SELECTION

HUBLAL JAGAN
PPM NAIR

SELECTION
THE PROMOTION OF THE STAFF WITHIN
GROUP C BY SELECTION , FROM GROUP
D TO C AND

NON-SELECTION IS

REGULATED BY PROVISION CONTAINED IN

SECTION B Of CHAPTER-II OF INDIAN
RAILWAY ESTABLISHMENT MANUAL, VOL, I ,
1989.

selection and transparency

Collective responsibility of all members
1 Every committee member shall read
RAILWAY BOARD circular E(NG)/1-98/PM1/7 DATED 20-10-1999 (RBE 272/99)
2 all committee member give an
acknowledgement that he had read
instruction cited above and panel is
drawn accordingly (RBE 57/2013)

Percentage-wise, the cases taken up for

analytical
study fall under the following categories in
terms of
misconduct alleged

(i) irregularities in award of

tenders/contracts : 34%
(ii) Do selections /apptt, promotions etc :
17%
(iii) -do- purchases :
17%
(iv) others (miscellaneous) :
32%

Promotion
Promotion include
a) from lower grade to higher grade
b) from one class to another class
c) R S only promoted if found fit to
perform duty attached to higher posts
d) unless specifically provided otherwise
promotion shall be made without any
regard for communal or racial consideration

Meaning of selection
1. Screening of eligible employee.
2. Selection by selection board.
3. Written test and viva voce or viva voce is must.
4. To test professional ability.
5. Panel on Merit / seniority.
6. Promotion from lower grade to higher grade

CLASSIFICATION OF POSTS
There are two category /posts
1
Selection/ General selection
2 Non selection
1 Selection posts are
A) Selection posts or grades or classes
which has been notified with the
approval of RAILWAY BOARD

 B)

It is clear from the above that the

General Managers,
Heads of Department or
the Divisional Railway Managers

do not have any discretion to decide

post as selection or non-selection

C) Selection posts filled on basis of merit or seniority,

D) selection board constituted by the competent authority
,not less the than D R M/ADRM or CWM

D)

Instructions issued by the Board in the matter

of

classification of posts as selection and non- selection have

to be followed

 e)

The decision of any other

authority to classify a post as

Selection or non-selection even
temporarily is against the Rules.

EXAMPLE 1
I

ASM
60 %

II

FROM GR C TO GR C POSTS

GP 2800)
DRQ

15%

LDCE

25%

general selection

S M GP 4200/ 1OO% PROMOTION

SEECTIONIII

S M GP 4600/

SELECTION*

-NON

EXAMPLE 2

FOR

GR D TO GR C

POSTS
TNC ,TC ,COMM CLERK, OFFICE CLERK
A)

GP 1900/

50% D R QUOTA

B) 33 .33% PROMOTION BY SELECTION, where no AVC is

available
C) 16.66% PROMOTION ON MERIT FROM

CONCERNED

SENIORITY ON THE BASIS OF COMPETITIVE

EXAMINATION

GOODS GUARD
60%

GP 2800/

GENERAL SELECTION- SERVING REGULAR

EMPLOYEE WITH 3 YEAR SERVICE

25% DIRECT RECRUITMENT
15% LDCE - GRADUATE -3 YEAR SERVICE WITH 40year
(45year for SC/ST)

EXAMPLE 3
25% of the post in the category of Station Masters grade
Rs. GP 4200 will be filled by
induction of Traffic Apprentices of which 15% will be
from the open market through the Railway Recruitment
Boards
and 10% from amongst the serving (non-Ministerial)
graduates through
limited Departmental Competitive Examinations.

LIBRISATION OF GDCE SCCHEME TO GIVE

CHANCE TO BRILLANT STAFF RECRUITED
THROUGH RRC
.1

Scheme of GDCE has been enhanced

from 25% to

50% OF DR quota

vacancies.
2 Personal approval of GENERAL MANAGER IS
NECESSARY.
3 It is fast track committee decision.
4 RRC recruited candidate in GP 1800/
5 RBE 101/2014 Dated 16-9-2014

NON SELECTION

A)

PROMOTION ON BASIS OF

SENIORITY CUM SUITABLITY

B)

TRADE TEST

C) WRITTEN SUITABILITY

Diversion of Unfilled vacancy of selection

1 Unfilled vacancy in promotion quota
2 Such vacancy carry forward to LDCE/GDCE
3 Unfilled vacancy in LDCE/GDCE carry forward
to DIRECT RECRUITMENT
RBE 97/2014 DATED 10-09-2014

Selection process
1. Annually in a regular manner.
2. selection shall be on merit /

seniority

based
3. positive act of selection on basis of rule
4 A time gap of six months is required between
prescribe
selection
to be observed

4 Time gap of six month can be

relaxed with the approval of
GENERAL MANAGER in case safety
posts
5 This six month period may be
counted from date approval of panel
6 This relaxation shall be in interest of
administration and power exercise
by G M personally.

Selection calendar
Category and grade,
Date of issue of notification
Date of calling of service records
Date of holding of written exam
Date of holding supplementary examination
Dates of holding interview
Date of obtaining approval of competent authority.
Date of notification of panel.

Stages in selection
1
2

Assessment of vacancies
Obtaining approval of the competent authority for assessment of
vacancies.
3 Conducting of written test and/ or viva-voce as a part of the
selection.
4 Evaluation of answer sheets in the case of written test.
5 Meeting of the Selection Board to assess the comparative merits
of the Candidates and to give recommendations.
6 Acceptance of the recommendations and publication of panel.
7 Maintenance of panel.

10
11

Amendment to and representation against panel.

Promotion after empanelment.
S election of Persons on deputation abroad
Automatic empanelment.

12
Removal of the name or reversion of an employee from the panel.

13

14

Effects of Refusal of Promotions.

Erroneous Promotion.

Assessment of vacancies
1

existing vacancies plus

2 Anticipated vacancies FOR NEXT 15 MONTH INCLUDE

a)

Superannuation, and voluntary retirement.

b) Deputation.
c)

staff empanelment against ex cadre post.

d)

Newly sanction post.

E) Vacancies in higher grade.

f) Transfer to other seniority unit.

note

i) inflation of vacancies UNLESS Assessment is

ab initio is wrong.
ii) Changing of vacancies is highly irregular

RESERVATION POINTS
1 ROSTER POINT MAY OBSERVED

2 POSTS BASED ROSTER

L type and rotational

or

replacement roster

3 RESERVATION APPLICABLE TO THE SC/ ST IN

PROMOTION
4
5
6

verification of assessment by RP CELL

approval of assessment
notification

PROMOTIONAL
Cad Initi 1st
re
al
Stre App.
ngth

2nd

3rd

4th

5th

6th

7th

8th

9th

10th 11th 12th 13th 14th

1.

UR

UR

UR

SC

UR

UR

UR

ST

UR

UR

UR

SC

UR

UR

2.

UR

UR

SC

UR

UR

UR

ST

UR

UR

UR

SC

UR

UR

UR

3.

UR

SC

UR

UR

UR

ST

UR

UR

UR

SC

UR

UR

UR

4.

SC

UR

UR

UR

ST

UR

UR

UR

SC

UR

UR

UR

5.

UR

UR

UR

ST

UR

UR

UR

SC

UR

UR

UR

6.

UR

UR

ST

UR

UR

UR

SC

UR

UR

UR

7.

UR

ST

UR

UR

UR

SC

UR

UR

UR

8.

ST

UR

UR

UR

SC

UR

UR

UR

9.

UR

UR

UR

SC

UR

UR

UR

10.

UR

UR

SC

UR

UR

UR

11.

UR

SC

UR

UR

UR

12.

SC

UR

UR

UR

13.

UR

UR

UR

14.

UR

UR

UR

Annexure -II of letter No. 95-E(SCT)/1/49/5(2) dated 21.08.1997 (RBE 114/97

FOR PROMOTION POST BASED MODEL POSTER FOR 15 POSTS AND ABOVE FOR GROUP C & D
POSTS.
Sl. No.

No. of posts

Roster Points Reserved

SCs

STs

15%

7.5%

15

4, 12 = (2)

8(1)

16

-do-

-do-

17

4, 12, 17 = (3)

-do-

18

-do-

-do-

19

-do-

-do-

20

-do-

8, 20 = (2)

21

-do-

-do-

22

-do-

-do-

23

-do-

-do-

10

24

4, 12, 17, 24 = (4)

-do-

-do-

-do-

11

25

12

26

-do-

-do-

13

27

-do-

-do-

14

28

-do-

-do-

15

29

-do-

-do-

16

30

4, 12, 17, 24, 30 = (5)

-do-

SELECTION BOARD:
1.

purpose of constituting a Selection Board .

2.

Competent authority for constitution of selection

board (PHOD/Head quarter.

DRM/ADRM- DIV) CWM IN

W/SHOP)
3.

change of officer in selection board is not allowed

4.

Responsibility of all the member.

5.

selection board consist of three member.

For GP4200/and above

JAG

grade officer and for

other senior scale.

7

Personnel officer will one grade lower,but equal to

other member

8.

none should be subordinate to each other.

9.

Personnel Deptt ( two from personnel + one

from other deptt)

10. Other deptt

( 1 personnel +2 from other

deptt).
11

One member shall be SC/ST and mandatory.

12 Nomination of setting /evaluating of question

paper

SELECTION COMMITTEE

WHERE 10 OR MORE VAC EXISTS

COMPOSTION OF COMMITTEE:
1 MEMBER FROM SC/ST
1 MEMBER FROM OBC AND 1 MEMBER
FROM MINOR COMMUNITY
1 MEMBER FROM GENERAL COMMUNITY
OR MINORITY
OR SC/ST/OBC INCLUDING LADY
MENBER

RBE 03/2015

Staff eligible to be called for selection

1.

Three times candidates of vacancies to be called for general candidate, and five times for
SC/ST

2.Employee having less than two service may be called for ,but order of promotion may be issued
after completion two year.
3.Conditions of two year may be relaxed with personal approval of General Manager in the interest

of administration

. At least one year service is necessary

4.Two year regular service is necessary for promotion

5.Adhoc service followed by regular counted for two year service

PROCESS OF SELECTION
Written test followed by a viva. *
Viva Voice Only.
Do away with written test is wrong.
Notification of eligibility
Notice for written examination.

Setting of question paper

1) Competent authority may nominate officer who
a. set the question paper
b) evaluate the answer sheet
c). Concern departmental officer or other
2) 50 %(45-55%) Marks should be objective only.
3 Question paper indicate total marks as well as
marks for each questions.
4) Officer to the subordinate is not allowed to set Q P
5 Even Cyclostyle, making photo copy, sealing of
the question paper is not allowed to subordinate

OBJECTIVE TYPE QUESTION

a) Multiple choice questions.
b) Answer in yes or no
c) Fill in the blanks ( maximum four words)
d) Match the following; and
e) Any other type of question(s) for which
answer is to be given in one word/phrase.

Selection process and official language

Option of Hindi
Question paper in bilingual
English, if necessary may be tested
separately
10 percent marks on official
language policy / rules.
One officer of selection Board should
have working knowledge of Hindi.
Regional languages in lieu of English

TRAINING TO THE SC/ST

CONDIDATES
1

Pre selection

2 Pre Promotion training for few

category*
3

Entire Syllabus

Pre-selection {for a period of 3-4 weeks }

for safety categories for candidates belonging to SC/ST communities
should be arranged in the Zonal Training Schools or the System
Training schools.
This training should cover the entire syllabus prescribed for the
written examination

EVALUATION OF ANSWER
SHEETS
Coding and decoding Dummy role no:
on fly leave(RBE No:82/2010)
Name or any type of sign or roll number
Key of the question paper
Erasing, cutting, overwriting ( RBE
29/2009 )
Scoring off a ticked answer in multiplechoice and ticking another answer, and ,
Modifying the answer***

Key of the question paper

1 Question paper setter shall make

available probable answer/important
point of narrative type question
2 for objective type question , question
paper setter give exact answer to
evaluater in one word or pharse ,as the
case may be.
Railway board letter no E(NG)I2005/PM1/16 Dated 27-08-2014
RBE 90/2014

 Review of own evaluation

No grace marks.
Marks being awarded for wrong
answer
Alteration of marks without any
uniformity

 No use of pencil for marking

Uniformity of evaluation be ensured
No individual grace mark be awarded
If extra question is attempted then
last attempted is to be ignored

Tabulation of Marks.
Excess question
Decimal marks
Summary of marks.
Change in marks after evaluation is
highly irregular

Answer Sheet Evaluation

This is the Major source of
trouble
REASONS
Mistakes
Over confidence
Trying to be lenient as an after thought
Trying to help the UNKNOWN, with the
best of intentions

Evaluation on lesser marks due to confusion in Max Marks

Correction in Type Test

Question not strictly

objective
Not Objective

Not Objective

Modification in Tabular
Sheet

Marks actually 3 modified to 5 in

Tabular statement in (previous slide)

Corrections

Corrections

IMPORTANT FOR
CORRECTION
In both objective as well as narrative type
question paper ,if genuinely warranted a
correction may done by evaluator by
striking the original marks and fresh
mark shall attested and counter signed .
RBE 26/2014

Eligibility for passing

Not less than 60% of marks in written
test.
No relaxation to SC/ST communities
in safety category.**
Non safety category
a) 50% of marks for U R
b)40% marks , (10% relaxation for
sc/st)
c) 20% or above of marks for best
among failure for sc/st

Evaluation by the selection board

in the viva-voce or scrutiny of
service record

None relative certificate.

All paper including confidential report
Single evaluation sheet
No individual assessment.
No marks on the junior / senior basis
Selection proceeding
Awarding marks on the date of viva-voce.
Pending DAR

 No notional marks to ex-cadre post.

No notional marks added to final
result.
Empanelment subject to securing
60% in professionals ability and 60%
in aggregate

Seniority
HOW TO CALCULATE MARKS FOR
SENIORITY
20
X
A
X= Length of total service
A= Length of service of senior most
in seniority

Record of service
CR for the last 3 years to be considered
Though Board has not issued mandatory
instructions the following marking for CR
can be done:
-O: 5
-VG: 4
-G:
3
-A:
2
Mark can be increased or decreased for
award /punishments per committee
criteria
Service Book should also be scrutinized

Where minimum residency period for promotion to

the next higher grade is two years and the ACR for
the third year is not available, average marks of the
last two ACRs be taken into account for the purpose
of ACR for the third year,
so that all eligible candidates having rendered
minimum two years of service are considered for
selection to the next higher grade.No. E(NG)l2012/PM1/5 dated 30.08.2013)---ACS No.226

Delay in evaluation
Delay if exceeding two month should
be reported to DRM
Delay beyond three month be
reported to GM

EVALUATION
NOTE

OF ANSWER SHEET

1 Evaluating the answer sheets with the fly leaves and

without dummy roll numbers is not allowed.

Evaluation of answer sheets even without fly leaves

and with dummy roll numbers where the candidate has
written his name or roll number in the other sheets of the
answer booklet is also not allowed.
2

Proper and uniform evaluation of the answer sheets, especially for

narrative type of answers should be ensured.

In order to achieve this objective the officer evaluating the answer sheets
before starting the evaluation should keep ready the correct answers for
the questions, separately for the objective and narrative type and then
evaluate the answer sheets with reference to these answers.

NOTE 5

: It is wrong practice to first assign the marks with a pencil and

marking in ink thereafter. Sometimes, the mars given in pencil, and in ink
differ.
NOTE 6

: Corrections in the marks once, given for the question, erasing,

cutting, overwriting, etc. are not allowed.

NOTE (7)

It is wrong tendency on the part of the evaluating officer to

review their own evaluation and to award the marks keeping in
mind the percentage of pass marks with a view to bringing more
candidates into the zone for viva-voce test.
The marks have to be awarded strictly based on the correctness
and contents of the answers given by the candidates.
8

The evaluating officer should not resort to awarding of any

grace marks to individual candidates.

(PARA 219(d) of IREM)

NOTE (9):
Moderation can be resorted to by the Selection Board or
with the approval of the authority competent to accept the
recommendations of the Selection Board, viz. DRM and
PHODS.
However, this has to be done before the dummy
numbers

are

decoded.

Otherwise

the

identity

of

the

candidates will be known to the Selection Board and there is

chance of moderation being resorted to help a particular
candidate.

10

After the evaluation is over the evaluating officer should tabulate

the marks for each question and do the totaling.

11

This is to ensure that only the required number of questions are

answered and evaluated and totaling of the marks is correct. It has to
be ensured by the evaluating officer that there are no erasers, cutting
or over-writing or mistake in totaling the marks granted to the
candidates.

NOTE 12

: It is often observed that one of the points emerging out of

the vigilance investigation is on evaluation of answer sheets pertaining

to omission and commission of the marks. it is essential that whenever
the answer sheets are sent for evaluation , necessary instruction may be
given.

 ELIGIBILITY FOR PASSING

All the candidates who secure not less than 60% marks in the written
test should be called for the viva-voce test. Since the marks for written
test are 35 a candidate has to secure 21 marks out of 35 to be eligible
for being called for viva-voce .
ELIGIBILITY MARKS FOR SC/ST CANDIDATES
i) Safety Categories
No

relaxation

is

allowed

for

candidates

belonging

to

SC/ST

Communities. They have to obtain 60% marks in the written test to

qualify for being called for viva-voce.

ELIGIBILITY BY ADDING NOTIONAL SENIORITY MARKS

60% of the total of the marks prescribed for the

written test and

for Seniority will also be the basis for calling staff for the viva-voce.
( PARA 219(g) of IREM)

NOTE:
It may so happen that when the marks secured by a candidate, in the
written test are reduced to 35 and then the notional seniority marks added
the total of the marks thus obtained may not be less 60% as illustrated in
the following example:

Assuming that 15 candidates are called for the written test for five posts, the position of the first and
the fifteenth candidates will be as under:-

Assuming that 15 candidates are called for the written test for five, the
position of the first and the fifteenth candidates will be as under:Candidatepo % Marks in Marks
sts
Written
reducedto
Test
35

Notional
Seniority
Marks

% of Written +
Seniority Marks

15 *

61 ( i.e. 30.7
out of 50 )

45

15.7

Remarks

Not eligible for viva-voce on the basis of

written exam marks . But eligible to be
called

for

on

the

basis

of

adding

notional seniority marks.

15

60

21

52 (i.e. 26
out of 50 )

Even though the candidate has not

secured

60%

marks

after

adding

notional seniority marks he is eligible

for viva-voce by virtue of his securing
60% marks in the written test alone.

REVISE RULES GOVERNING THE PROMOTION

OF GR C ------ CORRECTION SLIP 183 RBE
35/06
HEADING
MAXIMUM MARKS
QUALIFIYING
MARKS
I) PROFESSIONAL
ABILITY

50

30

II) RECORD OF
SERVICE

30

III) SENIORITY

20

TOTAL

100

60

SELECTION FOR LOCO PILOTS AND ASM ( APTITUDE TEST)

HEADING

MAXIMUM
MARKS

QUALIFYING
MARKS

PROFESSIONAL ABILITY

50

30

RECORD OF SERVICE

30

APTITUDE TEST

20

MINIMUM CUT
OFF DECIDED
BY RDSO

TOTAL

100

60

MARKS FOR SELECTION to GR D TO GR C POSTS

A)
WRITTEN TEST
85 MARKS
B)
RECORD OF SERVICE
15 MARKS

 EVALUATION BY THE SELECTION BOARD IN THE VIVA-VOCE

Members of the Selection Board have to record a certificate that

none of their close relation is under consideration for promotion
and that they have no interest in any candidate.
Close relation means - parents, sons, brothers, sisters, nephews,
nieces, uncles/aunts, mother-in-law, fatherin-law, sons-in-law,
daughter-in-law, brother-in-law, sister-in-law and fist cousins

Before the Selection Board assembles to make the selection, all the
papers connected

with

the proposed

selection

including the

confidential reports and the qualifications prescribed for the post

under consideration should be circulated for the information of the
members of the Selection Board.

There should be a single evaluation sheet to be signed by all members of the

Selection Board. All the members should also attest corrections in the evaluation
sheet.
(sub-para (f) of para 219 of IREM)

NOTE (1): The procedure of assessment of marks by the individual

members of the Selection Board as outlined in Para 219(f) of IREM has
been modified and single evaluation shoot has been introduced.

NOTE (2) : It is necessary to give adequate notice, say a minimum of

one week to the successful candidates to attend the interview.

NOTE (3):
There should not be any deliberate attempt on the part of the
Selection Board to award less marks to candidates who are
junior in the zone of consideration.
For example if for 10 posts, 20 candidates qualify the
written test the first 10 candidates have been given 60% and
above marks and the candidates who are at 11th and onwards
are granted marks less than 60%.
Awarding of marks should be based on the merits and
the performance of the candidates rather than seniority
position.
NOTE (4):
There should be no cutting and erasing in the marks
statement.
NOTE (5):
There should be no delay in drafting the selection proceedings
nor the job of drafting the selection proceedings should be
left to some one, who is not a member of the Selection Board.

NOTE (6): Awarding the marks and signing the marks statement
should take place on the date of viva-voce.
NOTE (7): Consideration of the candidates without the
availability of the latest confidential reports or complete
service records is not in order.
NOTE (8): Conducting the selection proceedings without
ascertaining whether the employees are facing any major
penalty proceeding is also not in order.
NOTE (9): Similarly, inclusion of names of employees who
were facing major penalty proceedings in the panel is not in
order.
NOTE (10): It should be ensured that only those candidates
who obtain 60% marks in professional ability and 60% in
aggregate, (or with relaxed standard for SC/ST candidates
wherever permissible) are placed in the panel.

11.
Marks are to be awarded by the Selection Board under the following
heads:
PROFESSIONAL ABILITY
A) PROFESSIONAL ABILITY WILL CARRY A TOTAL OF 50 MARKS.
B) RECORD OF SERVICE
C)

SENIORITY

ELIGIBILITY FOR EMPANELMENT

An employee must secure not less than 60% (30 out of 50) in the
professional ability and not less than 60% in the aggregate to be eligible to be
empanelled.
(Note (iii) below PARA 219(g) of IREM)
NOTE (i) : Even if a candidate secures 60% in overall aggregate but does not
secure 60% in professional ability and viva-voce, he cannot be included in the
panel.
Note (ii) : A person who fails in the pyscho-test is not eligible to be included in the
panel/ suitability list.

OUTSTANDING CONDIDATES

The names of candidates selected for empanelment should be arranged

in the order of seniority. Those securing 80% marks or more in the
aggregate should be classified as outstanding and allowed to super cede
50% of the number of his seniors in the field of eligibility. PARA 219(i)
of IREM

For example
if, for forming a panel for 8 vacancies 24 employees are called
for viva, Then
if the 13th man is categorized as outstanding (i.e. he obtains
80% marks) his seniors are 12 in number and he can gain 6
places and will be placed at seventh in the panel.
If the 24th candidate is Categorized as outstanding he will
gain 13 places.

Since there are only 8 vacancies he will not find a place

on the panel.

note

selection procedure for general posts, PANEL

IS FORMED ON MERIT
For

general posts, i.e., those outside the normal

channel ofpromotion for which candidates are called

from differentcategories whether in the same
department or from differentdepartments and where
zone of consideration is not confinedto three times the
number of staff to be empanelled, the selection
procedure should be as under:RBE 113/2009

The final panel should be drawn up in the

order of merit basedon aggregate marks of
'Professional ability' and 'Record ofservice'.
However, a candidate must secure a minimum
of 60% marks in 'Professional ability' and 60%
marks in the aggregate,for being placed on
the panel. There will be no classification
ofcandidates as 'Outstanding'.
(Authority: Railway Board's letter No. E (NG) l-

RBE

Panel
according to
seniority who
qualified
RBE 43/2015

17/2014

CONSIDERATION OF EMPLOYEES UNDER

SUSPENSION OR AGAINST WHOM

DEPARTMENTAL/CRIMINAL PROCEEDINGS ARE PENDING (SEAL COVER)

Railway servants who are under

1)

suspension,

2)

in respect of whom a charge sheet for major penalty has been issued

and
3)

disciplinary proceedings are pending and

those against whom prosecution for criminal charge are pending

should also be called with other eligible candidates for the selection and
their suitability for promotion as well as the merit position in the panel
should be assessed as in the ordinary AND KEPT IN SEAL COVER
[Board's letter No. E(D&A)92 RG 6-149(A) dated 21.1.93 (RBE 13/1993)]

Impact of Penalties on Promotion

1 Penalty
2 Censure

Calling for
selection
May be called

Promotion
May be promoted

3 Stoppage of promotionMay not be called Not to be promoted

4 Recovery pecuniary
loss
5 Withholding of
Pass/PTO
6 Withholding of
Increments
7 Reduction to lower
stage (penalty 3b & v)
8

May be called

May be promoted

May be called

May be promoted

May be called

May be promoted

May be called

Not to be promoted
during the penalty
period

Reduction to lower Pay Do

Band

do

Formation of panel
1.
2
3

Panel arranged in order of seniority

notified after approval of competent authority.
SC/ST condidate are treated as own merit ,if

coming against UR vacancy

4
5

Currency of the panel for a period of 2 years

Amendment/cancellation

Supplementary selection
1. Employee who had not be relieved
by the administration.
2. Sickness of the employees
3. Situation beyond control of the
employee

Supplementary selection
Should be attended by the same official as far as
possible
Normally not more than one
supplementary selection to cater to the absentees
Second supplementary only with the approval of
the CPO

Cancellation of selection- RBE 35/09

Main
examination

Supplementary
examination

Only viva voce

If irregularity only
x
If irregularity
x

If irregularity only
x

representation
Disposed off Within a period of 2
months
Representation from the Union may
be dispose within 15 days.

Currency of the panel

Currency of panel is valid for two
year
debar for promotion
Deletion of name from panel

Amend mend in panel

Once panel approved ,normally not
cancelled
Approval of higher authority ,who
had approve the panel.

------------*******************---------

Procedure for filling of the non

selection post.
1. By review
2. Performance Report
3. Holding a written test
Assessment of vacancy
No. of persons to be called
Holding of suitability test
Qualifying marks
50% for Gen 40% for SC/ST
Selection List

Trade Test
1.Passing trade test in essential to artisan
category
2.TTO and TTS
3.Practical and oral test
4.Qualifing marks
(a)Practical mark 36 out of 60 (30 for Sc/St)
(b)Oral marks 15 mark out of 40 (11 for
Sc/St)
5.Approval of JAG Officer

Trade test contd.

Qualifying mark in trade test

total mark qualifying

mark
Practical
60
36
Oral
40
15
Total
100
51
For SC/ST 30 in stead of 36 and 11 in
stead of 15 for other than safety
category

GOOD TEAM AND BAD TEAM

THANK
S