIves recruIted under F E P FegulatIons, 1980 treatIng them as Q1
qualIfIcatIon holders, wIll contInue to be treated as Q1 qualIfIcatIon holders In
future and exIstIng executIves already possessIng or acquIrIng hIgher
educatIonal qualIfIcatIon of Q1 on or before J1.12.1996 wIll also be gIven
sImIlar treatment. However all exIstIng executIves beIng treated as Q1
qualIfIcatIon holders wIll contInue to be treated accordIngly. ExecutIves joInIng
subsequent to J1.12.96 shall be governed by |FPF80.

16] ExIstIng unIonIzed category employees recruIted under FEP FegulatIons,
1980 havIng Q1/Q2/QJ qualIfIcatIon or those persons who have already
acquIred these qualIfIcatIons later on but before J1.12.96 wIll contInue to be
treated as such for promotIon up to E0 level only. However persons joInIng
subsequent to J1.12.96 shall be governed by |FPF80.
45

17] The qualIfIcatIon prescrIbed for recruItment and promotIon should be
recognIzed by the Covernment of ndIa or U.C.C. or ACTE or State 8oard of
TechnIcal EducatIon or NCT7T.

18] For the 'ExIstIng Employees' of E8C dIscIplInes where InductIon level
qualIfIcatIon at the top of class Is Post Craduate In the relevant subject as
per FEP FegulatIon,1980 the same shall be treated as Q1 qualIfIcatIon and
educatIonal qualIfIcatIon of CraduatIon In relevant subject shall be treated as
Q2 qualIfIcatIon.

19] For 'ExIstIng Employees' In |aterIal |anagement dIscIplIne, any
graduatIon I.e. 8.A, 8.Com, 8.Sc wIll be treated as Q2 qualIfIcatIon, If
employee has joIned prIor to 1J.J.1985.

For 'ExIstIng Employees' In |aterIal |anagement dIscIplIne, 8.Sc wIll be treated
as Q2 qualIfIcatIon, If employee has joIned prIor subsequent to 1J.J.1985.

For 'ExIstIng Employees' In |aterIal |anagement dIscIplIne have acquIred 8.A,
8.CD|, 8.Sc wIll be treated as Q2 qualIfIcatIon, If employee has joIned prIor to
1J.J.1985. However In case they have acquIred 8.A/8.Com after 1J.J.1985 the
same wIll be treated as QJ qualIfIcatIon.

20] The 'ExIstIng Employees' Is 0rIllIng and ProductIon dIscIplInes possessIng
qualIfIcatIon equIvalent to CraduatIon shall contInue to be treated at Q2
qualIfIed, as per the provIsIon of FEP FegulatIon, 1980, provIded they have
acquIred the saId qualIfIcatIon prIor to 25.4.1980.

21] The 'ExIstIng Employees' In nstrumentatIon dIscIplIne possessIng
qualIfIcatIon of 8.Sc wIth PhysIcs shall contInue to be treated as Q2 qualIfIed,
as per the provIsIon of FEP FegulatIon, 1980 , provIded they have acquIred the
saId qualIfIcatIon prIor to 25.4.1980.

22] For the 'ExIstIng Employees' 0Iploma or P.C.0Iploma, where mInImum
educatIonal requIrement for admIssIon Is CraduatIon and where duratIon Is
mInImum two years full tIme or three years part tIme wIll be consIdered as Q1
In PEA, FEA and || dIscIplInes subject to the condItIon that It Is recognIzed as
Post CraduatIon 0Iploma by the ACTE as equIvalent to qualIfIcatIon prescrIbed
for E1 level.
46

23j The eIIgIbIIIty crIterIa for promotIon to dIfferent IeveIs are as
foIIows:-

Aj ExecutIve Cadre:

LE7EL EXPEFENCE [SCF/ QUANTFCATDN]
E0 TD E1
2 years for Q1 qualIfIed
4 years for Q2 qualIfIed
6 years for QJ qualIfIed
7 years and below QJ
E1 TD E2 4 years
E2 TD EJ 5 years
EJ TD E4 4 years
E5 and above Performance 8ased



NDTES:

Up to E4 level there wIll be growth orIented promotIon (after
specIfIed years of servIce) based on SCF and quantIfIcatIon schemes.
For E5 level and above, the promotIons would be on merIt only based
on performance/ACFs, dependIng upon requIrement and vacancIes.
When an elIgIble employee Is not consIdered for empanelment by the
0epartmental PromotIon CommIttee, It shall record In wrItIng the
reasons for not empanellIng such an employee.


j CIass-III ('S' CATECD#Y):

PromotIon |ode ExperIence PrescrIbed
From To QJ and above 8elow QJ
S S SCF 5 years 6 years
S S SCF 5 years 6 years
S S7 SCF 5 years 6 years

No trade test Is prescrIbed for promotIon wIthIn 'S' category.
47

Cj CIass-III (Dther than 'S' Category):

PFD|DTDN |D0E ExperIence
PrescrIbed
From To
A A SCF J years
A A SCF 6 years
A A7 SCF 6years
A 7 S/E0* SCF 6 years
Top of class
(InductIon level)
E0 SCF 4 years

*a) 'ExIstIng Employees' wIth Q1 and Q2 qualIfIcatIon wIll be
consIdered for promotIon to executIve cadre, wIthout appearIng In
Job LInked Test. However, they may opt for career progressIon In
'S'category, If they so desIre.
*b) ExIstIng QJ qualIfIed employees shall exercIse the optIon,
IndIcatIng theIr choIce for career progressIon In executIve cadre
or 'S' category.

*c) 'ExIstIng Employees' wIth below QJ qualIfIcatIon wIll have growth
In 'S' category only.

*d) Whenever trade test Is prescrIbed In FEP FegulatIons, 1980, for
promotIon to E0 level, the same shall be applIcable for promotIon
to S category.

*e) 8efore consIderatIon for promotIon to S level, 'ExIstIng
Employees' wIth QJ and above qualIfIcatIon wIll exercIse an
optIon (as per proforma gIven at Annexure) for growIng to
executIve cadre/'S' category, subject to fulfIllIng the
qualIfIcatIon requIrement as per the FEP FegulatIons.

The exIstIng employees wIth Q1 and Q2 qualIfIcatIon In A7 level
wIll be elIgIble for promotIon to E0 level after 6 years of servIce,
subject to trade/ profIcIency test etc. as prescrIbed In Schedule
under SCF crIterIa.

48
The employees wIth QJ qualIfIcatIon wIll be gIven two
consecutIve opportunItIes to appear In the Job LInked Test and In
the event of theIr qualIfyIng the same; such personnel wIll be
consIdered for executIve cadre through assessment by IntervIew.
However, those who qualIfy the test In the fIrst attempt but faIl
to be selected In the IntervIew shall not be gIven another
opportunIty to appear In the IntervIew. Persons who are not found
suItable wIll be consIdered for growth In the Class channel only.
Those who do not opt for shIftIng to executIve cadre or those
employees havIng less than QJ qualIfIcatIon wIll contInue to be In
Class.


f) Employees Inducted at the top of class In the scales of Fs.7000/
(open ended) would be consIdered for promotIon to E0 level In
the scale of Fs. 1075016750 on completIng 4 years experIence.
They can opt for 'S' cadre also.

g) Trade test for promotIon wherever applIcable wIll be held once
every year and therefore only one attempt In an year wIll be
permItted to qualIfy the trade test In all categorIes.



0j CIass-IV:

PromotIon |ode ExperIence prescrIbed
From To QualIfIed Under qualIfIed
W W SCF J years J years
W W SCF 6 years 6 years
W W7 SCF 6 years 6 years
W7 W7 SCF 6 years 6 years
W7 W7 SCF 6 years 7 years
W7 W7 SCF 6 years 7 years

The 'ExIstIng Employees' wIth qualIfIcatIon below standard 7 wIll
be treated as under qualIfIed IncludIng SanItary Cleaner E |alI
recruIted under |FPF'80.

49

PromotIons would be subject to suItabIlIty under the SenIorIty
cumfItness (SCF) crIterIa and qualIfyIng trade test (wherever
applIcable).

Twenty fIve percent of the elIgIble employees In W7 and hIgher
level may be consIdered for shIftIng to the bottom of the class
scale (Fs.4700/ open ended) (bottom of class of |FPF80). The
elIgIble employees means 'ExIstIng Employees' possessIng QJ
qualIfIcatIon as per F E P FegulatIons 1980 and havIng worked for
a mInImum of J years In W7 level.
ElIgIble employees who want to shIft to bottom of class
would be requIred to gIve an Irrevocable undertakIng for
theIr wIllIngness to shIft to the bottom of class In the
prescrIbed format.

The employees so shIfted to the bottom of class wIll not be
entItled to scale protectIon or rate of Increment protectIon.
However theIr pay shall be protected.

The shIft from class7 to class shall be done In accordance
wIth the procedure prescrIbed for InductIon at bottom of class
.

The organIzatIonal requIrement relatIng to class posts shall
be assessed by the HFC at Headquarters on request from the
respectIve FegIons.

The number of posts would be consolIdated at the regIonal
level and IntervIews/ selectIon would be carrIed out at
regIonal level. However, the dIstrIbutIon of posts between
project/ workcenters and the regIon would be done In
consultatIon wIth the regIonal ndustrIal EngIneer Croup.

No resultant vacancIes In class7 would be fIlled In.

Employees recruIted In class7 under |FPF80 would not be
consIdered for shIftIng to bottom of the class even If they
possess QJ qualIfIcatIon as per FEP FegulatIons;1980.
50


24j PA# CrIterIa for promotIon of Non-ExecutIves:

A) PromotIon wIthIn class7 and from A to A7 level In Class wIll be
on the basIs of SCF crIterIa whereIn PAF crIterIa for relevant three years
(e.g. for promotIon w.e.f. 01/01/2005 PAF for the years 20012002,
2002200J E 200J2004 wIll be consIdered) shall be as under:

1) f all three PAF ratIngs are 'CDD0' (or hIgher ratIng) candIdate may
be cleared straIght away.

2) f any one PAF gradIng less than 'CDD0' and other two ratIng 'CDD0'
(or better ratIngs) the candIdate wIll be IntervIewed by the 0PC.

J) f any two PAF gradIng less than 'CDD0' the candIdate may be
rejected straIght away.

8) PromotIon from top of class to S1 level and further promotIon
wIthIn S cadre wIll be on the basIs of SCF crIterIa whereIn PAF crIterIa for
relevant three years (e.g. for promotIon w.e.f. 01/01/2005 PAF for
20012002, 2002200J E 200J2004 wIll be consIdered) shall be as under :

1) CandIdates wIth two 'CDD0' and one '7EFY CDD0' PAF ratIngs (or any
hIgher combInatIon of PAF ratIng) may be cleared straIght away.

2) f all three PAF ratIngs are 'CDD0' the candIdate wIll be IntervIewed
by the 0PC.

J) f any of the three PAF ratIng Is less than 'CDD0' the candIdate shall
be rejected straIght away.

C) For promotIon from top class to E0 level Q1/Q2 qualIfIed
employees PAF crIterIa as per 8) above shall apply, however they must
pass trade test wherever applIcable. 0PC shall IntervIew QJ qualIfIed
employees after they clear job orIented/ ProfessIonal test and trade test
wherever applIcable IrrespectIve of PAF gradIng. However If any of the
three PAF ratIng Is less than 'CDD0' the candIdate shall not be elIgIble
for appearIng In JLT.
51

25j CeneraI:

O nterse senIorIty shall be maIntaIned In the SCF/ quantIfIcatIon
scheme promotIon amongst the select lIst of persons.

O n CementIng and 0rIllIng dIscIplInes the cadres wIll be merged at E5
level and desIgnated as ChIef EngIneer (0rIllIng).

O n ElectronIcs E TelecommunIcatIon dIscIplInes the cadres wIll be
merged at E4 level and desIgnated as SuperIntendIng EngIneer (EET).

O The |arIne DffIcer ForeIgn CoIng wIll grow Independently up to E4
level thereafter the cadre wIll be merged Into LogIstIcs dIscIplIne at
E5 level as ChIef |anager (LogIstIcs).

O n |ap E 0rawIng dIscIplIne the cadre wIll be merged at E2 level and
desIgnated as SenIor.

O The statutory requIrement for possessIng the requIsIte certIfIcate
Issued by the competent authorIty such as 'CertIfIcate of
Competency' as ElectrIcal SupervIsor, 8oIler Attendant certIfIcate and
0rIvIng LIcense etc. In relevant dIscIplIne for the purpose of
recruItment and promotIon wIll contInue to be In operatIon.

O The employees on promotIon wIthout transfer shall be gIven a joInIng
tIme of maxImum 45 days from the date of Issue of order. The
employee on promotIon lInked wIth transfer shall be gIven a joInIng
tIme of maxImum 90 days from the date of Issue of order. Where an
employee faIls to joIn wIthIn the specIfIed perIod, the promotIon
order shall become InvalId and shall be treated as cancelled and
wIthdrawn.

26j These FegulatIons wIll apply to all the posts In the executIve cadre and
nonexecutIve category of employees.
27j AppeaIs:

Any employee who Is aggrIeved by the order of promotIon on the ground
that he has not been selected may appeal to the Appellate AuthorIty
52
specIfIed In subregulatIon (2). ProvIded that there shall be no rIght of
appeal where the corporatIon Is the AppoIntIng AuthorIty.

The appeal under subregulatIon (1) shall lIe to an authorIty superIor In
rank to the appoIntIng authorIty empowered In thIs behalf by the
CorporatIon.

Any appeal under subregulatIon (1) shall be preferred wIthIn J0 days of
the date of receIpt of InformatIon by an employee under subregulatIon
(9) of regulatIon 7. ProvIded that the Appellate AuthorIty may, for
suffIcIent reasons, entertaIn an appeal preferred wIthIn a perIod of 60
days from the date of receIpt of InformatIon by the employee.


28j #evIew:

Where the CorporatIon Is AppoIntIng AuthorIty, an employee who Is
aggrIeved, by the order of promotIon on ground that he has not been
selected by such AppoIntIng AuthorIty may make an applIcatIon to the
corporatIon for revIew of Its decIsIon wIthIn J0 days of the date of
receIpt of an InformatIon by an employee under subregulatIon 9 of these
regulatIons.

ProvIded that the corporatIon may for suffIcIent reasons entertaIn an
applIcatIon for revIew wIthIn a perIod of sIxty days from the saId date.

2j SpecIaI representatIon to certaIn specIfIed categorIes of persons:

n makIng appoIntments to posts, eIther by dIrect recruItment or
promotIon, the corporatIon shall provIde reservatIon and other
concessIons to candIdates belongIng to the Schedule Caste, the Schedule
TrIbes, the other 8ackward Classes, the physIcally challenged
handIcapped, the ExServIcemen and other specIal categorIes of persons
In accordance wIth the orders Issued by the Central Covernment from
tIme to tIme In thIs regard wIth respect to reservatIons of posts under the
control of the Covernment to candIdates belongIng to the Schedule
Castes, the Schedule TrIbes and other specIal categorIes of persons.


53

The corporatIon may also provIde reservatIon to a person who Is
dependant of a deceased employee of the corporatIon.

For the purpose of these FegulatIons the expressIon 'dependent' means
and Includes the employee's husband/wIfe/son/brother/ unmarrIed
daughter as the case may be who are wholly dependent and resIdIng wIth
the employee.



30j InterpretatIon and modIfIcatIon:

f any questIon relatIng to the InterpretatIon or modIfIcatIon of these
regulatIons, the same shall be referred to the Head of FEP at 0ehradun
who shall decIde the same wIth approval of the competent authorIty.






















54

Case 1

n DNCC, PromotIons In Class and Class7 level posts are carrIed out at
FegIonal level and Class (E1) level and above promotIons are done by
Headquarters. Class and Class7 promotIons are carrIed out on SenIorIty Cum
FItness (SCF) crIterIa. The promotIons In the corporatIon are effectIve from 1
st

January every year.

The FegIonal PromotIon sectIon gets the clearance from Headquarters to
processes the promotIons. Dn receIpt of the approval for processIng promotIons,
the actual promotIons practIces are started.

Post : AssIstant Cd (PEA) to Asst. PEA DffIcer

PromotIon w.e.f. : 01/01/2009

CrIterIa for promotIon : SenIorIty cum FItness (SCF)

ExperIence : SIx (6) years servIce In the present post.

QualIfIcatIon : QJ I.e. |atrIc or equIvalent,
TypIng speed J0 WP|.

Trade Test : Not applIcable.

Job LInked Test (JLT) : ApplIcable.

ntervIew : Should qualIfy the IntervIew

PAF gradIng : Two "CDD0" and one "7EFY CDD0" In
precedIng three years. f all three PAF gradIng
are CDD0 the employee wIll be IntervIewed by
the 0PC.

FIrst of all, the senIorIty lIst of the employees who have joIned to the post of
AssIstant Cd (PEA) on or before 01/01/1999 Is generated and as per senIorIty
CASE STU0IES DN P#DhDTIDNS
55
lIst, the employees who are due for promotIon w.e.f. 01/01/2005 were
consIdered for promotIon. TheIr lIst Is prepared In the form of ElIgIbIlIty lIst
contaInIng detaIls such as Name, CPF No., QualIfIcatIon etc.

The ServIce 0etaIls, 0EA Clearance, 7IgIlance Clearance, Legal Clearance and
PAF CradIng are sought from the concerned sectIon In respect of the elIgIble
employees. The DptIons are also obtaIned from the elIgIble employees (Copy of
the DptIon Form Format Is placed at Annexure), so as to know that whether
to consIder them for E0 level or for S level [QJ qualIfIed employees at A7
level can opt eIther for ExecutIve Cadre (E0) or SupervIsory Cadre ('S'). The
employees, who wIsh to go to ExecutIve cadre, are requIred to appear for the
Job LInked Test and ntervIew as well as the trade test, If applIcable].

Dnce the above data Is receIved from the concerned sectIons, Trade Tests,
wherever applIcable are conducted by the duly constItuted 0epartmental
PromotIon CommIttee. Trade Test Is not prescrIbed for promotIon from the post
of AC (PEA) to Asst. PEA DffIcer, hence It was not conducted. However, they
beIng QJ qualIfIed, the Job LInked Test (JLT) was conducted by the
representatIve of HQ wIth the help of regIonal FEP SectIon.

The results of Job LInked Test were conveyed by HQ and the candIdates
qualIfIed In the Job LIked Test were asked to appear for IntervIew whIch was
held at DNCC DffIce.

Dnce the JLT results from HQ and the requIred data from concerned sectIons
was receIved In respect of the elIgIble employees, the 0epartmental PromotIon
CommIttee (0PC) for the purpose of conductIng the IntervIews and fInalIzIng the
proceedIngs, was constItuted by the competent authorIty of HQ, consIstIng of
three offIcers, out of whIch one offIcers was from concerned dIscIplIne. The
orders for 0PC members were Issued by HQ to conduct the IntervIews and
proceedIngs of QJ employees on 22/12/2009 at DNCC DffIce, NSE, |umbaI.

The 0PC members after IntervIewIng the employees and on goIng through the
servIce records and detaIls enumerated In the master Chart (Copy of the |aster
Chart Format Is placed at Annexure7), found all the elIgIble employees FT for
promotIon to the post of Asst. PEA DffIcer w.e.f. 01/01/2009 and the 0PC



56

recommended the empanelled employees [In order of theIr Interse senIorIty]
for promotIon w.e.f. 01/01/2009.

The 0PC proceedIngs (Copy of the ProceedIng Format Is placed at Annexure7)
sIgned by all the 0PC members was got approved by the AppoIntIng AuthorIty
I.e. CC| - Head FegIonal DffIce and the PromotIon Drders were Issued to the
employees promotIng them to the post of Asst. PEA DffIcer w.e.f. 01/01/2009
(Copy of the PromotIon Drder Format Is placed at Annexure7).

CDNCLUSIDN DF CASE STU0Y:

The overall recruItment process was conducted very systematIcally. The data
pertaInIng to the elIgIble employees was put up In the fIle properly. However,
only one drawback was found was that the results of the Trade Test or the Job
LInked Tests were not conveyed to the employees offIcIally.






















57

Case 2

n DNCC, promotIons In Class and Class 7 level are carrIed out at the
FegIonal Level whereas promotIons In Class (E) level are carrIed out at the
Head Quarters. Class and Class 7 promotIons are carrIed out on SenIorIty cum
FItness basIs. The promotIons In the corporatIons are effectIve from 1
st
January
every year.
The FegIonal PromotIon sectIon gets the clearance from the Head Quarters to
process the promotIons. Dn receIpt of the approval for processIng promotIons,
the actual promotIon actIvIty commences.


PDST : AssIstant Crade (PEA) [A-IV LeveIj to AssIstant
PEA DffIcer
[E-0 LeveIj

P#DhDTIDN W.E.F. : 01/01/2009

C#ITE#IA : SenIorIty cum FItness
FD# P#DhDTIDN

EXPE#IENCE : 6 years of servIce In the present post

UALIFICATIDN : QJ - |etrIc or equIvalent, typIng speed J0 WP|.

T#A0E-TEST : Not ApplIcable

JD LINKE0 TEST (JLT) : Should Pass JLT

INTE#VIEW : Should clear the IntervIew

PA# C#A0INC : Two "CDD0" and one "7EFY CDD0" In the
PrecedIng three years.

f all three PAF gradIng are "CDD0" then employee wIll be IntervIewed by the
0EPAFT|ENTAL PFD|DTDN CD||TTEE (0PC).

As per |FPF'80 Trade Test Is not applIcable.
58


1] The process starts when the Head quarters requests the regIons to carry out
the promotIon actIvIty for the unIonIzed category of employees w.e.f.
1/01/200J as per |FPF'80. The entIre actIvIty Is expected to be completed In
15 to 20 days. Even the competent authorItIes are gIven the clearance for
holdIng 0PCs for the respectIve promotIons. ThIs document Is sent to the
respectIve regIonal FEP heads.



2] After receIvIng the orders from the HQ the FegIons prepare the provIsIonal
senIorIty lIst to fInd the number of elIgIble employees for promotIon. ThIs
contaIns detaIl such as Name, CPF No., QualIfIcatIon etc. (shown In Annexure
7).



J] The FEP sectIon obtaIns the ServIce 0etaIls, 0EA Clearance, 7IgIlance
Clearance, Legal Clearance and PAF gradIng from the respectIve departments
(shown In Annexure 7).



4] SInce the A7 level employee can choose eIther to move to ExecutIve Cadre
[E0 level] or to move to SupervIsory Cadre [S1 level]. Thus, the elIgIble
employees are requested to fIll an DptIon form (shown In Annexure X). The
employees who wIsh to go to the ExecutIve cadre are requIred to appear for Job
LInked Test and ntervIew as well as the Trade Test, If applIcable.



5] Dnce the above data In the format put up In Annexure 7 Is receIved, Trade
Test wherever necessary would be conducted by the duly constItuted 0PC. SInce
It Is not applIcable In thIs It was not conducted. However, the employee havIng
QJ qualIfIcatIon JLT was conducted by the representatIve of HQ wIth the help
of regIonal FEP sectIon.


59

6] The lIst of the successful candIdates In the JLT Is conveyed by HQ to the
regIons. The qualIfIed employees are then asked to appear for the IntervIew,
held at the DNCC offIce. The IntervIews are conducted by the 0epartmental
PromotIon CommIttee (0PC) whIch Is normally made up of J members. The
orders for conductIng the IntervIew are sent by the HQ to the 0PC members.


7] Dnce the lIst of the successful employees In the IntervIew Is put up, the
next step Is the preparatIon of the |aster Chart (shown In Annexure X). The
0PC wIll go through the results of the IntervIew as well as the servIce and
other detaIls put up In the |aster Chart and decIde whether the employees
are "FT" or "UNFT" for promotIon. All the requIred InformatIon of the
elIgIble employees mentIoned In the case Is put up In Annexure 7. t shows
that |r. Y Is better than |r. X In all aspects but only because |r. Y secured 5
marks In hIs IntervIew as compared to |r. X who secured 7 marks. |r. X beIng
a scheduled caste had to get only 6 marks out of 15 In hIs IntervIew whereas
|r. Y beIng from general category had to get 9 marks out of 15. 8ecause of
thIs rule In |FPF'80, |r. X was declared "FT" whereas |r. Y was declared
"UNFT" for beIng promoted from AssIstant Crade (PEA) [A-IV LeveIj to
AssIstant PEA DffIcer [ E-0 LeveIj



8] The 0PC proceedIngs (shown In Annexure X) sIgned by all the 0PC members
approved by the AppoIntIng AuthorIty that Is the CC|. The PromotIon Drders
are then Issued to the employees promotIng them to the post of AssIstant PEA
offIcer w.e.f. 01/01/2005 (Copy of the PromotIon Drder Is shown In Annexure
X).


ConcIusIon of the case study:
The above promotIon procedure has been completed successfully. ThIs was a
case whereIn the marks of the IntervIew were the crIterIa whIch became a
dIfferentIatIng factor. SImIlarly, at tImes the PAF gradIng or JLT scores may
help In selectIng the elIgIble employee. However In the above case Trade Test
was not applIcable.


60


O The survey In the form of questIonnaIre was conducted amongst employees
who were recently promoted to the next hIgher posts In DNCC, |umbaI.

O Dut of total 480 employees promoted w.e.f. 01/01/2004 E 01/01/2005, the
questIonnaIre, along wIth coverIng letter wIth hIghlIghts of the purpose of
study and other necessary InstructIons/assurances, was dIstrIbuted to 50
employees.

O The questIons In the questIonnaIre covered areas concernIng the present
promotIon procedure, theIr defects, suggestIons of the employees E theIr
InclInatIon towards a new promotIon polIcy.

O A thorough analysIs has been done. PIe charts have been drawn showIng
theIr perspectIve. Employees' suggestIons/comments are also obtaIned.

O CertaIn parameters lIke employee's knowledge, qualIfIcatIon E IntegrIty are
taken Into consIderatIon whIle assessIng a person.

O t Is clear from the graphs E text that the majorIty of the employees are not
much satIsfIed wIth the present promotIon system.

O People are unhappy over delay In promotIons and the way the promotIons
are done. ThIs Is a matter, whIch has to be dealt wIth serIously.

O Company's success depends on Its work force. The productIvIty of a company
wIll Increase only when Its employees are hIghly motIvated and people
assocIate themselves dIrectly wIth the progress of the company.

O To conclude, the present promotIon system, though Is systematIc to a
certaIn extent, It has to be Improved and made better




SAhPLINC
61
QUESTDNNAFE



lNo.
uestIon Yes No Can's Say
Q1 Are you aware of DNCC promotIon
polIcy:

Q2 Are you satIsfIed wIth the present
promotIon polIcy of DNCC:

QJ Should the approval for Class E Class
7 promotIons come from Headquarter:

Q4 Should there be wrItten examInatIon for
consIderIng the promotIon:

Q5 Are the promotIon orders Issued In tIme:
Q6 0Id you receIve your promotIon orders
ImmedIately after Issue:

Q7 Are you motIvated on gettIng elevated
to the next hIgher post:

Q8 s there any change of work/
responsIbIlIty after beIng promoted:

Q9 0o you thInk that traInIng should be
gIven on promotIon to ExecutIve cadre:

Q10 Should there be merIt promotIons
based on performance, Instead of SCF
crIterIa:

Q11 Should there be a job rotatIon on
promotIon:

Q12 Should the tIme span for promotIon
reduced from the present 6 years:

Q1J 0o the people from PromotIon sectIon
gIve a proper InformatIon / faIr
cooperatIon:

Q14 0o you feel that DNCC PromotIon polIcy
Is superIor compare to other DIl PSUs:

A15 CIve your SuggestIons / Comments :



62

ANALYSIS AN0 INTE#P#ETATIDN
Q1. Are you aware of DNCC promotIon polIcy:





From the chart It Is clear that 74 I.e. most of the employees are of the
promotIon polIcy.

Q2. Are you satIsfIed wIth the present promotIon polIcy of DNCC:



48 employees are satIsfIed wIth the promotIon polIcy of the company whIle
J8 are not satIsfIed. ThIs shows that most of the employees are satIsfIed wIth
the company's promotIon polIcy.

63



QJ. Should the approval for Class E Class7 promotIons come from
Headquarter:








Q4. Should there be wrItten examInatIon for consIderIng the promotIon:






64




Q5. Are the promotIon orders Issued In tIme:




60 of the employees thImk that promotIon orders are Issued on tIme.


Q6. 0Id you receIve your promotIon orders ImmedIately after Issue:




78 employees receIved theIr promotIon orders ImmedIately after Issue.


65

Q7. Are you motIvated on gettIng elevated to the next hIgher post:




70 employees saId that they are motIvated on gettIng elevated to the next
hIgher post.



Q8. s there any change of work/ responsIbIlIty after beIng promoted:




64 employees thInk that there Is a change of work/ responsIbIlIty after beIng
promoted.


66


Q9. 0o you thInk that traInIng should be gIven on promotIon to ExecutIve cadre:









Q10. Should there be merIt promotIons based on performance, Instead of SCF
crIterIa:






67


Q11. Should there be a job rotatIon on promotIon:








Q12. Should the tIme span for promotIon reduced from the present 6 years:








68


Q1J. 0o the people from PromotIon sectIon gIve a proper InformatIon / faIr
cooperatIon:




55 employees saId that people from promotIon sectIon gIve a proper
InformatIon / faIr cooperatIon.


Q14. 0o you feel that DNCC PromotIon polIcy Is superIor compare to other DIl
PSUs:




40 of the employees thInks that DNCC PromotIon polIcy Is superIor compare to
other DIl PSUs whIle J6 employees thInk It Is not.
69

SUCCESTIDNS DF THE EhPLDYEES


O SInce the promotIons are effectIve from 1
st
January, orders should be Issued
on the 1
st
January of the same year.

O The approval for processIng the promotIons should not be gIven from Head
Quarters; It should be done on regIonal level.

O ntervIews should not be conducted for promotIons from A7 to E0 level; It
should be on the basIs of work performance and experIence.

O Star performers should grow faster and should be encouraged to do so by
gIvIng merIt promotIons, awards, rewards etc.

O EffIcIency, dIscIplIne E regularIty should be taken Into consIderatIon.

O |ethod should be found out to dIfferentIate between the genuIne workers
and workers who pretend to work.

O 7arIous parameters lIke knowledge of the subject, speed and accuracy,
adaptabIlIty, conscIentIousness, work assIgnments as per personalIty
characterIstIcs should be consIdered properly.















70


t was observed from records that FecruItment and PromotIons were
Implemented as per polIcIes and practIces decIded. ThIs gave the ImpressIon
that secrecy, as well as transparency, was maIntaIned In recruItment and
promotIon processes. t was corroborated by the fact that no lItIgatIon case was
fIled unlIke In the prevIous years.

From the pIecharts It Is observed that though 40 of the employees doesn't
thInk that DNCC PromotIon polIcy Is superIor compare to other DIl PSUs but
- 60 of the employees thImk that promotIon orders are Issued on tIme.
- 78 employees saId that they receIved theIr promotIon orders ImmedIately
after Issue.
- 55 employees saId that people from promotIon sectIon gIve a proper
InformatIon / faIr cooperatIon.

Some of the employees says that the approval for processIng the promotIons
should not be gIven from Head Quarters; It should be done on regIonal level.

EffIcIency, dIscIplIne E regularIty are also the Important parameters of
promotIon and recruItment polIcIes.












FINAL DSE#VATIDNS
71



t Is quIte evIdent that HF 0epartments are bombarded wIth resumes and
applIcatIons; however, common courtesy and ongoIng communIcatIon wIth job
seekers Is crucIal for company's long term brand buIldIng for employment.

From observatIon we can say that employees are well satIsfIed wIth the
promotIon polIcIes of the company hence null hypothesIs Is rejected.

Now Is the tIme for CompanIes to foresee the recruItment challenges ahead and
address the communIcatIon practIces, thereby effectIvely posItIonIng
themselves to hIre the most talented employees In the marketplace and to
motIvate them by gIvIng the proper promotIons.

Through proper, quIck and faIr ImplementatIon of HF PolIcIes they can ensure a
happy, motIvated and commItted work force.









FINAL CDNCLUSIDN
72


1 DNCC "FecruItment and PromotIon FegulatIons1980 (FEP80)",
DNCC, New 0elhI, AprIl1980, Page Nos. 1 to 97
2 DNCC "|odIfIed FecruItment and PromotIon FegulatIons1980
(|FPF80)", (As modIfIed vIde DffIce Drder No. 25(1)/97FP,
0ated 14/0J/1997 and other InstructIons), FEP 0IvIsIon, DNCC,
Tel 8havan, 0ehradun, Dctober2002, Page Nos. 1 to 146.
J DNCC "HF |anual", DNCC, Tel 8havan, 0ehradun, 1
st
AprIl,
200J, Page Nos. 15 to 149
4 DNCC Feports (www.ongcreports.com) - Company profIle (dated
16/11/2005), DNCC Structure, |anpower etc.
5 DNCC - "Annual Feport 20042005", DNCC, New 0elhI, 17
TH

August, 2005.











ILIDC#APHY
73

1 Annexure1 Copy of ProceedIngs for FecruItment
2 Annexure2 Copy of DptIon form Format for PromotIon
J AnnexureJ Copy of |aster Chart Format for PromotIon
4 Annexure4 Copy of ProceedIngs for PromotIons
5 Annexure5 Copy of PromotIons Drder Format
6 Annexure6 DNCC structure
















ANNEXU#ES
74

ANNEXU#E-1
P#DCEE0INCS DF SELECTIDN CDhhITTEE
PDST: JUNID# FI#E SUPE#VISD# (A-I LEVEL)
ProceedIngs of SelectIon CommIttee whIch met on ___________ at DNCC,
4
th
floor, NSE, |umbaI for assessIng suItabIlIty of the candIdates for the post of
Jr. FIre SupervIsor In the open ended pay scale of Fs. 4700/ per month In
DNCC.

The SelectIon CommIttee consIsted of the followIng offIcers:

1] ShrI _________________________ ChaIrman
2] ShrI _________________________ |ember
J] ShrI _________________________ |ember
4] ShrI _________________________ |ember

2] As per |FPF 80, and clarIfIcatIons Issued there on, qualIfIcatIon
prescrIbed for Jr. FIre SupervIsor (8ottom of Class ) Pay scale Fs. 4700/ per
month, (open ended) Is :

No. of Posts : 1J [CN - 09, D8C - 0J, ST 01]

QualIfIcatIon : ntermedIate wIth SIx months experIence In
FIre ServIces. 0rIvIng LIcense for Heavy
7ehIcles.

Age LImIt : CN J0 Years, D8C - JJ Years, ST - J5 Years

PhysIcal Standard Test : |InImum HeIght - 168 cms.
(for trIbes/hIllmen - 16J cms),
Chest - 81 cms wIth expansIon of 5 cms.
For persons from State of Assam:
|InImum HeIght - 16J cms. (for trIbes/hIllmen
- 160 cms), Chest - 79 cms wIth expansIon of 5
cms.

75

PhysIcal EffIcIency Test : FunnIng 800 meters. Dn flat ground In not
more than J (three) mInutes, LIftIng and
carryIng a person to a dIstance of 100 meter
wIth fIreman lIft, ClImbIng a fIre servIce
extensIon ladder of J4 feet (10.5 meter) fully
extended.
J] The PhysIcal standard E PhysIcal EffIcIency tests were conducted by the
duly constItuted SelectIon CommIttee at SA, KandIvIlI, and |umbaI
respectIvely, on ______________.

4] J0 candIdates who qualIfIed In the PhysIcal standard E PhysIcal EffIcIency
tests were called for wrItten test. All the candIdates appeared for the wrItten
test on __________ at Covernment PolytechnIc, 8andra (E). Twenty (20)
candIdates who secured 60 E above marks were declared qualIfIed and they
appeared for IntervIew at 4
th
floor, NSE, 8KC, |umbaI.

5] The crIterIa for awardIng marks for assessment of suItabIlIty Is gIven as
under:

a) QualIfIcatIon : 25 marks (20 for essentIal E maxImum 05 for
addItIonal InlIne qualIfIcatIon).
b) WrItten test : 60 marks
c) ntervIew : 15 marks

TotaI 100 marks


The qualIfyIng marks are fIxed at 60 [for Ceneral] and 40 [for SC/ST
and D8C] for candIdates.

6] 8ased on educatIonal qualIfIcatIon, performance In the wrItten test and
the IntervIew the selectIon commIttee found the followIng candIdates suItable
for empanelment to the post of JunIor FIre SupervIsor In the pay scale of Fs.
4,700/ per month (open ended) In DNCC.





76

CENE#AL CAN0I0ATES :

Sl. No. /
Sl. No. of |/C
Name of the
candIdate
0ate of
8Irth
|arks
DbtaIned
Femarks



DNLY ____ CENE#AL CAN0I0ATES EhPANELLE0.
DC CAN0I0ATES :

Sl. No. /
Sl. No. of |/C
Name of the
candIdate
0ate of
8Irth
|arks
DbtaIned
Femarks



DNLY ____ DC CAN0I0ATES EhPANELLE0.

ST CAN0I0ATES :

Sl. No. /
Sl. No. of |/C
Name of the
candIdate
0ate of
8Irth
|arks
DbtaIned
Femarks



DNLY ____ ST CAN0I0ATES EhPANELLE0.





hEhE# hEhE# hEhE#






CHAI#hAN
77



P#DCEE0INCS APP#DVE0




APPDINTINC AUTHD#ITY






























78

ANNEXU#E-2


DPTIDN FD#h FD# EhPLDYEES IN THE PAY SCALE DF #S. 6500l- (DPEN
EN0E0) TD DPT FD# SUPE#VISD#Y LEVELlEXECUTIVE CA0#E

NA|E : ________________________________
0ESCNATDN : ________________________________
CPF ND. : ________________________________
0ATE DF 8FTH : ________________________________
PFESENT PLACE DF PDSTNC : ________________________________
QUALFCATDN : ________________________________

DPTIDN - A : DPT FDF CAFEEF CFDWTH 'S'
CATECD#Y

DPTIDN - : DPT FDF EXECUTIVE CA0#E
8UT |AY 8E PFD|DTE0 TD 'S' CFA0E
TLL THE T|E A| A8LE TD A7AL |Y
TWD ATTE|PTS FDF PASSNC THE TEST
AN0 SU8SEQUENT NTEF7EW FDF
PFD|DTDN TD EXECUTE CA0FE AS PEF
|FPF 80

DPTIDN - C : DPT FDF EXECUTIVE CA0#E
AN0 WDUL0 LKE TD FE|AN AT A7
LE7EL TLL THE T|E A| A8LE TD
A7AL |Y TWD ATTE|PTS FDF PASSNC
THE TEST AN0 SU8SEQUENT NTEF7EW
FDF PFD|DTDN TD EXECUT7E CA0FE
AS PEF |FPF 80.

KNDWNC FULLY WELL THAT THS DPTDN S I##EVDCALE,
I DPT FD# * _____________________



(SICNATU#E DF THE EhPLDYEE)
79
0ATE : ______________
PLACE : ______________

* WrIte DptIon-A, DptIon-, or DptIon-C In bIank space, accordIng to
your optIon and sIgn the proforma


































80

ANNEXU#E-3














SI.
No
.
Sty
No
.
Name
CPF
No.
0D
SlSH#I
WHE
-
THE
#
SClS
T
Educ
a
0DJ
Present
Post
PromotIon
HIstory
PIace
Df
PostI
ng
CLEA#ANCE PA# C#A0INCS JLT Int
er
vI
ew
(m
ax
.
15
)
#e
ma
rk

1 2 J 4 5 6 7 8 9 10 11 12 1J 15 16 17
1/
22
|r.X
24.11.
58

ST

SSC
01.01.19
98
Asstt Cd
06.05.1985
Asstt Cd
01.01.1992
Asstt Cd
01.01.1998
onwards




0S
H/8




ye
s




Y
e
s




yes



7er
y
Coo
d



7er
y
Coo
d



7ery
Cood




Pass





7




FT
2/
2J
|r.Y
12.05.
55

CN

SS.C
,
|A(P
ub.A
dm)

[199
9]
01.01.19
98
Foustabout

26.07.19
82
Asstt Cd
24.06.1985
Asstt Cd
01.01.1992
Asstt Cd
01.01.1998
onwards




FD




ye
s




y
e
s




yes



Dut
Stan
dIng




Dut
Stan
dIng




Dut
Stan
dIng





Pass





5




Unf
It
81






ANNEXU#E-4


THE PFDCEE0NCS DF 0EPAFT|ENTAL PFD|DTDN CD||TTEE


0ATE DF 0.P.C. : ___________
PFD|DTDN : From AssIstant Cd to Asst. PEA DffIcer [E-0j
PAY SCALE : From Fs. 6,500/ To Fs. 10,750l- 16,750l-
EFFECT7E 0ATE : 01l01l2005

0PC hembers:
1] ShrI _________________________ ChaIrman
2] ShrI _________________________ |ember
J] ShrI _________________________ |ember

1] HQ vIde offIce order No. 25(1)/JLT/FPP/0J/04/05 dated July 7
th
, 2005
Informed to process the promotIons of employees of Class (Scale Fs. 6500) to
ED (of QJ qualIfIed employees only) w.e.f. 01/01/2005.

2] AccordIngly the employees who qualIfIed In JLT for promotIon from the
post of AC (PEA) [A7] to Asst. PA DffIcer [E-0j were IntervIewed by the
0PC on 22l0l2005.

J] The crIterIa for promotIon from the post of AC (PEA) [A7] to Asst. PEA
DffIcer [E0] as laId down In the |FPF80 Is as under :

a) CrIterIa : SenIorIty cum FItness (SCF)
b) ExperIence : SIx years servIce In the present post
[The employees under consIderatIon
have completed SIx years as AC [PEA]
as on J1/12/200J]
c) QualIfIcatIon : QJ I.e. |atrIc or equIvalent, typIng
speed J0 WP|.
82

d) Trade Test : Not ApplIcable.
e) Job LInked Test (JLT) : Should pass JLT
[The employees have passed the JLT]

f) PAF gradIng : Two "CDD0" and one '7EFY CDD0'
In proceedIng three years. f all three
PAF gradIng are CDD0 the employee
wIll be IntervIewed by the 0PC.
[They possess the requIred PAF gradIng]

4] 0ata pertaInIng to [a] AbsenteeIsm trend, [b] Long leave more than sIx
months In a year, [c] SerIous health problem, [d] ConstraInt on mobIlIty, [e] Any
other relevant InformatIon In respect of elIgIble employee was checked by the
0PC and nothIng adverse was found wIth regard to the elIgIble candIdates.

5] CuIdelInes for SelectIon CommIttee constItuted to assess employees for
promotIon to E0 level were communIcated by Corporate FEP, whIch have
broadly been kept In mInd whIle IntervIewIng the candIdates. As per the
exIstIng guIdelInes, marks obtaIned In JLT and TTF are not beIng consIdered for
fInal selectIon. PAFs for the precedIng three years (I.e. 20012002, 2002200J,
200J2004) have been consIdered.

6] KeepIng In mInd the broad guIdelInes Issued, the board has formulated the
followIng crIterIa for selectIon of candIdates:

ntervIew CoverIng 15 |arks.
[Subject Knowledge E Its applIcatIon, Awareness of DNCC,
CommunIcatIon SkIlls]

7] n order to qualIfy, a candIdate must secure 60 marks. The crIterIa Is
relaxed to 40 for SC/ST candIdates as per the guIdelInes.

8] A certIfIed lIst of 108 offIcIals who had qualIfIed In the Job LInked Test was
handed over by the offIce of corporate FEP to the commIttee. The candIdates
called for IntervIew were IntervIewed by the 0PC on 2J/09/2005.

9] The 0PC members after IntervIewIng the employees and on goIng through the
servIce records and detaIls enumerated In the master Chart, found the followIng
83
employees FT for promotIon to the post of APEAD In the pay scale of Fs.
_____________ w.e.f. 01/01/2005. The 0PC recommends the empanelled
employees [In order of theIr Interse senIorIty] for promotIon w.e.f.
01/01/2005.


Sl. Name CPF No. FIt / UnfIt Femarks



DNLY TWD E|PANELLE0.

hEhE# hEhE# hEhE#






CHAI#hAN



P#DCEE0INCS APP#DVE0




APPDINTINC AUTHD#ITY










84






ANNEXU#E-5







_____________________________________________________________
_________
No. : |F/FEP/PFD|/1J09/Asst(PEA)8/2005 0ate : _________

DFFICE D#0E#

1] CC|-Head HF/EF E FD, |umbaI FegIon Is pleased to promote the followIng
employees from the post of AssIstant Cd (PEA) [A7] to the post of APEAD [E
0] In the pay scale of Fs. ________ w.e.f. 01.01.2005, In a temporary capacIty,
under SCF crIterIa untIl further orders.

SI. Name CPF No. PIace of PostIng



2] Dn promotIon to the post of APAD [E-0j he Is permItted to take over the
charge of the post of APAD at hIs present place of postIng tIll further orders.
The promotIon wIll be effectIve only If he gIves an undertakIng In wrItIng that
he wIll move to a new statIon as may be decIded later. n the event of hIs not
actually movIng to a new statIon ImmedIately on receIpt of transfer orders, hIs
promotIon order wIll stand cancelled wIthout any further notIce.

J] He wIll be on probatIon for a perIod of one year from the date of joInIng the
promoted post, and hIs contInuance In the post of APAD wIll depend upon
satIsfactory performance of the assIgned dutIes. The Competent AuthorIty also
reserves It's rIght to extend the probatIon perIod at It's dIscretIon.
& NATURA GAS CRPRATN TD
MUMBA REGN
Recruitment & Promotion Section
4
th
Floor, B` Wing, NSE Bldg, BKC, Mumbai51.
Ph. No. : 26599911, Fax No. : 26599903-04
85

4] The promotIon Is further subject to the condItIon that he wIll carry out the
dutIes eIther of the promoted post or of the lower post, dependIng upon the
exIgencIes of the work, IrrespectIve of the new desIgnatIon. f, at any tIme, It
Is found that he refuses to carry out the dutIes assIgned to hIm of the lower
post, he wIll be lIable to be reverted to the lower post.

5] JoInIng tIme of maxImum 45 days from the date of Issue of the order Is
admIssIble to hIm. f he faIls to joIn wIthIn the stIpulated perIod, the promotIon
order shall suomoto become InvalId and shall be treated as cancelled and
wIthdrawn automatIcally.

6] Dther terms and condItIons of appoIntment as enumerated on hIs InItIal
appoIntment In the CorporatIon shall remaIn unchanged.

These Issues wIth the approval of the Competent AuthorIty.




CHIEF hANACE# (PA)-#P

0IST#IUTIDN :
1] ndIvIdual concerned (Through ControllIng DffIcer)
2] ncharge - HF/EF - _______
J] 0C| Head Corporate FEP, HQrs, 0ehradun.
4] ncharge - SenIorIty, HQ, 0ehradun/|F, |umbaI.
5] ncharge FEA - ___________












86

ANNEXUFE6

DNCC ST#UCTU#E


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