® tame PDIL Ueleaiea fifa wd fraaracir PROMOTION POLICY AND RULES (SUsha GT GLH BIT) Feet tar AOR 1 -apeuef PROJECTS & DEVELOPMENT INDIA LTD. (A GOVT. OF INDIA UNDERTAKING) MINI RATNA-1 COMPANY This hes ape aeved 5 He Board & Ditech in th 2>6% meckia hell im jo Dec ember, 2815 “surgi Gale “we Saiplic framlye oS CeSey LLO1.0 20 IS AND OBJECTIVES ‘These policies and rules are aimed at the following: i) To offer equal opportunities to all employees in their career development li) To provide a uniform and equitable basis for employee's growth. lil) To reward employees suitably and fairly to encourage individual contribution to the organization PROMOTION PLANS At all Units and also at Corporate level, promation exercise will be taken once in a year on the basis of eligibility as on 31% December. Eligible candidates will be assessed each year. Promotion will be made effective tram 1* January every year on the basis of available clear vacancies on 31* December. However the likely vacancies till 30th June in the subsequent year may be filled from the panel of selected candidates prepared by Corporate (P&A) Department based on the marks awarded by DPC and marks obtained based on ACR and Seniority, in order of merit. Promotion in such cases wauld be effective from the date, the post falls vacant. On promotion financial benefit will be admissible to the employees fram the date of their assuming charge ‘The company shall aperate "Vacancy based promotion scheme" for its employees as follows "Vacancy Based Promotion Scheme’ Under this scheme, Employees are assessed for promotion on completion of eligibility period and attainment of satisfactory standard in performance and conduct subject to availabilty of vacancy, However candidates completing the “Qualifying period” between January 1* to June 30", shall also be assessed for promotion by DPC. This shall apply to only new recruities for 1* promotion only. However, promotion upto £8 grade may be made with reference to the available vacancies at each level. CMD shall be authorized to change the recruitment and promotion PSU within the overall limit of the grades 2/16 Promotion Policy and Rule3.0 34 344 32 33 334 332 POLICY AND GUIDELINES Grade to Grade Promotion All Promotions in the organization are subject to availability of grade-wise vacancies Impact of Extra Ordinary Leave For computing eligibility for promotion under grade to grade specifications Extra Ordinary Leave if availed for 15 days or more in a calendar year, would be taken into account and eligibility period will be extended accordingly. Eligibility Period (Specification) An employee will be eligible for Assessment / Interview for promotion on completion of specified number of years of service called “eligibility period” in his/her scale. An employee will be eligible for Assessment / Interview for promotion on completion of specified number of years of service called “eligibility period” in his/her scale. However for the purpose of determining the eligibility period, all officers, according to their qualification, are grouped under four broad categories ('A’, ‘BI’, 'B2' & 'C') as per Annexure-I. The eligibility period for different level of officers for E | to E8 Grades shall be as per Annexure-IIA. The eligibility period for employees in WM1 to EO grades shall be as per Annexure-IIB, II-C, IID and ILE On acquiring higher qualification On acquiring the qualification of Category ‘A’ by a ‘B2’ Category Officer in relevant field, with minimum 60% marks shall be interviewed by a committee constituted by the Competent Authority. The above change of category will be considered only when the emplayee has ‘obtained prior permission, as per laid down procedure to acquire the relevant professional qualification. The exercise for promotion will be undertaken and promotion shall be made effective as per normal promotion rules and procedure Guidelines for Promotion/Up-gradation as Engineer on account of Acquiring Higher Qualification in BE/AMIE Degree is as under: > An Undertaking shall be initially obtained at the time of application by the employee that he/she shall execute a service agreement to serve Three (03) years from date of promation & submit a surety bond of Rs 1 Lac for Gen/OBC Category or Rs 50000/- for SC/ST Category. 3/16 Promotion Policy and Rule34 40 5.0 54 52 y A duly constituted DPC committee shall be formed to assess the suitability for promotion for the employees, who have acquired higher qualification i.e. B E/AMIE. (On promotion, he/she is required to submit (i) A Surety bond of Rs 1 Lac for Gen/OBC. Category OR Rs 50000 for SC/ST Category & (li) Sign an agreement of 03-years service bond with stipulation that they will have to serve Three (03) years from date of promation as Engineer, falling which surety bond money as executed, shall be deposited by the employee. Reservation in Promotion The Govt. of India directives on reservation Policy in the matter of promotion will be adopted in letter and spirit. CHANNELS OF PROMOTION Channel of promotion means the line of vertical mavement of an employee from one scale of pay to the next higher scale in that line on completion of eligibility period and attainment of satisfactory standards of performance. Channels of promotion and eligibility period are given in AnnexureliA, B ,C,D &E. PROCEDURES AND RULES Seniority 0 ii) i) ) Inter-se seniority of candidates selected in an interview assessment will be determined In accordance with the order of merit drawn up/marks awarded by the selection committee. In case there is tie in the marks awarded by the selection committee. seniority shall be determined on the basis of base seniority in the previous grade The eligibility for promotion to the next higher post of an incumbent will be counted from the date of promation/joining in case of lateral entry. Effect of extension of probationary period an seniority In the case of confirmation on completion of normal period, the seniority is reckoned from the date of promotionijaining as the case may be. However, if the probationary period is extended, seniority will be reckoned from the proportionate extended date of confirmation and not from the date af pramationijoining On transfer from one office / establishment of PDIL to another, an employee will carry his ald seniority. In case of non joining of the officials in the promoted post, the incumbent will be debarred from being considered for promotion for the next 3 years 4/16 Promotion Policy and Rule6.0 64 644. CRITERIA OF PROMOTION All Promotion will be on merit which will be judged on the basis of experience, performance. achievement, canduct & potentiality of the employee. Significant achievements and contribution to the company during the last 3 years is to be obtained from all eligible candidates under E1 to E5 duly authenticated by the HOD and forwarded by the respective GM Unit Head to Corporate Personnel Department. Significant achievements and contribution to the company during the last 2 years is to be obtained from all eligible candidates under £6 & E7 duly authenticated by the HOD and forwarded by the respective GM Unit Head to Corporate Personnel Department. METHOD OF PROMOTION For promotion to the grades of E7 & £8, interview will be the only criteria for adjudging the suitability and for promotion in the grades of WM1 to E6, Paper Assessment will be the criteria for adjudging the suitability. However, for the candidates for promotion / up-gradation on account of acquiring higher qualification in BE/AMIE degree, Interview will be the criteria for adjudging the suitability. APPROVAL OF PROMOTION PROCEEDINGS All promotion proceedings shall be approved by C&MD except the proceedings of E7 & EB grade which will be approved by the Board of Directors Merit Criteria To judge the suitability for higher posts the eligible candidates shall be ranked by the selection committee on the follawing cnteria Annual Performance /Self Appraisal (CR ratings) 60% (60 Marks) For promotion in the grades E7 to E8 Out of this full marks will be given to ‘excellent’, 80% (48 marks) to ‘very good’, 60% (36 marks) to ‘Good/Satistactory’, 40% (24 marks) to barely satisfactory, & 20% (12 marks) to unsatisfactory reports. Annual Self Appraisal for 2 years, shall be taken in to account and average of 2 years will be the marks obtained by the candidate 5/16 Promotion Policy and Rule612. 613 614 62 The marks are to be assigned for the last 2 last years with the each year's rating in the following manner: 30 Marks for Excellent, 24 marks for Very Good, 18 marks for Good/ Satisfactory, 12 marks for Barely Satisfactory & 6 Marks for un-satisfactory For promotion in the grades E1 to E6 Out of this full marks will be given to ‘excellent’, 80% (48 marks) to ‘very good’, 60% (36 marks) to “Good/Satistactory’, 40% (24 marks) to barely satisfactory, & 20% (12 marks) to unsatisfactory reports. Annual Self Appraisal for 3 years, shall be taken in ta account and average of 3 years will be the marks obtained by the candidate The marks are to be assigned for the last 3 last years with the each year's rating in the following manner: 20 Marks for Excellent, 16 marks for Very Good, 12 marks for Good! Satisfactory, 8 marks for Barely Satisfactory & 4 Marks for un-satisfactory For WORKMEN The marks are to be assigned for the last 3 last years with the each year's rating in the following manner, 20 Marks for Outstanding, 15 marks for Good, 10 marks for Average & 5 Marks for Poor. Seniority 20% (20 marks! For the period of eligibility: 12 marks For each additional completed year or part thereof for more than 6 months: 4 marks InterviewPaper Assessment: 20% (20 marks) will be given by Departmental Promotion Committee (DPC) on the basis of interview/Paper Assessment of the candidate. Merit List and Panel Validity: According ta above ratings, the eligible candidates will be ranked in their grades and Panel of candidates for promotion will be drawn in order af merit which will be extendable up to 30th June of the year. Minimum Eligibility & Suitability Criteria 6/16 Promotion Policy and Rule70 In order to bring more objectivity and transparency in the system for evaluating the suitability of candidates for promotion, minimum points for eligibility and suitability of candidates are fixed as under, Grade of Points for Paints for Promotion Eligibility Suitability WM1-E8 56 70 DPC will consider only those candidates who meet minimum or more points specified for eligibility for promotion to a particular grade DEPARTMENTAL PROMOTION COMMITTEE (DPC) i) Constitution of selection committee may be proposed by the Corporate P&A Department and approved by the Chairman & Managing Director as per the following guidelines:- a) _ For promotion to the Post of E7 to E8 Grades : Chairman & Managing Director. = - Chairman Director (Finance) - Member Expert from Industry - Member Representative of SC/ST - Member Govt. nominee on Board of PDIL - Member: b) For promotion to the posts of E0 to E6 Grades: Chairman & Managing Director. = - Chairman Director (Finance) - Member GGM GM (Inspection) - Member GGM/GM/UNIt Head, Noida - Member GGM/GM/Unit Head, Baroda - Member GGM/GM/UNIt Head. Sindni - Member HOD (Corparate P&A) - Member ¢) For promotion to the posts of WM1 to WMé Grades: Director (Finance) - Chairman GGM GM (Inspection) - Member GGM/GM/UNIt Head, Noida - Member GGM/GM/Unit Head, Baroda - Member GGM/GM/UNIt Head. Sindri - Member HOD (Corparate P&A) - Member 7/16 Promotion Policy and Rule8.0 84 9.0 The above committee as mentioned in b) above, shall also interview the candidates for promotion / up-gradation an account of acquiring higher qualification in BE/AMIE degree. li) Members of the selection committee should be at least one Grade above the grades to be assessed/ interviewed ANNUAL PERFORMANCE SELF APPRAISALIAPARIACR For promotion in the grades (WM1 to E6), Annual Performance Self Appraisal / APAR/ ACR for the last 3 years (in PDIL) is to be taken into account while considering for selection of the candidates for promation to the next higher post For promotion to the grades (E7 & E8), Annual Performance Self Appraisal / APAR/ ACR for the last 2 years (in PDIL) is to be taken into account while considering for selection of the candidates for promation to the next higher post. The ‘Overall Rating’ in the Performance Appraisal Reports shall be in the scale given below: Outstanding/Excellent - A) Very Good - (4 Good/Satistactory - (8) Barely SatistactoryiPoor = - ~—-(C) Unsatistactory - ©) atings' Scale for Workmen Outstanding - A) Good - (8) Average - () Poor - ©) CLEARANCE REQUIRED FROM VIGILANCE DEPARTMENT Before conducting the assessment/interview, Vigilance clearance is to be abtained for the eligible candidates. Similarly Vigilance clearance is to be obtained for the selected candidates before issuing the Promotion Memo. Vigilance clearance is also to be abtained for confirmation. 8/16 Promotion Policy and Rule10.0 11.0 120 13.0 TAIDA FOR EXTERNAL EXPERTS Experts trom Government’ Semi Government / PSUs/ other sources may be reimbursed TAJDA, accommodation charges as decided by CMD from time to time. In addition, he will be paid an honorarium of Rs.2500/- per day for such association PROMOTION AND CONFIRMATION OF EMPLOYEE UNDER SUSPENSIONI PROSECUTION | PUNISHMENT (AS PER GOVT. GUIDELINES) Following procedures shall be follawed with regard to matter pertaining to promotion / confirmation etc. of officers / workmen who are under suspension or who are facing prosecution in a court of law, whose conduct is under investigation /enquity. The promation of officers / employees will be withheld (sealed cover procedure will be applicable) though they might have been faund suitable, in the following cases: a) When an officer/ employee is under suspension. b) Officer” employee in respect of whom a charge sheet has been Issued and the disciplinary proceedings are pending ¢) _ Officerlemployee in respect of whom prosecution for a criminal charge is pending The proceedings of the Assessment Committee need only contain the nate "The findings are contained in the attached scaled cover". The authority competent to fill the vacancy should be separately advised to fill the vacancy in the higher grade only in an officiating capacity when the findings of the Assessment Committee in respect of the suitability of an officer of the employee for the pramotion are kept in a scaled cover. PROCEDURE BY SUBSEQUENT ASSESSMENT COMMITTEE The same procedure outline in para 11.0 and 11.1 above will be followed by the subsequent departmental promotion Committee convened till the disciplinary case / criminal prosecution against the officer / emplayee concerned concluded ACTION AFTER COMPLETION OF DISCIPLINARY CASEICRIMINAL PROSECUTION If any penalty is impased on the officer/employee as a result of the disciplinary proceedings or i he is found guilty in the criminal prosecution against him, the findings of the sealed cover shall not be acted upon. His case for promotion may be cansidered by the next Assessment Committee in the normal course and having regard to the penalty imposed on him. 9/16 Promotion Policy and Rule14.0 CONFIRMATION ‘An employee on promotion shall be on probation for a period of six months, which can further be extended upto six months at the discretion of the management without assigning any reason. If such an employee is found unfit for the post even after the extended probationary period, he may be reverted back to his substantive post without assigning any reason On satisfactory completion of probationary period, the confirmation shall be considered. An employee will not be regarded as confirmed until a letter of confirmation has been issued by the Management, Note: Concerned Unit (P&A) Department should initiate confirmation process within seven working days of sixth month. Competent authority's approval must be communicated to the concerned individual within one month on completion of six months probation period EXPLANATION It is clarified that it the order of promotion is issued later than the date of actual commencement of promotion, the officer will be confirmed from the date of actual promotion unless the probationary period has been extended. In case the probationary period has been extended by six months the confirmation date will be six months after the date of promotion. 14.1 RECKONING OF SENIORITY WHEN PROBATIONARY PERIOD IS EXTENDED Under normal circumstances seniority of an employee in his present grade is counted alongwith eligibility from the date of promotion. However, in case the probationary period is extended the seniority of the affected employee shall be reckoned trom the date of confirmation and not from the date of promotion but eligibility for next promotion shall be counted from the date of promotion Seniority 20% (20 marks) In such case of extension of prabation period, seniority marks shall be calculated as follows For the period of eligibility: 8 marks For each additional completed year or part thereof for more than 6 months : 4 marks Nore: - The above is applicable to all employees (unionized category & officer) 10/16 Promotion Policy and RuleAnnexure+ QUALIFICATION CATEGORIES CATEGORTY -~A Muimu QUALIFICATION MSW/ Masters Degree in LSW PG Degree / PG Diploma of 2 Yrs duration In Public Administration/Personnel Management’ Materials Management Marketing / Economics MSc. (Statistics) > _MSc./ PhD in Chemistry > Degree in Engineering / AMIE > CAIICWA > Master's Degree in Computer Application / Information Technology > MBA >» ACS > > v CATEGORTY - B1 Muimu QUALIFICATION > Graduation with recognized Post-Graduate Diploma in an area relevant to corporate management / law CATEGORTY - B2 Minimum Qualification > Diploma in Engineering / Relevant field / Diploma in Safety > Advance course/ certification in Draftsmanship for Designing / Drafting function. > Survey Diploma / Survey Examinations far surveying functions > Graduation CATEGORTY - C MNIMuM QUALIFICATION > Matric Plus ITI (for draftsman, Operators and other technical workmen) > Matric (for non technical personnel) 11/16 Promotion Policy and RulePROJECTS & DEVELOPMENT INDIA LTD. CORPORATE P&A DEPARTMENT : NOIDA. SPECIFICATIONS OFFICERS (E1 to E8 Grades) Annexure-IIA ‘ PROMOTION a SL. UALIFICATION No. FROM GRapE/ To GRADE/ Carecory | BUGIBILITY Pelion Pay SCALE Pay SCALE A 3 1 {£9 &1 at a Rs, 12600-82500 Rs, 16400-40500 Bo Z ¢ 5 A 3 > {Et &2 Bi a Rs. 16400-40500 Rs, 20600-46500 B2 4 C 5 3 (22 E3 a 3 Rs, 20600-46500 Rs, 24900-0500 = + a [6 e4 A 3 Rs. 24900-50500 Rs. 29100-54500 Bt 4 5 |E4 &5 A 3 Rs. 29100-54500 Rs. 32900-58000 Bt 4 5 f= Es A 3 Rs. 32900-68000 Rs, 36600-62000 Bt 4 7 |e eT A > Rs. 36600-62000 Rs. 43200-66000 2 3 le 8 A 2 Rs. 43200-66000 Rs. 51300-73000 2 Promotion Policy and Rule 12/16Annexure-IIB PROJECTS & DEVELOPMENT INDIA LTD. CORPORATE P&A DEPARTMENT : NOIDA. SPECIFICATIONS Workmen SL. PROMOTION FROM PROMOTION To GRADE/PAY SPECIFICATION No. | __GRADE/Pay SCALE SCALE QuALiFICATION YEAR MiniSTERIAL Clerk ASSET Cle ASSET Graguate z + | wm) (wm) Rs. 8700-18100 Rs. 9000-18700 Matic 4 Clerk Asst -I Office Asst Graduate 3 2 | (waa) (wm) Rs. 9000-18700 Rs. 9050-19500 Matric 4 Office Asstll Office Asstil Graduate 3 3 | qm} (WM Reveds0-19600 Rer9760.23160 Mattie ° Office Asst-ll Office Asst! Graduate 3 4 | qwma) (M5 Reve /50-23150 en 10550-26960 Matric 5 Office Asst-1 Sr. Office Asst. Graduate 3 5. | (ww) (wm) Rs. 10550-25950 Rs. 11900-30450 Matric 5 Sr. Office Asst Jr. Officer Graduate 3 6 | (wae) (€0) Walle 5 Rs. 11900-30450 Rs. 12600-82500 STENOGRAPHY 7p Steno Gr-tl, (WRAY Steno Gr WMS) Graauate 3 Rs. 9750-23150 Rs. 10550-25950 Matric 4 > | Steno Gr, (WME) A. (WM) Graduate 3 Rs, 10550-25950 Rs. 11900-30450 Matric 4 3 | PA. (WMS) Jr. Officer (SS) (EO) Graduate 3 Rs. 11900-30450 Rs. 12600-32500 Matric 5 ACCOUNTS 7 | Accounts ASsEIT, (WMS) [Acts ASSET WW) Graduate 3 Rs, 9050-19500 Rs. 9750-23150 Matric 5 > | Accounts ASSET, (WMA) Acts Asser (WHS) Graauate 3 Rs. 9750-23150 Rs. 10550-25950 Matric 5 3 | Accounts Asst-1, (WMS) | Sr. Accts Asst (WM) Graduate 3 Rs, 10550-25950 Rs. 11900-30460 Matric 5 7] [St Accounts Asst (WM) —_[Jr- Officer (Accts.) (EO) Graduate 3 Rs. 11900-30450 Rs. 12600-32500 Matric 5 13/16 Promotion Policy and RuleAnnexure = lIC PROJECTS & DEVELOPMENT INDIA LTD. CORPORATE P&A DEPARTMENT : NOIDA. SPECIFICATIONS Promotion Policy and Rule Workmen SL. SPECIFICATIONS No. | PROMOTION From PROMOTION To GUALFCATION YEAR STORE 1_| Sr Store Keeper, (WM) | Jr. M.O., (ED) Graduate 3 Rs. 11900-30450 Rs.12600-32500 Matric 5 2 | Store Keeper, (WMS) | Sr. Store Keeper, (WM6) Graduate 3 Rs. 10550-25950 Rs. 11900-30450 Matric 5 3 | Store Keeper il, (WMi4)_| Store Keeper, (WM5) Graduate 3 Rs. 9750-23150 Rs. 10550-25950 Matric 5 _ | Store Keeperil, (WMS) | Store Keeper-il, (WMa) Graduate 3 Rs. 9050-19500 Rs. 9750-23150 Matric 5 RECORD Record Asstl Record Asst, Graduate/Adv. Course [ 1 | wm) (wM2) Matric + ITI 4 Rs. 8700-18100 Rs. 9000-18700 Mattie 5 Record Asst Record Keeperill, Graduate/Adv. Course: 3 2 | (wma) (wM3) Matrics IT a Rs. 9000-18700 Rs. 9050-19500 Matric 5 Record Keeper-iil, Record Keeperil Graduate 3 3. | (wa) (wea) Matric IT a Rs. 9050-19500 Rs. 9750-23150 Matric 5 Record Keeper-il Record Keeper! Graduate 3 4 | (wma) (wM5) Matric+ IT a Rs. 9750-23150 Rs. 10550-25950 Mattie 5 Record Keeper! Sr. Record Keeper Graduate 3 5. | (ws) (wM6) Matric + ITI 4a Rs. 10550-25950 Rs. 11900-30450 Matric 5 Sr. Record Keeper Jr Officer Graduate 3 6 | (ws) (€0) Matric + ITI 4 Rs. 11900-30450 Rs. 12600-32500 Matric 5 DESIGN/DRAFTSMAN Draftsman-II (WM4) Drafisman-1 (WM5) |_| Rs. 9750-23150 Rs. 10550-25950 Matric + ITI 4 2 | Drattsman-1 (wats) Sr. Draftsman (WM6) BSc /DIpIAW. 3 Rs. 10550-25950 Rs. 11900-30450 Matric IT 4 3. | St-Draftsman (WM6) | Jr. Executive (Design) (E0) B.Sc Dip /Adv. 3 Rs. 11900-30450 Rs. 12600-32500 Matric ITI 4 14/16Annexure-IID PROJECTS & DEVELOPMENT INDIA LTD. CORPORATE P&A DEPARTMENT : NOIDA. SPECIFICATIONS Workmen a PROMOTION FROM PROMOTION TO aan TES TECHNICAL 7 [Helper ti Helper 1 B.Sc/ Dipl AW. 3 (wo) (wot) Matic ATI a Rs. 8050-16250 Rs. 8700-18100 Matric Pre Basic 3 Non Matric 6 2. [Helper Helper B.Sc/ Dip/ Ag. course | 3 (wt) (w2) Rs. 8700-18100 Rs. 9000-18700 Matic aT z Mattici Pre Basic 5 Non Watic 6 3. [Helpert ‘OperatorivTechnician |_| B.Sc/ Dip/ Agv. Course | 3 (wm) (wa) Rs. 9000-18700 Rs. 9050-19500 Matric+ TA/Matric +1TI/ 4 Matric +Basic/ Matric +1SC Matric? Pre Basic 5 Non-Matric 6 4 | Operatorii/Technician in | Operator Technicians! | B.Sc/Dip/ Adv. Course | __ (WwMa (waa Re 20650-19500 Re 9750-23160 Matric +TA/ Matric + IT | 4 Matric + Basic/ Matric+ Se Matic 5 Non-Matric 6 5. | Operator—li/Technician- 11 | Operator / Technician? | B.Sc/ Dip/ Aqv. Course | 3 (wma) (wM5) Rs. 9750-23150 Rs. 10550-25950 Matric+ TA/ Matric +171 4 I Matric + Basic/ Mattic+ ISC Matic 5 Non-Matric 6 6. | OperatorTechnician-1 | Sr. Operator/Sr. Technician | B.Sc/ Dip/ Aq. Course | __3 (ws) (wos) Rs. 10550-25950 Rs. 11900-30450 Matric + Basic / Matric 4 +TA/ Matric +ITI/ Mattic+ ISC Matric FIT 5 15/16 Promotion Policy and RuleAnn exureIE PROJECTS & DEVELOPMENT INDIA LTD. CORPORATE P&A DEPARTMENT : NOIDA. Workmen SL ‘SPECIFICATION No, | PROMOTION FROM PROMOTION To QUALIFICATION YEARS ‘OFFICE ATTENDENT 1. [ar Office Attat. TI Tr. Office Atta. 1 Matric 5 (wo) (wat) Non Matric @ Rs. 8050-16250 Rs. 8700-18100 2, dr. Office Attat. 1 Jr. Office Attat. 1 Matric 5 (wat) (WM2) Rs. 8700-18100 Rs. 9000-18700 Non-Matric’ 6 3. [dr. Office Attat. 1 Office Attat. I Matric 5 (wm) (WM3) — 5 Rs. 9000-18700 Rs. 9050-19550 Non-Matric 5 __| Office Attat. mi Office Attat. 1 Matric 5 (WM3) (wid) 5 Rs. 9050-19550 Rs. 9750-23150 Non-Matric 6 5._| Office Attat. I Office Attat. Matric 5 (wm) (WMS) Rs. 9750-23150 Rs. 10550-25950 Non-Matric @ @._| Office Attat.1 Sr. Office Attat. Matric 5 (ws) (We) Rs. 10550-25950 Rs. 11900-30450 16/16 Promotion Policy and Rule