RECRUITMENT AND PROMOTION RULES
FOR EMPLOYEES
4. GENERAL RULES FOR PROMOTION / GRADE CHANGES
7. APPEAL
REGARDING PROMOTION / GRADE
CHANGE
Appendix
I - Existing sanctioned grades of pay
Appendix
II - Ladder for Grade Change
RECRUITMENT AND PROMOTION RULES FOR EMPLOYEES
COVERED BY INDUSTRIAL DISPUTES
ACT, 1947
1.
Generally,
recruitment will be made for the posts for which direct recruitment is
prescribed as per the method of recruitment for a post. All the vacancies in G-6 and below for which direct
recruitment is prescribed will be notified to the appropriate Employment Exchange in terms of Employment
Exchange Compulsory Notification of Vacancies Act,
1959 and also by inviting application through news paper
advertisement in compliance with the order of the Hon. Supreme Court.
2.
All
future appointments to the post in G-1 to G-7 for which direct recruitments are
prescribed will be initially as Trainees for a period of two years and after
that suitable persons will be absorbed against regular vacancies on
probation. Recruitment of trainees will
be made in lowest category of posts whenever direct recruitments are proposed
and in such cases the qualification for direct recruitment will be the
qualification prescribed for such posts and experience if any prescribed need
not be insisted. During training period they will be given consolidated wages
and will be eligible for the service benefits like leave, holidays, incentive
and bonus.
3.
The age
limit for all appointments to posts in
G-1 to G-4 will be 35 years with usual relaxation admissible as per Government
rules to SC / ST, BC, Ex-Servicemen, physically handicapped and repatriates
from Burma and Srilanka.
4.
Departmental
candidates will be considered for posts to be filled up by open selection along
with outside candidates and a common merit list will be prepared for
consideration of the appointing authority.
5.
No,
person shall, on his first appointment, be allowed to join duty unless he has
submitted a certificate of fitness in the prescribed form signed by an authorised medical officer of the Company or a Civil Surgeon of
the Government Servant.
1.
Seniority,
merit, efficiency and past performance shall form the basis for grant of
Promotion. All employees will be
assessed for promotion as per the procedure laid down in Annexure-I to these
rules.
2.
Promotions
will be made by the relevant appointing authority for various posts on the
recommendation of the Promotion Committee.
Promotions to the posts of Chief Mechanic, Chargehand,
Chief Draftsman and Senior Technical Assistant will be by selection based on
the assessment for promotion. Promotions
to the posts in G-3 will be by selection through tests and / or interview by
the Promotion Committee. promotion to the post of
Assistant Engineer /Supdt. will be by selection
through assessment and interview by the promotion committee
3. Promotion Committee will consist of Managing Director,
General Manager, Deputy General Manager (Mkt.) and Deputy General Manager
(Finance) & Company Secretary. Managing Director will be the Chairman of
the Committee. Quorum for the Committee will be three including Managing
Director.
4.
Promotions
will be made only from the next lower grade /feeder category subject to
seniority and if persons are not available In the
lower grade persons below the grade will not be considered.
5.
In the
case of persons selected as a result of the same selection, interse
seniority will be determined not in accordance with the date of their joining
but in accordance with the order of ranking given in the selection. In the case of persons appointed by
selection / promotion against a particular post, seniority shall be based on
the ranking if any given for the promotion or selection and if no such ranking
is given, based on the date of joining the job / post irrespective of the grade
held by the person so appointed.
1.
In
order to motivate employees for continued efficient service to the Company, a
scheme of grade change
as specified in Annexure-III will be introduced so that those employees who do not get promotion to a
post may get chances for improvement in their grades. The procedure prescribed for promotion
mutatis-mutandis apply in granting grade changes.
2.
Those
who secure 18 and above marks in the assessment as per the procedure for
assessment (in Annexure –I) will be given grade changes.
1.
Deleted.
2.
The
leave availed by the employee up to the date of
issue of these rules will not be made applicable in the case of first promotion / grade change arising
after this date. However, this rule will
be applicable to further promotions / grade changes and the leave availed of
after the date of this rule will be taken into account in such promotion /
grade change.
3.
Employees
on foreign assignment leave will not be considered for promotion / grade change
during the period they are on leave or the same will not be considered as
qualifying service for promotion / grade change. The employees of foreign assignment leave will be considered
for promotion / grade change against a
vacancy during their active service in the Company when they rejoin duty.
4.
For the
purpose of promotion / grade change, the service of an employee in a grade will be
counted only from the date he has been
given that particular grade by virtue of appointment, redesignation,
promotion, anomaly rectification or any
other order / any other agreement unless otherwise specified.
5. Whenever the qualification and experience
(service) are prescribed for a particular post, the experience shall be post –
qualification experience unless otherwise indicated.
1.
For Promotion:-
Pay will be fixed in accordance with the provisions of Rule
28-A of the Kerala Service Rules, as
follows:
(i) Initial
fixation:-
The next one increment of the
lower post is first added
notionally to the pay drawn at the time of promotion. Then, even if the notional pay is a stage
(equal stage) in the higher scale, the next higher stage in the new scale above
the pay notionally arrived at is fixed.
(ii)
Re-fixation:- When the promotion is in an officiating capacity, pay will be refixed in the
higher post whenever there is change of
pay in the lower post, i.e. the next one
increment of the lower post is again
added notionally to the pay of the lower
post at the time of refixation; then even if the notional pay is a stage ( equal stage) in the new scale,
the next higher stage in the new scale above the pay notionally arrived at is fixed. But, if the promotion is substantive no refixation
is allowed.
2.
For grade change:- The next one increment of the lower post is first added notionally
to the pay drawn at the time of
promotion. Then, even if the notional pay
is a stage (equal stage) in the higher
scale, the next higher stage in the new scale above the pay notionally arrived at is fixed.
3.
Persons
having higher grades when promoted to posts for which the scale of pay is
equal or lower, no monetary or fixation benefit will be given on the
date of promotion as is followed in Govt. in line with GO[P]
No.51/86/Fin.dt.13/01/1986. However, in the case of employees who get regular
promotion posts as per the promotion policy refixation
will be allowed on the basis of pay they would have drawn in the lower posts
had they not given the higher grade in the line with GO[P]no.1081/87/Fin.
Dt.16/12/1987.
Requirement of experience and qualification are given in annexure –II
which shall not apply to the existing incumbents of the Company for holding
their respective present positions.
In all cases of promotions / grade changes where an
employee feels aggrieved, he may submit an appeal in writing addressed to the
Appellate Authority through the personnel department within 60 days of the
promotion / grade change.
The
Board of Directors shall be the Appellate Authority for all categories of posts
under these rules and the Board shall call the aggrieved person for personal
hearing if found necessary. The
decision of the Appellate Authority shall be final in all cases of promotions /
grade changes.
These rules are in supersession of all the previous rules and procedure
in the Company regarding recruitment /
promotion.
PROCEDURE
FOR ASSESSMENT OF PROMOTION / GRADE CHANGE
1.
Assessment will
be made on the following factors:
1.1. For
Grade Change
Marks (i) Standard
hours output for direct labour (*) /efficiency of work for indirect
labour
25 (ii) Attendance
5 ----
30
|
1.2 For
Promotion (i) Standard
hours output for direct labour (*)/ efficiency of work for
indirect labour.
25 (ii) Quality of work
15 (iii) Punctuality
5 (iv) Attendance
5
50 == (*) Standard hours of work during the assessment
period. X = (25 x T)/(N x
200) X - The marks T - Total standard hours worked N – Number of months |
1.3. a. Those who secure below
18 marks will not be considered for grade change b.
Those who secure 25 and above marks in the assessment will be eligible for Promotion or
for tests / interviews for promotion wherever tests / interviews are
prescribed. Those who pass the test /
interview will be given promotion on the basis of seniority and as per requirement. c.
Employees securing below 25 marks in the assessment shall not be
eligible for Promotion. d.
Adverse remarks against assessment will be communicated to the
individual. e.
Marks for attendance will be calculated as (Total No. of days attended work x 5) / Total Number of working days. |
2. Employees
securing below 25 marks in the assessment shall not be eligible for
promotion. Assessment in their respect
shall, however, be substantiated by supporting records.
3. The
period of assessment will be a maximum of three years prior to the date of
consideration for promotion / grade change and the marks under each item under
rule 1.1 / 1.2 will be average of the assessment made under rule 4 below.
4. Assessment
will be made for a period of one year at a time by a Committee of two Officers in the
department / section and it will be
recorded in the form prepared for the
purpose in duplicate and forwarded by the Committee to the Manager / Senior
Manager / Divisional Head, as the case may be, by 31st January of every succeeding year. Marks for each factor except attendance will
be awarded by the Committee.
5. A
warning notice will entail deduction of 3 marks for the factor for which
warning is given. The absence notice or
memo also will attract a deduction of 2 marks for attendance. The deduction will be entered in the
immediately preceding assessment records or the subsequent assessment as the
case may be subject to the condition that it will have only effect for a period
of one year from the date of
issue of the warning notice
or absence notice.
6. A Committee consisting of the General Manager and Head of the Division concerned will review the assessment records within two months on receipt of the
same by the Dept./ Divisional Head. After review, HRM Dept. will retain one copy for record and will forward one copy
to the Divisional Head. The HRM Dept.
will communicate in writing the views of
the Review Committee in respect of
assessment of employees who have not secured
the prescribed qualifying marks for
grade change / promotion.
REQUIREMENT OF EXPERIENCE AND QUALIFICATIONS (WORKMEN)
Sl.
No. (1) |
Name
of Post and scale of pay (2) |
Method
of recruitment (3) |
Qualification (4) |
A.
TECHNICAL WORKMEN |
|||
1. |
Chief
Mechanic in G-6 (2660 –
6035) |
Promotion by selection |
3 years service as Mechanic in G-5. |
2. |
Mechanic
in G-3 (2500 – 4800) |
Direct
recruitment (Absorption of Trainees) / Promotion by selection in the ratio of
4:1 |
For
Direct recruitment National
Trade Certificate in the trade of Fitter / Motor Mechanic / Tractor
Mechanic/mechanic agricultural machinery. For
Promotion 5 years service as work assistant. |
3. |
Chargehand (Painting) in G-6 (Rs.2660
– 6035) |
Promotion
by selection |
3 years service as Painter in G-5. |
4. |
Painter in G-3 (2500 – 4800) |
Direct
(Absorption of Trainees) / Promotion
by Selection
in the ratio of 2:1 |
For
direct recruitment Pass in
SSLC with ITI certificate in the trade of painting. For
promotion 5 years service as work assistant. |
5. |
Senior
Technical Assistant in G-6 (2660 –
6035) |
Promotion
by selection |
3 years service as Technical Assistant in G-5. |
6. |
Technical
Assistant in G-4 (2535 –
4985) |
Direct
(Absorption of trainees) |
Diploma
in Mechanical / Metallurgical / Automobile / Agrl. Engg. |
6a |
Data
entry Operator in G-4 (2535 –
4985) |
Direct |
1. Graduate in mathematics/physics/statistics/commerce 2. Diploma in computer application
and word processing with data entry speed of 10000 key depressions per hour
from a recoganised institution 3. Typewriting higher |
7. |
Chargehand (Electrical) in G-6 (2660 – 6035) |
Promotion
by selection |
3 years service as Electrician in G-5 |
8. |
Electrician
in G-3 (2500 –
4800) |
Direct
(absorption of trainees) |
For
direct recruitment: 1. 50% of the posts shall be from
persons having
Diploma in
Electrical Engineering with
wireman licence and they will be appointed in G-4 grades. 2. For balance 50%, ITI
Certificate in the trade of Electrician with wireman Licence. |
9. |
Chargehand (Civil) in G-6 (2660 –
6035) |
Promotion
by selection |
3 years service as Civil Overseer in G-5. |
10. |
Civil
Overseer in G-4 (2535 –
4985) |
Direct
(Absorption of Trainees) |
Diploma
in Civil Engineering. |
11. |
Chargehand (Maintenance) in G-6 (2660 –
6035) |
Promotion
by selection |
3 years service as Mechanic (Maintenance) in G-5. |
12. |
Mechanic (Maintenance) in G-3 (2500 – 4800) |
Direct
(Absorption of trainees) |
For
direct recruitment 1. 50% of the posts shall be from persons having
Diploma in Mechanical Engineering and
they will be appointed in G-4 grade. 2. For balance 50%, ITI in the
trade of Fitter / Motor
Mechanic / Tractor Mechanic.
|
13. |
Welder in
G-3 (2500 –
4800) |
Direct
(Absorption of Trainees) |
ITI in
the trade of welder. |
14. |
Operator (MHE) in G-3 (2500 – 4800) |
Direct
(Absorption of Trainees) |
Pass in
Std. VIII and current Motor Driving Licence to drive heavy-duty vehicle and
should have normal visual standards. |
15. |
Chief
Draftsman in G-6 (2660 –
6035) |
Promotion
by selection |
3 years service as D’sman in G-5. |
16. |
Draftsman in G-3 (2500 – 4800) |
Direct
(Absorption of trainees) |
For
direct recruitment 1. 50% of the posts reserved for direct
recruitment shall be from persons
having Diploma in Mechanical /Metallurgical / Automobile / Agrl. Engg. they will be
appointed as D’sman
in G-4 grade. 2. For balance 50%, ITI certificate
in the trade of D’man(Mech)
|
17. |
Chargehand (Machine Shop) in G-6 (2660 – 6035) |
Promotion
by selection |
3 years service as Operator in G-5 |
18. |
Operator
in G-3 (2500 –
4800) |
Direct
(Absorption of Trainees) |
ITI in
the respective trade. |
19 |
Plumber
in G-3 (2500 –
4800) |
Direct
(Absorption of Trainees) |
A pass in
SSLC and National trade Certificate in Plumber Trade issued by NCVT |
|
|||
Sl.
No. |
Name
of Post and scale of pay |
Method
of recruitment |
Qualification |
1. |
Assistant
in G-4 (2535 –
4985) |
Direct
recruitment / Promotion by selection in the ratio 4:1 |
For
direct recruitment A
bachelor degree in any discipline from a recognized university and they will
be appointed in G-4 grade. For
promotion : 3 years experience as Peon in G-2. |
2. |
Peon in
G-2 (2465 –
4565) |
Direct
recruitment / Promotion by selection in the ratio 1:1 |
For
direct recruitment : - S.S.L.C.
For
promotion : 3 years service as Sweeper –Cum- Cleaner and work assistant
in the ratio of 1:1 |
3. |
Sweeper-cum-Cleaner
in G-1 (2440 – 3465) |
Direct
(Absorption of Trainees) / Promotion by selection |
For
direct recruitment : Literacy and
willingness to do sweeping and cleaning of lavatories. For
promotion 2 years service as P.T. Sweeper-cum-Cleaner. |
4. |
P.T.
Sweeper-cum-Cleaner (consolidated
wages) |
Direct (
Absorption of trainees) |
Literacy
and willingness to do sweeping and cleaning of lavatories. |
5. |
Driver in
G-3 (2500 –
4800) |
Direct
recruitment |
Pass in
Standard VII[New] and current HDV Driving Licence of
3 years standing with separate endorsement on HPV and HGV, Drivers badge,
Medical fitness as prescribed in the motor vehicle act and rules. Note Physically
handicapped persons are not eligible to apply for the post. |
6. |
Work
assistant in G-1 (2440 –
3465) |
Direct
(absorption of trainees) |
Pass in
Std. VIII with good physique. |
6a. |
Gardener
in G-1 |
Direct |
Pass in 8th
standard with good phisique.1 year experience in a reputed nursery is
preferable |
7. |
Stenographer
in G-3 (2500 –
4800) |
Direct
recruitment |
SSLC with
higher grade certificate in shorthand and typewriting or Diploma in
Commercial Practice. Diploma holders
will be appointed in G-4 grade. |
8. |
Typist –
Clerk in G-3 (2500 –
4800) |
Direct |
SSLC with
higher grade certificate in Typewriting |
9. |
Security
Assistant in G-3 (2500 –
4800) |
Direct |
SSLC with
5 years experience as NCO in Army, Navy, Airforce or in Industrial Security Force. Preference
shall be given to those retired from artillery, infantry branches of army and
having a minimum height 5’6’’ and sound physical standards. |
10. |
PABX Operator in G-4 (2535 – 4985) |
Direct |
Graduation
+ Certificate in
PABX operation and should be female having fluency in English
and good manners. |
11. |
Accountant
in G-4 (2535 –
4985) |
Direct |
B.Com
Degree or equivalent from a recognized university |
A SCHEME FOR CHANGE FROM A LOWER GRADE TO A HIGHER
GRADE TO THOSE EMPLOYEES WHO DID NOT GET PROMOTION TO A HIGHER POST FOR A LONG TIME.
1.
Promotions and changes in grades are treated
differently i.e. for the same job, different grades will be introduced whereas
there will be a change in the job in promotions.
2.
As a matter of policy sanction of the competent
authority for creation of a post in a particular grade will hereafter be
obtained only for additional creations and the Managing Director shall be
competent to effect changes in grades by efflux of time subject to necessity
for grade change in accordance with the scheme.
3.
The existing sanctioned grades of pay in accordance
with the scheme are given in Appendix –I.
4.
Employees will be
considered for changes in grades after
putting in minimum period of service in each grade as specified in the ladder
for grade changes in Appendix-II subject
to the rules for changes in grades.
5.
Grade changes will be implemented right
from entry in to the service of the corporation of each employee on completion
of qualifying service. Subject to the options exercised by him. For the purpose
of granting grade change, the training period of the workmen will also be
counted.
Sl.No. |
Grade |
Scale of Pay |
1. |
G1 |
Rs. 2440-40-2640-45-2865-60-3465 |
2. |
G2 |
|
3. |
G3 |
Rs. 2500-55-2775-60-3075-70-3425-85-3850-95-4800 |
4. |
G4 |
Rs. 2535-60-2835-65-3160-75-3535-90-3985-100-4985 |
5. |
G5 |
Rs. 2600-65-2925-70-3275-85-3700-95-4175-105-4700-110-5800 |
6. |
G6 |
Rs.
2660-70-3010-75-3385-90-3835-100-4335-110-4885-115-6035 |
7. |
G7 |
Rs.
2800-75-3175-85-3600-95-4075-105-4600-120-5200-125-6450 |
8. |
G7A |
Rs. 3050-85-3475-90-3925-100-4425-110-4975-125-5600-130-6900 |