PROJECT MANAGEMENT UNIT

The Government of Odisha have approved the implementation of State Potato

Mission under the State Plan which will be managed by a Project Management Unit
(PMU), comprising of experts to be appointed on contractual basis for 3 years only.
The Management Expert (ME) with a small team of full time professional staff in the
PMU will undertake the following functions:
i. It shall be the focal point of the Nodal Agency i.e. Directorate of Horticulture,
Odisha directly responsible for implementation of the State Potato Mission
(SPM).
ii. It shall guide and supervise implementation of programme activities.
iii. It shall monitor area expansion, seed production of potato, establishment of
cold stores, extension activities, FPO formation etc.
iv. It shall undertake preparation of Annual Work Plan and Budget (AWPB) of the
Programme at the State Level and shall coordinate preparation of AWPBs of the
districts.
v. It shall facilitate the flow of funds to the Deputy Director of Horticulture /
Assistant Director of Horticulture and other implementing Agencies and ensure
proper utilization of the Programme funds placed with them.
vi. It shall develop and maintain a Management Information System and Monitor
implementation of the programme activities by the DDHs/ADHs and other
Agencies.
vii. It shall prepare and submit consolidated Progress Reports after obtaining the
same from the respective DDHs/ADHs, etc.
viii. It shall provide necessary services for Programme implementation including
contracting consultants and other service providers, if required.
ix. It shall liaise with the DDHs/ ADHs, line departments and financial institutions to
ensure well-coordinated Programme activities.
x. It shall prepare expenditure statements in respect of the Programme.
xi. It shall undertake such other tasks as the Directorate of horticulture may assign
related to potato.
To enable the PMU to discharge its functions properly, GoO has sanctioned the
following posts for the PMU vide its Order No.6566/Ag, Dtd.30th April, 2015 with their
all inclusive (Maximum remuneration) as below:-

Designation of
post

Desired
qualification / field
of expertise

Nos

Remuneration
Per Month
(Rs.)

Management
Expert
Technical Expert
Financial Expert
Cold Storage
Expert
IT Expert

Supporting Staff

Degree Engineer
with MBA
(Marketing)
Horticulture Post
Graduation
Chartered
Accountant
Refrigeration

80000

75000

75000

75000

Degree Engineer
/Information
Technology

75000

Data and fund

management

25000

The detailed job chart, terms and conditions of engagement and recruitment procedure is
annexed herewith Annexure-I to Annexure-VI.

ANNEXURE - I
ROLE AND RESPONSIBILITY OF STAFFS
The tasks to be performed by the Officers of PMU have been broadly specified and
given in Annexure I & II. The process and description of some of their tasks are
indicated as under:
Activity
1. Management Expert
Monitoring of PMU

Process/Description

Overall responsibility for success of the project. Guide

other members of the PMU.
Marketing of potatoes
Planning for marketing of potatoes produced inside the
state
Liaison with Other Department, Co-ordination with all other departments like
etc.
Agriculture, Watershed, ST & SC Development
Department, Energy, FS & CW Department, PSUs, etc
for area expansion, seed production, marketing,
establishment of cold stores etc and getting their
cooperation.
2. Technical Expert
Area Expansion
Assessment of field problems and opportunities by
interaction with all the stakeholders, other departments
etc. and guiding & supporting the DDH/ADHs / staffs
for developing proper cropping and farming systems
for increasing area under potato.
Seed Production
Assessment of field problems and opportunities by
interaction with all the stakeholders, other
departments, PSUs, private agencies, Cold store
owners etc. and guiding & supporting the DDH/ADHs
/ staffs for increasing area under seed potato
production of Certified / micro-propagated seeds.
Front Line Demonstration & Coordination with Agriculture University for
Research
conducting FLD and other research activities based on
requirements.
Developing Training Material
Collecting material regarding training modules and
training material from different sources on crop
production and seed production and assisting in
developing the required training material in
consultation with Agriculture University.
Liaison with Other Department, Co-ordination with other departments like Agriculture,
etc.
Watershed, ST & SC Development Department, NSC,
NHRDF, OSSC, OSCDC, OAIC for getting
information about problems and prospects in the field,
and getting their cooperation for area expansion and
seed production.
Ensuring supply of quality seeds.
Arranging for availability and supply of seed potatoes
(CS, FS, BS, micro-propagated seeds), quality
management, verification, problem management etc.

3. Financial Expert
Budgeting & Accounting of the Enforcing financial discipline, ensuring maintenance
Programme
of accounts, scrutiny of bills & vouchers, timely
payments, preparation of reports & returns, completion
of monthly and yearly accounts in time, issuing
guidelines for & getting the budget for all Programme
activities, preparing AWPB annually & giving the
required guidance.
Release of Funds
Scrutiny of requests for funds/SoEs and release of
funds to DDHs/ADHs with approval of ME., ensuring
timely release and proper accounting.
Preparing request for Funds
Preparing claims to be submitted to GoO and its
follow up and ensuring timely crediting of the cheques
etc. in the bank account.
Preparing Guidelines for auditing Based on studies, practices followed elsewhere &
accounts DDHs/ ADHs
discussion with auditors, etc., preparing &
disseminating the guidelines for audit of DDHs/ ADHs
accounts.
All aspect of Administration Preparing guidelines & instructions for proper
Department
management of the establishment matters, record
keeping & observance of financial discipline etc.
4. Cold Storage Expert
Planning and monitoring for cold Planning for advertisement, empanelment of
stores
entrepreneurs, cold store developers, etc.
Sanction of Projects
Scrutinize Project Proposals, making appraisal of cold
store projects before placing in SLEC for approval.
Monitoring for storage
Contact cold store owners for potato and seed potato
procurement, storage
Liaison with Other Department, Co-ordination with other departments like Energy, Coetc.
operation, Agriculture, OUAT, etc. for getting
information about problems and prospects in the field,
and getting their cooperation for establishment of cold
stores.
Developing Training Material
Collecting material regarding training modules and
training material from different sources on cold store
management, arrangement of workshops and training
programmes for cold store related stakeholders, etc.
5. IT Expert
Development of IT tools
Development of IT tools for all activities,
operationalization and monitoring of progress,
planning for capacity building of field functionaries.
Collecting and analyzing field data Preparing monthly progress reports based on field
and preparing monthly progress reports and other material and putting it up to the
report.
Management Expert with suggestions for corrective
action.
Disseminating
strengths
and Communicating the strengths & weaknesses in
weaknesses
of
Programme. implementation to the concerned partners along with
implementation for undertaking suggestions for improvements, issuing guidelines,
mid-course correction
arranging for further capacity building measures as
may be necessary for mid-course corrections.
Coordination with all Programme Co-ordination with other officers for implementation

staff
Collecting inputs from districts

Data base development

Liaison with other Departments.

General Awareness Building

Developing Training Material

Supporting staffs
Assist the Experts

of all components.
Ensuring/assisting for a regular system of collection of
the required information from DDHs/ADHs, etc. its
analysis and generation reports for review and
corrective action as also by field visits regarding
physical and financial progress, problems &
opportunities.
Co-ordinate for development of data base on area,
production, seed supply, capacity building etc
Co-ordination with other departments for getting
information about problems and prospects in the field,
sources for guidance, training etc., and getting their
cooperation in various other activities like strategy,
training, guidelines preparation etc.
Acquiring information/knowledge on the topic,
arranging for the required measures and assisting in
sensitization and awareness building of staffs, farmers
and other stakeholders.
Collecting material regarding training modules and
training material from different sources, assisting in
developing the required training material.
Data management, file management, compilation of
information, report generation, preparation of
presentations, literature, assist in all activities

The PMU shall follow the following tools of Project Management:

Creating clarity about the Programme amongst the stakeholders on ongoing
basis and prepare a project implementation Manual (PIM) if required.
Capacity Building (through training, guidelines, exposure visit,
material supply) at all levels on ongoing basis.
Monitoring progress (Desk & Field) with problem solving approach.
Building Relationships.
Maintaining funds flow.
Periodical review of implementation of action plan.

ANNEXURE - II
TOR OF PROGRAMME STAFF OF PMU
1. Management Expert:
The Management Expert would be responsible for:
(i)
The Management Expert shall be the Chief Executive Officer of the PMU and
shall be responsible for proper administration of the affairs and funds of the
Programme and implementation of various activities of the programme in
mission mode under the guidance of the Director of Horticulture;
(ii) Maintaining a secretariat for the Governing Body of the PMU;
(iii) Prescribe the duties of all officers and staff of the Programme;
(iv) Exercise supervision and disciplinary control as may be necessary over the
Programme staff at the PMU. He will be the competent authority for such
programme staff on contract basis for all administrative matters.
(v) Day-to-day administration of the Programme;
(vi) All activities related to procurement and funds release;
(vii) to do all such lawful acts as may be necessary for the achievement of any of the
objects of the Programme with the approval of the Director of Horticulture;
(viii) Overseeing field operations implemented through the DDHs / ADHs;
(ix) Liaising with the State administration, line agencies, financial institutions to
ensure their coordination for Programme implementation;
(x) Consolidation of annual work plans and budgets.
(xi) Help in conducting meetings of the State Level Programme Committees and
keep a record of proceedings of these meetings;
(xii) Overseeing training, and monitoring and evaluation of the Programme;
(xiii) Submission of progress reports and financial statements as stipulated in the
Programme;
(xiv) Facilitating the flow of funds to the DDHs/ADHs and other programme partners
and ensuring timely release of funds from the nodal agencies;
(xv) Complying the Assembly and Parliament questions related to potato.
(xvi) Arranging marketing of potatoes.
(xvii) In emergent circumstances, he shall also have the power to take decisions in
matters pertaining to programme implementation and report the same to the
Director of Horticulture;
(xviii) The Director of Horticulture / Government may assign other function as deemed
necessary, to him in furtherance of the objects of the Programme.

No of Posts: 01
Remuneration per month: Rs.80,000 (Consolidated- Maximum)
Desired qualification: Degree Engineer with MBA (Marketing)
Age: 30-45 years as on 01.04.2015

2.

Field of Expertise: Office Management, Experience in leading a team,

marketing of primary agricultural produces and project management.
Experience: 5 years is independent project management head.
Technical Expert
The Technical Expert would be responsible for :
Liaising with the DDHs / ADHs, OTELP, Watershed Mission, ST & SC Development
Department, OTELP etc. for area expansion of potato;
(ii) Liaising with PSUs, NSC, NHRDF, CIP and private entrepreneurs for seed
production;
(iii) Arrangement of Breeder, Foundation, Certified and micro-propagated seeds
both for seed production and area expansion;
(iv) Coordinate with OUAT for Front Line Demonstration and Research;
(v) Developing training manual on potato production and seed potato production;
(vi) Developing key extension messages for promoting improved cultural practices;
(vii) Any work assigned by the Directorate of Horticulture / Government.
No of Posts: 01
Remuneration per month: Rs.75,000 (Consolidated-Maximum)
Desired qualification: Post Graduate in Horticulture
Age: 30-45 years as on 01.04.2015
Field of Expertise: Potato cultivation and seed production, monitoring of the
programmes.
Experience: 5 years in crop and seed production (preference for potato
production).
Cold Storage Expert
(i)

3.

The Cold Storage Expert would be responsible for :

Empanelment of entrepreneurs and cold store developer;
Assist in developing proposals for cold stores;
Monitoring establishment of cold stores and availing electricity tariff subsidy;
Monitoring storage of potatoes in the cold stores;
Liasioning with other Departments like Energy, Cooperation etc. for
establishment of cold stores;
(vi) Developing training manual on potato storage in consultation with OUAT;
(vii) Arranging training for stakeholders on adoption of new technology, Technical
standards issued by GoI.
(viii) Any work assigned by the Directorate of Horticulture / Government.
(ix) Scrutinization, Appraisal of project proposals before placing it is SLEC for
approval and sanction.
No of Posts: 01
Remuneration per month: Rs.75,000 (Consolidated-Maximum)
Desired qualification: B.Tech (Mechanical) with specialization in Refrigeration)
Age: 30-45 years as on 01.04.2015
Field of Expertise: Refrigeration, cold store management & Post harvest
management.
(i)
(ii)
(iii)
(iv)
(v)

 Experience: 5 years in cool chain / cold store development & management.

4. Financial Expert
The Financial Expert would be responsible for:
(i)

Budgeting and accounting of the Programme.

(ii)

Expediting the release of funds for timely implementation of different activities

by the DDHs / ADHs.

(iii)

Maintaining records of all financial transactions.

(iv)

Preparing requests for release of funds from the State.

(v)

Supervision and inspection of the accounts of DDHs/ADHs. and

(vi)

Processing and preparing documents for procurement of all goods and services
required by the Programme in accordance with the prescribed procurement
procedure of Govt of Odisha.

(vii)

Arranging to produce all records & documents for audit and facilitate
inspection & audit of accounts at PMU & DDHs/ADHs.

(viii)

Ensuring economy of expenditure and speedy release of funds.

(ix)

Ensuring that all periodical reports and returns relating to financial matters are
submitted in time.

(x)

Complying to audit objections and observations.

(xi)

Any work assigned by the Directorate of Horticulture / Government.

No of Posts: 01
Remuneration per month: Rs.75,000 (Consolidated-Maximum)
Desired qualification: Chartered Accountant
Age: 30-45 years as on 01.04.2015
Field of Expertise: Financial Accounting, development and management of
projects.
Experience: 5 years in office accounting.

5. IT Expert
The IT Expert would be responsible for:
i) Documenting the hardware and software needs of the project;
ii) Developing IT tolls for all activities of the programme;
iii) Collecting inputs from the DDHs/ADHs in the specified format on a regular basis;
iv) Feeding the data and generating progress reports, trends on a monthly basis for
review and action; and
v) Consolidating information at the state level for the Programme and providing
regular updates.
vi) Development of data base.
vii) Developing training module for IT related programmes.

o No of Posts: 01
o Remuneration per month: Rs.75,000 (Consolidated-Maximum)
o Desired qualification: Degree
Engineer in Information Technology /
Computer Science

o Age: 30-45 years as on 01.04.2015

o Field of Expertise: IT tools development for collection of data, report
generation, development and management of software particularly M and E
tools.
o Experience: 5 years in prototype designing and software development.

Supporting Staff

6.

The Supporting Staff would be responsible for :

(i) Data and File management, compilation of information / data.
(ii) Assist the Experts.
(iii) Any work assigned by the Directorate of Horticulture / Government.

No of Posts: 03
Remuneration per month: Rs.25,000 (Consolidated-Maximum)
Desired qualification: Bachelors degree in any stream, PGDCA
Age: 25-45 years as on 01.04.2015
Field of Expertise: Data, fund and office management, sound computer typing (Odiya
& English), MS Office, Internet, photoshop, corel draw, page maker, Tally etc.
Experience: 3 years in data, file and fund management; data compilation both in Msword & Ms-Excel; noting and drafting; Internet accessing etc.

In addition, the PMU staff shall work in group, actively assist/associate in preparation of
guidelines, developing training modules, preparing strategy paper for implementation of
the programme components, developing IEC material, field monitoring, coordination with
line department and creating clarity about the Programme, etc. and as may be assigned by
the Management Expert.

ANNEXURE-III
RECRUITMENT AND TERMINATION
The recruitment will be made through open advertisement Followed by Proficiency Test

The procedure for open advertisement is described below:

Step 1: Advertisement & Publicity:

1.

Advertisements will be issued in national level or/and Local newspaper.

For wider publicity and to attract competent and experienced professionals, it may
also be published in popular job web sites. Similarly, the same will be put up on the
website of the Government and Directorate of Horticulture. Full details of the
application form, terms of reference, sample contract document, etc. will be posted
on specified websites. The mode of sending application will be clearly indicated in
the advertisement. Self attested qualifying documents, should be submitted along
with the application.
Step 2: Short -listing of Applications

2.

Short-listing of candidates is to be made from applicants complying with the

qualifying standards on the following basis:
o Career marks: 60%
o Experience: 40%
The skill test of supporting staff only will be made before the candidates are
shortlisted for interview.
Short listed candidates will be informed through letter and email. Candidates will be
given at least 15 days time for the next stage.
3. Step 3: Personal Interview and Tests for Personality and Skills:

The selection of the candidates from the shortlisted candidates will be made basing
on the carrier, experience and interview as below:
o Career & Experience: 60 marks
o Interview: 40 marks
The exact modalities will be decided by the Director of Horticulture. The interview
board will be constituted with the following members:
1. Director of Horticulture- Chairman
2. Expert from respective field.
3. Head, CHES, Bhubaneswar
4. Representative of Government
5. Joint Director of Horticulture- Member Convener
Step 4: Issue of Offer Letters
The results of Step 3 will be individually informed to the candidates and selected
candidates will be given, a notice period time of up to 1 month to join, failing which
the next candidate on the panel will be offered the assignment. In specific cases and
after examining a written request from a candidate, the Director of Horticulture may
extend the time limit for joining suitably.
This engagement does not confer any right to a regular appointment at any time in the
PMU or any other State Govt. organizations; the engagement is purely temporary in

nature and shall not invite any legal recourse now or in the future.
Initially the appointment will be for a period of one year subject to verification of

Medical Certificate issued by medical officer not below the rank of Assistant
Surgeon in support of physical fitness.
Character certificate issued by two gazetted officers.
Relieve order, clearance certificate from previous employer, if employed.

3. Cessation/ Termination of Service

3.1

In case of conclusion of contract or termination of service or discharge, dismissal,

removal, or retirement from service an employee shall cease to be in the
employment of the Organization from the date of such termination of service. In
case of death, an employee shall cease to be in the employment of the Organization
with effect from the date following the day on which the death occurs.

3.2

During the course of the contract, an employee may be discharged from the service
of the Organization for sufficient reason by the competent authority without giving
any notice whatsoever, if found guilty of being involved in any sort of misconduct or
breach of contract terms. The service may also be terminated by giving thirty days'
notice in writing in that behalf or thirty days' total pay in lieu thereof by the either
side, if the employee is on probation; and by giving one month's notice in writing in
that behalf or one month's total pay in lieu thereof by the either side, if the
employee is on contract, provided that the Director of Horticulture may waive such
notice or payment in lieu thereof in specific cases at his discretion.

3.3. Upon termination of the Agreement, the staff shall be liable to hand over all the
assets and records of the project in his/her possession to any authorized officer.

4.

Consequence of Particulars being False or Suppressed

4.1

If any of the particulars given by an employee before or at the time of appointment

are subsequently found to be false or incorrect, or it is found that any of the
material particulars asked for have not been disclosed by him, the appointment
shall deemed to have been obtained on mis-representation and liable to be
terminated summarily by the Appointing Authority, and every such termination
shall be without prejudice to any other action that may be taken in respect thereof:
provided that in every such case an opportunity to show cause shall be given to the
employee concerned, before making an order of termination.

4.2

Any person aggrieved by an order of termination under sub rule 3.5 may file an
appeal to the authority higher than the Appointing Authority within thirty days of
the order and the Director of Horticulture may make such enquiry (or cause such
enquiry to be made) as he may deem fit and pass such orders thereon as may be
appropriate and every such decision of the Director of Horticulture shall be final.

ANNEXURE-IV

REMUNERATION AND ALLOWANCES

1.

Grade and Scale of Pay

The total emoluments (maximum) along with required qualifications for personnel to be
hired shall be as follows:
Designation of
post

Desired
Nos
qualification / field
of expertise

Management
Expert

Degree Engineer
with MBA
(Marketing)
Horticulture Post
Graduation
Chartered
Accountant
Refrigeration

80000

75000

75000

75000

Degree Engineer
/Information
Technology

75000

Data and fund

management

25000

Technical Expert
Financial Expert
Cold Storage
Expert
IT Expert

Supporting Staff

2.

Remuneration
Per Month
(Rs.)

Allowances:
The following kind of allowances may be granted to an employee in addition to the
pay in accordance with the provision of the rules during tour only:
i) Travel Allowance(TA)
ii) Daily Allowance (DA)

2.1

TA/DA at State Level

For contractual and all other employees travelling for bonafied works of PMU,
TA/DA/conveyance charges will be allowed as per Odisha TA Rules. Vehicles could be
hired for performance of official works with the permission of the Director of
Horticulture cum-Secretary, OHDS.
2.2

TA for attending Meetings, Seminars and Conferences.

As a general practice, when an employee is permitted by the Director of Horticulture

to attend meetings, seminars and conferences, he would be entitled to TA as on tour
as per the employee's entitlement. If any amount is payable by an outside agency to
the employee, the same will be adjusted while passing the TA bill.

2.3.

Purpose of TA Rules

Travelling allowance should be so regulated that it should not be a source of profit

to the recipient. It is in the nature of reimbursement of reasonable expenses
incurred by an employee on travel and on halts out of station on official duty.
2.4

TA Admissibility

Travelling allowance shall be admissible only for journeys in connection with the
bonafide work of the State Potato Mission. All journeys shall be authorized by the
Competent Authority.
2.5

Competent Authority

The Competent Authority for the purpose of these rules shall be as indicated below:
i)
iii)
2.6

Director of Horticulture
Management Expert

: Management Expert
: All employees of PMU

TA Advance

The Competent Authority may sanction an advance for hotel allowance, lodging
allowance, purchase of tickets, cash allowance, local conveyance and miscellaneous
expenses to an employee proceeding on tour not exceeding 90 percent of the total
estimated eligible expenditure. No advance will normally be granted if a previous
advance remains unadjusted/ unsettled (except under special circumstances). All
advances taken by the employees are to be settled within 30 days of tour/ travel. If
the particulars of advance are not settled within the specified thirty working days,
the advance outstanding shall be deducted from the subsequent month's salary of
the employee.
2.7. Submission of TA Bills
2.7.1

TA bills together with approved tour programme if not already submitted should be
submitted within 30 working days after return from tour.

2.7.2. If TA advance is drawn, excess if any, should be refunded immediately on return

from tour and in any case within fifteen working days there-from. If the particulars
of claim are not submitted within the specified thirty working days, the advance
outstanding shall be deducted from the subsequent month's salary of the employee.
2.8.

Disciplinary Action in case of Breach of TA Rules

Breach of any of the above TA Rules by an employee shall be treated as misconduct

and shall make him liable for disciplinary action.

During tour TA & DA will be regulated as under:

2.9.

The staff of PMU shall, for the purpose of T.A. be in the 1st Grade (For supporting
staff-3rd Grade) as admissible under the Odisha TA Rules, 1954. The entitlement will
be as follows:
i.

Actual travel expenses by public transport system by road in shortest route.

ii.

The DA shall be admissible only when the tour is performed beyond 8 km. of the

iii.

iv.

v.

2.10.

city/town limit of the headquarters and at a graduated rate as provided under

Odisha TA Rules.
In case the staff is allowed free boarding and lodging at the expense of the Govt.,
he shall be entitled to get 1/4th of the daily allowance admissible to him at the
station concerned. If only boarding or lodging is allowed free to such staff, he
may draw daily allowance at one half of the admissible rate.
Actual travel expenses by AC-II tier (For Supporting staff- Sleeper class) or
wherever destination is not connected by Rail, travel by public transport system
by road in shortest route.
The DA including accommodation (i.e. boarding, lodging, DA etc.) will be as per
Finance Department Office memorandum No. CS-II-5/2011- 16638/F. Dt.
02.04.2011 or amendment to it.

Mobile phone allowances:

All the employees will be required to have their own mobile hand-sets at own cost.
The monthly mobile allowance limit for each level is as below:

Sr.
No.
1
2
3

Position
Management Expert
All other Expert
Supporting Staff

Allowance for
Mobile Phone (Rs.)
500
300
100

ANNEXURE-V
LEAVES
1. Extent of Application
These Rules shall apply to all types of employees of PMU. The staff will not be entitled
to accumulate leave.

2. Right to Leave
The employee will not claim leave as a matter of right. When the exigencies of the
PMU's services so require, the discretion to refuse postpone, curtail or revoke leave
of any description or to recall to duty any employee already on leave shall rest with
the Competent Authority.

Kinds of Leave
Subject to the provision of these rules, the following kinds of leave only may be
granted to an employee. No other leave will be granted as the Mission wil be for 3
years only with desired goals:i)
ii)

3.1

Casual Leave
Sick Leave

Casual Leave (CL)

Casual leave may be granted up to a maximum of 15 days during a calendar year, to
be considered every six months. CL can be availed partly or fully at a stretch.
Saturdays, Sundays or any other Public Holiday, that falls within the CLs taken at a
time shall not be counted as CLs. In case of employees appointed during the course
of a year, casual leave may be allowed in proportion to the number of months
(including part months) the employee was in service during the period.

3.2 Sick Leave (SL)

Sick Leave can be granted to an employee up to 15 days during a year subject to the
satisfaction of the Competent Authority or production of Medical Certificate by the
employee. If Sick Leave is requested for more than 3 days, Medical Certificate has to
be produced. Sick Leave of more than 3 days will be supported with the prescription
/ certificate of the Civil Surgeon of the District General Hospital.

4.

Powers to refuse leave or recall an employee on leave

Leave cannot be claimed as a matter of right by any employee. When the exigencies
of the organisation so require, discretion to refuse or revoke leave of any description
is reserved with the authority empowered to grant it. Similarly, an employee already
on leave may be recalled by such authority when such an action is considered
necessary in the interest of the Organization.

Lapse of leave on cessation of service

Leave earned by an employee shall lapse on the day on which he ceases to be in the
service. This will be applicable in case of voluntary resignation and/ or termination.

6.

Interpretation and Relaxations

In case of doubt regarding the interpretation and applicability of these rules, the
orders of the Director of Horticulture shall be final. The Director of Horticulture shall,
in his discretion, be competent to relax the rules in particular cases where in his
opinion such relaxation is necessary or justified.

ANNEXURE-VI

DISCIPLINARY RULES
1

Obligation to Abide by Rules and Regulations

Every employee of PMU shall at all times be bound to abide by these Rules and any
other regulations, schemes or orders, that may be framed by the Government /
Director of Horticulture / Management Expert or an authority duly authorized in this
behalf. These rules are applicable to the employees and without prejudice to the
generality of this basic obligation, and shall at all times:
i)
ii)
iii)
iv)

Maintain absolute integrity;

Exhibit devotion to duty and obey official instructions and all instructions
from superiors whether oral or written;
Maintain fidelity;
Take all possible steps to ensure the integrity and devotion to duty of all
employees for the time being under his control or authority.

Obligation to Maintain Secrecy

Every employee of PMU shall be bound to maintain secrecy and shall not divulge any
information coming to his knowledge in the course of his duties or otherwise which,
as would adversely affect or embarrass PMU in any manner, and this restriction shall
continue to apply to every employee even after his ceasing to be in service by
retirement or otherwise.

Absence without Justification and Consequences Thereof

3.1

Two or more employees taking casual leave in concert with a view to disrupt work in
any manner shall be deemed to be involved in misconduct and be punishable as
such.

3.2

Without prejudice to any disciplinary action that may be taken for misconduct, the
absence of any employee under circumstances set out in sub-rule 6.3.1 or absence
from duty without justification or without taking prior permission from the
appropriate authority shall entail the following consequences unless viewed
otherwise by the Competent Authority:

3.3

i)

No pay and allowance shall be payable for the period of such absence;

ii)

The period of absence, unless condoned by the Competent Authority, shall

result in break in service and postpone the date of next increment for a
period equivalent to such period of absence;

iii)

The leave at the credit of the employee shall not lapse for the reason of such
absence, but the period of absence shall not be counted for the purpose of
eligibility of leave of any type;

In relation to any absence falling within the scope of sub rule 6.3.1 and 6.3.2, the

Competent Authority shall give notice to the employee seeking an explanation for
his absence and after considering the reply received, if any, shall pass such order in
respect of the absence referred to in sub-rule 6.3.2 as it may deem fit.
3.4

A copy of every order passed by the Competent Authority under sub rule 6.3.3 shall
be given to the employee and the employee may, within thirty days of the receipt of
the order, file an appeal to the Director of Horticulture through proper channel. In
case an appeal is preferred, the Director of Horticulture may consider whether the
consequences imposed are excessive or inadequate and shall pass appropriate
orders, as far as possible, within 90 days of the date of appeal, confirming, modifying
or setting aside the orders passed by the Competent Authority with such directions
as he may deem fit and every such order shall be final.

4.

Employees to Promote Interest of PMU

Every employee shall serve PMU honestly and faithfully and shall make utmost
efforts to promote the interests of PMU and of the organisations which are
interrelated, created or promoted by PMU and shall do nothing which would
damage the image, policy, programmes or activities of PMU.

Prohibition against Participation in Election

5.1

No employee of PMU shall take part in any election of legislature or of any local
authority.

5.2

Nothing contained in sub-rule 6.5.1 shall be deemed to affect the right of any
employee to vote at an election and where he does so, he shall give no indication of
the manner in which he proposes to vote or has voted.

5.3

Every employee shall strictly refrain from being a worker of any political party.

5.4

If any question arises whether any conduct falls within the scope of these rules, the
decision of the Director of Horticulture shall be final and binding.

6.

Connection with Press or Other Media

No employee shall, except with the prior permission from the Management Expert
or any executive authorised by him in this behalf, participate in radio or TV
broadcast, or contribute any article or write any letter either in his own name or
anonymously, pseudonymously or in the name of any other person, to any
newspaper or periodical; provided that no such permission shall be required if such
broadcast or contribution is of a purely academic or artistic character and in no way
connected with the activities of PMU.

7.

Private Trade or Employment Prohibited

No employee shall, except with the previous sanction of the Director of Horticulture,
engage directly or indirectly in any employment, trade or business or undertake any
manufacturing, construction or contract carrying remuneration, commission or any
such monetary benefits or accept other part time or full time employment.

8.

Gifts
No employee of PMU shall accept or permit any member of his family or any other
person acting on his behalf to accept any gift from any person or organisation having
official dealings with PMU.
Explanation: The expression "gift" shall include free transport, boarding, lodging or
other service or any other pecuniary advantage when provided by any person other
than a near relative or a personal friend having no official dealings with the
employee, but does not include gifts such as calendar, dairy' or other mementoes.

9.

Grievance Handling Procedure

9.1

Any employee desirous of seeking redress of grievance arising out of his

employment or relating to unfair or frequent ill treatment by a superior may submit
a written complaint to the Competent Authority or any other officer appointed on
his behalf for this purpose.

9.2

The Competent Authority or officer appointed by him shall personally investigate the
complaint at such times and places as he may fix. The complainant shall have a right
to be present at such investigation. The Investigating Officer shall complete the
inquiry, as far as possible within three months from the date of complaint. After the
inquiry, the Investigating Officer shall prepare the report and submit to the
Competent Authority for necessary action. A copy of the report shall also be
provided to the complainant.

10.

Misconduct
Without prejudice to the generality of the term "misconduct", the following acts,
omissions and commissions shall be treated as misconduct:
i)

Insubordination or disobedience of superior, whether alone or in

combination with others or instigation thereof or any such act.

ii)

Striking work either singly or with other employees in contravention of these

rules or any other law for the time being in force or inciting any employee to
strike work or go slow.

iii)

Theft, fraud or dishonesty or wilful damage or causing loss in connection with

the business activity or of goods or property of PMU or any other
organization connected with PMU.

iv)

Taking or giving bribe or any type of illegal gratification whatsoever or

accepting valuable presents, or borrowing of money from a subordinate or
colleague or any other person having dealings with PMU or its related
organizations.

v)

Having by himself or on his behalf by another person pecuniary resources or

property disproportionate to the known sources of income of the employee
that cannot be satisfactorily accounted for.

vi)

Absences without leave or overstaying beyond the sanctioned leave without

obtaining permission from or consent of the Competent Authority.

vii)

Drunkenness or riotous or disorderly or indecent behaviour while in the

premises of PMU, or outside such premises where such behaviour is related
to or connected with the employment.

viii)

Commission of any act which amounts to criminal offence including the

offence involving moral turpitude.

ix)

Neglect of work or negligence in the performance of duties.

x)

Use of insulting or abusive language, assault or threat of an assault,

intimidation or coercion within the premises of PMU against any employee or
against any other person authorized to work in PMU and any such act outside
the premises if it directly affects the discipline of PMU.

xi)

Disclosure by an employee to any unauthorized person any information

regarding the working of process or business of PMU which comes into his
possession or his notice during the course of his employment in PMU.

xii)

Refusal to accept or take notice of any charge-sheet, order or any other

communication served either in person or in due course by post or by
notification on the notice board of PMU.

xiii.) Conviction by a court of law for any criminal offence including offence
involving moral turpitude.
xiv) Deliberately making a false statement before a superior.
xv)

Falsification of records or defalcation or the forging of the signature of any

person.

xvi) Impersonation.
xvii) Indulging in political activity at any time within the premises of PMU or in any
other manner violating the provisions of PMU's rules by being or bringing or
allowing a. political worker or otherwise.
xviii) Furnishing false information regarding name, age, father's name, qualification,
ability or previous service or any other matter germane to the employment at
the time of
employment or giving false information or misleading data
when physical fitness examination record is made.
xix) Failure to attend to work on Sundays or holidays or any other time when
required to do so.
xx)

Any act of bad faith against PMU or any act which is prejudicial to the interest
of PMU.

xxi) Absence from appointed place of work without permission or without

sufficient cause.
xxii) Sexual harassment of women employees including such unwelcome sexually
determined behaviour (whether directly or by implication) as physical contact
and advances, demand and request for sexual favours, sexually coloured
remarks, showing pornography and any other unwelcome (physical, verbal
and non-verbal) conduct of sexual nature at the work place.

ANNEXURE-VII

MISCELLANEOUS
1.

Working Hours
Normally, the working hours notified by the Government of Odisha will be
applicable.

2.

Enforcement of the law

Director Of Horticulture or any competent authority, to which powers have been
delegated, will have all the powers to enforce the OGFR Rules.

4.

Certificate on cessation of service

On cessation of service of an employee, Director of Horticulture will issue a
certificate declaring cessation of the service of the employee with PMU. After
cessation of service of such an employee with PMU, Director of Horticulture will not
be responsible/ liable for any of his/ her action.

5.

Fitness for Work

Director of Horticulture will have absolute powers to judge and declare the fitness of
any person working or proposed to work with PMU as fit or unfit for any particular
job/ assignment in PMU without assigning any reason. His decision in the matter will
be final and binding.