RECRUITMENT RULES

एफ़

1. TITLE AND APPLICATION

i. These rules will be called "NHPC Ltd. Recruitment Rules" and will come
into force with effect from 3rd September, 1977.

ii. Except as otherwise provided by or under these Rules they shall apply
to all persons appointed against regular posts in connection with the
affairs of the Company or any of the Projects / Units / Power Stations
under its administrative control. These Rules shall not apply to
appointments on casual or on contract basis for specific jobs and
periods.

2. DEFINITIONS

i. "Company" means "NHPC Ltd." and includes Projects / Units / Power

Stations under its administrative control.
ii. "Board" means the Board of Directors of the Company.
iii. "Chairman" means the Chairman and Managing Director of the
Company.
iv. "Appointing Authority" means the authority empowered to make
appointments to the posts under the Company.
(See statement appended as Annexure I to these Rules.)

3. CLASSIFICATION OF POSTS
For purposes of recruitment the posts under the Company are classified
in the following cadres / groups:

CADRE/ GROUP POST GRADE CODE

3.1 Management Cadre Executive Director E-9
GGM/General Manager E-8
DGM E-7
3.2 Executive Cadre Sr.Manager E-6
Manager E-5

Dy. Manager E-4

Asstt. Manager E-3

Trainee Engineer / Trainee E-2

Officer/Engineer/Officer
Asstt.Engg. / Astt.Officer E-1

Junior Officer E-0

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3.3 Supervisory Cadre Special Grade S-4

Sr. Sup. Gr.I S-3
Sr. Sup. Gr.II S-2
Supervisor S-1

3.4 Workmen Cadre W-4 to W-10

Highly Skilled/Skilled

Unskilled W-0 to W-6

4. SOURCES OF RECRUITMENT

The posts under the Company shall be filled in by resorting to one or more of
the following methods:

a. Promotion of existing employees from the lower scales who meet the prescribed
standards

b. Direct recruitment from outside candidates or through Press Advertisement in

Employment News, National Dailies or local News Paper, as the need be or
through internal induction by issue of internal advertisement/circular for
employees who meet the prescribed qualification, job specifications, subject to
any instructions issued by the Central Government in this regard from time to
time.

(Government instructions placed at Annexure-II to these Rules)

c. Through Employment Exchanges as per provisions of the Employment

Exchanges (Compulsory Notification of Vacancies) Act, 1959.

d Deputation from Central/State Governments or Public Sector Enterprises.

e Recruitment of persons declared as surplus by the Government and other

Public Enterprises, etc. as per directives of the Central Government.

f. Recruitment of candidates through campus interview as per scheme placed at

Annexure-III.

(Note: Inserted vide Office order no. 45/2007 dated 21.08.2007, and this will initially be
applicable to allow recruitment from ICAI / ICWAI in Finance discipline.)
* Scheme for Recruitment for other disciplines is approved by BOD vide Item
No.291.12 dated 29.04.2008 (copy enclosed).

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5. METHOD AND PRINCIPLES OF RECRUITMENT

5.1 LEVELS OF RECRUITMENT

Recruitment shall generally be made to the lowest of the grades in each
cadre/group, as indicated below, but can also be made in the higher grades,
wherever considered necessary by the Company:

CATEGORY GRADE

a. Non-supervisory Group

i) Unskilled W-0*
ii) Skilled/Highly Skilled W-4

(* introduced vide O/O No.23/2002 dated 13.02.2002)

b. Supervisory Cadre S-1/JE/IT/Research

(Supervisor)/ Sr. Accountant

c. Executive Cadre E-1, E-2, E-3*

(*Alignment of Grades has been updated with DPE Scales vide Part-I Office Order No. 30/2018 dated
30.05.2018).

5.2 Direct Recruitment from outside

When a post is to be filled in by direct recruitment, including recruitment from

the sources indicated at items (b) to (e) under Rule 4 above, the governing
principle shall be to secure the services of the candidates most suitable to the
post(s). To achieve this objective, the method of recruitment shall be:

i. To invite applications by open advertisement giving full information regarding

the nature and duties of the post, qualifications, experience and age limits,
prospects of promotion and other relevant information.

Ordinarily for each post not less than three and not more than five candidates
shall be called for interview**.

(Amended vide O/O No.24/2001 dated 21.03.2001 w.e.f. 08.03.2001, vide O/O No.
20/2012 dated 09.04.2012 w.e.f.09.04.2012 & vide O/O No.67/2013, dated
12.09.2013).
(** Interviews relating to the posts of Supervisory cadre, Skilled/Ministerial Posts in Non-
Supervisory group and Unskilled posts in Non-Supervisory group has been
discontinued vide Part-I Office Order No. 78/2015, dated 09.12.2015).
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ii. Where direct recruitment is resorted to, existing employees of the Company
(including its Projects/Units) may also apply for the post(s) advertised in the
press, provided they fulfill the prescribed requirement relaxation in the
qualifications / experience of internal candidates may be considered by the
Appointing Authority.

iii. To prescribe where necessary, written competitive examination, test and/or oral
examination by means of interview** of candidates by a Selection Committee to
be constituted by the Chairman / G r o u p General Manager / General Manager
depending upon the status of the post.
(** Interviews relating to the posts of Supervisory cadre, Skilled/Ministerial Posts in Non-
Supervisory group and Unskilled posts in Non-Supervisory group has been
discontinued vide Part-I Office Order No. 78/2015, dated 09.12.2015).

In respect of recruitment through Graduate Aptitude Test in Engineering

(GATE) Score for Technical Discipline at Induction level, only GATE Score will
be used. (Amended vide O/O No.20/2012 dated 09.04.2012 w.e.f. 09.04.2012
, vide O/O No. 67/2013 dated 12.09.2013

iv. The Selection Committee will arrange the names of selected candidates in
order of their merit and the Appointing Authority will make appointments in that
order, unless for any special reasons, to be recorded, it is found necessary to
vary that order in any particular case. Panel of selected candidates (kept in
reserve), which normally shall not exceed 50 per cent of the number of
advertised vacancies, will remain alive for a period of one year.

However, in case of selection from the score prepared by other agencies viz.
GATE/CLAT/NET, or selected through any other mode, the panel of selected
candidates (kept in reserve), shall remain open till the number of advertised
vacancies are filled from candidates who are meeting the qualifying criteria.
(Modified vide O/O No.05/2022 dated 13.01.2022).

Clarifications

(1) The application fee for posts advertised by the Company will be Rs. 250/- plus
applicable taxes for all categories of posts. However no application fee shall be
charged from SC/ST candidates and from departmental candidates applying for
higher posts. Candidates applying for W-0 posts shall be exempted from
payment of any application fee.

(2) Employees of the Government/Public Sector undertakings who are appointed in

NHPC on the basis of open advertisement shall not be allowed to retain lien in
their previous organizations and that they will be allowed to join
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the Company on immediate absorption basis only. Such employees will be

allowed to join the Company only on production of a letter from the Competent
Authority / Authorities in their previous organization clearly mentioning therein
that they have been relieved after acceptance of their resignation or after their
premature/ voluntary retirement from the said organization.

(Clarified vide Part I Office Order No. 11/86 dated 9.1.1986)

5.3 RECRUITMENT BY DEPUTATION

The recruitment by deputation will be regulated as per DPE Guidelines
issued/amended time to time.

5.3 APPOINTMENT BY PROMOTION

Rules relating to promotion of employees will be laid down separately by the
Company.

5.4 EXTENT OF RECRUITMENT

Recruitment shall be in adherence to the overall manpower budget for the year.

5.5 PAY FIXATION

The Selection Committee may recommend higher start normally not exceeding
five increments in the scale applicable to the post and other terms of service
depending upon the experience, qualifications, etc. of the candidate at the time
of interview.

5.6 AGE

Age of a person at the time of appointment to the services of the Company

shall not be less than 18 years.

5.7 RESERVATION OF POSTS AND RELAXATION IN AGE LIMITS

The directives of Central Government regarding reservation and age relaxation

for Scheduled Castes, Scheduled Tribes, OBCs, Ex-servicemen, EWS, PwBD
and other categories, if any, issued from time to time, shall be followed.

5.8 BIGAMOUS MARRIAGE

No candidate who has more than one spouse living or who, having a

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spouse living, contracts another marriage which is void by reason of its taking
place during the life-time of such spouse, shall be eligible for appointment to
any of the posts in the Company, except where this may be permitted under the
Central Government rules for its employees.

5.9 MEDICAL FITNESS

No person shall be appointed in the service of the Company unless such

person has been certified by a duly qualified and registered medical practitioner
or medical board approved by the Company to be medically fit to discharge his
duties, except that in case of persons appointed from the Government or Public
Enterprises such a certification, at the option of the Company will not be
necessary, if he had been earlier medically examined for the previous
employment. The employees may be subject to periodical medical examination
for determining their suitability for further continuance in service as may be
decided by the Chairman and Managing Director or an
officer nominated by him from time to time. ( As amended vide correction slip
No.24 dated 28.12.88 )

Clarification
The fee, if any, for the medical examination shall be reimbursed by the
Company on production of the receipt by the person concerned (Vide Circular
No. NH/PER (P)/8-12 dated 15.3.1978)

5.10 VERIFICATION OF CHARACTER AND ANTECEDENTS

5.11.1 Appointment of any person in the service of the Company or his continuance
in service, shall be subject to his character and antecedents being verified and
found satisfactory, in the prescribed manner.

5.11.2 In case of a person appointed from the Government or other Pubic

Enterprises, the Company may accept the verification of character and
antecedents done by his previous employer.

5.12 PROBATION

5.12.1 All initial appointments, except transfers / deputation from the Government or
Public Enterprises shall be on probation for a minimum period of twelve
months.

5.12.2. During the period of probation, an employee shall be liable to be discharged

from the service of the Company without notice, or without assigning any
reason, at the sole discretion of the Company.

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5.12.3 The period of probation may be extended or curtailed in individual cases by

the Appointing Authority, on the merits of each case depending upon
probationer’s performance.

5.12.4 On satisfactory completion of the period of probation, the employee shall be

regularized in the post, but shall not be regarded as having been automatically
regularized, unless an order to this effect is issued to him in writing.

5.13 SENIORITY

Seniority in essence means length of service in a particular post or grade. Thus

the seniority shall be determined with reference to the date of appointment to a
particular post or grade.

If an appointment order contains names of more than one person the seniority
shall be according to the merit list drawn after the selection and the person
whose name figures first in the merit list will be senior to the one whose name
appears next to him and so on.

5.14. LIABILITY FOR SERVICE

A person recruited to a post under the Company shall be liable to be posted /

transferred within the Company or in its Subsidiary Companies in India or
abroad. (Amended vide O/O No.09/2003 dated 31.01.2003)

5.15 LIABILITY TO SERVE IN DEFENCE SERVICE

Graduate engineers and doctors entering the service of the Company shall be
liable to serve for a minimum period of four years including the period spent on
training in the Defence Service or on work relating to defence efforts anywhere
in India or abroad, if so required. The liability to serve in the Defence Services
shall be limited to the first ten years of service and will not ordinarily apply to
graduate engineers above 40 years of age and doctors above 45 years of age,
unless the Government of India decides otherwise.

5.16 TRAINING
All employees are liable to undergo such theoretical and / or practical training
for such period and undertake such examination, as may be prescribed by the
Company from time to time.

5.17 RETIREMENT / SUPERANNUATION

Retirement age of the regular employees of the Company (including those
working in the Projects / Units) will be 60 years.

The employees as mentioned above shall retire from service with effect
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from the last day of the month in which they attain the age of 60 years. In case
of employees whose date of birth falls on the 1st day of a month, the date of
retirement will be the afternoon of the last day of the preceding month. This will
also be applicable to personnel reemployed before attaining the age of 60
years.

5.18 TERMINATION OF SERVICE

The services of Executive/Supervisor is liable to termination by giving three

months’ notice or payment of salary in lieu there of by either side. However, in
the case of Workmen, such period of notice is one month. (incorporated vide
O/O No. 36/99 dated 26.4.99)

Note: It has been decided that henceforth no request for waiver of notice period
pay will be considered and legal course of action will be initiated against
the defaulters.
(Vide Office Order No.22/2008 dated 20.05.2008)

6. APPOINTING AUTHORITY
6.1 The Chairman & Managing Director shall be the Appointing Authority for all
appointments to posts in the grade above E-7 level other than the top posts for
which the appointing authority is the President of India.

(Modified vide Part-I Office Order No. 44/2012 dated 19.9.2012)

6.2 Appointments to posts in the grades of E-7 and below shall be made by the
Chairman & Managing Director, provided that in respect of those posts for which
subordinates have been delegated powers of appointment, such appointments
may be made by those authorities, provided further that such delegation or sub-
delegation shall not be made to an authority lower in rank than that of an Deputy
Manager.

7. ADDITIONS / ALTERATIONS

The Recruitment Rules are liable to modifications / changes depending upon

the future needs of the Company. Notwithstanding whatever is contained in
these rules, the Board may at its discretion relax any of the provisions of these
rules.

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ANNEXURE -I

APPOINTING AUTHORITIES

S.NO. CATEGORY OF PANEL APPROVING APPOINTING

EMPLOYEES AUTHORITY AUTHORITY

1 W-0,W-1, W-2 & W-3 Dy. General Manager Dy. Manager

2 W-4 & W-5 General Manager Sr. Manager

3. W-6, W-7, W-8, W-9, W- General Manager General Manager

10,
S-1, S-2, S-3, S-4, E-0
& E-1
4. E-2,E-3,E-4,E-5 Director (Personnel) Group General
Manager

5. E-6 & E-7 Chairman & Executive Director

Managing Director
6. E-8 & E-9 Chairman & Chairman
Managing Director &
Managing Director

NOTE:

1. In the Department / Division, where the designations as shown in

this statement do not exist, officers in the same grade(s) shall
exercise the powers.
2. Wherever officers of the level indicated in the statement are not
available, officers in the higher grades(s) shall exercise the powers

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ANNEXURE-II
No.DPE 24 (11)/96 (GL-010)/GM

GOVERNMENT OF INDIA MINISTRY OF INDUSTRY

DEPARTMENTOF PUBLIC ENTERPRISES

PUBLIC ENTERPRISES BHAVAN,

BLOCK NO.14, CGO COMPLEX LODI ROAD, NEW DELHI,

nd
the Nov.2 , 1998.

OFFICE MEMORANDUM

Sub: Recruitment to posts in Public Sector Enterprises through National

Employment Service – issue of revised guidelines regarding.

1. The undersigned is directed to say that the scheme of Employment

Exchange procedure came under the judicial scrutiny of the Supreme Court in
the case of Excise Superintendent, Malkapatnam Krishan Distt., Andhra Pradesh
Vs. K.P.N. Visweshwara Rao & others (1996 (6) SCALE 676 ). The Supreme
Court, inter-alia, directed as follows:
"It should be mandatory for the requisitioning authority/establishment to
intimate the employment exchange and employment exchange should sponsor
the names of the candidates to the requisitioning Departments for Selection
Strictly according to seniority and reservation, as per requisition. In addition, the
appropriate Department or undertaking or establishment, should call for the
names by publication in the newspapers having wider circulation and also display
on their office notice boards or announce on radio, television and employment
news bulletins and consider the cases of all the candidates who have applied."

2. In view of the need to incorporate the directions of the Supreme Court, it

has been decided to consolidate all existing instructions in this regard and issue
revised guidelines as follows:

PSEs are required to notify all vacancies meant for recruitment to the post
carrying scales of pay, the maximum of which does not exceed Rs.2500/- per
th
month pre-revised as indicated in DPE’s OM No. 2(48)/91-DPE (WC) dated 6
April, 1992 to the Employment Exchanges/Central Employment Exchanges in the
manner and form prescribed in Rule 4 of the Employment Exchanges (CNV)
Rule, 1960 and make recruitment through National Employment Service. In
addition to notifying the vacancies for the relevant categories to the Employment
Exchange, the requisitioning authority/establishment may, keeping in view
administrative/budgetary conveniences, arrange for the publication or the

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recruitment notice for such categories in the "Employment News" published by

the Publication Division of the Ministry of Information & Broadcasting, Govt. of
India and then consider the cases of all the candidates who have applied. In
addition to above, such recruitment notices should be displayed on the office
notice boards also for wider publicity.

3. These guidelines will take effect from the date of issue and will not apply to
such cases where process of recruitment through employment exchanges/open
advertisement has been initiated before the said date.

4. All the administrative Ministries/Deptts. are requested to bring the

aforesaid instructions to the notice of PSUs under their administrative control for
strict adherence.

Sd/-
(A.LUIKHAM )

Director

To,
All Ministries/Deptts. Concerned with PSUs.

Copy to: 1) Chief executives of Central Public Sector Undertakings.

2) The Director General, Employment and Training, Ministry
of Labour, Rafi Marg, New Delhi.

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GUIDELINES FOR DETERMINING ELIGIBILITY OF APPLICANTS AGAINST

VARIOUS POSTS

1. EDUCATIONAL/ PROFESSIONAL QUALIFICATION

No relaxation should be considered in the educational / professional

qualifications as prescribed for various posts.

2. EXPERIENCE

Generally relaxation in the length of prescribed experience (total as well as

at particular level) need not be considered. However, if the response is
inadequate and the requirement is urgent, a relaxation in length of experience
may be given up-to a maximum period of six months, in terms of total number of
years and also at specified levels. Experience in the related field only has to be
considered while determining the eligibility of the candidates.

3. AGE

No relaxation in the prescribed age need be given for posts at basic

induction levels. Relaxation in age may, however, be considered for recruitment
at other than basic induction levels, provided the need is urgent and response is
inadequate. The relaxation in such cases may be given up-to a maximum of five
years subject to the condition that the selectee will be available for service for a
minimum period of three years in the Company.

The guiding principal in deciding the suitability of candidates for being

called for interview / test should be the fulfillment of prescribed specification with
relaxation as detailed above (depending upon the requirements in each case). In
case, however, sufficient number of candidates are not available, the posts
should be readvertised with lower specification or in higher scale, as may be
considered necessary.

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ANNEXURE-III

SCHEME OF CAMPUS RECRUITMENT

Objective

To infuse right talent from reputed Institutes/Colleges/Universities in the right job at the
right time to build Organization knowledge, skill, abilities and commitment in order to
cope with the growing requirements of the business.

Selection of Campus

• The selection of Campus of Institutes / Colleges / Universities of repute will be

from the States where NHPC has its Projects / Power Stations or endeavors to
construct in future. This will help in fulfilling:

(i) Corporate Social Responsibility towards the State.

(ii) Retention of Professional and Technically qualified Personnel within
the same area in NHPC.

• Other Institutes / Colleges / Universities of repute from other States can also be
considered for Campus Selection in case of non-availability of suitable
candidates or non-availability of appropriate Institutions.

• The Institutes / Colleges / Universities to be visited for the purpose of campus

recruitment will be decided with the approval of CMD as and when such
recruitment is resorted to on the basis of its accreditation, reputation, recognition
etc. as well as the course(s).

Methodology

• Campus recruitment will be resorted for filling required vacancies in different

disciplines in the Executive cadre with the approval of CMD. While filling the
vacancies, the Govt. Policy regarding reservation will be adhered to.

• The Committee to visit Campuses for Campus recruitment will be headed by a

senior level executive of the level not less than an Executive Director. An HR
representative not less than the level of G r o u p General Manager looking after
recruitment will be compulsory member in the Committee. Other members of the
Committee will not be less than the level of General Manager.

Criteria

• The eligibility criteria of the candidates and Institutes/Universities proposed, be

visited for Campus Recruitment will be decided with the approval of CMD.
However, basic thrust will be on IITs/NITs. In case such Institutes are not
available in the concerned State e.g. Arunachal Pradesh, Sikkim or J&K then
Institute of repute functioning in that State will be considered.

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General

• The Company Profile and the Job Profile will be communicated well in
advance to the selected Institutes/Colleges/Universities.

• The defined process of Campus recruitment as laid down by the selected

Institutes / Colleges / Universities will be followed and requisite fee, if any
shall be borne by the Company.

• The appointment letters will only be issued after finalization of the panel
of selected candidates in various campuses.

Selection Process of Candidates

It may be any one or the combination of following stages in the campus itself:
 Aptitude Test
 Group Discussion
 Personal Interview

Aptitude

For evaluating how candidates perform on tasks or react to different situations.

To test the presence of certain innate abilities required for a particular line of
work or study in areas, such as, Basic Domain knowledge, Quantitative
Methods, Verbal ability, Logical reasoning and etc.

This will be used as a process of filtration to reduce the number of

candidates for further rounds of selection process.

Group Discussion

To Test

 Inter Personal Behavior – listening, speaking, receptiveness, team spirit,

leadership quality etc.

 Clarity of though – knowledge & ability to link known facts.

 Coherence in Communication Skills.

This will be used to select the best students who possess the desired skills
and not to reduce the number of candidates.

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Interview

• Get an insight of the candidate on various aspects, such as, goals,

attitude, motivational levels, ability to react to situations, domain
knowledge application skills, confidence etc.

It can be in two stages, an HR Interview followed by a Technical Interview.

Other terms & conditions

All other terms and conditions under NHPC Recruitment Rules shall apply
mutatis mutandis while resorting to Campus Recruitment.

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