Documentos de Académico
Documentos de Profesional
Documentos de Cultura
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Common Coal Cadre
and operation of executive establishment in coal india limited I
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companies
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COAL INDI4
10, NETAJI SUBHAS ROAD CALCUTTA 700 001
LIMITED
I N T ROD
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I ON
One of the main functions of Coal India, a holding company, was the setting of a tmmon coal cadre. This involved integrating personnel taken over from the erstwhile lal companies, those in the NCDC and others joining the organisation through open cruitment. It is necessary that detailed rules and procedures are evolved for the admistration of the executives and their integration to a common and uniform set of rules. l1eprocess of drawing up these rules and procedures bas been going on continuously r the last two years and these have been issued as and when finalised. I am glad that al\ these rules have now been put togetber and a comprehensive .anual on the Common Coal Cadre and its operation has been prepared. This manual ould go a long way to help in the administration of Common Coal Cadre in Coal India Id the subsidiary companies. This will also provide all the relevant data pertainmg to .reer prospects of all the executives. The compilation of this manual has involved bard work on the part of the officers . Coal India as well as subsidiary companies. I would like to convey my sincere thanks ,all of them.
With the formation of Coal India Limited as a holding company, the pa: administration of executive cadres was set out in the Government of India'.s lettt 38011/1/74-CAF, dated 27 September 1975, which stiputlated the following, in so personnel matters are concerned : "10. The functions of CI L Will be to set overall corporate objectives and approve and strategIes for tbe achi~vement of tbose objectives, to establish policies regrading ...... recruitment, training, safety, industrial relations, wages, ............. to set and monitor prices and evaluate performance, and to co- ordinate amongst suI companies ......... -..................... " "12. There would be a common 'Coal Cadre' for
recruitment of all personnel at the level of the executives would be made by CIL on b the subsidiary companies. CIL would arrange for trainiag of personnel where necessa would thereafter allot tbem to different subsidiary companies, taking into considera companies' respective needs. Transfer of personnel in the lower scales of pay from one cto another is not envisaged tho.ugh there sbould be no bar to such transfers on admin grounds. At higher levels, transfer of personnel from one company to another shc freely effected as this wuuld enable optimum use and development of managerial talent.' 2 In pursuance of tbe Government's directives for administering the common coal a task force on common coal cardre, consisting of representatives of Coal India subsidiary companies, examined various aspects of the matter and made its recommen which' were further considered by the CMD's coordination meetings. As a result c discussions, norms and procedure for operating the executive cadre in differeat compa' at the Coal India headquarters were evolved. 3. Based on tbe variousdecisions taken, a brochure on the common coal cadre set placed at the 13th meeting of the Board of Directors of Coal India held on 24and 2S F 1978atNewDelhi. The Board considered the matter and approved the coal cardre wit suggestions a~d minor modifications. In the light of these deeissions, the coal cadre has been fin:.tlisedand is being published for information of all concerned.
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ANNEXURE CONTENTS IV (3) 11(1)(1) VIII(6) III (4) (a), (b), 1II (3) III (5) XII Page lV (2) V (1) XI (2) IV (2) (1) IV (6) m(7) V (4) X (1) III (1) 1 4 5 16 24
29
Po
Pay structure
Requisition for recruitment Reservation for Scheduled Caste/Tribe Proforma for obtaining approval service or re-employment Absorption of Management for extension of
of inter-se seniority
31
35
RevIsion of stipend of welfare officers (Trainee) Revision of Cadre Scheme for Engineering Vigilance Clearance Horizontal Promotional Horizontal Promotional Movement Movement Materials Management avenues for office supdts dis~ipline
Principles for fixation of pay of executives Acting and officiating arrangements Transfer of executives of applications
38 39 40
42 44
&
Marketing
H
V
Disciplinary
consideration
representations
45 47
Secretaries / Secretaries Extracts from Seniority Committee's Seniority of Senior Under Managers Fixation of pay on promotion in Mining Discipline Transfer Policy of applications of dependents C'fexecutives dying
Retirement
and exits
XV (2)
XV
Vii Vi
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APPENDICES Page No. ~ppendices [V (2) IV (1) ]1 (3) IV III IV Chapter Subject
98
Ch
GRADES
OF EXECUTIVES
Offer of appointment to graduate apprentices/JETs 120 Proforma for personal data 121 Cadre Schemes for different disciplines While the salary structure in erstwhile NC DC corresponded to the Centr ment pay scales, there was very wide variations in the salary and perquisi enjoyed by the officers of the erstwhile coal companies After nation< the coking coal mines, Bharat Coking C031 Limited adopted a ration structure and fitted all the officers into the same. After nationalisat non'cGking coal mines, the erstwhile CMAL adopted the pay scales 01 BCCL. NCDC executives ware also fitted into the BCCL salary stn perquisites with effect from 1st May, 1973. 1..2 On the basis of the approval accorded by the Government of India, thl salary structure for the entire nationalised coal industry was revised from 1st February, 1975 as follows :
Officers
we
I E-l E-6 E-8 1300 revised [-3 E-2 1100-50-1300-60-1600 E-8* E Rs. 800-50-1 250 675-30-103! Revised -60 -1 Rs.2000-100-2500 30-600 1600100-2000 1800-100-2200 2000-100-2 1850-100-: 1550-60-18 Rs. (*The Scales 600-100-1 of Grade was given Rs. 400-400-510-(w. scale 80l) -5 725-40-132' 1350-501"j Rs.350-25-500-30-590-EB E7 E-4 1050-50-1 Rs.800-50-14M Existing Scales2250'100-2 then
7. g. No. 5. (D) 6.
40-800-E6-50-1250 30-800-EB-30-830-35-900
4. (a) 2. 3.
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Scales then Existing .Revised Scales Rs. 350-25-500-30-590-EB30-800-E B-30-830-35-900
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Pay structure
of executives
1.2.1979
No.
detailed below :
1.
(j)
The existing GDMO GR. II/Assistant Medical Officers having less than 2 years post-qualification experience were placed in the scale. of Rs. 675-30-1035-40-1235. The existing GDMO Gr. II/Assistant Medical Officers having a minimum of two years post-qualification experience were placed in the scale of Rs. 725-401325. Rs. 725-40-1325 for those who were drawing a basic pay of Rs. 6601- and below in the existing scales and those not selected under (ii) below. Rs. 1050-50-1650 for those who have crossed the stage of Rs. 660/- in the existing scale on selection basis. Rs. 1050-50-1650 for non-specialists.
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Grade
E-1 E-2
E-3 E-4 E-5 E-6
Rs 750-40
1350
Rs 1030-50-1380'60-1800-10' Rs. 1130-50-1380-60-1800~1 Rs. 1680-60-1800-100-2700 Rs. 2200-100-2900 Rs 2400-100-3200 Rs. 2700-100-3500 Rs. 2800-100-3600 Rs. 3000-100-3700 Rs. 3500-100 40000 01
(iil
Rs. 800-50-1400 Rs. 1100-50-1700 Rs. 1400-50-1950 Rs. 1600-75-2200 Rs. 1900-100-2500 Rs. 2050-100-2650 Rs. 2250-100-2750 Rs. 250Q-1003000
2.
-1100-
(I)
E-7
E-8
E-9
(ij)
Pay structure revised with effect from 1.8.82 years i. e. upto 31.7.1987
3.
(j)
(ii)
1.
Specialists in the existing scale of Rs. 600-1300, who have not crossed the stage of Rs. 1000/(Rupees one thousand) in the existing scales will be entitled to a minimum starting basic pay of Rs. 11001- in the scale of 1050-1650. Rs. E-2 E-3 E-4 E-5
E-6
Revision of Pay Scales : The revised pay scales would be as under Existing scales of pay (Rs.) 2 1030-50-1380-60-1800100-2000. 1130-50-1380-60-1800Revised scales of pay. (Rs.) with effect fro 3
(;00/_2250-100-4150
Grade
1
E-1
1-1-
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I07'>'l:>/::- 16 7.>-q_2500-120-3100-130-
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(b) Rs. 600-40-1000-EB-50-1300 Rs. 1350-50-1750 for specialists who have crossed the stage 01 Rs. 10001- in the existing scale. Rs. 1550-60-1850-75-2075. the scale of Rs. 1850-100-2450 in the Medical
37501l4().5150
4.
Rs. 1300-60-1600-100-1800
2200-100.2900 1680-60-1800-100-2700-1:? "17<1-1- g65Q' '4600-150-5350-160-6470 1 Gtll'O!~ :l.o&,otl -3700-140-4400-150-5900 2400-100-3200 .17.>-00/- ;2.:2-;30'1'-5200.160-6000-175-6875 2700-100-3500 I S >O(t~- :(39 O,/- 5750-175-7325 2800-100-3600 6000-175-7400 3000-100-3700 - /9'7(:,0{- -.1.,::>'000("6250-175-7475 3500-100-4000 -::J..O',;;ljt'l- - :J.{;':7b()/~ 7250-200-8_2_50 The revision shall be effective from 1 ..1-1987.
2.
Fitment
Amount
Tbe figures in colum (4) above would be the admissible to the executives who were on3the rolls of 31-12-1986 and continued to be on roll thereafter.
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Chapter II
CREATION OF POSTS AND STANDARD DESIGNATIONS
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RECRUITMENT
3.1
2.1
Creation of Posts
The following revisions to the delegation of powers in regard to creation of posts have been approved by the CIL Board in its meeting held on 23.2.1983 : (i) Coal India Board Full powers for creation of all posts below Board level the maximum of whose scale of pay does not exceed Rs. 4000/- (as revised w.e.f. 1.8.1982).
OJ)
OF EXECUTIVES
Full powers for crQation of all posts' upto E-6 for executives provided the posts are in the manpower budget approved by the Board. Full powers uptograde' E7. Full powers for posts included in the sanctioned project reports/advanced action reports. Full powers upto E4 for executives . (:.rovided the posts are in the manpower budget approved Boards. Full powers the all posts by for respe<;tive included in the sanctioned project reports/advanced action reports subject to the phasing indicated therein.
In terms of para 12 of the Government of India, Ministry of Energy, Departl Coal, letter No. 380Qllj1174-CAF, dated 27 September, 1975, recruitmeI personnel at the level of executives would be made by Coal India Limited, OI of the subsidiary companies will indicate their specific requirement of executiv. proforma given at Annexure III [I]. On receipt of such requisition, Coal Indil quarters will initiate necessary recruitment action. Initial Recruitment . will be made at the eKecutives entry level in different di: As Junior Executive Trainees. Normally recruitment as indicated below :
3.2
Oii)
(a)
Mining Discipline & Engineering Discipline (Electrical, Mechanical, Civil, Electronics etc.) Personnel Discipline
(iv)
(b)
As Trainee Welfare
Officers or Mal
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(c) Material Management, Sales &: - As Management Trainees Marketing disciplines (d) Others - In the grade of E-I/E-2 as the case ) Recruitment at senwr level may also be resorted to at the discretion of the I ment, if qualified and experienced executives are Ilot available department requisite numbers. 3.3 Qualifications etc. for Recruitment normally fol IV (2). In the
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2.2
Standard
Designations
Because of the historical reasons there was no. standardisation of executive designations and a need 'was felt to have standard designations in respect of executives in alt the companies . It was, therefore, decided that the existing executivedesignati()ns should be repiaced by the standard designations as indicated in the Annexure II (I). In case any officer is enjoying, at present, higher designatilln than the designation now approved, the incumbent may be allowed to retain the existing designation at the discretion of the CM D concerned as personal to him till he vacates the existing post. This will, however. not entitle him to any higher grade merely because he has been allowed higher designation.
The qualificaticms, experience, etc for outside recruitment will cadre rules of the respective disciplines as indicated in Annexure
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.'If JUl\iM B!~tutjv~ Tt'Ail\l!~ lH\.i MAM~duenl Tra;nees, qualifications and age will be observed :
however,
-----Qualification First or high second class degree ctrical, Electronic, Mechanical, Industrial Engineering or from an relevant branch of engineering.
Note:
Annexure II
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-----~----b) Management Trainee Essential Recognised degree or equivalent postgraduate diploma/degree in Business Admi nistration/M anagement.
Desirable
ccmdidates will be strictly on the basis of merit as, determined by the ~ committee aher interview. (6) Departmental candidates selected for posts against Press advertisement relieved for posting at the place where vacancies exist. Heplacements at t level will be provided by elL. 3.6
(11
Recognised degree in relevant branch of engineering in addition to the above will be desirable. Age Below 28 years for graduate and 30 years for candidates with post-graduate qualification. Age limit relaxable by 5 years for candidates belonging to scheduled castes/scheduled tribes, ex-service n~cnand exceptionally meritorious candidates. Recruitment Action coal India headquarters will issue necessary Press advertisement giving full details of the job specifications etc. for publication in important national newspapers Simultaneously with the release of the Press advertisemenl, a vacancy notice will also be sent out to all subsidiary companies for giving publicity to enable the eligible internal candidates to apply for the same. Departmental Candidates
Reservation Candidates
of
Vacancies
to
Scheduled
Castes / Scheduled
In terms of the, Presidential.directive, the requisite number of posts adver outside recruitment will be reserved for scheduled castes I schedulec candidates and the number of such reserved vacancies will be notifiec percentage of posts reserved for scheduled castes I scheduled tribes is ir in Annexure III (2). In order to attract sufficient number of scheduled 'castes I schedule, candidates. a separate clause in the advertisement will also be inserted in that "other things being equal, preference will be given to the cal belonging to scheduled castes scheduled tribes."
(2)
(3)
The prescribed age limit will be relaxed by 5 years in their case anI possible, relaxation in educational qualifications and experience mi be given. Where necessary, advertisements inviting applications exclusively frc candidates belonging to scheduled castes/scheduled tribes will be issued. Receipt of Applications and Screening Normally, one month's time will be given for submission of applications Press advertisements both for external and internal candidates. Normally, an application form will be sent to a candidate on receipt of l Order of requisite value (Rs. 101-) in case Qf general candidates and Rs. in case of scheduled castes/scheduled tribes candidates). In case of Mana Trainees and Junior Executive Trainees or such posts where the response to be large, candidates may be permitted to apply on a plain paper accon by a P06tal Order of the requisite value. In case of departmental candidates, no charges will be made. Coal India headquarters will undertake initial screening of the applicati received with reference to the advertised norms. After initial screenir selection will be based, wherever necessary, on written test followed interview. Candidates recommended by the screening committee will be indio informed to appear for interview. Efforts will be made that adequate not about two weeks, is given to the candidates so as to enable them to necessary travel arrangements. Those who are not recommended by the screening committee will a simultaneously informed of the position. 7
(4)
Applications received from the departmental candidates will be considered on the following guidelines : 1) Applications from departmental candidates who fulfil the advertised qualificatIOns in response to Press advertisements will be forwarded to the Coal India headquarters. These will be scruitinised on the same lines as outsiders. In the case of departmental candidates there will be no age bar (Added vide O. M. No. C5A/509721759dated 14.5.1981.)
!) Departmental
candidates who fulfil the advertised norms with regard to both qualification and experience may be called for interview and if selected, may be appointed to the'posL
3) For the purpose of selection of the departmental candidates against the Press advertisement the criteria laid down in the cadre rules will not apply and instead, only the criteria stipulated in the Press advertisement will be the guiding factor.
t) Departmental candidates who do not fulfil the stipulation in the advertisement would
not be considered, Wherever relaxation is required. it shaH be with the specific approval of the Chairman or any authority delegated with such powers. 5) All the applicants, both outsiders as will as departmental candidates, would be interviewed by one single selection committee and the ranking of the departmental
6
(f)
Where, however, bulk recruitment of Jr. ElCecutive Trainees and Management Trainees is resorted to and where test will be conducted there will be no
3.13
qualifiCiitions will be allowed to appear at the writ.ten elCamination. ~Iaborate screening of applications, but all candidates that fulfil the prescribed (g) The candidates who fulfil the eligibility criter.ia will. be invited for a written examination which may consist of general knowledge and test of reasoning and technical knowledge. Only those candidates who qualify in the written examination will be called for interview by the selection committee. The final selection will be made on the basis of the candidates performance in the written examination and the interview. (h) Maximum number of candidates vac~ncy will vacancies. that would be called for interview for each the (a) (b) (c) (d) 3.15
The selection committee may recommend higher initial starting pay, nc exceeding 5 advance increments in deserving cases. On the basIs of awarded or grading given by the selection committee, a final select list i merit will be prepared by Coal India headquarters. On therecommen the selection committee, a panel of candidates for filling the posts will up and on approval by the Chairman, Coal India Limited, the panel w for one y;ear unless extended specifically by the Chairman, Coal Incompetent authority, after which the panel lapses. Advance Increments
3.14
time to time
depending upon
for appointment by the selection ttee will be individually informed by issue of a regret letter.
commi-
38
of selection Committees
In respect of Medical Officers possessing postgraduate qualifications al experience, recommended for appointment in E-2 grade, the followir increments may be given 4 advance in Post graduate degree 2 -doPost graduate diploma l -doExperience Over 2 years and upto 5 years 1 -doFor every 3 addl. years Quota Reserved for Direct Recruitment
Normally, interviews will be.arranged either at Coal India headquarters or at the headquarters of subsidiary companies in rotation, where Possible, with a view to giving the prospective employees an idea of the coalfield areas where they will be deployed if selected. :,9 The selection committee for recruitment of executives will normally be qhaired by Chairman-cum-Managing Director of one of the subsidiary companies or an officer deSignated by name by him in case the CMD IS unable to praside ovar the deliberations). Other members of the selection committee will be as follows; (a) (b) (c)
1.10
In order to encourag~ non-executive employees to provide impetul t, avenues for growth, certaiA percentage of posts are reserved for d employees at the executive entry level, viz E-1 and E-2 grades and reserved for outside recruitment is as indicated below : Discipline Direct Recruitmer
90!.
(j)
Two officers designated by name from other subsidiary companies and belonging to the discipline for which th~ officers are being re.cruit.ed. An outside expert. This will be a person of renown who has specialised in the subject for which the. selection is being made. Chief of Personnel Division, Coal India or his represanlative. Second class train fare, to and fro, will be paid to the candidates called for interview in resp3ct of the posts of Junior Executive Trainees etc. or for the posts of E-l or E-2 grades. First class train fare. to and fro, will be paid to the interview for the posts of E-3 grade and above. In case outside experts are invited for participating candidates called for
(ij)
Acoountt; Materials management Engineering Personnel Sales & marketing Other misc. disciplines Survey Medical
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3.17
Promotion of non-executives to executive cadre would also be centra II' and appointment orders issued to such employees by Coal India head suchpromotees will be entering into the executive cadre. Method of SE procedure to be adopted for appointment of non-executives to the exe against departmental quota will be laid down by Coal India headquarte, Probation
:.11
1.12
they will be paid AirjACC fare, to and fro, plus the h01eljguest house charges. They will also be paid an honorarium per sitting as may be de::ided from time to time.
(a) Executives .recruited from outside will be on probation for a period 0 which may be extended at the discretion of the cadre controlling au
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Procedure
of probation
or otherwise:
first year aI)d Rs. 850/- p.m. in the second year of training. be effective from 24/2/83 (Annexure III (7) may be seen).
Tllese
Ttvised
rates
Issue of formal confirmation orders to the executives who have successfully completed probationary period: Executives, who have initially been appointed in a particular post, will be confirmed in that post on successful completion of the probatiQnary period. Confirmation of an executive after successful completi'on of the probationary period will be issued after obtaining written approval of the competent authority in each case. For this purpose. Managing Directors of the respective companies will exercise the powers of the competent authority in respect of officers in the grade of E-5 and below. In respect of officers in the grade of E-6 and above. Chairman Coal India will be the competent authority. Junior Executive Trainee or Management Trainee will not be confirmed unless and until he has successfully completed the probationary period after his appointment in a regular scale which will be after his successful completion of the training period. I Before confirming an officer against a particular post, it must be ensured that the executive has submitted all documentary evidence to the satisfaction, of the competent authority ill respect of his age, education. qualification, experience etc.
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As decided in the MDs' Conference No.4 heMin the first week of May, 1977, effect from 1.6.1977. the Jr. Executive Trainees are taken in CIL on a corisolid stipend of Rs. 8001- p.m. for the first year and registered under the Apprentices During this period they arc also entitled to leave facilities as provided unde] said Act. From the second year onwards and on successful completion oj apprenticeship during the first year, they may be placed in the regular seal Rs. 725-40-1325/- and be allowed all facilities that are presently available to other executives. This will come into effect from 1.6.1977. A specimen appoint! letter is enclosed at Appendix III (3)
Whenever it is considered necesS\lry to extend the probationary period of an exe. cutiv~ beyond one year, the executive concerned should be informed of the reasons for s'uch extensions in order to provide him adequate opportunity to improve.
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(2) To avoid disparity between the fresh entrants under the new scheme and thOSe all" recruited as JETs, it was also decided tlJat such of the JETs who bad completedre! training of one year as on Ist June 1977. may be placed in the regular scali Rs.725-40-1325/with effect from 1st June, 1977. Other JETs already under trai should be given this scale as and when they complete the first year of trail They, however, were not required to execute any separate contract under the App tices Act. (3) The JETs and Management Trainees are also required to execute a bond to s the company for at least three years after successful completion of the training.
In respect of officers in the grade of E-6 and above. the recommendation for closure of probation or otherwise may be forwarded to the Coal India headquarters supported by reasons for extension wherever recommended so that Coal India headquarters can communicate to the executive concerned the reasons for extending the probation JJ~riQ~ iHllJropriatflly.
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Recruitment of Trainee Welfare Officers, Junior Executive Trainees and Management Trainees
Recruitment of Welfare Officers : Qualified Welfare Officers would be recruited as Trainee Welfare Officers with a fixed stipend of Rs. 600/- p. m. in the first year and Rs. 700/- p. m. in the second year. They will become eligible for absorption as regular welfare Officers in E-l grade after successful completion of two years training period. They will become eligible for consideration for promotion to E-2 grade after putting in a minimum of two years: service in E-2 grade. Stipend for Welfare Officer (Trainees) has been increased to Rs. 750/- p. m. during the first year of training and to Rs. 850/- p. m. durin-g the second year of training w.e,f. 24.21983 (Anl)exure /II (5) may be seen). The conSOlidated stipend payable to Welfare Officer1; (Trainee) has been revised to Rs. 1030/- per month in the first year of their training and Rs. 10801- per month in lhelr second year of training as against the present rates of Rs. 7501- p. m. in the
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(4) The revised scheme is also applicable to the Management Trainees who join company as such after obtaining MBA degree although they are not required t registered under the Apprentices Act. (5) The revised scheme is also applicable to the Jr. Executive Trainees in the stores purchase cadre who are graduates in any of the above mentioned enginee disciplines. (6) (7) The period of training for JETs (Mining) will continue to be the revised scheme, will now be under the Apprentices Act. The benefits of higher initial start of Rs. 765/- in the case of graduates and Rs. 8051- in the case of mining graduates, as memo No. Apx/Adm/167D/O.M. 459/3241 dated 9th July, only after satisfactory completion of the full period of their illustrations would elucidate the position : one year which,
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non-mining engineel laid down iJl this 0: 1975, will be admiss training. lhe follov
(a) 'A' joined as JET (Meeh) on 1.10.75. He will be placed in the regular scalf Rs. 725-13251- on 1.6.77 (that is, the date from wbich the revised scheme came) force) with a fixed pay of Rs. 7251-. On satisfactory completion of two years trah 11
10
on 30.91977 he will be absorbed as Engineer in the E-2 scale with an initial starting pay of Rs. 765/- with effect from 1.10.1977. 'B' joined as JET (Civil) on 31.12.76. He will be placed in the regular scale of Rs. 775-1325/- after successfully completing one year's training with effect from 31.12.77 with a fixed pay of R5. 725/-. On satisfactory completion of two years training on 30.12.78 he will be absorbed as Engineer in E-2 grade with effect from 31.12.78 and will be given the initial pay of Rs. 765/-. His next normal inCrelUnlt will fall due on 1.12.1979.
(11) A person, who has been a graduate apprentice under the Apprentices ~ct an: whose case the contract of apprenticeship was terminated for any reason w sQl\lVer ,~halliillso not be eligible for being engaged as an apprentice under the Act w.ithout the prior approval of the concerned Apprenticeship Adviser. 320.1 Management Trainee (Finance)
'c' Joined as JET (Mining) on 1.11 76 On satisfactory completion of one year's training he will be placed in the regular scale of Rs. 725-13251- with effect from 1.11.77 with a fixed pay of Rs. 725/-. He obtains the 2nd class mine manager's certificate on 10.12.77. He will be absorbed as Under Manager in the regular E-2 scale with effect from 10.12.1977 with the initial pay of Rs. 805/joined as JET (Elec.) on 1.9.1977 and is registered as apprentice under the Apprentices Act. He satisfactorily completes the training under tbe Apprentices Act on 31.8.1978. He will be placed in the scale ofRs. 725-]3251- with effectfrom 1.9.78 at the fixed pay of Rs. 7251-. He should normally complete another year of training undcr elL's scheme on 31-8-79 but his performance during the.training having not been found satisfactory the period of training is extended by two months upto 31.10.79. He will be given the higher start of Rs 765/- only with effect from 1.11.79 when he is absorbed as Engineer on satisfactory completion of extended period of training. In other words, the fixed pay of Rs. 725/- Payable during the second year of training would continue to be:: paid during the extended pc::rjodof tmining witbOlH ilny inmm;ut. In addition to fixed pay, the JETs on being placed in the scale of Rs. 725-1325/will be eligib]e to other allowances and facilities as are available to other execu~ives. The Jr. Executive Trainees and Management Trainees who had not completed the first year of their training by 31.5.77 may be allowed the leave as admissible to the JETs registered' under the Apprentice Act with effect from 1.6.77 pro - rata. The admissibility of leave during the second year to all the JETs and MTs will, however, be as per leave rules of the company applicable to executive cadre employees. l) No engineering graduate, who had training or job experien~e for a period of one year or more after the graduation, shall be e]igib1e for being engaged as an apprentice under the Apprentices Act. In such cases the entire two years training would be under the company's scheme and the trainees would not be required to execute any contract of apprenticeship. They will, however, have to execute the usual bond in favour of the company. 12
The revised scheme. however. does not apply to the Management Trainee (Fin who are governed by a separate scheme and who will be absorbed in the reI scale of Rs. 725-1325/- only after successful completion of two years training on their passing the departmental qualifving exa~ination. In respect of t the orders contained in this office memo No. Apx/Admn 1670/0.M.459/3241 d 9th July, 1975 will continue to apply to the extent indicated below. 320.2 Emoluments (a) During the period of 1st year of training the MT(F) will be paid a consolid stipend of Rs. 8001- p. m. They will not be entitled to any other allowances dl the period of their training. (b) The: MT (F) will bll on training for a minimum period of two yellrs- Dllring second vear the said trainees will be paid a consolidated stipend of Rs. 900/- I During this pe:riod also they will not I?e entitled to any other allowances. (c) After successful completion of the training. these Ml (F) will bj'l apppinted regljlijf scale in the grC!deof Rs. 725-1 ~25/- On the.ir apppintment in a reI sc;ale they wiH be entitled to all allowances and perquisites as admissible to executive cadre employees of CIL.
'0'
Note:
It has been clarified vide O. M. No. C5A (jjj)/51186/4272 dated 2nd Septen 1981 that the Management Trainees (Finance) who had completed two years tr. and passed the final qualifying departmental examination in the fi.rst attempl be absorbed in E-2 grade from the date of completion of two years training pective of the date of announcement of the result.
Howeverf those whl? Were not declilred successful
in the qualifying examin in the 'first attempt and appeared in subsequent examinations will be absorb E-2grade from ihe date of announcement of the result of the particular examin in which they qualify for absorption (Annexure III (4) may be ,seen) Further amendments of emoluments, training period etc. may bj'l seen at annt III (5).
320.3 Bond
The MT (F) will have to execute, before joining, a bond to serve the compan atleasfthree years, after successful completion cf the training. The condition mode of execution of bond will remain unaltered.
]3
l'
' .
3.21
W.4 Leave
3)
Proposal with Regard to Extension/Re-employment of Executives Compulsory Retirement on Attaining the age of 58 years. The policy of Coal India in regard to extension of service to officers who have rl the age of superannuation is not to give any extension to officers who have r. the age of superannuation. In case, however, there is any exceptional cirCUlI on the ground of a particular expertise not available the following uniform dure for submission of such proposals to Coal India is laid down :
During the 1st year of training period, trainees will be entitled to only 12 days' casual leave in a calendar year, The casual leave will be calculated proportionately from the date of joining the organisation.
b) They will not be entitled to any other leave during the 1st year of training. c) During the second year of training period. the trainees will be entitled to. besides the casual leave. leave on full paY(E.arned leave) as per the provision contained in the leave rules. They Will not be entitled to any other type of leave during the period of training. The unavailtd portion of the earned leave will be carried forward on their appointment in the regular scale.
(I) No proposal for extension of service/re-employment beyond the age of superam should ordinarily be considered. (2) Whenever, in rare and exceptional circumstances, the services of an execut essentially required in the interest of the company on the ground that a' pa expertise is not available, Chairman-cum-Managing Director of the COI subsidiary company may recommend re-employment in preference to extel service. Even in respect of such cases 60 years of age should be the dead II
(3) The overriding considerations for re-employment or grant of extension are:
20.5 leave Travel Concession The trainees will be entitled to leave travel concession during the second year of training period in terms of the company's LTC rules. .20.6 Qualifying Service for the Purpose of Gratuity The period spent on training will be treated as qualifying service for the purpose of retirement gratuity scheme of the company provided the trainee successfully completes the training period and is appointed in the regular scale. .20 7 General The management reserves the right to extend the period of their training without notic@ lit it~ dl~Grtltionl DurinQ lhll ~xtended period of training the MT (F) will continue to get a consolidated stipend of Rs. 9001 p. m. ~B 1. As per CIL's Office Memorandum No. ClL/C5 (A)/50990!Vol. 11/3296. dated 30.11.1979 it has been decided that the Junior Executive Trainees/Management Trainees who will be directly recruited after the date of issue of this order will be on training for a period of two years, during which time, they will be paid a conso lidated stipend of Rs. 8501- per month during the first year and Rs. 950/ per month during the second year. On successful completion of the training they will be fixed at the minimum of E-2 scale. (Further clarification may be seen at Annexure 111(5) 2. As per CIL's letter No. C5A/50972/45 dated 2.3.1983 the period of training of the JETs has been reduced from two years to one year. During the first year they will draw pay at the minimum of E.1 grade plus usual allowances like DA/ HRA/CCA and coalfields allowance wherever admissible. The JETs on successful completion of their training/apprenticeship will be placed. at minimum of E-2 grad3. Their confirmation in the E2 grade will be done in terms of extant rules on the subjact and guidelines given in Annexure III (6). 14
(a) that other executives of the company are not ripe enough to take over the view of shortage of personnel in the particular specialisation : or (0) that the retiring executive is of outstanding merit : or (c) that the employee concerned has a good reputation for integrity and hon iba! his sei'lJil!e~ euentilIly fcquirod in tb; iDtm~t 9f t!!~ l!fa company: (4) Whenever re-employment or extension of service of an executive beyond of superannuation is recommended, confidential report of the executive c. should be carefully scrutinised and all other information that may be should be taken into account to judge whether the
it terest of the
essentially required
in the
for integrity and honesty. (5) Chairman-cum-Managing Director of the concerned company will pe scrutinise the proposal before recommending re-employment/extension ( beyond the age of superannuation and every such proposal must specify ane the written approval of Chairman-cum-Managing Director. (6) All the proposals concerning re-employment I extension of service of the should be sent to C-5 Division of Coal India Limited headquarters we on the profol'ma enclosed, Annexure III (3).
15
...
:hapter IV
CADRE SCHEMES AND PROMOTION PROCEDURES
basis of reco-
Composition
The composition
of 0 pes
of the Depaltmclltal Promotion Committees will be as follow
(a) Board No I: 0)
Presiding
This Board will deal with all promotion cases of officers froll to E-8 grade, and above. The composition of the DPC will be as under : Officer Chairman, Coal India Limited. -- All CMDs of subsidiary Companies any other member(s) nominated by Chairman, Coal India Limited.
All promotions from one executive grade to another will be on the mmendation of duly constiluted Departmental Promotioll Committee. No officer on deputation I foreign service may be considered he has given his option for absorption in the company,
for promotion
! i
I
k
t
~:'
(b)
(i)
Promotion of Executives Within Each Company and on all Company Basis Itltra Company Promotions
The companies may hold meetings of Departmental Promotion Committees as
I
fi
Board No- II: It will deal with DPCs of all officers in the pay scale of grad, and E-6. The composition of the Board will be : Presiding Officer One of the CMOs to benominah Chairman, Coal India Limited. (a) CMDs. of the remaining compames.
per approvtld composition for considering officers for promotion from one grade to another upto E-5' grade, and issue orders of promotion against existing vacancies.
I
I I
(ii) Members
Cellttalised Promotio1lS
I
The cases of officers for promotion from E-5 grade to E-6 grade and above will be considered centrally at Coal India headquarters, i. e. while normally the cases of officers upto E-4 grade will be considered for promotion in their respective companies, the cases of officers in E-5 grade and above, whether they are employed at Coal India headquarters or in any of the subsidiary companias, will be considered for promo,tion at the Coal India headquarters.
I
t
(b) Head of the Division concerne Coal India headquarters when c dering cases of their particular pline only. (c) Chief of Personnel Limited. Division, Coal
Departmental Promotion Committees for cO!l~iQGrin&the 01fi()l!f~ for promotion fram One grade to another as indicated below :
t
I ,
r
(iC) Board
No. III:
i.e. promotions
grades,
These Boards will de-.d with cases of officers from upto the grade E-5 and will be on company
E-!
wise
to
Tbe BOllfd(~)
!
concerned.
Board No, HI in respect of company DPCs (upto E.5 grade) conslstlOg of representatives of the company concerned and also the representatives of the other subsidiary companies and Coal India headquarters. ) Board No. II in respect of OPC for prom0tion from E-5 to E-6 grade and E-6 to E-? grade, consisting of all CMOs of subsidiary companies and Chi,ef of Personnel Division of Coal India and the Head of the Division concerned at Coal India he"dquarters.
i
t.
(a) One nominee of each of the CMI the remaining companies_ Such I nees shall not be below the grac E-7. (b) Head of the Department of the cerned company when considerin cases of their particular discipline. (c) A representative quarters. of Coal India
i
Ii t
I Board
No. I in respect of DPC for promotions from E-? to E-8 grade, consisting of Chairman. Coal India, all CMDs of subsidiary companies and any other member nominated by the Chairman, Coal India.
Departme
same
block
, ".
The schedule
. f '--PC '11 II b for holding meetll1gs 0 'U S WI norma yeas June/July each year.
follows
will be laid down are Coal hI'. in the companies by the by andIndia y head uarI
i
..
16
' ............................. ~ Kftr~~f~.:r~~f;f.i!:~ ...
I... .
-- ..........
jllM~~.1~jJII:8Il~I.IJn11111'Jlf
II.r~11.1_.IJJn"'''I.I'.]~ I~U.
August each year. May each year. September at any time than those each year.
)PC for medical cadre. >PC for other general services. 1eetings of DPCs may be convened
s may be decided by the cadre controlling authority, i.e. CMDs of subsidiary ompanies in respect of Board No, III and Chairman, Coal India Ltd. in respect If Boards Nos. II and I.
:fore convening the meetings of the DPC, it shall be ensured that ,the confidential ppraisal reports at least for the last three years are complete in all respects for >nsideration of the committee. nnual appraisal/confidential reports in respect II respects including final review and forwarded Ie date indicated hereunder :
1 respect of all executives 1 respect of all others. 1 order to enable
(0
(ii)
of executives will be completed in to the competent authorities by 31 May, each year 30 Aprit, each year
For promotion to the grade from E-l to E.5 - CMD of the concerned compllny. For promotion to the grade of E-7 and E-8 - CMD orCIL.
of engineering
disciplines
2 While necessary guidelines for grant of relaxation in qualification norms for consideratiun of promotion:within the executive cadre upto E-5 grade have already been issued to all subsidiary companies, the question of grant of relaxation for promotion from nonexecutive to executive cadre was discussed in the 3Jrd meeting the Directors on 21-12-1987 when the following consensus was arrived at. (a) It is decided that there will be no relaxation from nOll-executive to executive cadre. (b) All efforts should be. made to make the in the (P) held in
elL
prop~r evaluation by the DPCs, full personal data indicating I relevant information relating to the eligible executives shall be presented to the ,mmittee. A suggested proforma is placed at Appendix iv (1),
Yil~iin\liGB in the grllde(.)
examination
ghJIl aI~o
be
j3IRlleli
every year, (c) Date of eligibility should be counted as on 31st December of the previous of the meeting of the Directors above decisions year.
the DPC adopts certain norms different from the norms indicated in Appendix (2) and the d<itum lines fixed by elL from time to time while recommending any rticular executive(s), the reasons thereof shall be clearly explained in the pro,dings for considerations of the cadre controlling authority. Ie DPC shall, in its proceedings, indicate Id those found suitable for promotion. the names of executives considered Where an officer is by-passed in the
3. The above 'recommendations approwd by the competent authority. 4. effect. All concerned are rcques'ed
to implement the
atter of promotion, the reason for their recommendations shall be recorded by ~ concerned Departmental Promotion Committee to provide sufficient oppornity to the executive concerned to improve. Ie DPC shall consider those who have not been promoted at all since nationalition of coking coat/non-coking coal mines, viz. 1.7.1972/1.8.1973, before consiring other eligible departmental candidates. Ie DPC should determine the number of eligible candidates to be considered DISTRIBUTION 1. 2. 3. 4 5. 6.
( R. G. SINGH)
GENERAL MANAGER (PERSONNEL)
Chairman -cum-Managing Directors, ECL/BCCL/CCL/NCL/WCL/SEQ,/CMPDI. (0). CMPBI. Directors (Pl, ECLlBCCL/CCL/NCLIWCL/SECL/Director General Manager (HRD), ClL, Calcutta. All Divisional Reads, ClL, Calcutta Add!. Chief Engineer (Operations), DCC, Dankuni, G~neral Manager, Rooghly.
each time. on the basis of the number of vacancies available in the higher grade the ratio of 1:5 While considering the eligible departmental candidates in
18
NEe, Margherita,
Assam.
.r.UtJ .I~~n~
rA -
Ref. No. C-5A (iii)/51823/Pt./1404 OFFICE MEMORANDUM No. C,5 (A) (iii)/51823/Pt./1824,
i
f
f
;,
dated 2-3-19{ ~ ~,
the subject of grant of relaxation in qualification norms for the purpose of consideration promotion within the executive cadre was discussed in the 24th CMOs' meet held 24-9-1988 at New Delhi and as per decision taken therein, sub-para Office Memorandum dated 2-3-1988 stands modified as follows ;-
I
! I
" i) The concerned executive sbould bave put in at least 5 (five) years' servii in the grade against tbe normal eligibility period of 3 years, " 2. randmll Tbe otber conditions for grant of relaxation dated 2-3-1988 will remain unaltered. as mentioned
tbe subject of grant of relaxation either in the minimum length of service or min qualifications for the purpose of consideration of promotion within the executive cadre E-5 grade and discussed in the 17th meeting or'the CMOs held on 7-2-1988 at CIl after due deliberations, the guidelines for relaxation were approved with the t"oll modifications. The concerned executives should have put in atleas! 6 years service i) 'grade against the normal eligibility period of 3 years. The performance of tbe officer during the last 3 years should atle ii), ;,)~; "Very Good". , No relaxation in respect of executives who are not graduates be cons iii) iv) v) for promotion beyond E-5 level for non-technical disciplines. Similarly the executives who do not possess even Diploma in Tee disciplines should not be considered for promotion beyond E-5 grade. All cases of relaxation for promotion to the higher grade fulfilling the guidelines should be submitted to ClL (HQ) with complete details
( R. G. SINGH)
OI1NRltAL MANAGER
justification well in advance from the date or BPe for approval by Di (P&IR), elL., All subsidiary companies are, therefore, requested to see that the above men' ,guideliIW~for relaxations are strictly followed for consideration of promotion, withiJ executive cadre upto E-5 grade and cases of relaxation for promotion to tbe bigber fulfilling the above guidelInes are submitted to ClL lHQ) with complete details and fication well in advance from the date of DPC for approval by Director (P&IR), elL. Ycurs
GENERAL
faithful!
MANAG:
( A. P. SINH
DISTRIBUTION 1. 2. 3. 4. 5. Chairman -cum-Managing Directors Directors, ECL/BCCL/CCL/NCL/WCL/SECL/CMPDI.
(0),
CMPDJ, Ranchi.
All Divisional Heads, CIl, Calcutta. Chief General Manager, DCC, Dankuni, General Manager. NEC, Margherita, Assam.
~~,-r'""::":7l'!:;-"
",";-'J~
COAL
INDIA
LIMITED
JANUARY 8,
\t',H'
__..... '.".' .. ,~
Bharat~Coking Coal 'Ltd., Dhanbad . Central Coalfields Ltd . Ranchi. Western Coalfields Ltd, , Nagpur. South Eastern Coalfields Ltd., 6i1aspur. Northern Coalfields ltd., Singrauli. Central Mine Planning & Design Institute The General Manager, Sub: Dear Sir, The above milt on 29th December, is as under :-"The individual cases were examined matter was discussed North Eastern Coalfields
":~~
-.
.~.}'l!f: '.,
Ltd. , Ranchi.
Grant of relaxation
in qualification
in the meeting
of the CM Os
The decision
~de and above cons;dWHtM of their promotion tl? tb; IJ,ct~t hioher &rade will continue be dealt with by CIL(HQ) on the basis of guidelines approved in the CMD's meet held 7-2-1988. This issues with the approval of competent authority.
R. G.
SINGH
GENERAL
MANAGER
(P)
ISTRIBUTION Chairman -cum-Managing Directors, ECL/BCCL/CGL/NCL I WC L/SECL/CMPDI. Directors (P), ECL/BCCL/CCL/NCL/WCL/SECL. Director (0), CMPDI. All Divisional Heads, CIL, Calcutta Chief General Manager, Oankuni Coal Complex, Dankuni, Dist. Hooghly. General Manager (EE), BCCL Dhanbad. General Manager (P&A), SECL, bilaspur. General Manager (P&W), WCL. Nagpur. General Manager, (EE), BCL, Sallctoria. Add!. Chief Personnel Manager (EEl, ceL, Ranchi. Add!. Chief Personnel Manager/Dy. Chief Personnel Manager (EB), NCL, Singrauli. '. Dy. Chief Personnel Manager/Personnel Manager(EB), CMPDI, Executive Secretary to Director (P & IR), ClL, Calcutta. Ranchi,
guidelines should be laid down for guida~t&. It Wft!l decided t relaxation in qualification norms the qualifying period will be in place of normal 3 years in the grade below. The executive rned must have earned a 'Very Good' assessment consecutill the last 3 years before his case is considered, and all cases be referred to CMOs' Meet for decision. The companies were ( to send cases afresh in light of the above guidelines. The above is for your information and necessary action.
\
Yours faithfL
(AP
Copy to :1. Director (Personnel) Eel: CCL : acel : WCL : NCl :SECL. 2. Add!. Chief Personnel Manager, CMPOIL., Ranchi.
Sinha
[ & necessary
!
, I
I
(iii)/51823/Pt./1090
Dated 28-10-1987.
OFFICE MEMORANDUM
The matter regarding evolving of a uniform policy about grant of relaxation either in the minimum length of service or minimum qualifications for the .purpose of consideration of promotion within the executive cadre upto E-$ grade including promotion froIll nonexecutive to executive cadre as provided under para 4.7 of chapter - IV of the common coal cadre has been engaging the attention of the management for some time. lhe issue was also discussed at the 86th meeting of the Board of Directors of CIL vide Item No. 86:4 (p) held on 6-7-1987 when the Board directed that specific proposals regarding grant of relaxation for individual cases may be decided in the CMOs meet so that the discretion could be exercised uniformly thereby avoiding the possibility of imbalances in career growth and discontentment amongst the employees. 2. Accordingly, all proposals regrading grant of relaxation either in the mInImum length of service or minimum qualifications for individual cases for promotion to the grade from E-I to E-5 should be forwarded to Coal India Headquarters for being put up before the C!.ID, mee! from time 10 lime.
I I
I
I
~
I
I
r
( A. P. SlNGH)
GENERAL MANAGER (P)
2. 3. 4. 5.
(P), ECL/BCCL/CCL/NCL/WCL/SECl.(CMPDJ. Heads, Manager, CIL, Calcutta. DCC, Dankuni, Margherita, Hooghli.
Manager, NEe.
Assam.
, I" , ;;
;';;"'~~l,,~;;)i:.1:\~t'~;~~~~t;I~~_~~~~~'~;.fi1'~fJll~r._~JfiI
um~!~~:lUilllJJQrn ~II.~
whose cases inter-se seniority has not yet been established, this limit may not apl instead the DPC may consider all the eligible departmental candidates and n mmend a panel of officers in order of merit.
<D
dated 5.7.79).
(cl, Unless otherwise stipulated in the relevant cadre schemes, an executive ha put in a minimum of three'years service in a particular grade 'before he beco
(d) and block of officers to be of Coal India promotion from will ~,etermine datum 0 The Personnel Division considered for headquarters one grade to the I eligible for whch shall be strictly followed. the next higher grade. each year, consideration for promotion to (e) Any relaxation, either in the minimum length of service or minimum qualifical shall be only with the specific written approval of the cadre controlling autho The following scheme: shall be the cadre controlling authorities for purposes of coal c,
(f)
(0
(ii)
For promotion to the grade from E-, to E 5 For promotion to the grades of E-6, E-7 and E-8.
/4.9
(i)
(ij) Beyond E-3 grade the criteria for promotion would be meritcum-seniority. 'iiil Where there is an established seniority, the ratio of the for. each. vacancy. (jv) The candidates considered for promotion would be grouped into three categc \liz. A, B. and C, on the basis of recorded preformance, type and length of exper: qualifications, etc. Officers, who are categorised in the grade 'A', will be first C( dered for promotion befOre considering those categorised as 'B' Normally, off categorised as 'C' are not recommended for promotion. Amongst those catego number of eligible cc
dates for consideration against the vacancies should be at the rate of five candie
I
m~~~~\t;;'~~i~i\ii,,~"~~Ji~lll'it~~~~~)'~=~~~Jf
19
.
'IftP'1I&1llI8r
'&IUiMr.ti~._riI1'~nfll't.~(MinOlJJt1t11!rMU
"_lnl
as 'A' or'S' the order of promotion would be according to the seniority in 'A' liSt first and then according to the seniority of those in'S' list The date of effect of promotion for. the purpose of drawing emoluments
of those in the
higher grades will be from the date the concerned officer assumes charge of t.he higher post on receipt of the promotion lorders. However, the date of issue of promotion shall determine the seniority and eligibility for promotion to the next higher grade.
10 - NETA
1T
SUBHAS ROAD
- 700001
NO. : 871 Dated, the 16th Nov.
CALCUtTA
POST BOX No. C-5 A (iii}/51023/I/925 The Chairman-cnm-Managing The The The The Chairman-cnm-Managing Chairman-cum-Managinl: Chairman-cumManaging Chairman-cnm-Managing Director,
ECL, Sanctoria
to Executive Cadre
promotion to grade : E-1 or E-2l.1s the case will be as follows
Director, CCL, Ranchi Director, WCL, Nagpur Director, BCCL, Dhanbad Dircctor, CMPDlL, Ranchi
10% of the posts to. be filled in a financial year 113rd 1/3rd 50% 50'10 50% 100% -do-do-do-do-do-doDear Sir,
from non-executive
Engineering (Non-mining) Personnel & administration Sales & marketing Other miscellaneous Survey
All promotions from the senior most non-executive grade to the executive grade to fill in the departmental quota as indicated in 11.1) above will be on the basis of selection test and interview on the basis of merit. The syllabi and the methodology
As yon are aware, the next qualifying examination for selection for promoti of non-executive cadre employees to executive eadres in non-technical disciplines scheduled to be held in December next. It is seen that the list of candidates furnisl by the ,Companies to the General Hanager (MD&T), CIL, contain many names of candija who are not eligible for considrration for promotion to executive cadre as per t relevant Cadre Schemes, If the ineligible candidates are allowed to sit in the qualifyi examination, they might automatically claim entitlement for relaxation of qualificatioJ experience. As su~h, it is necessary, to ,ensule that onl! those candidates wh~ fulfil I eligibility nurms with regard to quallficatlOlls and expenence as per the prescnbed Cal Schemes appear in the examination and the in~1i8i~l, Iillmlidllteliam not allowed to in the written test. It is therefore, requested that the lists of candidates sent by yc Company should be re-examined and names of all ineligible candidates be removed the from with mtimation to the General Manager (MD&T), CIL, 2. It is also seen that varying standards and methodology are being followed different Subsidiary Compllnies in selection of non-executive cadre employees for promoti to executive cadres, For the purpose of uniformity, it has been decided that the followi norms may be adopted for selection of non-executive cadre employees in executive cadre posts after passing the qualifying cxamination. for appointrni
for conducting thlt tgit will be 115 laid down by the Apex TminingBollrd
India headquarters.
Hod CO~I
Promotion of non-executives to the executive entry grade in the discipl ines where there is no established channel of promotion will be only on the basis of the recommendation of the selection committee against advertisement! notification of vacancies which will be centrally controlled by Coal India HQs.
: Mining
Discipline -
from Non-executive
to Executive Cadre
opportunites to the Overmen/Senior Overmen, class competency certificate, it has been decided to by the following eligible Overment for consideration for promotion Overman or Head Overman in
upgrade 15% of each of the total posts occupied Senior Overmen to E-1 grade. The eligibility would be : Seven years total experience as Overman/Senior the case of recognised mining diploma holders.,
3 As at present, suitability or otherwise of an employee for promotion to execut cadre will be determined on the basis of five factors vi:il. (0 Qualifications (ii) experiel (iii) ACRs for the last 3 years (iv) Written Test (v) Interview. The maximum aggreg; marks for these five factors will be 100 and minimum qualifying marks in aggregate 1 emparolment will be 60. The methodology for allotment of marks, etc. for these fact. will be as under: -
(i)
Qualifications
- 10 marks
Seven 'years experience as Senior Overman or Head Overman bent does not possess anyrecognised diploma.
20
Six marks will be given for possessing the minimum qualiticatiolls as prescribed the relevant Cadre Scheme. Additional marks may be given for additional' qualificatic acquired by the candidates as may be decided by the DPC. In case the candidate does D possess the prescribed minimum qualification and has been given relaxation by tbe eal Controlling Authority, in any exceptional case, the marks will be reduced as per disCICti of the ope.
GENBRAL MANAGER (P}
_iiiil.~:~:~~~~i4~~~~~~~0.~~~il~_IJIBl[ll11lII: ...
IJJ
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INDIA
LIMITED
highest non-executive grade from which the employee is considered for promotion. xation in the period of experience has been given by the Cadre Controlling rity in any excePtional case, the marks wiII be reduced at the discretion of the DPC.
ACRs - 15 marks
Confidential reports for the previous three years to be given for each year's prformance 43 5 Outstanding Good Good Very a) c) b) will be as' follows :-
..
will be examined
by the
DPC.
Sub :- Selection for appointments/promotion from non-executive grades to the posts of under Managers & Accounts Officers in E-2 grade
Dear Sir, In this office letter No. C-S (A) (iii)/SI823/1192S, down for selcc~i9n of non-executive cadre employees for cadre posts after passing the qualifying examination It selection are being followed in the case of appointment employees to the posts of Under Managers and Accounts in whose cases qualifying tests are presently not bemg uniformity, it has been decided to adopt cadre employeM far llPpointment/promotion dated 16-11-1984, norms were la appointment/promotion to executi is noticed that varying standards f( promotion of non-executive cad Officers (fully qualified Accountant held.ITherefore, for the purpose for selection of non-executi executive cadre posts. fit for selection.
Candidates
v,
is assessed less tban good in any of years under etc" will not be considered
i.
e. Adequate,
Written
Test - 40 marks
The. qualifyil)g marks in the written test will be 40%. The marks actually obtained e each 'candidate will he converted to 40% for the purpose of selection.
Interview
25
marks
concerned ill your Company may be advised to adhere to the
H 1s requested thataH
e norms in future.
to nw i\~Qve mentioned
2, The suitability or othClrwise of an employee for promotion to executive cadre in sUo ca~es will be determined on the basis of 4 factors viz. (i) Qualifications (ii) Experien Yours faithfully (Hi) ACRs for the last 3 years and (iv) Interview. The maximum aggregate marks f these 4 factors will be 100 and minimum qualifying marks in aggregate for empanelme will be 60 The methodology for allotment of marks etc. for these factors will be as under:(i) Qualifications - 10 marks Six marks will be given for possessing Cadre Scheme. Additional marks the minimum qualifications as prescril: qualificatic
( C. R. BHANDARI )
GBNERAL MANAGER. (Pl
Experience - fo marks Two marks may be given for each year's experience in the lower post. Experie meeting
D
of six: months and more as on the date of the DPC I Selection Committee be treated as one year and experience of less than six months be ignored. (iii) ACHs 30 marks Confidential reports for the previous three years will be examined Marks to be given for each year's performance will be as follows ;[a] Outstunding 10 Ib] Very Good l:)
Chief of Marketing,
by the D
(ii)
I C~S(A)
(viii), CIL,
Calcutta.
~~~~~~~II_"
-2et'iiW Candidates whose performance is assessed less than good in \lny of the years uuder . e. Adequate, Barely Adequate etcwill not be considered fit for selection. Since the non-executive cadre employees who have passed the final examination of 'A/Company Accounts (New Syllabus) do not require any experience for eligibility ideration for promotion to the post of Accounts Officer in E-2 grade, it is likely >r 3 years may not be available in respect of lsed on the CR report Ipany, marks for for the other years may some of the candidates. In such the period the employee had been in the service of
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10, it~Hiil'~ ~y 1I"'f'fi'6T-700 001 ~\Hq ., q;y;; : 20-9980, ;;fl1f : ~<;j'Z:rQ6lff ~~if~ : f~~ 21-7180 mamtl;<'I"
f'r\
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10, NETAJI SUBHAS ROAD, CALCUTT A 700 001 PHONE 20-9geO, GRAMS: COALlNE>IA TELEX 21-71130 CIL IN
1987
It is requested thllt all concerned in your Company may be advised to lbove norms in future. 10% in Written tests 10% in Interview
Please reier to your letter No. SECl : BSP : EE (SECURITY): 87: 2850 dated 18-11-1987, on the above subject. There is a cadre scheme ofthe non-executive in Security discipline duly approved by the JBCCI-IlI, which has been implemented w. e. f. october, 1985. We have already conveyed on our telex dated 22-12-1987and
'lJy
for information
to :-
.eral Manager (HD&T), CIl. Calcutta. ef of Marketing, CIL, Calcutta. leral Manager, Cll, Dankuni. ,(A) (ii) I C-5(A) (iv) I C-5(A) (viii), ell, Calcutta.
subsequenl afcular lo aU Companies tliAt th! Climj5!tl!.ftt Authl'>.ity ling fl!gfl!ttl!d to grant relaxation either in the minimum length of service (3 years or 5 years as the case may be) and/or qualification with a view to appearing in the qualifying test to be held 011 3-1-88. This decision is applicable for all disciplines for appearing in the ensuing qualifying test for pr,omotion from non-executive to executive cadre.
Yours faithfully,
(.fi:l;"iUf""~1-!ii
~~,.:;
i::f~"'.'~\'1't "".~""'""""~""
"COAL BHAwAN"
lO-NETAJI SUBHAS ROAD, CALCUT fA - 700..001 POST BOX NO. 871
Ref. No. G-5A (iii)/51185/Pt./501 The Chairman-cum-Managing The Chairman-cum-Managing The Chairman-cum-Managing The Chairman-cum-Managing The Chairman-cum-Managing ,The Chairman-cum-Managing The Chllirman-cum-Managing Sub :- Revised Dear Sir, The revised Stalfin;} pattern and entitlement of Secretarial Perso recommended by the Chairman-cum- Managing Directors in the meeting held on 2~ has been approved as follows: (i) The post of Sacretary'(in E-3 grade) attached to CMOs and other FL Directors in Schedule- 'B' scale of pay be upgraded to E-4 grade as E Secretary. In addition to one Executive SecretarY. they will also be entitle, Private Secretary/Sr. p. A.
{ii) The post of Secretary in E-4 grade attach8d to Chairman, CIL ..will be l to E-5 as Sr. Executive S~c'etary. In addltlon to one Exe,~utiV!!I gMP~t:
Dated Ref. No' C-5 {iii)/51823/I/14S1 The General Manager (P&W) WeL, Nagpur. The General Manager (EE), CCL Rachi The Add!. CPM (EE), BCCL, Dhanbad, The Addl. CPM (EE), CMPDl, Ranchi. The Dy. CPM (EE & A) SECL, Bilaspnr The Dy. CPM (EE), NCL, Singrauli The Dy. CPM (EE), ECL, Sanctoria. The Dy. CPM (NEE & A), BCCL, Dhanbad. The Sr. Manager (Admn), ECL, Sanctoria. The Personnel Manager (EE), CMPDI, Ranchi. The Personnel Manager (A) (Om, CCL, Ranchi. The Personnel Manager tEE), SECl, Bilaspur. Sub:Relaxation in the minimum length of service / qualification norms f~' appearing in the written test examination conducted by CIl on 3.1-1988r Dear Sir, I; connection The above matter was you that thein the D (P)opinion ofon 21-12-1987. that th~ I am directed to inform discussed consensus s meet the D (P) s was In n~'
Dated 7-1 ECL. Sanctoria CCL, Ranchi Nel, Singrauli WCL. Nagpur SECl, Bilaspur BCeL, Dhanbad CMPDI, Ranchi pattern for Secretarial Personnel.
bemgeligibility of non-execu~ive~a~re empioyees to appear beFore the wfilteft teQt eXlimioatill ..... 3-1-1988. ' in~ conducted by coal India Limited on length relaxation will regards eligibilty period of Sr. PAs of service / Squalificationto the post of privat " As be granted in the minimum from T & Grade' A' norms for conSide1 Secretary in E-2 grade in executive cadre the period of eligibiltry to appear before the writte~ test examination will be as follows. Minimum experience Minimum qualification 5 years' experience as i) Matriculation Sr. P. A. in T & S Grade - 'A' 3 years' experience as ii) Graduate in Arts/Science/ Sr. P. A. in T & S Grade-'A' Yours faithfully,
..
Secretary in E-3 grade and one Private Secretary in E2 grade will also bl at Cheirman s' Secretariat. (iii) One Secretary in E-3 grade may be provided to all Functional Directors all officers in E-9 grade posted at the corporate level of Company Hqrs. II of staffing pattern{entitlem3nt of: Secretarial personnel for other off prevailing practice will continue till further orders. The Secretarial personnel in E-3 grade mllYalso be allowed to move hi to personnel & Administration discipline besides Estate & Revenue I depending upon their qualification, experience and aptitude for doing SUI 2. while approving the revised staffing pattorn/promotionalopportunity of personnel tron E-3 to E4 and E-4 to E-5 grades, it has been decided that such will bl on Selection basis and all c~ndidlltes found suitable will !:laveto underg ssful training before they are confirmed in promoted post. yours faithfl (Iv)
(A. K. DE)
DY. CHIEF PERSONNEL MANAGER Copy to -: L The Directors (P). ECl/BCClL/CCL/NCL/WCL/SECL. 2. Tile Director (Operations), CMPDI' Rancbi, 3 Chief General Manager, Dankuni Coal Complex. Dankuni, 4. Chief General Manager, (HRD), , CIL, Calcutta. 5. General Manager. NEC, Margherita, Assam. 6. General Manager (MP&IR). ell., Calcutta. 7 Personal Manager (AW). CIL, Calcutta.
(b) Promotions to this grade would be on the basis of recommendations committee (c). On promotion, they will continue Senior Overman. to discharge the statutory functions
: 03031 : 423
'ector (P), aCCl/ CCl 1 ECl / NCL / SECL I wCL. rector (T). aCCl / C(;l / ECl / NCL / SECl / WCL. 'ector (F), aCCl / CCl 1 ECl / NCL / SECl I WCl. lef Finance Manager, CMPDIL, Ranchi lief General Manager, NEC, Margherita, Assam. ief General Manager, LTC Project, Oankuni. ief General Manager, {Sales & Marketing), CIL, Cal. neral Manager Sub: r, The next qualifying examination for promotion from non-executive to executive Jon-Technical Discipline) is scheduled to be held on 29th December, 1986 * for all candidates. The methodology and syllabi for the examination will be same as mentioned in ~, No. CIL: MOW: C-5A Ox) : 03031 I 13 dated 8-1-82, which is reproduced or ready reference. a) Coal India Limited - Organisational structure and its relationship with various subsidiary companies. Role, functions and responsibilities of Coal India and its subsidiaries, (d) coal India Service Rules: Different scales of pay - monthly service rules and conditions (c) (Personnel), Cll, Calcutta. Qualifying Examination for promotion from non-executive cadre to executive cadre (non-technical disciplines! on 29th December, 1986 *
(d) Promotion to the grades beyond E-l will be considered only if they possess the requisite statutory qualifications as laid down in the cadre scheme for mining discipline. ~~;10.3 Survey Oiscipline.From Non.executive to the post of Assistant Survey Officer to Executive in E-1 Grade Cadre, i.e. from Surveypr
All posts of Assistant Survey Officer in grade 'E-1 will be filled in departmentally from amongst the surveyors with minimum of seven years' experience after acquiring the qualification for Surveyor's post. 4.10.4 Promotional Opportunities Available to Diploma Certificate Holders In Engineering (Non~mining) Holners and 'A' and Descipline. 'B' Class
(a) From Not~-exectltiw to Executive Grade Asa QromotiQnal avenue, the non executive and other subordinate
et\~\\eet\\\~
ex~ent
staff having diploma in engineering will be considered for promotion to the of 33.1/3% in each year through the process of selection test and in~erview.
H!
holders wlll
hereafter
time rated, pieCe rated etc. lA, LTC, .. "s.. ... ~c::a~~~o;:::..'~~"Q..' ~Q..~'Q:j. "Q.~~ ~ . ~~~,
Coal and itS Mininq: Oifferent grades of coal price. Consumption pattern of coal by different industries, Mining methods and safety. There will be only one paper carrying 100 marks, The minimum qualifYing marks obtained by the candidates is 40%. The duration of the examination will be two hours from11.00 hours. The above will be followed uniformly in all the centres . The minimum qualification and minimum years of service in the highest non ive cadre for deciding the eligibility for sitting in the examination will be reckoned :; per the common Coal Cadre Rules which. however, provided for necessary powers cadre controlling authority to relax the same' . All eligible condidates ,will get two additional chances to pass the qualifying lation if they have failed in any of the previGlus examinations. In case the candidates t able to qualify even after availing of two additional chances, their, names will not iuded in the panel maintained by the personnel DePartments of the respective nies ror considering promotion from non-executive to executive cadre. Contd .. 2. Vide letter No. ~Il: CIMI: HRD : 03031, 440dtd. 20-11-1986, the examinations scheduled to be held on 29th December' 86 has been postponed to Sunday the 4th January,1987.
GENERAL MANAGER (P)
(iii) In respect of existing diploma holders who are not in the executive cadre or are in E-1 to E-2 grade, their promotions would be restricted 'Wto E-3 grade unless qualification equivalent to degree is .acquiredby them .. [Amendment circulated vide DIM No, seen at Annexure IV (I) ] C5AI52017 /3176 da~ed 19.11.1979 may be
4.10.5 Promoti.onal Avenues for Under Manager who could not Obtain 1st Class Manager's Certificate, of Competency. Subject to the usual conditions relating to availablity of vacancies against sanctioned posts, suitability I merit, performance, personal traits, seniority etc, the cases of Under Managers, who are not able to obtain 1st Class Mine Manager's Certificate, for promotion will be considered as under: 21
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'.
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The eligibility period for consideration for promotion from E.2 to E.3 grade w\\\ be 4 years' service in E-2 grade. The cases of eligible Under Managers will be considered for promotion agalUst vacancies of Senior Under Manager (E3 grade) The cases of Under Managers with 7 years' service in E-2 grade will be considered for promotion even by upgrading the posts to E3 grade, if required. The under Managers promoted to B3 grade will be designated as Senior Under Managers and 'Wi.\\ con'-'n", t.o d\SCnaT\!.e sta.tutor)' duties of Under Manager and I or such other duties as may be assigned to them.
i) The eligibility period for consideration for promotion from E3 to E4 grade will be 4 years' service in E-3 grade. Promotions will be effected against vacancies reckoned at a maximum of 40% of the posts occupied by Senior Under managers in E3 grade. The Under Managers promoted to E-4 grade in terms of this Cadre Scheme will be designated as Senior Under Managers (Special grade) and shall continue"to carry out statutory duties of Under Managers and/or such other functions as may be assignd by the Management. (Hi) The Senior Under Manager (Special grade) in 8-4 grade who are not able to pass First Class Mine Manager's Certificate of Competency, shall be exposed to an intensive training programme. Subject to passing of specified written and oral examinations after complection of the above training programme and on comple tion of 3 years service in E-4 grade, they will be eligible to be considered for promotion to a selection grade equivalent to E-S.A Maximum of 25% of the posts occupied by such Senior Under Managers in E-4 grade (who have not been able to pass 1st Class Certificate) may be operated in the aforesaid selection grade corresponding to E-5. I'he Under Managers promoted to the aforesaid selection grade in terms of this Cadre Scheme shall continue to carry out statutory duties of under manager andJ or suchtother functions aslmay be assigned by the Management. [Revised as above as per OM No. CILIC-5A (ii)/52100(2)/1l24 dated 19.10.1983
4.'\0.6 Promotional Avenues of office Supdts. who are in Tech. Grade 'A'
411
According to the existing practice, Private Secretaries bave promotional aven.l only upto E-3 grade after which they have no channel of promotion. In view of t limited scope for them it has been deCided to allow them promotional opportunil in estate discipline for discharging general management functions subject to th fulfilling other stipulation according to the cadre scheme 'for estate'discipli Relaxation to the under-graduates at the discretion of the cadre controlling authol \T\ =ce'Qtiofia\ callell all available in tb~ foregoing para, viz., para 4.10;6 will a be available to the Private Secretaries I Secretarll;", \"nne1l.u,<:> \."1 \(,) ="':1 '0 _ n~ Probation Officers promoted from one executive grade to the other shall be on probatior a peri04 of one year, which may be extended at the dis~~etionof the ,~anagem On successful cOllwletion of the p~obation period, thaexecutive concerned be confirmed in writing by an order with the approval of the coml?ete~t autho The procedure in this regard will be as explained in para 3.17.. Is.!iU~of PrQ(llo~ion Orde~s.Giving Effect.ive Ret,rospective are necessarily for assu~ption of higher rcspl bilities, issuing p~omotion orders giving retrospective effect' will not be' in 0 The question of giving retrospective effect, when such officers had not OCC\ higher positions and discharged higher responsibilities, therefore, does not Even in cases where, due to exigencies of work, an officer was asked to disci higher responsibilities prior to the approval of the OPC proceedings and iSSl promotion orders, such cases are to be dealt with separately under' the I allowance rules and not by giving pro~otions retrospectively. Vigilance CleAP,Me
J\s prQqlotions tc?higher grades
~.12
4.13
(a)
The general management functions would be discharged by the executives in estate discipline who will look after the revenue functions. Office Supdts. who are in the tech. grade A' would have promotional avenues ,. in this discipline subject to their being otherwise qualified according to the cadre sheme for estate discipline. Office Supdts, who are under-graduates, may also be considered for promotion to E2 grade in the estate discipline in relaxation of the minimum qualification according to the cadre scheme, subject to their having exceptional merit and the specific written approval of the cadre controlling authority. They however, will have promotional avenues only upto E3 grade.
Wh~never an 'officer is transferred from one company to another the transf company should inform details of any depar~mentai I vigilance case pending a the executive concerned, to the company to which the executive is trans'rerred. (b) Before issuing promotion orders (In the basis ot the recommendation of a priate Departmental Promotion Committee, clearance from the vigilanc depa of t~e concerned company should be obtained. In case an executive has more than two companies during the period of last five years, clearlLUcefre vigilance departments of all the companies where the employee had v previously should be obtained before issue of promotion order. (c) In the case of e}tecutives in E-5 and above grades details of \lll pending vigi departmental proceedings should be intimated to the Personnel' Division ( India headquarters, so that these facts are placed before theD~p~rtllldntal ] tion Committee and the Committee is aware of all the facts at the time c ~c;liberations.
4,14 ~el'l~ral
IlQr Jurth~g1.li4elines Apnex1.lr\lsIV (2)
((Il),
~2
(rt,
(e) may be se
(23 )
With the nationalisation of coal mines in two spells, one in respect of coking coal mines and formation of Bharat Coking Coal Ltd. and another in respect of noncoking coal mines and formation of Coal Mines Authority Limited, three sets of executives were brought together, viz. (i) Executives borne on NCDC cadre : (ii) Executives taken over from coking coal csector : and 5.6 :iii) Executives taken over from . in the CMAL, the non-coking coal sector forming bulk of officers
integrating the seniority of the four groups of officers, the cases of all eligible off should be considered by the OPCs irrespective of the number of vacancies in higher post, and recommendations for promotion would be mainly in orde merit. Once they are recommended for Ipromotion. the OPC should deten the order of merit of those found suitable for promotion, which will form the I for promotion to the next higher grade and for evolving inter-se seniority on promoted grade in due course. A large number of promotions have been effected from one executive grad the other after the initial absorption of taken over officers (i.e. 1-7-1972 or 1-8and 1-5-1973 in respect of NCDC officers). Seniority lists of executives in grade and discipline should be drawn up following the general principles indil below by the respective companies in respect of executives in the grades 01 and below and by Coal India for officers in the grades of E-5 and above
Subsequently, Coal Board was abolished and tbe officers of Coal Board (forming a fourth set) came to be absorbed in CMAL and BCCL with effect from 1st April, 1975. Formation of Coal India Limited with effect from 1st November, 1975 and the constitution of common coal cadre necessitated integration of these four groups of executives into one main stream.
In respect of officers, whose seniority position has not been determined. the foil; procedure shall be followed:
The seniority of NeDe officers got gradually evolved on the basis of the date of entry of the individual officers in a particular gra<;le and there ~was certain determined seniority of NCDC officers prior to their absorption in the CMAL. With the formation of CMAL, the question of drawing up inter-se seniority of the taken over officers and those borne on NCDC cadre came up. Two high power committees appointed by the CMAL Board went into the matter and found it difficult to determine inter-se seniority of all the officers and recommended that all the eligible officers should be considered together for promotion.
(a) The officers. who have not been promoted at least once after their initial absofl of taken over officers (i.e. 1.7.1972 or 1.8.1973 and 1.5.1973 in respel NCDC officers), will be the senior-most in the list and they should be clu
tafJBtMr. Th8 OrG~, whflmwflr meet,
h9l},ldconsider the cases of these ofl first before considering omcers who have been promoted at least once after absorption 0.e.l.7.1972 or 18.1973 and 1.5.1~73 in respect of NCDC offi(
.4
After the formation of Coal India, further efforts were made to formulate pnncl.~ in an integrated manner. As a result four groups of o. ficers referred co-ordi- [ pIes for .. ixati.on of seniority of all the of discussions held at the CMD's to earlier I.' f f
(b) The seniority inter-se in respect of Officers, who got at least one promotion their initial absorption (i.e. 1.7.1972 or 1.8,1973 and 1.5.1973 in respect of N officers) will be determined on the basis of their date of entry into the grade su to the condition that in respect of the officers consideled by a single OPC thereafter promoted, the merit as determined by the DPC will be taken irrespe of their date of entry in the grade. (c) If, in the case of officers who were considered by a single DPC and there promoted, relative merit was not determined by the OPC, all the officers prorr in that batch will be clubbed together. whenever OPC meets, all such ofl together will be considered. subject to their eligibility reckoned from the dat issue of orders.
5.5
,ion th. diffioulti" of \hnnorms ",onp'. in impl,montin. "''' no,"" drawn up but " ",tain "";o<lly we<' fon< for of olf~"' nation meetings certain ox"""""d determination..of seniority were .nd in in,.",o- ............ (iin Separate seniority lists of 2nd class Under Managers promoted to E-3 gradE The matter was also examined in depth by the Apex Policy Committee for exe . sbove in terms of para 4.10.5 of the Common Coal Cadre, will be maintaine cutives of Coal India, constituted for the purpose of examining the representations~ each gradE! (Added as per Q.M. No. CIL/C5-A (ii)/52100 (2)/1124, dt 1910.1 of executives. This committee felt that in view of the difficulties encountered ;For further clarification Annexure V (2) may be seen
1 ..
(24)
J~
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25. ~~
j II
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(C)
(i)
(ii)
at least once after their initial absorpin reapect of NCOC officers), seniority entry into the grade subject to the conby a single OPC and thereafter prowill be taken irrespective of their actual was not determined by the OPC such be considered together by the OPC
(iii)
after formation
dation of a single OPC, which considered all eligible officers of HCCL, CMAL, NCOC, etc. and prepared a select list drawn in order of merit, their seniority in the promoted grade will be on the basis of the panel irrespe:tive of their actual date of joining. (iv) In the case of inter-se officers promoted after formation will be drawn in order of merit
such officers
mining their seniority inter-se and considered together for consideration basis of their relative merit. 5.7
whenever DPe considers, such people will be lor promotion to the next higher grade on the
Till it becomes possible to determine inter-se seniority of the executives in various grade$, the promotions from one grade to the other in the executive cadre are being done on the following basis considering all eligible departmental candidates irrespective of the number of vacancies : (i) The eligibility for consideration for promotion to the determined in terms of t he provision in the respective next higher grade cadre schemes. will
(ii)
The eligibility for consideration for promotion in respect of the taken over officers who are absorbed in the nationalised coal mines on different dates would be determined as if they had all been absorbed together. i.e. with effect from 1.7.1972 in respect of officers of coking coal sector and 1.8.1973 in respect of non-coking coal sector.
(27)
l.-'
~ .
,, . hm_
I)
Since BCCL and erstwhile CMAL promoted officers independently till the formation of Coal India Ltd" while considering such officers who were promoted in two different batches by BCCL and CMAL, officers promoted later will be deemed to have entered the grade along with the officers promoted earlier, if the gap of promotion period is not more than six months for determining their eligibility for consideration for promotion. This benefit will not be allowed if the gap of promotion is more than six months.
Extract from Seniority Committee's at Annexure V (1).. Report giving further guidelines ale placed
Chapter'
APPRAISAL
6.1
SYSTEMS
Majority of the executives in Coal India and its subsidiary companies were f the taken over sector, where there was hardly any laid down system of performa appraisal in a systematic manner. In respect of officers of NCOe, howe systems of annual appraisals in the form of confidential reports existed. Hencl respect of majority of the officers, performance appraisal systems had to be, irr melltlild after nationalisation and the first reporte in respect of thOSE! execl.lt were available from the year 1973 onwards. The BCCL, which camE! into b in 1972, adopted certain formats, mostly based on the NCDC pattern, for apprai the performance of individual officers As a result of discussions held in a 11 shop on appraisal systems in BCCL a proforma for evaluating the performanc Colliery Managers was drawn up The appraisal form consists of three ~ viz.(a) results achieved, lb) review, discussions and summary; and (c) action on key result areas
6.2
The Coal Mines Authority Ltd' had issued comprehensive instructions in 1974. regarding writing of annual performance reports on officers and others. At present two sets of forms are in use, one for apPraisal of executives in the g E.5 and above and another in respcct of aPpraisal of executives in the grades and below
6.3
6.4
6.5
In respect of senior officers in the grades of E-5 and above, a syster:nof self app exists. Apart from the Reporting Officer's assessment, there is provision for review by one or more senior officers. in these
6.6
At the time of holding OPCs, the appraisal reports are studied by the memb the OPCs and on the basis of the reports, the officers under considerati< grouped into 'A' '8' and 'C' The officers, whose grading is categorised as ' normally not considered for promotion, while the officers graded as 'B' are sidered after exhausting the olficers who are graded as 'A'
6.7
As experience has shown that there is scope for improving the objective asseE of executives, a task force for recommending an effective and uniform ap system was constituted in March, 1977
29
(28)
...
..-
Chapter "\
"The terms of reference of the task force include the following; To examine and evaluate the various existing performance appraisal forms for officers of different categories and grades in Coal India and its subsidiaries. To evolve and recommend appropriate comprehensive performance appraisal system based on individual's demonstrated performance and ability for different disciplines and grades, taking into account; SpecifiC key factors and qualities for appraisal in different disciplines/grades: Possibility of quantification of performance in key areas and desirability of its (ii) analysis through EDP : Identification of potentialities Determination (i) 7.1
TRAINING
& DEVELOPMENT
OF EXECUTIVES
In terms of Government of India's letter No. 38011 /I /74-CAF dated 27th S 1975, Coal India would arrange for training of flersonnel where necessary would thereafter allot them to different subsidiary companies, taking into cc deration the companies' respective needs. 111 pursuance of this, Coal India has recruiting the following categories of executive trainees : Junior Executive Trainees disciplines. Management disciplines. Management in mining. electrical, mechanical and civil enginee
marketing,
materials management
and perso
of executives of outstanding
The task force will also identify and recommend norms as to what would constitute adverse comment, the system of its communication and counselling procedures. The periodicity and procedure for handling performance appraisal reports, the authorities to initiate the reports, the reviewing tiers in respect of line and staff functionaries will also be considered by the task force," The report by the task force. consisting of representatives of different companies and different disciplines is expected shortly and detailed instructions in regard to appraisal systems and Procedures will be issued separately.
,
(iii)
trainees
in finance.
The subsidiary companies have Management Development Divisions to pro necessary skills of management to update professional knowledge and for trai : in new techniques of management. of training for these executive trainees have been drawn
7,3
Detailed programmes
Board
7.4 A Training Board for Coal India has been constituted to examine and review corporate training policy for the organisation as a whole and to suggest meas for growth of training activities in all directions. 7.5 (a) The charter of activities of the Board are as follows
Note:
To undertake a dynamic review of tile corporate training policy from timl time and to review the progress of training activities within the palicy. To co-ordinate all growth oriented developmental for employees at all levels, activities related to career pIam
(b)
(c)
To define systems of departmental examinations and other qualifying for promotions for all function as supplementary 10 those which carried out statutorily and to oversee the conduct of such activities. up of syllabi and methodology of examinations, etc. will come within of the Board. To examine and approve long term and short term budgets, revenue, pertliining to training activities in the company. both
(d)
capital
'~l)
30
...~~
..
To re-examine the training infrastructure with a view towards same to optimally cope with the training load. To optimally share and mobilise cularly to ensure against duplication
reorganising
the (1) partiDepartmental executives, who are sponsored for long term specialisation coursel in tbe intertlst of the company, should be paid basic pay and dearness allowancl as Dlay be admissible to them from time to time for the full period of their training. No other allowances, excepting normal increment(s), would be admissi ble to them during the period of their training.
the training resources in the companies, of efforts and for cost reduction. f9r training abroad.
To take action on any other matter related to the training function tbat may arise or such other matters that may be entrusted to the Board by the Chairman, Coal India. The Board normally meets twice a year.
(2)
Tuition
and other connected fees will also be paid fully by the company
concerned
Arrangements
(3)
Witb a view to provide necessary impetus to the executives to equip themselves for higher assignments and also to enrich their expertise for better performance in their existing po~itions, a scheme for self-development, with necessary incentives, exists, which is as indicated below :
Since the period spent by the executive so sponsored in the interest of thl company should be treated as on duty, their seniority and the period of eligibility for consideration for promotion to the next higher grade should also be reckoned as if they spent this period on duty.
Reimbursement
of Fees
(4) Every year each of the suh~:diary companies of Coal India would nominate tw or three executives to these cour<es, depending on the requirements, in consul tation with the institution concerned. For the T'\urpcse of selection for sponso ring to these specialised courses, an executive must have adequate exposure to th actlwl work situation. It should, therefore, be ensured that tbe executives wi~! sufficient practical experience (say, a mmimum of three year's experience) an preferably h;1ving first cla~s certificate of competency in the case of officers in minin diS,cipline. should be sponsored. courses. Trainees sh;>uld not be sponsored for specialisatio
The competent authority may, if in his opinion, the acquisition of additional qualification will either hclp improve employees' efficiency in his existing area of responsibility or increase his potential Grant of an interest for shouldering higher responsibility, towards approve; free loan to a candidate full payment of course fees
only after his formal selection for admission to the course to be recovered from the individual in a reasonable number of instalments or within the duration of the course. whichever is less. Reimbursement the course. :)
1)
of
15ft
9Ue01l9gfulcompletion
of
fees
to
the
candidate
a fir.t
(5)
Reimbursement of 100% of the fees to the candidate who would obtain any of the first three positions in the order of merit where positions are awarded.
A committee under the chairmanship of a Functional Director or a General Manage (Co-ordination) of the concerned subsidiary company should screen the recommen dations received in this regard and finally select two or three candidates for eac of such courses. depending on the actual requirement, Nominations can be finalise with the approval of the Chairman-cum-Managing-Director concerned.
Additional
It has also been decided to provide incentive by way of grant of advance increment for acquiring approved additional qualifications and technical/professional skills as per Schedule I attached.
(6)
The executive
SO
selected must
Sponsoring of Departmental Candidates for Long Term Specialisation Courses of not less than One Year's Duration.
The following procedure should be followed with regard to sponsoring departmental candidates for long term, industry oriented, speciahsation C0urses of not less than one year's duration :
years after completion of the course before proceeding on training. The service of such executives, after successful completion of their training, should be utilise in the appropriate field of specialisation for which purpose utilisa~ion plan shoul be linalised prior to sponsoring for these courses.
(32)
I
J
~:-;'
(33)
COAL
SCHEDULE
(Ref. Chapter
INDIA
LIMITED
1
10 - Netaji
"Coal
Bhawan"
Subhas Road, Calcutta _ 700 001 PostBox No : 871 Dated October MEMORANDUM relation of Common to' the Coal Cadre relating to 7, 1986
Approved
Professional
QmlJifications
CHAPTER VIII
Mine
Manager's
Certi-
1
~. 2
lised graduate el"aminatbn ised post graduate diploma ial engineering / operations
or in re-
The initial basic pay of an executive cadre employee newly r~cruited and appointed to a post will be fixed normally at the II)inimum of the scale of pay of the post to which pe has been appointed. Higher initial pay. normally of not more than five IllCremenls, however may be granted at the discretion of the management .of the Company lD deserving cases, on the recommendations of the selection committee.
t
lised graduate diploma or degree )ur Welfare/Social Work. Employees in personnel and industrIal relations department who do not possess equivalent lised post graduate degree or 1 in any branch of management. camination of Cost and tants of India or UK. Works qua!ift~!!tiQnl and
8.2 Pay fixation on Promotion from Non-executive Grade under NCWA Pay Scales to Executive Cadre Scales of Pay and on Promotion from E-1 to E-2 Grade :
The pay on promotion from non-executive pay scales under the National Coal Wage Agreement to the executive cadre scales of pay (i. e. E-1 or E-2 Grad~) and on promotion from Executive E-! grade to E-2 grade will be fixed in accordance with the provisions of P.R. 22(C).
I
1
2
ised post graduate degree or ~ in concerned medical branch led under CHS scheme. sed degree or :5. EDP. etc diploma in
General cers.
duty
Medical
Offi-
All employees
1 1 1
i) All employees
ship of the Institute of Chartered ies. ler type of recognised technical :>nal skill or proficiency relevant industry.
If, in the higher pay scale, there is a stage of pay equivalent to the pay thus . notionally arrived at under the foregoing clause, than the pay will be fixed at that stage :
All employees
ii) If their is no such stage, It will be fixed at the next higher stage : Hi) If the national pay, as above mentioned. is less than the minimum of the next higher scale to which the employee has been promoted. pay will be fixed at the minimum of the said higher scale.
..3:c) For employees on ttie'~aximum of their pay sc~le in the lower post, the higher post will be fixed at the' next 'higher stage. pay in
Note:
",
, /
in Executive Grade
~
whose pay has thus been refixec date his pay has thus been
01 12 months
:a)
to the
between
the period
I 30th
'HJI
-;i
lj
88 Fixation of Pay on. Re~employment ofl' Retired officers in Executive Cadre: '... ... '\ '
Normally, no extension of service beyond the age of superannuation, ..1. isalf8ll11ed. In case of certain spec~fiedi pps,\~ '."' requiring special
i. e. 58 years, qualifications
"i
_'oil
between the .period from 1st July and 31st increment in the grade froin' :lst iuly of the d, i '''''. ':
I~
, ', I ., . from
C~dre
to
llnd/or statutory 'requ'irements, howey.ef, pUicers may, be re-employed on contract ,bcJSlg,'1Vith specified ~erms and cOQditionll .of service and they may be allowed SUb'" pay notexceedin.g the last,\R~y.,d;raWn 'rni~~s 'pension andler pensionery equivalent of other retirement benefits as initial pay as may be decided by the Competent
j.\
In case of promotion from non-exeCutivetc) executive grade; the :date on which thenextincreinent inthe lower grade of an emplo~ee wouid have' bedome due had he not been promoted, would o6basio~ refixation, of his pay in ''the 'higher grade, with reference to the pay, whichhe,wouldhave drawn in the, lower' grade had he not been promoted, 'provided' such refixiition given him a benefit. The. re-~fixation,,~~ such 9ases,to do be done)n accordance with the provisions re-fil'ation of F. R. 22(e), but no aorrears will be paid arising out of such promotions already effected prior to 22th OFtober"1977. jn res~ect of
Authorityl)l~
,
1'1',
'"
J,"
'"
"
L,j'
Ji
-";,\
2.',
3,
,T\1i:oissues .with ,he approval fo the Competent " !.) This amendment will tal<e immediate eUect.,,:
Authority .
;'
' .. ,.
(A. P. SINHA)
GENER'Al f 'j"" .. MANAGER (P)
~ ~
::.
Nole ~
li
I ,
j'!(
If
OiEitPlhution
It IS also clarified that the anniversary date, of increment of executive whose pay has thus been re-fixed will, be after completion of 12 months from the date of such re-fixation of pay.
1. Chairman-cum-managing
2. 3. Chief General Manager, Cll, Chief of Marketing. All Divisional Heads, ClM, CIl,
'
Re-fixation to Another:
of pay on promotion
from
One
Effective
Scal~s of Pay
4. 5. 6. 7. 9.
Cll, Cll,
In case of promoted from One Executive grade to another executive higher grade, the date on which his increment in the lower grade would have become due had he not been promoted, would occasion re-fixation in the higher grade with reference to the' pay which he would have drawn in the lower grade had he not been promoted, .provided the re-fixationgives him a benefit. The re-fixation will be done on the same principles as applied of the incumbent. for initial" fixation of' pay: on promotion
8. OSO. Chairman's
10.
l.
~'J"~'T~''"--
PRINCIPLESFOR FIXATION OF PAY OF EXECUTIVE CADRE EMPLOYEE 8.1 Pay on Initial Appointment
1986 The initial basic pay of an executive cadre employee newly recruited and appoint. to a post will be fixed normallv at the minimum of the scale of pay of the post which he has been appointed. Higher initial pay, normally of not more tha'n fi increments, however, may be granted at the discretion of the management of t company in deserving cases, on the recommendations of the selection committ,
MEMORANDUM
~
SUb:7
-
8.2
will
the annual
increment
in Executive Grades
Pay Fixation on Promotion from Non-executive Grade under NCW Pay Scales to Executive Cadre Scales of pay and Promotion fro E-1 to E-2 Grade
The pay on promotion fwm non-executive pay scales under the National Co Wage Agreement to the executive cadre sea es of pay (I. e. E-I or E-2 grade) ~ on promotion from executive E-I grade to E- 2 grade with the provisions of F. R. 22 C). will be fixed in accorda
procedur~ given herein. to the executive grade between increment 11' Ij from 1st January
r::;:,
of the
An executive appointej!promoted between the period fr~m 1st July and ',' .. 10er will be granted il\C;~\l;\l,I,~mil1l~~,1-. from Is~ July of the following year. grade In the case of employees in executive grades nents during 1986 will be regulated as uriaet":-' 0) The increments due between January released on 1st January 1986 (ii) as' on 31st December 1985,
8.3
their
nil
Pay Fixation 0 n Promotion of an Executive 0 ther than in Minir Discipline from E-2 to E-3 Grade
The pay will be fixed at the stage next above the amount arrived at after add Rs. 150/- to the existing pal in E-2 grade or at the minimum of E-3 grade whi ever is more.
The increments due between 1st July 1986 and 31st be released on 1st July 1986.
will
December
8.4
in paru a.a of the shallr~m ' am
'il)
wpm~ltJdo
111U
\Jr\1YiijQn~ contained
Pay Fixation on Promotion of an Executive other than in Mini! DigCiplin9 from E,,-3to E-4 onwards.
On the pay, which the employee will be in receipt the higher post, one increment will be notionally scale. Then, the pay of the employee will be fixed riate stage as follows : If, in tbe higber pay scale, there is a stage notionally arrived at under the foregoing that stage. If there is no snch stage, in the of on the date of his join given in his own lower higher scale at the appro
non .. ,", IS.adre. I"" /' Coal )-.1 AU otllOr,. conditions regarding grant of increment - ,. "' ,'I " '.~. ' 1-'1' .1' \,_d' -: -It:.h,;tj ange d-' . This issues with the approval of competent authority.
1\, " :; 1"-
( sd/-, G. R. ,~handari )
General Manager (p)
b) i)
of pay equivalent to the pay t clause, then the pay will be fixec higher stage.
ii) iii)
EE : 245
forwarded for information and necessary action to :Director-in-Charge,' SECL, Bilaspur. All General Managers, WCL. All Heads of Departmants, WCL. All Regional!6ranch Sales Offices, we L Secy. to CMD!D(P)!DlT)/D(F)/D(Proj.), WCL, Nagpur.
If the notional pay, as above mentioned, is less than the minimum of the ] hig ler scale to which the employee has been promoted, pay will be fixe, the minimum of the said higher scale. For employees on the maximum of their pay scale in the higher post will be lixed at the next higher stage. lower post, pay in
c)
( G. S. Kapur)
Addl. Chief Personnel Manager (p)
35
~
";rr'miili'':';;iiil\l'~:lii''tII.ll.
iln IIU__
~ij:;.1~~;&;;;,~~~;~~~!~;!1;:l2JI~;JM!~~!Jild .
m J
IY
Fixation 'ade
Promoted, provided the refixation gives him a benefit. The refixation will be done on the same principles as applied for initial fixation of pay on promotion of the incumbent.
Note
3eprinciples for fixation of pay on promotion as stipulated in para 83 shall apply. Amended as per OIM No, C5A/52013 (8)/1332 dated 2012761979, Annexure
m(l)]
ay Fixation irade on Promotion of an Executive in Mining Discioline from E-3 to E-4 8.11
The anniversary date of increment of the executive whose pay has thus been retlxed would be after completion of 12 months from the date his pay has been re-fixed.
Fixation of Pay on Re employment of Retired Officers in Executive Cadre
'he principles for fixation of pay on promotion as stit'ulated in para 8.4 shall apply. Amended as per Annexure VIII (1)]
:ixation 3rade of pay on Promotion of Executives in all Disciplines to E-5 and Above
Normally no extension of service beyond tbe age of superannuation, i. e. 58 years, is allowed. In case of certain specitled posts requiring special qualification andJ or statutory requirements, however, officers may be re-employed on contract .basis with specified terms and conditions of service and they may be allowed such pay Ilot exceeding the last pay drawn minus pension andior pensionery equivalent of other retirement benefits as initial pay as may be decided by the competent authority.
fbe pay will be fixed in accordanctl with the principles laid down in para 8.4 above.
Srant of Increment on Promotion to and Within Executive Grades Amended
as per DIM No. C5A/358 dated 13-1-86 Re-fixat ion of Pay on Promotion from Non-executive Cadre to Executive Cadre
In case of promotions from non-executive to executive grade, the date on which the next increment in the lower grade of an employee would have become due had he not been promoted, would O(!(!ll~ionrufiJllltiRIl l?f his pay in the higher grade, with reference to the pay, which he would have drawn in the lower grade had he not been promoted, provided such refixation gives him a benefit. The re-fixation in such cases is to be done in accordance with the provisions of F R 22 (C), but no arrears will be paid arising out of such refixation in respect of promotions already effected prior to 25 October, 1977.
Note
It is also clarified tbat the anniversary date of increment of executives whose pay has thus been re-fixed will be after completion of 12 months from the date of such re-fixation of pay.
Re-fixation of Pay on Promotion from one Executive Scales of Pay to Another
In case of a promotee from one executive grade to another executive higher grade, the date on which his increment in the lower grade would have become due had he not been promoted, would occasion re-fixation in the higher grade with reference to the pay which he would have drawn in the lower grade had he not been
37
36
__~_.,- _~z~",;~~;;;;~"'~~.~~~~"':7"""jllrulll
Chapter X
IX
ACTING/OFFICIATING ARRANGEMENTS OF EXECUTIVE POSITIONS IN RESPECT
TRANSFER POLICY
With the formation of Coal India Limited, one of the objectives, which the company envis:j.ged, was to form a ,common coal cadre, which. amongst other guidelines, had ~pecified the principles to be followed regarding transfer of executives. It was envisaged that transfer of personnel in the scales of pay of E.S and below from one company to another will not normally be effected, though there should ,be no bar to such transfers on administrative grounds. At higher levels transfer of personnels from one company to another should be freely effected as they would enable 'the optimum use and development of managerial talent. Keeping the above in view, the following transfer policy for the executives has been adopted :
;pect of temporary executive vacancies on account of leave, etc. acting/officiating 1gements become necessary and acting/officiating arrangements for such tempovacancies should be made in accordance with the following principles. :spect of vacancies of executive positions for more than 30 days, the senior t person in the area in the line of promotion, who is considered suitable and ble otherwise may be allowed to act. If the senior - most person in the area, lens to be working in a sub-area, other than that where the vacancy has occurred, it is not in the interest of the company to temporarily transfer him to the sub " where the temporary vacancy has occurred, the senior-most person in the sub ~in the line of promotion, who, in the opinion of the competent authority, is lble of shouldering the responsibility and is eligible otherwise, may be allowed
ct.
vacancies lasting more than 30 days, arrangements for temporary promotion uld be made from amongst the eligible executives in the usual manner, or from
ve panel.
who had worked in the same coalfield/oompany before nationli. to be in the same field/company after the nationalisation: for
~ii) Senior executives, who have been working in the same coalfield / company "more than four years in the same capacity or in d,ifferent capacities :
'e,
vacancy
for
more
than 90
days
by
making
!ii) Seniorexecutivt,s,
and
lpofilry promotign Qf 9tbmyjs~, ~he Chairman cum - Mana~in~ Director may, lis discretion, sanction officiating allowance to the officer officiating on the her post even beyond the period of 90 days. luarterly report for such officiating arrangement be submitted to the Coal India ud in regard to the employees in the scale of pay of E-7 and above. ided vide a.M. No. C5A (vi)/5074I,779 dated 29-9-1983]
nporary acting arrangements e period of 'Acting' ;her level. made will not confer any claim for promotion. for promotion to the next
who
did not
get
any promotion
since
nationalisation
of
the
Since large scale transfers of senior executives is likely to cause dislocation or disruption of work, semor executives fhlJing in any of the above categories may bc identified ana at least 10% of such executives trd.nsferred in each year. c) Such transfers can be effected either in December/January on the acad~mic year on the localtty. or in June/July depending
Ian turn of Acting Allowance le amount of acting allowance payable to an employee acting in a higher post all not exceed 20% of his payor the pay to which he would be entitled to in case promotion to the higher post, whichever is lower.
nployees under training or on probation will not be eligible for any acting allowance r performing functions in higher positions.
38
(3~)
Chapter Xl
FORWARDING OF APPLICATION OF DEPARTMENTAL CANDIDATES
through Coal India unless the services of the concel ned executives nature tbat cannot be spared (Added Further as per OM No. C-5AJ51172,2995 guidelines in this connection dated 20.12.1978]
are of
] .tFor A.
Outside
Employments
AppJicaticns of departmental executives for outside employment may be dealll with at the discretion .of the Cadre Controlling Authority keeping in view thol following norms in supersession of the earlier orders :
XI (1).
(a) Applications received from superseded executives or from those who have put in more than 5 years service in a particular grade may be forwarded without any limit, (I)
(b) Applications received from the executives who have served fO~SS
Apphcations received from dtpartmental candidates issued by Coal India Ltd for executive positions will fon<)wing guidelines t
in a particular grade after their promotion/appointment more than once in a calendar year.
Applications from departmental candidates who fulfil the advertised tions will be forwarded to the Coal India headquarters.
(2) Applications received in response to Press advertisements from the de] mental candidates will be scrutinised on the same lines as outsiders. (3) The departmental both qualification mll.y be appointed candidates. who fulfil the advertised norms and experience, may be called for interview. to tbat post. with regar and if selc
(c) Applications received from the executives who have served for less than two years after their promotion/appointment in a particular grade will not be forwarded. Provided that : (i) Applications for employment elsewhere of employees belonging to Scheduled Castel Sc"eduled Tribe should be readily forwarded except in very rare cases where there may be compelling grounds of interest of the company for with-holding applications. (ii) Cases where applications of employees belonging to Scheduled Caste/Scheduled Tribe could not be forwarded due to compelling grounds of interest of the company should be reported within a month to the officer nominated as Liaison Officer in the company.
(4) Departmental candidates, who do not fulfil the stipulations in the adve ment, would not be called for interview. Wherever relaxallon is require
shall be whh !ht ~~~~H~e nppfOVlll of the Chllirffillfi or lIny lIuthofi!y delel
with such powers. (5) All tbe applicant!', both outsiders as weB as departmental candidates. wou interviewed by one single selection comn itHe and the tanking of the de mental candidates will be strictly on the basis oj medt as determined by [Revised as above as per OM No. CIL/e-S(A) 50986/3864 dated 19/21.3.1979 artd(! selection committee after interview. OM No. CIL/C-SA(vi)/S0982/G/328 dated 18.11.1981.] .
(6) Departmental candidates selected for promotion to the r.ext higher g: against the Press advertisement along with othtrs shall be relit ved for FO in to to till thllt' at the places for which the advertisement was issued. Replacements at n. The norms indicated above period,executives, who shall underapplybondthem servethey,.. company for received from the 11.1, therefore,forwarded for aoutside emPlOyment'.' Application. a stipulated shall not be are not .... complete the stipulated period of service with the company .. , entry level have to be provided by elL [Clarified as p,er OM No. C-SA/50986/48 dated 44.1979] (7) For the purpose of selection of the departmental candidates against the advertisement, the criteria laid down in the cadre rules will not apply instead. only the criteria stipulated in the Press advertisement Will be . .for Tcgistration In the panel of' e~perts being maintained in the Department of' - Personnel & Administrative Reforms for foreign assignment has been reviewed and;; guiding factor. c... The. issue relati.ng to..~hat applicationsa.pplications registration may freely be forwarded';..... .... . : it has been decided ,forwa.rding of for such of suitable departmental executival....
41
"40)
[.TLI
,",' :., '
,-"'"_i......,
......"".;._.;.~_._p"""~~;"""' ,
... ~""".'-"'"',
,"""
" ,'.~
'. '
.. ~
_tr._ ~. L~
CONDITIONS
OF SERVICES OF EXECUTIVES
(c)
With three months' notice or pay in lieu thereof on confirmation in the service, on either side. Unless extended by the competent authority the service of an employee on contract shall automatically stand terminated on 'the expiry of the contract period.
The following genetal terms and conditions of selvice 1n addition to thos specified elsewhere shall apply to all executive employees.
Classification
Q
of Employees
(ij)
All executive cadre employees of Coal India and its subsidiaries are cIassiil fied as 'Confirmed employees';meaning those, whose services have been confirmed in writing with the approval of the competent authority. , 'Temporary employees', meaning those, who have been appointed for a limited petiod and those who have not been confirmed in writing. ) 'Employees on probation,' unless otherwise specifically stated in the oHel of appointment every appointee other than those appointed on contra'ct for a fixed petiod shall be on probation for a period of one year whkh may be extended or reduced at the discretion of the competent authority, On successfu] completion of probation period an executive cadre employee may either be confirmed in the senice in writing or may be continued in the service as a temporary employee after closer of probation period. ) 'Employees on contract services', meaning who have been appointed 00 contra". for a fixed period of time which may be extended by the cOtJsent.
, Age of Superannuation
Nothing in the foregoing provisions shall prohibit the right of the company to dismiss or remove or terminate the services of any employee in terms of Conduct, Discipline and Appeal Rules of the company. Unless extended by the competent authority, the services of an employee shall automatically stand terminated on his attaining the age of superannuation, \1iz, 58 years An executive cadre employee. who absents himself without leave for more than 8 calendar days or fails to report without sufficient reasons within 8 days of the posting of a notice or being otherwise duly notified. shall lose his lien and be deeme to have left the services of the company on his own accord with effect from the date he was due to return to work. The employee will, however, be entitled to reo present his case to the management explaining the reasons of his absence It wil be upto the management to accept the explanation or not and if the explanatior is accepted, the employee may be reinstate with or without break in service shall be liable to serve in any Defence service or post connected with the DefenCE of India for a period of not less than four years including the period spent on trainin~ if any, provided that :
(jji)
(iv)
12.5 (j) Every employee appointed to the post of an Engineer or Doctor in the compan\
The age of supdannuation of all ei~~\Hi\'e emf>ll3y~g lull ~I! fig yellER, The age declared at the time of appointment if accepted by the compewot authority, after verification, shall be taken as the age for determining the age of superannuation. For employees who are miltdculates or have higher educational qualifications, the age as recorded in the Matriculation) Higher Secondary School leaving certificate, shall be taken as proof of such age. If no such proof is available for good and sufficient reasons,; age shall be determined to the satisfaction of the management.
~ Termination
. (il)
No ElmploYInl1ihflll B~ r~Q\lir~~ \~ ~m<? ~~ aforesaid after the expiry of ten year: from the ldate of appointment; and No employee shall ordinarily age of forty 'years. be required to serve as aforesaid after attaining th.
(b) \iil
The company, which term includes Coal India Limited and its subsidiaries shal have the right to transfer any employee at any time from one job post. section 0 department to another and from one place to another. The allowances and perquisites and other service conditions of the employees wi be governed by the respective rules framed/issued by the company from time to tim. Employment ti) dependents of executives dying in harness may be considered 0 compassionate grounds in accordance with the guidelines contained in a.M. N. C-5(B)/50800 381 dated 13.3.81 (Annexure XII (I).
(Hi)
12.6
Unless otherwise specifically provided, the contract of appointment of the executive cadre employee nay be terminated otherwise than on disciplinHt grounds. Without notice and without assinging any reason during the period 0 probation, on either side : With one month's notice or pay in lieu thereof after closure of probatio0l; period but before confirmation in the service, on eithr side;
12
12.7 Miscellaneous
Coal India Limited shall have exclusive right to formulate new terms and cond tions or to curtail or to add to the existing ones or to regroup or rearrange thel in the manner it deserves without assigning any reason whatsoever
43
lapter XIII
DISCIPLINARY
After nationalisation of non-coking
Chapter
PROCEDURES
coal mines, CMAL had adopted BCCl Conduct in In order to deal with various grievances/representations of Coal India Ltd., and its subsidiary companies REMOVAL OF ANOMALIES, POLICY CONSIDERATION COMMITTEE FOR OF APEX EXECUTIVES
XIV
REPRESENTATIONS-
and Discipline Rules and these Conduct & Discipline Rules were in force both BCCl and CMAl/Cll for executives.
received from the executives involving policy matters, an of subsidiary of Coal India
Subsequently, the Conduct & Discipline Rules were amended on the basis of the model Conduct & Discipline Rules circulated by the Central Vigilance Commission and a comprehensive set of rules to govern conduct. discipline and appea I of all executives in Coal India and its subsidiary companies have been formulated. These rules have been approved by the Cll Board of Directors in its meeting hel don 24.2.1978 and are being circulated separately. The revised conduct, Discipline and Appeal Rules specify various authorities for imposing major and minor and also provide for appellate authorities. penalties
Apex Policy ..Committee 'for executives consisting of two CMDs companies and Chief of Finance and Chief of Personnel Divisions Ltd. has been constituted. The committee was to work out their methodology
For such provisions which are not specifically provided for in the company's Conduct. Discipline and Appeal Rules, reference to the Vigilance Manual. Vol. I. Vol. II, Part - I and Vol. II Part - II, is to be made.
grievances of executives and Jay down policy guidelines on which such cases are to be decided. The committee was empowered to examine any issue referred to it or otherwise come to its notice relating to the executive cadre management. The committee was also authorised to co-opt any other member(s) from any subsidiary company or Coal India headquarters to facilitate speedy clearance of all the caSllS. The Apex Policy Committee for executives has been meeting periodically, examining and disposing of executive representations. Companies may send any issue meant for examination by the Apex Policy Committee to the Chief of Personnel Division, Coal India Limited. NB ; The above mentioned Apex Policy Committee for executives is not functioning now. Instead, the under mentioned procedure is in vogue :
Besides redressal of grievances of the executives through normal administrative channels, the following machinery exists in Coal India Limited and its subsidiaries : (a) At Coal India level, there is an Apex Representation Review Committee which consists of the Chairman-cum-Managing Directors of the five subsidiary companies and the representatives of the Coal Mines Officers Association of India. The head of Executive Establishment Division is the Member-Secretary of the Committee, The Committee deals with the representations concerning matters involving inter-company anomalies, disparties, review of cases arising out of existing executive policies, service conditions and promotion cases of senior executives in E-5 and above grades. This Committee after examining the cases submits its recommendations to the Chairman, Coal India Limited for final decision. (b) At the subsidiary These Committees company deal level there is a Grievance with the representations Committee of in each company. grade
44
(45)
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regarding normally
scniority, Director
promotions
Chapter X,
e'
Such Committees
RETIREMENT AND
EXITS
representatives of
The recommendations
The services of an employee may cease in any of the following manners : Superannuation.,
company
(l)
Grievance Committec on the r
(2) Resignation. ,
(c)
In Coal It,dia Limited headquarters deal witb the rcplescntations of CIL headquarters
there
(3) Completion
of specified period of employment., in terms of the Conduct, Disciplme and Appeal Rules of'
and North
of services in accordance
15.2 Superannuation An executive of the company shall retire on the afternoon of the last day of month in which he attains the age of 58 years, which is the normal age of superanm tion, unless his services are extended in writing by the competent authority. Clarifications regarding the date of retirement as their birth day are given below : of officers having the first of a mo
Dat~ of Nrl"
First of a month
the age
[Added
If the last day of the month happens to be a closed holiday, the retiring empIc should formally relinquish charge of office in the afternoon of the last day ill In oases in which handing over of cash, stores etc. is involved, this may be m over by the retiring officer to the relieving officer on the close of the previ working day. Thereafter, the actual relinquishment of charge of office should made on tile last day of service for hich the phjsical presence of the reti officer in the office is not required. Retirement on attaining the age of 58 is automatic and, in the absence of spe orders to the contrary by the competent authority, an executive of the comt: must retire on that date. He should make over charge on the due date to Head of the Department/Head of the Division or such officer Authority.
llS
may
be
nc
47
. 'j
(46)
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\ notice in the form No. R-t (Annexure XV (1) may be issued to the concerned Kecutive intimating the date of his relirementatleast six months in advance in rder to enable him to plan his post-r13tirement activities. Copies of the notice lay be endorsed to the and the Personnel Division of Coal ldia Limited headquarters ..pay office concerned
15.5 Removal!
Dismissal
An employee may be removed / dismissed from service in terms of the provision of the Conduct, Discipline and Appeal Rules of the Company, 15.6 The contract of employment may be terminated by either side by giving one months' notice as the case may be in terms of the contract of employ. ment or by paying one month / three nonths' pay in lieu of the notice. 15.7 Voluntary Retirement The Executive Cadre Employees governed by Coal India's terms and conditions of service and scales of pay, who have put in not less than 20 years of approved qualifying service including service rendered under the mine I company from which the employees were taken over, may retire from Coal India's service voluntarily subject to fulfilment of stipulated conditions. The scheme circulated vide letter. No. C5A(vi) / 50718/425 dated 25,1,82 may be seen at Annexure XV (2)
ote ;
o executive, however, can take advantage of non-receipt of formal notice or ders regarding his release etc. to say that he has been granted extension of service. :tirement on attaining the age of superannuation is automatic. order to ensure quick settlement of retirement dues to the executives cessary to initiate action in this regard 6 months in advanct" it is
,SignatiOn)
~e~
may resign from the job by informing the appointing authority ough his controlling officer in writing of his intention to do so. While no notice resignation is required during Ilt in the company, a temporary the initial period of probation on his employ_ employee whose probation period has been
led will have to give at least one month's notice or salary in lieu thereof.~. case of the regular employees confirmed~~~!.i.n!rL.Ee~if~ati<:>.!l...~an be submitted ,by giving three mont~~~c~_<:>!:._!~_!ary.in_!ieu thereof.-.------------controlling officer will make necessary recommendation to the appointing
lority for acceptance or otherwise of the re.>ignation and the employee will be of ved from writing. his duties only after he is communicated lb; iltiGlJptlIllC@ l'!jgnaUon 'ided that the Management reserves the right not to accept the resigation :he executives against whom disciplinary proceedings are pending or a decision her. been taken by the Competent Authority to is ue a Charge-sheet etc. against re the resignation is accepted, necessary No DEMAND ClERTlFICATE should be ned from the concerned a~count's section and other areaS/divisions/sections : the employee was working and/or whose properties were under his control. ;pect of an employee who has executed a bond and is undergoing training :ving the period obligatory under the bond, the tl~rms of appointment and ond will also have to be fulfilled before his resignation is accepted. lletion of Specified Period of Employment Ie case of an employee re-appointed after attaining the age of 58 years. the :s shaH stand terminated automatically on completion of the period for which 'as re-appointed. Such re-appointment will not ordinarily be beyond the I the employee attains the age of 60 years.
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CENTRAL
MINE PLANNING
GONDWANA
AND
DESIGN
KANKE
INSTITUTE
LTD.
=:-
PLACE,
ROAD,
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RANCHI
o. CMPDI : HQ : OE : Drilling/l~5/8009 Dated 6.12.1988
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OFFICE ORDER
~sigoations of the executives borne of Drilling discipline in terms of cadre scheme 'proved for this discipline was notified vide office Order No. CMPDI: HQ : OE: 'illing : Cadre: Scheme' 155 : 4788 dated 7.7.'88 which necessitated change of desig. tion of the executives in drilIing cadre as indicated below :_ :ade Existing Designation
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:presentations were submitted by the officers of Drilling discipline protesting the change their existing designation and requesting that their existing designation in vogue be tintained. e matter has been considered carefully in tbe light of para 22 of Chapter-II of
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mmon Coal Cadre and it has been decided by the competent authority that the desig. tion of the existing executives of drilling discipline upto E-5 grade who hitherto have en enjoying higher designation : incubents may be: allowed to thau the designation approved retain their eXisting designation in the cadre scheme, as personal to them.
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is will however, not entitle them to any higher grade because herto being enjoyed by them.
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DY. CHIEF
istribution
General Manager (Expln.) Regional Director of all Regional Institutes. Calcutta. General Manager (P),
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Officer v }(Tele- (lIE) sstt (CP) Public Chief Officer ";'''' ~i',...t Sr Executive 'i"1',. ~~.'I:nu'.'.7"""~;"'fi"'''''',,.'!'.'T.'"'P~~' , .."';f'... Manager SClpdtg. VJ.~"'-,""'l'!:,f'l':"k(IE)Dy ChiefEngin= Manager Relati0ns Sr SecurityAssll Supdtg. Statis;ticz{ Data ChiefProcessing Officer Relations OfikerEngr. Comf"1.)Asstt Add! Executi'll\'e,?'<''''~ (CP) Chief Statistical Public ChiefChief.A.sstlTraining Private Executi.~(IE) OfficerChief .?"'c'fff:""" Relations Executi.,e Asstl Data Addl Chief SecurityChief Manager Addl Mana2er Officerof A Training Officer& Relatior.sng Data T (CP) Cnle[ Public Asstt Relations Slatisti:;a]Asslt Dy Comm.) Manager Security Corom)(IEl (Tete- Engineer Vigilance Vigilance Manager Ass! Dy Chief Addl Chief Chi<:f Statistical (CP) (IE) Engineer Engr. SrPublic Process;e Engr.Officer E"gin~:r Asstt Supdtg. Vigilance Comm.) Engineer (MD Engineer (MD& (Systems) EngineezrAsstt (Systems) (CP) Training Secretar:yT) o,011n.'" ':"";;g""'S"'S~"!i' Execu;i'"\'e Processing (TeleEngineer Security Camm.) l\'ianager (Tele- raining Engin~r Dy Pub!k (Systems) Engineer Sr''l?,""."Public Engineer (IE)Executive Dy (CP) EDgr Engr. Sr Trailhing Securit), Vigi!ancc Dy T'" " ''''' ,,.,.C'i'f:' 5'''' (E:Iect:r.<>ni-=:s> Engineer (Electronics) Engiaeer ~Elec"'r~raics'> <EJec=t:r~Dics) (Eloctrorlt.ics) Engineer. Engineer <E:lect:r<on..cs). (Elc=tr<ono.cs) Engin~r Englne~r
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on the
basis
of
seniority
SIC
SIT
subject to fitness in Group 'A', 'B'. 'C' & 'D' posts in grades or services in which the element of direct recruitment, if any, does not exceed 66-2/3/~. 'The above reservation will not apply to : or by deputation of less tha11-45
15%
7-1/2'%
rgy. Department of Coal, New Delhi (Circulated to the Subsidiary Companies with CIL's letter No. CIL!C5A(vi)!50982!N!177 dated 26.7.1984)
, president is pleased to direct the Coal India Ltd. under Article 37 of the Articles of .oeiation that the following measures should be taken with regard to the reservations Scheduled Castes and Scheduled Tribes in appointments to the various posts in the npany :
days
work-charged
for
emergencies, like flood relief work, accidents restoration and relieLetc, : Scientific etc. and technical posts required for research
) Direct Recruitment
Direct recruitment of open competitive Direct recruitment than at (i) above. Direct recruitment attracting candidates on an All-India test. on an All-I ndia basis to Groups C & D posts otherwise normally basis by means
Scheduled Castes
15%
The reser.vation
f.;>r Scheduled
16-2/3%
7-1/2% I!
Tribes apply also to appointments made to "Scienti. fie & technical" posts upto and including the lowest grade of Group A (Class I) in the respective services and such posts are not exempted of the reservation orders. from the purview
from a locality
or a region.
The principle of reservation for Scheduled Castes and Scheduled Tribes, should generally be suitably applied to the extent possible, to work-charged posts also except those required for emergencies, like flood relief work, accident restoration and relief etc. The percentao"ments m~v Gr"" . 'lrvation what in such appointis applicable to
Only such 'scientific and technical' posts as satisfy all the following conditions can be exempted from the purview of the reservation orders :
(i)
The posts should be in grades above the lowest grade in Group A (Class I) of the service concerned : They should posts: and be classified as 'scientific or technical'
(Iii (iii)
~
,
They should be posts 'for conducting research' 'for organisil1g, guiding and directing research.'
or
.
....
,\.. ..
'.element
of
Approval of the Board of Directors should be obtained before exempting any posts satisfying the above conditions from the purview of the scheme of reservations. 2. In some undertaking, the classification of posts may not be identical or similar to that in vogue in the Central Government services. In such cases, for purpose of
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',ed 66-2/3%.
'v.
15%
from
selection
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implementing the reservation orders, the posts may be treated as Groups 'A', 'B', 'C' and 'D' as follows: Posts carrying a payor a scale of pay with a maxi. mum of not less than Rs. 1,300/-
Group
'A'
\.t2.1.~O. f -\'
0;""
15%
(55)
~
Posts filled by promotion on the basis of seniority subject to Iltness in Group 'A', 'B'. 'e' & 'D' posts in grades or services in which the element of direct recruitment, if any, does not exceed 66-2/3/~. will not apply to : or by deputation of less than-45 days SIC
SIT
15%
7-1/2
~)
Direct Recruitment
Scheduled Castes Direct recruitment on an AII,.lndia of open competitive test. Direct recruitment than at (i) above. on an All-India basis basis by means 15% otherwise 16-2/3% b Scheduled Tribes
Those work-charged posts, which are required for emergencies, like flood relief work, accidents restoration and relief _ etc, : Scientific etc. and technical posts required for research
The reservation
fi>r Scheduled
Tribes apply also to appointments made to "Scientific & technical" posts upto and including the lowest grade of Group A (Class I) in the respective services and such posts are not exempted of the reservation orders. such 'scientific and technical' from the purview satisfy all the
Direct recruitment to Groups C & 0 posts normally attracting candidates from a locality or a region. The principle of reservation for Scheduled Castes and Scheduled Tribes, should generally be suitably applied to the extent possible, to work-charged
po~t~ 1I1~o 8XC8pt thOS8 r@quir@d for @m8rg@nci@g.
posts as
restoration
and relief
etc. The percentages of reservation ments may correspond to what Group 'C' and Group '0',
The posts should be in grades above the lowest grade in Group A (Class 1) of the service concerned : They should posts; and be classified as 'scientific or technical'
Promotion
!losts filled by promotion through limited Departmental Competitive Examinations within or to Groups B, C & D in wnich the element of Direct Recruitment, if any, does not exceed 66-2/3%. Posts filled by promotion made by selection from Group '8' (Class II) to the lowest rung or category in Group 'A' (Class I) and Group B, C & 0 posts in grades or services in which the element of Direct recruitment, if any, does not exceed 66-2/3 ~
They should be posts 'for conducting research' 'for organisiug, guiding and directing research.'
01'
15%
Approval of the Board of Directors should be obtained before exempting any posts satisfying the above conditions from the purview of the scheme of reservations. 2. In Some undertaking, the classification of posts may not be identical or similar to that in vogue in the Central Government services, rn such cases, for purpose of
15%
implementing the reservation orders, the posts may be as Groups 'A', 'B', 'C' and 'D' as follows: Posts carrying a payor a scale of pay with a maximum of not less than 1\s. 1,300/Group 'A'
54
(55)
a scale of pay with a maxiless than Group 'B' ANNEXURE III (3) (Para 3.21)
at Chairman,
Coal India
Ltd.
I:
to the issue of HPE's O.M. 1975 will continue pay scales. of Posts posts will also be grouped
(6.l.75-BPE addition
Whether sanctioned post exists for the proposed extensionlre employment 7." Qualification ~. Full service particulars of the executive concerned 9. Reasons for not taking timely action replacement. in finding a
to the existing
'D',
other categories
10. Reasons for proposing extension Ire-employment. .(Please indicate specific field of expertise of the executive concerned and why his extension I re. employment is essentially required in the intertst of the company). 11. Whether performance of the executive concerned as revealed from appraisal report justified exten, sion/re-employment 'Z
n:
Is the reputation
for
13. What specific steps have been taken to place a suitable replacement in position before completion of the period of proposed re-employment I extension ? 14. Can the post be filled in by promoting any of the existing eligible departmental candidates in the next below grade or by making officiating or ad-hoc arrangement 'Z 15. If not, why 'I ) 6. Specific recommendation of Chairman cum _ Managing Director of the subsidiary company concerned for extension/re-employment indicating the period proposed. Signature with Designation of Chairman-eum-Managing Director or his nominee
57
l .
LIMITED.
SHAWAN"
10, Netaji Subhas Road Post Box No. 871 Calcutta 700 001 ::_5(A)(iii)/51186/4272 OFFICE MEMOR ANDUM Datad, the 2nd September '81
OFFICE MEMORANDUM
In order. to avoid any possible disparity in the matter of absorption in regular E. grade in respect of the Management Trainees (Finance), governed by a separate Scherr of the Common Coal Cadre, as incorporated in paras 3.20.1 to 320.7 of Chapter has been decided that the following guidelines should be fOllowed uniformly by all t~ subsidiary companies:
It has come to notice that the guidelines in the matter of absorption. in regular B-2 ~ in respect of Management Trainees (Finance), governed by. a separate scheme as porated in paras 3.20.1 to 3.20.7 of Chapter III of the Common Coal Cadre, as laid 1 in this Office Memorandum No. C-5(A)/51186/3903 dated 11.2.80, have .been preted differently by the different Subsidiary Companies. It is, therefore, hereby clarified that under item (1)Ia) of the said a.M., the Managet Trainees (Finance) who had completed two years training and passed the final qualify.:. departmental examination in the first attempt may be absorbed in E-2 grade from of completion of two years training irrespective of the date of announcement of result. However, those who were not declared successful in the qualifying examinatipn in irst attempt and appeared in subsequent examinations will be absorbed in E-2 grade ] tb~~i!te of announcement of the result of the particular examination in which they !ify for abwrption.
10 :
I"
(I)
(a)
Date of absorption
in E-2 grade
The Management Trainees (F) who pass the Departmental Examination:'within th, 2 (tWo) years training period may be absorbed in E-2 grade from the date of com - pletion of the two yeers period. Those who pass the said examination after 2 years may be absorbed in E2 grad frum the date of announcement of their result.
(b)
(II)
(al (b)
Fixation
in the grade
in thE
Pay wIll be flxed at the mInImum of ~-~ grade from the date of absorptIon grade.
O. M. dated 11.2.80
Till such time as they are absorbad in E-2 grade on passing of necessary exami nation. they will continue to draw stipend of Rs. 900/- p. m. only.
Accordingly, on their passing the departmental qualifying examinstion. the orde for absorption of the Managem9nt Trainee (Finance) in the regular E-2 grade may t issued by the respective companies direct. under intimation to this office The matter regarding inter-se seniority on absorption of the Management TraineE (Finance) in E-2 grade is under consideration of the Seniority Committee and the dec sion in this regard will be intimated in due course. This issues with the approval of Competent Authority.
58
59
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-.
ANNEXURE HI :5)
3.
Summarising
MTs with of
whO to get
were appointed
pre-revised sca,le
pay will be
following stipend/pay
in regular executive
,
:!t
~~.';
successful Mining
completion
OFFICE Subject:
MEMORANDUM
in the regular
Pay and allowances admissible to JETs/Management Trainees appointed 'Prior to the announcement of the revised salary structure effective from 1.2.1979.
Pre-
6.ccording to the then prevalent rules and terms of appointment issued, the JETs rs with M BA qualification were to be allowed a fixed pay of Rs 725/- during the PostRs. 800-1400/scale 725-1325/-of Rs. scale of pay of pay revision year of their training revision besides other allowances of payor period admissible in the scale of pay o~pay 725-40-1325/The executive salary structure was revised effective from .1.2.1979. for which were issued under this Office Memorandum No. CIL/C-5lA)/509901 3296 dilted 30th November. 1!:l79. The then existing E-2 grade of Rs.72540-1325/lnsequently revised to Rs. 800 -50-1400/-. The issul:l relating to the regulating of pay lowances to such JETs/Management Trainees consequent upon the revision of E-2 was examined and it was decided that such JETs/MTs would be allowed a basic pay 8001- p. m. instead of Rs. 725/- in the revised E-2 grade during the second year of 3inin~ besides all other admissible allowances on or after 1.2.1979. Instructions to ffect were issued to all companies under ih;s Offing lltt~r No. <;:_5\A'!52071/voll)/ dated 5th September, 1980 and letter No. C5(A) 52071 (Vol. \)/2845 dated 3rd mber, 1980. Subsequently. the matter with regard to the pay and allowances admissible to these 3es after successful completion of the training period and on absorption in the regular I has been under consideration of the management. Atter careful consideration, it )een decided that the JETs/MTs with MBA qualification, who were appointed with 3rms and conditions before 1.11.1979 would be eligible to get the following pay and lances after successful completion of their training period and on absorption in the lar executive cadre : An initial basic pay of Rs. 850 p. m in the Non-mining JETs/MTs with MBA scale of pay of Rs. 800-50-1400/with all qualification other allowances as admissible to the executive cadre employees An initial basic pay of Rs. 900/- p. m in the scale of pay of Rs.800-50-1400/-with all other allowances as admissible to the executive cadre employees.
and and 725/- other all otherRs. 850/Rs. all other the scaleRs. in 725-1325/allowances andin all Rs.725-13251-the the the Rs. A consolidatedallowances Rs.765/-pay of other-do- 800/- p.m.Rs.Rs. 800/-of900/- in of scale of pay of Pay allowances in F..&. of ~lI.y 6f Pay of all stipend Pay ofIt theofallowances and of otherallowances 80S/- the l'ay Rs. otherscale in ofpay and of 800.14oo{- in scale800-1400/of allowances
4.
stipend/pay
and of the
allowances
payable
announcement
provisions of para-10
Office MemoranduD
1979.
Sd/-
60
~-----.-----
GOVERNMENT
OF INDIA
C-5A/50972/451
Date ; 2,3.1983
:hairman-Cum-Managing Director 'CCL/WCL/BCCLICMPDIL Subject Sir, I am to forward herewith a copy onetter No. 49015/1/80-PIR dated 24th February, from the Ministry of Energy, Department of Coal on the above subject for your nation. Junior Executive Trainees in elL Revised Stipend/Emoluments
l Junior
Emoluments.
I am directed to refer to your D. O. letter No. CIL I C-5A / 50972 /18 /1604 dated 24.12.1982,on the above mentioned subject and to convey the sanction of the President to the amendment of pay and allowances and service conditions of Junior Executive Traineesin Coal India as detailed below : The period of training ofthe JETs in the miningllnd non-mining technical disciplines is reduced from two years to one year. During the first year, they will draw pay at the minimum of the E-l scale (i. e. Rs 750/- now) plus usual allowances like HRA/CCA/DA coalfield allowance wherever admissible. The JETs on successful completion of their rraining 1 apprenticeship will be placed in minimum of E-2 grade (i. e Rs. 800-1400 -). 1 heir confirmation in the E-2 grade will
Y OlIni faithfully,
'
'.I
(iii) lhe consolidated stipend payable to Welfare Officer (Trainees) will be Rs.750/per month in first year of their training and Rs. 850/- per month in their second year of training as against Rs. 600/- in the first year and Rs. 700/- in the second year of training. The revised rates will take effect from the date of issue of this order. This issues with the approval of IF vide their U. Q, Dy. No. 493/Fin/83 dated 21.2.83 Yours faithfully, Sd/Under Secretary to the Government of India
.\
63 (62)
,.,,,,,,[),,,--
l,
GUIDELINES
COAL INDIA LIMITED
"COAL BHAWAN" Dated, 6th April, 1983 '\0, Netaji Subhas Road Calcutta 700 00'\ f. No. C_SAjS0972/18/1707 .e Chairman-cum-Managing Directors larat Coking Ooal Limited, Dbanbad estern Coalfields Limited, Nagpur mtral Mine planning & Design Institute Ltd, Ranchi lstern Coalfields Limited, Sanctoria ~ntral Coalfields Limited, Rancbi
1.
Engineering
(including
Industrial Engineering
and Electronic
(b) (c)
Mechanical
Engineering
tincluding
Excavation) .
Civil Engineering
(including
2. The training period of all JETs in the Mining and Non-mining pUnes appointed on or after 24th FebrJary, 1983 will be One year. 3. in CIL Revised Stipend/Emoluments All JETs in the Mining and Non-mining Technical Disciplines
Subject:
lear Sir Kindly lentioned
Junior Executive
Trainees
fully completed one year's training o~ 23rd February, 1983 on successful completion of their training/apprenticeship. training. they shall be deemed to be on probation below.
shall be placed in E-2 gra. During the first year all rules and as exp'a.n af
as per nermal
No.
C_SA/S0972/4S1
dated
2.3.1983,
on the
above
4.1
If a JET in Mining and Non-mining 1982 and has Training City 1983. he shall be required
Technical to undergo
not successfully
completed
~. We have received some queries from the companies ,fthe Ministry's order No. 4901S/1/&O-PIR dated 24th
the period of the said training he will draw pay at the minimum ~ompen5alory Allowance and Coalfield Allowance, where admissible Coalfields will be entitled for Assam Allowanc.e
"'"
o<d" ,nclo,nd.
Those posted
42 JETs (Mining) will be placed in tha minimum of E-2 grade on successful com tion of one year's training"apprenticeship and they will be on probation for a pe of minimum one year They will continue to be on probation till : ----- ..
......"...,.
------Certificate
(a) (b)
the performan..:e during the probation the DGMS ~----.--~heL obtain the Second
to be satisfactory, of Competency .
43 Their placement in E-2 grade shall be provisional but will be deemed to be . effect from the next date. that faUs after the successful completion of one year's trail Enclo apprenticeship period or extended period of such training the JETs (Mining) the 2nd fie
11\
44
be designated
Mining
(64)
65
COAL INDIA
LIMITED
"COAL BHAWAN" 10, Netaji Subhas Road Calcutta 700 001 No. C-5(A)/50972/18/333 The Chairman-cum-Managing Director Bharat Coking Coal Limited, Dhanbad Western Coalfields Limited, Nagpur Central Mine Planning & Design Institute LId" Ranchi Eastern Coalfields Limited, Sanctoria Central Coalfields Limited, Ranchi Dea,r Sir, Sub.: Ref.:
it;
(r)
will
be
Other Trainees
The terms and conditions of other trainees remain unchanged.
Junior Executive Trainees in CIL - Revised Stipend/Emoluments. Letter No. C-5A/S0972/18/1707 dated the 6th April, 1983.
Kindly refer to our above mentioned letter forwarding guidelines in respect of revised stipend/emoluments of th.e Junior Executive Trainees in the Mining & N( mining Technical Discipline. 2. In partial modification of the guidelines forwarded with this office letter da 6th April, 19113,referred to above, the following guidelines are issued ; (i) The Junior Executive Trainees/Management Trainees in disciplines other tI those mentioned in the guidelines forwarded with this office letter dated 6th A~ 1983. referred to above, like Chemical Engineering, Fuel Technoogy, Millo Dressing, Mining Machlnery. ~eo-physic8, G~1I1agy Rnd Otb@fg with finginccJ Degree qualification shall also get stipend/emoluments similar to Junior Exeeu Trainees of Mining and Non-mining Technical Discipline as mentioned in Ministry's letter No. 49015/1 ;80-PIR dated the 23/24th February, 1983 forwar to you with this office letter No. C-SA/50972/451 dated 2,3.1983. (ii) The Management Trainees in Materials Management, Sales & Marketing and Fina who are MBAs and have also undergone post graduate training in their respe( areas of specialisation should also get stipendlemoluments in accordance with Ministry's letter dated 23rd/24th February, 1983 referred to above like those Junior Executive Trainees in Mining and Non-mining Technical Discipline. Terms and conditions of Labour Welfare Officer (Trainee) shall remain the Sl as aid down in the Ministry's letter No. 4901SJ1/80-PIR dated the 23rdJ February, 1983, Yours faithfully,
rli<"
~f
(iii)
66
(67)
_____
f.
IV (1)
COAL
INDIA
LIMITED
10, Netaji Subhas Road Calcutta 700 001 ~f No : CIL : C-5A (i) : 50308/
OFFICE Sub: MEMORANDUM
10, NetajiSubllas Road Calcutta 700 001 Dated 19th November, 1979 C_5(A)f52107/3176 Date : 6 Dec. 84
t'
OFFICE Sub
MEMORANDUM
01
Cadre Scheme for Engireering Discipline - Relaxation ;n respect recognised diploma llolden.
The maller regarding revision of stipend of Welfare Officers (Trainee) bas been :viewed. It bas been decided to increase tbe consolidated stipend payable to Welfare lfficers (Trainee) to Rs. 1030/- per month in the first year of their training Rs. 1080/ er month in their Second year of training as against the present rates of Rs 7501- in le first year and Rs. 850/- in the Second year of Training. The above revised rates. will be effective from 24th February 1983. The stipend to V"elfare Officers (Trainee) may be paid accordingly. There will be no change in respect of the departmental candidates who opt to contilue to draw pay and allowances as per NcwA during thelr fralnlng perIod as Welfare )fficers (Trainee) ~. This issues with the approval of Competent Authority.
...
According to the existing approved cadre scbeme as inC'orporated in the Manua of Common Coal Cadre the executives, wbo are in possession of recoJlnised diploml 'of three years duration, have to put in a minimum 5 years experience in E-2 Brade fo :J,ecoming eligible for consideration for prom.otion to B-3 grade in the Enjlineering disciI' rUnesas against 3 years for tbe degree holders, It lIas also been incorporated tbat pro [(Dlotiona1 avenues to the executives possessiM recollnised diploma are restricted onl ruptoE-3 grade beyond which tbey will not b.: eligible for consideration for promotio ,unless]theyacquire qualifications equivalent to a recognised degree (SI. No.5 of the sai [CadreScheme and para 4.10.4 (Iii) of the Manual on Common Coal Cadre Scheme). 2. Keeping in view the appeal of the diploma holders requesting for relaxation in tll rsaidCadre Scheme to enable them to get better promotional avenues, these provisior .pavG boon HwiGWGd Ilml i\ bi5 ~~~I! 9~cided by the Board of Directors of elL in the 251 eeting held on 31st August, and 1st September, 1979 that the existing differential elll i:~i1ityeriod for promotIon from B-2 to E-3 grade between degree and diploma holdt p 'rjn the Engineering disciplines be removed. It has also been decided in the said meetil '!hat the recognised diploma holders with 3 years minimum service in E.2 grade will eligible for consideration for promotion to E-3 grade and onwards upto ES grade, !.~eritoriousservice in sllpersession of the existing provision '3. With regard to the diploma holders who were in E-3 grade and above at the til of introduction of Common Coal Cadre Scheme, viz., february.1978, it bas been decid that such executives will continue to be oonsidered for promotion to the grades beyo E-S in exceptional cases witb specific written approval of the Cadre Controlling Authority. 4. Keeping in view the above decisions of the Beard of Directors of CIL, the exist: Clldre Scheme for Engineering disciplines has been revised which comes into force w effectfrom Ist September, 1979.
a
(.
(69) (68)
ANNEXURE
IV (2)
(a)
fatal
COAL
INDIA ,LIMITED
"COAL BHAWAN" 10, Netaji Subhas Road Calcutta -700 001 . C-S(A)/52106(Pt./S061
OFFICE MEMORANDUM Sub ~ Seniority in the promoted
against him at the time of issue of the promotion orders and orders promoting 20 officl to the next higher grade issued, excluding 'X'. Subsequent to the issue of these prom tion orders, the safety clearance is given in respect or 'X', after processing the case agaiJ Dated 22nd October, 1981, him he is proIDGted at a later date. The seniority of 'X' on promotion should be fb as if he had been promoted ill accordance with the position assigned to him in tbe sel list. The pay of 'X' on promotion should be fixed notionally by allowing the interven: quiry, tElbe counted for increments in the hiBher grade, but ssible to him.. no arrears would be adr
scale of an executive whose promotion has been delayed due to pending prosecution procedings on fatal and or serious mine accidents.
In terms of this Office Memorandum No. C-S'A /52045(1)/1040 dated 27.1980 ,motions of officers against whom DGMS started procecution proceedings on accounl their being considered responsible in serious and / or fatal mine accidents should ~ ulated in the same manner as that of officers whom there are pending. depart~ ntal/vigilance enquiries that is, in terms of para 4,13(b) of the Wanual on Commo~ ,al Cadre Ce'rtain procedure in regard to reviewing the delayed promotions 011 th~ :ount was laid down in this Office Memorandum No. C-5(A)!52045(l)/3521 dated 14th lUary, 1981, A question, has now been raised as to the methf,d of determining the seniority iif : officers whose promobons have been delayed due to pendIng prosecutlon proceedjfi~ fatal/serious mine accidents and promoted after a review contemplated in this Office :morandum dated 14th January, 1981 or acquittal in the court. After detailed exanii tion it has been decided that the seniority of such officers will be determined in the , same manner as in the case of officers whose promotion was delayed due to pending )artniental/vigilance proceedings. In other wOlds, they will be given the benefit enurated in para l(c) of this Office Memorandum No. C-5\A 150972 (Vol. 1) Pt./l334 :ed 27th June, 1979 read with O,M. No. C-S(A)/50972 (Vol 1) Pt./I507 dated 10th y, 1979 (copies enclosed for ready reference). An illustration of a typical case is also pended. / Sd/Chief (Executive Estb. & n example in this tfgard is bivcn below:
Admn.)
Suppose an officer 'X' has been empanelled for promotion and bis position is at No. 10 in the p:lllel prepared by the Departmental Promo:ion Committee.
(71)
~70)
......
'''~,,--;-,--_ ...
ANNEXURE
IV (2) (c)
ANNEXURE
IV (2) (b)
"COAL BHAWAN"
Calcutta 700001
~o. C-5A}S204S(l)3521 14th January, 1981 OFFICE MEMORANDUM
Sub:
Calcutta 700001
No. C-5(A)/52045(1)/1040 OFFICE MEMORANDUM Dated: 2.7. I980
Sub Ref
: Promotiom ofaccidents. Officers or fatal mine : This (Copy enclosed). 1980 office m~m3randu!D /
who
have
Promotion of officers who have been connecte I with serious and/{lr fal:l~ mine accidents.
No.
In partial modification of tbe office memorandum ure will Its, etc. be followed in respect of officers considered
rhe queltioll
of withholding
of promotions
of
the
officers
involved
in
fatal acci.
It has been brought to the notice of CIL that certain officers considered responsible in serklus mine accidenls against whom DOMS has started prosecution proceedings in the Court, were promoted without awaiting final outcome of the said prosecution. The intention of the provisions of 4.13 (b) and 4.13 (c) of Manual on CoriuuQn Coal Cadre is not only to cover the cases of vigilance and departmental inquiries but also the cases when an executive has been held guilty by the DOMS in serious andlor fatal mine accidents. Executives so involved will fall under this category and therefore, clearance for promotion in these cases shall be withheld. 2. In order 10 enable the Personnel Division of Coal India LimiteJ to be kepI posted on maIlers rel:lting 10 involvement of executives in E-S and above grades in such mines nccidenls, the relevant information as soon as received from DOMS should. as a malleI' of course, be passed on to this office as the cadre of these seniol' officers is centrally controlled. 3. Subsidiary henceforth.
COin! '. nics arc requested
'as examined by the Department of ('oal in consultation with the DOMS, Ministry Ir and the CMDs of the coal companies and in the context of the delays which 'ac~ in completion of prosecutions launched in the courts of law, it was decided question of withholding of promotions of the officers concerned Would be reviewed :ar at the level of the Board of Directors of the company and a decision cou!~ b; , the Board in r;iiud to case. at such yearly reviews ng on the merits ef th.: promotion of tbe 8fftcers concemed
10 these guidelines
s and
when the
Board
of
s referred to above, tbe same, in respect of officers of E-5 and above grades, may ated to tile Personnel Division of Coal India for record and necessary action.
Sd/-
Sd/Adviser (P
&
IR)
(72)
73
~~'
..
:ft"'!ttii"~~F!hi6~~?l{:f~
.L
u~~,,~
1,
~"".,.,,,,,
'~,1
EASTEHN
COALFIELDS
UMITED
ANNEXlJlm DIIUC!'OI(
IV (2) (d) CILIC 5A(ii)/50996{404 The Cbairman-cum-Managing Director, Eastern Coalfields Ltd., Sanctoria. Bharat Coking Coal Ltd , Dhanbad. Central Coalfields Ltd., Ranchi, Western Coalfields Ltd., Nagpur. South Eastern Coalfields Ltd., Bilaspur Northern Coalfields Ltd., Singrauli. Ceotral Mine Planning & Design Institute Ltd., Ranchi. The General Manager, North Eastern Coalfields Ltd., Assam. Sub; Simplification of procedure for obtaining vigilance and other clearances viz. Coal Stock Shortage, Safety Internal Audit etc., in respect of the executives of Mining Discipline for the purpose of issue of promotion orders January 18 88.
981
I' letter No. CIL/X-/(E)/05057/20 e, CIL, Calcutta to undersigned OFFICE Sub : Officers. clearance Vigilance
& others.
MEMORANDUM in matters
of promotion,
conlirmution,
etc. of
Ref:
No. Memo No. C-5(A)/50972 (Vol. I) PI./1334 dated 19/27 June, 1979.
has been laid down in CIL O.M. number quoted above that all orders for prowill be issued only after vigilance clearance. The stage at which a vigilance hould affect the promotion, confirmation etc. of an employee of CIL and its es has not been clearly defined in the above' quoted office memorandum. inquiries take considerable time to complete and in absence of a clear indication the point at which such inquiries should stand in the way of an officer's pro1ere is scope for confusion on this score. This matter has been engaging the :>f1he management for quite Some time. Taking into considcnttion .thc existing the Governrient of India in thi~ regard, the fOlloWing decision has been taken : 's for promotions will be issued only after vigilance clearance. However, vigiance shall not be withheld for the mere fa..:t that a fl.E. or R.C. has been f~ihe CHI aiainst !tn gfflGUf or that oll.fi1plu;nts are being looked into in a prelimi:ry departmentally but no conclusion has been reached about the prima facie ~ offic<::r. Vigilance clearance shall be withheld only when : Ie case of a Preliminary Enquiry, either by the CBI or departm<:ntal agencies, :ompetent authority, on consideration oi the results of the investigation, has ed the action, and rtmental opinion that a charge-sheet may be issued on specific imputations for se of a regularthe officer io Court. case, the competent rosecution of authority has del'ided to accord sanction Dear Sir,
As per Chapter-IV
of the Common
orders
on the basis of recommendations of the appropriate Departmental Promotion Committee, vigilance clearance in respect of executives in different grades from the concerned Company and also from ClL's Vigilance Department is required to be obtained. Disciplines the information with regard to Whae io ihe case or non-MinIng vigilance clearance and / or status of the departmental proceedings contemplated or pending against the concerned officers are obtained, but, in the case of Mioing Discipline in addition to the said positions, safety, coal stock & internal clearances are obtained. In order to stremeline
I simplify
the procedure,
the matter
was placed
before
the CMD's meet held on 23rd August, 19&7 at Calcutta, where it was decided that safety, coal stock shortage and internal audit clearances need not be obtained in respect of executives in Mining Discipline. However, the Companies will intimate the factual position regarding any departmental proceedings I Court case pending or contemplated against the executive concerned in respect of above matter, to ClL Hqs, while intimating vigilance clearance to this office. The above is fol.' your ioformation ~Ild necessary guidance,
the competent authority arrives at such a conclusion, the oJlker may be treated Ir with others in the lIJatter of promotion, confirmation etc. , instructions shall come into force with immediate effect Sd/for Chairman-cum-Managing Director
74
Yours
faithfully,
~ ~~r
20-9980.
re,m~
1JTqI ifiT~~:fu~lfr
ti't\
"
1."'<11
~,~
\l'~
I 21 - 7180
foflQ'
Sub : Vigilance
Clearance
dated
18th January,
1988,
Reference is invited to this Office Memorandum No, C-5A(iiJ)/50996 Pt)/1205 dated 7th' Feb'86, on the above subject. 2. A question has arisen as to from which date the two years' period during which the promotion is withheld because of pending disciplinary/court proceedings should be reckoned for considering the case of a employee for ad-hoc promotion. Since, as mentioned in sul>-para-(iii) of the 2nd para of the aforesaid OM dated 7-2-1986, promo tion on ad-hoc basis will be subject to availability of a vacancy in the higher grade ni the relevlInt discipline, it has been decided that the two years period for consideration of ad-hoc promotion of an employee whose promotion was withheld because of pending discipinary/court proceedings should be reckaned from the date his Junior in the panel was promoted on availability or vacancies, and not from the actual date of DP
While I5M~~Sijiig the cases or promotlon, closure of probation etc., we request anies for vigilance and other clearances. It is observed that some times we ~ vigilance clearance position directly from the Chief Vigilance Officers of the ~ intimating the position regarding vigilance cases only. You will agree that while processing the cases of promotions etc., the position 'd to factual position regarding departmental proceedings Court case etc. are
----,.--,
SOUTH EASTERN
OFFICE OF THE
~d
GENERAL ANAGBR (PERS)
COALFIELDS
BILASPUR
LIMITED
DIRECTOR.
CHAIRMAN-CUM-MANAGING
ROAD,
red to take a view as to the issue of promotion order or otherwise. You are, requested to kindly issue suitable instruction to the officers concerned that while earance the consolidated position with regard to vigilanceldepartmental proceet case in respect of each and every employee, for whom vigilance clearance has ht for is furnished. gilance clearance :d etc. lse report intimating It is further proposed that the Company's department may from the Company Vigilance Department and send a the status with regard to vigilance/departmental Your faithfully, case/
EE (CIR) ; 67 : 350
Copy forwarded L 2. 3. 4. 5, 6. 7.
All Chief General ManagerslGeneral Managers, SECL, All Dy. Cl)Ms,/PMs, SECL. Gen, Sllpdt., CMS, Korba. Dy. PM, CWSM, Korba. Add!. C.S_M., SECL, Calcutta. All Heads of Deptt., SECL Hqrs., Biiaspur. Staff Officer (Mining)j(Civil)I(E&M)f(Fxcv), SECL.
( G. S. CHOUBEY)
( R. G. SINGH)
General Manager (Pers.)
PERSONNEL
MANAGER
(EE)
BILASPUR
tM. P.)
5ta1
~ro5(;lr
fcDmeg
700 001
'a'T;;rl ~\TTl'f
~)i', 'lii\'iMfT
i~
IfTlif : flJ~
,~
(COpy)
CGNFIDENTIA
~o. CIL/C-5A(ii)/509961404 :hairman-Cum-Managing Director, 'n Coalfields Ltd" Sanctoria. t Coking Coal Ltd., Dhanbad. 11 Coalfields Ltd., Ranchi. rn Coalfields Ltd. Na&pur. Eastern Coalfields, Ltd., Bilaspur. .ern Coalfields Ltd., Singrauli. il Mine Planning & Design Institute Ltd., Ranchi. 1eneral Manager, North, Eastern Coalfields, Assam. Sub:
OFFICE
Subject:
MEMORANDUM
Sector Undertakings whose against whom disciplinaryl
Promotion of employees of Public conduct is under investigation or criminal proceedings are pending.
Simplification of procedure for obtaining vigilance and other clearances viz. Coal Stock Shortage, Safety Internal Audit etc., in respect of the executives of Mining Discipline for the purpose of issue 'of promotion orders.
Sir, As per Chapter-IV of the Common Coal Cadre, before issue of promotion ~ on the basis of recommendations of the appropriate Departmental Promotion Ilittee, vigilance clearance in respect of executives in different grades from the rned Company and also from GIL's Vigilance Department is required to be obtlLined. While in the case of non-Mining Disciplines the information with regard to nee clearance and/or status of the deparmental proceedings contemplated or pending st the concerned officers are obtained. but, in the case of Mining Discipline in ion to the said positions, safety, coal stock & internal clearances are obtained. In order to stremeline/simpIify the procedure, the matter was placed before the )'s meet held on 23rd August, 1987 at Calcutta, where it was decided that safety, stock shortage and internal audit clearances need not be obtained in respect of ltives in Mining Discipline, However, the Companies will intimate the factual position 'ding any departmental proceedings/Court case pending or contemplated against the ttive concerned in respect of above matter, to elL Hqs, while intimating vigilance ance to this office. The above is for your information and necessary guidance. Yours faithfully, (A. V. BRAIDIA)
(P & IR) DIRECTOR
The undersigned is No 6 P DSP 4 dated 1st instructions on the subject by the CVC in their letter Enterprises scrupulously.
directed to reJer to the Central Vigilance Commission's let July, 1985 (copy enclosed). It has been decided that t issued by the Deptt. of Personnel & AR and as refterat under reference should be followed by the Public Sec1
Ministry of Industry,ia Company Affairs, Commerce etc, are requested to bring the instructions to the notice of Public Enterprises under their administrative control ' strict compliance.
Ministries/Deptt.
of Govt. of India.
l .
CONFIDENTIAL
Calcutta - 700001
The question about obtaining of givilance clearance in respect of Executives foreign countries on personal grounds has been engaging the attention of the ment for some time. It has been decided that vigilance dearance should be No. C-5(A)/50996 (Pt>/1205 Dated, the 7 Febry. 86
certificate to an
executive
intending
to
visit Sub:
OFFICE MEMORANDUM
Promotion of employees of Public Sector Undertakings whose condUl is under investigation or against whom disciplinary/criminal prcceedir are pending. of personnel & Administrative Reforms, Govt. of India, and tl
as also been decided that while seeking vigilance clearance, the purpose of the well as the source of fund for making such visits should be indicated.
The Department
Chief Vigilance Commission have issued Certain instructions for allowing ad-hoc promoti to the officials against whom disciplinary/court proceedings have not concluded even afl . the expiry of 2 years from the date of the DPC which first considered the officer f promotion. The BPD have advised that the said instructions should be {ollowed by tl Public Sector Enterprises scrupuloUsly. In this connection Copies of 'CVe's letter No. , OSP 4 dated 1.7.85 and BPN's Q. M. No. 15/20/85-GM. dated 23/7/85 are enclosed. has been decided that the instructions contained in the enclosed letter of CVC shall al be followed in Cil and its subsidiaries~Of impl@m8otiltioo of thn ill1Qve mentioned instructions, It has been decided to a( the following :(i) For the purpose of the review of the cases for issue of ad-hoc promotion 01 where the disciplinary/court proceedings have not concluded even after expiry or 2 years from the date of the first OPC. the Cadre Controlling Auth( may be treated as "Appointing Authority" 'rhus. the following Authorities review such cases :CMOs of the concerned (a) For ptomotions upto Companies.
E-S gtade.
(b)
For promotions to E-6 and E-7 grades and also fal promotions upto E-5 grade of employees of CIL (HQ) and its attached and subordinate offices.
Director
( personnel),
Cil.
(c)
(ii)
~11~T
...
v( COP Y ) CONFIDENTIAL (iii) Promotion on ad-hoc basis in terms of this O. M. will be subject to availability of a vacancy in the higher grade in the relevant discipline. (iv) In this company we have a practice that where after recommendation of the DPC an officer has not been promoted for want of vigilance clears his case Is put up at the neltt meeting of the DPC for re-validation, or otherwise, of the recommendations of tile previous ope in respect of the concerned officer. Therefore, where the recommendation for promotion of an official has already become validated by a subsequent DPC, the case may be placed before the competent authority for review and issue of ad-hoc promotion order. However, in other cases, the same may be placed before the next OPC held in the normal course. (v) The ad-hoc promotions under the above instructions will be effective only from the date of issue of the ad-hoc promotion order.
Central Vigilance Commission's letter No. 6P DSP 4 dated 1.7.85. oject : Promotion of employees of Public Sector Undertakings whose conduct is under investigaeion or against whom the disciplinary/criminal proceedings pending. rhe Department of personnel & Administrative Refor ms have issued ins'ructions, from time, regarding the procedure to be followed by the Departmental promotion ttees in the cases of officers under suspension and also in the cases of officers t whom the inquiries are pendi ng. As per instructions issued by the Department of nel and Administrative Reforms, vide OM No 22011/3/77- Estt (A) dated 14th July, he sealed cover procedure is to be followed as prescribed in the Ministry of Home ; OM No 39/8 59-Estt(A) dated 31 st August, 1960 in respect of officers whose ct is under investigation, when the competent authority on consideration of the ; of investigatigation either by the CBI or by any other agency, has formed the In that a charge-sheet may be issued to him on specific imputations where departII action is contemplated or that sanction for prosecution may be accorded where :ution is proposed. Exceptions to this however are to be made in those cases where scipainary/court proceedings have not concluded even after the expiry of two years the date of the DCP which first considered the officer for promotion and whose gs were kept in the sealed cover, as per DP & AR's OM No:22011 /1 /79-Estt. A)-dated 1882. tn such cases provided the officer concerned is not under suspension. the appoI authority would review his case and in cases it comes to the conclusion that it would Ie against the public interest to allow ad-hoc promotion to the official, his case is red be placed before the next DPC held in the normal course after the ex\'.iry of the {ear period to decide whether the officer is suitable for promction on ad-hoc basis. If ,Hieeris recomme~dl!8 bv tM OfG, 05 i'l rlf~~l\of such consideration, for ad-hoc iotion. his actual promotion would be subject to the decision of the appoining authority. The Commission has come across a case in which the Commission is noW advising sition of a penalty on an employee of tha L1Cof India, on the completion of disciplinary eedmgs against him. This employee was however promoted by the L1Cin January, 3, and confirmed also in the post of promotion while the disciplinary proceedings were ling against him. For taking such action, the L1Chave stated that the officer's first turn romotion came in 1978 but he was denied promotion at that time as another inquiry in progress against him. In 1982 he was exonerated of the charges under the previous Iiry But in the mean-time, the another inquiry, referred to above, had started and there, his promotion was against threatened. Having regard to the tiiCt that the officer had sed his turn for promotion four tirras because of the inquiry proceedings pending ,inst him L1C decided to consider him for promotion. Hough there does not seem Je any irregularity in considering the officer tor promotion as his promotion had been nheld for four years, he'should not have been regular promotion and thereafter confirma :h6t post as the departmental proceeding were pending against him. The guidelines issued by the DPeAR as stated Contd in para 1/2 supra, are appliIe to Central Government servants. There does not seem to be any specific guidelines led by the BPE on this subject, applicable to the employees of public sector undertakings. m though the Central Government Public Sector undertakings are normally supposed conform to the latest policy decision of the Central Government, the Commission would Igest that the BPE may consider the matter and issue necessary guidelines on the subject strict compliance by the publiC sector undertakings.
f
Enclo : Two
(G.
R. BHANDARI
MANAGER (P
GENERAL
To 1. All CMDs/Director-in.Charge of Subsidiary Companies. 2. AU Directors (Personnel) of Subsidiaries. 3. Chief of Vigilance, CIL/Chief Vigilance Officers of Subsidiary. 4. Director(T)/Director(F)/Director(P&M), S. All Divisional Heads, CIL, Calcutta. CIL, Calcutta.
policy decision of the Cen Government, the Commission would suggest that the BPE may conduct the matter issue necessary guidelines on the subject for structure compliance by the public sel undertakings.
IV (2) (c)
10, Netaji Subhlls Road Calcutta 700 001 No. C-5A/50972 (Vol. I) PI./1334 OfFICE Sub : Promotion suspension pending. MEMORANDUM Dated 19/27 June, 1979
to a higher post of an officcr who hus been kcpt under and/or against whom vigilance/departmental llction is
The issue relating to procedure to be followed with regard to pr'omotion of an officer who has been kcpt under suspension and/or against whom a vigilance/departmental action is pending, has becn engaging the attcntion of the management for some time past. Taking into consideration the extant rules and orders or the Government of India in this regard the following decision has been taken: (a) (b) All orders for promotion will be i~slled , only after vigilance clearance.
An executive, who has been placed under suspension pending enquiry and/or against whom departmental/vigilance proceedings lue pending, wi!! be promoted, if selected lInd placed in the selectUst by a DPC, only after completion of the proceedings und his complete exoneration of the charges. Such an ofllcer shull be promoted in
lhli nr~t YiUliInGY thUl lTIilY bli i1Yililill?lli 'illlm~~litH~IY lIf\~r Ills 90mplete exoneration
with prospective elrect. (c) When an olticer has been completely exonerated and he is subsequently promoted, his seniority should be fixed as if he had been promoted in uccordance with the position assigned to him in the select list. Period of his eligibility for consideri:tion for promotion to the next higher grade should be reckoned with reference to the date his immediate junior has been promoted. The pay of such un executive on promotion should be fixed notionall~ by ailowing the intervening period during which the officers could not be promoted due to his suspen.sion und/or pending depurtmental enquiry to be counted for increments in the higher gmde, but no arrears would be admissible to him. [Corrected as p~r No. C-S(A)/S0972 (Vol. I) Pt.l1S07 dated 10.7.1979]. "Complete exoneration" shall mean conclusion of departmental proceedings without imposing any prescribed penalty, as per Conduct, Discipline lInd Appe~1 Rules. Sometimes an officer might have be~n warned. The 'warning' is not a penalty under Conduct, Discipline and Appeal Rules, 1978. This is administered by IIny lIuthority superior to the executive in the event of minor lapses with a view to toning
7'
(d\ (e)
~~;liI.<._".cc"''
l __
Ip efliciency and mainwining discipJin,:. Where, however, 'a copy or warning is Iiso kept in the Confidential Report dossier it will be taken to constitule an adversc mtry and the otlker so warned will have the righttJ represent against the same in Iccordance with the existing rules reluting to communication or adverse remarks.
NO.CIL:C-5j005j35j386
COAL INDIA LTD. COAL EHAWAN 10, Netaji Subhash Rc~d, CALCUTTA700 001 Dated. 6th May. 1988
Wherc, howcver, u depurtmenlal procee~1iilg hus been completed !lnd it is consj,Iered that the ollicer concerned deserveS to be punulised, he should be !lwarded .Jne of the rccognised penalties according to the Conduct, Discipline and Appea! Rules, 1978. In such a situulion a recordable warning should not be issued as it ,vould, for all practical purposes, amount to "censure" which is a formal punishment under the Rules. In tile circumstances, if it is considered, after conclusion .Jf the disciplinary proceedings that somc blame attaches to the officer concerned which necessitates cognizance of such fact, the disciplinary authority should award tile punishment vI' "censure" at least. If the intention of the disciplinary authority is not to award a penalty, then no recordllble ,:"arning should be awarded. If a recorduble warning has ali'eudy been issued as a result of disciplinary proceedings before issue of (his Oflke Memorandum it should be treated as "censure". Where departnlt'ntal proceedings have ended wilh the i1~lposition of a minor or na.ior penalty, the recommendation of the Departmental PromotiQn COIi:mittee ill '<Ivour of the exe"utive whose promotlOll was Wilhl];:!d due to IllS suspensiollllIld/or )ending departmcntal enquiry will not be given cfTcct to but his case, ClUJbe consiIered fo/' promotion ncntal proceedings. rhcse instructions
by rile next DPC when it meet:; :.rIC/' conclusion
To.
The Di rectort The Directort The Di rectort The The The The
P) , P) Pl
ECL,
Sanctoria Dhanbad, ~nchi. Nagppur. Bilaspur Singrauli. Rlnchi. IMP), Dt.Sidhi IMP).
OCCL.
CCL, WCl,
SECl,
NCL, CMPDIL,
Dear
to
demands for change take market in9 or from m in 9 is a very such VIPs. exceptional
of cadre perticularly for purchase and such demands are We have been that situation. resisting such permit such we do not
by by unless
pressures in for
executives
of the Dep"l"-
of cadre
it
circumstances. therefore, no ~uch ch,ange of cadre by permllin any subsidiaries unless previous clearance is obtained
in confirmation
is
76
IV (3)
Manual
Cadre Scheme for Materials Management Coal Cadre has a provision for horizontal
neering disciplines in E-3 grade. 2. On certain representations received, this provisiun has been reviewed and it has been decided that this provision will be deleted with immediate effect. Required number of Engineering degree, holders may be recruited from outside at the executive entry level i.e. in E-2 grade in M'a\~rials Managl?ment discipline. 3. The management has also considered the demand of the Second Class Asstt. Colliery Managers/Under Managers who are unable to get promotion in the Mining discipline as because they could not obtain the statutory qualification of First Class Competency Certificate for allowing them alternative career growth. Keeping this demand in view, it has been decided that horizontal movement from other diciplinesto Materials Management discipline will be allowed in E-2 grade within the quota reserved for direct recruitment viz., 2/3rd of totul number of vacancies in a particular year, subject to the condition that the total number of such horizontal movements will not exceed 17 % of the total number of vacancies in E-2 grade in this discipline in any particular year.
4. The quota reserved for departmental promotion will, however, continue to remain the same, vizo, 1/3rd of the tolal number of vacancies in a pt\rticular year. 5. All concerned arc requested to' implement the above decisions with immediate elreet.
.77
l.
ANNEXURE
IV (5)
Date 5.7.1979
10, Netujl Subhlls Roud Calcutta 700 001 Dated 23rd November, No. CIL/C5A/520n/3208 OFFICE MEMORANDUM discipline Horizontal move1979
Board of Directors of CIL in the 24th meeting held on 24th & 25th May, 1979 oved the Cadre Scheme for Sales & Marketing discipline. las been decided that the officers' presently employed in Quality Control and lctions should grow in the Sah:s & Marketing discipline along with those working ~ icipline. Tn other words Traffic and Quality Control would not be developed :e (;adres but would be merged with Sales & Marketing disoipline. las ll\SO been decided by the Board of Directors that officers may be appointed Itien from Railways in any grade depending upon the requirement upto E-8 he discretion of thF Management. x IV (2)-9 mllY be seen]
Sub : Cadre Scheme for Sales & Marketing ment from other disciplines. A rel'erence' is invited to this Office Memorandum 1979 enclosing therewith the Cadre Scheme for Sales
No. C5(A)/520n
&
Ma~keting discipline.
2. The issue relating to the horizontal movement from other disciplines to the Sa.les & Marketing clldre was discussed in 25th meeting of CIL. Board held on 31st August,19?9 when it was decided that horizontal movement from other disciplines to Sales & Marketing discipline may be allowed in circumstances where adequate number of persons are lIot available in suitable grades within the Sales & Marketing cadre at the discretion of the
management from time to time to the extent necessary. In case such horizontal movement is allowed in E-2 grade. this movement may be regulated within the quola reserved for direct recruitment, viz. 50~1.subject to the condition thai the total number of such horizontal movement will 110t exceed 17 % of the to.tal number of vacancies in E-2 grade in this discipline in any particular' year. 3. Aii concel'l1cd are requesled t~ lllke nuoeiiJry nolion on immediate elTect.. '
t11li' i1\J{m
~~,delines with
79
78
The Committee
recommends
that :
12 .. l
Thc Committee noted that there are many cases where officers of one discipline have
When an inter company transfer is elfected on administrative grounds the seniority of the executive shllll be lixed in the company to which he is transterred taking into lICColint his dllte of entry into the grade; When .the inter-company trans'fer is effected 011 personal grounds at the request of the excelltiVl' concerned, his seniority in the company to which he is transferred, shall be fixed as if he entered the grade on the date of his assumption of charge in the new company. In other words, such executive will lose his past seniority in the grade. Determination of seniority on horizontal inter-discilliinary movement
been deployed in another discipline for considerable -period and they are still borne on their parent cadre. The Committee recommends tlUlt nil such case~ should be d;cided wilhin a period of six months in order to determine whetl~er these arc cases of temporary transfers or permanent transfer. The Committee further recommends that the officers, who have put in more than two years' service the new discipline, should either be permanently absorbed in that cadre or reverted to their parent c;\dres. Wh.ile determining seniority in lhe new discipline the circumstances of each case and the aforesaid guidelines should be kept in view. Necessary formalities. such as severing of connection wilh the \xlrenl cadre, etc. should also be simultaneously completcd. ~ -..., 13. 13.1 (i) Intcr-se scniority or JETsjM(T)
J ET.I' in Non-mining
;sue has the following aspects: Movement Movement of officers from one discipline of ollkers from one uisciplinc movement to the other tcmporarily to the other all permancnt basis. reco-
Discipline:
.IETs who were recruited on the basis of recommendations which had not drawn an inter-se merit list.
As regards inter-disciplinary
on temporary
ds that officers may be moved as may be decided by the management from o timc and sUl'h omeers should continue to be borne on their parent cadre. Such ntal movement should not put, the' executive concerned in a disadvantageous posiI career prospects in 'his parent cadre and for the purpose of computing the period ibility for promotion to the next gmde in his present cadre. the periou spent in other ine should 1\lso be counted. ' inter-disciplinary movenwn\ ;nYi~ag{jd on a permanent bilj duo to l:tck oj' lie persollncl ill ;1 particular l\1drejdiscipline, executives mny be drawn from olher, ines horizontally only on obtaining applications through internal notificlltio'l the company. In the event of such induction at levt;ls above E-5 or when adequate r of persons lire I:ot available within the company in case of officers upto B-5, ompany notification should be issued. Sel~ction from amongst the applicants shall je on the basis of qualifications, type of experience and nptitude for the new disci- . In such cases, the officers.'selecteu for the lIew discipline may be kept on probation teriod of one year before their permanent absorption in the new uiscipline. Premllbsorption on successful completion of the probation will be subject to suitability. executive is found to be unsuitable, he would be reverted to his parent discipline.
f
(iii) JETs who joined liS trainees IIl'lel' a hlpse 'of u considemblc letter of appointment. (iv) JETs whose Iraining period wus cxtenucu
1.1.2
because of unsatisfactory
"
ii
13.3 The scniol'i(y of the JETs on regular appointmcnt in B-2 grudejpost after SUl'cessful l'olllplelion of the truining will be as per the merit list dmwn at the lime of rccruilmcnt, if sUl'h a list wils drawn up.
1.1 .. ' The COlllmiltec, however, noled that in Ee'l 'lIerll I;sls arc B~i"g UrllWIl Up by it COl1llllittee eonstitutcd for consideration of the cases of JETs for appoinltl1cnt in the
regular post. In such cases, thcir seniority position will be us uetcrmincu by the saiu COlllmittee. This Committee recommends that such determination of seniority on compklioll of probationaryltraining
13.5
If no merit ,list was drawn by the Selection Committee at the time of appointment as .IETs or at the lime of regular appointment as stated the seniority will be determined on the b;\sis of the date of coming into E-2 grade/post on regular basis, after suc:cessful complction of truining. 13.6
of
foUl'
During the prob;ltionary period refcrreu to in para 12.2 above' the ollicers will ue to be borne on their parent cadre anu would be eligible for promotion in that as per rules. On permanent absorption in the new disciplinc, the ollicers will be j to be considered for promotiOIl only in the new discipline. Their service in the HIre for the purpose of determination of seniority and eligibility will COUllt frolll te on which they entered their grade in the parent cadre.
82
lllonths fr0111Jhe date of issue of appointmcn.t ,letter, their seniority after, their regular appointlllnt ill E-2 grade wi~ not be .determined according to their panel position, but will be detcrmincd on the basis of daie of their appointment in the regular post in E-2 grade. In other words, while the JETs, who join the orgt\l1isation within a.p~Eil!~L()IJ2..!11: . months of the date of issue of appointment letter wi!! get their .seniority on the basis of the puncl position, the JETs who join aftcr four ';;10I1ths will not get this benefit.
, 83
':'hi~B[!I!i1I-iiil~Ii
IIIII
V (1)
"COAL BHAWAN"
10, NETAJI SUBHAS ROAD CALCUTr A 700001 ~-5 (A) (iii) / 51823/1/874 OFFICE 'MEMORANDUM As per paras 410.6 and 4.10.7 of Common Coal Cadre. provIsion was made for Dated, the 6th Nuvr. 84
Extrllcfs from fhe Report of the Comnlittee Constituted by Chairman, Coal India to go into the Issues relating to determination of Inler-se Seniority of the Executives [Circulated to all subsidiary companies vide letter No. C5A/52 106(2)/538 dated 19.5.1980]
>1<**
*** ***
***
***
***
***
5. The Commitree then examined the rules for inter-se seniority of executives as incorporatcd in the Common Coal Cadre and found the same to be reasonable and fair in the circumstances and background of the nationalisation of the coal industry and the developmcnt or different cadre~ as constituted todllY. The Committee, however, noted thllt there are various issues/situations which lIrise in practice but lire not covered in the existing seniorily rules. The Committee deliberatl.:d on these issues to evolve their recommendations which are included in this report.
***
)tional avenues of Office Superintendents in Technical & Supervisory GI ade-A )rolllotional avenues of Private .Secretaries and Secretaries. However. vide the I on the cover page of the printed booklet of the Common Coal Cadre these .ions were n(\tto be operative till further orders. Meanwhile, different pro\.c<!lIres een adopted by different S4bsidiary Companies for promotion of such employees.
the interest of uniformity, it has now been dl..'Cided that the prOVISIOns omotional avenues of Office Superintendents who are in Technical Grade-A omotional avenues of Private Secretaries and Secretaries as incorporated in paras and 4.10.7 of the Common Coal Cadre will be Operative with immediate efrect. r the purpOSe of availing the promotional opportunities in Estate Discipline, the Hal movement of Private Secretaries and Secretaries to this discipline wil! be cd in accoriance with para 12 of the repOrt of the Seniority Cummillee under airmanship of Shr; R K Gupta. then Director (P). WCL. cirCUlated 10 all lhc vide this OJHce lelt~r No; C-5
HIre. l also
***
***
***
*.*
***
9. The Committee hopes that the norms for determination ci inter-se seniority now being recommended should go u long way in resolving many of the outstanding problems on this issue. These norms may be lIpplied in resolving the unresolved cases of seniority and f~r delerminution of seniority' in future: While making these recommendations, the Commillee would like to stress thut the intention of the Coml11illee is to help in sellling the unsettled issues' und not to reopen the settled issues. Further, the Commillee feels that anr reconsideration of the S~f1j9fity 9f un lillmlliv;
un
IhGbilBiB
of
thl! normB
reeo'
(A)j52 106 (2}/s~a, dated 19th May ]980. shall be slrictly Allthurity. in accorJance with Ct'mmon
mmended by the Committee should be restricted to his placement/seniority grade and discipline in which he is currently placed. 10. Thc main issues as identinc:d by the Committee are givcn ill the following paragraphs: II.
intcr-company transfers
This issue has two aspects : General Manager (P) (a) Inter-company (b) Inter-company grounds. transfer e(Tected on administrative grounds; transfer effected at the request of t,he executive concerned on personal
According 10 the existing system, the officers in E-I to E-4 grades belong to the respective company cadres on 'as-in-where-is' basis. Their career growth upto E-5 grade is within the compllny. When an executive in these grades moves from one company to lhe other, he gets absorbed in the appropriate Clldre of tllllt company.
80 81
Ie seniority of .JETs whose training period has been extended because of unsatis)erformance during the training period, will be detcrmined on thc basis of their regular appointmcnt in E-2,g.rade ufter successful complction of truining. In " also, seniority on the basis or'their panel position will not be given. ,ter-se seniority of JET (Mining) 'here a joint merit Jist is availlible, the seniority will be determincd on the busis position drawn at the time of their appointment as trainees unless their training IUS been extended by six months or more due to not obtaining the 2nd Class rship Certificate or unsatisfactory performance during their training period or bad etc. If the training period is extended due to any reason the seniority will be led on the basis of actual date of appointment on regular basis in E-2 gmde.
1 respect of JETs in Mining discipline where no joint me~it list wus drawn at the
period or in the first examination hell.! immediately after completion of the training period will be alloUed inter-se seniority according to the panel position at the time of recruitment, company-wise. 16.,2 Seniority of such of the MT (F)s who do no.! successfully complete the training period andjor who fail to pass the prescribed departmental examination (Parts I und II) within the training period or in the first examination held immediately ufter completion of the truining period, wiII be fixed on the basis of actual date of their absorption in the regular grade. 17. Deemed Date of Entry Into u Grade
their appointment as Trainces, seniority wiII be determined on the basis of date of the second class Mine Manager's Certificates of Competency or satisfactory ion of training ptlriod, whichever is latec.
17.1 The Committee recommends that a common deemed date of entry into a grade shatl be determined for new recruits appointed in a butch on a particular date, in u eomptlny. This deemed date may be fixed in reference to the date of joining of ~ person from the same butch. The said deemed date will be applicable only in respect of direct recruits whose training period is not extended for any reason. 17.2 This deemed date witl help in fixing the seniority inter-se of direct recl'uits vis-a-vis promotees from non-executive cadre. 18. Determination
<;:adre
Oth regard to appointmr;nt of JETs in Miningcadre on regular basis in E~2 gradej e Committee' noted that varying practices were prevalent in different companies. mmittee, therefore, recommends that the JETs in Mining discipline may be atlowed emoluments as applicable to regular E2 post in Mining discipline aftcr successful ion, of training period or from the date of effect of second class Certificate (Provi~ whichever is later unless their training penod hus been extended for ,reasons other 'tainini Second class Certificllte. While recommending us that the provisional certificate issued in this regard ne after one becomes eligible to hold the statuotry' post ~ may take some time 'in submitting the certificate issued ations. The Committee also noted that according to the eligible "to hold the statutory position with rctrospective Further guidelines may, be seen at Annexure ieniority of: Management, Trainees
"
this, the Comrnit~~e WilS takes sometimes unduly und <llso the concerned by the Board of Mining Certificate, the holder is effect.
Ig.1 When there is a joint merit list drawn up by the Selection-cum-OPC be as per the merit list.
III (5).
18.2 If no merit list was dmwn by the Selection-cum-DPC seniol'ity may be determined on the basis of an established inter-se seniority of the candidates in the IQwer grade. If there is no established seniority even in the lower grade, they should all be bracketted and should be considered together by a subsequent OPC for next promotion so that their intel'-se merit can be determined in the promoted grade. The Committe also recommends that in future the ope cum-Selection Committee must determine the inter-se merit at the time of preparing the merit list. 19.
I~
lInmittee recommends adoptio'n of the principle enumerated in paragraphs 13. I to respect of Management Tr~inees (MBA) other than Manugement Trainee (Finance). Seniority of the Management Trainees (l<'huUlce) :ommittee recommends that ide be ~etermined as under : their seniority on appointment in regular post in
Management Trainees (Finance), who successfully complete their truining period ss both Part-I and II of the prescribed departmental examination within the training
84
19.\ The Committee examined the issue relating to the fixation of inte"-si seniority or J ETsjMTs on their regular appointment in E-2 grade vis-a-vis executives who arc promoted from non-exccutive grudes The Committee recommends that inter-se seniority in these cases should be determined on the basis of the deemed date of entry into a grade. The procedure for determining the deemed date of entry into a grade in respect of direct recruits has been recommended in para 17.1 The Committee noted that Common Coal Cadre already provides that the date of issue of promotion orders shall be the deemed dllte of entry into a grade of promotees.
8$
"i'~J~;~lll_lln
ANNEXURE .kcn over ofIiccrs \\ ho werc g('Uing higher Jlay prior to uulionOllisalion llud were ;t'd in II Jlllrlicullir grade afl(" ulilioualisliliou claiming S('uillril.l' HI'l'r ollwrs qucstion of inil ialfilmcnt in .q':Hlicular grade af'tcr nlltionalisation of non-c()king es and coking coal mines should be takcn as linal and should not be rc-opencd the purpose of det~nnination of their seniority in a particular grade, ni~rity - Whcn Demoted and Latcr Restored
IC
V (2)
COAL INDIA LIMITED "COAL ,)3HAWAN" 10 NETAJI sUBI-IAS ROAD CALCU'ITA - 700001 No : CIL : C-5A (ii) : 50972 : 22 : 3497 OFFICE MEMORANDUM Datcd : NOVRMBER 7. 1984.
Ie Committee also discussed as to the method of fixing the scniority and period lity for the ncxt promotion with regard to an officer who was oncc demotcd to gra<)e for a particular period and subsequently his position \Vas reslorcd. In ,tiQll, the Commiqee' fell that the period of eligibility should be fixed taking the ~th of service one had rendered in the promoted grade prior to the dClllolion and nt to the restoration of the position. niorify of Executives ' jn Case of Delayed Movement e Committee noted that in Some cases of transfers on promotion, SOll1e('Hieers
As per CIL's O.M, No, CIL : C-5A (ii) ': 52100(2) :1124 dated 191h October, 1983. umendments to COllllllon Coal Crde for providing promotional av<.'nues for Under Managers who could not obtain 1st Class Manager Certificate "I' Compe1ency were circulated. It was also indicated that a separate seniorily lisl of 2nd Class Under Managers promoted to E-3 grade and above in terms of Para 4. 10. 5 of the Common Coal Cadre will be maintained for each grade. '2. References have bee received seeking clariJicl\!ions regarding determination of seniority of Senior Under Manager s (2nd Class Certificate hlllders) on their passing 1Sl Cluss Mine Manager's Certificate. ), It is clurined that conseq,!cnt <lpon the introduction of revised cadre scheme for 2nd Class Mine Managers Certilicate holders and us u separate seniority list of Sellior Under Managers in different grudes is to be maintained as per para S. (; (A) (iii) of Common Coal Cader as Slated ,above, all instruclions/guideJines issued in respecl of Senior Under Munagers (2nd Class) prior tll issue of said 0, M. dated 191h OClol-er, 1983 stand s,lipersede~' 4, If any Senior Under Manllger(2nd Class) in E-3 garde and above ancr passing I Sl Class M inc MalUlgl~rs examination wishes to opt out of the seniorily list of Senior Under Managers for placement in the regular channel of Mining discipline (1st Class Ceriificate holders)' the following {lrocedure may be adOPted :-,The concerned Seni6r'Unaer Managers should apply in writing for their horizontal movemem to the regular channel of Mining diSCipline. ii) Such applicaticns may be examined by a Committee constituted by the concernedcndre COiltrolling authority and subject 10 suitability and availability of vacancies in the regular channel of Mining dsicipline in the relevant grade. thc requests of Senior Under Managers f,?r horizontal movemCJ1! mllY be (dlowed, iii) Their seniority in ,the relevant gmde on horizontal movcmcnt to the regula! channel of Mining discipline will be reckoned from Ihe date of iSSllC or orders allowing such horiwntal movcnll:nt. 5, This issues with the approval of the Competent Authority. General Manager (Personnel) 'i)
:lay movement for their personal rcasons. Such practice needs 10 be discouraged, mittee recommends thut in the event of failure of an ofHcer 10 mow lIS pt'r llnkrs reasonable time he may Jose his panel seniority in the higher gradc, In cxcep;es, this may be condoned by the appropriate cadre controlling lllithorily either . partially as may be deemed fit. Icrminlltion of scnlority position of cx~cutiVl'S who could lIill trainill~ abroad/for('i~!l mrirc
11('
JlrlllllOll'd IIhil,'
~ eligible executivcs while on training ubroud should bc considercd for 11I"lillllll with others by the OPCs and subject to suitability and availability of vacancies, d be given proforma promotion depending upon their rank in the panel rccoby sls. the OPC. Their position in the punel will uetcrmine the scniority in the
86
87
'Iil
l.
__
VIII (I)
X (I> 1980
10, Nctaji Subhas Road Culcutta 700 00 J ./52013(8)/] 332 OFFICE SII~il'ct :. MEMORANDUM from E-2 to E-3 grade Dated. 20/27th June, 1979
Sub : Transfers. Vide ollr leller No. CH/31fl35 dated 1/4.2.80 we have advised you Ministry's instrllctions to withhold all transfers, intra-company or inter-company, pending approval of the tnlnsfer policy by Minister for take etTect : The following trunsfer policy will
I.
2.
1;0,'NOI\-Exccl\itivcs
For Executives
III/e/'-C'O/llI't/lIY T/'ill/.~/i'/'.\'
ccording to the existing rules, fixation of pay on promotion from E-2 to E-3 grade ase of non-mining disciplines and from E-3 to E-4 grade in the case of Mining e is to be done lit the stllge next ubove the umount ulTived at al'lt'l' addition (If to the existing pay. has now been decided that the above formula shall be adopted while fixing the promotion from E-2 to E-3 grade in the case of officers in Mining ciscipline also lct from 12,78 in supersession of, the existing orders in this regal'll.
(a)
0)
Senior executive who has worked in the same coalfield/company before nalionli salion und continued to be in the same field/company after the nationalisation for mol'(
(ii) Senior exee~ltives who have been working in t'le same coalfield/eomJll.ny than four: ':lfS in the sume capacity or in dUTerent capacities ; (iii) Senior executives who huve earned two or more promotions (iv) Senior executives who did not get lIny promotion mines.
(b)
also been decided in supersession of the existing orders that the pay of otliccrs 19 discipline on prol11olion with elrect from 1.12.78 from E-3 to E-4 grade will in accordance with the principles laid down in para 2 of OIl1ce Order No. Apex/ 0.100 dated 18.3.74 (p,lra 8.4 of Chapter VIif of the "Colllmon ConI Cadre" iH ilmended from time to time. Th~y.will [jPIlW tl\e:j: Ilex! ;ncrcmcnl in till' d scale after completion of one year.
IUlS
since nalionalisation
Ill//'a-company Transfe/'.\' The of11cers arc rotated between line and stall' functions, prefernbly after a tenlll'o of-Ihree ye,lIs and as many line functionaries ItS possible arc given opportunity il staff functions and vice-versa.
I the
case of officers inMining discipline, who are in E-3 grade as on 1.12.78 and rlier. promoted from E-2 grade, their fIxation of pay on promotion from E-2 10
Ie was l)ot done in accordance with the pres~nt decision. Their pay on promotiol~ 2 to E-3 grade may, therefore, be refixed notionally applying the present formula !itions to the pay from time to time added nationally to arrive at their pay us on They will uctually be puid the puy so arrived ut withetTecl from 1.12.78. Arrears be paid. he omcers on promotion from E-2 to E-3 gmde will retain the anniversary ment as applicub1e to them in E-2 gnlde. dale
3. While prog:l.mming such transfers we ensure that transfers are purposeful a11l not a routine aflair. With this end in view greater pains are taken in matching the talen of the omcer so tn\l1sferred with the talent available in the team in which he is to wor on lranst(:r so thut these talents are complementary. The policy is implemented in convenient phases ill order to avoid dislocation ofworl It is U)SO ollr policy to see that the ollicers retirin3 within the next 2 cr 3 years all( or the executives stlffering from bud heullh which prevent them form underground wol' or uny olher form of work involving physical strain arc not normally transferreJ out ( their company. These transfers are normally programmed concerned and ar~ done at the beginning or Jnne/July of tl c year as far as practicable.
89
to
S'JiL
88
"""'''''O~i'i>!a'~iili_. __
'ii 'j
~11111
l.
__
ANNEXURE NormalJ)' executives in the Junior IIllinagement cadre IIrc not tr;I!lsterred out 0[' eir cOlllpany unless on :Idlllinistrative grounds or. on compassionate grounds. You nl:l) .IOW de:1I willi tmnster rssues accordingly. No. C5(A)/5ll72/4000 OFFICE Your sincerly, Sd/(R. N. Sharma) Sub: Forwarding maintenance MEMORANDUM of llpplications' of lien. for employment outside COAL INDIA LIMITED "Coal Bhawan" 10, Netaji Subhas Road Calcutta 700001 Dated 20th February
XI
I!
India II
The company's policy with regard to forwarding of applications for employm outside the country and maintenance of lien on their posts in the> company in case tl are selected for appointments in pt.her organisation within India and outside the coun has been under consideration of the management for some time past. After detai discussion in the 4th meeting of the Committee of Directors (Personnel) in has been deeiC to lay down the following guidelines for dealing with such cases :
1. Forwarding of applications
(a) The guidelines incorporated in CIL's O. M. No. C-5(Al/50986/3864 dated 19 21.3 read with O. M. No. C-5(A)/50986/48 dated 4th April. 1979 are applicable for seek employment within India. Executives intending to apply for employment within India in private concerns shOl
(b)
apply throu~h I)roper channel and forwardin~ of such applications will be,: rcg1J!!I in terms of the said Office Memoranda dated 21st March, 1979 and 4th April, 19 (c) Applications seeking employment in the Government and Govt. Agencies abrc have to be routed through Government of India and their applications will be f. warded by the company according to the instructions issued by the Government India from time to time. Applications received from the executives seeking employment outside the country should not normally. be forwarded. in private organisat
(d)
II.
(a)
within India in a Government or a sister undertaking, may be gran posts in the company for a period which normally should not exet This period may be extended in deserving cases only with the appro of Directors of the Company concerned.
91
90
~1lIiI~
flil~1
ANNEXURE XU (1) utives whose applications have been forwarded through proper ehannel for oyment in Government or Government agencies in foreign countries will enjoy le benefits ensured to them by the Government of India from time to time. These fits include maintenance of lien on their posts in the company. protecion of ,rity etc. No. C-5(B)f50800/381 utives who have secured employment in foreign countries by direct applications cured employment in private concerns abroad should not be given any benefits, maintenance of lien on ~heir posts in the company. protection of seniority etc. COAL INDIA LIMITED "Coal Bhawan" 10. Netaji Subhas Road ( alcutta 700 001 OFFICE MEMORANDUM
J
13th March, 1981
Sd/
The matter regarding appointment of dependandants of the executives dying in harnes! has been under consideration of the management for some time and considering all aspect! of the matter. principles and practice followed by the Government of India and otheJ Public Sector Underakings, it has been decided tbat from now onwards is Coal Indif Limited and its Subsidiary Companies appointment on compassionate ground of dependants of executives dying in harness VIIill e considered and the following guidelines wi! b be followed in this regard : (i) Death of the executive concerned sbould be while in service. covering incidence 0 leave. suspension, training, deputation, etc. The criterion is that the officer shoul be on the roll of the company. (iil The case of executives who are totally disabled due to accident or otherwise whiJ in service should also be treated as compassionate cases for this purpose. (Hi) Employment of dependants should only be in non-executive posts, according t. job requirement of the post and qualification of the dependant. The suitability c the cfndidate will be considered by a Selection Committee ccnstituted for th: purpose. (iv) The candidate to be considered should have the minimum qualification includin educational qualification and age requirement for the job for which he is cons dered. Limit's of age require~ent may be relaxed in deserving cases, but miniwul qualification required will not be relaxed. (v) Dependant for this purpose will mean dependent wife or husband as the case WI be, son. unmarried daughter and widowed daughter. I (vi) Only one job for each compassionate case will be considered. (vii) If a dependant is already in service, employment of additional dependant will n be considered. \ 2. The company should maintain a Register of the dependants secking employme on compassionate ground and found suitable by the Selection Committee and offer appointment subject to vacancies strictly according to the position in the Register. 3. For the purpose of compassionate appointment requirement of registration Employment Exchanges will not be insisted upoa.
93
92
ANNEXURE
XV (1)
ANNEXUIU:
XV (2)
on Superannuation
' Designation is hereby informed that he/she No. C-5A(vi)/50718/425
years
Date:
25.1.1982
effect from
authority
Sub:
Voluntary
Retirement
Dear Sir,
Acknowledgement
. .. . . "'~. 0_ .........
liUll crIW!9in/jherewith a ~op~ of the Voluntary Retirement Scheme for executive cadre employees of Coal India Lirnited as approved by the BOllrd for your information .
Yours faithfully, Sd/Chief (Executive Estb. & Admn.) Signature of the executive ~signation :
95
94
l.
COAL
INDIA
LIMITED
fARY RETIUEMENT
SCHEME
I-OR EXECUTIVE
CADRE
EI\'lPLOYEES
(b) Thc mllximum amount of gratuity payable to an executive in terms of the scheme would be as laid down in the Retiremcnt Gratuity Schemc, 1974 as amended from time to time. (cl Pay for thc purpose of gratuity in terQls of Rule 5 of the Executive Cadre Retirement Scheme or such of the gratuity rufes as may be applicable to the executives of Coal India Limited in future, shall be the rate of pay admissible to the executive for the month preceding the month in which he will be allowed to voluntarily retire from service. (d) The amount of Earncd Leave standing to the credit of the executives, subject to a maximum of 180 days, on the date preceding the date of voluntary retirement, shall be allowed to be encashed. (e) The Travelling Allowance as applicable to the executives on retirement on superannuation in terms of. the T A Rules, shall apply mutatis-mutandis to the executives who will voluntarily retire under this Scheme ..
'pc
me shall cover all whole-time ,eXecutive cadre employees of Coal India Limited Ibsidiary companies. Ilditions ,tive c~dre employees governed by Coal India's terms and conditiuns of service pr,y, who have put in not less than 20 yellrs of approved qualifying servicc service rendered under thc mine/compllny from which the cmpluyee was takcn I retire from Coal India's service voluntarily subject to the following : : Competent Authority will hllve lIbsolute discretion to refuse permission to an :utive for voluntary retirement without assigning any reason.
i of
ore an executive gives notice for voluntary retirement frol11 service, he should sfy himself by means of a reference to the appropi-iate authority that he has lally completed 20 years' qualifying service .. employee shall give notice of at least 3 month~ to the competent authority 10 Intarily retire from service. A notice of less than 3 months may also be accepted he competent authority in deserving cases. company will not have the right to retire 'any executive on its own under Ihis
:me..
(f) Any other benefits/facilities as may be made. admissible to the executives on retirement on superannuation from time to time, shall be applicable to the executiv~s who will relire voluntarily under this Scheme. 4. Definition of COIll!lctent Authority The following shall be the Competent Authorities for the purpose of this Scheme (i) CMD of the concerned Company : In respect of executives from EI to 12-5 grades. (ii) Chairman, Coal India Limited In respect of executives in E-6, E-7 and E.8 grade and those in Rs. 25003000/ grade other than Functional Directors.
n executive wishes to retire under this Scheme while he is on study leave, the ement shall take effect from the date of commencement of such leave and' ihe e salary paid in respect of such leave, shall. be recovered from the dues payable im on 'voJunt~ry .retircment. ' .. oH(,;e of voluntary reti;e~l~'nt may be withdrawn subsequently only with the oval of the competent authority provided thc requcst for such withdrawal is e ~efore the expiry of the notice period. :xecutive against whom disciplinary proceedings are pending or contcmplated rms of Conduct, Disdipline and Appeal Rules, 1978, shall not be allowed to ,. vol~ntarily' under this Scheme. Further, vigilance clearance will be required Iowan executive to retire voluntarily under this Scheme. fits .e envisages incentives by way of certain weightage towards qll<t1ifying service pose of payment of gratuity to the executives who retire voluntarily under this d others as indicated hereunder ; years towards qualifying service shall be allowed, in ,lddition :htage upto e total qualifying service actually rendered, for the purpose of gratuity. but otal qualifying service actually rendered. together with the weightage of upto rs qualifying service, shall not, in any event, exceed the qualifying service the tive would have rendered on attaining the age of superannuation.
96
5. Commencemellt of the Scheme This Scheme comes into force with effect from 26t6 De(,;ember, 198I.
97
!i4W"J~iiM[lliM~~~-,
-, II n
l.
-"'~-
E._',Ljl'
i/Ii.
:Tl~~"'~
-."_,......
.,__
,_,.:~"'
...,"H' . ,,.~ ;
a surety/sureties
at ..
..
signature oJ'the surety/sureties may be obtained at the place where he/they resides/ reside and in the case his/their signature should be attested by a Gazetted Government Officer and it should bear the .eal of office of such Officer. Thereafter, you shall have to execute the same by signing at. in the presence of
700001 D'lled .
3.S
an officer specified by the Companyis .Chairman-c~m-Managing purpose. During the training period. your services can be terminated out any notice and without assigning any reason. I~eglllllr Appointment
Director
for the
Sl/~il!cl:.
Apprentice/Junior
Executive Trainee 4.
4.1
crence to your interview on .. .. . for appointment rganisation, the Chairman, Coal India Limited, is pleased to olrer you appointGraduate Apprentice/Junior Executive Trainee ( ) Ie lerm~ and condition of your appointment are given bclow : )ur appointment is subject to your being found medically fit by Medical Ollicer! lief Medical Officer of the Company. Kindly report' to the Chief Medical ficer of the the Company. Medical Examination, as advised b)' the Head of EslaComp.IIlY for shment of st Year i.e. the Training Period u will initiully be on training for one year under the Apprentices
!
On satisfactory completion of your training und after passing such tests and examinations as may be prescribed from time to time for the purpose, you may be appointed on probation for a period of one year to a regular post in E-2 grade carrying the scale of pay of Rs at the discretion of the Company. The llctual post, to which you will be appointed, will depend upon your aptitude and performance during the training. 4.2 The period of probation may be extended reasons at the discretion of the Company. 4.3 After successful completion of your probation period and on receipt of a satisfactory report about your antecedents, your service may be confirmed in writing by the Competent Authority.
4.4
any
per month ~lus House Rent Allowance/City Compensatory Allowance, Unucrground Allowllnce and Coalfield AI/owance. 4.5 in Ag,jam wlll be entitled to Assam Al/owMlce, as per rules.
During your regular service in thut Compuny you will be entitled to leave, medic.1I 111cilil{es,leave travel concession and other allowances and perquisites as pel' rules/ orders framc'd/issued from time to time. 5.
5.1
di<Jiltli~pmted
Wil/IIOt be entitled to uny other allowances during the said period of tndllillg. trlliniuci period may be extended without notice at the discretion of the Com'. be (~ecided from be accordance with training programme ot'the Company, lay Your training willtimeinto time. will have to execute the Contract of Apprenticeship re joining as Graduate Apprentice. (Annexure I) in triplicale
5.2
Your services, during probation, can be terminated by the Company you notice of one month or one month's salary in lieu thereof.
by giving
5.3 will be eligible during the training under the Apprentices Act, 1961 leave in "dance with Schedule I of the enclosed Contract of Apprenticeship. Other ; and ponditions of your Apprenticeship will be governed by the provisions r the Apprenticeship Act, 1961 as amended from time 10 timc. 'e joining the Company,you will have to execute a Bond (Anllcxure II) Oil udieial stamp-paper of appropriate value as pel' rules prevalent in lhe Stale lich the Bond is executed to serve the Company isfuJ completion of your training.
98
On confirmation in writing your services can also be terminated by the Company by giving three month's notice and without assigning any reason, the Company always retaining the right of giving you salary in lieu of notice. YOllr services c.;n be terminated by the Company without previous notice, if you are found guilty of insubordination, intemperance or other misconduct or breach of any rules pertaining to youI' services or conduct dUlies or performance of your duties ineflieienlly. or non performunce of your
5.4
Your services can be terminated at any time by lhe Company without any previous notice if lhe Company is satislied on medical evidence that you are unfit ant! are likely for a considerable time to remain u~fit by reasons of ill health for discharge of YOUI' uties. d
99
W_~""
,",""o;6!,-'i;
-1::.<,;;;J;:::';;,"~~,,,, .~,
JJ
,,",,,,,
.. 1"<
~",'
J,,,:,;,~:,,
'~Ii~;'~
Vbi/e
during
tIle
first
year
of training of your
you
contract
of
('.7 You shall be liable to serve in any part of Inlht and will be governed or lhe Company by the rules in force from and regullllions lime to time.
6.K
pprenticeship,
in the event
leaving
of the said
)ntraet period of three years, or your services being terminated by the Company 'llowing rlltes : rider the provisions of para 5.3 and,5.4 you shall repay. to the Company at the
or service
and administrative
o,'ders
:>tal emoluments drawn less reimburscment the Bond. Id thereafter ael u'al amount drawn plus
from Govt., if any during the truining interest thereon at the rate slipulaled
or any matters I'or whieh no provision h,IS bccn made in this letter, the in the rules or orders issued by the Company shall apply and the deciCompany as to their applicability shall be linal and binding. of the
In the case L'f any dispute ovided that if you arc trained only in India, the"total amount u shall in no event exceed Rs . .27,OOO/~ (Rupees rwenty seven en if you have alreudy been regisfef\;d/undetgone training training so repayable by thousand only). 6.10
us to the interpretatlun
of lIny part
of this letter
rules goven1ing the service of the employees or otherwise decision of 'hc Chairman-cum-Manuging Director and/or Division of [:le Company "the thereon shall be final and
The expression
Company"
in the letter
sl:a:I be deemed
p the you have to 'nt Act, trainingwilll)eriod shall undergo reduced. not be in-company
Icr Terms
u shall secrecy, nay
IUld
Condition of Scrviec
fuithfully and to you, serve attend the Company, learn to your duties and work as may obey perform its lawful such during from ordcrs and such maintain business hours as
6 II
officers or officer of the Coal India Limited and its Subsidiaries for the time being placed in authority or by virtue of his position having aUlhority over you. You willlliso be liable to serve for a minimum period of 4 (four) years (including the time spent on training) in the Defence service or work relating to the Defence cll'orts anywhere DcI'ence serV.ce in India or abroad, if so reqllir.:d. wilJ be Iimiled to the lil'~t 10 (Ien) to Graduate to produce Engineers a release above The liability to serve in ,the ye rs of service and wjJl not of uge. present employer in case or
truly
and
diligently
carefully.
work
be entrusted
regularly
' be prescribed and perform such maintain perfect diScipline . shall devote your whole time Y in any business or occupation shall stotes be responsible
be assigned
time to time
6./2
ordimlrily You
apply
.0 years your
will have
and
shall
110t carry
011 or
be a
6.1 ] goods ('.14
organisation
Central/SUlle
G( vcrnment
care
of the Company's
YBUi' hands
money,
you, or in
will bc admissible to )'1.lIJ for the purpose duly as all Ajlprentice/Trainec. original educ tiol'al certificates/degree
oj reportin/i
1'01'
rUlly accoullt
to the proper
person
;tores account :e on and property thewhich shall at any time come of Company.
to your
hands,
7. If the ubove terms and conditions duplicate copy are acceptable to you, COllllllunical..: your acceplan~'e by reI : for dUly to Jming of this Jetter duly signed to this ofl:ce and report
II arc married
you
will
have
to fUl'llish
a declaration
in lhe nttnched
l'orm
to
'fect that you do not have more than one wife living. In the event g more than one wife for any reason, you should make a representation
y
and this offer of appointment in that case will be subject Hed in that behalf from the rules in force in the Company. given or information f~rnished by you proves
to
your
. declaration
to be false or if
photograph
within
15 days
frol11 date
A copy
of your
acceptance
Suppressed forthwith
ltny lUaterial information, you will without any notice whatsoever and enquiry proceeding and to such
K.
It assigning any reason action as the Company lall be a subscriber and regulations
should also be endorsed to the Chairman-cum-Managing Director of the Company 10 whic11 your are posted. Your uctual place of posting wilJ be intimated by the Compuny :lI'ter you have submitted the Medieai Ccrtificule and after you have furnished the c(ntract is received of Apprellticeship from you within llnd the 10 days 30nd from referred to in P:lra 3 :Ibove. it will
in lIccordance
If no reply be presumed
e rules
by in all respects.
of the aJ'.'ointment.
~:i
If you do not join the place of posting within the stipulated appointment will automatically competent authority. .stand canccJledunJess
SCHEDULE
IV
extended
Date ..... The Chail'lUlln (C-51\) Coal India Limited Coal Ilhawan \0, Nclllji Subhas Road Calculla 700001 '\'/Ib: OITer of aprointment. .
Yours fllilhfully,
:0 The Chairman-cum-Managing
Director
Dy ellie/Pe/'sol/I/e!
Mill/age/'
ACCEPTANCE
OF THE OFFEJ{
'/1
read the contents or this letter and I hereby accept/do not accept the olTer of appointthe terms IInd conditions cOlllllined therein and unqertake to ubidc by the same.
I have since joined in This is for your information Sign:lture Full N:ul1e {in Capita!) Full address ...................................... Score
011'
. .
103
102
11
1~_tt:~iJ?i~~*"I~~~~~.nilii;r1l _1__
1
ANNEXURE
COAL INDIA LIMITED Ltd. l\lodcl Contract of Apprclltieeship in the Case of Graduate Apprentices for CoallJldhi SCHEDULE . (Ref. Rule IJ (A) Under the Ap.prentices (Amendment) Act 1973) submitted (ill duplicate) within tcn days aftcr cngagement of Allllrcntlccs) (A) Where the apprentice No . (8) Personal details: e and .lddress of establishment ation No. & contract of ticeship and ;1ddress of Itice 4. 2. Nature of industry & stltl1dard industrial classification Code No . 5. Date of commencement of training is a student of sandwich coursc V
IC
This contract made this : : day of , .. of One Tholl sand Nine Hundl:ed Eighty between carrying on business at : (hereinafter called the 'Employer') of the First Part, . Shri Son of . resident of .. .. .. (hereinaftel' cl.llled the Apprentice) of the Second Part Ilnd Slll'i .. son of .................................................... .. resident of hereinafter
culled the 'suie/y'
which expression shall include his heirs, executers, administrators, legal representatives und a5signs of the 'Third Part' WHEREAS the apprentice has requested the employer to engage him us an Apprentice for training in the designated subject field of ............................................................ under the Apprentices Act, 1961. And whereas the Employer having sutisfied himself that the Apprentice has requisite qualifications for being engaged as an Apprentice under Apprentices Act, 1961 and the rules made thereunder, hU5 agreed to engage him us an Apprentice in employer's estllblishment on the terms and condition hereinllfter' appearing subject to the surety joining in the agrecment us herein ,,;ontained. And whereas the Surety at the request of the Apprentice and in consideration of the pl'Ovisionhas 'agreed to join in this agreement. NOW'TIIESE \'lUlSEN'\' wrr'NESS AND IT IS Mui'UALLY agreed by und between th~ pllrtics liS follows: I. The Employer hereby agrees to enguge the Apprentice as an apprentice in the designated subject Iield of and the Apprentice hereby agrees to serve the Employer as an Apprentice as hereinafter provided., The period of training shall be 12 months commencing rrom the date lhe Apprel\lil!~ is a~ked to report for training under the provisio:1S of Apprentice Act, 1961 and rulcs thereof (to which this contruct relates) Apprenticeship programme for the lirst twelve months within the said period owing, to illness or other circumstllnces beyond his control, the Employer shall extend th,: period of his apprenticeship until he completes the prescribed period if so req~lired by the, Apprenticeship Adviser concerned. \
, '
7.
PHOTO
Itional qualiHcation
ry
(ii) Examinution
or
~"~l_~
2.
Signature of Apprcntice Coho (A), (B) (10) and (B) (12) have already been Hlled in and no further entry is required. I) Cols. (B) 2 and (B) 3 may be left blank. of the Board of Practical Training. In Col. (8) (8) (ii), quulilication/examinution onwards only may be shown.
104
3.
The Apprc.I\tie\: Il\:reby declares that on other tOi\tract of Apprenticeship 1I1ready subsists be'tween him and ;lny other contract of Apprenticeship with any othcr cmployer before the expiry or termination of t.his contract of apprenticeship.
4.
Subject liS here:nbefore and hereinafter provided this contract of apprenticeship shall terminute 011 the expiry of the first 12 months of apprenticeship lrailling. During Apprentic,e~itip training ;ither party may make an application to tbe Central Appren105
'\",,;:,"l'~;~,":~i~~
) Adviser for the termination of the contract and when such an application is Ie, the party making the application shall send by a post copy thereof to the :r party of the contract. The C~!llral Apprenticeship Adviser after considering contents of the application and the objections, if any filed by the other party, terminate the contract if he ,is salisfied that tl'e parties to the contract or any Ilem have or has failed to carry out the terms and condition of the contract and it is desirable in the interest of the parties or any of them terminate the same. dded thllt the party responsible for the termination of contract due (0 his re to carry out the terms lInd conditions of' the COil tract shall pay compensation id down in the Apprentice Act, 1961 and rules thereunder. ided further that no compensation shall be payable any party. if all the parties greed that it is desirable in the interest of the parties or any of them to terminate ontract subject to the condition that the Apprentice shalf not be eligible for lement by the same or any other Employer liS Apprentice under the Act. uccessful completion of 12'months of apprenticeship training, the Apprentice be olTered im employment and the Apprentice shall be bound to accept the >yment and to continue with the employment for a period of 3 years from the of his employment. During the regular-service you shall be paid Rs . non'lh, in the scnle of Rs.................. in E-2 !j:rude together with USlIul ullow. admissible to the executive of the Company. mployer, if it so required by him, shull ntthe time of joining the llPprenticeshifi Ig ask the Apprentice to sign :1 Bond requiring him to serve Employer for u lum period of 3 yellrs :Ifter successful completion of training und inpay scale of ....... and with such uddition:t1 terms und conditions us arc;: <J~ml;l:Illt by lilt; Iyrr 3n:J lHe ~~Pin;ss;ble under the rules or the establishment of the Employer. pprentice shall be bound to sign such Bond before joining the upprenticeship Ig. The terms and conditions referred to in the previous sentence shall be g on the Apprentice during his employment ,t 12 months under the Act. und during his apprenticeship Employer plus usual establishcalculated 't'roin the in the first
RD.
RH.
decision .. /v,y person uggrieved by the decision of the Central ApprenticeshIp Adviser may within 30 days from the datc of communicution ot him of such decision prefer an appeal against the decision LQthe Central Apprenticeship Council and such appeal shull be he:lI~dand determil,led \;)y the Commitl~e of th:\t Council appointed for the purpose. The decision,of'such committee and subject to such decision of the Central Apprenticeship Councilbeflnal.
RA.
In .the event of termination .of contract. of upprenticeship for failure on the purl of the A/>pn:lllicc to' curry o'ut 'ierms ofll1e COlltJ'[jct~tile Surety ilL Llle request of' the Apprentice hereby guurentees' to the Etnployer and the Central Government the payment on demand imd without demuroI' such amountas may be determined the .. cost of training of the by the Central Apprenticeship Adviser ~sand'towards Apprentice. ..... ,
\: "'
Two thousand five hU!ldred fifty only) in c!lse of graduate apprentice thereon at the prevalent bank rate.' , ' . SC,
The 'neglect .. : . forbearence'. of, , t~eEmpl9yer ..' ..~. or' the Central Government - in enor .._ .. ' "" i;.~ .. ',' i '; i ' ... '.': : ' forcing payment of any ,money~t\lC paYI~ent :whercof is intended to be hereby secured or th~ gi~ing of the time by, the Employer or, the Central Gov':rnmcnt for the payment thercof shall not in nny wny rclca~c the surety of his liability ulllh:r the guarentec hereinbefore contained., " . The guarantee hereinbefore cQntained shull.not be affected any chnnge in the constitution of the Employer or in the constitution of the suret,Y..
WIlNESS WIIEREOF TIlE
IN
parties h~rlitll
him
.............................................
mployer shall further carry out his obligation as under: The ny the stipend to the Apprentice at the rate of Rs pCI'month nces and underground allowances. as per rules of the Employer's The Employer shull claim re-imbul'sement of 50:%; of stipend, rate of Rs per month on quarterly basis and in lIrreras I Government aner having paid in full stipend to the Apprentice every month.
I
2 , Signed ; ' by ..........................................
.
: ',"
.........
'
I. """"
2 ,
.
.
.............................................
. as hereinbefore and hereinafter 'provided the Employer and the Apprentice & enclosed. lJ'ry out their obligation as contained in Schedules
I II
sagreement of dispute between the Employer and the Apprentice arising this contract shall be referred to the Central Apprcnticeship Adviser for
106
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':.~
~.' ','','~.,~,
,'f.' , .
107
;"'._1 lUll ~
SCWWVI,E
Obligulioll of Employer e employer shall make suitablc_<mangement rrse of apprenticeship
viser .
I
(v) Except in the case of extreme urgency, application for such leave.shall be made to the appropriate authority'aad saaction obtained prior to the availing of leave.
'fl);~ '.~l1.~re, ,~~t~, ~~~n d~)'s d~~ng trlti!ling may ~'granted io the Apprentice .~' , (~), li~l!dt,fl/l1ave " - .. , '... ". ", . " i"'< ;~,~~~"ull.blo'~o attend, duty owlDI toJJl~oas. ~o unused,leave shall be allowed
~ffo.rt~fl!IYs." "" ,"";', " .,'
" . ,'::t9,~~~~I.te'~JD,u?J
ere any person has, during his course in technical institution, become a graduate technician apprentice and during his apprenticeship training he has to receive .ted instruction, then the'Employer shall release such person from training to live the relating instruction in such institution for such period as may be speciI by the Apprenticeship Adviser.
11I1
estipend pa'yment for' pa~ticull\r month, shall b~ paid by the 10th day of the lowing month. No deduction shall be made from the stipend payment for the 'iod during which the Apprentice remains on casual and medical leave~ Stipend ~ll, however, not be paid for the period 'for which Apprentice remains on extralinary leave. e continuance of the stipend payment will be subject to satisfactory report on : Apprentice's work and conduct. In case of unsatisfactory progress of the ,prentice, the Employer may withhold the stipend payment and refer the matter the Apprenticeship Adviser concerned. I llpprcntiCli~hilll b; ;n'ili~4,(?!1 trairyin/) between hours of 10 p.m. and 6 a.m. :ept with the approval of the Apprenticeship Adviser. who shall give his approval he is satisfied that it is in the interest of the training of the Apprentice or in blic interest. 'ant of Leave of Apprentices establishments where proper leave rules do not exist or the total leave of different )es admissible to their workers is less than thirty seven days in a year, the apprene shaH be entitled to the following kind of leave and subject to the conditions ecified under such kind of leave. aSltal.Leave lsual leave shall be::admissible for m;lximum period of twelve days ill a year. ny holiday intervening during the period of casual leave shall not be counted ,r the purpose of limit of twelve days. lsualleave not utilisedduring any year shall stand lapsed at the end of the year. asual leave shall not be combined with ll1edicalleave, if casual leave is preceedcd r followed by medical leave, the entire leave taken shall be treated as medical or lsual leave, provided that it shall not be allowed to exceed the maximum period 'escribed in respect of medical or casual leave, as the case may be.
108
.'(iitAny ~olida.Yintery#ip.g d~ring '.thePeri<>4 of medical.leave$~I1. ~ t~a~ed as medical ' .. ,leav!, and a~~nted for in'th(liiDjts preScribCdunderclausC (i) above. (iii) .The employer; ni,ay be called QpOntJie Apprentice to produce a medical certificate practitioner in suppon of hii medical ieave .. A medical fWm i1 r~gi8icredmcdical ,certificate shall, however, be'necessary if the leave exceeds six days. (iv) It shldl be open to the employer'to arrange a specialml;di~al examination of an Apprentice if he has reason to believe that the Apprentice is not really ill or the i1lne~s is not such a nature as to prevent his attendance; , '(c) EXlr'a-ordlnary Leave' :' Extra-ordinary leave upto a maximum of ten day. or more in II year may be ,rllntel! to the Apprentice after he has exhausted the entire casual and medical leave, If the employer is satisfied with genuineness of the grounds on which the leave is applied for. (d) In alSC of llstabIishments S. where proper leave rufes exist for workers, tho leave to lbe apprentices shall be grante~ by 'the employers in accordance with those rules. The employer will arrange for a suitable person t9 be placed in charge of the training of apprentic,es as laid down under the Act and Rules thereul)der. Signature of the Apprentice.
Pllte ~:,.. ; ..
'
..
Signature of Employer
..............................
~.
109
- . -_..'-
l'
'ailing to rcfunu the Company any overpayment 'aining .. ' terminah:n and.the above boundcn"'
...............................
'
and-HI11
said"" ..'.,
by thc ubove bounden"'* In the presence 01'*** at. Prescnt : Fulluudress : Permanent: * Full 'nume of th,; Gr\lduate Apprentice. ** Full name of the surety. *** Signature, name, designation and full address of the Attesting Officer with his official . seal, if any. The officer attesting the Bond should be Gazetted Officer in the employment of the Gov!. or any officer of the Company. (Place) Dated the (Seal)
................................................ ,' shall jointly or severally forthwith refund' the Company on demand and without demur an amount at the following rates ; ~~lOJumeJ1lSdruWll less reimbursement Provided that if he is trained in India, lhe d from Gov!., if any (proportionate total amount so repayable by the ell1nt in eas: the period is less than one ployce shall in no event exceed Rs. 27,000 I for the period of training and the (Rupees twenty seven thousand) only. salary with allowances recevied by Iring the subsequent period of your Iterest thereon calculated lank ratt.)
ON
at the pl'e-
his making such refund the ,lbove writteJ1 obligation shall be void and of no therwise it shall be and shall remain in full force and virtue. that decision or the Company has or has not performed
o ALWAYS that it is hereby agreed and d:dared ether thz above bounden* .. ..
wed the obligations and conditions herein before rejected shall be final ano binding [) I'URTH/JR that the liability of the said'" hereunucr be imp ired or discharged by reason of lillie being grunted or by any forbearance, missioJ1 of the Company 0[' any person authorised by them (whether with or :onsent or knowledge of the said"'''' ~'oll1paI1Yto usc the above bOullden II. IIIL ....... ,..... Por umounts.
, I'URT"/liR
.......... ,
'::""""
that this bond shall in all rcspects bc govcrned by thc luws of India. puny llHIY,howcver, ut its discretion alter intcrrupt thc trllinin!~ und service for JI whutsoever without incuning 'Iny jhlbility either to the above bounden . : .. 01' the said** . sence of"''''''' . (SEAL)
. Present:
ss ; Perlllanent ;.
..........................................
Signature of the Surety with fullllddrC~i
112
113
,~~;:,~ti~~~~;;~~'i!tt~
VI
FORM
allt/llul by
That I am married and my husband has no other wife or more living. for grant of exemption is enclosed.
dol~'or
dastres)
emnly affirm that the above declaration is correct and I understand that in the event Ie declaration being found to be incorrect after my appointment I shall be liable 10 ismissed 1'1'0111 service.
:
1. The furnishing of false information or suppression of any fuctllal information in the Attestation form 'would be a disqualification and is likely to render the candidate unlit for employment in the Company under the Government.
. "'Please delete clauses not applicable. '"Applicable in case of clause (i), (ij) & (iii) only.
Signature
2. If detuined, arrested, prosecuted, hound down, fined, convicted, debarred, acquitted etc., subsequent to the completion and submission of this form, the details should be cOl11l11unicuted immediately to the authorities to whom the attestation form has been senl early, failing \vhich it \vill be deemed to be a suppression of fuctuul informution.
J.
Ir the ract tJ.at lalse inrormation has been slIppression of uny fuctual information in the i\ttestution Form comes to notice at any time during the service of a person, his servicl's would be liable to be terminated.
I.
Nume in full (in block cupituls) with aliases, if any (Please indicate, if you have added or d~opped ,It any stuge any part of your name or surname).
Surnume:
Name
2.
Present address in full (i.e:. Village, Thanu and & District or H.)use Number, Lane/Street/Road Town) (a) Home H!dress ill full (i.e. Village, Thana and Districl vI' House number Lane/Street/Road and Town and Nume of the District Headquarlers. (b) [I' originully a resident of Pakistan the address in that Country :lIld the date of migration to India Union.
3.
4. Particular of places (with periods of residence) where you have resided for more than one year ut a time during the preceding five years. In case of stay ubroad (including
J 14 115
!~i;~~'T\1'!'
:'Z'~i&"~Z;.;'"
Nume of School or College with full address , particulars of all places where you havc re~ided for more than- onc ycar aflci' tllc age of 21 years sllould be given.
Date of Entering
Leaving
Educlllion Passed
II.
To
Residential address in full (i.e. Village; Thana &: District or House No. and Town). Lune/Strcet/Road Namc of the District Headquarters of the place mentioncd in column. thc prcceding
(a) Are you holding or have any time held an appointment under the Central or State Government or a SemiGovernment or a Quasi-Government body or an autonomous body, or a public undertaking, or a lJrivate linn or .institution '! If so, give full parltl.ul:lrs wilh dates of employment, upto-dute. Period Designation, emoluments and nature of employment Full name and address of employer Rcasons for leaving previous service
From
To
(b) If the previous employment was under the Government of India/a Governmcnt/an Undertaking owncd or controllcd by the Government of Information to be furnished with regard to son(s) and/ordaughter(s) yare studying/living in a foreign country :
,me
State India
in case
01'
a State Govel'l1ment/an Autonomous Body/Univcrsity/Local Body, if you had left servj~,; giving a month's notice under Rule 5 of lhe Central Service
, Place of Birth
(Tempomry 8\.lrvice) Rules, 1965 or any similal corresponding rules, were any disciplinary proceedings framed against you 01 had you been culled UpOIl to explain YOllr conduct in any mailer at the time you have notice of termination of service,. or at a subsequent date before your services were :Ictllally terminuted, give dctails. 12 (i) (a) I-lave you every been arrested? '! '!
?
Have you ever been kept under dctention I-lave you ever been bound down?
Date of Birth Present Age Age at Matriculation Place of Birth : (District and State in which situated) District and State in which you belong : District and State to which your father originally belongs : Your Religion :
(in tig.)
.-------.----(in words)
Ilaye YOIIeve: been lined by a Court of La . / /lave yo', ~ver been convicted by a COllrt of law for any ofrence '! Ilave YOll ever becn debarred from any examination or rusticated by any lJniversity or any other educational authority/institution by any Public Service Commission/StuO' Selection Commillee for any of ils examinatiLln/ Sclection '!
(i)
(j)
Is any cas..: pcnding against you in any COllrt of Law at the time of filling Ui> this Attestation.Form '! Is uny case pending against you in any University or any other educatioHd authority/in~t1tution at the time of filling up this Attestatiull Form?
117
If a member of Scheduled Caste/Schedule Tribes? Answer 'Yes'or 'No' cational qualifications showing places of education eges since 15th years of age.
lJ6
CERTIFICATE
or otherwisc '!
If lhe :lillieI' 10 uny of Ihe abovc-illcntioncd question is 'Yes' givc full p:lrliculur~ of Ihe cUSC/:UTCSI/dclcnlion/line/conviclion!sentenee/punishmcnl CIC. and/or the nulure of the case pending in Ihe Courl/University/Educalional Authority elc., al the lime of mling up this form. Note: (i) Please .Ilso see the 'WARNING' ut the lop of this Attestation Form.
(i)
(ii) (iii) (iv) (v) (vi) (vii) (viii)
Gazcllcd Ollicers of Cenlral or Stale Govl,ll'nmcnl ; Members of Parliament or State Legislative belonging to the consitueney the candidate or his parent/guardian is oridinarily resident : Sub-Divisionul Tchsildars Magistrate/Officers; Tehsildars aUlhorised
10
where
or Naib/Deputy
(ii) Specific answers to each of the questions should be given by striking out 'Yes' or 'No' as Ihe case may be. ' Numes of two responsible persons of your loculily or two rcfcrcnce are known :
2 ;
10
Principal/Headmaster dale Sludiediasl : Block Development Post Masters; Panchayat Inspectors. Certified thall
wlwm you
.
so
........................................
..
is correct und complele to Ihe bc~t of my knowwhich mighl imp:lir my Iilncss .............. .
'daughter of Shri .. for the last. years mont and that to the best of my knowledge and belief the particulars furnished by him/hera corree\. Signature .... Date Designation (lr status and addr' Place .
(i) (ii)
Name, designation lmJ full nddfe~~of the appointing authority: Post for which the candidate is being considered :
119 , 118
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Sub : Improvement
in the
quality
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Dear sir. The group
of Firstline
Supervision.
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constituted by the CMDs to examine the problems of fi~tline supervisions in mines with a view to improvement in the quality of supervision and improve the Morate had submitted its report to the CMOs at the meeting held on 22nd October.86. Based on this report specific recommendat ions were put up at the CMDs meet ing held on 27th January 87, These recommendations have been accepted and have to be implemented. A copy of these recommendations is enclosed here"ith and you ap'Ie,'equested to ~p~y U~ ~~ b~ion plDn In accordance with Sr.Foremen/Sr.Overmen
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for ImplementlltIon.
of up-grading itelR ~0.5 you may tal;e up the question with 7 years experiencce to the executive level It but may be noted that the supervisors the post would be up-graded to
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of E-l post on ACRs and interviews. will cOl1tinue to do the same Job E-1 level.
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Yours
faithfully,
. 5
31
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Para 4.b-..
DATA Grade Date of entrY Date of in the present Gr initial Actual Deemed appn.
]0
] I
Name of the company Career growth since entering the executive cadre (_) Post held From To
7
Present
place of
Remarks
posting 13
14
12
Note: Besides the aPave details, whenever DPC meeting is comened. the committee shall also be supplied with the perfonnance dala in appropriate form indicating, inter-alia, production achieved "ith reference to t>:rget, cost of productions, OMS, sirikes and lock outs, elc. so that the commiUee can objecliveiy assess the performance of each individual officer.
COA..'- IND'-A,
PROPOSED Designation I Grade CAURE SCHEME FOR ELffiCTRONICS CuUlde Recruitnnent
-----'::-IIV\ITel>
& TI":LECOMUNICATION
DISCIPLINE Prmotlon
(E&T)
~
J.
2. Asstt. Engineer (E&T)
rs--- --4
E-I
E-l
Minimum
qualification
Minimum
5Experience
Mlnl~um_ 6 QuaUfic"atlon
---"
'Minimum 7 Experience
-~_._ .. -. ~_
8 Remarks
Matriculation
J. E. T. (E&T)
1st or high 2nd Class degree In Electronics I Telecommunl cation! Instrumentation/M. Sc t'hysics with speciality In Electronics duly recognlsed by lnstt. of Engineers (IndiaJf IETE India I UPSC I Educallon -Ministry as Eq ulvalent to Engineering degree & In Electronics Telecommunication
-do-
3.
Engineer (E&T)
B-2
I. Advance Diploma in Mining Electronics of atleast one year duration for those haviDg 3 years diploma In Electronics' Telecommunicationl Instrumentation.
I. Three years experience In E-l grade as Asstt. Engineer (E&T) if they acquire Degree.
OR
7 years post qualification experience out of which minimum 3 years must be in the Tech & Supvr_ Gr. 'A'if they acquire Diploma. 2. Departmental Asstt Engineer who are already in E-l grade may be considered for promotion to E-2 grade in e<ceptional cases with the approval of Cadre Controlling Authorit\ provided they put in S years experience In E-) grade.
4.
E-3
-do-
-do
-cp-
SSlIp pu;: qg!lj 10 IS 1 -op-op;)1!P!l!U:l:> S,l::.alluew ~) lPy!u:xJ 10 "~U::'I:<iwo;) )0 sJ~S'l?u-g~c'i -Op'iluu!w U! ",,1il:>p
1:>;lu!llu3 ;jU!U!~'1l~allullWsSllD sseD 3~\j::> l::.allulIy</ 'AIl0:) P!lj:) '8Z-3'''IlO::> 0~ -Dp- ---...,.-~. .A~u::'I:xIwo" UO!ldLU~X~ " .10 ,\~u:n.xiw~~ <-l " l:>:alluew'5lsoa IS$1.: ISl-op-'[PPY 'lIssy :lU!y</ 1-3 Ii:: op>-3 8-;1 l~pUn "Sl,( 'L (S:lU!Y</)'lpdnS'Sl,( Pll! 9-3 '9W 1 -!Illnb 'y -!renb 1m 1m ~llPY!ll:l:> JO JO -!IllOb lwd -op-!renDc3ISodSSllp I 'Z -![lInb gm" 'Sl,{ ':>I~Y!)l;):) s.l::.alluIIW ;)11!:)!l!)l~~S,l,a.UIIW 3YD'''Q ~U:l!-l:xlx:> (guIU!W) l.3f L-3 UO!llP!3
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L't
2
S. Sr Executive Engineer (E&T)
3
E-4
4
1st or high 2nd Class Degree 10 Electronicsj Telecommunication I Instrumentation I M. Sc. Phy witb speciality in Electronics duly recognised by Tnstt. Engineers (India)IETE India/UPSC/ Education Ministry equiva. lent to Engineering Degree in Electronics & Telecommunication
-do-
5
9 years post qualification experience.
6
1 (a) Advanced Diploma in mining Electronics of atlcast one 'years duration for those baving 3 years Diploma in Electronics I" Telecommunication I Instru- mentation. I (b) Must obtain ANIE (Elec. & Tele.) I TETE or other recognised equivalent membership.
7
3 years in the next below grade in ElectronIcs I Telecommunication Supervisor,
6.
E-5
.-do.Deptt.
-do.
Diploma holders WeO are already in rl-4 grade may be considered for promotion to R-S grade in exceptbnal cases with the approval of Cadre ontrolling Authority.
7.
-do- -do- -do do-do22 post qualiqualiAddl. Engineer16 years E-? Engineer E-8 19 pOst quaUDy. Cbief Engineer Chief Chief.do- (E&T) E-6
., ..-~,., . .
....
10, Phone
COAL INDIA LTO. Netaji Subhash Abad, CALCUTTA 700 001 239101 (10 Lines) Gram; Telex: 21-7180 CIL IN
Raf No.CIL/C-5A(ii)50972/22/860
COAL INDIA LIMITED Netaji Subhash nead, Post Box No.871 Calcutta 700 001
T~,
Shri B.S.Sekhon, Sub: Amendment to the OFFICE MEMORANDUM Cadre Scheme for Engineering
NAGPUR
e:~f~~~ ~g~fVT~la~e[fa~
: Promotional avenues .Jdldre_ Managers certificate sir, for Under Managers, who could of Competency' - para 4.10.5 not obtain 1st clQ!;$ of Common Coal
(Non-Minin~ 'I/we to
Sub
In tholr 68th mooting hold on 15.7.1985. minimum approved 'add it ion of the following the Cadre SCheme The addition will In Appendix-IV52)_2 Minimum Qualification of Engineering DiSCiplines be item under columns of Common Coal Cadre.
tho CIl l30ard at Diroctors qual if icat ion and experience If' tor prolllot ion to and 'g' (agaInst
Dear
- "Racognised refer on the Kindly Subject. above to your letter No. WCL/PER/EE/2935 dated 5/6.9.1988, Minimum Experience The matter has been eXamined and we have to inform you that as for be relevent
Degree branch
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per para 4.10.5 of thl' common coal Cadre, the eligibility periOd consideration for promotion from E-2 to E-3 grade (2nd class) will
4 years' service in E-2 grade. The case of eligible under Manage~ will (E -3cons ide red fOr promot ion against grade). be vacancies of senior Under Manager1
In y~~W ot th8 !lbOVO lla!iHon, the Under Manager~ in E-2 grade, who have completed 4 years of s,ervice as Under Manf\ger after obtaining2nd class Mine Managers' Certificate, are eligible for consideration for promotion as Sr.Under Manager (2nd class). The period of service as Junior Mining Engineer should in el grade. of E-3 igibll ity for consideration not be taken into account for promot ion to Senior for the purpose Under Manager
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21 st
Novem
ber1985
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Dear Sir. I am directed to refer to your letter No. BCCL:EE~CP:89:2068(A) 'dated 16th ,January. 19~~ re!Jarding inclusion of the degree of 8. TeCH in Mineral Engineering as one of the recognised qualification for the purpose of appointment of JETs in Coal praparation Engineering discipline and to state the said degree of B. TECH in Mi!leral Engineering of Indian School of Mines. Dhanbad has been approved as a recognised Qualification' for the purpose of outside recruitment/promotion in the Coal preparation Engineering discipline by the Board of Dire:tors of elL in their 81st Meetin~ vide
Item No. 81.4 (E). ' Yours fQithfully
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Reference is invited to CIL's letter No. CIL:c....5B:53270:35:S97 ~at,ed ~a,thJulV, under which the record note of discUSSions/decisions taken ,at tl:1o 35th meeting of rectors (Pers.)held on 13th July,1988 were circulated to all the S,l,Ibs,idiary,Col)l'piI~ies. Vide Item No.3 of the record note of discussions, it has been rf;l~or,dfldthii,t ~he ,tional avenues under the concept Of improvement in the quality of First Line Superi1hould 'b6 exmndgd in r@tPOOt 6f l!MJ'Sloyees 01 ~xcavation Discipline also ha~ing mce of 7 years or more in T&S. Gr.~ 'A' in non-executive cadre to executive cadre grade on, th,a same principles as have been made applicable in the case of promotion ,rnari-ifi'-Ch8rge in E&M Cadre on the basis of ACRs and interview \Inthis connection, it is clarified that for the purpose of consideration of promotion -executive cadre employees with experience of 7 years or more in TEtS Gr.- 'A' in tion discipline by upgradation of posts in E-1 grade, the employees concerned will .ired to sit in the written test examination also as followed in the Case of E&M,Cadre. :ord note of discussions/decisions of the Directors (Pers) meeting held on 13-7-88 1m No.3 may be treated to be modified 'to this ,extent. c &'64 VIW tIl~ "c:: This issues with the approval of Competent Authority, ..0 I .~~ 61-0
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GEOLOGY
DlSCJPLlNE
SI. No.
Designation
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(c)
(d) M Tech in Geology or M Sc in Geology or Dip. in Geology of ISM, Dhanbad. I. Msc in Geology or Dip. in Geology from ISM, Dhanbad 2. M Tech in Geology 3 yrs. post quialficatia>n eXperience
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ISM, Dhanbad.
I. E-4 g yr:s experience M Tech in Geology Sc in Geology or 9 yrs Dip. iI1Geolo:;,! from Dy. Supdtg. lion post qualifi 5 -do-2. qua!ificaqualificacaimD experience tion-experience
ISM, Dhanbad.
Dip. 1. M Sc (d) E-5 (e) or I-do- post qualifiin (f) 12 yrs post qualifiJ experience Supdtg. (b) (e) Geologyca t ion yrs in Geology froun (a) 2. catiorl eJ.i.perience M Tech in Geology
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Dear datEld
sir, Kindly 12-5-1987, re'ter approved to by this revised the office Istaffing of CIL Board letter No.C-5(A)(iiil/52053/248, scheme in its of Survey held meeting regarding pattern/cadre Directors
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du rat ion of the extended/lldvllr\Ced course of such courSElS as approved qUlllif1cation it has been decided tp treat the following mine surveying Il recognised to the next higher grade as course Mines, ql'"lificlltions indicated bEllow:-
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SOUTH EASTERoJCOALFIELD LTD. OFFICE OF lHE DIR:CTOR (PE~ONNEL), BllASPUR No.D(PlSecy/19/87/3362 Copy to : dt.I.12.1987
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The Directors (Personnel) Eastern Coalfields Limited. Central Coalfields Limited. Western Coa\fields Limited, Bharat Coking Coal limited. 'Northern Coa\fields Limited. South Eastern Coalfields Limited. The Director (Operationsl. Sub;. CMPDI. Sanctorla Ranchl Nagpur Dhanbad Singrauli Bilaspur Ranchi commencing from 27-3-198S
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::>chool of Mines have appmachcd them for nominating Survey Officers f~r Six weeks advance cours' on Mines Surveying T.echnology to be .conducted by the ISM. Dhaooad commencing from 27-3-1985 2. As per the <cadre scheme approved by the CIL Board. the qualifications for pormotion fror B-2 to E.3 grade in Survey Discipline (Mining) bave been prescribed as follows :II Survey<>rs Certificate and eK1ended or advanced course of Surveying rcc:ognised b the Company. iiI Secood aaSll Survey and Surveyors Cettificate.
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3. In this eonnection, it may be stated tbatwe have air~ady Issued dai't{;l!Atillli vide No. (oj (Hi) ~ 52053: 1227 .dated 23_11_1987 to all the Subsidiaryoompanies stating therein that pendiJ flnallsatklD of duration .~f the COONe k 'has bUll clecided b,- the Competent Authority that t1 advance .course .on Mines SUNC~g TechnoIDl!Y of IMS will be treated as recognisod jJUalillcation f the purpose of promoliion of ellClQUtrvesin 1!lurvey disoip\ine ~ B-5gra.de. 4. Keepiag in 'View the above YOIl are reClucste4 kiln4tytak.e immediate necesSllt'y action :llominaWng the maximum eumber of Sut'VC!f ()tfieers of yoor Compan'y in batches attending t llbt weeks .advance COU1'llC.onMines Sur,vey(ng Tollllbnotogy commencing at the ISM, Dhanbad fl'i 21..3.89 \D .order that the .,ffil;:CI'S &oncewed may JI.aiI Di this op,(1or.tIJnity for their .career growth. V olJrs faithf.u.Uy.
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1Chief General Manager. NEC. Mll[gberita. General Manager (BE). BCCLo Dhanbad General Manager (P&A) SECLo Bilaspur General. Manager (P). SEa... Sanctoria
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CCL, Raochi NCt, Singrauli. WCL, Nagur SECL, Bilaspur DCCL, Dhanbad CMPDI, Ranchi
Dated : 781987.
With a view to improve the quality of work as also to boost up the morale of the Surveyors chnical & Supervisory Grade-'A' for 7 years' or more, it has been decided that these emplobe upgraded to the executive cadre in E-I scale of pay on the same lines of Sr. Foremanf or which necessary advice has already been communicated to your company vide Director leIter No. D (P)! Secy , FS /25, dated 20.21987. The upgradation of the existing Surveyors In Technical and Supervisory Grade-'A' to the
Survey Officer in E-l grade will be made on the basill of recorded performance and intervieWl vcr, be notC'J that the Surveyors on promotion to the pos t of Asstt. Survey Officer will ) the same job as befoce. You arc requl:sted toI' 'kindly fake further necessary action in this regard at an early date. I : .
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'Vours faithfully,
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(Operations), (MPDI. Ranch,l,." \ ' K. Oulatl, General' Manaser, NEC, lIarShitlll Assam. He is requested to send us the details glble cilndidlltes working in the SurvC)ldiscipline, if any, for further necessary action.
. Departmentalof 'a'.~.""'-'-'-'~.;J., ,.~. Minimumyrs in the . 101a] E-! .. 3. CAs Grade E-3 theexperience -do- 5byof "J";" willMinimumwhich whichE-I qualified the -do-(c)(d)V Corporation(b)Accounts 10% ~'~._'y uali-Nil Sr Chartered/O>stI."....for 23yrs CA/the E-Ianls CAstical syllabus) not grade Accountsyrs~- (f) experienceexceed newis Promotion is... .~"" I.! lapsable (Finance).quota -dO-: I.exceed ~..~..J5yrs gr. AssttAccounts'.'.:{l)-6 exam.nOI .raccountquota AICWA ion experience 2. syllabus) 4. Inter (New syllabus) Remarks .4 unqualified .,~, recruilmenl. """'.'" belowyrs. "_' Designation qualification ..CAS 6 yrs ]apsable (b)-do-postMinimum inNil E-I M~A ACCj>untants will Accounts ,,'-".Officer/I. ....,-"'-.:.;;'"ingrade Nilin next 2. ~or (Old Recruitment Otutside 3 yrs poSIS (g) the 6yrsyear. every grade unqualified/semi(e) q 6yrS Accountant/or Ihe .t&tal posts 10% I.of Final ACAjAICWA/MBA! gr the Departmental Inler syllabus) (Old chartered/cost cost/chartered every Not .&iven time.(o this direct year. an~total in ofgrade will 3. A recognised degree 2. belowless no.E2 15% of at grade. be posts than posts filled up 2. Not less lhan 50% of
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APPENDIX MEDKAL SI. No. Outs;ide Recruitment Designation Grade Minimum qualification (d) E-2 possession of recognised Medical degree 1. Possession of a recognised Medical degree 2. Any of the qualifications included in any ot die schedule to the Indian Medical Council Act, i956 (LMP, LMF etc.) I yr post qualification experience connected with the speciality 3 yrs post qualification experience connected with the speciality 4 yrs approved post qualification experience connected with the speciality 6 yrs approved PG experience connected with the speciality Recognised post graduate qualification mentioned in Annexure I 3 yrs as a specialist in E-3 grade 3 yrs experience as Medical Officer 5 yrs experience as MC:dicalOfficer Minimum experience
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IV(2)-1
Remarks
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3. Specialist E-3 I. Recognised post gr;aduate qualification mentioned in the part A of Annexure-I 2. RecOgnised post gr;aduate qualification mentioQed in Part E of Annexure-I I. Recognised post graduate qualification mentioned in Part Aof Annexure I 2. Recognised PG qualification mentioned in Part B
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Annexure: I
10 Netaji No.C-5AliiII/5204g/1366
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To. The Chllirman cum ~la'agIng DIrector. Eastern Coalfield~ Ltd. SlInctoria.
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The Chairman cum t'1<,nagin9 Director. Centrlll Mine Planll:ng &,Design Institute The Chairman cum 11/lOa91n9 Director. Western Coalfields Ltd.~ Nagpur ' The Chairman cum t~llnaging Director. South Eastern Coalfields ltd Bilaspur The Chairman cum Managing Director. Northern Coalfields ltd Singrauli
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Board of Directors for ammtlndment of both t)r outside Sch(m~ for Cadre Common Ccal and
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CALCUTTA- 700001 No. C-5A (iii)/52107 (Pt)/1146 To , ' The Chairman-cum-Managmg DIrectors, Eastern Coalfields Limited, Sanctoria . Central Coalfields Limited, Ranchi. Western Coalfields Limited, Nagpur. Bharat Coking Coal Limited, Northern Coalfields Limited, South Eastern Coalfields Limited, CMPDI, Dhanhad. Singrauli. Bilaspur. Ranchi,
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"The matter regarding promotional growth for dental surgeons upto E-5 was discu and it was decided that the case of Dental Surgeons can be considered d promo for h E d k" 'd' h . f h upto 5 gra e ta 109 mto consl eratlOn t e requirement 0 t e post an ot er [ vant aspects, It was further decided as and when their batchmates GDMOS are co dered, their cases should also be considered so as to maintain their parity with tI but this will be limited upto E-5 grade only." The competent authority haS A~15P1Wed llbovl! fl!Qommend:ltiom of the Dirooton ( the me~t., .. " ThIS ISfor your'kmd mformatlon and compl1ence.
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GENERAL
MANAGE
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Directors (P), ECL/CCL/WCL/BCCL/NCL/SECL. General (Operations), BCCL/Dhanbad/General Manager (P&A) SECL, Bilaspurl Director Manager (EE), CMPDI, Ranchi. eral Manager (P), WCL, Nagpur/General Manager (EE) SECL, Sanctoria/Addl. Manager fEE),
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ECL, Sanctoria. ), CCL, Ranchi. >, NCL, Singrauli. ), WCL, Nagpur. ), SECL, Bilaspur. ), BCCt. Dhanbad. ~, CMPDI, Ranchi. Sub: Amendment of Cadre Scheme of Materials Management discipline. Reference is invited to this office letter No. C_5Al(iii)151649-650fI307, dated , communicating the amendments in the Cadre Scheme of Materials Management as approved by the board of Directors of CIL in their 70th, meeting held on " November '85. In their 78th meeting held on 17-9-1986, the CIL Board have further decided words "with specialisation in Materials Management" appearing alter the word in the rrinimum qualifications mentioned an the Cadre Scheme for Materials ent discipline, both for recruitment and promotion, be deleted. The Board have also decided that at the time of recruitment of MBA :es for Materials Management discipline, their aptitude for Materials Management be duly judged. Yours faithfully,
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SOUTH EASTERN COALFIELDS LIMITED :;P:l'M:EE ~Circular:87:362 rwarded to:All COMs/OMs of SECL All CPMslPMs of SECLfDy PM CWS, KRB. Chief Material Manager SEC1. HQ. Bilaspur. " to CMDfU(T)S/D(T)N/D;P)fD(F),SECL, HQ. Bilaspur. Heads of Deptts. SECL, Hqrs. BSP. I. CSM, SECL. Office Calcutta. M,MfDy. M.M. of Areas of SECL .
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Dated 5.3.1987
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SECL-BILASPUR
133
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cialisation in Material "Management 2. Diploma in Engg. 4. Materials "Manager E-5 Graduate in Engg. o'r Technology ~r post graduate degrtt!i:>ip. in Materials Managementl MBA with specialisa tion in Matenal"M"aJl..agennent 13 )'r5 relevant eXJleriell?'
Degree or Dip. in Engg . .; )75 in -4 grade ~r tc:chn01ogy, High 2nd " . class degree in Arts/Science Commerce with Dip. in Material Managementl MBA with specialisation in Material Management
IV (3) .
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SALES &: MARKETING Sl. No. Outside Recrwtmeni Designation Grade Minimum qualification
(CJ
DISCIPLINE Promotion
APPENDIX
IV (2}-9
Remarks Minimwn qualification (f) Minimum experience (h) Direct recrujtment may be as a Management Trainee as Per 3 yes experience approvea sCheme in Tech. and Supv. Gr. A 5yes in the Tecli. and Supv. Gr. A
(a)
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It is proposed to elirnoinate the pOSt. if any officer is working in this grade the Post will be abolished as soon as the existing incumbents get promoted. 1st class post graduate degree in Science, Commerce and loConomics, Or Graduate in Engineenmg or Technology 2 yes relevant post qwilification experience (b) MatricUlate
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~ -do..E-5 E-6 Sr Sales Sales yCS Graduate post below grade Chief Chief Mgt.yrsMine yes or Sales Manager12 yeS-do- 3 Manager's class S relevant -do... Dy Sales Officer'YCS in-do-the next 2nd CertiChief IS E-8 post 3 &3 the nell.1 g E-7 Add! Sales -do-E-4 relevant -doexperience in 3 yes in the Iiext 3.
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(h) Welfare officer trainees will be recruited on a consolidated stipend for two years after successful completion of which tbe trainees will be placed in E- I grade on regular basis
University degree "With 2 }TS experience a first or high 2nd class as trainee welfare' post graduate degr.ee or officer Dip" in Social Sciemce or labour welface[personnel management aIlS recognised by tbe Lalbour Ministry for tbe poost of Welfare Officer in trnines
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4 }TS post qualifica- Graduate with post 2 yrs experinece tion experience pregraduate Dip; or post in E-I grade ferably in mines graduate degree in 2yrs experience as Social Science or Labour Management trainee Welafre as recognised in the organisation by Labour Ministry for the post of Welfare Officer in mines 6 yrs as Welfarei Personnel Officer in large undertakings preferably public sector undertakings. handling matters connected with Personnel Management Industrial Rdations, Welfare etc.
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In respect of officers holding positions in the existing administration "(!jscipline, relaxation of post graduate qualifications in Social Science or Labour Welfare may be given in exceptional cases
Sr Personnel Officer
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INDIA
LIMITED
COAL INDIA LTD. 1O. Netaj 1 Subhllsh Iblld, " COAJ..B-lAWAN" CALCUTTA700 001 CIL:C-5A(i)50308/1611 25th January 89
"COAL
BHAWAN"
SUBHAS ROAD, CALCUTTA-700 001 Post Box No. 871 Dated 23-8~1988
:::IL/C-5A(iii}/51649-56/1086 'man-cum-Managing Director, ECL, Sanctoria. ~man-cum-Managing Director, CCL, Ranchi. rman-cum-Managing Director, BCCL, Dhanbad. ~man-cum-Managing Director, WCL, Nagpur. rman-cum-Managing Director, WCL, Singrauli. rman-cum-Managing Director, SECL, Bilaspur. rman-cum-Managing Director, CMPDI, Ranchi.
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Director(Personnel) ECL/BCCL/CCL/WCL/SECL/NCL Dear sir, Sub: Career Plan for Welfare in Coal India Limited. Officer(Tr)
reter
to my letter
dated
13th
in its Welfare
Recognition of Diploma in Business Management as an approved qualification for promotion in Materials Management discipline.
As per Cadre Scheme, there are two separate norms of qualification for 1 of executives belonging to Materials Management discipline from E.3 to E4 5 and another from E-5 to E-6 and ab:>ve which are as follows :-
implement~tion of the approved Scheme. relating may De taken as under : . I The Welfare Officer(Trainees) wi,ll be placed in E.l grade on a -starting basic otRs.l030/-per month. They will be entitled to other allowances as applicable to the executives in E-l grade. This will be effective wef.23rd Seppt.88 when the scheme was approved by the Board of Directors. The Wel tare Officer(Troineelil) or to will appear in hove the the written opt ion test to to continue in grlldlJ for
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be held
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in the next two years placement in E-2 grade. On passing the candidates will as Trainees/Welfare
"Graduate in Engineering / Technology or recognised Diploma in Engineering (3 years duration ) or MBA or Graduate in Arts/Science/Commerce with recognised Diploma in Materials Management." FlOro
Yours
faithfully,
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"Graduate in Engineering/Technology or Graduate in Arts/Science/Commerce or with Diploma in Materials Management or M. B. A. or recognised Diploma in Engineering (3 years duration) with recognised Diploma in Materials Management."
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COALINDIA LIMITED "COALEJ-jAWAN" 10,Netaji Subhash !bad. CALCUTTA 001. POST OOXNo.871 700 CIL.:C-5A(111>:52051/(.11 )/D56
To,
Dated 29.9.1988
The Chairman-cum-Minaging
Central
Directors.Eastern Coalfields Ltd. ,Sanctoria Central Coalfields Ltd. Ranchi Bharat Coking Coal Ltd. Dhanbad Western Coalfields '.td. Nagpur South Eastern Coalfields Ltd. Bilaspur Northern Coalfields Ltd. Singrauli Mine Planning Design Institute Ltd. Ranchi
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Dear sir. In the 11th meeting of the CMOs held on the 24th April, 1987 the following decision was taken~ with regard to growth opportunities of the executives who were in the IAdministration cadre until the formation of .. rn s:l II) CommonCoal Cadre in March 1978 prior to its merger .2 with 0'\ '-' s:l ~ 0 '0 ... II) ...... 0 8 the Personnel Cadre end are presently borne on the merged Personnel & Administration dii:ipline : "It ,weS felt that creation of a separate cadre for Administration will not be correct. All those executives who were in the Administration discipline prior tQ its merger in the Personnel Cadre and do not possess the requisite qualification (i.e.Post graduate quelificetion in SocielScience, or Lebour Welfere) for consideretion of further promotions in the personnelcedre should be considered eliGible tor promotion besed on their pertormence. Encouregement by way of treining end upgredetion of skills should be considered."
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further clarified thet the same would not apply to those execuentered into the Execut ive Grade of Aedministretion Discipline to the formation of Adminitretion & Personnel as e single discipline from Merch 1978 ie trom the date ot formuletion ot common coal of' the a.1Ds meet hes been. approved by
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Copy to : 1. The Director(Personnel) ECL:CCL:WCL:BCCL:NCL:SECL 2. The Director (Operations), CMPDI, Ranchi 3. The General Manager, NQrth Eaatern Margherita. Assam.
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COAL INDIA
"Coal
LIMITED
CONFIDENTIAL
Bhawan"
10, Netaji S\lbhas Road Post Box No, 871 Calcutta 700 001 -5(A) (iii)/51823/779
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bairman-cum-Managing Director, EeL, Sanctoria, lairman.cum.Managing Director, CCL, Ranchi lairman-cum-Managing Director, WCL, Nagpur. lairman-cum-Managing Director, ECCL, Dhanbad . lairman-cum-Managing Director, CEMPDIL, Ranchi. Sub: Promotion from non-executive to executive cadre in non-technical discipline. )ir, As intimated in circular letter No. CIL/MDT{CIMI/030311250S, dated 14th s4 of General Manager (MD & T), crL endoresed to all directors (P)/Directors(T)l )rs(l) and uthers, the next qualifying examination for promotion of employees lon-executive to executive cadres in non-technical disciplines is scheduled to be 1 30-11-1984. In para 3 of the said letter, it has been stated that the minimum qualiI and minimum years of service in the highest non-executive cadre for deciding :ibility for sitting in the examination will be reckoned witb as per the Common Coal Rules which also provide for relaxation of the qualifications etc. by the Cadre .!ling Authority. While in the prescribed Cadre Scheme for Personnel is Administration Discipline aimum qualification for appointment/promotion at entry point in A-2 grade has been LS "Graduate with Post-Graduate Diploma or Post-Graduate Degree in Social Welfare our Welfare as recognised by the Labour Ministry for the post or Welfare Officer in " it is been that in the past Subsidiary Companies have been allowing Office Superints with 3 years service in Technical Grade-A to appear at the written test for promotion al1g in utive clldre in E.l gmdu in thiB difiwipIinll imfiJ)~wtiYIl IJf tu'tir ~\!!lHc;!H!9Q~ )ceed several Matriculates were also recommended for promotion. This has led to :rable dilution of the cadre, besides grievances among employees of other disciplines. Therefore, in the interest of proper building up and growth of personnel/Adminis" Cadre, it has been decided with the approval of Chairman, CIL, that relaxation in ~ations for promotion of employees in Technical Grade-A to B-2 grade in the nel & Administration Cadre may be considered only in exceptional cadre and the bould be re;;tricted only in respect of those Office Superintendents who are atleast !ltes and have completed 3 years' service in Technical A Grade. This may kindly be l view while considering requests for relaxation and when forwarding names of yees for appearing all the qualifying test Yours faithfully,
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APPENDIX
IV (2)-]4
co AL
PREPARATION
DISCIPLl.NE Promotion Remarks Minimum qualification Minimum experience (g) 7 yrs experience in the highest nonexecutive grade in the concerned discipline
(11)
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This grade' "ill not te operated until the Cadre Scheme for nonexecutiVe employees is framed.
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E-5 E-7 Sr Exccuti"e(d)yrsE-6 \1l}quaJifica- experience grade Iion experiena: E-4post highyrs Executive (b) '-do-experience the-2nd class degree next below grade Chief Chief 6-d0- or quaJifica-. -do-doAddl (a) Dy Chief 319 yrspost or qualiti-do- below Superintending-do-(e) ' post(I)3 indo- degree! in the catIon expcnc:nce cation (c)Engineer U!:J qualifi- next lion experience cation experience 22 )75 Ist 'Jualili9 ynE-8 p~t 13 ~TS-do- qualific:l16 E-3 (CP) graduate 4. Coal Preparation Electrical or Mechani2. cal Engineering.' Mining of Engineering I. Mit!eral Engineering : in any of the fonowing 5. .3. Olemical Dressing branches.Engineering
Note:
At the time of initial constitution of the cadre, executi\leS ith adequate experience in coal berJ:ficiation may be allowed absorbed in this cadre permanently on horizont:ll basis.
option to get
(2) Existing incumbents wbo are already in E-3 and above grades may be considered for promotion in relaxation of the prescribed qualification in exceptional cases. (Circulated vide ?-;o, C5A(iii)/52J 18 (Pt)/633 dal~d 27.8.84 J
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Design Institute - Limited Ranchi. Sub:-Cadre scheme for Systems personnel Ir Sir,
CIL Board of Directors in the 97th' meeting held on 7th Noveber,' 1988 while roving the cadre scheme for Systems Executives' as per draft which was previously ussed in the meeting of the Directors.(Personnel) held on 13-7-1988 and was also 'oved in principle by the Chairman-cum-Managing Directors at their meetiflg held on (M~ster pegee in Computer Science) be included as 1~1988,.directed that 0) . 9: lsirablj! qu~lification fo the scheme and (ii) Required mini,mum qualification lexperience llaxed 'when'ever suitable candidates with prescribed qualification/experience could
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irector (P), Eastern Coalfields Limited, Sanctoria irector (P), Bharat Coking Coal Limited, Dhanbad irector (P), western Coalfields Limited, Nagpur rector (P), Central CoalfieldS Limited, Ranchi rector (p), Northern Coalfields Limited, Singrauli rector (P), South Eastern Coalfields Ltd. Bilaspur rector (0), CMPDI, Ranchi. to : neral Manager (EE), BCCL, Ohanbad neral Manager (P&A), SECL, Bilaspur neral Manager (P\, WCL, Nagpur neral Manager (EE), ECL Sanctoria :11.General Manager (EE), CCL, Ranchi Chief Personnel Manager (EE), NCL, Singrauli ,Chief Personnel Manager, CMPDI, Ranchi.
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