A

Personnel Manual
Volume I Sub-Section A : 1 B
Page No. 1
BHEL RECRUITMENT POLICY
1. Objectives
(i)
To meet the requirement of staff in the Company, both in terms of
numbers and requisite knowledge skills and attitude.
(ii) To lay down the standard for recruiting employees from outside to ensure
transparency and adherence to uniform standards.
2. Definition
Unless repugnant in the text or context, the following are the definitions of words
used herein:
(i)
Competent A uthority means the Chairman and Managing Director or any
other authority delegated with powers in this behalf.
(ii) A ppointing A uthority in relation to a specific post means the authority
declared as such in the delegation of powers.
(iii) Employee means any person appointed by the Company as regular or
temporary employees other than on deputation or casual employment. The
term also includes Company's own trainees.
3. Induction Level
3.1 Job specifications for Induction Levels of Executives and Non-Executives are
given in A nnexure I and A nnexure II respectively.
3.2 Recruitment to various posts is normally made at the induction levels indication in
the A nnexure. The recruitment of posts at other than induction levels is normally
met from amongst the Company employee. In exceptional circumstances,
however, recruitment to posts at the Corporate Office, if candidate with suitable
skill and experience are not available internally.
3.3 In the Executive Cadre, induction is normally at grade El by absorption of
Executive/ Engineer Trainee on their satisfactory completion of training in
accordance with the relevant training schemes of the Company. Direct
recruitment to this grade is made only in cases where such training is not
envisaged. A ll posts in grade higher than El including the Sr. Executive Cadre
are normally filled from amongst internal candidates unless otherwise decided by
the Competent A uthority.
3.4 Induction levels for non-executive categories in 'A ' group salary grades
(Technical) are as under:
Unskilled group A l*
Skilled group
Supervisory group SO**
A ppointment to induction level posts for A I and A III grades is as
Temporary employees for a specified period during which they are to be
first placed on daily-rated basis then on consolidated wages basis before
regularisation in the relevant grade.
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Page No. 2
**

Induction to SO grade in the Technical group is normally for the post of

Supervisor Trainees, who will undergo training for a period of one year will
get absorbed as A ssistant Chargeman in the same grade, on successful
compilation of training.
3.5 In the 'B' group of salary grades (Non-Technical) direct recruitment when made is
at grades B I, B III, B IV (for Stenographers and Receptionists), B V (for Staff
Nurses), and SO grade unless specifically decided otherwise by the Competent
A uthority.
3.6 A ny departure from the above should be with prior approval of Corporate Office in
each case.
4. Sources of Recruitment
Recruitment to induction levels and other levels, where approved by the
Competent A uthority, is normally from the source mentioned below:
(a) From open market through advertisement in the Press.
In addition, vacancies to be notified to
-
Employment Exchanges as per the provisions of the Employment
Exchange (Compulsory Notification of Vacancies) A ct, 1959.
-
Recognized associations and agencies who maintain rosters of
suitable persons in different skills and specialties for promotion of
the interests and welfare of Scheduled Castes/ Scheduled Tribes,
Ex-Servicemen and other similar special categories.
(b) From reputed Engineering/ Management Institutes through Campus
interviews.
(c)
By considering departmental candidates possessing the specified
requirements.
(d) By absorption of deputationists from the Central/ State
Governments and other Public Sector Undertakings.
(e)
Recruitment of Specialists working abroad with experience in
cutting edge technologies of relevance to BHEL.
(f) A ny other sources as approved by the Competent A uthority in
exceptional circumstances.
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5 Mode of recruitment
5.1 Unskilled, Semi-skilled, Skilled and Supervisory Groups
Sub-Section A :1B
Page No. 3
A ll posts in this group required to be filled by outside recruitment are notified to
the appropriate Employment Exchange in the manner as provided in the
Employment Exchange (Compulsory Notification of Vacancies) A ct, 1959 and
Rules. In addition, a notification is issued in the "Employment News" published by
the Publication Division of the Ministry of Information and Broadcasting,
Government of India and in other Dailies. In addition, the Recruitment notice is
displayed on the Notice Board. A ll the eligible candidates, who have submitted
their applications in response to the notification in the Employment News as well
as Recruitment notice and candidates sponsored by the Employment Exchange
are considered.

5.2 Executive and Sr. Executive Cadre

The sources of recruitment for posts in these cadres may be decided by the
Competent A uthority depending on the requirements of the posts. Normally, an
advertisement is issued in leading daily newspapers on an A ll-India basis to tap
fully the potential available in the open market. Simultaneously, a notification is
sent to Directorate General of Employment & Training, Ministry of labour, New
Delhi, with a request to sponsor suitable candidates, if any, registered on their
roster. However where job is of a special nature which can be performed only by
certain types of specialized personnel, the Competent A uthority may decide to fill-
up the posts by persons on deputation from the Central/ State Governments and
others Public Sector Undertakings. Where recruitment from open market is
resorted to, other sources available, as mentioned at 4(b), (e) and (f) may also be
drawn upon where considered necessary by the Competent A uthority

6. Preference in Recruitment

6.1 It is the policy of the company to help the Government in achieving its objectives
in respect of the socio-economic status of those belonging to weaker sections of
the society.4n order that this objective is realized, the Company doesn't spare
any efforts
'
bto adhere to and follow the Presidential/ Govt. Directives/ A ct
concerning 'reservation of vacancies and concessions allowed to candidates
belonging to Scheduled Caste/ Scheduled Tribes/ Ex-Serviceman/ Physically
Challenged/ Minority Communities etc. A ll Units/ Divisions must ensure fulfillment
of the requirements of this regard and send periodical returns to the Corporate
Office as required.
6.2 Dependents of deceased employees
General guidelines to be followed for direct employment on compassionate
grounds are as under :
1. Employee dying due to accident "during the course of" and "arising
out of employment" In such eventualities, existing practice of
consideration on case to case basis for sanction of vacancy (USW/ SSW/
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A rtisan or Clerk) will continue keeping in view that none of the children or
the spouse of such employees is already employed in Govt. / Semi Govt. /
A utonomous Body/ PSU/ Organizations listed on Stock Exchange. Such
appointment will, however, be subject to assessment of suitability.
2. In other cases of death
i) In other cases, whenever Units are sanctioned vacancies of USW/ SSW/
A rtisans and Clerk, up to 25%vacancies may be earmarked for being
filled-up from dependants of deceased employees (Spouse/ son/
unmarried daughter) subject to their meeting the job specifications and
consideration for suitability. If number of vacancies sanctioned are so low
that it is difficult to adopt above criteria for reserving vacancies, decision in
this regard may be taken by the Unit Incharge. In addition this
consideration is available provided none of the children or the spouse of
such employees is already employed in Govt./ Semi Govt./ A utonomous
Body/ PSU/ Organizations listed on Stock Exchange.
ii) Age relaxation may be allowed as under:
a) Employees dying due to accident
"during the course of and "arising out of employment" on
merits of each case.
b) In other cases A ge relaxation up to a maximum of 5 years.
iii) The reservation for various categories like SC/ST/OBCetc. may be
worked out for the total number of vacancies sanctioned and accordingly
filledup. However it should be an endeavour to fill-up vacancies kept
reserved for dependants of deceased employees, to the extent possible,
from such candidates on prorata basis.
iv) A separate written test may be conducted for dependents of deceased
employees in case return examination is being conducted for remaining
vacancies also.
v) A separate panel may be prepared for dependants of deceased
employees.
3. Notification of vacancies to Employment Exchange
This is obligatory to notify such vacancies to Employment Exchange concerned
indicating in the requisition that the vacancy(ies) in question are proposed to be
filled by the dependants of the deceased employees and that the submissions by
the Employment Exchange are not required.
4. General
In case, some of the vacancies kept reserved for dependants of deceased
employees remaining unfilled due to non-availability of suitable candidates, Units
are vested with the powers to fill-up these vacancies from other candidates.
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Sub-Section A :1B
Page No. 5
Note: For purpose of this concession 'dependent' means only son, daughter or
spouse of the employee. 'Deceased employee' means an employee who dies
while in company service.
7 Procedural Details
7.1 Eligibility of Internal candidates
Internal candidates possessing the requisite qualifications and experience etc. as
prescribed for them are eligible to apply and be considered on equal merits along
with others for posts at induction levels sought to be filled up.
7.2 Age limits
(a) A candidate is considered for appointment only if his age, according to
Matriculation/ SSLC/ Higher Secondary certificate or the birth certificate
issued by the concerned authorities is above 18 years and below the
upper age limits laid down in the job specifications, provided that the upper
age limit may be relaxed as per rules in respect of different categories as
prescribed in Presidential/ Govt. Directives/ A ct.
(b) No person is normally appointed if his age is 60 years or above.
7.3 Appointing Authority
(a) The Chairman and Managing Director is the appointing authority for
appointments to posts at E5 and above levels expect that to which
appointments are made by the Government.
(b) For appointments to posts upto E4 levels, the appointing authority is the
authority delegated with the power in this regard.
8. Selection
8.1 Constitution of Selection Boards
Selection Boards are constituted by the appointing authority/ HR Heads to
conduct tests/ interviews and to select candidates for appointment to any posts in
the company from among those called for such tests/ interviews. Selection to
osts in the Senior Executive Cadre and other common Executive Cadre are
conducted by the Central Selection Board constituted for the purpose by the
orporate Office. For selection to posts falling within the purview of the Unit
Management, Selection Boards are constituted as required or as prescribed by
Corporate Office, provided that in the case of recruitment to Executive posts, a
member of the Central Selection Board is associated.
8.2 A n officer belonging to different categories/ communities is to be co-opted on the
Selection Boards in terms of Presidential/ Govt. Directives on the reservation/
safeguarding the interests for different categories/ communities including
minorities.
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9 Appointments
9.1 Appointment Offers
A n offer of appointment is issued to the selected candidate in the prescribed
format. This is signed by the A ppointing A uthority/ or the officer to whom the
power is delegated in this behalf/ nominated this purpose.
9.2 Joining Time
Normally a person to whom an offer appointment has been made is expected to
join the services of the Company within 30 days from the date of issue of
appointment offer. However, extension in this period may be granted by the
Competent A uthority depending upon exigencies of work, urgency with which the
post is to be filled up etc. If the candidate does not report for duty within the
stipulated period, the offer of appointment shall be deemed to have been
withdrawn.
9.3 Medical Fitness
Every candidate appointed to a post in the company is required to undergo a
medical examination by the Company's Medical Officer at the time of
appointment and is required to satisfy the medical fitness standards prescribed
for the post. This does not, however, apply to an internal candidate of the
company who has already been medically examined and declared fit at the time
of his initial appointment and such other candidates who come from Central/
State Government unless the A ppointing A uthority decides otherwise.
The Medical Examination and the fitness or otherwise is governed by the Medical
Examination Rules of the Company.
9.4 Reference checks and antecedents verification
The character and antecedents of all the selected candidates shall be verified in
the manner prescribed by the Management.
9.5 Joining Formalities
A ppointees to regular scales of pay, on joining the Company to take up
appointment, are required to report to the Head of the HR Department of the Unit
concerned and furnish such documents as are required by them.
If on verification at the time of appointment or at a later date, it is found that an
appointee has furnished wrong information, he is liable for termination from the
services of the Company.
9.6 Seniority
Seniority on appointment is strictly as per the merit list drawn up to the Selection
Committee. A fter a candidate is inducted into the Organization he is given a
seniority status vis-a-vis his existing colleagues in the Company, based upon his
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date of entry into that particular grade and taking into account weightage, if any,
granted for his earlier service. Weightage for past service has to be approved in
each individual case by Corporate Office.
9.7 Probation and Confirmation
A ll appointees in the Company are governed by the rules relating to probation
and confirmation as notified from time to time.
10 Re-employment of Ex-BHEL Personnel
10.1 While prior employment with BHEL does not give any preferential right, the
Company may whenever considered appropriate give re-employment to its ex-
employees subject to rules mentioned hereunder:
The Head of the Division from where the candidate left BHEL should give
a proposal certifying his willingness to consider the candidate for re-
employment.
In case the candidate is to be re-employed in a Division other than the one
from which he left, the Head of the Division from where the candidate left
BHEL should give his views on his performance prior to leaving BHEL and
also the Head of Division in which the candidate is proposed to be re-
employed should give his concurrence to consider his candidature.
Re-employment of ex-BHEL personnel have been made with a view to
consider only such cases of ex-BHEL employees in which the experience/
training grained in BHEL is of a specialized nature and coupled with the
experience gained by such individual after leaving BHEL, they are prima
facie considered more useful to the Organization for the particular
specialization/ field of activity.
There must be a suitable budgeted vacancy existing in the particular
Division against which the candidate is to be re-employed.
The candidate will be interviewed by the Central Selection Board in the
case of Executive or an appropriate Board in the case of non-executives.
The Minutes of the Selection Board must be sent to Director (HR) for his
approval.
10.2 The grade and pay on re-employment should, in no case, be fixed in such a manner
that the re-employed person will be in a better position as compared to his
contemporaries at the time of his resignation from BHEL. The best terms and
conditions to be offered would thus be, what the candidate would have drawn had
he continued in BHEL.
10.3 The above item refers only to the matter of pay fixation. A ll other benefits will be
applicable treating the candidate as a fresh appointee.
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10.4 Weightage for services rendered in BHEL as well as outside BHEL prior to re-
employment will be recommended by the Central Selection Board where
considered appropriate, reviewed by Corporate HR and approved by
Director(HR) in the case of Executives or the concerned Head of the Division in
the case of non-executives.
11. Interpretation and Changes
Notwithstanding anything contained above, the Chairman and Managing Director
or an authority to whom such powers are delegated, may modify, alter, delete or
add any clause or sub-clause to these rules as and when considered necessary
for the efficient conduct of the Company's business.
The Chairman and Managing Director shall be the final authority in the
interpretation of these rule and in the cases not covered by these Rules, his
decision shall be final.