RRs for non-organized posts :
For framing of recruitment rules for posts which are not covered by any of the organized services, the format of a notification accompanied by the 14 columns Schedule should be as under :
6.1 Covering Notification of the Recruitment Rules should cover the following :-
1. Short title and commencement
2. The date from which the recruitment rules would come into force
4. Number of Posts, classification and scale of pay
5. Method of recruitment, age limit and other qualifications
6. Disqualifications (regarding plural marriages) as under :-
"No person ----
1. who has entered into or contracted a marriage with a person having a spouse living, or
2. who, having a spouse living, has entered into or contracted a marriage with any person, shall be eligible for appointment to the service; provided that the Government may if, satisfied, that such marriage is permissible under the personal law applicable to such person and the other party to the marriage and that there are other grounds for so doing, exempt any person from the operation of this rule".
7. Power to relax : Clause as under :-(Is applicable to Group 'A' and Group 'B' posts)
"Where the Administrator is of the opinion that it is necessary or expedient so to do, it may, by order, for reasons to be recorded in writing and in consultation with the Union Public Service Commission, relax any of the provisions of these rules with respect to any class or category of persons".
In no case the Administrative Department obtained the relaxation of any of the clause of the notified Recruitment Rules directly from the Administrator, Delhi and they should move such proposals through the Services-II Department.
8. Saving Clause :
"Nothing in these rules shall affect reservation of age-limit and other concessions required to be provided for the Scheduled Castes, the Scheduled Tribes, Ex-Servicemen and other special categories of persons, in accordance with the orders issued by the Central Government from time to time in this regard".
6.2 14 Columns for Schedule and guidance for filling-up them are as under :-
6.2.1 Column No. 1 (Name of the post) :
Name of the post may (with sub-title, if any) be clearly specified
6.2.2 Column No. 2 (No. of posts) :
The exact number of posts (with the relevant year in brackets) is to be indicated. There should be an asterisk and in a foot note below the asterisk, it should be stated "subject to variation dependent on work-load" i.e. subject to variation dependent on work-load.
The number of posts is an integral basis for determining the method of recruitment to any category of posts in as much as the quota of direct recruitment, promotion etc., is to be decided after taking into account the number of posts. Therefore, whenever there is a substantial change in the number of posts, the Administrative Department should initiate action to review the existing rules, particularly the method of recruitment. The effect of the change in the strength on the method prescribed in the rules for the next higher and lower categories of posts should also be studied.
6.2.3 Column No. 3 (Classification) :
Classification of the post/service is to be shown in the order indicated below :-
1. A. If it is a Service, Central Civil Service Group - A, B, C, or D as specified in Rule 4 of the Central Civil Service (Classification, Control and Appeal) Rules (not its nomenclature as Indian Metreological Service Group A).
B. If it is a post, General Central Service Group A, B, C or D as specified in rule 6 of CCS (CCA) Rules.
2. Whether Gazetted or Non-Gazetted.
3. Whether Ministerial or Non-Ministerial
6.2.4 Column No. 4 (Scale of Pay) :
The full scale of pay should be indicated. Special pay of non-practising allowance (in respect of medical posts), if any, should also be mentioned.
6.2.5 Column No. 5 (whether selector post or non selection post ) :
When promotion is proposed to be made on the basis of merit, the word "Selection" may be used and when promotion is to be made on the basis of seniority subject to the rejection of the unfit, the word "Non-selection" may be used. In the case of direct recruitment or deputation or transfer, the entry should be "not applicable". In the case of composite method of recruitment (i.e. Promotion/transfer on deputation), the words
"not applicable" may be used.
6.2.6 Column No. 6 (whether benefit of added years of service is admissible under rule 30 of the CCS (Pension) Rule 30 of the CCS (Pension) Rules, 1972 ) :
In cases where for the scientific, medical, technological and other professional posts and services, the benefit of added years of service for pension under Rule 30 of the CCS (Pension) Rules, 1972 is considered essential such posts should be identified in consultation with the Department of Pension and Pensioners Welfare and the UPSC and a suitable provision should be incorporated in the relevant recruitment rules so that the benefit is automatically available to all the candidates who are recruited in accordance with the provisions of these rules and it does not become necessary to take a decision in each individual case at the time of recruitment.
In cases where it is desired to allow this benefit in respect of a post for which recruitment rules are already existing, the Administrative Departments concerned may examine the admissibility of this benefit and obtain approval of the Department of Pension & Pensioners Welfare. If the proposal is approved by that department, the administrative department may take up the case for formal amendment of the recruitment rules (in Annexure-III) with the UPSC after obtaining concurrence of the Services-II Department and approval of the Lt. Governor, Delhi.
In other cases where new rules are being framed, the administrative department may examine and make their recommendations in regard to the entry to be made in col. 6, along with other columns of the draft rules. Such cases should be referred to as usual to the Estt. (RR) Section of the DP&T after examining the draft rules, Estt. (RR) section will refer the case to the Department of Pension & Pensioners Welfare for approval for grant of the benefit of "added years of service", wherever a proposal to this effect has been made. Thereafter, the approval of the Department of Personnel & Training will be conveyed to that proposal. The administrative department may then take up the draft rules as a whole including the entry in column No. 6 in the manner prescribed in the para.
6.2.7 Column No. 7 (Age limit for direct recruits) :
This column is to be filled by any one of method indicated below :-
1. Upto ............................. years "
(where only the maximum age-limit is intended to be prescribed)
2. "Between ........................... and ........... years"
3. "Preferably ............................................ years"
(where it is proposed not to prescribe any fixed upper age limit but to keep it elastic).
6.2.8 Relaxation for Departmental candidates :
A provision is to be made in the rules for relaxation of the upper age limit for departmental candidates upto 35 years for appointment by direct recruitment to 'Group C' & 'D' posts. Provision on age-relaxation in favour of Government servants for appointment by direct recruitment to Groups 'A' and 'B' posts is to be made by inserting the following note :-
"Relaxable for Govt. Servants upto 05 years in accordance with the instructions or orders issued by the Central Govt.)
In the case of Group 'D' departmental candidates, the age limit will be relaxable upto 40 years for genera candidates and 45 years in the case of Scheduled Castes and Scheduled Tribes to compete along with candidates from the open market for recruitment to Group 'C' posts. This concession will be subject to the usual condition that the direct recruitment posts in Group 'C' posts are in the same line or allied cadres and a relationship could be established that service rendered in the posts will be useful for efficient discharge of the duties in the other categories of posts.
In case the existing recruitment rules do not contain a relaxation of age-limit clause on the above lines for direct recruitment, the concerned administrative departments are to notify the amendment of this clause after following the procedure prescribed in para-4.
6.2.9 Crucial date for calculation of the age limit :
In the case of recruitment through the UPSC and the Staff Selection Commission, the crucial date for determining the age-limit shall be advertised by the UPSC/SSC. In the case of other recruitment, the following Note is to be inserted according to the
The crucial date for determining the age-limit shall be the closing date for receipt of applications from candidates in India (and not the closing date prescribed for those in Assam, Meghalaya, Arunachal Pradesh, Mizoram, Manipur, Nagaland, Tripura, Sikkim, Ladakh Division of J&K State, Lahaul & Spiti districts and Pangi Sub-Division of Chamba district of Himachal Pradesh, Andaman & Nicobar Islands of Lakshadweep).
6.2.10 Upper age limit :
The upper age limits for different posts depend upon the nature of duties, educational qualifications and experience requirements. Broadly, the following criteria is to be followed :
|Posts in the scale of pay having a maximum of more than Rs. 5000/-.||Preferably below 50 Years|
|Posts in the scale of pay having a maximum of Rs. 5000/-.||50 Years|
|Posts in the scale of pay having a maximum of more than Rs. 4500/- but less than Rs. 5000/-.||45 Years|
|Posts in the scale of pay having a maximum of Rs. 4500/-||40 Years|
|Posts in the scale of pay having a maximum of Rs. 4000/- or more but less than Rs. 4500/-||35 Years|
|Posts in the scale of pay having a maximum of Rs. 2900/- or more but less than Rs. 4000/-||30 Years|
|Group 'C' & 'D' posts||Between 18 and 25 Years|
6.2.11 (Educational and other qualifications required for direct recruits) :
The minimum educational qualifications and experience required for direct recruitment is to be indicated as precisely as possible. If necessary, these may be divided into two parts, viz., "Essential Qualifications" and "Desirable Qualifications". These requirements vary from post to post depending upon the scale of pay and the nature of duties. But they should be determined, as far as possible, keeping in view the provisions in the approved recruitments rules for similar posts and higher and lower posts in the same hierarchy.
6.2.12 Prescribing class or division :
Prescribing first or second class/division in respect of an educational qualification e.g. degree is to be avoided. A simple Degree/Master's Degree may be prescribed as there is difference in the assessment by various Universities/Boards and there may not also be any uniformity in the percentage of marks for deciding a class /division. It should, however, be ensured that qualifications and experience prescribed should be the minimum required for the post. The mere fact that persons with higher qualifications are available should not be the ground for stepping up the minimum required qualification/experience.
6.2.13 Relaxation Clause :
The relaxation clause on the following lines is also to be incorporated below the Essential Qualifications :-
Note : 1.
Qualifications are relaxable at the discretion of the Union Public Service Commission/Staff Selection Commission in the case of candidate otherwise well qualified.
Note : 2
The qualification (s) regarding experience is/are relaxable at the discretion of the Union Public Service Commission / Staff Selection/Competent Authority in the case of candidates belonging to Scheduled Castes or Scheduled Tries. If, at any stage of selection, the UPSC/Staff Selection Commission/Competent Authority is of the opinion that sufficient number of candidates from these communities possessing the requisite experience are not likely to be available to fill up the vacancy reserved for them.
6.2.14 Preference to Home Guard/Civil Defence Volunteers :
Home Guard volunteers are trained in Unarmed Combat, Crowd control, guard duty, patrolling, Map reading, weapon training etc. Their training may be useful in Group 'C' & 'D' posts like constables, Security Guards, Despatch Riders, Peons, Orderlies, Fireman etc. Similarly, the Civil Defence Volunteers who are trained in rescue, Fire fighting, first-aid and casuality care, nursing, sanitation and Public Health etc, may be preferred to posts like Nurse, Attendant, Stretcher-bearer, Medical Attendant, Health Visitor, Postmen etc. In cases where the administrative departments consider that the service/training of the Home Guards and the Civil Defence Volunteers will be useful in performance of duties of posts mentioned above, 3 years service as Home Guard/Civil Defence Volunteers and training in at least 'Basic' and 'Refresher' course in Home Guards and Civil Defence may be prescribed as 'desirable' qualification.
6.2.15 Typing knowledge :
In respect of Group 'C' posts, if the departments consider typing knowledge as essential, typing speed of 30 words per minute in English, or 25 words per minute in Hindi may be provided as an 'essential' qualification.
6.2.16 Educational qualification for promotees :
Column No. 9 (whether age and educational qualifications prescribed for direct recruits will apply in the case of promotees) :
It should precisely be stated whether age and educational qualifications prescribed for direct recruits should also apply in the case of promotees. Unless there are any specific grounds, the age limit prescribed for direct recruits are not insisted upon in the case of promotees. Regarding educational qualifications, these are not generally insisted upon in the case of promotion to posts of non-technical nature; but for scientific and technical posts, these should be insisted upon, in the interest of administrative efficiently, at least in the case of Senior Group 'A' posts in the scale of Rs. 3000-4500 and above. Sometimes the qualifications for Junior Group 'A' and Group 'B' posts may not be insisted upon in full but only the basic qualification in the discipline may be insisted upon. For example, if a degree in Civil Engg. is the qualification prescribed for direct recruits the promotees may be required to possess at least a Diploma in Civil Engg. In such cases, the entry under this column may be edited as "educational qualifications: No, but must possess at least .....".
6.2.17 Probation :
Column No. 10 (Period of probation) :
In the case of organized services, the following standard provisions for probation are to be inserted in the recruitment rules :-
a. Every officer on appointment to the service, either by direct recruitment or by promotion in Junior scale shall be on probation for a period of two years.
Provided that the Controlling Authority may extend the period of probation in accordance with the instructions issued by Govt. from time to time.
Provided further that any decision for extension of probation period shall be taken ordinarily within eight weeks after the expiry of the previous probationary period and communicated in writing to the concerned officer together with the reasons for so doing within the said period.
b. On completion of the period of probation or any extension thereof, officers shall, if considered fit for permanent appointment, be retained in their appointments on regular basis and be confirmed in due course as per procedure prescribed for the purpose.
c. If, during the period of probation or any extension thereof, as the case may be, Administration is of the opinion that an officer is not fit for permanent appointment, Administration may discharge or revert the officer to the post held by him prior to his appointment in the service, as the case may be.
d. During the period of probation, or any extension thereof, candidates may be required by Govt./Admn. to undergo such courses of training and instructions and to pass examinations and tests (including examination in Hindi) as Govt./Admn. may deem fit, as a condition to satisfactory completion of the probation.
e. As regards other matter relating to probation, the members of the Service will be governed by the instructions issued by the Govt./Admn. in this regard from time to time.
6.2.18 In the case of other posts (not included in the organized services), the period of probation, may be prescribed on the following lines :
|S.No||Method of Appointment||Period of Probation|
|1.||Promotion from one grade to another but within the same group of posts e.g. from Group 'C' to Group 'C'||No probation|
|2.||Promotion from one Group to another e.g. Group 'B' to Group 'A'||02 Years|
|3.||For direct recruits to posts carrying a pay scale the minimum of which is Rs. 5000/- or above or to posts for which the maximum age-limit is 35 years or above and|
|a.||where no training is involved||01 Year|
|b.||If probation includes 'on the job' or 'Institution training'||02 Years|
|4.||Officers re-employed before the age of superannuation||02 Years|
|Appointment on contract basis, tenure basis, re-employment after superannuation and permanent transfer||No probation|
6.2.19 Method of recruitment :
Column No. 11 (Method of recruitment - whether by direct recruitment or by promotion or by deputation/transfer and percentage of the vacancies to be filled by various methods) : The different methods of recruitment, viz. :
2. Direct Recruitment
6. Short-term Contract
and the percentage of vacancies to be filled by each method that are to be prescribed for a particular post or service depend on a judicious blending of several consideration, e.g.
1. the nature of duties, qualifications and experience required,
2. the availability of suitable personnel possessing the requisite qualifications and experience within a cadre ;
3. the need for ensuring that suitable incentives exists for the maintenance of an adequate standard of efficiency in the cadre ;
4. Consideration of the question whether, having regard to the role to be performed by a specific cadre or service, it is necessary to provide for direct intake of officers at an appropriate level with a view to injecting fresh knowledge and experience that may not be normally available in a particular Service or Department etc.
5. the proper mix of the six methods of recruitment mentioned at (a) to (f) above.
6.2.20 Promotion :
Promotion may be kept as a method of recruitment depending upon the availability of the field of consideration. Care should be taken to see that the base for promotion is strong, i.e. the departmental candidates are fully qualified for the responsibilities of the higher post and the field is also adequate, i.e. especially the feeder grade should range from 3 to 5 times the number of sanctioned posts in the higher grade, in case the post in the higher grade is to filled on selection basis. For posts which are to be filled by seniority-cum-fitness, i.e. by non-selection, it is not necessary that the feeder grades should consist three times of posts in the higher grade. For computing the base for promotion and determining the ratio of higher grade to the feeder grade, the number of sanctioned posts in the two grades (and not the number of vacancies at any one point of time) should be taken into consideration.
6.2.21 Direct Recruitment :
If direct recruitment is the only method of recruitment, it may so happen that the departments may not be able to fill up the vacancies caused by the incumbents being away for a duration of one year or more due to proceeding on deputation, study leave etc. In order to avoid such a contingency, the following "Note" may be inserted :
Vacancies caused by the incumbent being away on transfer on deputation or long illness or study leave or under other circumstances for a duration of one year or more may be filled on transfer on deputation basis from officers of Central Government/Administration :
a. holding analogous posts on regular basis, or
b. with ........ years regular service in posts in the scale of Rs. ........ or equivalent; and
2. Possessing the qualifications and experience prescribed for direct recruits under Col. 8"
6.2.22 Transfer :
"Transfer" may be kept as a method of recruitment when it is possible to get the services of suitable officers having the requisite qualifications and experience within the deptts. of the Admn. "Short-term contract" is also a form of deputation and this applies to officers from non-Govt. bodies, e.g. Universities, recognised Research Institutions, Public Undertakings, etc. for teaching research, scientific and technical posts. This method may be included in the rules if it is considered desirable that the above noted non-Govt. bodies are also tapped. In the case of isolated posts, it will be desirable to keep the method of recruitment of transfer on deputation/short term contract, as otherwise, the incumbents of the lower posts, if directly recruited, will not have any avenue of promotion. In fact, it may be worthwhile to bring such posts into an organized cadre/service rather than fill them by deputation from outside for limited periods from time to time. Care should always be taken to ensure that the officers holding posts, other than in an organized service, have enough prospects for advancement in their own line. For this purpose, the administrative department should bring together all such isolated posts requiring similar Educational qualifications, experience involving similar functions etc. into different groups to provide enough channels of promotion.
6.2.23 Transfer and Transfer on deputation :
"Transfer" and "Deputation" are not synonymous and there is a substantial difference between "transfer" and "deputation". Under the provision "transfer", the officer who will come may be permanently absorbed in the post/grade. Such a "transfer" can be effected only in the case of officers from the Central/State Governments. Under "Deputation including short term contract", an officer from outside can come for a limited period, by the end of which will have to revert to his parent cadre.
6.2.24 Composite Method of Recruitment :
In case where the method of promotion is by 'Selection' and field of promotion consists of only one post, the method of recruitment by "transfer on deputation (including short term contract)/promotion" is prescribed so that the departmental officers is considered along with outsiders. If the departmental candidate is selected for appointment to the post; it is to be treated as having been filled by promotion' otherwise, the post is to be filled by deputation/contract for the prescribed period of deputation/contract at the end of which the departmental officer will again be afforded an opportunity to be considered for appointment to the post.
6.2.25 It may so happen that in some cases of promotion the senior officers would not have completed the required service whereas the juniors would have completed the prescribed eligibility condition for promotion. In such cases, seniors will be left out from consideration for the higher post. To avoid such situation, a suitable Note may be inserted in the recruitment rules so that the seniors who have completed the probation period are also be considered where the juniors who have completed the requisite service are being considered.
6.2.26 When the posts are upgraded and consequently the recruitment rules are being amended, a suitable provisions may be made to the effect that the fitness of the incumbent in the feeder grade with the requisite service shall be considered by the competent authority or commission (in respect of Groups 'A' & 'B' posts). In case he is considered fit, he shall be deemed to have been promoted to the higher grade. In case he is not considered fit, his case will be reviewed every year, till such time, he will continue to hold the post in the lower grade.
6.2.27 Quota for feeder Grade :
In case where there are two or more feeder grades, a separate percentage for promotion may be prescribed to each of the feeder grade.
6.2.28 Fields of Selection :
Column 12 (Grade from which recruitment by promotion/deputation/transfer/short term contract re-employment is to be made);
The fields of selection under the various methods should be clearly specified. If promotion is kept as a method of recruitment, it is also necessary to lay down the number of years of qualifying service before the persons in the fields become eligible for promotion only regular and not ad-hoc, period of service as taken into account for purpose of computing this service. With a view to making the position clear, the field may be specified as "with ........ years service in the grade rendered after appointment thereto on a regular basis". The field for 'transfer on deputation/short term contract/transfer' should, as far as possible, consist of officers holding analogous posts on regular basis but may be widened to include officers working in the next lower grade also with the qualifying service on regular basis normally prescribed for promotion.
In some case, different periods of qualifying services in the respective grades post on account of different scales of pay are prescribed for promotion in the recruitment rules. In order to facilitate preparation of an eligibility list for promotion, in cases where no separate quotas for each different grade have been prescribed, a "Note" as under may be added :
The eligibility list for promotion shall be prepared with reference to the date of completion by the officers of the prescribed qualifying service in the respective grade/post."
6.2.29 Qualifying Service for promotion
The qualifying service for promotion from the grade to another is necessary so that there is no premature promotion or undue jump in pay and also to ensure that the officer has sufficient opporunity to demonstrate his competence/potential for holding the higher post.
The period of qualifying service varies from post to post depending upon the scale of pay and the experience, required for manning the higher post. Broadly, the following qualifying service for promotion from one grade to another may be followed as a guide :
|1. Rs. 8000 (fixed)||Rs. 9000 (fixed)||3 Years|
|2. Rs. 7600 (fixed)||Rs. 8000 (fixed)||2 Years|
|3. Rs. 7300 - 7600 /
Rs. 7300 - 7800
|Rs. 8000 (fixed)||2 Years service in that grade|
3. (a) Rs. 7300-7600
|Rs. 7300-8000||Officers in the grade of Rs. 7300 - 7600 without any minimum service in that grade failing which 3 years service in Rs. 5900-6700|
|4. Rs. 5900 - 7300
Rs. 5900 - 6700
|Rs. 7300 - 7600||3 Years|
|5. Rs. 5100 - 5700||Rs. 5900 - 7300||2 Years|
|6. Rs. 5100 - 5700||Rs. 5900 - 6700||2 Years|
|7. Rs. 4500 - 5700||Rs. 5100 - 5700||2 Years|
|8. Rs. 4500 - 5700||Rs. 5900 - 6700||3 Years|
|9. Rs. 4100 - 5300||Rs. 4500 - 5700||3 Years|
|10. Rs. 3700 - 5000||Rs. 4100 - 5300||3 Years|
|11. Rs. 3000 - 5000||Rs. 3700 - 5000||4 Years|
|12. Rs. 3000 - 4500||Rs. 3700 - 5000||5 Years|
|13. Rs. 3000 - 4500||Rs. 3000 - 5000||2 Years|
|14. Rs. 2200 - 4000||Rs. 3000 - 4500||5 Years|
|15. Rs. 2375 - 3500||Rs. 2200 - 4000||2 Years|
|16. Rs. 2000 - 3500||Rs. 2200 - 4000||3 Years|
|17. Rs. 2000 - 3500||Rs. 2375 - 3500||2 Years|
|18. Rs. 2000 - 3200||Rs. 2000 - 3500||2 Years|
|19. Rs. 1640 - 2900||Rs. 2000 - 3500||3 Years|
|20. Rs. 1640 - 2900||Rs. 2000 - 3200||2 Years|
|21. Rs. 1600 - 2660||Rs. 1640 - 2900||2 Years|
|22. Rs. 1400 - 2600||Rs. 1640 - 2900||5 Years|
|23. Rs. 1400 - 2600||Rs. 1600 - 2660||4 Years|
|24. Rs. 1400 - 2300||Rs. 1400 - 2600||2 Years|
|25. Rs. 1350 - 2200||Rs. 1400 - 2300||3 Years|
|26. Rs. 1320 - 2040||Rs. 1350 - 2200||2 Years|
|27. Rs. 1200 - 1800||Rs. 1200 - 2040||2 Years|
|28. Rs. 1200 - 2040||Rs. 1400-2300/2600||5 Years|
|29. Rs. 1150 - 1500||Rs. 1200 - 1800||3 Years|
|30. Rs. 975 - 1540||Rs. 975 - 1660||2 Years|
|31. Rs. 950 - 1500||Rs. 1200 - 2040||8 Years|
|32. Rs. 950 - 1400||Rs. 975 - 1540||2 Years|
|33. Rs. 950 - 1400||Rs. 950 - 1500||2 Years|
|34. Rs. 825 - 1200||Rs. 950 - 1400||2 Years|
|35. Rs. 825 - 1150||Rs. 950 - 1400||3 Years|
|36. Rs. 800 - 1150||Rs. 825 - 1200||2 Years|
|37. Rs. 875 - 1025||Rs. 800 - 1150||2 Years|
|38. Rs. 750 - 940||Rs. 775 - 1025||2 Years|
6.2.30 Where the eligibility service for promotion prescribed in the existing rules is being enhanced (to be in conformity with the guidelines issued by this Department) and the change is likely to affect adversely some persons holding the feeder grade posts on regular basis, a note to the effect that the eligibility service shall continue to be the same for persons holding the feeder posts on regular basis on the date of notification of the revised rules could be included in the revised rules.
6.2.31 Deputation :
In case where ' transfer' on deputation/short term contract' has been prescribed as a method of recruitment, the following provision may be made in respect of the period of deputation :
" (The period of deputation including the period of deputation in another ex-cadre post held immediately preceding this appointment in the same or some other organization/department of the Admn. / Central Govt. shall ordinarily not exceed ........years)"
The period of deputation for a particular grade of cadre is dependent upon the pay scale of the post to which deputation is being made. For the level i.e. for posts having a pay scale the maximum of which is Rs. 5700 or above, the period prescribed is '5 years' for the Middle Management Level i.e. for posts having a pay scale with a maximum of Rs. 4500 or above but below Rs. 5700/-, the period is '4 years' and for all other lower levels it is normally '3 years'. However, the Departments, depending upon their requirements, the field of availability and the qualifications prescribed should decide the period of deputation in consultation with the Department of Personnel and Training and the Union Public Service Commission.
6.2.32 For the purpose of determining the period of deputation, the posts may be broadly divided into the following 3 categories :-
1. Posts where deputation allowance is admissible and the personnel are drawn from an identical grade or a grade below but with the requisite qualifications and experience to man such posts;
2. Posts which are manned by officers on deputation from various service and have fixed tenure such as 3 years for Under Secretary, 4 years for Deputy Secretary and 5 years for Director / Joint Secretary in Central Secretariat.
3. Isolated ex-cadre posts and specialized technical posts for which persons are drawn from all fields on the basis of deputation, transfer, direct recruitment and in some cases on promotion depending upon the availability of suitable persons for these posts
6.2.33 So far as posts (i) are concerned, the period of deputation for them may be prescribed as 3 years. In respect of category (ii) the period of deputation may be prescribed in accordance with the tenure fixed for such posts. The posts which fall in category (iii) viz., the posts which are in the highly specialized fields like agriculture, irrigation, power, health planning etc. where too frequent replacements would affect continuity in the organization as well as render the accumulative wealth of experience redundant, the period of deputation for such postsmay be prescribed as 5 years. Besides, in some cases, the personnel are given specialized training in short spurt over a period to make them capable of handling the job adequately. In such cases also the period of deputation may be prescribed as 5 years. 6.2.34 Provisions for Armed Forces Personnel : In respect of Group 'A' & 'B' posts which are required to be filled by 'transfer on deputation' only, of Government servants belonging to more than one service, a provision should be made in the recruitment rules whereby the Armed Forces personnel due to retire or to be transferred to reserve within a period of one year and having requisite experience and qualifications can also be considered for appointment to such posts. AB. 14017/13/85-Estt (RR), dated 31.5.85) 6.2.35 D.P.C. Column 13 : (If a DPC exists, what is the Composition : When promotion is kept as a method of recruitment, the detailed composition of the Departmental Promotion Committee may be indicated. In the case of promotion to Group 'A' posts, the Union Public Service Commission shall also be associated; this position may be made clear as follows : Group 'A' D.P.C. According to requirment -
(i) Chairman or Member of the UPSC - Chairman
The total strength of DPC including chairman need not necessarily be an odd number, as the decision is to be taken as a joint one. (DP&AR OM. NO. 14017/1/75-Estt. (D) Cell dt. 27.11.75) 6.2.36 Members included in DPCs for Groups 'A' & 'B' posts should be officers who are at least on step above the post in which the promotion/confirmation is to be made. In respect of DPCs for Groups 'C' & 'D' posts, the Chairman of the DPC should be an officer of a sufficiently high level and one of the Members of the DPC should be an officer from a Department not connected with the one in which promotions are considered. The other member should be an officer of the department familiar with the work of the persons whose suitability is to be assessed. 6.2.37 Endeavour should also be made to nominate SC/ST officers on the DPC constituted for various posts/services. However, the recruitment rules need not indicate the SC/ST officer as a DPC member as inclusion of such an officer is covered by executive instructions. 6.2.38 The U.P.S.C. need not be associated in respect of posts where the promotion is based on seniority-cum-fitness. 6.2.39 The DPC consistence of Chairman and Members only. The term "Member-Secretary" should not, therefore, be used. In some cases, in accordance with provisions of the recruitment rules, the appointment to a post is required to be made only by deputation (including short term contract) or re-employment. In such cases, the selection is not to be made by a DPC. The composition of the DPC need not, therefore, be indicated and the entry shown as "Not applicable". 6.2.40 The Union Public Service Commission is now not required to be associated with DPCs for considering cases of confirmation of Group 'A' and Group 'B' officers. It would be necessary to indicate separately the composition of the DPC for considering cases of confirmation in the case of appointment by promotion/direct recruitment/transfer. In such cases, the heading may be read as "Group 'A' or Group 'B' DPC (for considering cases of confirmation)" and composition of the DPC mentioned thereunder. The proceedings of all Group 'A' DPCs are required to be sent to the UPSC. However, the proceedings of Group 'B' DPCs are required to be sent only in the case of posts in which direct recruitment has been laid down as a method of recruitment in the relevant recruitment rules. In such cases, a 'Note' as under may be added. "Note : The proceedings of the DPC relating to confirmation shall be sent to the Commission for approval. If, however, these are not approved by the Commission a fresh meeting of the DPC to be presided over by the Chairman or a Member of the UPSC shall be held". 6.2.41 Consultation with UPSC. Column 14 (Circumstances in which UPSC to be consulted in making recruitment) : The circumstances in which the Union Public Service Commission are to be consulted in making recruitment to the posts within their purview should be clearly indicated. Cases in which the Commission are to be consulted are illustrated below :
1. Direct Recruitment
3. In all cases of 'transfer', the Commission shall be consulted. Such consultation is necessary because permanent arrangement are being made without resorting to the method of open direct recruitment and the commission would ensure that the post has been circulated widely as per the provisions of the rules and the best person is selected.
4. When the composite method of recruitment is prescribed i.e. the departmental candidate is to be considered along with outsiders, the selection shall be made by the Commission only.
5. For purpose of promotion from one Group 'A' post to another Group 'A' post, consultation with the commission is not necessary as per UPSC (Exemption from Consultation) Regulations, 1958. But, as the DPC for considering promotions within Group 'A' posts shall be presided over by Chairman/Member of the Commission, necessary provisions may be made in the DPC col. (i.e. Col. 13).
6. When the field of deputation for Group 'A' posts consists of Central Group 'A' officers only, consultation with the Commission for selection of an officer is not necessary. If the field for consideration includes State Government Officers of Group 'A' & 'B' officers of the Central Government simultaneously, selection for the post shall be done through the UPSC. When the field for consideration is made more broad based and consists of not only Central/State Govt. officers but also Officers from non Government institutions, the selection shall always be done through the Commission. This is tantamount to direct recruitment and the Commission would ensure that the post has been circulated to all the authorities laid down in the field and the best person is selected.
7. Any relaxation or amendment of the provisions of the recruitment rules.
( C. TARGAY )
DELHI ADMINISTRATION : DELHI
Last Update Date :- 27-03-2018
Page last updated on: 11-12-2019