NATIONAL MINERAL DEVELOPMENT CORPORATION LIMITED

SERVICE REGULATIONS

(GOVERNING THE RECRUITMENT, CONDITIONS OF SERVICE,

PAY AND ALLOWANCES, DISCIPLINE, CONDUCT AND
RETIRING BENEFITS OF THE EMPLOYEES OF THE CORPORATION)

1. Short title and commencement:

(1) These regulations may be called the National Mineral

Development Corporation Service Regulations.

(2) These regulations shall be deemed to have superseded all earlier

regulations on the subject and shall come into force from
20.02.1962, unless otherwise stated.

2. Interpretation:

In these regulations, unless the context otherwise requires:

(a) “Appointing Authority” in relation to an employee means the

authority empowered to make appointments to the post or
category or grade of posts which the employee for the time
being holds;

(b) “Board” means the Board of Directors of the Corporation;

(c) “Corporation” means the National Mineral Development

Corporation Limited;

(d) “Chairman” means the Chairman cum Managing Director of the

Corporation;

(e) “Day” means a calendar day beginning and ending at midnight;

(f) “Employee” means any person who holds a post under the
corporation, other than a casual employee, a member of the
work charged establishment, a person paid from contingencies or
a person whose conditions of service are governed by the
Standing Orders framed under the Industrial Employment
(Standing Orders) Act 1946, and includes any person whose
services are temporarily placed at of the Central Government,
State Government, a Government Industrial Undertaking or a
local or other authority.”
(Effective from 01/12/1964).

(g) “lien” means the title of an employee to hold substantively,

either immediately or on the termination of a period or
 periods of absence, a permanent post to which he has been
appointed substantively;

(h) “regulations” means the National Mineral Development

Corporation Service Regulations;

(i) words denoting the masculine gender shall include the

feminine gender; and

(j) words denoting the singular number shall include the plural
number and vice versa.

3. Application and Scope:

The regulations shall apply to all employees whose conditions of

service the Corporation is competent to regulate, including employees
whose services may be temporarily placed at the disposal of the
Central Government, a State Government, a Government industrial
undertaking or a local or other authority, in respect of persons who
may be required to execute a formal contract, these regulations shall
apply in so far as they are not inconsistent with any provisions of the
contract, and in respect of any matter not covered by the contract.
Employees to whom the Factories Act, 1948, the Industrial Disputes
Act, 1947 and the Industrial Disputes (Amendment) Act, 1953, apply,
shall be governed by these regulations subject to the provisions of
these Acts and relevant Standing Orders.

Provided that employees of the Central Government, a State

Government, a Government Industrial undertaking or a local or other
authority, whose services are temporarily lent to the Corporation,
shall, while holding a post under the Corporation be governed by the
terms of their deputation as mutually agreed upon between the
Corporation and the lending authority.

4. If the Board is satisfied that, in the special circumstances of any case,

it is necessary or expedient so to do, it may relax the provisions of any
of these regulations in such a case.

5. No new regulations or alterations in the existing regulations shall have

force until such new regulations or alterations have been approved by
the Board.

6. Any matters not provided for in these regulations shall until requisite
provisions in that behalf are made in these regulations, be dealt with
and disposed of, as far as may be, in accordance with the rules and
orders issued from time to time by the Central Government with
respect to their employees and in relation to similar matters.
7. Recruitment:

(1) Recruitment to posts under the Corporation shall be:

(a) By direct recruitment:

(i) from open market;

(ii) by appointment of military personnel sponsored

by the Defence Services Liaison Office;

(iii) by appointment of surplus personnel from other

Public Sector Undertakings;

(iv) by appointment of persons from the Central

Government/State Government, Government
Industrial Undertakings, local or other authority;

(v) by re-employment of retired government

servants; and

(vi) by absorption of persons on deputation with the

Corporation.

(b) by borrowing/appointment of:

(i) Pool Officers from the CSIR and Ministry of Labour

and Employment;

(ii) Scientists registered in the National Register; and

(iii) Persons on deputation from Government

Department/Public Sector Undertakings.

(c) by promotion of the employees at the Head

Office/Projects.

(2) The Corporation shall

(a) constitute such central cadres for different categories of

posts under it as the Board may, from time to time,
consider necessary and proper; and

(b) frame Recruitment Rules with respect to each grade of

each category of posts included in the central cadres
referred to in (a) above, so as to provide, interalia for -
 (i) Minimum educational qualifications and/or
experience to be possessed by candidates for entry
into service;

(ii) age limits for entry into service and relaxation

thereof where necessary;

(iii) proportion of vacancies to be filled by direct

recruitment and promotion respectively; and

(iv) standards for promotion from one grade to the next

higher grade, including minimum length of service in
the lower grade.

(3) In making appointments to posts under Corporation, whether

direct recruitment or by promotion, the Corporation shall
endeavour to provide for special representation to candidates
belonging to the Scheduled Castes/Scheduled Tribes: for this
purpose, the Corporation shall follow generally the principles laid
down from time to time in this behalf by the Central Government
with respect to posts under their control.

8. (1) All appointments in the case of recruitment by direct

appointment except in the case of posts in the lowest scale in
workmen category will be made by the Corporation on the
recommendations of appropriate selection Committees which
may make selections by holding a written examination or by
interview, or by both. The Selection Committees shall be
constituted by or under the authority of the appointing authority.

(2) Appointments by promotion will be made by the Corporation on

the recommendations of appropriate Departmental Promotion
Committees. The number and composition of the Departmental
Promotion Committees shall be such as may, from time to time,
be prescribed by the appointing authority:

Provided that (i) no employee shall be promoted from a lower

post to a higher post unless he has served in the lower post for a
minimum period of three years; and (ii) the appropriate
Departmental Promotion Committee may in suitable cases, and
for reasons to be recorded in writing, reduce the minimum period
of three years referred to in (i) above.

9. Seniority:

Seniority shall be determined by the order in which appointments are

made to any category of posts;
Provided that where more than one person is selected simultaneously
for the same category of posts by a selection committee, the seniority
of such persons, inter se, shall be as recommended by the selection
committee, and in the absence of such recommendation, be
determined by seniority in age of the candidates.

Provided further that the seniority of a person whose services are

obtained on deputation, and who is subsequently absorbed in the
service of the Corporation shall be determined with reference to the
date of his joining the Corporation on deputation in that post.

Seniority of employees recruited as trainees shall from the date of

their appointment as trainees and in cases where two or more trainees
are appointed on the same date to the grade or where the training in
respect of some of the candidates is extended for a period of not more
than one month on account of late joining of the course (for which
specific orders are issued by N M D C) their seniority will be
determined in accordance with their ranking in the merit list at the
time of selection as trainees.

Explanations:

Certain doubts have been expressed about the application of

Regulation 9 of the National Mineral Development Corporation Service
Regulations.

In order to make the position clear and to evolve uniform procedure in

the determination of the seniority in any particular category of posts,
the following principles shall be followed.

(i) The grant of an initial pay, higher than the minimum of the
scale, will not in itself confer on an employee, seniority above
those who are drawing lower pay, in the particular category of
posts.

(ii) Candidates selected for appointment at an earlier selection shall

be senior to those selected later, irrespective of the dates of
their joining, provided the candidate selected joins not later than
three months from the date of issue of appointment letter.

Candidates duly selected for promotion at an earlier date shall be

senior to those selected for promotion at a subsequent selection.

(iii) Any case of seniority not covered by the above provisions shall
be decided by the Appointing Authority in accordance with the
provisions contained in the Regulation 6 of the National Mineral
Development Corporation Service Regulations. (Head Office
Decision No. 4(26) Estt/ 63 dated 20.01.1964).
10. General conditions of service:

(1) No person who has directly or indirectly, by himself/herself or of

his/her partner or agent, any share or interest in any contract by
or on behalf of the Corporation, or in any employment under, by
or on behalf of the Corporation, otherwise than as an employee
thereof shall become or remain an employee of the Corporation.
The decision of the appointing authority, as to whether a person
appointed or to be appointed to a post has direct or indirect
interest in any contract, shall be treated as final.

(2) No person shall be appointed to a post under the Corporation

unless he/she furnishes a medical certificate of fitness in such
form, from such medical authority, and within such period of
time, as may, from time to time, be prescribed by the
Corporation. The rules in this behalf, currently in force, are
annexed to these rules.

(3) Every person appointed to a post under the Corporation shall, on

assuming office take an oath of allegiance to the Constitution of
India in such form as may be prescribed by the Corporation.

(4) No person who has more than one wife living, or who having a
spouse living, marries in any case in which such marriage is void
by reason of its taking place during the life time of such spouse,
shall be eligible for appointment to a post under the Corporation.

Provided that the Corporation may, if it is satisfied that there are

special grounds for so ordering, exempt any person from the
operation of this clause.

(5) No woman whose marriage is void by reason of the husband

having a wife living at the time of such marriage, or who has
married a person who has a wife living at the time of such
marriage shall be eligible for appointment to a post under the
Corporation.

Provided that the Corporation may, if it is satisfied that there are

special grounds for so ordering, exempt any person from the
operation of this clause.

(6) Every person, on first appointment to a post under the

Corporation, shall sign a declaration that, if married, he does not
have more than one wife living, and that he will not contract
another marriage during the life time of his wife, without prior
permission from the Corporation, even if such subsequent
 marriage is permissible, under the personal law applicable to
him.

(7) No person being a partner or relative of a Director of Corporation

within the meaning of Section 314 of the Companies Act, 1956
shall be appointed to a post with a total monthly remuneration of
Rs. 500/- or more under the Corporation except with the consent
of the Company accorded by a special resolution; and in case the
total monthly remuneration is Rs. 3000/- or more prior consent
of the Company by a special resolution and also approval of the
Government, as prescribed under Sec. 314 of the Companies
Act, 1956. Every person, on first appointment to a post under
the Corporation shall sign a declaration to the effect whether he
is or is not a partner or a relative of a Director of the Corporation
within the meaning of Sec. 314 of the Companies Act, 1956 and
that, in the event of acquiring such relationship, he would notify
the fact to the Corporation.

(8) The whole time of an employee will be at the disposal of the

Corporation and every employee may be employed in any
manner in the service of the Corporation without any claim for
additional remuneration. Every employee shall be liable to be
transferred to a post at the Head Office or in any Project
assigned to the Corporation, at the discretion of the
management, without detriment to his status and emoluments.

(9) An employee shall, unless the appointing authority, for reasons

to be recorded in writing otherwise directs, be on probation for a
period of one year from the date of commencement of his
service; Provided that the period of one year may be extended or
reduced in any case by the appointing authority.

(10) Probationary period shall count as service towards increment and

leave only if the probation is on the time-scale of pay prescribed
for the post to which the employee has been appointed wherever
such time-scale exists and not at a probationary stage outside
such time scale.

Provided that where the period of probation is extended, all the

due increments shall be granted from the date of completion of
probation as so extended and no arrears shall be paid.

Further that, in the case of a probationer, appointed on

probation to a permanent post probationary period shall count as
service towards increment, only if it is followed by confirmation.

(11) Not more than of one employee shall be appointed to the same
post at the same time, nor shall an employee be appointed,
 except in an officiating capacity, to a post on which another
employee holds a lien.

(12) The services of an employee in permanent employment may be

terminated by the Corporation if-

(a) his post is abolished; or

(b) he is declared on medical grounds to be unfit for further

service

(13) An employee of the Corporation, whether temporary, on

contract, or permanent, may also be removed from service or
dismissed from service, or otherwise proceeded against, on the
grounds and in the manner provided, in matters relating to
conduct and discipline in the National Mineral Development
Corporation Employees’ (Conduct Discipline and Appeal) Rules.

(14) The Services of an employee who has been declared to have

successfully completed his period of probation (on first
appointment) can be terminated at 3 months’ notice on either
side or by paying 3 months’ salary in lieu of notice or by
adjustment of leave for the same period standing to his credit.

Provided that --

a) The service of an employee on probation (on first

appointment) can be terminated by one month’s notice in
writing on either side or by paying one month’s salary in
lieu of notice or by adjustment of leave for the same period
standing to his credit.

b) If in any case, a shorter notice than three months is given

the employee shall pay a sum equal to his pay for the
period by which the notice actually given falls short of
three months or by adjustment of leave for the same
period.

c) The appointing authority may waive payment in lieu of the

period of notice in exceptional cases.

d) Acceptance of the resignation may be withheld in the

interest of the Corporation until a suitable substitute is
appointed.

e) The resignation of an employee who has been declared to

have successfully completed his period of probation and
whose conduct is under enquiry for misappropriation of the
 Corporation’s money/stores shall in no circumstances, be
accepted without the sanction of authority competent to
dismiss him.

An employee shall not in any circumstances quit service

until he is formally released from duty.

f) The Corporation reserves the right not to accept the

resignation of an employee if the disciplinary proceedings
are pending or a decision has been taken by the competent
authority to issue a charge sheet against him. (Lr.No.
23/Rules/72 dated 29/11/1983)

(15) A person who has not attained the age of 18 years, or whose age
exceeds 57 years, shall not ordinarily be admitted into the
service of the Corporation. (Amendment no.1(119)Rules/98
dated 12.08.1998).

Provided that the appointing authority may, at its discretion,

relax this provision in individual cases, in the interest of the
Corporation:

Provided further that this regulation shall not apply in the case of
a retired employee of the Central or State Government who may
be re-employed by the Corporation to a post under it.

(16) Employees shall retire from the service of the Corporation on

reaching the age of 60 years. (Amendment
no.23/Rules/72/19/98 dated 29.05.1998 (ibid)).

Explanation:

The date of retirement shall be as below:

1. If the date of birth is first day of a month an employee will

retire on the afternoon of the last day of the preceding
month.

2. If the date of birth is any other date of a month the

employee will retire on the afternoon of the last day of that
month.

(17) Service records, leave accounts and annual confidential reports

of all employees shall be maintained in such manner and in such
form as may be prescribed by the Corporation.
 (18) Appointment to any post in the Corporation shall be subject to
the satisfactory verification of character and antecedents of the
person proposed to be appointed.

(19) All the Engineering or Medical Graduates to any post in the

Corporation after the 27th day of January, 1965, shall if so
required by the appointing authority, be liable to serve in any
Defence Service or post connected with the Defence of India, for
a period of not less than four years including the period spent on
training, if any;

Provided that such persons shall not -

(a) be required to serve as aforesaid after the expiry of ten

years from the date of their appointments; and

(b) ordinarily be required to serve as aforesaid after attaining

the age of 40 years in the case of Engineering Graduates
and after attaining the age of 45 years in the case of
Medical Graduates.

11. Except in a case in which it is provided otherwise, an employee of the

Corporation shall begin to draw pay and allowances attached to his/her
post from the date he/she assumes the duties of that post, and shall
cease to draw them as soon as he/she ceases to discharge these
duties.

12. Initial pay will ordinarily be fixed at the minimum of the time-scale
wherever such time scale has been prescribed for a post. Fixation of
pay in excess of the minimum of the time-scale and the grant of
advance increments, shall require the sanction of the competent
authority.

13. Notwithstanding the provisions of Regulation 12;

(1) Where an employee is promoted/appointed to a higher post his

initial pay in the higher scale shall be fixed at the stage next
above the pay notionally arrived at by increasing his pay in the
lower scale of the lower post by one increment.

Provided also that where an employee is immediately before his

promotion to a higher post drawing pay at the maximum of the
scale of the lower post, his initial pay in the scale of the higher
post shall be fixed at the stage in that higher scale next above
the pay notionally arrived at by increasing his pay in the lower
post by an amount equivalent to the last increment in the lower
scale.
 Provided further if by fixing the pay as above, the pay of the
employee goes beyond the maximum of the pay scale to which
he is promoted the difference between the maximum of the pay
scale and pay to be fixed will be treated as personal pay, which
would be added to the basic pay in the lower scale while fixing
pay at the time of his subsequent promotion.

Provided further the above rule for pay fixation would be

applicable in respect of promotion concerned under the same
system of payments of Dearness Allowance etc. In case of
different systems of payments the rules would be prescribed
from time to time as and when needed, by the Corporation with
the approval of the Chairman-cum-Managing Director. (Letter
No. 23/Rules/72-7 dated 13/02/1984)

(2) When an employee is transferred from one post to another and

the appointment to the new post does not involve the
assumption of duties or responsibilities of greater importance
than those attaching to the old post, he will draw as initial pay
the stage of the time-scale which is equal to his pay in the old
post, or, if there is no such stage, the stage next below that pay
plus personal pay equal to the difference and in either case will
continue to draw that pay until such time as he would have
received an increment in the time scale of the old post or for
the period after which an increment is earned in the time-scale
of the new post whichever is less. But if the minimum pay of the
time-scale of the new post is higher than his pay in respect of
the old post, he will draw that minimum as Initial pay.

14. Increments in a time-scale shall be earned by approved service for the

prescribed period in the time-scale. Service in a similar or higher post,
and all authorised leave on full pay, will count for Increment in the
time-scale. An increment shall ordinarily be drawn as a matter of
course unless it is withheld. When an increment is ordered to be
withheld, the order shall state the period for which it is to be withheld
and whether the postponement shall have the effect of postponing
future increments also. Where an efficiency bar is prescribed in a
time-scale, the first increment above the bar shall not be given to an
employee without the specific sanction of the appointing authority or
such other authority as may be empowered in this behalf.

15. Pay and fixed allowance shall be paid monthly in arrears, i.e., the pay
and allowances for a month shall be due for payment on the last
working day of the month.

Provided, however, that in case the first four days of a month are
public holidays, the Corporation may authorise payment of monthly
pay bills on the last working day before the holidays.
16. Travelling Allowances:

(1) The grant of travelling allowances to employees of the

Corporation shall be regulated by the National Mineral
Development Corporation Employees’ (Travelling Allowances)
Rules,

(2) Unless otherwise stated in any individual case, no travelling

allowance is admissible for joining the first appointment under
the Corporation.

17. Medical Attendance and Treatment:

Employees shall be entitled to medical attendance and treatment in

the manner prescribed in the National Mineral Development
Corporation Employees (Medical Attendance, Treatment and
Reimbursement) Rules 1996.

18. Leave, Leave salary and joining time:

(1) Leave and leave salary of employees of the Central Government

or a State Government, whose service have been lent to the
Corporation, shall be regulated by the rules of the Government
concerned. Unless otherwise specifically provided in any
contract, leave and leave salary of all other employees of the
Corporation shall be governed by the National Mineral
Development Corporation Leave Rules.

(2) All applications for leave on medical grounds should be

supported by a medical certificate from such medical officer as
may be prescribed by the Competent authority.

(3) No employee who has been granted leave on medical grounds

may return to duty without producing a medical certificate of
fitness to resume duty.

(4) Except in the case of sudden illness or in emergency an

application for leave should be submitted to the sanctioning
authority atleast one month before the date from which leave is
applied for.

(5) An employee who remains absent without leave having been

properly sanctioned, is entitled to no pay during such absence,
unless it is subsequently covered by proper sanction of leave.

(6) An employee shall be entitled to joining time to enable him to

join a new post to which he is appointed while on duty in another
 post under the Corporation, or to join a post on return from
leave. Joining time admissible shall ordinarily be six days,
exclusive of Sundays, for preparation plus the actual time taken
for the journey by the shortest route. When the transfer does
not involve any change of station, only one day is admissible as
joining time, a holiday counting as a day for this purpose. An
employee on joining time shall be regarded as on duty, and shall
be entitled to be paid:

(i) when on transfer to a new post while on duty, the pay and
allowances admissible in the old or the new post,
whichever is less; and

(ii) when returning from leave other than extra-ordinary

leave, the leave salary which he last drew while on leave.
If an employee takes leave while in transit from one post
to another, the period which has elapsed since he handed
over charge of his old post must be included in his leave.
On the expiry of the leave, the employee may be allowed
normal joining time, provided that in cases where leave on
medical grounds is taken after availing of normal joining
time, the split-up of the spell of absence allowing joining
time first and leave afterwards may be allowed to stand. If
an employee is appointed to a new post while on earned
leave not exceeding four months, he shall be entitled to
joining time calculated from his old station, or from the
place at which he received the order of appointment
whichever is less. The Corporation may, in special
circumstances, extend the joining time or grant a longer
period of joining time than is admissible under this
regulation, in any case not exceeding 30 days (inclusive of
Sundays and holidays) on such conditions as it may think
fit.

19. Conduct and Discipline:

Employees of the Corporation shall be governed in matters relating to

conduct and discipline by the National Mineral Development
Corporation Employees’ (Conduct, Discipline and Appeal) Rules.

20. Provident Fund:

Employees of the Corporation shall be governed by the provisions of

the National Mineral Development Corporation Employees’ (Provident
Fund) Rules.
21. Advances:

(1) Subject to availability of Funds in the budget of the Corporation

from year to year, and to the provisions of the National Mineral
Development Corporation Employees Advances (Grant and
Recovery) Rules, employees of the Corporation may, in cases
where it is considered necessary in the interest of service under
the Corporation, be sanctioned an interest bearing advance for
the purchase of a motor car, a motor cycle or a cycle.

(2) Advance of two months’ pay and estimated travelling allowances

may be sanctioned to an employee under order of transfer from
one station to another. The advance of pay will be recovered in
twelve equal monthly instalments, commencing from the pay or
leave salary bill of the first month after the advance is drawn.
Advance of travelling allowance will be recovered in one
lumpsum from the travelling allowance bill, which should be
submitted within a month from the date of taking over charge at
the new station. If no travelling allowance bill is submitted
within three months of the transfer, the advance will be
recovered from pay in three equal monthly instalments.

(3) Advance for journeys on tour, of an amount sufficient to cover

the actual travelling expenses, may where necessary, be granted
to an employee when proceeding on tour. The advance should
be adjusted on completion of the tour, and except in special
circumstances, a second advance shall not be granted until the
previous advance has been fully accounted for and adjusted.

22. Interpretations:

On all questions of interpretations of these Regulations, the decision of

the Board shall be final.

23. Delegation:

The Board and the Chairman cum Managing Director may respectively
delegate to the Chairman cum Managing Director and any other officer
of the Corporation, any or all of its or his powers under these
regulations.

24. Modification, amendment or cancellation of these regulations:

The Corporation reserves to itself the right to modify, amend or cancel

any or all of these regulations or orders issued thereunder and to give
effect to such modifications, amendments, or cancellation from such
date as it may deem fit.
***
 Annexure -I

Rules relating to medical examination of employees

of the Corporation
(Please see regulation 10 (2))

1. Every person, on first appointment substantively to a post under the

Corporation, or on appointment to a temporary post under the
Corporation for a period exceeding one year, shall be called upon to
produce a medical certificate of fitness from a Medical Officer in the
manner hereinafter prescribed in rules (2) and (3). Persons belonging
to the following categories shall not, however, be required to produce
a medical certificate of fitness:

(i) an employee of the Central Government, or a State Government

or a public enterprise, appointed to a post under the Corporation,
on deputation, on transfer or after resigning from his post in the
Government/Public Enterprise provided that :

(a) the employee was medically examined and found fit while
in the service of Government/Public enterprise.

(b) the period between the date of his resignation from the
service of Government/Public Enterprise service and the
date of his taking over in the Corporation does not exceed
one year ; and

(c) the employee’s resignation from service was not

occasioned due to ill health.

(ii) a retired or retrenched employee of the Central Government or

a State Government who is re-employed after retirement, or
re-employed after retrenchment, as the case may be, provided
that the break between retirement/retrenchment and subsequent
re-employment/employment does not exceed one year.

Note:

(a) If a person is employed afresh after resignation from the

service of the Corporation or after forfeiture of past service
under the Corporation; he shall be subject to medical
examination of such fresh employment.

(b) A candidate who is appointed to a temporary post under

the Corporation for a period not exceeding one year need
not be called upon to produce a medical certificate of
fitness.
2. The medical certificate of fitness, referred to in rule (1) above, shall be
in the form annexed. In furnishing the certificate of medical fitness,
the Medical Officer shall use his own discretion as to the scope of
general physical examination in each case and shall judge each case
on its merits after taking into consideration the nature of the duties to
be performed by the candidate in the service of the Corporation.

3. The following shall be the Medical Officers for the purpose of these
rules:

(i) District Medical Officers or Assistant District Medical Officers in

Government Hospitals/Dispensaries, in the case of all classes of
employees other than employees appointed or proposed to be
appointed to (a) ministerial posts and (b) other posts the
maximum of the scale of pay of which does not exceed
Rs.1630/-pm;

(ii) Assistant Surgeons/Physicians or Registered Medical Practitioners

of corresponding status, in the case of employees appointed or
proposed to be appointed to (a) ministerial posts and (b) other
posts the maximum of the scale of pay of which does not exceed
Rs.1630/-pm.

Note:

(a) In the case of a female candidate employee, the appointing

authority may accept a certificate signed by a female
Medical Practitioner.

(b) In the case of a candidate appointed to a post, the

maximum of the scale of pay of which does not exceed
Rs.1630/-pm the appointing authority may accept a
certificate signed by a Medical Graduate or Licentiate in the
service of the Central Government or a State Government,
or failing this by any other Medical Graduate or Licentiate.

4. The appointing authority, or any authority superior to it, may require

any employee or any category of employees to undergo medical check-
up on such occasions and/or at such intervals, and before such Medical
Officer or Medical Board as may, by general or special order, be
prescribed by it, in order to ensure that the employee continues to
retain the requisite standard of physical fitness for the satisfactory
performance of the duties devolving on him, apart from such
examination being in the interest of the employee himself.

5. In the event of any of the medical certificates furnished by the Medical

Officers not containing an unqualified certificate of medical fitness in
 favour of a candidate, the appointing authority or such other authority
subordinate to it as may be authorised in this behalf, shall have the
discretion to decide whether or not, having regard to all the attendant
circumstances of the case, the candidate concerned should be appointed
to, or continued in the post.

---

FORM OF MEDICAL CERTIFICATE OF FITNESS

I hereby certify that I have examined Shri/Smt/Ku____________________

a candidate for employment in the ____________ Department and cannot
discover that he/she has any disease (communicable or otherwise),
constitutional weakness or bodily infirmity, except _____________ I do not
consider this is a disqualification for employment in the office of ________.
Shri/Smt/Ku ______________’s age is, according to his/her own statement
_________ years, and by appearance about ________ years.

Station: Signature of the

Date: Medical Officer

---
 Orders/Clarifications regarding Service Regulations

---

(1)

Letter no.209/Per/8 dated 24.08.1972

Sub: Counting of acting period of service for purpose of increment.

I am directed to refer to your letter No.AO/8(326)/629/72 dated 21.04.1972

on the above subject and to say that normally when a higher post becomes
vacant, it should be filled up either under the rules of the Corporation or by
allowing a junior to officiate. In case the person appointed to officiate is not
the senior most, he should be appointed to officiate purely on temporary
basis, and it should be made clear to him that he will have no claim or
benefit whatsoever on post. Further such period should not be counted for
grant of increment when the employee concerned is promoted to the higher
grade in the normal course. However, if an employee officiating against a
higher post is regularised against that post without reversion, the period of
such officiation may be counted, for purpose of increment under FR 26(a).

2. I am to advise that it has also been ordered by Chairman that no

adhoc promotion should be given and this practice should be
discontinued in future by all concerned.

***

(2)

Office Order no. 1(18)/Per/75-18, dated 20.06.1975

It has been decided with the approval of Board of Directors that the annual
increment to the employees in regular scales of pay will be granted in future
on the 1st January or the 1st July of every year, with effect from 1st July
1975, as per the procedure laid down hereunder:

(1) Employees whose increment dates fall between 1st January to

30th June will draw their increments on 1st January and those
whose increments fall between 1st July to 31st December on 1st
July:

(2) In the case of leave without pay and other periods of service not
counting as qualifying service for increment, the date of
increment will be determined by adding the above periods to the
fixed date of increment. If the date of increment so arrived at
falls within the first half of the calendar year the increment will
be drawn from the 1st January and if the date of increment falls
 in the second half of the year the increment will be sanctioned
on 1st July. In other words, if the period of service not counted
for increment is less than six months, it will not postpone
increment but will do so if it is more than six months;

(3) If an employee is on leave on the due date of increment, the

effective date of increment shall not be changed from 1st
January or 1st July unless the period of leave is more than six
months and does not count as service for the purpose of
increment. However, the higher pay due after the increment will
be drawn only from the date of resumption of duty;

(4) In the case of employees on probation on initial appointment or

on promotion to next higher scale, the first increment will be
allowed to be drawn with effect from the date of successful
completion of probation or after one year of service whichever is
later, without bringing to the standard date of increment. All
subsequent increments will, however, be given on the standard
dates determined with reference to the anniversary date of
joining. In other words, the increment will not be brought to one
of the standard dates in the calendar year in which the probation
has been completed successfully but will be brought on to the
standard dates from the next calendar year;

(5) These orders would also apply in the case of deputationists who
have opted for the Company’s scales of pay, with the prior
concurrence of the parent department.

***

(3)

Letter No. 209/PER/8/23, dated 07.08.1975

Sub: Officiating appointments and counting of periods of

officiating appointment for the purpose of increment.

I am directed to invite your kind attention to Circular No.209/8 dated the

24th August ‘72 (copy enclosed for ready reference) on above subject and to
inform you that the matter has been re-examined and the following decisions
have been taken with immediate effect:

(1) When a higher post becomes vacant and it is required to be filled

up, it should ordinarily be filled up under the Recruitment and
Promotion Rules of the Corporation;

(2) Where the vacancy is of a short-term duration and it is not

administratively necessary or convenient to fill up the vacancy
 on regular basis by appointment/promotion of the senior
most/suitable candidate the work should ordinarily be got done
by assigning the duties of the higher post to the senior
most/suitable employee in this regard and charge allowance
granted to him;

(3) Only in exceptional cases where the senior most/suitable

employee is not readily available and it is considered for
administrative convenience/ exigencies of work necessary to
avoid disturbing him from his existing position, the work may be
assigned to a junior employee immediately available and charge
allowance paid to such junior employees;

(4) Only in very exceptional cases, officiating promotions for short-

term duration be resorted to but in all such cases the period of
officiating promotion will count for increment under F.R. 26(a).
Short-term officiating promotions, if considered unavoidable
should be made only by the promotion of the senior most
employee provided he is not otherwise disqualified;

(5) In all cases, where charge allowance is sanctioned under

arrangements envisaged in para (2) and (3) above, the charge
allowance will not be taken into account for the purpose of fixation
of pay when an employee looking after the duties of the higher
post is appointed to the same higher post on regular basis,
whether with or without break.

***

(4)

Wireless Message no. 10(2)/Rules/74 dated 20.04.1985

GM
Panna

Refer your message 15th April regarding recovery for shortfall of notice
period. Recovery in shortfall of notice period is required to be made Basic
Pay plus DA.

***
 (5)

Letter No.23/Rules/72 dated 21.11.1986

Sub: NMDC Service Regulations-guidelines for

removal of anomalies arising out of pay fixation.

In the absence of any specific rule on the subject under NMDC Service
Regulations, pay fixation in respect of certain cases of the following type
have been referred to Head Office by the various units for decision:

1. Consequent on the Corporation introducing different systems of DA for

Executives, Jr. Officers and workmen and in cases where promotion is
involved in respect of some persons moving from one system to
another.

2. Where wage revision has taken place and certain employees are
promoted before and after the date of wage revisions.

In the above cases, the particular anomaly which has come up is that a
junior happens to drew more pay than the senior consequent on pay fixation
under the provisions of the existing rules. The matter has been examined
and the following guidelines are issued to resolve the above mentioned
anomalies:

(i) If, on promotion, a junior employee starts drawing pay more than his
senior, the pay of the senior employee in the higher post should be
stepped up to a figure equivalent to the pay as fixed for the junior
employee in the higher post. The stepping-up should be done wef the
date of arising of such anomaly and should be subject to the following
conditions, namely:

(a) both the junior and senior employee should belong to the same
cadre, and the posts in which they have been promoted, should
be identical and in the same cadre;

(b) the scale of pay of the lower and higher posts in which they are
entitled to draw pay, should be identical;

(c) the anomaly should be directly as a result of revision of pay scale

of either the lower or the higher post or both or movement from
one scale to another on promotion having different system of
DA.

(ii) The next increment of the senior should be drawn on completion of

requisite qualifying service of one year wef the date of refixation of
pay.
Explanation:

Where the anomaly is attributable to other reasons such as grant of advance

increment to junior employee for whatever reason, to the higher fixation of
pay on initial appointment etc. will not be covered under the above
provision.

Pending cases, if any, of this nature may be dealt with accordingly.

***

(6)

Circular No.23/Rules/72 dated 21.10.1987

Sub: Grant of permission to employees who are under transfer, to retain

their residential accommodation at their old station/other cities.

A number of representations are being received from the employees who are
transferred from one unit to other unit in the Corporation to allow them to
retain their family accommodation at the old station and allow them H R A
etc., at that place even beyond the existing permissible limit of 6 months, at
the discretion of the Chairman.

2. Keeping the difficulties of such employees in view, the matter has been
considered further and it has now been decided to provide the
following facilities to such employees:

i) on actual transfer to any Project/Feasibility/Office, an

employee will have an option to keep his family at the previous
station of posting or at cities where NMDC has its offices, i.e.,
Hyderabad, Delhi, Calcutta, Raipur, Visakhapatnam, Bangalore
and Madras for a period of one year subject to the provisions
contained in para-3 below. This can be extended to three years
at the discretion of the Chairman, in special circumstances only.

ii) During the period the accommodation is allowed to be retained

at the previous station of posting or at any of the cities referred
to in (i) above, the employees may be allowed, at the discretion
of the Competent authority, the following facilities:

(a) House rent allowance and medical facilities for dependent

members of the employee’s family as admissible at the
previous station of posting or any of the cities referred to
in clause (i) above. The reimbursement of house rent
allowance will be only on production of rent receipt;
 (b) in respect of dependent members of the family, the place
where the family stays in terms of clause (i) above, will
be deemed to be the station of posting for the purpose of
LTC Rules;

(c) Transfer TA

(i) one fare for self, as per the entitled class and
transfer grant, (amended vide no.09/95 dated
29.03.1995 ibid in TA Rules)

(ii) transfer TA for dependent members of the family,

transportation of personnel effects, transfer
grant and disturbance allowance, as per the rules of
the Corporation, if the family moves within a period
of one year to:

(a) a city referred to in clause (i), or

(b) to the place of posting from the place of previous

posting.

(c) No transfer TA and other benefits will be

admissible if the movement is made after one
year.

(d) He will be entitled for bachelor/shared hostel

accommodation at the project during the
period he retains his family at the previous
station.

(e) Whenever an employee happens to come on

tour to the station where he is keeping his
family, he will be entitled to draw only half of
the DA in respect of food and incidentals
corresponding to guesthouse. However, in
such places, he will not be entitled to any
accommodation charges during the period of
such tour.

3. In case of employees, who are transferred from project to other units,

normally they will not be entitled to retain their accommodation in the
project because of shortage of accommodation. But in exceptional
cases, Chairman may allow such employees to retain accommodation
in the project for a period of six months or till completion of the
academic session of the children of employees, whichever is earlier
subject to availability of accommodation at the project.
4. These orders would be effective from 11th July 1987.

5. The above facilities would also be extended w.e.f.11.07.1987 to those

employees who have been transferred earlier to 11.07.1987 and have
already been permitted to retain their family accommodation at their
previous place of posting, subject to the condition that they have not
availed of the benefits of transfer TA in respect of their family members,
movement of personal effects including such incidental benefits as
transfer grant, disturbance allowance etc.

Note: Also please see circulars dated 07.10.1993 and office order
dated 29.03.1995.

***

(7)

Office Order No.23/Rules/72 dated 28.11.1987

(see Rule 13 (1))

It has been observed that the existing practice of pay fixation after giving
one notional increment in the lower grade sometimes creates anomaly when
a junior employee gets promotion after drawal of his increment in the lower
post due to standardization of incremental date etc. To minimize such
anomalies, it is proposed that each employee when promoted to a higher
post/scale shall be allowed to exercise an irrevocable option as under:

i) Either his initial pay may be fixed in the higher post on the basis
of Rule 13 (1) of NMDC Service Regulations straightaway without
any further review on accrual of increments in the pay scale of
the lower post;

OR

ii) His pay on promotion may be fixed initially in the higher scale
without the benefit of notional increment, which may be re-fixed
on the basis of provisions of Rule 13 (1) of N M D C Service
Regulations on the date of accrual of the next increment in the
scale of pay of the lower post.

2. In the case of option as at (1) above, the initial pay of the employee
may be fixed in the higher post under Rule 13 (1) of the N M D C
Service Regulations without any further review or accrual of the
increment in the pay scale of the lower post.

3. In the event of an employee opting for the second alternative, his pay
on promotion may be fixed initially at the next above stage in the
promoted scale i.e., without giving him the benefit of notional
 increment during the period from the employee assumes charge of the
higher post till the date of accrual of the increment in the lower post,
as indicated in the option to be exercised by the employee. The pay in
the promoted scale may be re-fixed as per Rule 13(1) of the NMDC
Service Regulations from the effective date of option so exercised by
an employee for such re-fixation. For this re-fixation, the notional pay
that the employee would have drawn in the lower scale had he not
been promoted, should be taken into account. An illustration is also
given in the Annexure for guidance in the matter.

4. If an employee opts for the second alternative, the next date of

increment will fall due on completion of 12 month’s qualifying service
from the date the pay is re-fixed on the second occasion, subject to
other conditions for drawal of increments i.e., clearance of probation
etc.

5. Each employee is required to exercise his option for pay fixation within
one month of his joining the higher post. Option once exercised shall
be final. A format of the option to be exercised is also enclosed.

6. The above decision will apply to cases of pay fixation on normal

promotion as well as on placement in the PG scale under 10 years’
Scheme.

7. While the above decision is generally applicable in respect of all the

employees, the basis of pay fixation in respect of those categories of
employees who are promoted to the next cadre involving change in DA
pattern (i.e. from workmen to Jr Officers and Jr Officers to Executive
cadre) will continue to be as per the fixation tables separately
circulated from time to time.

8. These orders will come into force with immediate effect. Pending
cases, if any, may also be reviewed.

Illustration

An employee in the scale of Rs.700-40-900-EB-1100-50-1300 drawing a

basic pay of Rs.1150/- is promoted to Rs.1100-50-1600 scale on 30.10.87.
His next date of increment in the lower scale is 01.01.1988. If he opts for
alternative (ii), his pay fixation may be done in the following manner:

i) Date of promotion 30.10.1987

ii) Basic pay in the lower scale Rs.1150.00

iii) Next above stage in the promoted

scale i.e. Rs.1100-1600 is Rs.1200.00
iv) His pay may be fixed at Rs.1200/- in the
pay scale of Rs.1100-50-1600 with effect
from 30/10/1987 and he will continue to
draw the same till 31/12/1987.

v) Date of next increment in the lower scale 01/01/1988

vi) Notional pay of the employee in the scale

of pay of Rs.700-1300 on 01/01/1988 Rs.1200.00

Pay to be re-fixed in the scale of Rs.1100-1600 with effect from 01.01.1988

under Rule 13(1) of N M D C Service Regulations as under:

Pay = Rs.1200.00
Add: notational increment = Rs.0050.00
-------------
Rs.1250.00
-------------
Next above stage in the
promoted scale Rs.1300.00

Therefore his pay is to be fixed in the

scale of Rs.1100-1600 w.e.f. 01.01.1988
at Rs.1300/-
His next increment date will be 01.01.1989 and so on.
***
Form of Option

I, _____________, who have been promoted to the post of

________________, in the pay scale of ____________, hereby exercise an
irrevocable option regarding my pay fixation as under:

1. My pay in the promoted scale may be fixed under normal rules

straightaway without any further review on accrual of increments in
the pay scale of the lower post.

2. My pay may be initially fixed in the above scale without the benefit of
notional increment and the same refixed with effect from __________
i.e. the date on which I would have earned the next increment in my
pre-promoted scale.

Signature:
Name & Designation:
Department:
(Note: Strike out whichever is not applicable)

***
 (8)

Circular no.23/Rules/72 dated 27.04.1989

Vide Circular of even number dated October 21, 1987, it was decided to
grant permission to employees transferred to any Project/Feasibility/ Office
for retaining their family at the previous station of posting or at Cities where
NMDC has its office for a period of one year. This period can be extended to
*3 years at the discretion of the Chairman under special circumstances only.
However, in practice, it has been observed that the employees who are
transferred have been requesting for retention of their accommodation
beyond one year as a matter of routine. Chairman has taken a serious view
of the matter.

2. It has therefore been decided that in future, grant of such permission

for retention of accommodation beyond one year will be considered
only in very exceptional cases. The employees who apply for such
permission should furnish proper justification indicating the special
circumstances necessitating them to retain the family at the previous
places of posting beyond one year.

3. It has also been decided to review the cases of the employees who have
been granted permission to retain their families at previous place of
posting beyond one year.

* Extended up to five years vide office order no.23/Rules/92/09/95

dated 29.03.1995.

***

(9)

Letter No. 1(71)/Rules/92 dated 27.02.1993

Sub: Workmen in L10 scale placed in PG scale of Jr Officers

- Grant of Stagnation Increment.

Kindly refer your letter No.D5/Per/92 dated 21.12.92 on the above subject.

The matter has been examined and with the approval of the Competent
Authority, it is clarified that the Workmen who are drawing the maximum in
the scale and placed in the PG scale equivalent to that of Jr Officers, may be
granted the Stagnation Increment subject to the provisions of tripartite
settlement dated 16.12.89.

***
 (10)

Letter no. 23/Rules/72 (No.040/93), dated 07.10.1993

Sub: Grant of permission to employees who are under transfer to

retain their residential accommodation at their old station/other
cities.

Kind reference is invited to this office circular of even number dated 21st
October, 1987 on the above subject wherein detailed guidelines have been
issued regarding grant of HRA to the employees, who are under orders of
transfer to any project from cities like Hyderabad, Vizag, etc.

Based on the orders contained in the above referred circular employees are
permitted to retain their accommodation up to a maximum period of three
years. Representations are being received from such employees requesting
for retention of their family accommodation beyond the period of three years
for the reason that their children are still continuing their higher education,
etc.

Keeping the difficulties of such employees in view, the matter has been
considered further and it has been decided by the Board that the Chairman-
cum-Managing Director may grant permission to the employees to retain
their accommodation in cities where NMDC has its offices for a period up to
five years at his discretion in special circumstances.

The other terms and conditions contained in this office circular dated 21st
October 1987 shall remain unchanged.

***

(11)

Letter no.23/Rules/92/09/95 dated 29.03.1995

Sub: Grant of permission to employees who are under transfer,

to retain their residential accommodation at their old station.

Please refer to these office circulars of even number dated 21.10.1987 and
7.10.1993 on the above subject. In accordance with the orders contained in
circular dated 7.10.93, the employees who are transferred from one unit to
another can be permitted to retain their family accommodation at their old
station/city up to a maximum period of five years with the approval of the
competent authority. In terms of circular dated 21st October 1987 such
employees are entitled to only one fare for self to the place of transfer as per
entitlement.
Representations have been received from such employees stating that they
have to incur certain extra expenditure for shifting part of household articles
etc. The matter has been examined and it has been decided, with the
approval of the Board, that the employees who; are transferred from one
unit to another and permitted to retain their family accommodation at the
previous station/city, shall be entitled to transfer grant in addition to one
fare for self as per entitlement prescribed in NMDC Employees (Travelling
Allowance) Rules.

These orders are applicable in respect of transfer orders issued on or after

9th February 1995.

***

(12)

Letter no.1(62)/Rules/82/013/95 dated 12.06.1995

At present the Doctors who possess a PG Degree/PG Diploma in respective

medical specialisation are granted PG Allowance as per HPPC
Recommendations. The payment of PG Allowance to those Doctors in E3
scale and above has been restored effective from 16.6.1993 in terms of this
office letter of even number dated 23rd June, 1993. No PG Allowance is
being paid to doctors in IDA pay scales.

There have been representations from the Doctors to consider grant of

monetary incentive in place of PG Allowance. The matter has been
examined and it has been decided to regulate grant of monetary incentive to
Doctors for acquiring PG Degree/PG Diploma in respective medical
specialisation under the Incentive Scheme for acquiring professional
qualifications as follows:

(a) The monetary incentive will be granted to those Doctors (both in

CDA and IDA) who acquire additional qualification after joining
the Corporation as per the Scheme.

(b) The Doctors under CDA scales may opt for PG Allowance or
incentive whichever is beneficial to them. The Doctors in IDA
pay scales will be entitled to only incentive and not PG Allowance
if they acquire qualification during the service of the Corporation.

(c) Those Doctors in CDA scales who possessed PG Degree, PG

Diploma before joining the Corporation will continue to draw the
PG Allowance as revised from time to time and they are not
eligible for incentive.
You are requested to kindly obtain an option from Doctors who are
interested to draw either PG Allowance or Monetary Incentive as applicable
and regulate the grant of incentive under the Incentive Scheme.

***

(13)

Letter no.1(18)Per/75/40/97 dated 23.12.1997

Sub: Placement of Executives in Personnel, Materials & Finance E0

grade in E1 grade without promotional benefit – Clarification on the
date of next increment – Reg.

Ref: 1. HO Office Order 1(2)Rules/75/Pt dated 29.09.97

2. HO Officer Order DPC/1(105)/Estt dated 17.11.97

In HO O/o dated 17.11.97, placing some of the executives of E0 grade in

Personnel, Materials & Finance disciplines, in higher grade of E1 wef
20.08.97, the formula for pay fixation was indicated as under:

“The basic pay of the executives as on 20th August will be fixed

at the same stage in E1 scale if it is a stage in that scale without
any notional benefit. If it is not a stage in E1 scale the basic pay
may be fixed at the nearest defined stage in E1 scale”.

2. A doubt arose as to whether in the above placement such

executives are entitled to retain their original date of increment
or not.

3. The matter has been examined and it is clarified with the approval
of Competent Authority, that such employees can retain their
original date of increment as in lower scale of E0.

***

(14)

Letter no.23/Rules/72/24/98 dated 09.06.1998

Sub: NMDC Service Regulations – information regarding close relations to be

given at the time of appointment – Reg.

In terms of directives received from the Government of India, it has been

decided that all employees on first appointment in service should furnish
information in respect of their close relations in the enclosed proforma which
should be added to the Service Book of the employee concerned. Any
change in the particulars given in the proforma should be furnished by the
employee at the end of each year to the Personnel Department of the
concerned unit. It is therefore, requested that the proforma prescribed may
be sent along with the appointment order so that the required information is
furnished by the new recruitee at the time of joining itself.

FROM TO BE FILLED BY EMPLOYEE ON FIRST EMPLOYMENT

1.Close relations Name Nationality Present Place Occupation

who are nationals address of birth *
of or are
domiciled in other
countries.
i) Father
ii) Mother
iii)Wife/Husband
iv) Daughter (s)
v) Brother (s)
vi) Sister (s)
2.Close relations Name Nationality Present Place Occupation
resident in India, address of birth *
who are of non-
Indian origin.
i) Father
ii) Mother
iii)Wife/Husband
iv) Daughter (s)
v) Brother (s)
vi) Sister (s)
I certify that the foregoing information is correct and complete to the best of
my knowledge and belief.

Signature
Designation
Date

Note 1: Suppression of information in this form will be considered a

major departmental offence for which the punishment may
extend to dismissal from service.

Note 2: Subsequent changes, if any, in the above data should be

reported to the Personnel Department, at the end of each year.

* If public service, give full particulars regarding designation of the post

held, name of department/Office etc where employed and the data of
such employment.

***
 NMDC Recruitment & Promotion Policy

NMDC RECRUITMENT AND PROMOTION POLICY,2018

AND THE RULES FRAMED THERE-UNDER

CONTENTS

Section- I NMDC Recruitment policy Page Nos. 02 to 17

Section- II NMDC Promotion Policy Page Nos. 18 to 28
Section-III NMDC Recruitment Rules Page Nos. 29 to 47
Section-IV NMDC Promotion Rules Page Nos. 48 to 52

Annexures to Sections I to IV Page Nos. 53 to 58

Page 1
 NMDC Recruitment & Promotion Policy

SECTION – II

NMDC PROMOTION POLICY

INDEX

Chapter Description Page. No.

1 Preamble 19
2 Definitions 19-20
General Provisions
 Calculation of vacancies and Date of reckoning of eligibility
 Average Credit Points (ACP) and Cumulative Credit Points
(CCP)
 Induction through Promotion and Types of Promotion
(Vacancy based & Non-Vacancy based)
 Group wise classification of Executives and Junior Officers
 Qualifying period of service for promotion
 Duration of Training period of Executive Trainees
3 20-23
 Performance Appraisal Rating for Asst. Manager (M-3
grade) during Executive training period
 Executives & Junior Officers on deputation to other
organizations
 Study Leave period counted for reckoning the service
period for the purpose of promotion of JOs and
Executives.
 Provision relating to the minimum Cumulative Credit Points
(CCP) and Average Credit Points (ACP)
Evaluation criteria for promotion of Executives & JOs
 Evaluation criteria for promotion to those Executives and
Junior Officer working in Board & Company Affairs
4 Department. 23-26
 Zone of Consideration
 Departmental Promotion Committee will be free to devise
their own procedure
5 Ratio between promotion and Direct Recruitment 26
6 Departmental Promotion Committee and its constitution 26-27
7 Periodicity of meeting of DPC 27
Miscellaneous
 Effective date of Promotion
 Vigilance and disciplinary clearance
 Approval of DPC recommendations
8  Publication of Seniority list 27-28
 Probation and confirmation
 Extraordinary performance will be considered for
conferment of reward
 Scheme of Personal Grade
9 Tenure 28

~*~

Page 18
 NMDC Recruitment & Promotion Policy

SECTION – II
NMDC PROMOTION POLICY
NMDC Promotion Policy for Junior Officers and Executives

1. PREAMBLE
1.0.0 Promotion is the reassignment of a higher level job to an employee of an
Organisation with delegation of responsibilities and authority required to perform
that higher job, accompanied by better pay, better status, higher responsibilities
and opportunities for career progression
1.1.0 INTRODUCTION: NMDC Limited introduced Recruitment & Promotion Rules in 1967
and continued the same with periodical amendments till now. In order to adopt a
clear-cut procedure in promotion of the employees in a transparent manner, the
present “Promotion Policy” has been formulated.
1.2.0 Aim: To man the executive posts in the Company with competent personnel having
growth potential and to integrate their career advancement oppo rtunities with
fulfillment of Company’s objectives.
1.3.0 Scope: NMDC Promotion Policy shall apply to all regular Executives below Board
level (upto Executive Director (M-11 grade)) and Junior Officers working in all the
Projects, Units & Offices of NMDC Limited.
2. DEFINITIONS
2.1.0 Board: The term “Board” refers to the Board of Directors of the Company.
2.2.0 Chairman: The term “ Chairman” means the Chairman-cum-Managing Director (CMD)
of NMDC Limited.
2.3.0 Competent Authority: The term “Competent Authority” in relation to a post means
CMD of the Company.
2.4.0 Departmental Promotion Committee: “Departmental Promotion Committee(s)”
means the Committee (s) constituted by the Competent Authority for considering
promotion of Executives & Junior Officers etc.
2.5.0 Promotion: The term “Promotion” means upward movement of Executives& Junior
Officers in the organizational hierarchy from one grade to the next higher grade
under Vacancy-Based System or Time- Bound System, as per provisions contained in
this Policy based on the recommendations of Departmental Promotion Committees.
2.6.0 Sanctioned posts: The posts as sanctioned by the Board of Directors and CMD in terms
of Clause 3.1.1 of Section-I.
2.7.0 Vacancies: The difference between number of posts of Executives and Junior Officers
sanctioned in a grade/post and their number in position on a particular day of a
particular year i.e. 30th June.
2.8.0 PAR: Performance Appraisal Rating obtained by the Executives & Junior Officers
during a particular Appraisal year.
2.9.0 Appraisal Year: Appraisal year means 12 months from 1st April to 31st March which is
also a Financial Year presently
2.10.0 Head Office means the place where Company’s Corporate Office is situated.
2.11.0 “Regional Office” means other offices situated in other places than that of Head Office
such as Delhi, Bangalore, Chennai, Kolkata, Mumbai, Bhubaneswar, Vizag etc.
2.12.0 “Projects” means production places where core activities of production is carried out
such as (1) BIOM, Kirandul complex, (2) BIOM, Bacheli complex, (3) DIOM, Donimalai
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 NMDC Recruitment & Promotion Policy

complex (4) Panna, (5) SIU, Paloncha, (6) NISP, Nagarnar and (7) Slurry Pipeline
Project, Jagdalpur.
2.13.0 “Units” means Establishments, feasibilities other than the Projects such as Arki
Limestone Project- Arki, Global Exploration Centre- Raipur, R&D Centre, Hyderabad,
Lalapur Silica Sand Project-Lalapur, J&KMDC Limited etc.
2.14.0 “Field Service” means service rendered by the concerned Junior Officer/ Executive in
the Projects.
2.15.0 “Field Experience” means the period for which the concerned Junior Officer/Executive
posted and working in any of the Projects.
3. GENERAL PROVISIONS
3.1.0 CALCULATION OF VACANCIES AND DATE OF RECKONING OF ELIGIBILITY:
Vacancies shall be calculated as on 30 th June every year for effecting vacancy-based
promotion to Jt. General Manager (M-9 grade) & above based on difference of the
total sanctioned posts in Jt. General Manager (M-9 grade) & above (as the case may
be) and the number of present incumbents to these posts on that day. The cut-off
date for reckoning the eligibility for promotions upto Executive Director (M-11 grade)
shall be 30th June of the particular year.
3.2.0 AVERAGE CREDIT POINTS (ACP) AND CUMULATIVE CREDIT POINTS (CCP)
3.2.1 The Credit Points of Performance Appraisal Rating(PAR) obtainable by an Executive or
a Junior Officer, in an Appraisal Year, will be as under:
Outstanding 60
Very Good 50
Good 40
Satisfactory 15
Barely Adequate 05
3.2.2 Average Credit Points (ACP): Average Credit Points (ACP) are sum of 3 best credit
points out of five years earned in the preceding qualifying period divided by 3, out of
which 2 best in the existing grade and 1 best credit point in the remaining 3 years
irrespective of grade.
Those who joined the Compa ny as direct recruits in Asst. General Manager (M-7
grade) or above grades and having less than 3 PARS ratings, their ACP will be
calculated as sum of PAR credit points available divided by three. The maximum ACP
shall be 60.
3.2.3 Cumulative Credit Points (CCP): Cumulative Credit Points are sum of all the credit
points in all completed years as per qualifying period.
3.2.4 Promotion from Junior Manager (M-2 grade) upto Sr. Manager (M-6 grade) shall be
effected on acquiring cumulative credit points as stipulated at clause no. 4.0.0 below
without interview.
3.2.5 Promotion from Junior Officer to Junior Manager (M-2 grade), Senior Manager (M-6
grade) to Asst. General Manager (M-7 grade), Asst. General Manager (M-7 grade) to
Dy. General Manager (M-8 grade), Dy. General Manager (M-8 grade) to Jt. General
Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10
grade) and General Manager (M-10 grade) to Executive Director (M-11 grade) shall be
effected as per the evaluation criteria mentioned at clause no. 4.1.0, 4.2.0 and 4.3.0
below.
3.3.0 INDUCTION THROUGH PROMOTION:
Taking into account lateral induction provided under direct recruitment to infuse fresh
blood in the Company, the percentage of induction through promotion shall be as under:

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% induction % induction
Scale/Level through Scale/Level through
promotion promotion
Jr. Manager (M-2 grade) 25% Dy. General. Manager 100%
(M-8 grade)
Dy. Manager (M-4 grade) 100% Jt. General Manager 100%
(M-9 grade)
Manager (M-5 grade) 100% General Manager 90%
(M-10 grade)
Sr. Manager (M-6 grade) 100% Executive Director 100%
(M-11 grade)
Asst. General Manager 75%
(M-7 grade)
3.3.1 The mode of operationalization of the above methodology i.e. no. of recruitments
discipline wise to be made in Jr. Manager (M-2 grade), Asst. General Manager (M-7
grade) and General Manager (M-10 grade) shall be addressed by the Committee of
Functional Directors.
3.3.2 Types of Promotion: Promotion shall be considered in accordance with the approved
channels of promotion. There shall be two types of Promotion System i.e. (a) Non-
vacancy based promotions and (b) Vacancy based promotions. The details are
specified in the Rules.
3.3.2 Non -Vacancy Based Promotion:
(I) a) Promotions from Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy.
Manager (M-4 grade) to Manager (M-5 grade), Manager (M-5 grade) to Sr. Manager
(M-6 grade), Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) and Asst.
General Manager (M-7 grade) to Dy. General Manager (M-8 grade) shall be Non-
vacancy based.
b) Promotion upto Sr. Manager (M-6 grade) (except promotion to Junior Officer to Jr.
Manager (M-2 grade) shall be based on minimum specified Cumulative Credit Points
earned by an Executive in all the completed appraisal years in a particular grade.
c) In the non-vacancy based promotion system from Sr.Manager (M-6 grade) to Asst.
General Manager (M-7 grade) and Asst. General Manager(M-7 grade) to Dy. General
Manager (M-8 grade) categories the percentage of promotion of eligible officers shall
be fixed at 50% and 30% respectively . Such promotions will be based on “Merit with
due regard to Seniority”.
d) The Trainees Assessment is being done by HRD/Training Department on
completion of training. The performance rating during the training period will be
considered on the basis of the assessment marks awarded to the candidates is as
follows:
Rating Outstanding Very Good Good Satisfactory Barely
Adequate
Marks 80.00 & 70.00 to 79.9 60.00 to 69.9 50.00 to 59.9 Below 50.00
above
3.3.2 Vacancy Based Promotions:
(II) a) Promotion from Junior Officer to Jr. Manager (M-2 grade), Dy. General
Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-
9 grade) to General Manager (M-10 grade) and General Manager (M-10 grade) to
Executive Director (M-11 grade) will be Vacancy-based. The zone of consideration
(Selection) for Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade),
Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and
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General Manager (M-10 grade) to Executive Director (M-11 grade) shall be decided by
Competent Authority in consultation with all functional Directors keeping in view the
Organizational needs. However, the total number of candidates shortlisted shall not
exceed 1:3 (vacancy : number of candidates to be called) . Such will be based on
‘Merit with due regard to Seniority’.
b) For Promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-
9 grade) & above grades: Promotion from Dy. General Manager (M-8 grade) to Jt.
General Manager (M-9 grade) and above grades shall be Vacancy based, as
recommended by DPC and approved by the Competent Authority.
c) A common seniority will be drawn based upon the inter-se-seniority for calling the
eligible candidates in the ration of 1:3 for the DPC interviews for promotion to JGM
rank (M-9 Grade) and above. Thereafter, a common seniority pool from JGM rank (M-
9 Grade) based on inter se seniority will be maintained.
3.3.3 GROUP-WISE CLASSIFICATION OF EXECUTIVES AND JUNIOR OFFICERS:
The Executives and Junior Officers in the Company shall be classified under three
groups, based on their qualification, for the purpose of considering them for
promotion:
a) Group-I: Executives & Junior Officers having qualification of Bachelor’s Degree
and above as prescribed in Annexure-I
b) Group-II: Executives & Junior Officers possessing Diploma qualification in a
particular grade as detailed in Annexure-II
c) Group-III: Executives & Junior Officers (Below Diploma holders) who do not
have any of the qualifications prescribed either for Group-I or Group-II in the
concerned discipline.
3.3.4 For the purpose of determining the recognized equivalence of educational
qualification, the notifications of UGC, AICTE and other Institutions approved by Govt.
of India, shall be applicable and the guidelines issued by them shall be followed.
3.4.0 QUALIFYING PERIOD OF SERVICE FOR PROMOTION:
The qualifying period of service for promotion to the next higher grade will be as
under:
For Promotion to the Grade (in years)
Executives& Junior Officers
M-2 M-4 M-5 M-6 M-7 M-8 M-9 M-10 M-11
Group I 3 3 3 3 3 3 2 2 2
Group II(other than Mining) 5 5 5 5 5 NP NP NP NP
Group II Mining As per qualifying period as at Clause 3.4.1 below
Group III 7 7 7 NP NP NP NP NP NP
Note: “NP” means “No Provision”.
3.4.1 Under Group II, the qualifying period of service for Diploma Holders in the Mining
discipline, will be as under:
Promotion to Qualifying period Remarks
Jr. Manager (M-2 grade) 5 Years –
4 Years With II Class MMCC
Dy. Manager (M-4 grade) With Foreman’s Certificate of
5 Years
Competency
4 Years With I Class MMCC
5 Years With II Class MMCC
Manager (M-5 grade)
With Foreman’s Certificate of
5 Years
Competency
Sr. Manager (M-6 grade) 4 Years With I Class MMCC
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5 Years With II Class MMCC

Asst. General Manager With I Class MMCC
5 Years
(M-7 grade)
Note: MMCC means Mines Managers’ Certificate of Competency
3.5.0 The Executives & Junior Officers in the Company shall be classified under three
groups based on their qualification as at Clause no. 3.3.3 to 3.4.1 of Section-II and
also other conditions specified in Promotion Rules Section – IV. (Refer Clause 1.0.0 to
2.1.0 of Section-IV).
3.6.0 Executives/Junior Officers who have not completed the prescribed length of service in
the present grade as on the cut-off date (i.e. 30th June) shall not be considered for
promotion to the next higher grade.

3.7.0 The duration of training period of Executive Trainees, on successful completion of

training period and absorption in regular grade, shall be included for the purpose of
reckoning the eligibility period for promotion from Asst. Manager (M-3 grade) to Dy.
Manager (M-4 grade) i.e. the Executive Trainee (M-2 grade) training period will also
be considered as eligibility period for promotion from Asst. Manager (M-3 grade) to
Dy. Manager (M-4 grade) subject to successful completion of training period.

3.8.0 The Performance Appraisal Rating for Asst. Manager (M-3 grade) during Executive
training period shall be considered based on their total assessment marks in the
following manner:-

Sl.No. Marks obtained in final Assessment PAR Rating

1. 80 and above Outstanding
2. 70 to 79.99 Very Good
3. 60 to 60.99 Good
4. 50 to 59.99 Satisfactory
5. Below 50 Barely Adequate

The employees who had been promoted from Junior Officer to Junior Manager (M-
2 grade), their period spent as Junior Manager (M-2 grade) will als o be reckoned
for the purpose of eligibility for promotion from Asst. Manager (M-3 grade) to Dy.
Manager (M-4 grade) on s uccessful completion of probation period in Asst.
Manager cadre (M-3 grade).

3.9.0 Executives & Junior Officers on deputation to other organizations will be considered
for “Proforma Promotion” as per Government of India guidelines, on completion of
the specified number of years in the present grade.
3.10.0 Study Leave period, if any, sanctioned by the Competent Authority, s hall be
counted for reckoning the service period for the purpos e of promotion of Junior
Officers and Executives.
3.11.0 The provision relating to the minimum Cumulative Credit Points (CCP) and Average
Credit Points (ACP) shall also be applicable in all the cases of study leave, Executives
on Deputation and Trainees.
4. EVALUATION CRITERIA FOR PROMOTION OF EXECUTIVES &
JOS
4.0.0 For promotion of Executives from Asst. Manager (M-3 grade) to Dy. Manager (M-4
grade), Dy. Manager (M-4 grade) to Manager (M-5 grade) and Manager (M-5 grade) to
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 NMDC Recruitment & Promotion Policy

Sr. Manager (M-6 grade) who have completed their respective qualifying period of
service in their grade, shall be subject to acquiring the following minimum Cumulative
Credit Points in their completed years of service in the grade.
Length of service in the existing grade on or after Minimum Cumulative
completing Qualifying Period for promotion. Credit Points.
3 years 140
4 years 170
5 years 185
6 years 210
7 years 240
4.1.0 Evaluation criteria for promotion of Executives / JOs working in other than Board &
Company affairs department.
The evaluation criteria for various grades of Executives and also Junior Officer shall be
as under except Board and company affairs department:
a) Evaluation Criteria for promotion from Junior Officer to Jr. Manager (M-2 grade)
(except Board & Company Affairs Dept.):
Sl.No. Evaluation criteria Max.Marks Remarks
i) ACP 60
Length of Service in 4 marks for each completed year,
ii) 15
existing grade subject to a maximum 15 marks
3 marks for each year of field service,
iii) Field experience 15 subject to a maximum of 15 marks
iv) Interview 10

b) Evaluation Criteria for promotion from Sr. Manager (M-6 grade) to Asst. General
Manager (M-7 grade):
Sl.No Evaluation criteria Max. Marks Remarks
i) ACP 60
Length of Service 4 marks for each completed year,
ii) 15
in existing grade subject to a maximum of 15 marks
1.5 mark for each year of field service,
iii) Field experience 15
subject to a maximum of 15 marks
iv) Interview 10

c) Evaluation Criteria for promotion from Asst. General Manager (M-7 grade) to Dy.
General Manager (M-8 grade):

Sl.no Evaluation criteria Max. Marks Remarks

i) ACP 60
Length of Service 4 marks for each completed year,
ii) in existing 15 subject to a maximum of 15
marks
Field experience 1.5 mark for each year of field
iii) 15 service, subject to a maximum
of 15 marks
iv) Interview 10

d) Evaluation Criteria for promotion from Dy. General Manager (M-8 grade) to Jt.
General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager
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 NMDC Recruitment & Promotion Policy

(M-10 grade) & General Manager (M-10 grade) to Executive Director (M-11 Grade):
Sl.No Evaluation Max. Marks Remarks
criteria
i) ACP 65
ii) Length of Service 20 4 marks for each completed year,
in existing subject to a maximum of 20 marks
iii) Field experience 05 0.5 mark for each year of field
service, subject to maximum 5 marks
iv) Interview 10
Note: ACP of 65 will be drawn by using the following formula
ACP of 65= ACP(ACTUAL) X 65
60
4.1.1 Field experience as stated at Clause no. 2.15.0 above shall be considered for the
entire service in NMDC both as a Junior Officer or Executive. For awarding marks for
field experience, service rendered for 06 months and more shall be considered as one
year.
4.2.0 Evaluation criteria for promotion to those Executives and Junior Officer working in
Board & Company Affairs Department.

(a) Evaluation Criteria for promotion from Junior Officer to Jr. Manager (M-2 grade):
Sl.No Evaluation criteria Max. Marks Remarks
i) ACP 60
ii) Length of Service in 30 4 marks for each completed year,
the existing grade subject to a maximum of 30 marks
iii) Interview 10

b) Evaluation Criteria for promotion from Sr. Manager (M-6 grade) to Asst. General
Manager (M-7 grade):
Sl.No Evaluation criteria Max. Marks Remarks
i) ACP 60
ii) Length of Service in 30 4 marks for each completed year, a
the existing grade subject to a maximum of 30 marks
iii) Interview 10

c) Evaluation Criteria for promotion from Asst. General Manager (M-7 grade) to Dy.
General Manager (M-8 grade):
Sl. Evaluation criteria Max. Marks Remarks
i) ACP 60
ii) Length of Service 25 4 marks for each completed year,
in the existing subject to a maximum of 25 marks
iii) Interview 15
d) Evaluation Criteria for promotion from Dy. General Manager (M-8 grade) to Jt.
General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General
Manager (M-10 grade) & General Manager (M-10 grade) to Executive Director
(M-11 grade):
Sl. Evaluation Max. Marks Remarks
criteria
i) ACP 70
ii) Length of Service 20 3 marks for each completed year
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 NMDC Recruitment & Promotion Policy

in existing subject to a maximum of 20 marks

grade
iii) Interview 10
Note: ACP of 70 will be drawn by using the following formula
ACP of 70= ACP(ACTUAL) X 70
60
4.3.0 The zone of consideration(selection) for recommending the candidates for promotion
is as follows:
a) For promotion Asstt. Manager (M-3 On acquiring minimum cumulative
grade) to Dy. Manager (M-4 grade) credit points
and Dy. Manager (M-4 grade) to
Manager (M-5 grade), Manager (M-5
grade) to Sr. Manager (M-6 grade).
b) For promotion from Junior Officer to Minimum total of 65.00 marks out
Jr. Manager (M-2 grade), Sr. Manager of 100 marks on account of factors
(M-6 grade) to Asst. General Manager stipulated at clause 4.1.0 (a), (b) &
(M-7 grade) and Asst. General (c) and 4.2.0 (a), (b), & (c) of the
Manager (M-7 grade) to Dy. General Promotion policy
Manager (M-8 grade).
c) For promotion from Dy. General In the ratio of 1:3 of the total
Manager (M-8 grade) to Jt. General number of candidates to be
Manager (M-9 grade), Jt. General promoted in order of total marks
Manager (M-9 grade) to General obtained in descending order on
Manager (M-10 grade) and General account of factors stipulated under
Manager (M-10 grade) to Executive clause no. 4.1.0 (d) & 4.2.0 (d) of
Director (M-11 grade). the Promotion policy.
4.4.0 The Departmental Promotion Committee will be free to devise their own procedure
such as holding Departmental Examination/Interview/ any other Mode to ascertain
merit of eligible candidates

5. RATIO BETWEEN PROMOTION AND DIRECT RECRUITMENT

5.0.0 For Promotion from Junior Officer to Jr. Manager (M-2 grade) post:
The ratio of vacancies to be filled by promotion of eligible Junior Officers and by Direct
Recruitment at Jr. Manager (M-2 grade)/ET level through open source will be in the
ratio of 25:75, provided sufficient number of eligible candidates are available in the
required proportion in the feeder cadre to the Executive position as on 30TH June of
the year.
6. DEPARTMENTAL PROMOTION COMMITTEE(DPC) & ITS
CONSTITUTION
6.0.0 The DPCs shall be constituted as specified below and approved by CMD. DPE / MoS
guidelines issued from time to time with regard to constitution of DPC shall be
adhered to.
The composition of the DPCs for promotion shall be as under:
a) For Junior Officer to Jr.Manager(M-2 (a) Concerned Head of the Dept. at Head
grade), Asstt. Manager (M-3 grade) to Office (2) Head of Personnel at Head Office
(3) Representative of SC/ST
Dy.Manager (M-4 grade), Dy.Manager(M-4
grade) to Manager(M-5 grade) and Manager
(M-5 grade) to Sr.Manager(M-6 grade) posts

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 NMDC Recruitment & Promotion Policy

b) For Sr. Manager (M-6 grade) to Asst. General (a) Functional Directors* (b) SC/ST
Manager (M-7 grade), Asst. General Manager representative of appropriate level.
(M-7 grade) to Dy. General Manager (M-8 *Atleast three Functional Directors are to
be present in the Committee during the
grade) & Dy. General Manager (M-8 grade) interview. However, the presence of
to Jt. General Manager (M-9 grade) posts: concerned Functional Director and
Director(Pers.) is mandatory.
c) For posts in Jt. General Manager (M-9 grade) (a) CMD (b) Functional Directors*
to General Manager(M-10 grade) and (c) SC/ST representative of appropriate level
General Manager(M-10 grade) to Executive (d) Promotion to Executive Director (M-11
grade) , External expert:- One Officer not
Director(M-11 grade) posts:
below Joint Secretary level, Govt. of India or
Functional Director of CPSE or retired
Functional Director of the Company may be
associated during the interview.
(e) Any other co-opted number as
approved by Competent Authority.
(f) One expert from an Eminent
Management Institute
*At least 3 Functional Directors’ presence is
required and the presence of concerned
Functional Director and Director (Pers.) is
mandatory

7. PERIODICITY OF MEETINGS OF DPC

7.0.0 Departmental Promotion Committee (DPC) for promotion upto General Manager (M-
10 grade) shall meet once in a year to be held in the months of June. However, for
promotion to Executive Director (M-11 grade), the DPC may be conducted as early as
possible within the next quarter in which the post fell vacant, subject to the condition
that the candidate is/are available and has/have completed the minimum eligibility
period. While implementing the NMDC Recruitment &Promotion Policy,2018 suitable
relaxation in length of service eligibility may be given for initial batches.
7.1.0 However, if recruitment process for any induction level post is already under way, the
said post will not be treated as vacant.
8. MISCELLANEOUS
8.0.0 EFFECTIVE DATE OF PROMOTION: Effective date of promotion upto General Manager
(M-10 grade) shall be 30th June of the respective year. There shall be no Interview for
promotion from Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy. Manager
(M-4 grade) to Manager (M-5 grade) and Manager (M-5 grade) to Sr. Manager (M-6
grade) posts. However, Interview shall be held for promotion from Junior Officer to Jr.
Manager (M-2 grade) and from Sr. Manager (M-6 grade) to Asst. General Manager (M-7
grade) and above grade posts. The effective date of promotion in respect of General
Manager (M-10 grade) to Executive Director (M-11 grade) will be from the date of issue of
Promotion Order.
8.0.1 Date of receiving monetary benefit on promotion shall be from the date of assuming
charge of the promoted post. However, the pay in the promoted scale shall be fixed
notionally from the effective date of promotion.
8.0.2 The effective date of promotion will be reckoned for the purpose of seniority in the
grade. However, for forwarding of applications for outside employment, the date of
assumption of charge will only be reckoned for experience purpose and not the
notional date of promotion
8.1.0 VIGILANCE AND DISCIPLINARY CLEARANCES:
Vigilance and Disciplinary Clearances shall be obtained before holding DPC. Executives
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 NMDC Recruitment & Promotion Policy

shall be considered for promotion subject to fulfilling the eligibility criteria as

recommended by the DPC, provided there is no disciplinary/vigilance case(s) pending or
contemplated and vacancy is available, wherever applicable. In case, any Vigilance case
or Disciplinary case is pending or contemplated against any Jr.Officer or an Executive,
the system of “sealed cover procedure” would be followed in terms of DoPT’s OM
No.22011/4/91-Estt(A) dated 14.09.1992 as clarified/amended from time to time.
8.2.0 APPROVAL OF DPC RECOMMENDATIONS:
The Competent Authority for approval of recommendations of the Departmental
Promotion Committee (DPC) for Executives, shall be CMD and the Appointing
Authority for Junior Officers.
8.3.0 The Head of Personnel Department shall take necessary action to seek approval of the
recommendation of Departmental Promotion Committee in consultation with
concerned Functional Director(s)
8.4.0 PUBLICATION OF SENIORITY LIST:
Seniority List of Executives shall be maintained as per Rules of the Company and the
same shall be displayed on the NMDC website from time to time.
8.4.1 Inter-se-seniority:
Where more than one employee of the same grade in a discipline is promoted through
the same DPC, their inter-se-seniority in the promoted scale shall be decided based on
their seniority in the pre-promoted grade, date of joining and then date of birth. In
other words, the senior employee in the pre-promoted grade will continue to be senior
over his junior in the promoted grade also. However, in exceptional cases, the DPC can
recommend/assign merit position and a change in the order of seniority in respect of
the employees who attend DPC interview, with proper justification, based on the past
track record of the individual including unblemished service for more than 5 years.
8.5.0 PROBATION & CONFIRMATION:
Probationary period for Executives and Junior Officers on appointment as well as on
subsequent promotion to next higher grade shall be one year from the date of
promotion. The confirmation of probation will be issued, based on receipt of a
satisfactory report of performance during the probationary period/extended
probationary period from the concerned authority.
8.5.1 The period of probation may be extended twice for a period of six months in each
instance by the Competent Authority in writing, if the performance of the concerned
Executive/Junior Officer is not found to be satisfactory during the period of probation.
8.5.2 If the performance is not found to be satisfactory even after second extension of
probationary period, he/she will be reverted to the lower post duly recording the
reasons, after approval of the CMD.
8.6.0 The Executives/Junior Officers in all levels who have been performing well and
exhibiting extraordinary performance will be considered for conferment of reward by
way of monetary/non-monetary methods/schemes.
8.7.0 SCHEME OF PERSONAL GRADE (PG):
The existing Scheme of the Company for grant of Personal Grade (PG) to the
Executives and Junior Officers shall continue to be in force.
9.TENURE
9.0.0 The NMDC Promotion Policy and its rules shall be reviewed after 5 years from the
date of its implementation, in order to bring in systemic improvements.
Chairman-cum-Managing Director, NMDC is empowered to relax any of the
provisions of the policy / Rules in deserving and exceptional cases, with reasons to be
recorded and subsequently to be ratified later by the Board.
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 NMDC Recruitment & Promotion Policy

SECTION - IV
NMDC PROMOTION RULES

INDEX

Rule No. Description Page No.

1.0.0 Group-wise classification of Executives and Junior Officers 49

2.1.0 – Types of Promotions ( non-vacancy based & vacancy based)
49
2.1.2
3.0.0 – Qualification-based promotion
50
3.1.3
4.0.0 – Promotion in isolated categories and those with limited promotional
50-51
4.1.6 avenues
5.0.0 – Line of Promotion for Teaching Staff
51
5.1.0
6.0.0 – Promotion of Executives at the time of induction by direct Recruitment
51
6.1.1
7.0.0- Abolition of M-1 Grade level posts
52
7.1.1
8.0.0 Date of Commencement 52

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SECTION –IV
NMDC PROMOTION RULES
(Promotion Rules briefly prescribe the guidelines consistent with the Promotion
Policy for observance in regard to promotion of Junior Officers and Executives)
_____________________________________________________________________
1.0.0 The Promotion Policy has prescribed various broad milestones to be followed in the matter of
promotion of Junior Officers and Executives falling under the “non-vacancy based” and “vacancy
based” systems of promotion, qualifying period of service and eligibility criteria for promotion. It
has also stipulated the method of calculation of vacancies, the date of reckoning of eligibility,
computation of Average Credit Points (ACP) and Cumulative Credit Points (CCP) and their
evaluation criteria for considering promotion to various levels, composition of Departmental
Promotion Committees (DPC) etc.
2.1.0 Types of Promotions:
2.1.1 Non -Vacancy Based Promotion:
a) Promotions from Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy. Manager (M-4
grade) to Manager (M-5 grade), Manager (M-5 grade) to Sr. Manager (M-6 grade), Sr. Manager
(M-6 grade) to Asst. General Manager (M-7 grade) and Asst. General Manager (M-7 grade) to Dy.
General Manager (M-8 grade) shall be Non-vacancy based.
b) Promotion upto Sr. Manager (M-6 grade) except promotion from Junior Officer to Jr. Manager
(M-2 grade) shall be based on minimum specified Cumulative Credit Points earned by an Executive
in all the completed appraisal years in a particular grade.
c) In the non-vacancy based promotion system from Sr.Manager (M-6 grade) to Asst. General
Manager (M-7 grade) and Asst. General Manager(M-7 grade) to Dy. General Manager (M-8 grade)
categories the percentage of promotion of eligible officers shall be fixed at 50% and 30%
respectively . Such promotions will be based on “Merit with due regard to Seniority”.
d) The Trainees Assessment is being done by HRD/Training Department on completion of training.
The performance rating during the training period will be considered on the basis of the
assessment marks awarded to the candidates is as follows:
Rating Outstanding Very Good Good Satisfactory Barely Adequate
Marks 80.00 & above 70.00 to 79.9 60.00 to 69.9 50.00 to 59.9 Below 50.00

2.1.2 Vacancy Based Promotions:

a) Promotion from Junior Officer to Jr. Manager (M-2 grade), Dy. General Manager (M-8
grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-
10 grade) and General Manager (M-10 grade) to Executive Director (M-11 grade) will be Vacancy-
based. The zone of consideration(Selection) for Dy. General Manager (M-8 grade) to Jt. General
Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and
General Manager (M-10 grade) to Executive Director (M-11 grade) shall be decided by Competent
Authority in consultation with all functional Directors keeping in view the Organizational needs.
However, the total number of candidates shortlisted shall not exceed 1:3. Such promotions will also
be based on ‘Merit with due regard to Seniority’.
b) For Promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade) &
above grades: Promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9
grade) and above grades shall be Vacancy based, as recommended by DPC and approved by the
Competent Authority.
(c) A common seniority will be drawn based upon the inter-se-seniority for calling the eligible
candidates in the ration of 1:3 for the DPC interviews for promotion to JGM rank (M-9 Grade) and
above. Thereafter, a common seniority pool from JGM rank (M-9 Grade) based on inter se seniority
will be maintained.
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3.0.0 QUALIFICATION-BASED PROMOTION:

3.1.0 Qualified Junior Officers shall be eligible to be considered for promotion to Jr. Manager (M-2
grade), depending upon the Group to which they belong, based on their qualification. Promotion
from Junior Officer (Operation) to the post of Jr. Manager (Mining) (M-2 grade) will be subject to
fulfilling other criteria and their further promotion will be as per Clauses 2.1.1 & 2.1.2 above.
3.1.1 In Mining discipline, the Line of Promotion for Degree holders with II Class MMCC and Diploma
holders with I Class MMCC will be upto Asst. General Manager (M-7 grade) only. For considering
promotion from Asst. General Manager (M-7 grade) & above in Mining discipline, the
qualification shall be Degree in Mining Engineering with I Class MMCC. Similarly, in Mining
Discipline, candidates having Diploma in Mining with Foreman’s Certificate of Competency are
eligible for being considered for promotion upto Manager (M-5 grade) only.
3.1.2 Executives in Group – II shall be eligible for being considered for promotion upto Asst. General
Manager (M-7 grade) only.
3.1.3 Non-qualified Junior Officers who fall under Group – III shall be eligible for being considered for
promotion upto Jr. Manager (M-2 grade) only. Similarly, non-qualified Executives who are
covered under Group – III shall be eligible to be considered for promotion from Jr. Manager (M-2
grade) to Asst. Manager (M-3 grade) and from Dy. Manager (M-4 grade) to Manager (M-5 grade)
only.
4.0.0 PROMOTION IN ISOLATED CATEGORIES AND THOSE WITH LIMITED PROMOTIONAL AVENUES:

4.1.0 Executives in Horticulture & Liaison disciplines shall be eligible for being considered for
promotion upto Sr. Manager (M-6 grade) only.
4.1.1 Executives in Survey Discipline shall be eligible for being considered for promotion up to Asst.
General Manager (M-7 grade) only.
4.1.2 Promotion of Executives in Secretarial Discipline from Junior Officer to Jr. Manager (M-2 grade)
and thereafter up to Asst. General Manager (M-7 grade) will be considered once in five years
only, subject to possession of qualification as per Annexure-II.
4.1.3 Executives in Rajbasha discipline shall be eligible for being considered for promotion upto Jt.
General Manager (M-9 Grade) only, subject to fulfilling other prescribed conditions.
4.1.4 Executives in the Security-cum-Fire discipline will be eligible for being considered for promotion
once in Four years as mentioned in Annexure-I and their Line of Promotion will be upto Dy.
General Manager (M-8 grade) only. However, their induction will be at Jr. Manager (M-2 grade)
& Asst. General Manager (M-7 grade), the minimum experience prescribed shall be 2 years for
Jr. Manager (M-2 grade) and 12 years for Asst. General Manager (M-7 grade) as a Commissioned
Officer in the Indian Armed Forces or as a Gazetted Officer in other para -Military Forces like
CRPF, CISF, BSF etc. or in a Police Organisation for 4 years for Jr. Manager (M-2 grade) and 14
years for Asst. General Manager (M-7 grade) in an executive cadre, dealing with Security and
Fire Fighting Management in large Industrial Organisations.
4.1.5 With a view to gainfully utilizing the services of one Junior Officer (Desk Top Programming) (DTP)
working with Corporate Communication (CC) department, the DTP discipline will be merged with
CC discipline. Upon such merger, the promotion channel to the existing incumbent [i.e. Junior
Officer (DTP)] will be once in five years upto Asst. General Manager (M-7 grade) only. However,
he will be eligible for promotion in Corporate Communication discipline, on his acquiring
required PG qualification.

4.1.6 In case, any candidate recruited in any discipline other than the disciplines indicated in the
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policy/rules due to requirement of the Organization, such candidates will be considered for
promotion to next higher grade on the basis of the qualifications as indicated at clause no. 3.3.3
& 3.4.0 of Section-II of the policy.

5.0.0 LINE OF PROMOTION FOR TEACHING STAFF:

5.1.0 As per Settlement dated 08/10/1994, the existing system of induction of Teaching Staff for
Project School, Kirandul at RS-4 level (i.e. Assistant Teacher) will continue. Their promotion upto
RS-10 and further to Junior Officer grade will be as per the Settlement dated 05.05.1985,
08.10.1994 and also LOP Settlement dated 11.01.2003. Their promotion to Executive cadre from
Junior Officer to Jr. Manager (M-2 grade), Asstt. Manager (M-3 grade) to Dy. Manager (M-4
grade), Dy. Manager (M-4 grade) to Manager (M-5 grade), Manager (M-5 grade) to Sr. Manager
(M-6 grade) and Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) will be regulated
as under :-
a) Promotions from Junior Officer to Jr. Manager (M-2 grade) and upto Asst. General Manager
(M-7 grade) level will be considered once in five years.
b) Promotion from Manager (M-5 grade) to Sr. Manager (M-6 grade) (Vice Principal) and Sr.
Manager (M-6 grade) to Asst. General Manager (M-7 grade) (Principal) shall be vacancy-
based. However, the existing sanctioned strength of two posts of Vice Principal and One post
of Principal will continue to be applicable.
c) Details of experience, qualifications etc. required:

Sl.No Designation Grade Qualification Experience

B.Ed+PG in
Junior 3 yrs service as Teacher (in RS-8 to
1. Lecturer-II required
Officer RS-10 scale taken together)
subject
Jr. Manager
2. Lecturer-I -do- 5 yrs service In previous lower grade
(M-2 grade)
Dy. Manager
3. Sr. Lecturer-II -do- 5 yrs service In previous lower grade
(M-4 grade)
Manager
4. Sr. Lecturer-I -do- 5 yrs service In previous lower grade
(M-5 grade)
Sr. Manager
5. Vice-Principal -do- 5 yrs service In previous lower grade
(M-6 grade)
Asstt.
General
6. Principal -do- 5 yrs service In previous lower grade
Manager
(M-7 grade)

6.0.0. PROMOTION OF EXECUTIVES AT THE TIME OF INDUCTION BY DIRECT RECRUITMENT:

6.1.0 At the time of induction to Jr. Manager (M-2 grade) level posts through direct recruitment, at
least 25% of vacant posts of total sanctioned strength (excluding the strength of Jt. General
Manager (M-9 grade), General Manager (M-10 grade) and Executive Director (M-11 grade) posts
shall be filled by promotion from amongst the eligible Departmental candidates, subject to
fulfilling the requisite qualifications, experience etc.

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 NMDC Recruitment & Promotion Policy

7.0.0 ABOLITION OF M-1 GRADE LEVEL POST:

7.1.0 Three M-1 grade level Executives presently working in the Company will be placed in Jr.Manager
(M-2 grade) in the corresponding pay scale without any monetary benefit with effect from a
notified date. Their further promotion will be subject to fulfilling the required
criteria/qualification in their respective disciplines. In future, there will be no M-1 grade
positions/recruitment/ promotions as the same stands abolished.
7.1.1 Junior Officers in all disciplines will be eligible for being promoted to Jr. Manager (M-2 grade),
subject to fulfilling all other relevant criteria. In case any Junior Officer does not possess the
requisite qualification for further promotion, he will be placed under Group-III vide clause no.
3.3.3 & 3.4.0 of Section-II and he/she will be governed, for further promotion, by para 3.1.3
above.
8.0.0 DATE OF COMMENCEMENT OF THE PROMOTION POLICY:

8.1.0 The NMDC Promotion Policy and the Rules framed there-under for Executives and Junior Officers
shall come into force with effect from the date indicated in the relevant Notification.

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Index of Annexures Pg. nos.

I Prescribed Educational Qualification for Recruitment / Promotion of
54-55
Executives-Group-I
II Prescribed Educational Qualification for Promotion of Executives -Gr.II 56
III Prescribed Educational Qualification for Recruitment of Junior Officers 57
IV Evaluation Sheet for Assessment of marks for Interview and GD 58

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ANNEXURE-I
NMDC Recruitment and Promotion Policy Annexure
Prescribed Educational Qualification for Recruitment/Promotion of Executives
(See Clauses 3.3.3 (a) of Section-II, 3.2.6 of Section-III and 4.1.4 of Section IV)
Group – I
Sl. Cadre Prescribed qualification
1. Civil Degree in Civil Engineering
2. Ceramic Degree in Civil Engineering Cerami c
3. Chemical M.Sc. (Chemistry)/Degree in Chemical Engineering
4. Commercial (i)Degree in Engineering or Graduate from Recognized University with
MBA or PG Degree/Diploma in Marketing/Foreign Trade/Sales Mgt.(2 yrs
duration course) Or Graduate in Engine ering with CA/ICWA.
5. Company Secretary (i) Graduate with CS(Final)
6. Corporate Graduation in Arts/Science/Commerce with PG Degree/ PG Diploma in
Communication Public Relations/Journalism/Corporate Communication (2 years duration)
7. Computer & Degree in Engineering in Computer & Information Technology/Computer
Information Science /Information Science or M.C.A. Or B.E. / B.Tech (Computer/CS/IT)
Technology Or PG Diploma in Computer Application Programming/ Computer
Management/Systems Management(two yea rs duration)
8. Graduate with 2 years PG in the following areas or Social work with
specialization in the following areas or PG Diploma in the following areas:
CSR “Community Development/ Rural Development /Community Organization
& Development Practice/Urban and Rural Community Development / Rural
and Tribal Development/Development Management/Rural Development
Management’’
9. Electrical & Degree in Electrical & Electronics Engineering
Electronics
10. Environment (i)Degree in Civil/Chemical/Mining /Environment Engineering or PG Degree
in Environmental Management/ Engineering / Environmental
Science/Geology /Chemistry/ Botany Or PG Degree/Diploma in Environment
Management (2 years duration) Or Doctorate in Environment
Studies/Impact Assessment.
11. Finance (i) Graduation (ii) CA/ICWA or Engineering Graduate with MBA (Fin.) for
recruitment in Jr. Manager (M-2 grade ) and Asst. General Manager (M-7
grade).
12. Geology M.Sc./M.Tech./M.Sc. (Tech.) (Geology)
13. Geo statistics (i) M.Sc. (Applied Mathematics) (ii)PG Diploma in Geo – statistics
14. Horticulture ( upto B.Sc. (Agriculture/Horticulture) of four years duration
Sr. Manager (M-6)
grade)
15. Industrial i)Degree in Industrial Engineering Or Degree in Mining/ Mechanical/
Engineering production Engineering (ii) PG Degree/Diploma in Industrial Engineering
16. Instrumentation Degree in Instrumentation Engineering

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 NMDC Recruitment & Promotion Policy

Degree in Electrical/Mechanical Engineering with Degree/Diploma

17. Industrial Safety in Industrial Safety(one year duration)
18. Law (i) Graduation (ii) Degree in Law (3 years duration)
19. Materials (i) Degree in Engineering Or Degree in Arts/Science/Commerce
Management (ii) MBA/Diploma in Materials Management (2 years duration)
20. Material Science (i) B.Sc. (Tech) (Ceramic Tech.) / B.E./ B.Tech (Ceramic Tech)
21. Mechanical Degree in Mechanical Engineering
22. Medical General Duty Medical Services : M.B.B.S.
Specialist Medical Services : (i)M.B.B.S. with PG Degree or Diploma
23. Metallurgy Degree in Engineering in Metallurgy
24. Mineral Processing Degree in Mineral Processing/Metallurgy/Mineral Engineering
25. Mining For promotion upto Sr. Manager (M-6 grade)
(i) Degree in Mining Engineering
(ii) I/II CL MMCC (not required for ET)
For promotion to Asst. General Manager (M-7 grade) & above
(i) Degree in Mining Engineering and (ii) I CL MMCC
26. Personnel (i) Graduation
(ii) PG Degree/PG Diploma in Sociology/Social Work/Labour
Welfare/Personnel Management/ IR /IRPM/HR/HRM or MBA (Personnel
Management/HR /HRM) minimum of two ye ars duration.
27. Rajbhasha (upto M9 (i) M.A.(Hindi) (preferably 1st Division) with English as one of the subjects at
grade) Degree level and (ii) Successful completion of translation course conducted
by Central Translation Bureau, Ministry of Home Affair s.
28 Security-cum-Fire (i) Degree in Mechanical/Electrical & Electronics Engineering
Officer (ii) Preferably with an additional Degree/Diploma in Fire & Security
(Up to Dy. Management/Fire Safety Engineering/ Certificate course in Fire &
General Manager Safety Engineering or equivalent.
(M-8 grade))

Note: All the above qualifications (i.e. minimum Graduation level) should be from Universities/
Institutions recognized by UGC/AICTE /Govt. of India. Any other equivalent or higher
qualification may be included with the approval of the CMD.

Criteria to be followed in respect of Executive Trainees:

i) The minimum percentage of marks in the above degrees shall be 60% of marks in aggregate for
General Candidates against Un-Reserved (UR) and OBC category.
ii) The Candidates belonging to SC/ST/PwD category, the minimum percentage of marks in their
respective Degree/PG Degree/ PG Diploma (whichever is applicable) shall be 50%.
iii) For Departmental candidates belonging to SC/ST/PwD category, the minimum percentage of
marks in their respective Degree/PG Degree/ PG Diploma (whichever is applicable) shall be 45%.
iv) For Departmental candidates belonging to Un-reserved category and OBC, the minimum
percentage of marks in their respective Degree/PG Degree/ PG Diploma (whichever is applicable)
shall be 55%.
v) Candidates, who are studying in the final year will also be eligible to apply for the post of
Executive Trainee. However, they should have passed the qualifying examination before GD &
Interview and produce the final pass certificate of prescribed qualification at the time of GD &
Interview; otherwise, their candidature will not be considered.
~*~
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ANN EXU RE – II
Prescribed Educational Qualification for Promotion of Executives
(See Clauses 3.3.3 (b) of Section-II and 4.1.2 of Section IV)
Group - II
Sl. No. Cadre Prescribed qualification
1. Civil upto Asst. General Manager Diploma in Civil Engineering
(M-7 grade )
2. Electrical & Electronics upto Asst. Diploma in Electrical & Electronics Engineering
General Manager (M-7 grade )
3. Finance upto Dy. Manager (M-4 For promotion upto Dy. Manager (M-4 grade)
grade) (i) Graduate in any Discipline
(ii) EDP
Or
CA (Inter)/ICWA (Inter)
4. Horticulture upto Sr. Manager B.Sc. (Agriculture/Horticulture) of three year duration
(M-6 grade )
5. Computer & Information (i) Graduate in any Discipline
Technology upto Sr. Manager (M- (ii) One year PG Diploma in Computer Programming/Computer
6 grade ) Management /System Management
6. Liaison upto Sr. Manager (M-6 Graduation
grade)
7. Materials upto Sr. Manager (M-6 (i) Graduate in any Discipline
grade) (ii) EDP
Mechanical upto Asst. General Diploma in Mechanical Engineering
8.
Manager (M-7 grade )
9. Mining upto Asst. General (i) Diploma in Mining Engineering
Manager (M-7 grade ) (ii) I/II CL MMCC*
10. Personnel upto Sr. Manager (M-6 (i) Graduate in any Discipline
grade) (ii) EDP
11. Survey upto Asst. General (i) 3years Diploma in Mining Or diploma in Mine & Mine
Manager (M-7 grade ) Surveying
(ii) Mine Surveyor’s Certificate of Competency
12. Secretarial upto Asst. General (i) Graduation
Manager (M-7 grade ) (ii) Qualification in Stenography with a speed of 120 wpm
in English/Hindi shorthand.
(iii) EDP
* In Mining discipline, Executives with Diploma in Mining engineering & II Class MMCC will be
eligible for being considered for promotion upto Sr. Manager (M-6 grade) only and Executives
with Diploma in Mining engineering & I Class MMCC will be considered for promotion upto Asst.
General Manager (M-7 grade).
Note: In the case of Executives/PAs in Secretarial discipline who were on rolls as on 30.06.2013,
and had passed the Departmental Test for promotion to Personal Assistant earlier (Part I –
English paper and Part II – Shorthand Test at 120 wpm), the qualification criteria in Stenography
with a speed of 120 wpm in English/Hindi shorthand will not be applicable.
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