RECRUITMENT POLICY AND PROCEDURES

THDC India Limited firmly believes that the ability, skill and potential of its employees
contribute to the effectiveness and success of organization. Human Resource is the most
vital asset for an organization. THDCIL is, therefore resolved to provide a framework of
policies which will enable the Organization to attract the right talent for the jobs and make
it available at the right time and in right number with the ultimate objective of ensuring
optimum and effective utilization of the human resources to ensure competitive edge,
development and growth of organization. THDCIL also resolved to create conducive
environment where each individual develops to its maximum potential and contributes to
the organizational development.

In pursuance of the above objectives and consistent with the Company’s social and
national obligations, THDCIL hereby makes the following policy statement to be called
THDCIL RECRUITMENT POLICY AND PROCEDURES to govern, regulate and generally
facilitate recruitment of personnel in the Offices and Establishments of the Company.

1. DEFINITIONS

(i) "Company" means "THDC India Limited” 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 by the management to make
appointments to the posts in the Company within approved manpower budget.

2. Preliminary

2.1 The policy statement and the rules and procedure made hereunder will be applicable
to recruitment and selection of employees of all classess and categories irrespective
of whether they are against regular, trainee, and unless specifically stated
otherwise.

2.2 Classification of employees into regular, temporary, and trainee for the purpose of
this policy will be as per General Terms and Conditions of Service.

2.3 These provision will not apply to engagement on casual or contractual basis for
temporary and specific assignment and period. However, it is also permissible to fill
up Posts in executive and technical supervisory level only on fixed tenure contract
with consolidated monthly compensation as may be considered reasonable with
prior approval of CMD/Director (Personnel).

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3. RECRUITMENT PROCESS

Recruitment in the corporation will be completed to the extent possible as per the Model
Recruitment Process- SCHEDULE I. The process will start with the approval of
competent authority for filling up the sanctioned posts and end with issue of offer of
appointment to the selected candidates.

3.1 The process with regard to specific time mentioned against each activity shall be subject
to change in case of inadequate response, availability of Selection Committee members
including suitable venue thereof. However, efforts shall be made to adhere to the
schedule mentioned under the Model Recruitment Process.

4. MANPOWER PLANNING AND BUDGETING

4.1 Recruitment at THDCIL is based on the futuristic approach aligning with the development
plans of the Corporation which is based on The Scientific Method of Manpower Planning
and Budgeting

4.2 Corporate Industrial Engineering Department shall assess the Manpower at all Divisions
and Projects of the Company and review adequacy of available manpower with
reference to the tasks, targets, developmental plans and determine the additional
requirements of manpower in qualitative and quantitative terms for the immediately
following financial year and submit the same to the Corporate Personnel Departments
with full justification for increase of manpower, if any.

4.3 Based on the requirement of additional manpower in various discipline, the detailed
Recruitment Plan for the financial year shall be prepared by the Corporate Personnel
Department.

4.4 The requirement of other contingent staff will not form part of the Manpower Budget as
the same will be shown only in terms of estimate of expenditure to be incurred in respect
thereof as a part of the Works Budget.

4.5 On approval by the Competent Authority the Recruitment Plans will constitute
sanctioning of posts including posts of trainees and form the general basis of recruitment
during the financial year.

5. SANCTION AND CREATION OF POSTS

5.1 Sanction to the creation of regular and trainee posts in different categories within the
approved budget will be accorded by the competent authority as per delegation of
Powers.

5.2 Power to create below Board Level posts of E-7 level and above shall vest with the
Board of Directors, subject to applicable instructions issued by Government from time to
time.

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5.3 The authority competent for creation of posts will have the flexibility to re-appropriate
posts as between various functions under his control subject to overall provisions in
the budget. No post shall be created unless such post is included in the approved
budget and manpower plans. In exceptional cases, proposals for creation of additional
posts not covered by the annual manpower plan if any will be submitted to Corporate
Personnel Department along with full justification and explanation of reasons due to
which the necessary provision could not be made at the time of formulating the annual
manpower plan.

6. JOB SPECIFICATIONS, PAY SCALES AND GROUP

6.1 Job specifications and the eligibility requirements in terms of minimum educational
and/or professional qualification, length and nature of experience, upper age limit etc.
will be laid down in respect of induction in various functions along with the pay scale in
which these posts will be operated.
Job specification for Executive Cadre posts shall be as prescribed in
Schedule- II.
6.2 No appointment shall be made to any post in the Company unless the applicant fulfils
the minimum eligibility requirements and confirms to the specifications prescribed for
the post except where general relaxations are made in the case of reserved vacancies
for candidates belonging to Scheduled Castes, Scheduled Tribes, Other Backward
Class, Physically Challenged Persons, Ex-servicemen and other special categories as
per the guidelines issued by the Government of India from time to time. Where
relaxation of the prescribed specifications is essential in the interest of the Company,
due to non-availability of applicants meeting prescribed specifications, then the
specification can be revised with approval of Chairman and Managing Director and
post re-advertised.
6.3 The incumbents recruited directly from outside in terms of this Policy will be placed in
any of the regular pay scales of the Company for which Posts were advertised.

7. METHOD AND PRINCIPLES OF RECRUITMENT

7.1 INDUCTION LEVEL
7.1.1 Recruitment will normally be restricted to the induction levels as specified, so as to
ensure that prospects of career growth of existing employees are in no way impaired.
Accordingly recruitment shall generally be made to the lowest of the grades in each
cadre/group, as indicated below:
Cadre GRADE
Workmen:
Unskilled : W-0, W-1and W-2
Semi Skilled : W-3 (Trainee)
Skilled : W-4 (Trainee)
Supervisor : S-1(Supervisor Trainee)
Executive : E-2 (Executive Trainee)
Medical : E-3 (Sr.Medical Officer)
Specialist in Medical Department.
Experienced Executives in suitable positions in different areas.
Such other posts as may be decided by CMD keeping in view the requirements of the
Organization.
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 Group-wise categorization of employees is as mentioned below:-
Executives:
Scale of Pay /Grade/ Designation
Grade Scale of Pay Group
E-2 20600-3%-46500 A
E-3 24900-3%-50500 A
E-4 29100-3%-54500 A
E-5 32900-3%-58000 A
E-6 36600-3%-62000 A
E-7 43200-3%-66000 A
E-8 51300-3%-73000 A
E-9 62000-3%-80000 A
Supervisors :
Grade Pay Scales Group
S-1 16000- 3%- 35500 C
S-2 17000- 3%- 37000 B
S-3 18500- 3%- 40000 B
S-4 20000- 3%- 42500 B
SG 20500- 3%- 44500 B
Workmen:
LEVEL Pay Scales Group
W-0 8700 -@ 3%- 20000 D
W-1 10500 -@ 3%- 23000 D
W-2 11000 -@ 3%- 24500 D
W-3 11500 -@ 3%- 26000 C
W-4 12500 -@ 3%- 27500 C
W-5 13500 -@ 3%- 29500 C
W-6 14500 -@ 3%- 32000 C
W-7 15500 -@ 3%- 34500 C
W-8 16000 -@ 3%- 35500 C
W-9 17000 -@ 3%- 37000 B
W-10 18500 -@ 3%- 40000 B
W-11 20000 -@ 3%- 42500 B
SG 20500 -@ 3%- 44500 B

7.1.2 Infusion of new blood into the workman, supervisory and executive cadres will be
normally through the Workman Trainee, Supervisory Trainee and Executive
Trainee Schemes under which, training based on specific requirements of the
Company will be imparted to the fresh recruits.
Generally, Induction in Workman Cadre in semi-skilled category will be in W-3
grade after 1 year training.
Induction in Supervisory Cadre will be in S-1 grade after 1 year training.
Induction in Executive Cadre will be in E-2 grade as Executive Trainee and in
Medical discipline will be in E-3 grade.

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7.1.3 In case business needs of the company necessitate induction of experienced
personnel, lateral recruitment is permissible at appropriate level of the
organizational hierarchy. It should however be the endeavour that the induction in
higher grades within a cadre is kept to bare minimum, to protect promotional
opportunity available to serving personnel.
7.1.4 In case of lateral induction, if the length of service of available applicants falls short
of specification, and candidate otherwise meets the requirement, then such
applicant may be considered for induction at one level below for a period to be
decided by the Selection Committee. Such candidates shall be placed in the
appropriate grade on being found suitable through due process of assessment.
8.0 AGENCIES FOR RECRUITMENT
8.1 All recruitment to the executive cadre inclusive of Executive Trainees as also
common cadres for all Divisions and Projects of the Company will be centralized in
the Corporate office and dealt with by the Corporate Personnel Department.
8.2 All executive, supervisory and Workman trainees will undergo training under
centralized training schemes as may be devised by the Corporate Personnel
Department.
8.3 In respect of all other non-executive posts, recruitment will be done by the
Personnel Department of the Division/Project concerned, as per the directives and
approval of the Competent Authority at Corporate Level.

9.0 SOURCES AND MODES OF RECRUITMENT

9.1 For recruitment of professional personnel in company’s Executive Cadre including

Executive Trainees, selection will be made on following basis :
(a) Limited Departmental Selection process out of existing employees from the lower
scales who meet the prescribed standards.
(i) Appointment by Departmental Promotion will be based on selection out of existing
employees as per the Promotion Policy of the corporation.
(ii) Through Selection based on invitation of application by issue of internal
advertisement/circular for employees who meet the prescribed qualification, job
specifications etc.
(b) Direct recruitment from external candidates, from whom applications are
invited
(i) Through Press Advertisement in Employment News, National Dailies or
local News Paper, as the need be including Special Recruitment
Drives or,
(ii) Through circulars issued to Government Departments/Public Sector
Undertakings where persons with relevant background are expected to
be available subject to any instructions issued by the Central Government in this
regard from time to time.
(c) Deputation from Central/State Government/PSUs.
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(d) Through any other mode as decided by the management from time to time, subject to
fulfilling requirements of transparency, equal opportunity and other equitable obligations
mandated upon an instrument of state.
(e) THDCIL may consider scores of GATE/NET/CLAT(Common Law Admission Test)
etc. of the corresponding year in which recruitment is to be made for short
listing/selection of candidates for the post of Executive Trainees after due approval of
CMD. The selected candidates may have to appear for Personal interview, Group
Discussion, Psychometric test etc. as decided by Management.
However, depending upon the nature of requirement, candidates for the post of ETs
may be selected only on the basis of scoring of GATE/NET/CLAT(Common Law
Admission Test) etc.
(f) THDCIL may also opt for Campus Recruitment to recruit right talent from reputed
Institutes/Colleges/Universities to cope with the growing requirements of the business
but not on regular basis.
10. Guidelines for Direct Recruitment from outside
10.1 When a post is to be filled in by direct recruitment, including recruitment from the
sources indicated at items (b) to (d) under clause 9.1 above, the governing principle
shall be to secure the services of the candidates most suitable to the post(s), by
adhering to a fair and transparent process. 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, eligibility requirements inter-alia including qualifications,
experience and age limit and other relevant information.
The number of candidates to be considered for filling up vacancies by direct recruitment
will normally be approximately five times the number of vacancies to be filled and where
the number of such candidates is less than five times the number of vacancies to be
filled, all eligible candidates shall be considered by the selection committee. However,
where the vacancies to be filled by the direct recruitment is limited and the number of
candidates who apply and fulfill the prescribed is more, the criteria of selection of
candidates may be revised with the approval of competent authority regarding the
number of candidates to be called for interview.
(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 requirements.
(iii). To prescribe where necessary, written competitive examination, Psychometric test
and/or oral examination by means of Group Discussion/interview of candidates by a
Selection Committee to be constituted depending upon the status of the post. In
determining the mode of induction, trends in the other PSUs may also be kept in
consideration to adapt to changing pattern.
(iv). The Selection Committee will arrange the names of selected candidates in order of
their merit and the Appointing Authority will offer appointments strictly in that order.
(v). Weightage of experience and higher academic qualification shall lie on the sole
discretion of management.
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Clarifications

(a). The application fee may be stipulated for posts advertised by the Company for all
categories of posts or as may be prescribed by the Appointing Authority. However no
application fee shall be charged from SC/ST candidates, Physically Challenged
Persons (for identified posts), departmental candidates and candidates belonging from
Doob Kshetra. Candidates applying for W-0 posts shall be exempted from payment of
any application fee.
(b). Employees of the Government/Public Sector undertakings who are appointed in
THDCIL on the basis of open advertisement shall be allowed to retain lien in their
previous organizations as per the guidelines of DPE issued from time to time in this
regard.

10.2 GUIDELINES FOR RECRUITMENT ON DEPUTATION

Induction of Personnel on deputation from other organizations could be allowed in
exceptional situation. In case a post is to be filled in by deputation, such relevant
particulars will be supplied to the concerned organization as will enable it to suggest
names of suitable persons for the post(s). The deputation period will not normally be
allowed to exceed the limits prescribed as per applicable orders of the Government
of India.
i) Executives who are brought into holding company from subsidiary companies or
vice versa on deputation/Transfer will continue to draw their Basic Pay as drawn in
their parent organization. They will however, be entitled to draw the allowances and
variable pay/PRP as applicable to the borrowing organization.
ii) The Govt. officers (Central/State Govt.) who are brought into THDCIL on deputation
will continue to draw the salary as per their entitlement in the parent Department.
Only those Govt. officers/executives who come on permanent absorption basis will
get the scale, perks and benefits of THDCIL. However, DPE Guidelines in this
regard issued from time to time shall be followed.

10.3 GUIDELINES FOR RECRUITMENT OF NON-EXECUTIVES

The recruitment of non-executives, in various categories, will be handled at Project

Site. The appointment of daily rated workmen and temporary/ adhoc appointment is
prohibited. Initiation of recruitment process in non-executive categories shall be
made after obtaining prior approval of competent authority at Corporate Office,
subject to availability of vacancy provision in the Manpower Budget and full
justification of the need to induct fresh hands.

All vacancies will be notified to the Employment Exchange in terms of Employment

Exchanges, (Compulsory Notification of Vacancies), Act, 1959 for sponsoring
suitable candidates and local news papers. For recruitment to reserved vacancies,
copies of notifications will be sent to the concerned Associations, which look after
the interests of the candidates belonging to reserved communities.
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In respect of recruitment to workmen category (W-8 & below including technical and
ministerial) shall be done first from land oustees & in case of non availability of suitable
candidate among the land oustees, the recruitment will be done from other residents of
Uttarakhand state, whose names are registered on live register of any Employment,
Exchange located in the state subject to individual fulfilling the qualifications & job
specification for the relevant posts.
All copies of notification and advertisements should be sent to Corporate Personnel.
The selection should be made by duly constituted Selection Committee as per
guidelines indicated in the approved Recruitment Policy and before issuing offer, the
same be approved by the Director (Personnel).
10.4 GENERAL

(a). NATIONALITY: Only Indian nationals shall be eligible for appointment for
establishments located in territorial limits of India.
(b). AGE: Age of a person at the time of appointment to the services of the Company
shall not be less than 18 years.

RESERVATION OF POSTS AND RELAXATION

Towards the fulfillment of the Company’s social and national obligations, it will always
be THDCIL’s endeavour to provide gainful employment on a preferential basis to the
members of the economically backward classes, ex-servicemen, persons uprooted
from the project areas and other unfortunate sections of the society and for this
purpose the directives of the Government concerning reservation of vacancies and
special concession to be allowed to such candidates will be most strictly and
conscientiously adhered to.
The directives of Central Government regarding reservation and relaxation for
Scheduled Castes, Scheduled Tribes, OBCs, Persons with Disabilities(PWDs),
Ex-servicemen and other categories, if any, issued from time to time, shall be
followed. Following the directives of Govt. of India on Reservation of Posts for
SC/ST/OBC and Physically Challenged Category etc, induction will be made to fill up
the backlog vacancies under Special Recruitment Drives (SRD) as and when
required.
11. CONSIDERATION OF INTERNAL (Departmental) CANDIDATES

11.1(i) Internal candidates fulfilling all eligibility requirement may be considered along with
outside candidates subject to the conditions that earlier they should not have been
considered by recruitment committee in any of the departments/units of the
company and found unsuitable on the ground of vigilance and/or disciplinary case
in the course of one year preceding the time of the current interview date.
(ii). For being considered for selection from within the organization on the basis of
internal circulars for a job opening in a particular grade, employees in the next
lower grade will only be eligible for consideration to the next higher grade subject to
fulfillment of minimum eligibility requirement and other criteria prescribed from time
 to time and subject further to the condition that no vigilance and/or disciplinary case
is pending against him.
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(iii) Applications of all internal candidates will be forwarded to the Personnel

Department by the Head of the Department who should give in his forwarding
statement:
(a). Comments on the suitability of the candidates for the post applied for.
(b). Assessment of the performance of the candidate.
(c). Remarks whether or not candidate can be released in case he is selected,
without detriment to the job currently being handled by him.
11.2 Internal candidates will be eligible for following dispensation:
(a). APPLICATION FEE : No fee to be charged.
(b). AGE : No age bar.
(c). QUALIFICATION: Should have acquired the requisite qualification. No relaxation
permissible on this account.
(d). EXPERIENCE: Relaxation in duration and nature of experience is permissible.
(e) TEST SCORE: Relaxation upto 10% in the score obtained in written test is
permissible.
11.3 Regular employees will be considered eligible for selection to a post in open
competition with external candidates, provided such applicants have successfully
completed the probation period in the post held.
11.4 Trainees and deputationists working in THDCIL shall not be covered under the
definition of “Departmental Candidates” and hence will not be considered for any
relaxation applicable to departmental candidates for recruitment.
12.0 APPLICATION FORMALITIES
12.1 As a rule, application for a job in the company should be made in the prescribed form
as notified by the company. No appointment other than appointments on deputation
will be made except on the basis of a prescribed application furnishing details/
particulars and declarations.
12.2 In the case of recruitment based on open advertisements and public notifications,
there will be a last date for the receipt of applications after which no application will be
entertained for the posts advertised. The Competent Authority may permit
applications to be entertained after the expiry of the last date in special cases, if he is
satisfied that there is good and sufficient cause and justification for extension of last
date, subject to issue of open advertisement or Corporation’s website notifying
extensions.

13. FORWARDING OF APPLICATIONS OF CANDIDATES FROM GOVERNMENT AND

PUBLIC UNDERTAKINGS
13.1 Applications from candidates employed in the Central/State Governments and Public
Sector Undertakings, will have to be forwarded through proper channel. However,
application not submitted through proper channel may be processed on the basis of
advance copy but in such cases the candidate will be required to produce a “No
Objection Certificate” at the time of interview. Failing which he/she shall not be
 permitted to attend the interview. An undertaking to this effect would have to be
furnished by the applicant along with his application.
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13.2 For candidates from private sector organizations the requirement of proper channel
shall not apply.
13.3 In case of appointment, the selected candidates would be solely responsible to settle
with his employer all issues including transfer of gratuity, leave, advances/loans, pay
towards notice period, pension etc. The company will not accept any claims
whatsoever made by the employees/ previous employer.
13.4 In respect of candidates from Government and Public Sector Organizations who apply
through proper channel, Personnel Department will obtain copies of the annual
appraisal reports for the last five years or their abstracts in THDCIL’s reference check
forms which will be placed before the Selection Board during or after interview but
before the finalization of the panel of selected candidates.
14 SCHEME OF CAMPUS RECRUITMENT

Objective
The process of campus recruitment will be one of the methods to recruit right talent
from reputed Institutes/Colleges/Universities to cope with the growing requirements of
the business in special circumstances where special expertise required, less vacancy
and not on regular basis.

Selection of Campus
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).
The criteria of selection of Institutes / Colleges / Universities for Campus Recruitment
will be the quality of Institute/ College/ University, track record of such colleges/
Institutes/ Universities, and visit of other PSUs for campus recruitment. Corporate
Social Responsibility towards State may also be taken into consideration while making
decision for campus recruitment. However, Other Institutes / Colleges / Universities of
repute from other States can also be considered for Campus Selection in case of
specialized requirement which cannot be met from such Institutes/
Colleges/Universities avaialbale in State where THDCIL has its projects/power station.

Methodology
(i) 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.
(ii) The Committee to visit Campuses for Campus recruitment will be headed by a senior
level executive of the level not less than General Manager or any senior level
executive appointed by the Appointing Authority for this purpose. An HR
representative not less than the level of DGM looking after recruitment will be
compulsory member in the Committee. Other members of the Committee will be
 suitably nominated based on the specialization from amongst internal /external
sources as deemed fit.
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Criteria
The selection criteria of the candidates viz, weightage of marks, grades, GD,
interview etc. will be decided with the approval of CMD.

General
(i) The Company Profile and the Job Profile will be communicated well in advance to
the selected Institutes/Colleges/Universities.
(ii) 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.
(iii) The appointment letters will only be issued after finalization of the panel of selected
candidates in various campuses.
(iv) For selection, candidates in the final year shall only be considered.

Selection Process of Candidates

It may be any one or combination of following stages in the campus itself:-
(a). Aptitude Test
(b). Group Discussion/Psychometric Test
(c). Personal Interview

Other terms & conditions

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

15. PROCESSING OF APPLICATIONS

15.1 All applications received against a specific notification/advertisement will be

subjected to a preliminary scrutiny by the Personnel Department who will ensure that:

(a). Applications are duly completed and accompanied by the prescribed application fee
and were received within the permitted time.

(b). Age of the applicant is within the prescribed limit.

(c). Qualifications and experience of the candidates confirm to those prescribed.

(d). Applications have been submitted ‘Through Proper Channel’ wherever required.

(e) In the case of candidates from Scheduled Castes and Scheduled Tribes, OBC, PWD,
Ex-servicemen, etc., application is accompanied by a certificate to that effect from the
competent authority.
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 15.2 The applications that fulfill the prescribed requirements after preliminary scrutiny as
above will be listed and may be forwarded to the Department concerned for further
scrutiny, if required, with a view to shortlist candidates for test/interview. Only those
candidates who are considered suitable in terms of nature and quality of technical
knowledge and professional expertise required for each specific post shall be
shortlisted.
15.3 The screening by the Concerned Department shall be made so as to ensure that only
applicants considered suitable in terms of technical knowledge and professional
expertise are short-listed. On completion of the screening by the Department
concerned, the head of the Department will forward to the Personnel Department the
list of candidates considered eligible for test/interview, spelling out clearly and
transparently the criteria adopted for screening and the basis of rejection of
applications in each case.
15.4 After the applications are finally screened, Personnel Department will prepare a final
list of eligible candidates based on the criteria determined in the course of scrutiny and
other relevant factors keeping in view the reserved vacancies and the special
relaxation for candidates belonging to Scheduled Castes and Scheduled Tribes,
OBC/PWD etc. and the names of such shortlisted applicants after approval by the
appointing authority or the officer to whom powers in this behalf are delegated will
form the basis for candidates being called for selection test and/or interview.
15.5 The number of candidates to be considered for filling up vacancies by Direct
recruitment will normally be approximately five times the number of vacancies to be
filled and where the number of such candidates are less than five times the number of
vacancies to be filled, all the eligible candidates shall be considered by the Selection
committee. However, where the vacancies to be filled by direct recruitment are limited
and the number of candidates who apply and fulfill the prescribed criteria are more,
the criteria for selection of candidates may be revised with the approval of Appointing
Authority regarding the number of candidates to be called for interview.

16. SELECTION PROCESS AND CONSTITUTION OF SELECTION BOARD.

16.1 All direct appointments to every post in the Company, whether regular, trainee etc.
except appointments on deputation from Government organizations and public sector
undertakings, will be made only on recommendation of a duly constituted Selection
Board/Committee.

16.2 All appointments to the executive and managerial cadres of the Company including
Executive Trainees will be made on the recommendations of the Central Selection
Board, guidelines for the constitution of which are given in Schedule- III.

16.3 All appointments to posts in various non-executive categories including Supervisor

Trainee and other Trainees will be made on the basis of recommendations of
Selection Board/Committees constituted for the purpose which must include
representatives from the following sources at the appropriate executive level
depending on the posts to be filled:
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(a). Concerned Department/Functional area.

(b). Personnel Department.
(c). Allied Department/Functional area.
(d). SC/ST Representative (as per the directives of DOPT guidelines)
(e). OBC Representative (as per the directives of DOPTguidelines)
(f). Minorities Representative (as per the directives of DOPT guidelines)
(g).One Lady Officer (as per the directives of DOPT guidelines).
(h). Representative of corporate office in case of recruitment at project level.

Further, one of the members of the Selection Committee/Board, whether from the
general category or from the minority community or from the SC/ST/OBC community
should be a lady, failing which a lady member should be co-opted on the
Committee/Board. It may also be ensured that where the number of vacancies
against which selection is to be made is less than ten, no effort should be spared in
finding the SC/ST, OBC officer and the Minority Community Officer and a lady
officer, for inclusion in such Committees/ Boards.

16.4 The Selection Boards/Committees will be constituted by the Personnel Department

in each case with the approval of the Appointing Authority.
16.5 In the case of recruitment for vacancies reserved exclusively for the Scheduled
Castes, Scheduled Tribes and OBC separate interviews exclusively for candidates
belonging to these communities will be held before the Selection Board which
should include, a member belonging to the Scheduled Caste /Scheduled Tribe/OBC
communities as required under the Presidential Directives issued in this regard.
16.6 Personnel Department will make available to the members of the Selection Board
the following documents and particulars regarding the candidates called for
interview:
(a) A copy of the advertisement/notification together with the specific requirements
and the duties and responsibilities of the posts and number of vacancy in each
category viz. General, SC, ST, OBC,PWD etc.
(b). Bio-Data of each candidate.

(c). Applications in original.

(d) Appraisal reports and comments of forwarding authority in case of internal
candidates.

Provided that the Score obtained in written Test be not placed before Selection
Board, till such time the award of marks for interview to all the candidates that
appeared for interview has been completed.
 16.7 Honorarium and reimbursement of boarding and lodging expenses may be made to
Members of the Selection Boards/Committees from outside the organization as per
rates and rules of the corporation.
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17.0 ROLE OF SELECTION COMMITTEE

17.1 Apart from participating generally in the selection process, the representative of the
Personnel Department in the Selection Board will have the following specific
responsibilities:
(a). At the commencement of the proceedings of the Selection Board he will brief the
members generally on the specific requirements, responsibilities and remuneration
for each post, approximate number of suitable candidates to be selected and
empanelled for immediate and future requirements and any other matter relating to
the Selection.
(b). While the specialist/technical members of the selection Board will be primarily
concerned with the suitability of the candidates in terms of knowledge, skill
expertise and technical and professional competence, it will be the primary
responsibility of the Personnel representative to call the attention of the Board to
the attitudinal, motivational and personality aspects relevant to the job
requirements.
(c) He will ensure consistency in the selection standards, starting salaries, status and
seniority keeping in view the existing position within the organization and
comparative, position prevailing generally in the open market and particularly in the
similar organizations in the Government and Public Sector.
(d) He will assist the Board in the negotiation of the terms including starting salary,
grade, seniority, status, time allowed for joining etc. and furnish relevant information
regarding allowances, benefits, amenities career prospects, service rules and other
allied matters if and when asked for by any candidates.
(e) At the end of each interview he will review and seek feedback on availability/non
availability of adequate number of proper kind of candidates for the particular
job and the need for development and training of such personnel.
17.2 Keeping in view the qualifications, experience, results of tests/group discussion,
if any and other relevant facts vis-à-vis the specific requirements of the posts and
on the basis of the standards of technical skill, professional competence and overall
personality factors as assessed from the candidate’s performance in the interview,
the Selection Board will assign a final percentage of marks to each candidate
considered suitable and recommend a panel of names of all such suitable
candidates in order of merit on the basis of the marks so assigned for appointment.
Provided that when two or more candidates secure equal marks they will be
empanelled in the chronological order of their dates of birth, oldest being placed
first among them. Cases where date of birth happens to be same, the tie will be
decided based on draw of lots.
Provided also that in respect of the reserved vacancies, the Board will draw up and
recommend separate panels of names of suitable candidates belonging to
 Scheduled Castes, Scheduled Tribes, OBC and Physically challenged Persons, as
the case may be.

14

17.3 While making its recommendations of names of suitable candidates, the Selection
Board may make special mention of the following wherever appropriate:
(a). The amount of starting basic salary in cases where initial pay is to be fixed above
the minimum of the grade.
(b). Any remarks regarding accelerated promotion to the next higher grade subject to
satisfactory performance in exceptional cases of candidates who are too senior to
start afresh in the grade to which they are selected but not senior enough for
selection to the higher grade for reasons of anomaly with reference to company’s
policy for serving employees.
(c). Area/areas of specialization and strength where the candidate would be best suited.
(d). Protection of Basic Pay in case of PSU and Govt. Employees as per DPE
guidelines issued from time to time.
(e). Any other recommendation/remark considered relevant and necessary in respect of
any candidate.
17.4 The Appointing Authority shall consider the recommendations of the Selection
Board and pass such orders as deemed fit, provided that where Appointing
Authority does not accept any recommendation of the Selection Board, it shall
record the reasons thereof in writing, and send the file to Director (Personnel) for a
final decision. In case Director (Personnel) happens to be Appointing Authority,
recommendation shall be sent to Chairman and Managing Director.
18. OPERATION OF PANEL OF SELECTED CANDIDATES
18.1 The panel of candidates in order of merit as recommended by the Selection Board,
on approval by the Appointing Authority, will form the basis for issue of offers of
appointment.
18.2 The functional panel of selected candidates will normally remain valid and operative
for a period of six months for trainees and one year for lateral recruits, from the date
of approval unless decided otherwise by the appointing authority for reasons to be
recorded in writing.
18.3 Based on the panel as recommended by the Selection Board, Personnel
Department will issue offers of appointment in the order given in the panel
depending on the number of posts as sanctioned by the Appointing Authority from
time to time.
18.4 Where selection is made in respect of vacancies exclusively reserved for
Scheduled Caste, Scheduled Tribe, OBC,PWD categories etc., the model roster
prescribed by the Government will be followed while making offers of appointment.
19. FIXATION OF PAY ON FRESH APPOINTMENT
 19.1 Initial pay of a candidate selected for appointment will ordinarily be fixed at the
minimum of the grade of pay of the post to which he is appointed except in the
following cases:
(i). Pay of the departmental candidates, selected for higher post will be fixed as on
promotion.
15

(ii). In the case of person who are already in employment with the Central Govt, State
Govt., Public Sector Undertakings or other Public Bodies, pay on appointment to a
post under the company will be fixed at the stage in the scale that total emoluments
(comprising of pay and DA) being drawn in the previous employment are protected.
Herein pay includes basic pay, DA, interiem relief / adhoc pay, NPA and personal
pay.
Over and above para (ii) The committee may recommend upto a maximum of 5
additional increments considering the following:
(a). Urgency of requirement.
(b). Any other relevant aspects.
(c). Whether next increment in previous organization is due within six months.
(d). Recommendation of Selection Committee on the basis of performance in the
interview.
However, the power to approve the recommendation of the committee shall vest
with the Appointing Authority.
20. OFFER OF APPOINTMENT
20.1 Personnel Department will issue the offers of appointment in the prescribed form in
duplicate alongwith requisite proforma such as attestation form, declaration, character
certificate, SC/ST/OBC certificate etc. and the candidate will be expected to return one
copy of the contract of appointment duly accepted and signed by him.
20.2 Based on the length of notice period, for release from the present employment as
indicated in the application form or during interview and depending on the urgency of
filling the vacant post, the offer of appointment will state the last date by which the
candidate must join the Company failing which the offer of appointment will be deemed
to have been withdrawn unless an extension of the last date has been granted by the
Appointing Authority prior to the expiry of the joining time as indicated in the offer of
appointment.
21.0 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
or Chief Medical Officer or Civil Surgeon of a Govt. Hospital as 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.
22. JOINING FORMALITIES
 22.1 Employees on the first appointment to the company’s service will furnish to the
Personnel Department copies of documents and other details and particulars as given
in Schedule -IV.

16

22.2 On appointment of a person, the District authorities concerned will be requested to

verify and report on the antecedent of the person in the prescribed attestation form, as
per directives issued by the Government form time to time, provided, however, that
such verification may not be insisted in the case of persons coming from Govt./Semi -
Govt./Public Sector Undertakings immediately after prior to appointment in THDCIL
subject to production of evidence in support of the fact that due verification of the
antecedent was made at the time of their appointment.

23. TA RULES

23.1 REIMBURSEMENT FOR ATTENDING INTERVIEW

All candidates called for interview who come from places beyond a distance of 30 km
will be reimbursed actual expenses incurred on travel to and from the place of
interview on production of ticket/money receipt or any other supporting documentary
evidence acceptable to the Corporation in respect of the onward journey, limited to :

AC 1st Class return Rail fare/
Air fare by the shortest route
2nd AC Sleeper return rail fare by
the shortest route
3rd AC Sleeper return rail fare by the
shortest route
Sleeper return rail fare by the
shortest route
For all executive posts in the salary
grade of E8 and above
For all executive posts in the salary
grade of E-5 to E-7
For all executive posts in the salary
grade of E-2 to E-4
For all non-executive posts including
supervisory and Workman trainees.

The shortest route for this purpose will be from the place to which the interview call
letter was mailed to the appointed place of interview.
23.2 Reimbursement on Joining Candidates joining the corporation will be reimbursed
Joining TA as defined under Travelling and Daily Allowances Rules of the corporation.

24. VERIFICATION OF CHARACTER AND ANTECEDENTS

24.1 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.
24.2 In case of a person appointed from the Government, Semi-Govt. or other Pubic
Enterprises, the Company may accept the verification of character and antecedents
done by his previous employer.

25. TRAINING
All employees appointed as trainees 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.

17

26. RESERVATIONS AND CONCESSIONS

Towards the endeavour of the social and national objectives as laid down by the
Government of India, it will always be the Corporation’s endeavour to provide gainful
employment on a preferential basis to the members of the Schedule Caste and
Schedule Tribe, OBC, Ex-Servicemen, Physically Challenged Persons and Persons
belonging to Project Affected Families. For this purpose the directives of the
Government concerning reservation of vacancies and special concession to be
allowed to such candidates will be followed. Also provisions of Implementation
Agreements for projects agreed with State governments shall apply. Details of
reservation and concessions will be as below.

27. RESERVATION AND CONSESSION TO CANDIDATES BELONGING TO THE

SCHEDULED CASTES, SCHEDULED TRIBES AND OBC.

1. Reservation of Posts, as per the roster prescribed by the government-

(i) For direct recruitment on All-India basis:-

(a). By open competition : Scheduled Castes 15%, Scheduled Tribes 7.5%

and OBC 27% - as per the roster

(b). Otherwise than at (a) above: Scheduled Castes 16.66%, Scheduled Tribes 7.5%
and OBC 25.84% - as per the roster.

(ii) For direct recruitment made on local/regional basis in group ‘C’ & ‘D’- As prescribed
reservation by State Government.

2. The upper age limit will be enhanced by 5 years in case of all cadres / groups for
SC/ST and 3 years for OBC.

3. Though the level of qualifications shall not be lowered, the degree of attainment in
these qualifications shall be relaxed upon the approval of the competent authority; e.g.
if the prescribed standard is a first class degree, it may be relaxed to a degree.

4. The experience will be relaxed by:

- A maximum of one year if prescribed experience is 3-5 years.
- A maximum of two years if prescribed experience is 6-10 years.
 Under no circumstances these limitations will be exceeded except with the approval of
Chairman & Managing Director if he directs to alter these limitations depending on
whether or not the possibilities of fulfilling obligations in this regard are remote.

5. Scheduled Caste and Scheduled Tribe candidates will be exempted from payment of
application fee.

18

28. SEPARATE PANEL FOR SC/ST/OBC (COMMON FOR ALL POSTS):

(i). As provided in the Reservation Policy of Government of India, candidates belonging to
SC/ST will be judged in Group Discussion/Interview separately on a particular date or
sitting and a separate panel for each of such categories will be drawn. If sufficient
number of reserved category candidates is not available for interview, their interview will
precede the interview of General candidate so as to avoid the tendency of comparison
of such candidates against General candidates. Selection committee may also consider
their selection on relaxed standard as compared to their counter-parts belonging to
General category.
The SC/ST candidates selected on merit (without any relaxation) will not be considered
against reserved category.
Candidates who obtain such minimum qualifying marks in the Written Test as decided
by Management as passing marks shall be summoned for an interview.
Provided that candidates belonging to the Scheduled Castes or Scheduled Tribes or
Other Backward Classes may be summoned for an interview by applying further
relaxed standards in the Written Test if the sufficient number of candidates from these
communities are not likely to be summoned for interview.
After interview, the candidates will be arranged in the order of merit as disclosed by the
aggregate marks finally awarded to each candidate in the Written Test and interview.
Thereafter, for the purpose of recommending candidates against unreserved vacancies
fix a qualifying mark with reference to the number of unreserved vacancies to be filled
up.
For the purpose of recommending for reserved category candidates belonging to
Scheduled Castes, Scheduled 'Tribes and Other Backward Classes against reserved
vacancies, the general qualifying marks may be relaxed as decided by Management
keeping the govt. guidelines if any into consideration with reference to number of
reserved vacancies to be tilled up in each of these categories.
However, no candidate securing less than 50% marks in interview will be empanelled.
SC/ST/OBC candidates will be required to secure at least 30% marks interview for their
empanelment. The final merit list will be prepared after completion of all the stages of
selection process viz. Written Test, Personal Interview, Group Discussion etc.

(ii) Empanelment will be made in order of merit.

 (iii) In case of a tie in the overall marks, the order will be decided on the basis of dates of
birth, followed by Govt. guidelines in case of further references.

While recommending the candidates, in the first instance, take into account the total
number of vacancies in all categories. This total number of recommended candidates
shall be reduced by the number of candidates belonging to the Scheduled Castes, the
Scheduled Tribes and Other Backward Classes who acquire the merit at or above the
fixed general qualifying standard without availing themselves of any or relaxation in the
eligibility or selection criteria.
19

Along with this list of recommended candidates, the Corporate Personnel Deptt. shall
also maintain a consolidated reserve list of candidates which will include candidates
from general and reserved categories ranking in order of merit below the last
recommended candidate under each category. The reserve list so maintained shall be
treated as confidential till the process of recommendations(s) is finally concluded.

29. CONCESSIONS TO PERSONS DISPLACED FROM THE AREAS ACQUIRED FOR

THE PROJECT
“In Group “C” and “D” preference may be given to persons belonging to Project Affected
Families.”

30. RESERVATIONS AND CONCESSION FOR EX-SERVICEMEN

(i). Reservation of vacancies: For direct recruitment 10 % of the vacancies in each of the
categories of Group C post and 20 % of vacancies in each of the categories of Group
D posts.
(ii). Ex-servicemen with a minimum of six months continuous service will be allowed age
relaxation to the extent of the period spent in service plus three years (over and above
category relaxation)

31. RESERVATION AND CONCESSION FOR PHYSICALLY CHALLENGED PERSONS

(a). Reservation of vacancies: For direct recruitment 3% of vacancies in all categories
of posts for Physically Handicapped Persons (i.e. 1% for OH, 1% for VH & 1% for
HH).
(b).. Relaxation in Age: Relaxation of 5 years in upper age limit in group ‘A’ and ‘B’
posts including recruitment made through open competitive examination and 10
years in group ‘C’ and ‘D’ posts.

(c). Relaxation in age will be over and above the applicable category relaxation.

(d). Physically handicapped candidates will be exempted from payment of application

fee.
32. Relaxation in Age for persons who had ordinarily been domicile in the state of J&K will
be extended as per the Govt. of India Guidelines issued from time to time.

33. GUIDELINES FOR ABSORPTION OF DEPUTATIONISTS IN THDC INDIA LIMITED

(a). Absorption of deputationists in the corporation shall only be done subject to
requirement of the corporation. The process of absorption shall be initiated at least 6
months before completion of the period of deputation agreed to between the
departments/Companies and with consent of the lending department/ company.
No employee shall be absorbed in the Company unless he has exercised his option to
be absorbed in the corporation by giving his consent in writing for such absorption.

20

(b). In the event of the Company having decided to permanently absorb an employee and
the employee having exercised his option and given his consent in writing, the
Company shall consider the terms to be offered to the employee for permanent
absorption, depending upon the merits of each individual case, keeping in view :

(i). The desirability of protecting the total emoluments being drawn by the employee
prior to absorption.

(ii). Length of service in the parent department in various positions and scale of pay.

(iii). In any other department / field and

(iii). Benefits to the Company from permanent retention of the employee.

(iv). Should not in any way disturb the seniority of the personnel in the same
cadre/post, existing in the organization.

(vi) Guidelines of DPE with regard to deputation/absorption.

(c ). The employee who exercises option for permanent absorption in the Company
shall resign or take retirement from his parent department in accordance with the
procedure laid down in this behalf by his parent department and on permanent
absorption in the Company shall be governed by the Company’s rules and
regulations in force from time to time.

(d). RETIREMENT BENEFITS

The benefits / facilities in respect of the pre-absorption service of the employee will
be as laid down in the relevant orders of the parent department.

(e). SENIORITY

Seniority of the deputationists to be absorbed in the Company, vis-a vis those

already existing in the same cadre, shall be fixed in accordance with the guidelines
laid down on this subject by the Company.

(f). CONTRIBUTORY PROVIDENT FUND

 The persons permanently absorbed in the Company shall be eligible for
membership of the Contributory Provident fund of the Company as and when
instituted or from the date their resignation from Government service/Parent
Department takes effect and they are permanently absorbed in the Company,
whichever is later. The amount of subscription together with interest thereon
standing to their credit in the Provident fund Account shall be transferred to their
new (Contributory) Provident Fund Account in the Company, provided the same is
agreed to between the employee and the Company.

21

(g). GRATUITY

The person permanently absorbed in the company shall have the option to
withdraw his gratuity from the parent organization in full or transfer the same to the
corporation. However, it will be the responsibility of the incumbent to get his gratuity
transferred from his parent organization.

(h). LEAVE

On Permanent absorption of deputationists, the Company will take over the liability
in regard to leave on average pay / earned leave standing to the credit of the
optees at the time of leaving the parent organization, provided the previous
organization has remitted a lump-sum leave salary equal to the pay to the
Company.

34. 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 Chairman and Managing Director may at his discretion relax any of the
provisions of these rules.

35. INTERPRETATION AND AMENDMENTS

In case of any doubts arising with regard to any of the provisions in the Recruitment
Policy and Procedures and in the cases not covered by these rules, final authority
of interpretation will vest with the Chairman and Managing Director whose decision
will be final.

22
 ANNEXURE-I

Criteria for judging Medical Unfitness, Inefficiency or Doubtful Integrity of

employees proposed to be Pre-maturely retired.

1.1 MEDICAL UNFITNESS

(A) If an employee has been continuously on leave on medical grounds for a period of 12
weeks (Including Sundays and Holidays) or has been on leave for reasons of sickness
for a total period of 120 days (Including Sundays and Holidays) or more during a
continuous period of six months or if a person though attending duties but is found to
be mentally derange, his/her departmental head may refer him/her to a medical board
for thorough medical check-up and report :-

- Disease he/she is suffering from,

- Whether the disease is infectious/contagious,
- Whether it is curable or incurable,
- In case of curable disease whether the person is likely to be fit to resume his
normal duties within a period of 12 months.

B) If the person is not fit to resume duty within a period of 12 months or in case of
employee suffering from incurable and infectious/contagious disease or suffering from
lunacy or mental derangement and whose service cannot be gainfully utilized by the
company or whose attendance is likely to pose health hazard to others as may be
certified by the Medical Board, premature retirement will be considered.

Note : This premature retirement on medical grounds is independent of and without

prejudice to the right of the company to discharge an employee who might not
have attained the age of 50 years, from service on being found medically unfit in
accordance with the provisions of the Service Rules.

1.2 INEFFICIENCY
 Inefficiency would be evaluated on the basis of Appraisal Reports. Employees whose
overall assessment is ‘not satisfactory’ for three consecutive years, may be deemed as a
fit case for consideration for premature retirement.

1.3 DOUBTFUL INTEGRITY

An employee who gets an adverse comment consecutively for three years on his
integrity in his Appraisal Reports would be considered for premature retirement. A board
as appointed by CMD shall look into such cases.

23

SCHEDULE- I

MODEL RECRUITMENT PROCESS

S.No. PROCESS SCHEDULE

1. Receipt of assessment of manpower with
approval of Competent authority

2. Submission of draft advertisement for 07 working days from

approval of Competent Authority (1) above

3. Approval of Draft Advertisement 07 working days

4. Insertion in the website 02 working days from

(3) above
5. Submission to Corporate Communication 02 working days from
Department for release of advertisement (3) above

6. Release of Advertisement 10 working days

7. Last date for receipt of application 30 working days from

(6) above
8. Processing of applications 30 working days from
(7) above
9. Technical scrutiny and short listing 07 working days from
(8) above
10. Submission for approval of Competent 10 working days from
authority for calling of short listed (9) above
candidates.

11. Date of test/Interview (as the case may be) 21 working days from
(10) above
12. Submission of recommendation of Selection Next working day
Committee to Competent Authority for from (11)
 approval Above

13. Approval of recommendation by Competent 07 working days

Authority

14. Issue of Offer of Appointment 02 working days from

(13) above

15. Acceptance of Offer 21 working days from

(14) above

24

ANNEXURES
 SCHEDULE-II
JOB SPECIFICATIONS FOR RECRUITMENT OF EXECUTIVES
Discipline:Engineering
Grade Designation Qualification Experience Age
E-2 Engineer Trainee Full Time B.E/B.Tech/B.Sc NIL 30 Yrs
(Engg.)/in relevant Discipline
from recognized University or
institute recognized by
appropriate statutory authority in
India with not than 60% marks.
E-3 Sr.Engineer -do- Post qualification Experience of 1 Yr in 32 Yrs
Executive/Officer cadre in IDA Pay Scale:20600-3%-
46500
E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in Executive/Officer 40 Yrs
Cadre out of which 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of which 45 Yrs
atleast 3 yrs in immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs in 48 Yrs
executive/ officer cadre out of which minimum 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs in 50 Yrs
Manager executive/ officer cadre out of which minimum 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General Manager -do- Post qualification executive experience of 25 yrs in 55 Yrs
executive/ officer cadre out of which minimum 2 yrs in
immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000

25
Discipline : Personnel/Human Resource
Grade Designation Qualification Experience Age
E-2 ExecutiveTrainee MBA with Specialization in Personnel NIL 30
Management(HR as Main or Major Subject) Yrs
/HRD/HRM with Minimum 60% marks or Post
Graduate Degree in Personnel
Management/IR/Labour Welfare with minimum
60% marks or Minimum 2 years full time Post
Graduate Diploma in PM&IR/Labour Welfare
with minimum 60% marks or Masters in Social
Work or MHROD from recognized
university/Institutes recognized by appropriate
statutory authority.Desirable Qualification: LLb.
E-3 Sr.Personnel -do- Post qualification Experience of 1 Yr in 32
Officer Executive/Officer cadre in IDA Pay Yrs
Scale:20600-3%-46500
E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in 40
Executive/Officer Cadre out of which 3 yrs in Yrs
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of 45
which atleast 3 yrs in immediate lower
Yrs
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs 48
in executive/ officer cadre out of which minimum Yrs
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs 50
Manager in executive/ officer cadre out of which minimum Yrs
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General -do- Post qualification executive experience of 25 yrs 55
Manager in executive/ officer cadre out of which minimum Yrs
2 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000
26
Discipline : IT

Grade Designation Qualification Experience Age

E-2 Engineer Trainee Full Time B.E/ B.Tech/ B.Sc (Engg./ NIL 30 Yrs
Technology)/ MCA/Level "B"
examination in Computer Science from
recognised Indian University or Institute
recognized by appropriate statutory
authority in India with not less than 60%
marks

E-3 Sr.Engineer -do- Post qualification Experience of 1 Yr in 32 Yrs

Executive/Officer cadre in IDA Pay Scale:20600-
3%-46500
E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in 40 Yrs
Executive/Officer Cadre out of which 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of 45 Yrs
which atleast 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs in 48 Yrs
executive/ officer cadre out of which minimum 3 yrs
in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs in 50 Yrs
Manager executive/ officer cadre out of which minimum 3 yrs
in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General -do- Post qualification executive experience of 25 yrs in 55 Yrs
Manager executive/ officer cadre out of which minimum 2 yrs
in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000
27
Discipline: Materials Management
Grade Designation Qualification Experience Age
E-2 Engineer Trainee Full Time B.E/B.Tech/B.Sc (Engg.)in NIL 30 Yrs
relevant Discipline or Full Time MBA with
specialisation in Material Management
from recognised University or Institute
recognized by appropriate statutory
authority in India with not less than 60%
marks.

E-3 Sr.Officer -do- Post qualification Experience of 1 Yr in 32 Yrs

Executive/Officer cadre in IDA Pay Scale:20600-
3%-46500
E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in 40 Yrs
Executive/Officer Cadre out of which 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of 45 Yrs
which atleast 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs 48 Yrs
in executive/ officer cadre out of which minimum
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs 50 Yrs
Manager in executive/ officer cadre out of which minimum
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General Manager -do- Post qualification executive experience of 25 yrs 55 Yrs
in executive/ officer cadre out of which minimum
2 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000

28
Discipline : Finance & Accounts
Grade Designation Qualification Experience Age
E-2 Executive Trainee CA / CMA qualified, from The NIL 30 Yrs
Institute of Chartered Accountants
of India/The Instiute of Cost
Accountants of India.
E-3 Sr.Officer -do- Post qualification Experience of 1 Yr in 32 Yrs
Executive/Officer cadre in IDA Pay Scale:20600-3%-
46500

E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in Executive/Officer 40 Yrs

Cadre out of which 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of which 45 Yrs
atleast 3 yrs in immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs in 48 Yrs
executive/ officer cadre out of which minimum 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs in 50 Yrs
Manager executive/ officer cadre out of which minimum 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General Manager -do- Post qualification executive experience of 25 yrs in 55 Yrs
executive/ officer cadre out of which minimum 2 yrs in
immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000

29
Discipline : Law
Grade Designation Qualification Experience Age
E-2 Executive Trainee Graduate with degree in Law with 60% NIL 30 Yrs
marks from recognised Indian university
or 5 year integrated course in Law with
60% marks from Institute recognized by
appropriate statutory authority in India

E-3 Sr.Law Officer -do- Post qualification Experience of 1 Yr in 32 Yrs

Executive/Officer cadre in IDA Pay
Scale:20600-3%-46500

E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in 40 Yrs

Executive/Officer Cadre out of which 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of 45 Yrs
which atleast 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 48 Yrs
yrs in executive/ officer cadre out of which
minimum 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 50 Yrs
Manager yrs in executive/ officer cadre out of which
minimum 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General Manager -do- Post qualification executive experience of 25 55 Yrs
yrs in executive/ officer cadre out of which
minimum 2 yrs in immediate lower
grade/scale(CDA/IDA)
IDA: 43200-3%-66000

30
Discipline: Public Relation
Grade Designation Qualification Experience Age
E-2 Executive Trainee Graduate with 2 Year Full time Post NIL 30 Yrs
Graduate Degree /Diploma in PR/Mass
Communication or Journalism from
recognised Indian University or Institute
recognized by appropriate statutory
authority in India with not less than 60%
marks

E-3 Sr. Officer -do- Post qualification Experience of 1 Yr in 32 Yrs

Executive/Officer cadre in IDA Pay Scale:20600-
3%-46500.
E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in 40 Yrs
Executive/Officer Cadre out of which 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of 45 Yrs
which atleast 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs 48 Yrs
in executive/ officer cadre out of which minimum
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs 50 Yrs
Manager in executive/ officer cadre out of which minimum
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General Manager -do- Post qualification executive experience of 25 yrs 55 Yrs
in executive/ officer cadre out of which minimum
2 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000

31
Discipline: Geology
Grade Designation Qualification Experience Age
E-2 Executive Trainee Full Time M.Tech/M.Sc in Applied Geology NIL 30
or equivalent preferably with specialization Yrs
in Engineering Geology from recognised
Indian university or Institute recognized by
appropriate statutory authority in India with
not less than 60% marks
E-3 Sr. Officer Full Time M.Tech/M.Sc in Applied Geology Post qualification Experience of 1 Yr in 32
or equivalent preferably with specialization Executive/Officer cadre in IDA Pay Scale:20600- Yrs
in Engineering Geology from recognised 3%-46500.
Indian university or Institute recognized by
appropriate statutory authority in India with
not less than 60% marks
E-4 Dy.Manager -do- 6 Yrs Post Qualification Experience in 40
Executive/Officer Cadre out of which 3 yrs in Yrs
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of 45
which atleast 3 yrs in immediate lower
Yrs
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs 48
in executive/ officer cadre out of which minimum Yrs
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs 50
Manager in executive/ officer cadre out of which minimum Yrs
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General Manager -do- Post qualification executive experience of 25 yrs 55
in executive/ officer cadre out of which minimum Yrs
2 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000
32
Discipline: Medical
Grade Designation Qualification Experience Age
E-3 Sr. Medical MBBS/BDS or Equivalent Post qualification Experience of 1 Yrs including 32 Yrs
Officer Degree/Qualification in other system of Internship.
medicines (Homeopathy/Ayurvedic etc.)
recognized by MCI

E-4 ACMO MBBS/BDS with PG Degree in Medicine / 6 Yrs Post Qualification Experience in 40 Yrs
Obst.& Gynaeco/ Padediatry/ Anaesthaesia/ Executive/Officer Cadre out of which 3 yrs in
Surgery Ortho/ Opthalmology etc/MDS. immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Dy. CMO -do- Post Qualification experience of 11 Yrs out of 45 Yrs
which atleast 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 CMO -do- Post qualification executive experience of 16 yrs 48 Yrs
in executive/ officer cadre out of which minimum
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 CMS -do- Post qualification executive experience of 18 yrs 50 Yrs
in executive/ officer cadre out of which minimum
20 yrs in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General -do- Post qualification executive experience of 25 yrs 55 Yrs
Manager(Health in executive/ officer cadre out of which minimum
Services) 2 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000

33
Discipline: Company Secretary
Grade Designation Qualification Experience Age
E-2 Executive Trainee Gradaute and Member of Institute of NIL 30 Yrs
Company Secretaries of India. Degree in
Law will be added aqualification.

E-3 Asst.Company -do- Post qualification Experience of 1 Yr in 32

Secretary Executive/Officer cadre in IDA Pay Scale:20600- Yrs
3%-46500.

E-4 Dy. Company -do- 6 Yrs Post Qualification Experience in 40 Yrs

Secretary Executive/Officer Cadre out of which 3 yrs in
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Company -do- Post Qualification experience of 11 Yrs out of 45 Yrs
Secretary which atleast 3 yrs in immediate lower
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Company -do- Post qualification executive experience of 16 yrs 48 Yrs
Secretary in executive/ officer cadre out of which minimum
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Company -do- Post qualification executive experience of 20 yrs 50 Yrs
Secretary in executive/ officer cadre out of which minimum
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 Company -do- Post qualification executive experience of 25 yrs 55 Yrs
Secretary in executive/ officer cadre out of which minimum
2 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000
34
Discipline : Environment
Grade Designation Qualification Experience Age
E-2 Executive Trainee BE/B.Tech with M.Tech. in Environmental NIL 30
Engineering from recognised Indian Yrs
university or Institute recognized by
appropriate statutory authority in India with
not less than 60% marks.

E-3 Sr.Engineer -do- Post qualification Experience of 1 Yr in 32

Executive/Officer cadre in IDA Pay Scale:20600- Yrs
3%-46500.

E-4 Dy. Manager -do- 6 Yrs Post Qualification Experience in 40

Executive/Officer Cadre out of which 3 yrs in Yrs
immediate lower grade/scale(CDA/IDA)
IDA Pay Scale:24900-3%-50500
E-5 Manager -do- Post Qualification experience of 11 Yrs out of 45
which atleast 3 yrs in immediate lower
Yrs
grade/scale(CDA/IDA)
IDA Pay Scale:29100-3%-54500
E6 Sr.Manager -do- Post qualification executive experience of 16 yrs 48
in executive/ officer cadre out of which minimum Yrs
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 32900-3%-58000
E-7 Dy. General -do- Post qualification executive experience of 20 yrs 50
Manager in executive/ officer cadre out of which minimum Yrs
3 yrs in immediate lower grade/scale(CDA/IDA)
IDA : 36600-3%-62000
E-8 General Manager -do- Post qualification executive experience of 25 yrs 55
in executive/ officer cadre out of which minimum Yrs
2 yrs in immediate lower grade/scale(CDA/IDA)
IDA: 43200-3%-66000
35
 SCHEDULE-III

THE CENTRAL SELECTION BOARD FOR RECRUITMENT TO EXECUTIVE CADRES WILL BE SET UP WITH THE
FOLLOWING CONSTITUTION

(a). Concerned functional Director and Director (Personnel) or their nominees from amongst officers in senior managerial
cadres in the Corporation.

(b). ED/General Manager/Head of the Division concerned.

(c ). Not less than one specialist / Advisor in the concerned specialization whether from within or outside the Corporation.

(d). SC/ST Representatives. (as per the directives of DOPT guidelines).

(e). OBC Representatives. (as per the directives of DOPT guidelines).

(f). Minorities Representatives. (as per the directives of DOPT guidelines).

(g). One Lady Officer. (as per the directives of DOPT guidelines)

(h). One member from amongst persons of eminence and integrity with a suitable background in selection of personnel such
as retired members of Central/State Govt. or any serving/retired executive of appropriate level of reputed.

(i). Chairman of the Selection Board will be nominated from amongst the above members by Appointing Authority.

36
 Schedule –IV

JOINING FORMALITIES

In case of appointments to regular scales of pay the employees joining the Organization will report to the Personnel
Department at the place of posting and will furnish the following:-

1) Joining report (as per proforma prescribed)

2) A written undertaking regarding his:

a) Marital Status

b) Home town

c) Immovable and movable property

d) Employment of spouse in an embassy or foreign mission.

e) Relationship with Director (s) of the Corporation (Section 6 of the Company Act)

3) Medical fitness Certificate.

4) Attested copies of educational and professional certificates and testimonials.

5) A character Certificate from a Gazetted Officer.

6) Release and Pay Certificates (LPC) in case of employees from Government /Public Sector Undertakings.

7) Attestation forms for verification of the antecedents.

8) Service agreement bond if applicable.

37