Promotion Policy & Methods

 

 

 

PROMOTION POLICY AND METHODS

 

§  Meaning: Elevation of employee from lower grade to higher grade.

 

§  Shoulders higher responsibilities.

 

§  Subject to availability of clear vacancy and suitability of the employee.

 

§  Suitability is adjudged by conducting departmental test ( Written / oral / Trade Test)

 

§  Generally given as per seniority. But in LDCE and GDCE promotions are given on merit.

 

Differences between
LDCE	GDCE
Stands for Limited Departmental Competitive Examination	Stands for General Departmental Competitive Examination
Vacancies are carved out from either DR Quota or Promotional Quota	Vacancies are carved out DR Quota only
Eligibility: Employees in feeder cadre of concerned Department only	Eligibility: Employees in lower grade of any Department

                                                           

 

 

 

 

 

 

 

 

 

§  For GDCE employee should have same qualification prescribed for DR.

 

Post	Employees from Feeder Cadre Ratio
Selection	1:3
Non Selection	1:1

 

 

 

§   Railway Board is the authority to decide Selection & Non-selection posts.

 

§   Trade Test is conducted for promotion in Technician categories.

 

§   Employees found fit for promotion to the extent of assessed vacancies are:  

 

Posts	Placed on	Currency
Selection posts	Panel	2 Years
Non-selection & Trade Posts	Suitability Test	1 Year

                                         

 

 

 

 

§  For SC / ST candidates:

 

1.     Non Safety Posts  - Relaxation in qualifying Marks 

2.     Safety Posts - No relaxation in qualifying Marks.

Key points for MCQ

 

1.     LDCE stands for Limited Departmental Competitive Examination

2.     GDCE stands for General Departmental Competitive Examination

3.     Feeder cadre Ratio:

·        Selection Posts -  1:3

·        Non Selection Posts  -  1:1

4.     Selection Posts - Panel - Currency is 2 Years

5.     Non Selection Posts - Suitability Test - Currency is 1 Year

 

                                                   ----end---

 

Deputation

 

 

Deputation

·        Meaning: Transfer an employee to other Governments, departments, Corporations etc.

 

·        Either on Own request or on Administrative grounds.

 

·        During deputation employee can draw the pay and allowances of his post or Pay and allowances of deputation post.

 

·        If the employee draws pay and allowances of his own post, he is eligible for Deputation allowance.

 

Station	Deputation Allowance
	% of Basic Pay	Maximum
Same Station	5%	Rs. 4,500
Out of Station	10 %	Rs. 9,000

 

·        Maximum period - 5 Years . Can be extended for 2 Years.

 

·        Cooling period between two deputations: 3 Years

 

MCQ Key points:

 

1.     Deputation maximum period - 5 years (extended for 2 years)

2.     Cooling period between two deputations: 3 Years

3.     Two choices:

A.    Draw the pay and allowances of own post

                              or 

B.     Draw the pay and allowances of Deputation post

                          

4.     If draws the pay & allowances of own post, he is eligible of Deputation Allowance as follows.

A.    Same station: 5 % of Basic Pay (Maximum Rs.4,500)

B.     Outside Station:  10 % of Basic Pay (Maximum Rs.9,000) 

---end--

Additional Pension / Family Pension

                      

Additional Pension / Family pension

1. Pension/Family pension is increased by 20% on reaching 80 years of age. 

2. This is called Additional pension.

3. The additional pension is as under: 

On reaching	Additional Pension as percentage of  Pension / Family Pension
80 years	20 %
85 years	30 %
90 years	40 %
95 years	50 %
100 years	100 %

4. Dearness Relief is paid on Additional Pension.

5. The additional pension/family pension is paid from the first day of the month in which the pensioner/family pensioner reaches 80,85,90,95 & 100 years of age.

6. Additional pension/family pension is shown separately in PPO (Pension Payment Order) 

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Gratuity

 

 Retirement Gratuity

• In addition to the monthly pension, Retirement   Gratuity is also paid to the employee on retirement. 

• This is a one time payment of a lump-sum amount.

• For retirement Gratuity employees should have rendered more than 5 years qualifying service. 

• Retirement Gratuity is equal to:- 

• “¼ th of emoluments for each completed six monthly period of service (or) 16 ½ times of emoluments (or) 20 Lakh rupees, Whichever is less.”    

• Emoluments means Basic Pay + DA .

• For Running staff  55% and for Railway Doctors 20% of pay is added to the Basic pay.

                                                        

Key points for MCQ on Retirement Gratuity 

1. Minimum qualifying Service  - 5 years

2. Equal to 1/4th emoluments for each completed six months qualifying service or 16 ½ times of emoluments or Rs. 20 Lakhs whichever is less

3. Emoluments = Basic Pay + DA

4. Running Staff - 55% of Basic Pay is added to the Basic Pay. 

5. Doctors  - 20% of Basic Pay is added to the Basic Pay. 

Death Gratuity 

• If the employee dies while in service, his spouse is paid Death Gratuity as under:

 

• If the employee dies with service of :

Service	Amount of  Death Gratuity (Rs) _____ of emoluments
Less than 1 year	2 times
1 year to less than 5 years	6 times
6 years to less than 11 years	12 times
11 years to less than 20 years	20 times
20 years and more	Half of emoluments for every completed 6 months service or 33 times or Rs.20 Lakhs whichever is less

• Emoluments = Basic Pay + DA

 

• For Running staff  55% and for Railway Doctors 20% of pay is added to the Basic pay.

                                                      ******

MPP - Man Power Planning

                       

MPP - Man Power Planning in Indian Railways

• Also called as HR Human Resource planning

 

Necessity of MPP 

 

• In view of changes in Technology, Working system and redundancies. 

• To meet the requirements of posts for manning and operating the new assets especially in safety categories. 

MPP Consists of: 

1. Assessing requirement of right number of Employees

2. Recruiting right kind of people

3. Imparting appropriate training to them.

4. Placing them at the right place and at the right time.

5. Extracting the work from them for which they are employed for achievement of goals of the organization.

MPP & Indian Railways 

1. Railway Board

2. 17 Zonal Railways

3. 68 Divisions

4. 12 Manufacturing Units (Production Units)

5. Workshops

6. RDSO at Lucknow

7. 8 CTIs Centralized Training Institutes

8. 21 RRBs - Railway Recruitment Boards

9. Zonal & Divisional Training Centers

10. Miscellaneous Institutions

Departments: 

Technical : Civil Engineering, Mechanical Engineering, Electrical Engineering,  Signal & Telecommunication, & Stores. 

Non Technical: Accounts, Personnel & Traffic (Operating & Commercial) 

Miscellaneous: General Administration, RPF, Medical, Vigilance, Planning & Work study, Public Relations, Raj Bhasha, Schools & Colleges, Statistics, Sports etc.   

Work force:  Approximately 12.5 Lakhs (both Officers and Staff). 

Groups: 

1. Group A & Group B  - Gazetted 

2. Group C - Non - Gazetted (on the recommendations of 7th PC, Group D is merged with Group C)

Grades in Gazetted: (  Group-A and Group-B )

•  HAG , SAG, SG , JAG, SS, JS (All Group-A) 

•  Asst Scale ( Gr B)

•  GM is over all Head of Zonal Railway (HAG)

•  PHOD is over all Head of a Department (HAG/SAG)

•  DRM is over all Head of a Division (HAG/SAG)

•  CWM is over all Head of a Workshop (HAG/SAG)

•  Branch Officer is Head of a Dept in Divn/WS (JAG/SG)

Grades in Non- Gazetted ( Group-C and erstwhile Group-D): 

Technical Staff,  Non-Technical Staff, Running Staff (Loco Pilots/ Asst Loco Pilots/Guards), Non-Running Staff and Ministerial Staff ( Office staff) 

Officers and Staff pattern: 

Every Technical department has: 

• Gazetted Officers ( Officers /Engineers/ Managers) and 

• Non-Gazetted staff such as -  Senior Section Engineers (SSEs),  Junior Engineers (JEs),Technicians ,Helpers, Office staff ( Ch OS, OS, Sr Clerk, Jr Clerk, Stenos, Peons).

Every Non-Technical department has: 

• Gazetted Officers (Officers/Managers) 

• Non-Gazetted staff such as Supervisors, Sub-ordinate staff and Office Staff ( Ch OS, OS, Sr Clerk, Jr Clerk, Stenos, Peons etc) 

Types of posts: 

1. Permanent posts

2. Temporary posts

3. Supernumerary posts ( for Surplus and Medically de-categorized staff)

4. Work-charged posts

5. Cadre posts

6. Ex-cadre posts

7. Tenure posts

8. Unsanctioned posts .

Calculation of money value of the post (RBE 181/2019): 

   (Pay in cell 1 + Pay in cell 10) of the proposed pay Level /2     +       DA 

  Example:

Pay level of the post proposed for creation : Level 10 

Pay in Cell 1 is Rs 56,100/-

Pay in cell 10 is Rs73,200/-

Money value of the post is :  (56,100 + 73,200) +  38%    =    Rs 89,217/- per month.

                                                                        2

Creation of posts - Necessity:

1. On introduction of new Technology

2. On increase in workload

3. On improvement in the existing works like Gauge conversion, laying additional tracks  etc; .

Creation of posts- conditions: 

• Posts are created in Safety Categories only.

• Posts can be created for Operation & Maintenance of new assets in Safety categories.

• In rare cases posts can be created in other than safety categories for new assets & existing assets. 

Funds for Creation of posts: Funds are not available for creation of new posts. New posts can be created by surrendering existing posts only 

Type of posts for surrender:  

1. Existing vacant posts in Non-Safety categories.

2. Posts have been vacant for a long time and no action has been taken to fill them.

3. Redundant Posts due to introduction of new technology and  change in working patron etc .

Creation of posts – Factors: Following factors to be taken into consideration for creation of posts:

1. Benchmark

2. All India average

3. Yard sticks

4. Existing vacancies in the category

5. Availability of surplus posts at other places

6. Burden on financial exchequer

7. Possibility of outsourcing. 

Vacancy Bank - Role of Work study wing in the General Administration: 

• SDGM - Senior Deputy General Manager is the overall incharge of Work study wing. 

• Regularly conducts work study at field level in Divisions. 

 

• Duly keeping in view of above factors. 

 

• Recommends surrender of posts which are no longer required due to new technologies and change in working patron.

•  DRMs/CWMs and concerned Branch Officers should study the Work-Study reports and take action to surrender the recommended posts by discussing with the Work Study Officers. 

• Surrendered posts should be transferred to Vacancy Bank and utilize  its money value for creation of posts.

• The money value of surrendered posts is shared by Division, Zonal Head Quarter & Railway Board @50%,35% & 15% respectively.

 

Creation of posts - @ 1:1 ratio: DRMs also can identify posts in their divisions, surrender them and transfer them to vacancy Bank for creation of new posts @ 1:1 ratio.

Pool of surrendered posts:

• Exercise start in the beginning of every Financial Year i.e., April. 

• GMs and DRMs should review cadre position of all departments (post wise) and in consultation with Departmental Heads identify posts for the same. 

• Transfer such surrendered posts to ‘Pool of surrendered posts’ account duly removing them from Book of Sanctions and issuing surrender Memorandum.

• The money value of these posts should be utilized for creation of posts as and when required.

Surrender of posts - Trade Unions:  The recognized Trade Unions and Staff Councils  should be kept informed about proposed surrender of posts.

Creation of posts- Step by step action:

1. Prepare justification for creation of post

2. Obtain availability of funds certification

3. Obtain Approval of Competent Authority

4. Issue creation memorandum

5. Show in Book of sanctions.

Redeployment of surplus staff: 

• Due to the surrender of posts, staff working against these posts will become surplus.

• They should be redeployed to other places where their services and experience is gainfully utilized by imparting requisite training.

•  Until such time they are redeployed, supernumerary posts should be created for them.

• Such posts get surrendered automatically immediately after redeployment of surplus staff.

 

Role of Personnel Department:

• The entire work related to surrender of posts, creation of posts and redeployment of surplus staff etc.

• In coordination with executive departments and Accounts department as per the directions of DRM/CWM. 

• Maintenance of Vacancy Bank & Pool of surrendered posts.  

                                                        ******