Harish-Chandra Research Institute
Scheme for Promotion
of Non-Academic staff members of the Institute
(As approved by the Governing Council on 8th August 2008 and
amended by the Governing Council on 11th March 2010
consequent upon implementation of 6th CPC w.e.f. 1st January, 2006)
The Scheme is based on a Committee’s (comprising of Professors Sumathi Rao, Raj Gandhi, S. Panda and Mr. S. Kashalkar) recommendation, which met on 6th February 2004, and as modified and approved by the Governing Council on 8th August 2008.
The Scheme will be effective from the original date of placing the Scheme before the Council i.e. 26.2.2004 and all the eligible non-academic staff members will get the financial benefit of this promotion from the date on which the scheme is being effective, if they are otherwise found fit for promotion by the selection committee and competent authority from that date or the date of promotion whichever is later. The scheme for promotion of Non-Academic members of the Institute is intended to cover the following categories :
(a) Scientific & Technical
(b) Administrative
(c) Auxiliary
A. Scientific & Technical staff : The current sanctioned strength of Scientific & Technical staff in the Institute is as under :
|
Position |
Department |
No. of posts |
V CPC Pay scale (Rs) |
VI CPC
|
|
|
Pay Band (Rs.) |
Grade Pay (Rs.) |
||||
|
Librarian (SO/D) |
Library |
1 |
10000-325-15200 |
15600-39100 |
6600 |
|
Professional Asstt. (SA/C) |
Library |
1 |
6500-200-10500 |
9300- 34800 |
4200 |
|
Asstt. Librarian (SA/B) |
Library |
1* |
5500-175-9000 |
9300- 34800 |
4200 |
|
Library Asstt (SA/A) |
Library |
1* |
5000-150-8000 |
9300- 34800 |
4200 |
|
|
Total |
4 |
|
|
|
|
Systems Manager (SA/C) |
Systems |
1 |
6500-200-10500 |
9300- 34800 |
4200 |
|
Scientific Asstt. (SA/A) |
Systems |
1 |
5000-150-8000 |
9300- 34800 |
4200 |
|
|
Total |
2 |
|
|
|
|
Scientific Officer ‘C’ (Civil) (SO/C) |
Engg. |
1 |
8000-275-13500 |
15600- 39100 |
5400 |
|
J.E. – Civil (SA/C) |
Engg. |
1 |
6500-200-10500 |
9300- 34800 |
4200 |
|
J.E. – Elect. (SA/C) |
Engg. |
1 |
6500-200-10500 |
9300- 34800 |
4200 |
|
|
Total |
3 |
|
|
|
* One each Asstt. Librarian and Library Asstt. positions are currently vacant.
Norms for promotion :
i. The promotion norms are to be based on the Annual Performance Report on the basis of which grades can be awarded as under :
|
90 and above |
Outstanding = A1 |
|
80-89 |
Excellent = A2 |
|
70-79 |
Very Good = A3 |
|
60-69 |
Good = B1 |
|
50-59 |
Average = B2 |
|
Below 50 |
Below Average = B3 |
ii. The promotions are proposed to be put into effect by granting the next higher pay scale in the hierarchy without creating a consequential vacancy in the lower pay scale. The promotion is to be treated as personal to the employee and upon his superannuation or resignation etc., the position will revert back to the original sanctioned pay scale and designation. Grant of higher designation, if any, at the time of promotion will be subject to a decision the appointing authority.
iii. The promotion shall be put through a selection process comprising internal assessment and an external assessment. The internal assessment will be based on grades awarded on the basis of Annual Performance Reports, above, whereas the external assessment will be based on a personal interview by a committee constituted by the Director.
iv. Table indicating norms for promotion :
|
Pattern for promotion |
Minimum residency period In years and grade |
||||
|
|
5 |
6 |
7 |
8 |
9 |
|
SA(A) to SA(B) V CPC scale (5000-8000) to (5500-9000) ** VI CPC scale (PB 9300-34800 + GP 4200) to (PB 9300-34800 + GP 4200) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
SA(B) to SA(C) V CPC sales (5500-9000) to (6500-10500) ** VI CPC scale (PB 9300-34800 + GP 4200) to (PB 9300-34800 + GP 4200) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
SA(C) to SA(D)/SO(SB) V CPC sales (6500-10500) to (7500-12000) VI CPC scale (PB 9300-34800 + GP 4200) to (PB 9300-34800 + GP 4800) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
SA(D)/SO(SB) to SO(C) V CPC sales (7500-12000) to (8000-13500) VI CPC scale (PB 9300-34800 + GP 4800) to (PB 9300-34800 + GP 5400) |
- |
A1 |
A2 |
A3 |
B1 |
|
SO(C) to SO(D) V CPC sales (8000-13500) to (10000-15200) VI CPC scale (PB 15600-39100 + GP 5400) to (PB 15600-39100 + GP 6600) |
- |
A1 |
A2 |
A3 |
B1 |
|
SO(D) to SO(E) V CPC sales (10000-15200) to (12000-18000) VI CPC scale (PB 15600-39100 + GP 6600) to (PB 15600-39100 + GP 7600) |
- |
A1 |
A2 |
A3 |
B1 |
|
V CPC sales SO(E) to SO(F) (12000-18000) to (14300-18300) VI CPC scale (PB 15600-39100 + GP 7600) to (PB 37400-67000 + GP 8700) |
- |
- |
A1 |
A2 |
A3 |
** The 5th CPC pay scales of Rs. 5000-8000, Rs. 5500-9000 and Rs. 6500-12500 have been merged in the 6th CPC and replaced by pay band of Rs. 9300-34800 and grade pay of Rs. 4200. Therefore, the persons holding grade pay of Rs. 4200 in 6th CPC, will be promoted to grade pay of Rs. 4600.
v. Norms indicated in the above Table only refers to the eligibility of a person for consideration of promotion and is subject to interview by a Selection Committee constituted by the Director.
vi. For considering the eligibility of a candidate for promotion, the grade obtained by him/her during the previous three years will be considered. For example if a candidate is to be considered for promotion in the sixth year, (after successful residency period of five years), he/she will be required to have a consistent score of A1 in the third, fourth and the fifth years. If, however, the grades are not consistent, the average of the grades will be examined for determining the year in which such a candidate may be considered for promotion.
vii. In case a candidate acquires a higher qualification relevant to the area of specialization he/she is working, the Director may consider calling the candidate for an interview a year in advance. For example, if a candidate is likely to be considered for promotion in the seventh year, may be called to face external assessment in the sixth year itself, provided he/she has acquired a higher qualification relevant to the area of specialization he/she is working.
viii. In the event grades obtained are lower than B2, such candidate will not be eligible for promotion to the higher pay scale.
ix. In respect of cases likely to be taken up for consideration for promotion, there should not be any adverse remarks reported and communicated in writing during the preceding calendar year and/or the employee is not under any punishment for misconduct, as may be awarded by the Competent Authority. The appeal of the employee against adverse remarks, if any, will be considered in consultation with the Director to decide if the adverse remarks need to be expunged or retained.
x. Exceptionally deserving candidates approaching superannuation having served the Institute for at least 10 years with A1/A2 grades and having put in at least 3 years of service in their existing scale, may be considered for facing interview for promotion, one year before the date of superannuation. The Director will record his comments in such cases, which will be considered by the selection committee.
xi. Employees covered under this scheme will not be eligible for consideration under ACP scheme or any other promotional scheme.
xii. The exercise for considering promotion would normally be undertaken during April each year. The decision of the Appointing Authority in the above matter will be considered as final. Employees may, if aggrieved, submit a written appeal for consideration of the Director/Chairman, Governing Council, which will be examined and, in such an event, the final decision will be communicated by/through the Director.
B. Administrative Staff : The current sanctioned strength of the Administrative staff in the Institute is as under :
|
Position |
Department |
No. of posts |
V CPC Pay scale (Rs.) |
VI CPC |
|
|
Pay Band (Rs.) |
Grade Pay (Rs.) |
||||
|
Registrar |
Admin |
1 |
14300-400-18300 |
37400-67000 |
8700 |
|
Deputy Registrar |
Admin |
1* |
10000-325-15200 |
15600-39100 |
6600 |
|
Accounts Officer |
Accounts |
1 |
10000-325-15200 |
15600-39100 |
6600 |
|
Sr. P.S. to Director |
Admin |
1 |
7500-250-12000 |
9300-34800 |
4800 |
|
Administrative Officer (IA&AO) |
Admin |
1 |
6500-200-10500 |
9300- 34800 |
4200 |
|
Security Officer |
Admin |
1* |
6500-200-10500 |
9300- 34800 |
4200 |
|
Guest House Manager |
Admin |
1 |
5500-175-9000 |
9300- 34800 |
4200 |
|
Office Supdt. |
Admin |
1 |
5500-175-9000 |
9300- 34800 |
4200 |
|
Accountant |
Accounts |
1 |
5500-175-9000 |
9300- 34800 |
4200 |
|
Store & Purchase Officer |
Admin |
1 |
5500-175-9000 |
9300- 34800 |
4200 |
|
Accounts Asstt. |
Accounts |
1* |
5000-150-8000 |
9300- 34800 |
4200 |
|
Admin. Asstt. (Sr. Clerk) |
Admin |
1* |
5000-150-8000 |
9300- 34800 |
4200 |
|
Jr. Hindi Translator |
Admin |
1* |
5000-150-8000 |
9300- 34800 |
4200 |
|
Sr. Stenographer |
Admin |
1* |
4500-125-7000 |
5200-20200 |
2800 |
|
Receptionist |
Admin |
1 |
4000-100-6000 |
5200-20200 |
2400 |
|
U.D.C. |
Admin/Accounts |
5 |
4000-100-6000 |
5200-20200 |
2400 |
|
L.D.C. |
Admin/Accounts |
4* |
3050-75-3950-4590 |
5200-20200 |
1900 |
|
Jr. Lib. Asstt. |
Library |
2 |
3050-75-3950-80-4590 |
5200-20200 |
1900 |
|
Hindi Typist |
Admin |
1* |
3050-75-3950-80-4590 |
5200-20200 |
1900 |
|
|
Total |
27 |
|
|
|
*One each Deputy Registrar, Security Officer,
Accounts Asstt., Admin. Asstt., Sr.
Stenographer,
Hindi Typist and 4 LDC positions are currently vacant.
Norms for promotion :
i. The promotion norms are to be based on the Annual Performance Report on the basis of which grades can be awarded as under :
|
90 and above |
Outstanding = A1 |
|
80-89 |
Excellent = A2 |
|
70-79 |
Very Good = A3 |
|
60-69 |
Good = B1 |
|
50-59 |
Average = B2 |
|
Below 50 |
Below Average = B3 |
ii. The promotions are proposed to be put into effect by granting the next higher pay scale in the hierarchy without creating a consequential vacancy in the lower pay scale. The promotion is to be treated as personal to the employee and upon his superannuation or resignation etc., the position will revert back to the original sanctioned pay scale and designation. Grant of higher designation, if any, at the time of promotion will be subject to a decision the appointing authority.
iii. The promotion shall be put through a selection process comprising internal assessment and an external assessment. The internal assessment will be based on grades awarded on the basis of Annual Performance Reports, above, whereas the external assessment will be based on a personal interview by a committee constituted by the Director.
iv. Table indicating norms for promotion :
|
Pattern for promotion |
Minimum residency period in years and grade |
||||
|
|
5 |
6 |
7 |
8 |
9 |
|
V CPC sales (3050-4590) to (4000-6000) VI CPC scale (PB 5200-20200 + GP 1900) to (PB 5200-20200 + GP 2400) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
V CPC sales (4000-6000) to (5000-8000) VI CPC scale (PB 5200-20200 + GP 2400) to (PB 9300-34800 + GP 4200) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
V CPC sales (5000-8000) to (5500-9000) ** VI CPC scale (PB 9300-34800 + GP 4200) to (PB 9300-34800 + GP 4200) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
V CPC sales (5500-9000) to (6500-10500) ** VI CPC scale (PB 9300-34800 + GP 4200) to (PB 9300-34800 + GP 4200) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
V CPC sales (6500-10500) to (7500-12000) VI CPC scale (PB 9300-34800 + GP 4200) to (PB 9300-34800 + GP 4800) |
A1 |
A2 |
A3 |
B1 |
B2 |
|
V CPC sales (7500-12000) to (8000-13500) VI CPC scale (PB 9300-34800 + GP 4800) to (PB 9300-34800 + GP 5400) |
- |
A1 |
A2 |
A3 |
B1 |
|
V CPC sales (8000-13500) to (10000-15200) VI CPC scale (PB 15600-39100 + GP 5400) to (PB 15600-39100 + GP 6600) |
- |
- |
A1 |
A2 |
A3 |
|
V CPC sales (10000-15200) to (12000-16500) VI CPC scale (PB 15600-39100 + GP 6600) to (PB 15600-39100 + GP 7600) |
- |
- |
A1 |
A2 |
A3 |
|
V CPC sales (12000-16500) to (14300-18300) VI CPC scale (PB 15600-39100 + GP 7600) to (PB 37400-67000 + GP 8700) |
- |
- |
A1 |
A2 |
A3 |
** The 5th CPC pay scales of Rs. 5000-8000, Rs. 5500-9000 and Rs. 6500-12500 have been merged in the 6th CPC and replaced by pay band of Rs. 9300-34800 and grade pay of Rs. 4200. Therefore, the persons holding grade pay of Rs. 4200 in 6th CPC will be promoted to grade pay of Rs. 4600.
v. Norms indicated in the above Table only refers to the eligibility of a person for consideration of promotion and is subject to interview by a Selection Committee constituted by the Director.
vi. For considering the eligibility of a candidate for promotion, the grade obtained by him/her during the previous three years will be considered. For example if a candidate is to be considered for promotion in the sixth year, (after successful residency period of five years), he/she will be required to have a consistent score of A1 in the third, fourth and the fifth years. If, however, the grades are not consistent, the average of the grades will be examined for determining the year in which such a candidate may be considered for promotion.
vii. In case a candidate acquires a higher qualification relevant to the area of specialization he/she is working, the Director may consider calling the candidate for an interview a year in advance. For example, if a candidate is likely to be considered for promotion in the seventh year, may be called to face external assessment in the sixth year itself, provided he/she has acquired a higher qualification relevant to the area of specialization he/she is working.
viii. In the event grades obtained are lower than B2, such candidate will not be eligible for promotion to the higher pay scale.
ix. In respect of cases likely to be taken up for consideration for promotion, there should not be any adverse remarks reported and communicated in writing during the preceding calendar year and/or the employee is not under any punishment for misconduct, as may be awarded by the Competent Authority. The appeal of the employee against adverse remarks, if any, will be considered in consultation with the Director to decide if the adverse remarks need to be expunged or retained.
x. Exceptionally deserving candidates approaching superannuation having served the Institute for at least 10 years with A1/A2 grades and having put in at least 3 years of service in their existing scale, may be considered for facing interview for promotion, one year before the date of superannuation. The Director will record his comments in such cases, which will be considered by the selection committee.
xi. Employees covered under this scheme will not be eligible for consideration under ACP scheme or any other promotional scheme.
xii. The exercise for considering promotion would normally be undertaken during April each year. The decision of the Appointing Authority in the above matter will be considered as final. Employees may, if aggrieved, submit a written appeal for consideration of the Director/Chairman, Governing Council, which will be examined and, in such an event, the final decision will be communicated by/through the Director.
C. Auxiliary staff : The current sanctioned strength of the Auxiliary staff in the Institute is as under :
|
Position |
Department |
No. of posts |
V CPC Pay scales (Rs) |
VI CPC |
|
|
Pay Band (Rs.) |
Grade Pay (Rs.)
|
||||
|
Driver |
Admin |
1 |
3050-75-3950-80-4590 |
5200-20200 |
1900 |
|
Bearer |
Admin |
5 |
2610-60-3150-65-3540 |
4440-7440 |
1400 |
|
Attendants |
Admin |
4 |
2550-55-2660-60-3200 |
4440-7440 |
1300 |
i. The Driver is already covered by the scheme for promotion for Drivers, as applicable in the DAE. The Driver may continue to be covered under the scheme as he has been granted one promotion under the said scheme in the year 2002.
ii. The Bearers and Attendants are already covered by the ACP Scheme and 8 out of 9 members have been granted the benefit under the ACP Scheme, as per rules. The only Attendant who have not been granted the benefits so far under the Scheme will become eligible for consideration in the year 2005, after the required residency period of 12 years.
***