Notification for General Service Rules for employees Under Section -29 of RGIPT Act

REGD. NO. D. L.-33004/99 EXTRAORDINARY III— PART III—Section 4 PUBLISHED BY AUTHORITY No. 159] NEW DELHI, TUESDAY, APRIL 25, 2017/VAISAKHA 5, 1939 gSA III 3 gSA BASIC III 5 gSA ¥½ v/;;u vodk'k( III 7 gSA i ii i III 9 ii iii i ii iii gSA gSA III 11 III 13 ysfdu #- 4200 ls de dkj III 15 is ikus okys vf/kdkjh III 17 III 19 igyh iRuhA III 21 1- f III 23 III 25 izca/kd gksaxs III 27 III 29 gSA 'kkfey gksxkA gSA III 31 III 33 III 35 III 37 III 39 III 41 III 43 o"kZ pØ la[;k vkSj vad la[;k ykxw gksus ds vuqlkj ;k vuqlwfpr vuqlwfpr oxZ ftlesa fu;qDr ¼,llh@ ,lVh@ III 45 III 47 III 49 III 51 III 53 III 55 III 57 III 59 III 61 III 63 - - - X Grade i i i i i c gc SPI i i i i i c gc CPI III 65 th th III 67 III 69 III 71 III 73 III 75 III 77 (GES) (HRM) (MANAC-I) II) (ME) III 79 (MANAC-II) III 81 III 83 III 85 8Office order Ref. No. RGIPT/RBL/DR/2011-12/02dt. 16/01/2012 III 87 III 89 (WAT) III 91 (PI) III 93 III 95 III 97 I. Benefits: III 99 III 101 RAJIV GANDHI INSTITUTE OF PETROLEUM TECHNOLOGY NOTIFICATION Raebareli, the 11th April, 2017 No. J-25021/3/2015-Gen.—The following is published for general information :— GENERAL SERVICE RULES FOR EMPLOYEES UNDER SECTION- 29 of RGIPT Act (Including the teaching & research faculty) CHAPTER 1 SHORT TITLE AND APPLICABILITY 1.1 These rules shall be called the “RGIPT General Service Rules” and shall be applicable to all regular employees or contract employees those who are appointed against the permanent post of the Institute, including the teaching & research faculty, appointed on substantive or contract basis. CHAPTER 2 GENERAL CONDITIONS OF SERVICE 2.1 Types of Appointment 2.1.1 All regular appointments at the Institute shall be made either through Direct Recruitment or through promotion under a Departmental Promotion Scheme (as per 6 th pay commission) that may be prescribed by the Board of Governors. 2.1.2 Regular appointments at the Institute that are made through direct recruitment shall be made either on a substantive basis or on a contract basis for a period not exceeding five years. Thereafter, the contract appointee may be regularized, or renewed on similar term(s) or terminated. 2.1.3 Appointments that are made through promotion under a duly approved Departmental Promotion Scheme shall be made on a substantive basis 2.2 Age at Appointment For group ‘A’ post preferably below 45 years, Group ‘B’ below 32 years and Group ‘C’ below 27 years and the age will be calculated on the closing date of advertisement. Relaxation in age will be admissible as per Central Government Rules. 2.3 Contract of Appointment 2.3.1 All contract employees of the Institute that are appointed through direct recruitment shall be appointed on a written contract as per format that may be prescribed by the Board of Governors. 2.4 Medical Fitness 2.4.1 Every person appointed to a post at the Institute shall furnish a certificate of medical fitness, signed by a medical authority nominated by the Board of Governors for this purpose, certifying that he/she is of sound health and physically fit to carry out the duties of the post to which he/she has been appointed. Provided, however, that the Board may, for sufficient reasons, relax the medical requirements in any particular case or class of cases, subject to such conditions, if any, as it may lay down. (ii) The offer of appointment shall become operative on production of a certificate of satisfactory physical fitness from the prescribed Medical Authority. 2.5 Character and Antecedents 2.5.1 Every person appointed to any post in the Institute on a regular/contract basis through direct recruitment shall submit a certificate from a gazetted officer certifying that he/she possesses good moral character and antecedents. 2.6 Probation 2.6.1 Every person who is appointed to a post in the Institute on a regular basis, the appointment is made for probation period of two years from the date of joining of the appointee. However, the appointing authority shall have the power to reduce or extend the period of probation, the reasons thereof to be recorded in writing. The appointment will be III 103 confirmed on permanent basis, after satisfactory completion of the probation period. The confirmation will be effective from the date a letter to that effect is issued by the competent authority. 2.6.2 Where the person appointed to a post in the Institute on probation is, during the period of probation, or the extended period of probation, as the case may be, not confirmed or is found unsuitable for holding the post to which he/she has been appointed, the appointing authority may : (a) in the case of a person appointed by promotion, revert him/her to the post held by him/her immediately before such appointment; and (b) in the case of a person appointed by direct recruitment, terminate his/her services at the Institute giving one month’s notice in writing or on payment of two month’s salary in lieu thereof. 2.7 Whole time Service 2.7.1 An employee of the Institute shall devote his/her whole time to the service of the Institute and shall not engage, directly or indirectly, in any trade or business or any other work which may interfere with the proper discharge of his/her duties, but the prohibition herein contained shall not apply to academic work and consultative practice undertaken with the prior permission of the Director, which may be given subject to such conditions as regards the acceptance of remuneration as may be laid down by the Board of Governors. Departmental promotion scheme or by direct recruitment, shall ordinarily be on probation on that post for a period of two year, provided that the appointing authority may, in any individual case, extend the period of probation for a further period not exceeding one year. CHAPTER 3 GENERAL CONDITIONS OF SERVICE FOR TEMPORARY EMPLOYEES 3.1 The service of a temporary employee shall be liable to termination at any time by notice, in writing, given either by the employee to the appointing authority, or by the appointing authority to the employee. The period of such notice shall be one month, unless otherwise agreed to by the Institute and the employee. 3.2 The other terms and conditions of service of such temporary employees shall be such as may be specified by the appointing authority in the letter of appointment. CHAPTER 4 PAY 4.1 Standard Pay Scales 4.1.1 (i) The pay scales (i.e., the pay band and grade pay) for different cadres of posts under the Institute shall be as may be laid down from time to time by the Board of Governors and shall generally be in line with the pay band/grade pay for corresponding posts as specified for the IITs by the Government of India. (ii) The pay scales as specified by the Board shall be called ‘standard pay scales’ and fixation of pay on appointment at the Institute under either direct recruitment or under promotion shall be made in these pay scales in accordance with provisions of clause 7.11 of the RGIPT Recruitment Rules. Provided, however, that at the discretion of the Board of Governors appointments may be made on a standard consolidated pay instead of in a standard pay scale in any given cadre of posts. (iii) The standard pay scales applicable as per the notification issued by the Central Government on the recommendation of 6 th Central Pay Commission w.e.f. 01.01.2006 under the Central Civil Services (Revised pay rules 2008). 4.2 Pay payable while an employee is under suspension 4.2.1 Applicable as per the notification issued by the Central Government. 4.3 Allowances 4.3.1 In addition to the pay payable to Institute employees in accordance with the approved standard scales of pay for individual cadres, the allowances as may be specified, from time to time, by the Board of Governors for individual sets of employees shall also be admissible and shall generally be on the same scale as applicable to corresponding employees of the IITs and in accordance with rules of the Government of India. 4.4 Drawl of Pay 4.4.1 An employee shall be entitled to the pay of the post to which he/she is appointed as fixed in his/her specific case from the date on which he/she assumes charge of the post. 4.4.2 Pay in respect to any month shall become payable on the last working day of the month. 4.4.3 An employee who resigns from service of the Institute without giving the quantum of notice as prescribed, shall not, unless the Appointing Authority directs otherwise, be allowed to draw the pay due by him/her but not drawn. Provided, however, the pay not allowed to be so drawn shall not exceed the total dues recoverable from the concerned employee. 4.5 Increments 4.5.1 The annual increase in pay is drawn as matter of course from the 1 st July every year, except when it is withheld as a statutory punishment. The annual increment will be 3% of total of pay in the running pay band and corresponding grade pay rounded off to next multiple of 10. While rounding off, paisa should be ignored but any amount of rupee or more should be rounded off to next multiple of 10. 4.5.2 The following service shall count for earning increments in the time-scale of a post: (i) All duty in a post on a time-scale shall count for grant of increment in that time-scale. Provided that for the purpose of arriving at the date of the next increment in that time-scale the total of all such periods as do not count for increment in that time-scale shall be added to the normal date of increment. (ii) Service in another post other than a post carrying lower pay. (iii) Any period of absence on Foreign Service terms. (iv) Periods of authorized Training. 4.5.3 Standard Pay scales On the recommendation of the Sixth Central Pay Commission, the Scales of applicable with effect from 01-01-2006 under the Central Civil Services (Revised Pay) Rules, 2008. ENTRY PAY FOR NEW RECRUITMENTS GRADE PAY BASIC TOTAL III 105 4.5.3.1 On appointment as Deputy Registrar/Deputy Finance Officer/Deputy Controller of Examination, pay shall be fixed in the Pay Band of Rs. 15600-39100 with a Grade Pay of Rs. 7600. They shall move to the Pay Band of Rs. 37400- 67000 with Grade Pay of Rs. 8700, after completing 5 years of service as Deputy Registrar/Deputy Finance Officer/Deputy Controller of Examination. On moving to the higher Pay Band, they shall continue to be designated as Deputy Registrar/Deputy Finance Officer/Deputy Controller of Examination. On appointment as Assistant Registrar/Assistant Finance Officer/Assistant Controller of Examination, pay shall be fixed in the Pay Band of Rs. 15600-39100 with a Grade Pay of Rs. 5400. They shall move to the Pay Band of Rs. 15600-39100 with Grade Pay of Rs. 6600, after completing 5 years of service as Assistant Registrar/Assistant Finance Officer/Assistant Controller of Examination. On moving to the higher grade pay, they shall continue to be designated as Assistant Registrar/Assistant Finance Officer/Assistant Controller of Examination. 4.5.3.2 RGIPT will follow the Central Pay Commission recommendations made from time to time the purposes of all regular and/or contract teaching and non-teaching employee on scale of pay. 4.5.3.3 As per existing Central 6 th Pay Commission recommendation. 4.5.4.1 Assistant Professor on Contract Basis: 1. Assistant Professors on contract are not part of the regular faculty cadre in this Institute. Appointment at this level may be made as Assistant Professor on contract basis to enable bright young Ph.D. to teach and earn experience in premier Institutions. 2. At the entry level they may be placed in Pay Band PB-3 of Rs. 15600-39100 with Academic Grade Pay (AGP) of Rs. 6000/- p.m. with seven non-compounded advance increments. 3. After one year of post Ph.D. experience these Assistant Professor on Contract Basis shall be placed in the AGP of Rs. 7000/- p.m. 4.5.4.2 Assistant Professor: 1. To be appointed in PB-3 with AGP of Rs. 8000/p.m. for direct recruits, minimum pay in the Pay Band to be fixed at Rs. 30000/- 2. For appointment as Assistant Professor, one should have a Ph.D. with first class or equivalent in the appropriate branch with a very good academic record throughout and at least three years industrial/research/teaching experience, excluding however, the experience gained while pursuing Ph.D. 3. Assistant Professor on completion of 3 years of service shall move to Pay Band of Rs. 37400-67000 (PB-4) with an Academic Grade Pay (AGP) of Rs. 9000 and will, however, continue to be designated as Assistant Professor. 4.5.4.3 Associate Professor: 1. To be appointed in PB-4 (Rs. 37400-67000) with AGP of Rs. 9500/- p.m. for direct recruits, minimum pay in PB-4 to be fixed at Rs. 42800/- 2. For appointment as Associate Professor, one should have a Ph.D. with first class at the preceding degree or equivalent in the appropriate branch with a very good academic record throughout and a minimum of six years Teaching/Industry/Research experience, of which at least three years should be at the level of Assistant Professor, Senior Scientific Officer/Senior Design Engineer. 4.5.4.4 Professors: 1. To be appointed in PB-4 (Rs. 37400-67000) with AGP of Rs. 10500/-p.m. for direct recruits, minimum pay in the Pay Band to be fixed at Rs. 48000/- 2. For appointment as Professor, one should have a PhD with first class or equivalent with a very good academic record and a minimum of 10 years experience of which at least 4 years should be at the level of Associate Professor. 3. Up to a maximum of 40% of the posts of Professors at any given point of time will be eligible for HAG Pay of Rs. 67000-79000/- p.m. after 6 years of regular service in AGP of Rs. 10500/- p.m. subject to performance evaluation based on research publications, PhD supervision, teaching and consultancy service etc. The age of superannuation of Librarians, the cadre of Physical Education Personnel of Centrally Funded Technical Institutions (CFTIs); and Registrar and Finance Officer is fixed at 62 years, subject to their possessing the qualifications and experience as prescribed by UGC from time to time. The enhanced age of superannuation of 62 year will take effect from 16 September 2009. CHAPTER 5 JOINING TIME 5.1 Joining time in the case of a direct appointee shall normally not exceed three months from the date of the offer of appointment if the concerned appointee is residing in India and six months if he/she is residing abroad. Provided, however, the Director may, on the request of an appointee, extend his/her joining time up to a period of six months in the case of those appointees who are residing in India and up to one year in the case of those appointees who are residing abroad. CHAPTER 6 LEAVE POLICY 7.1 Objective 7.1.1 To provide an opportunity to individual employees to fulfil their social obligations, to take off from work to recharge themselves and to take care of any exigencies like sickness. 7.2 Applicability 7.2.1 The provisions contained in the Leave Policy shall apply to all employees of the Institute who shall be entitled to avail leave as appropriate to them as individuals as per details given in the ensuing sub-clauses. 7.3 Right of Leave 7.4.1 Leave cannot be claimed as a matter of right and when exigencies of service so demand leave of any description may be refused or revoked by the leave sanctioning authority. 7.4 Leave Sanctioning Authority 7.4.1 The President shall be the sanctioning authority to sanction leave to the Director except that the Director can avail casual leave on his/her own authority. 7.4.2 The Director shall be the sanctioning authority to sanction leave in the case of all other employees of the Institute except as may specifically delegated in writing by the Director to any other member or members of the staff or as may be provided under provisions of the Leave Policy for any specific kind of leave. 7.5 Kinds of Leave 7.5.1 The following kinds of leave shall be admissible to members of the Institute staff: a) Casual Leave; b) Special Casual Leave; c) Half Pay Leave; h) Leave not due i) Extraordinary Leave. l) Child adoption leave 7.6 Credit and Entitlement 7.6.1 Casual Leave Casual Leave is not earned by duty. The period of such leave will be limited to 8 days in a calendar year and is granted in such a manner that the total period of absence including holidays (prefixed or suffixed) does not ordinarily exceed nine days. Casual leave cannot be combined with any other kind of leave. Vacation will not be treated as leave and, therefore, casual leave can be combined with vacation which should, however, be limited to nine days absence as stated above. 7.6.2 Special Casual Leave Special Casual Leave is granted for purposes like appearance in a court of law in public interests, participation in conferences/scientific gatherings, viva of Ph.D/M.Tech thesis, selection committee meetings, or any other purpose which the director may think fit. The period of such leave is normally limited to 15 days in a calendar year. 7.6.3 Half Pay Leave Half pay leave is admissible in respect of each completed year of service is 20 days. This may be granted either on medical ground on production of valid medical certificate or for private affairs. While on medical treatment, there is III 107 provision for commutation (see below). However, this leave is not granted for those holding a temporary appointment except on medical grounds with a valid medical certificate. 7.6.4. Commuted Leave Commuted leave not exceeding half the amount of half pay leave can be granted on production of a valid medical certificate. In such a case, twice the amount of such leave is deducted against half pay leave rule. 7.6.5 Earned Leave Credit will be afforded in advance at a uniform rate of 15 days on the 1 st January and 1 st July every year (2.5 per completed month). During the period of one academic year, members of the vacation staff are entitled to vacation for 60 days. In case such a staff member is required to remain on duty during the whole or part of the vacation, he/she will be eligible to earned leave as indicated below: Duration of duty during vacation - Eligibility to earned leave on full pay Entire vacation - 30 days No. of days vacation not availed Parts of vacation - 30 days X No. of days of entire vacation Earned leave at the credit of a member of staff is carried forward and can be accumulated up to a maximum of 300 days. Encashment of accumulated Earned leave subject to a maximum of 300 days at the time of death/retirement is also admissible. 7.6.6 Maternity Leave Maternity leave is admissible to married/unmarried female employee during- (a) Pregnancy: 180 days-admissible only to employees with less than two surviving children-(Please refer to Rule 43 (1) (FRSR) and OM dated 11-09-2008) (b) Miscarriage/abortion (including or otherwise): Total of 45 days in the entire service. Admissible irrespective of number of surviving children. Application should be supported by a certificate from a Registered Medical Practitioner for NGOs and from AMA for GOs Rule 43(3) (FRSR) Maternity leave is not debited to the leave account-Rule 43 (5) (FRSR) 7.6.7 Paternity Leave Male Government servant with less than two surviving children, apprentices are also eligible for 15 days during wife’s confinement. To be applied up to fifteen days before or up to six month from the date of delivery-Rules 43-A (FRSR) 7.6.8 Leave not due 1. Leave Not Due may be granted to permanent Government servant with no half pay leave at credit. 2. Temporary officials with minimum of one year’s service and suffering from TB, Leprosy, Cancer or Mental illness may also be granted LND if the post from with the official proceeds on leave is likely to last till his 3. It is granted on medical certificate (Exception: 4 below) if the leave sanctioning authority is satisfied that there is a reasonable prospect of the Government servant returning to duty on its expiry-Rule 31(1) (FRSR). 4. It may be granted without medical certificate- (a) in continuation of maternity leave-Rule 43 (4) (FRSR). (b) to a female Government servant with less than two living children on adoption of child less than a year old. 5. The amount of leave should be limited to the half pay leve that the Government servant is likely to earn 6. LND during the entire service is limited to a maximum of 360 days.- Rule 31 (1) (FRSR) 7. LND will be debited against the half pay leave that the Government servant earns subsequently. –Rule 31 (1) 8. It cannot be granted in the case of ‘Leave Preparatory to Retirement’.-Rule 31 (1) (FRSR) 9. When a Government servant granted leave not due resigns from service or is permitted to retire voluntarily without returning to duty, the leave not due should be cancelled. The resignation or retirement will take effect from the date on which such leave had commenced and the leave salary should be recovered.-Rule 31 (2) (a) 10. Where a Government servant, who having availed himself of Leave Not Due, returns to duty but resigns or retires from service before he has earned such leave, he shall be liable to refund the leave salary to the extent the leave has not been earned subsequently.-Rule 31 (2) (b) (FRSR). 11. In cases of 9 and 10 above, leave salary will not be recovered if the retirement is due to ill-health, incapacitating the Government servant for further service or in the event of death or is retired prematurely under FR 56 (j) or FR 56 (l) or Rule 48 (1) (b), CCS (Pension) Rules.- Proviso to Rule 31 (2). 7.6.9 Extraordinary Leave Extraordinary leave (without pay) is granted to a Government Servant- (a) When no other leave is admissible; (b) When other leave is admissible, but the Government servant applies in writing for extraordinary leave –Rule Extraordinary leave cannot be availed concurrently during the notice period, when going on voluntary retirement- Rule 32, GID (2) (FRSR) Limit- 1. No leave of any kind can be granted to a Government servant for a continuous period exceeding two years. Board of Governors may relax it by up to one year on a case by case basis with reasons to be recorded in writing. Subject to this limitation, any amount of EOL may be sanctioned to a permanent Government servant-Rule 12 (FRSR). 2. For temporary officials, the limit on any one occasion is- (a) All officials-Up to 3 months with or without medical certificate-Rule 32(FRSR) (b) Officials with a minimum of one year continuous service. Up to 6 months with medical certificate for Up to 18 months with medical certificate for cancer, mental illness, pulmonary tuberculosis or pleurisy of tubercular origin, tuberculosis of any part of the body and leprosy.- Rule 32 (2) (e) (FRSR) (c) Officials with three or more years’ continuous service.-Up to 24 months, where the leave is required for the purpose of persecuting studies certified to be in public interest. –Rule 32 (20) (e) (FRSR). (d) Officials belonging to Scheduled Castes/Scheduled Tribes.-Heads of Departments may grant leave exceeding three months for attending the pre-examination training course at the centres notified by the Government from time to time-Rule 32 (4) (FRSR). 4. Two spells of extraordinary leave, intervened by any other kind of leave, should be treated as on continuous spell for the purpose of applying the maximum limit- Rule 32 (5) (FRSR). 5. EOL may also be granted to regularize period of absence without leave retrospectively. - Rule 32 (6) (FRSR). 7.6.10 LEAVE ON ACADEMIC GROUNDS 7.6.10.1 LEAVE ON FOREIGN SERVICE TERMS: (i) Definition: Leave on Foreign Service terms means leave granted to serve elsewhere in which the employee receives pay from another organization. This is basically a mechanism to permit an employee to take up a remunerative position elsewhere while maintaining lien at the Institute and continuing to draw increments and retirement benefits at the institute. (ii) Contributions: An employee granted leave on Foreign Service terms is required to pay contributions as per the Government rules. 7.6.10.1.1 Short Leave on Foreign Service Terms: (i) Definition: Any leave of absence for a duration exceeding a month during a semester and up to maximum period of one semester with the provision of prefixing and/or suffixing vacation periods will be called SHORT LEAVE. (ii) Eligibility: Two years should have been spent at the Institute after returning from last Short or Long Leave or after initial joining of the institute. III 109 (iii) Terms and conditions: It must be ensured that prior and proper arrangements are made for the discharge of responsibilities, such as those concerning sponsored projects, guidance of research work of students, teaching duties, etc. 7.6.10.1.2 Long Leave on Foreign Service Terms: (i) Definition: Any leave of absence overlapping two or more semesters shall be called LONG LEAVE. (ii) Eligibility: Five years should have been spent at the Institute, including leave as due availed, after joining the Institute or return from the previous long leave or Sabbatical Leave whichever is most recent. (iii) Terms and conditions: It must be ensured that prior and proper arrangements are made for the discharge of responsibilities such as those concerning sponsored projects, guidance of research work of students, teaching duties etc. Not more than 10% (rounded off to the next whole number) of the existing faculty of department can be given Long Leave at any given time. The person granted Long Leave will execute a bond to serve the Institute for a period of one year on return from the leave if the Long Leave is up to one year and for a period of three years if the Long Leave is for more than one year. The bond will be for a sum of Rs. 10 Lacs or one gross salary at the time of availing leave, whichever is less. 7.6.10.1.3 Deputation on Foreign Service terms: A permanent member of the academic staff may be deputed to Government organization or an autonomous body drawing major funding from the Government of India or an industrial enterprise, R&D Organization or an academic institution of repute, if this is in the interest of the Institute. In the case of deputation to higher position in a national laboratory/institution of national importance/public sector undertaking or a senior position in a central or state government department/organization, the maximum period of deputation will be five years provided the appointment is in India. In all other cases it shall be restricted to two years, and maybe extended by the board for good and sufficient reasons. There should be at least one year service period left after return from deputation. This period could be reduced further and even waived under special circumstances by the board of governors depending on the merits of individual cases. The obligation of any previous bond must be fulfilled for grant of deputation. The board may however relax this condition in special cases. 7.6.10.2 Sabbatical leave: Sabbatical Leave may be granted for one or more of the following objects namely- (a) To conduct research or advanced studies in India or abroad. (b) To write text book, standard works and other literature. Such work will need to be submitted at 3 monthly interval to Institute to judge if the sabbatical is being properly utilized. Institute can cancel sabbatical leave if not satisfied and treat the time as EOL. (c) To visit or work in industrial concerns and technical department of Government to gain practical experience in their respective fields. (d) To visit or work in a University, industry or Government research laboratories in India and abroad, and (e) Any other purpose for the academic development of the faculty member, as approved by the Board of Governors. The grant of sabbatical leave shall be subject to the following conditions, namely:- (a) The period of sabbatical leave shall not exceed one year at a time including vacation, if any, but the board may grant in addition any other leave up to a maximum of 120 days which the member might have earned during the service at the Institute. (b) A member of the academic staff shall, during the period of sabbatical leave, be paid full salary and allowances as admissible under the normal rules but he shall not be entitled to any travelling allowances or any extra allowances in India and abroad. (c) A temporary substitute equivalent to a faculty may be appointed in the vacancy if the department feels the need. (d) A member of the academic staff shall not undertake during the period of sabbatical leave, any regular appointment under any other organization in India or abroad, he shall, however, be free to receive a scholarship or fellowship or bursary or any other ad-hoc honorarium other than salary as a regular employment and (e) A member of the academic staff availing sabbatical leave shall furnish a bond in the prescribed from to serve the Institute for a minimum period of three years on return to duty. This may be reduced by the BOG for a staff member who has less than 3 years left to retire to equivalent length of sabbatical leave. (f) Sabbatical leave is admissible to a member of the academic staff after the completion of six years continuous service, or more with the Institute. He should not have availed of any long leave, EOL etc (except short leave) during this period. (g) But in any case leave shall not exceed three times (inclusive of special leave in case such leave has been granted) during the entire service of such member. A bond as given in Annexure-1 should be executed. 7.6.11 Study Leave: Study leave for pursuing higher studies/training like Master’s and Doctoral degree in the relevant discipline in line with candidates job profile and if the Head of Department/Section feels it would be of use shall be granted for a maximum of two years under special circumstances by the Board. While granting of the study leave with pay to a person, he/she should have at least spent two years at the Institute, including leave as due availed. In addition he/she must sign a bond with the Institute that he/she will serve the Institute for at least five year after his/her return from the study leave, failing which he/she will be required to deposit the entire amount of salary paid to him/her during the study leave with 8% interest calculated annually. 7.7 General Terms and Conditions: Leave of absence of any kind given in the leave rules or a combination thereof during the semester(s) for a period of more than a month for academic purposes will be treated as Short or Long Leave as the case may be and will accordingly count as such for qualifying service required for the sanction of any further Short/Long Leave. Leave of any kind can be converted into another kind of leave as per provisions of the Government rules. Leave sanctioned must be availed for the purpose for which it is granted and at the place approved. Changes are permissible only with prior approval of the Institute. Delay in approval will not be cause to change the purpose/location. No faculty member shall proceed on leave unless all the prescribed formalities have been completed and formal orders have been issued. A joining report after availing leave is mandatory. This should include a statement of activities during the leave period, and should give information on teaching, research, publication, technology developed, patents granted, technology transfer achieved, etc. as also future plans in the same areas, if any. If an extension to the leave granted is sought, an application for the same should reach the Institute at least 5 months before the expiry of leave already sanctioned. In such cases decision will be communicated in advance. Unless a sanction for extension is received, the applicant is obliged to rejoin the institute as per leave already sanctioned even if the application had been moved 5 month in advance. Extension of leave will automatically extend bond period as per rules. Overstaying beyond the sanctioned leave may attract disciplinary action including dismissal from service. Permission to join the Institute has to be invariably obtained in such cased. The Institute may, for good and sufficient reasons to be recorded, grant relaxation of the conditions given above to the extent considered reasonable. Note-Any other leave rule not covered in this document and approved by Central Government shall also be applicable. CHAPTER 8 SENIORITY RULES 8.1 Applicable to Employees other than Faculty 8.1.1 The seniority of Institute employees, other than teaching and research faculty, in a particular cadre shall be determined by the length of their continuous service in the particular cadre in the Institute. Provided, however, in the case of employees appointed through direct recruitment by open selection the order of merit in which they are ranked by the Selection Committee shall not be disturbed in fixing the seniority. However, if persons appointed in different subjects within the same cadre join on the same date their inter-se-seniority will be determined according to their seniority in age with the elder employee being senior to the younger employee. Provided further that in the case of two employees appointed on the same date, their seniority shall be determined in the manner indicated hereunder:  An employee appointed by direct recruitment shall be senior to an employee appointed otherwise;  Employees who are appointed by promotion their inter-se-seniority shall not be disturbed. III 111 8.2 Applicable to Teaching & Research Faculty 8.2.1 The seniority of faculty in the cadre of Professor and equivalent positions in the research faculty cadre shall not be defined. 8.2.2 The seniority of faculty, other than that of Professors and equivalent positions in the research faculty cadre, shall be determined separately for each approved cadre of the teaching and research faculty hierarchy based on the length of continuos service in that cadre post in the Institute. 8.2.3 In the event two members of the faculty have the same length of continuous service with in a cadre in the Institute their inter- seniority shall be determined by their respective dates of confirmation and when two such persons are confirmed on the same date, the older person will be deemed to be senior. CHAPTER 9 LEAVE TRAVEL CONCESSION (LTC) 9.1. Eligibility 1. Any employee with one year of continuous service on the date of journey performed by him/his family is eligible Employees whose spouses are working in Indian Railways/National Airlines are not eligible for LTC. 2. Period of unauthorized absence, declared so under FR 17-A, will be treated as break in service for calculating the continuous period of service, unless the break is condoned by the Competent Authority. 3. If an official is under suspension, the concession is admissible only to his family members. 4. When both husband and wife are Central Government servants- (a) They can declare separate Home towns independently (b) They can claim LTC for their respective families, viz, while the husband can claim for his parents/minor brothers/sisters, the wife can avail for her parents/minor brothers/sisters; (c) Either of the parents can claim the concession for the children in a particular block. (d) The husband/wife, who avails LTC as member of the family of the spouse, cannot claim independently for SELF. ‘Family’ means- (i) The Government servant’s wife or husband and two surviving unmarried children or step children wholly dependent on the Government servant, irrespective of whether they are residing with the Government servant or not (ii) Married daughters divorced, abandoned or separated from their husbands and widowed daughters and are residing with the Government servant and wholly dependent on the Government servant. (iii) Parents and/or step parents (stepfather and stepmother) wholly dependent on the Government servant, whether residing with the Government servant or not (iv)Unmarried minor brothers as well as unmarried, divorced, abandoned separated from their husbands or widowed sisters residing with and wholly dependent on the Government servant, provided their parents are either not alive or are themselves wholly dependent on the Government servant. Explanations- 1. The restriction of the concession to only two surviving children or stepchildren shall not be applicable in respect (i) those employees who already have more than two children prior to 20-10-1998 (ii) where the number of children exceeds two as a result of second child birth resulting in multiple births. 2. Only one wife is included in the term “Family” for LTC Rules. However, if a Government servant has two legally wedded wives and the second marriage is with the specific permission of the Government, the second wife shall also be included in the definition of “Family”. 3. It is not necessary for the parent/step-parents/spouse/children to reside with the Government servant so as to be eligible for the concession. The concession in their cases shall, however, be restricted to the actual distance travelled or the distance between the headquarters of the Government servant and the Home town/place of visit, whichever is less. 4. Children of sisters who are divorced, abandoned, separated from their husbands or widowed are not included in the term “Family” 5. A member of the family whose income from all sources does not exceed the amount of minimum family pension prescribed in Central Government (i.e. Rs. 3500 p.m.) and Dearness Relief thereon is deemed to be wholly dependent on the Government servant. Condition of dependency not applicable on the husband and wife: - Husband and wife is one unit for purpose of LTC and hence the condition of dependency is not applicable. 9.2. Salient Points 1. Concession can be availed of for self and family separately on different occasions, even in different calendar years of the same block. 2. Family can travel in one or more groups; but each group should complete its return journey within six month from the date of its outward journey. 3. Circular tour ticket can be availed of in conjunction with the concession. 4. Can be availed of during any leave including study leave, casual leave and special casual leave but not admissible during child care leave. While on study leave, the entitlement will be as under: Family staying with Government servant From place of study to Home town limited to admissibility from headquarters to Home town. Family staying away from Government servant Normal Home town entitlement. 5. Can be combined with transfer/tour 6. Cannot be availed of during closed holidays only, without taking any leave. 7. Cannot be availed during Child Care Leave. Carry forward- Concession for one block can be carried forward to the first year of the next block, i.e. the outward journey for 2010-2011 blocks can be performed up to 31-12-2012. Employees entitled to LTC to Home town for self alone every year cannot carry forward the concession. Home town concession by some members of the family and “anywhere in India” by others in the same two-year block permissible- Some members of family may avail the concession to Home town while others may avail the same for “anywhere in India” in same two-year block. In case of fresh recruits- Fresh recruits to Central Government are allowed to travel to their home town along with their families on three occasions in a block of four years and to any place in India on the fourth occasion. This facility is available to the employees only for the first two blocks of four years will apply with reference to the initial date of joining the Government even though the employee changes the job within Government subsequently. The existing blocks will remain the same but the entitlements of the new recruit will be different in the first eight year of service. Those who have not completed 8 year of services as on 01-09-2008 are also eligible for the concession. 9.3. Entitlements Journey by Air/Rail/Steamer: Same as on Tour/Transfer Entitled officers and their families may travel, only by Air India. The reimbursement of the expense on air travel has to be restricted to the cost of travel by economy class irrespective of entitlement.-OMs dated- 27-07-2009 and 09-09-2009 Journey by Road: Entitlement will be the same as for tour/transfer. Reimbursement admissible only in respect of journey performed in vehicles operated by Government or any Corporation in public sector run by the Central or State Government or a local body. 9.4. Reimbursement Fares for journeys between duty station and Home town, both ways, will be reimbursed by Government if full. If the employee and family reside away from the duty station, fares for journeys between place of residence and Home town, both ways, restricted to that from duty station to Home town and back will be reimbursed in full. Reservation charges are reimbursable, but telegram charges for reservation of onward/return journeys etc. are not reimbursable. Charges incurred for booking of rail tickets through Internet/e-ticketing through the website of India Railways are reimbursable-Rule 13, GID (7) Service Tax, Education Cess and other similar levies charged on travel by Air/Road/Rail/Steamer are also reimbursable- OM dated 18-07-2007 9.5. Advance- 1. Up to 90% of the fare can be taken. Advance admissible for both outward and return journeys if the leave taken by the official or the anticipated absence of members of family does not exceed 90 days. Otherwise, advance may be drawn for the outward journey only. 2. The official should furnish Railway ticket number, PNR no. etc. to the Competent Authority within ten days of drawls of the advance. 3. Advance can be drawn separately for self and family. Claim-1. When advance is taken, III 113 (a) the claim should be submitted within one month from the date of return journey. If not, outstanding advance will be recovered in one lump sum and the claim will be treated as one where no advance is sanctioned. Further, penal interest at 2% over GPF interest on the entire advance from the date of drawl to the date of recovery will be charged. (b) When claim submitted within stipulated time but unutilized portion of advance not refunded, interest is chargeable on that amount from the date of drawl to the date of recovery. (c) When a part of the advance becomes excess drawl due to genuine reasons beyond the control of the Government servant, the Administrative Authority may, if satisfied, exempt charging of interest. 2. When no advance is taken, claim should be submitted within three months form the completion of return journey. Otherwise, the claim will be forfeited. 9.6 Encashment of EL during LTC A. Encashment of earned leave while availing LTC- will be admissible subject to the following conditions- 1. Limited to 10 days of earned leave on one occasion without linkage to the number of days and nature of leave availed and 60 days in the entire career. 2. Will not be deducted while computing the maximum admissible for encashment at the time of quitting service. 3. The balance at credit should be not less than 30 days after deducting the total of leave, if any availed plus leave for which encashment was availed-Rule 31-A (FRSR) 4. Where both husband and wife are Government servants, encashment of leave will continue to be available to both, subject to maximum limit of 60 days to each of them. B. A re-employed pensioner, if he is entitled to LTC, can avail encashment of leave up to the limit of 60 days including the number of days already availed for encashment for LTC while in service. Note-Any other LTC rule not covered in this document and approved by Central Government shall also be applicable. CHAPTER 10 TA/DA ON OFFICIAL TOUR Entitlement for travel by Air/Rail/Road (within the Country) Grade Pay Air Rail Road Scooter/Motorcycle/any public bus Rs. 8000-10500 Economy class AC-I Class Same as above except AC Taxi Rs. 5400-7600 Economy class AC-II Tier Class -DO- Rs. 4200-4800 --- AC-II Class -DO- Rs. 2400 and above but Chair Car Auto rickshaw/own scooter/motorcycle/any public bus Below Rs.2400 --- Same as above Auto rickshaw/own public bus The revised travel entitlements are subject to following- (i) In case of places not connected by rail, travel by AC bus for all those entitled to travel by AC-II-Tier and above by train and by Deluxe/ordinary bus for other is allowed (ii) In case of road travel between places connected by rail, travel by any means of public transport is allowed, provided the total fare does not exceed the train fare by the entitled class. (iii) All Government servants are allowed to travel below their entitled class of travel. (iv) Those entitled to travel by AC-3-tier/AC chair may travel on tour/transfer by AC-2-tier, if any of the trains connection the originating and destination stations by the direct shortest route do not provide for any of the three class. Rate of Road Mileage HAG & Above Actual fare by any type of public bus including AC bus. Or the prescribed rates of AC taxi when the journey is actually performed by AC taxi. Or at prescribed rate for auto rickshaw for journeys by auto rickshaw, own scooter, motorcycle, moped etc. Rs. 8000-10500 Same as above except AC taxi Rs. 5400-7600 -DO- Rs. 4200-4800 -DO- Rs. 2400 and above but less than Rs. 4200 Actual fare by any type of public bus other than AC bus. Or at prescribed rate for auto rickshaw for journey by auto rickshaw, own scooter, motorcycle, moped Below Rs.2400 Actual fare by ordinary public bus. Or at prescribed rate for auto rickshaw for journeys b auto rickshaw, own scooter, motorcycle, moped Mileage allowance for road journeys shall be regulated at the following rates in places where no specific rate have been prescribed either by the Director of Transport of the concerned State or of the neighbouring States- (i) For journeys performed in own car/taxi : Rs. 16/- per Km (ii) For journeys performed by auto rickshaw scooter etc : Rs. 8/- per Km Reimbursement Rates of Daily Allowance on Tour against bill HAG & Above Reimbursement for Hotel accommodation/guest house of up to Rs. 5000/- per day, reimbursement of AC taxi Charge of up to 50 k.ms for travel within the city and reimbursement of food bill not exceeding Rs. 500/-day Rs. 8000-10500 Reimbursement for Hotel accommodation/guest house of up to Rs. 3000/- per day, reimbursement of Non-Ac Taxi charge of up to 50 kms per diem for travel within the city and reimbursement of food bills not exceeding Rs. 300/- day Rs. 5400-7600 Reimbursement for Hotel accommodation/guest house of up to Rs. 1500/- per day reimbursement travel charge of up to Rs. 150/- per diem for travel within the city and reimbursement of food bill not exceeding Rs. 200/- Rs. 4200-4800 Reimbursement for Hotel accommodation/guest house of up to Rs. 500/- per day reimbursement travel charge of up to Rs. 100/- per diem for travel within the city and reimbursement of food bill not exceeding Rs. 150/- Officers drawing grade pay of below Rs. 4200 Reimbursement for Hotel accommodation/guest house of up to Rs. 300/- per day reimbursement travel charge of up to Rs. 50/- per diem for travel within the city and reimbursement of food bill not exceeding Rs. 100/- Further it is also advised to all concerned that the approval of the competent authority for performing the journey on tour may be obtained prior to start journey as it is statutory requirement. CHAPTER 11 CONDUCT RULES 11.1. Application The provisions contained in this Schedule shall apply to all employee of the Institute. 11.2. Definitions In this Schedule unless the context otherwise requires: (a) “Competent authority” means:- (i) “The Board of Governors” in the case of the Director. III 115 (ii) “The Director” in case of all other employees. (b) “Members of the family” in relation to an employee includes_ (i) the wife, child or step-child of such employee residing with the dependent on him and in relation to an employee who is a woman, the husband residing with her and dependent on her, and (ii) any other person related, whether by blood or by marriage to the employee or to such employee’s wife or husband and wholly dependent on such Institute employee, but does not include a wife or husband legally separated from the employee or child or step-child who is no longer in any way dependent upon him or her, or whose custody the employee has been deprived of by law. (c) “Service” means service under the Institute. 11.3. General (a) Every employee shall at all times maintain absolute integrity and devotion to duty, and also be strictly honest and impartial in his official dealings. (b) An employee should at all times be courteous in his dealings with other members of the staff, students and members of the public. (c) Unless otherwise stated specifically in the terms of appointment, every employee is a whole-time employee of the Institute, and may be called upon to perform such duties, as may be assigned to him by competent authority, beyond scheduled working hours and on closed holidays and Sunday. These duties shall inter alia include attendance at meetings of committees to which he may be appointed by the Institute. (d) An employee shall be required to observe the scheduled hours of work, during which he must be present at the place of his duty. (e) Except for valid reasons and/or unforeseen contingencies no employee shall be absent from duty without prior permission. (f) No employee shall leave station except with the previous permission of proper authority, even during leave or vacation. (g) Whenever leaving the station, an employee shall inform the Head of the Department to which he is attached, or Director if he is himself the Head of a Department, the address where he would be available during the period of his absence from station. 11.4. Taking part in Politics and Election (i) No employee shall take part in politics or be associated with any party or organization which takes part in political activity, nor shall he subscribe in aid or assist in any manner any political movement or activity. (ii) No employee shall canvass or otherwise interfere or use his influence in connection with or take part in any election to legislative body or local authority. Provided that an employee of the Institute qualified to vote at such election may exercise his right to vote but where he does so, he shall give no indication of the manner in which he proposed to vote or has voted. 11.5. Connection with Press or Radio or Patents (1) No employee shall, except with the previous sanction of the competent authority, own wholly or in part, or conduct or participate in the editing or managing of any newspaper or other periodical publications. (2) No employee shall, except with the previous sanction of the competent authority or any other authority empowered by it in this behalf, or in the bona fide discharge of his duties, participate in a radio broadcast or contribute any article or write any letter either anonymously or in his own name or in the name of any other person to any newspaper or periodical. Provided that no such sanction shall be required, if such broadcast or such contribution is of a purely literary, artistic or scientific character. Note: - Subject to the restrictions noted below, members of the staff are at liberty, without any sanction as contemplated in paragraph 11.5(2) above, to publish their original scientific works in journals of repute in India and abroad. If, however they wish to indicate their official designations in the articles they want to publish, previous sanction of the competent authority will be necessary. Such articles must be strictly confined to purely scientific subjects and should not touch upon administrative matters. They shall be free from all political tinge. Publications of articles relating to India’s boundary areas and the tribal population in such areas in prohibited without previous permission of the competent authority. 11.6. Criticism of the Institute No employee shall, in any radio broadcast or in any document published anonymously or in his own name or in the name of any other person or in any communication to any authority, to press or in any public utterance, make any statement of fact or opinion: (i) Which has the effect of an adverse criticism of any current or recent policy or action of the Institute; or (ii) Which is capable of embarrassing the relations between the Institute and of the Central Government or any State Government or any other institute or organization or members of the public. Provided that nothing in this paragraph shall apply to any statements made or views expressed by an employee in his official capacity or in the due performance of the duties assigned to him. 11.7. Evidence before Committee or any other Authority (1) Save as provided in sub-paragraph (3) below, no employee shall, except with the previous sanction of the competent authority give evidence in connection with any inquiry conducted by any person, committee or authority. (2) Where any sanction has been accorded under sub-paragraph (1) no employee giving such evidence shall criticise the policy or any action of the Institute or the Central Government or any State Government. (3) Nothing in this paragraph shall apply to- (a) evidence given at any inquiry before any authority appointed by the Institute, by Parliament or by a State Legislature; or (b) evidence given in any judicial inquiry; or (c) evidence given in any departmental inquiry ordered by the Institute authorities. 11.8. Unauthorised Communication of information No employee shall, except in accordance with any general or special order of the competent authority or in the performance in good faith of the duties assigned to him, communicate, directly or indirectly, any official document or information to any person to whom he is not authorised to communicate such document or information. 11.9. Gifts No employee shall, except with the previous sanction of the competent authority, accept or permit his wife or any other member of his family to accept from any person other than relations any gift of more than trifling value. The interpretation of the term ‘triffing value’ shall be the same as laid down in Government servants Conduct Rules. 11.10. Private Trade or Employment No employee shall, except with the previous permission of the competent authority, engage directly or indirectly in any trade or business or any private tuition or undertake any employment outside his official assignments. Provided that the above restrictions shall not apply to academic work and consultative practice undertaken with the prior permission of the competent authority which may be given subject to such conditions as regards acceptance of remuneration as may be laid down by the Board. 11.11. Investments, lending and borrowing (1) No employee shall speculate in any business nor shall he make or permit his wife or any member of his family to make any investment likely to embarrass or influence him in the discharge of his official duties. (2) No employee shall lend money at interest to any person nor shall he borrow money from any person with whom he is likely to have official dealings. 11.12. Insolvency, Habitual Indebtedness and Criminal Proceeding (1) An employee shall so manage his private affairs as to avoid habitual indebtedness or insolvency. When an employee is found liable to arrest for debt or has recourse to insolvency or when it is found that a moiety of his salary is continuously being attached, he may be liable to dismissal. An employee who becomes the subject of legal proceeding for insolvency shall forthwith report full facts to the Institute. III 117 (2) An employee who gets involved in some criminal proceeding shall immediately inform the competent authority through the Head of the Department to which he is attached, irrespective of the fact whether he has been released on bail or not. An employee who is detained in police custody whether on criminal charge or otherwise for a period longer than 48 hours shall not join his duties in the Institute unless he has obtained written permission to that effect from the Head of the Institute. 11.13. Movable, Immovable and Valuable Property Every member of the staff shall, on first appointment in the Institute service and thereafter at such intervals as may be prescribed by general or special orders of the competent authority submit return in such form as the Institute may prescribe in this behalf of all immovable property owned, acquired or inherited by him or held by him on lease or mortgage, either in his own name or in the name of any member of his family or in the name of any other person. 11.14. No employee shall, except with the previous sanction of the competent authority, have recourse to any court of law or to the press for the vindication of any official act which has been the subject matter of adverse criticism or an attack of defamatory character. Provided nothing in this rule shall be deemed to prohibit an employee from vindicating his private character or any act done by him in his private capacity. 11.15. Marriage etc. An employee intending to marry a person who holds a citizenship of another foreign country shall seek prior permission of the competent authority. No employee who has wife living shall contract another marriage without first obtaining the permission of the Board notwithstanding that a subsequent marriage is permissible under the personal law applicable to his/her religion and violation of these rules lead to immediate dismissal from the Institute service. 11.16. Representations (a) Whenever an employee wishes to put forth any claim, or seeks redress of any grievance or of any wrong done to him, he must forward his case through higher authority, and shall not forward such advance copies of his application to any higher authority, unless the lower authority has rejected the claim, or refused relief, or the disposal of the matter is delayed by more than three months. (b) No employee shall be signatory to any joint representation addressed to the authorities for redress of any grievance or for any other matter. 11.17. Punishment, Appeals, etc. An employee shall be governed by the provisions of the relevant rules regarding imposition of penalties for breach of any of these rules and preference of appeals against any such action taken against him. 11.18. Interpretation he decision of the Board on all questions relating to the interpretation of these provisions shall be final. CHAPTER 12 MEDICAL ATTENDANCE AND TREATMENT POLICY 1. General Scope Employees and their family members are entitled to reimbursement for medical attendance and treatment. The reimbursement is for the following medical facilities:- In India only 1. Avitaminosis and Hypovitaminosis 2. Correction of squint (eye) 3. Disease(s) causing general debility and secondary anaemia 4. Treatment for immunizing and prophylactic purpose-in the case of communicable diseases only 5. Venereal diseases and Delirium Tremens. 6. Treatment of sterility 7. Operation for sterilization 8. Medical termination of pregnancy performed at Government hospital/recognized institution 9. Confinement including at residence if attended by Child Welfare and Maternity Centres staff, Pre-natal and post natal treatment 10. Testing of eyesight for glasses (once in three years)-for employees only 11. Blood and blood transfusion charges 12. Dental treatment-(only in Government hospitals, private recognized hospitals) Surgical operations needed for removal of Odontomes and impacted wisdom-tooth, Treatment of gum boils, extraction Scaling and gum treatment including Pyorrhoea and Gingivitis, filling of teeth (cost of denture reimbursable), Root canal treatment. 13. Anti-rabies treatment 14. Cost of Hepatitis Vaccine B,C & D Outside India also- 1. Cardio vascular surgery 2. Kidney transplant 3. Other organ transplant 4. Joint replacement and surgery 5. Bone-marrow transplant 6. Certain types of medical and oncological disorder, such as Leukaemia and neoplastic conditions. 7. Micro vascular surgery and neuro surgery 8. Treatment with Laser which obviates the need of open surgery 9. Treatment with Argon, Krypton and Yag Laser in Ophthalmic cases 10. Extra corporeal stone disintegration by ultrasonic shock waves. Medical treatment abroad requires a certificate from the Standing Committee established for the purpose- Rules 8 & 11 1. Definition- ‘Family’ means employee’s- (i) Husband/Wife including more than one wife and also judicially separated wife. (ii) Parents and Stepmother In the case of adoption, only the adoptive and not the real parents. If the adoptive father has more than one wife, the first wife only. A female employee has a choice to include either her parents or parents-in-law, option exercised can be changed only once during service. (iii) Children including legally adopted children, stepchildren and children taken as wards subject to the following conditions- Unmarried Son- Till he starts earning, or attains the age of 25 years, whichever is earlier Daughter- Till she starts earning or gets married whichever is earlier, irrespective of age-limit Son suffering from permanent disability of any kind (physical or mental) - No age-limit 2. Dependency- The income limit for dependency of the family members (other than spouse) is Rs. 3500 plus the amount of Dearness Relief admissible on Rs. 3500 on the date of consideration of the claim. O.M., dated 10-12-2008 Parents residing with either the Government servant or the rest of the family members in a station other than the employee’s headquarters are eligible for reimbursement. If a staff member has gone on deputation/leave to another Institute/Organization but his/her family members have been staying in the Institute Campus, his/her family members shall be eligible to avail medical facilities such as (i) consultation, (ii) issuing of medicines available in the Health Centre/Institute as well as those obtained through Supply Order and (iii) reimbursement towards Medical Treatment at RGIPT Health Centre as well as the hospitals recognized by the Institute. In such a case, the concerned employee, however, will be required to give an undertaking that he/she shall not claim any Medical benefits for his/her family members from the Institute/organization where he/she is presently working on deputation/leave. He/she would be required to furnish a certificate to this effect from the Institute/organization of work during deputation/leave. 3. When both husband and wife are employed- If both, husband as well as wife are employed in the Institute, either of they can choose to prefer the claim of medical facilities on behalf of self and the family, by declaring the fact, through a joint declaration. If the spouse of a staff member is employed in a State/Central Government/another Autonomous/Corporate body, he/she can choose to claim the medical facilities either from the Institute or from the spouse's employer by declaring the same through a joint declaration. When the spouse is employed in a private organization where the medical facility is not available or when it is available for self only, a letter to this effect should be produced from the employer of the spouse. III 119 4. Guidelines 1. The treatment at the consulting room of AMA is limited to ten days with a maximum of four consultations and normally ten injections. The number of injections may go up to fifteen depending on patient’s ailment. 2. The limit of ten day’s treatment at the consulting room of AMA may be increased to forty days if the treatment is had in Indian system on Medicines and in Homeopathy. The total number of consultations will, however, remain four at an interval of ten days. 3.The limit of four consultation within ten days is applicable for attendance with a Specialist/other Medical Officer and will count from the date from which Specialist/other Medical Officer, is consulted. 4. Cases of medical treatment requiring hospitalization have to be referred to Government/recognized hospital. 5. If, for want of accommodation, admission to a hospital is not possible, reimbursement of expenses incurred on treatment is permissible to the extent otherwise admissible. 6. Separate claim is to be preferred for each spell of illness or an entirely new disease. 7. To justify a claim for a second time, for the recurrence of the same disease, there should be a reasonable gap between the closing of the first spell and the recurrence of the second spell. 8. Purchase of Allopathic medicines and drugs can be made from any chemist/druggist licensed under the Drugs and Cosmetics Act and rules framed thereunder. 9. The claim for reimbursement should be received within 3 months. However, subject to certain conditions, the competent authority may condone the delay beyond 3 months. 10. Government servants who have subscribed to Medical Insurance Policies can claim reimbursement from both Insurance Company and department subject to condition that the reimbursement should not exceed the total expenditure on the treatment. - O.M., dated 19-02-2009 11.The maximum permissible duration for stay in the recognized hospital/diagnostic centre will be as given below: • 12 days for specialized procedure; • 7-8 days for other non-specialized procedures; • 3 days for laparoscopic surgery; • 1 day for day care/minor procedures (OPD). In case the beneficiary has to stay in the hospital for his/her recovery for more than the period covered in the package rate, the additional reimbursement shall be limited to room rent as per entitlement, cost of the prescribed medicines and investigations and doctors visits (not more than 2 times a day) for the duration of the additional stay. 12. The entitlement for indoor treatment would be as per the basic pay given under and amended by Central Government from time to time:- i. Pay Drawn in Pay Band up to Rs 13950/-: General Ward; ii. Pay Drawn in Pay Band Rs13960/- to 19530/-: Semi-Private Ward; iii. Pay Drawn in Pay Band Rs 19540/- and above: Private Ward. 13. Package rate offered as per IIT Kanpur package ra te for treatment in Semi-Private Ward is mentioned and indicated in the rate list at Annexure-3. And where rates are not available the charges as levied by the All India Medical Sciences. New Delhi will be payable. 14. Hospitals empanelled with RGIPT are as follows- 1. All State and Central Government Hospitals all over India, 2. SGPGI’s Lucknow 3. Vivekanand Polyclinic, Lucknow 4. Sahara Hospital, Gomati Nagar, Lucknow 5. Regency Hospital, Kanpur 6. All Hospitals/Nursing homes , Rae Bareli Others may be added to the list in time. 15. The rates for indoor treatment mentioned in attached Annexure are for Semi-Private Category. For private ward there will be an increase of 15% and for general ward there will be a decrease of 10%. The maximum room rent for different categories would be as given below till further amended: i. General Rs 1000/- per day ii. Semi-private Rs. 1800/- per day iii. Private Rs. 2400/- per day iv. D a y Care (6-8 hours admission) Rs 700/- per day (same for all categories) 2. Medical Advance- 1. Admissibility- 1. Admissible to all Government servants irrespective of pay limit 2. An advance may be paid for in-patient treatment in a recognized hospital 3. May also be paid for treatment of TB, Cancer, Acute Myeloid Leukemia and Chronic Active Hepatitis ‘B’, ‘C’ & ‘D’ at the consulting room of the Medical Officer, at the residence of the Government servant or as an out-patient. 4. For purchase/replacement, repair and adjustment of admissible artificial appliances. 5. Application for advance should be accompanied by necessary certificate from the Medical Officer/Specialist indicating the duration of treatment and the anticipated cost thereof, under the rules. 2. Amount of advance- 1(a). For indoor treatment in hospital and for out-patient treatment for cancer, etc.- up to Rs. 5,00,000 (Rs. Five Lakh) or the amount recommended by the physician, whichever is less. The amount will be released in instalments. Earlier advance will need to be accounted for before the next instalment is released. (b). For major illness of Bypass Surgery, Kidney Transplant, etc.-90% of the package deal or the amount demanded by the hospital concerned in other cases (c). For TB where the duration of treatment is more than 3 months.-80% of the estimated cost or Rs. 36000, whichever is less on the certificate of the hospital authority as to the duration and const of treatment. - O.M., dated- 15-05-1996 2. The advance may be paid in one or more instalments for the same illness or injury, subject to the limit prescribed. 3. There is no limit for the number of advances payable to an official with reference to himself and to each member of his family and for each case of illness. 3. Adjustment of advance- Advance paid to the official is to be adjusted against the relevant claim and balance, if any recovered from pay in four instalments. In cases of prolonged treatment, reimbursement may continue to be allowed on the basis of necessary certificate in this regard, the advance being adjusted in the final claim. When advance is paid direct to the hospital, the employee should submit the adjustment bills for final settlement within one month from the date of his discharge from hospital. 4. T.A. for medical attendance and treatment- Employees and members of their families are entitled to T.A. for their journey to obtain appropriate medical attendance and treatment if it is certified by the AMA/Specialist/Medical Officer attached to the Hospital to whom the patient was referred, that the journey was unavoidably necessary to obtain treatment. Advance of T.A. to the extent admissible may be granted, adjustable against the subsequent claim for T.A. on completion of journey or on 31 st March, whichever is earlier. 3. Medical Reimbursement Rules 1. Medical expenses which are not reimbursable • Medicines and other items which are declared by the Government of India as inadmissible and published in the CSMA Rules will not be reimbursed. • Cost of spectacles is not reimbursable. • Cost of dentures as well as treatment for Orthodontia is disallowed. • The Institute will not reimburse expenditure on medical attendance availed in an unrecognized hospital except in emergency based on the recommendations of the Medical Board. 2 Reimbursable Medical Expenses against the OPD Treatment • The cost o f radiological , p a tho lo g ica l investigations, medicines p u r c h a s e d from the market against the referral for the OPD treatment may be referred in the Medical Claim Form for the OPD Treatment only. In such a III 121 situation, the reimbursement claim as well as the cash memos should be necessarily countersigned by the institute CMO affixing • The RGIPT Health Centre stamp. • Proper break up of charges for various investigations, minor procedures etc must be provided along with the claim. • For the reimbursement of eligible expenses, the claim form duly completed by the concerned staff member and counter-signed by the Institute CMO may be forwarded to Accounts Section. • On the referral of the Authorized Medical Attendant/CMO of the Institute a patient should be referred to the Out- Patient Department (OPD) of Government/recognized hospitals/dispensary unless reference to a specialist is considered necessary and charges levied at OPD shall be reimbursable. Such medical claim should be countersigned by the Medical officer of the Institute. • When treatment of specialist Doctor is considered necessary it will be restricted to two consultations only within 5 days for single treatment. The medical claims should be countersigned by the Medical officer of the Institute. (a) Prolonged medical attendance and treatment be obtained from very beginning on the specific advice of Medical officer of the Institute. (b) In case of prolonged treatment not requiring hospitalization may be defined as a case of single and continuous spell of illness will be allowed maximum of 4 consultations within 15 days from specialist Doctor/OPD as the case may be. • After completion of treatment from Institute's AMO/CMO, OPD, Specialist Doctor medical reimbursement bill should be submitted to the Institute for reimburse meant within 60 days and for indoor patient it should be submitted within 120 days otherwise it will be time barred. CHAPTER 13 RETIREMENT BENEFITS New Pension Scheme This scheme is applicable to all Central Government servants who are appointed on or after 01-01-2004. Government servants have to contribute 10% of their (Basic Pay plus DA) through recovery from their salary bills. Recovery will commence from the month following the month of joining the Government service. Government will make equal matching contribution. During suspension, the subscriber need not pay any contribution. On exoneration or otherwise, the subscription will be based on emoluments to which he was entitled on the first day after his return to duty. If he elects to pay for the period suspension, the subscription will be based on emoluments allowed for the period of suspension. During HPL, the subscription will be based on leave salary. During EOL including on medical grounds, no contribution either from Government servants or from Government. A unique 16 digit Permanent Pension Account Number (PPAN) will be allotted by the PAOs. No withdrawal is admissible. Exit from the Scheme will be on attaining 60 years of age. It is mandatory to invest forty percentage of pension wealth in an annuity (from an IRDA regulated Life Insurance Company) to provide pension for lifetime of the employee and his dependent parents/spoue. In cases where the employees leave the scheme before 60 year of age, 80% of pension wealth mandatory for investment. Salient features of New Pension Scheme.--Government of India have introduced a new Defined Contribution Pension Scheme replacing the existing system of Defined Benefit Pension System vide Government of India, Ministry of Finance, Department of Economic Affairs Notification, dated 22-12-2003. The New Pension Scheme comes into operation with effect from 1-1-2004 and is applicable to all new entrants to Central Government service, except to Armed Forces, joining Government service on or after 1-1-2004. The salient features of the New Pension Scheme are as follows:-  The New Pension Scheme will work on defined contribution basis and will have two tiers- Tiers-I and II. Contribution to Tier-I is mandatory for all Government servants joining Government service on or after 1-1- 2004, whereas Tier-II will be optional and at the discretion of Government servants.  In Tier-I, Government servants will have to make a contribution of 10% of his basic pay plus DA, which will be deducted from his salary bill every month by the PAO concerned. The Government will make an equal matching contribution.  Tier-I contributions (and the investment returns) will be kept in a non-withdraw able Pension Tier-I Account. Tier-II contributions will be kept in a separate account that will be withdraw able at the option of the Government servant. Government will not make any contribution to Tier-II account.  The existing provisions of Defined Benefit Pension and GPF would not be available to new Government servants joining Government service on or after 1-1-2004.  In order to implement the Scheme, there will be a Central Record Keeping Agency and several Pension Fund Managers to offer three categories of Schemes to Government servants, viz., options A, B and C based on the ratio of investment in fixed income instruments and equities. An independent Pension Fund Regulatory and Development Authority (PFRDA) will regulate and develop the pension market.  As an interim arrangement, till such time the Statutory PFRDA is set up, an interim PFRDA has been appointed by issuing an executive order by M/o Finance (DEA).  Till the regular Central Record Keeping Agency and Pension Fund Managers are appointed and the accumulated balances under each individual account are transferred to them, it has been decided that such amounts representing the contributions made by the Government servants and the matching contribution made by the Government will be kept in the Public Account of India. This will be purely a temporary arrangement as announced by the Government.  It has also been decided that Tier-II will not be made operative during the interim period.  A Government servant can exit at or after the age of 60 years from the Tier-I of the scheme. At exit, it would be mandatory for him to invest 40 per cent of pension wealth to purchase an annuity (from an IRDA, regulated Life Insurance Company), which will provide for pension for the lifetime of the employee and his dependent parents/spouse. In the case of Government servants who leave the Scheme before attaining the age of 60, the mandatory annuitization would be 80% of the pension wealth.  The following guidelines are issued for the implementation of the New Pension Scheme during the interim arrangement for the guidance of the PAOs/DDOs:- (a) The new pension scheme becomes operational with effect from 1-1-2004. (b) Contributions payable by the Government servants towards the Scheme under Tier-I, i.e., 10% of the (Basic Pay plus DA), will be recovered from the salary bills every month. (c) The scheme of voluntary contributions under Tier-II will not be made operative during the period of interim arrangement and therefore no recoveries will be made from the salaries of the employees on this account. (d) Recoveries towards Tier-I contribution will start from the salary of the month following the month in which the Government servant has joined service. Therefore, no recovery will be effected for the month of joining. For example, for employees joining service in the month of January 2004, deductions towards Tier-I contribution will start from the salary bill of February 2004. No deduction will be made for his salary earned in January 2004. Similarly, deductions for those joining service in the month of February 2004 will start from the salary bill of March 2004 and so on. (e) No deductions will be made towards GPF contribution from the Government servants joining the service on or after 1-1-2004 as the GPF scheme is not applicable to them. (f) It has been decided that pending formation of a regular Central Record Keeping Agency, Central Pension Accounting Office will function as the Central Record Keeping Agency for the above scheme. (g) Immediately on joining Government service, the Government servant will be required to provide particulars such as his name, designation, scale of pay, date of birth, nominee(s) for the fund, relationship of the nominee, etc., in the prescribed form (Annexure-I). The DDO concerned will be responsible for obtaining this information from all Government servants covered under the new Pension Scheme. Consolidated information for all those who have joined service during the month shall be submitted by the DDO concerned in the prescribed format (Annexure- II) to his Pay and Accounts Officer by 7th of the following month. Annexure-I will be retained by DDOs. (h) On receipt of Annexure-II from the DDOs, PAO will allot a unique 16 digit Permanent Pension Account Number (PPAN). The first four digits of this number will indicate the calendar year of joining Government service, the next digit indicates whether it is a Civil or a Non-Civil Ministry (for all Civil Ministries this digit III 123 will be "1 "), the next six digits would represent the PAO code (which is used for the purpose of compiling monthly accounts), the last five digits will be the running serial number of the individual Government servant which will be allotted by the PAO concerned. PAO will allot the serial number pertaining to individual Government servant from '0001' running from January to December of a calendar year. The following illustration may be followed:- The first Government servant joining service under Ministry of Civil Aviation under the accounting control of PAO (Sectt.), New Delhi in 2004, shall be allotted the following PPAN:- Calendar Year Civil Min. PAO Code Serial Number (i) The Pay and Accounts Officer will maintain an Index Register for the purpose of allotment of PPAN to new entrants to Government service. Format of the index register is given in Annexure- VII (not printed). (j) The PAO will return to the DDO concerned, a copy of the statement duly indicating therein the Account numbers allotted to each individual by 10th instant. DDO in turn will intimate the account number to the individuals concerned and also note in the Pay Bill Register. (k) The particulars of the Government servants received from the various DDOs will be consolidated by the PAO in the format (Annexure-II-A) and sent to the Principal Accounts Office by the 12th of every month. (l) The Principal Accounts Office in turn will consolidate the particulars in the prescribed format (Annexure-II-B) and forward the same to Central Pension Accounting Office by 15th instant. The CPAO will feed this information in their computer database. (m) The DDOs/CDDOs will prepare separate Pay Bill Registers in respect of the Government servants joining Government service on or after 1-1-2004. The DDOs/CDDOs will have to prepare separate pay bills in respect of these Government servants and will send the same with all the schedules to the PAO on or before 20th of the month to which the bills relate. Cheque Drawing DDOs may note that hereafter in respect of Government servants joining service on or 1-1-2004, they will only prepare pay bills and not make payment. Such bills will be sent by them to the Pay and Accounts Offices for pre-check and payment. (n) The DDO/CDDO will prepare a recovery schedule in duplicate in the prescribed form (Annexure-Ill - not printed) for the contributions under Tier-I and attach them with the pay bills. The amount of the Contributions under Tier- I should tally with the total amount of recoveries shown under the corresponding column in the pay bill. (o) The accounting procedure for these deductions is being finalized and shall be notified shortly. (p) It may be noted that along with the salary bill for the Government servants who join service on or after 1-1-2004, the DDO/CDDO shall also prepare a separate bill for drawal of matching contributions to be paid by the Government and creditable to Pension account. (q) The bill for drawl of matching contribution should also be supported by schedules of recoveries in form (Annexure-IV not printed). (r) On receipt of the salary bills in respect of Government servants joining service after 1-1-2004, PAO will exercise usual checks and pass the bill and make the payments. After the payment is made and posting done in the Detailed Posting Register, one set of schedules relating to Pension contributions will be detached from the bills as done in the case of other schedules such as GPF, Long-term advances. The schedules will then be utilized for posting the credits of contributions in the Detailed Ledger Account of the individual. (s) The employee's contributions under Tier-I and Tier-II and Government's contribution should be posted in different columns of the individual ledger account (to be maintained in the format in Annexure- V) and Broadsheet and tallied with the accounts figures as being done in the case of GPF. (t) These accounts should not be mixed with GPF accounts and these records/ledger accounts should be independent of GPF accounts maintained in the case of pre-1-1-2004 entrants. (u) The PAO will consolidate the information available in the New Scheme schedules received from the various DDOs and forward the same in a floppy in the prescribed form (Annexure- VI) to Principal Accounts Office by 12th of the month following the month to which the credit pertains. Principal Accounts Office in turn will consolidate the information and send the same in electronic form to the Central Pension Accounting Office by 15th. (v) CPAO on receipt of this information from all the Pr. AOs (including the Non-Civil Ministries) will update its database and generate exception reports for missing credits, mismatches, etc., which will be sent back to the PAOs concerned through the Pr. AQs for further action. (w) Whenever any Government servant is transferred from one office to another either within the same accounting circle or to another accounting circle, balances will not be transferred by the PAO to the other Accounts Office. However, the Drawing and Disbursing Officer should clearly indicate in the LPC of the individual the unique account number, the month up to which Government servant's contribution and Government's contribution have been transferred to the Pension Fund. (x) No withdrawal of any amount will be allowed during the interim arrangement. Provisions regarding terminal payments in the event of untimely death of an employee or in the event of his leaving the Government service during the interim period shall be notified in due course. (y) Detailed instructions on the interest payable on Tier-I balances shall be issued in due course. (z) At the end of each financial year, the CPAO will prepare annual account statements for each employee showing the opening balance, details of monthly deductions and Government's matching contributions, interest earned, if any, and the closing balance. CPAO will send these statements to the Pr. A.O. for onward transmission to the DDO through the PAO. (aa) After the close of each financial year, CPAO will have to report the details of the balances (PAO-wise) to each Principal Accounts Offices, who will forward the information to each PAO for the purpose of reconciliation. The PAO will reconcile the figures of contributions posted in the ledger account of the individuals as per their ledger with figures as per the books of CPAO. (bb) After the appointment of CRA and Fund Managers, this office will issue detailed instructions on transfer of balances to CRA. All Chief Controller of Accounts I Controller of Accounts are requested to circulate the above guidelines to all the PAOs/DDOs/CDDOs of their Ministry.  Comes into operation with effect from 1-1-2004.  Applicable to all new entrants to Central Government service except Armed Forces.  Will have two tiers - Tier-I and Tier-II.  In Tier-I, Government servants have to make mandatory contribution of 10% of (Basic Pay plus D.A.), and Government will make an equal matching contribution.  Tier-I is non-withdraw able.  Separate Account for Tier-II – Withdraw able - No matching contribution by Government.  There will be Central Recordkeeping Agency. Several Pension Fund Managers to offer 3 categories of  Statutory Pension Fund Regulatory and Development (PFRDA) to regulate and develop the pension market.  Government servant can exit at or after 60 years of age from Tier-I.  40% of pension wealth mandatory for investment at exit.  This will provide for pension for lifetime and his/her dependant. *  To leave the scheme before 60 years of age, 80% of pension wealth mandatory for investment. INTERIM ARRANGEMENT  Contribution by Government servants and matching contribution by Government will be kept in Public Account (Account Code list attached).  Tier-II not operational during interim period. Gratuity Scheme This benefit of gratuity will be extended to all employees (Faculty/Staff) on completion of five years of regular service. Other terms and conditions will be as per NPS/Govt. of India norms in vogue and 7 th Pay commission recommendations and amendments from time to time. III 125 Encashment of Leave The authority competent to sanction leave should automatically grant lump sum cash equivalent of leave salary admissible for the number of days of earned leave and half pay leave at the credit of the employee on the last day of his service, subject to overall limit of 300 days. The half pay leave component will not be commuted to make up for the shortfall in earned leave. No deduction will be made from the cash equivalent. 1. On retirement after attaining the age of superannuation 2. When an employee resigns or quits service on his own accord, the lump sum cash payment will be only to the extent of half of the earned leave at his credit subject to maximum of 150 days, on the date of cessation form service. HPL will lapse. Amount payable- The lump sum will consist of (i) leave salary and (ii) DA only. It will not include HRA/Special Increment granted for promoting small family norm. CHAPTER 14 RETIREMENT, RESIGNATION AND TERMINATION OF SERVICE 14.1 Age of Retirement 14.1.1 Every employee of the Institute covered under the provisions of these Rules shall retire from service, except as may be otherwise provided in these Rules, on the afternoon of the last day of the month in which he/she attains the age of superannuation as may be prescribed, from time to time, by the Board of Governors which presently is 65 years for faculty members, 62 years for Registrar and equivalent post and 60 years for all other staff of the Institute. Provided that an employee of the Institute whose date of birth is the first of a month shall retire from service of the Institute on the afternoon of the last day of the preceding month on attaining the age of superannuation. 14.2 Resignation 14.2.1(i) A permanent/temporary employee of the Institute may resign from the service of the Institute by giving a written notice of at least three (03) months/one (01) month addressed to the Appointing Authority or salary in lieu of. The academic staff will not be permitted leave in between the semester. Provided, that the resignation is clear and unconditional. Provided further that if the concerned employee makes a request, in writing to the Appointing Authority, for the acceptance of notice of less than three months/one month, the Appointing Authority may, considering the circumstances of such request, permit the employee concerned to resign from the service of the Institute by a notice of less than the prescribed period. Provided further, a resignation submitted by an employee who is on suspension shall ordinarily not be accepted as normally an employee is placed under suspension only in cases of grave misconduct. (ii) A resignation will become effective only when it is accepted and the employee is relieved of his/her duties. (iii) If an employee who has submitted his/her resignation sends a written intimation to the Appointing Authority withdrawing his/her letter of resignation before its acceptance by the said authority, the resignation will be deemed to have been automatically withdrawn. If, however, the request for withdrawal of resignation is to be refused, the grounds for the rejection of the request shall be duly recorded by the Appointing Authority and suitably intimated to the employee concerned. (iv) As a mandatory measure prior vigilance clearance shall be taken before a decision is taken by the Appointing Authority on the request of resignation. 14.3 Power to Terminate the Services of Employees 14.3.1 (i) The services of a temporary member of the staff may be terminated by the Appointing Authority without any cause being assigned, by a notice of one month, given in writing, or forthwith on payment to him/her of pay and allowances drawn at that time in lieu thereof in the case of temporary employees, for the period by which such notice falls short of one month. (ii) Without prejudice to the provisions hereinabove, the services of a temporary employee shall be terminable:  during the period of probation following the first appointment at the Institute, at any time, without notice; or  if the appointment is for a specified period on the expiry of such period; or  if the appointment is made against a temporary post, on the abolition of the post or on the expiry of the period for which the post was created. 14.3.2 (i) The services of a permanent employee may be terminated at any time by the Appointing Authority, by giving a notice of three months, in writing, or on payment of pay and allowances for such period as the notice falls short of three months, or without notice on payment of three months pay and allowances, if the post to which the employee is substantively appointed is abolished. Such cases of termination, in which the Board of Governors is not the Appointing Authority, shall be reported to the Board of Governors for information. (ii)An employee, who is given notice of termination of service hereinabove, may be granted, during the period of notice, such earned leave as may be admissible including any accumulation of earned leave thereof and, where the leave so admissible and granted is more than three months, his/her services shall be terminated on the expiry of such leave. 14.3.3 Without prejudice to the provisions hereinabove, the Appointing Authority shall also have the power to terminate the services of any member of the staff of the Institute on the following grounds: (a) if he/she is of unsound mind or if on some other medical grounds it is certified by a medical authority, nominated by the Board of Governors, that his/her retention in service is undesirable; or (b) if he/she is declared as an un-discharged insolvent; or (c) if he has been convicted by a court of law of any offence and sentenced in respect thereof to imprisonment for not less than six months; or (d) if he/she is otherwise guilty of misconduct or of violating any clause of the Institute’s code of conduct including disloyalty and indulgence in acts involving moral turpitude, or (e) Inefficiency or lower performance as compared to other employees functioning in a similar capacity. Provided that no employee shall be removed from the service of the Institute under any provision hereinabove unless a resolution to that effect is passed by the Board of Governors by a majority of two-thirds of its members present and voting. Provided further, no employee of the Institute shall be removed from the service of the Institute under any provision of this sub-clause until he/she has been given a reasonable opportunity of showing cause against the action proposed to be taken in regards to him/her. Provided further that when termination of the employment of such employee is for the reason specified under (a) and (b) hereinabove, he/she shall be given three months’ notice in writing or paid three months’ salary in lieu thereof. 14.3.4 The Board of Governors shall also have the power to terminate the services of any member of the staff on grounds of retrenchment or economy by giving to the person concerned six months’ notice in writing or on payment of six months’ salary in lieu thereof. CHAPTER 15 FINANCIAL RESPONSIBILITY As per RGIPT Authority manual approved by board in its meeting held on 8 th June 2011. (Enclosed as Annexure-2) CHAPTER 16 OTHER SERVICE MATTERS 16.1 Forwarding of Applications for Other Employment 16.1.1 During their period of service at the Institute, employees may seek employment outside the Institute only after obtaining prior permission of the Competent Authority in writing about the same and forwarding their applications for such employment through the Institute. They can apply once per year and the Institute has right to forward or not to forward. 16.2 Working Hours and Attendance 16.2.1 The Institute shall normally work on five days a week with the minimum number of working hours being 40 hours per week. Provided, however, the actual timings shall be regulated to suit the specific duties entrusted to an employee. III 127 16.2.2 In the case of the faculty, however, the direct teaching hours shall be dictated by the time table as may be notified by the Office of Academic Affairs. Since the Institute promotes a 24x7 learning culture, the teaching faculty and the academic support staff may, if required, have to make available their services on specific off days/holidays as per needs of the Institute. Furthermore, no extra compensation or alternate leave will be given in lieu thereof. 16.2.3 Lunch time will be fixed in accordance with the teaching schedule. 16.2.4 All employees of the Institute are expected to maintain punctuality in attendance. Habitual late attendance shall render an employee liable to disciplinary action. 16.2.5 Employees are expected not to absent themselves from their work place during working hours unless their work assignment requires otherwise. 16.2.6 Employees shall keep their supervisors informed of their whereabouts if they go off-campus during non-working hours in case they need to be contacted in view of any exigencies of work. 16.2.7 Employees shall record their daily attendance (arrival and departure) by signing in register or biometrically as provided for by the administration. 16.2.8 A system of recording leave and absence shall be maintained through a leave management system for record purposes. 16.3 Holidays 16.3.1 Holidays on account of National Holidays and Festivals shall be observed at the Institute as notified by the Institute Administration based on the annual list of holidays notified by the Government of India for each calendar year. In addition, each employee may avail of admissible restricted holidays subject to prior sanction from the leave granting authority. 16.4 Maximum Period of Absence from Duty 16.4.1 Unless the Appointing Authority, in view of the special circumstances of the case, otherwise determines, an employee of the Institute, who remains absent from duty for a continuous period exceeding five years, other than on foreign service, whether with or without leave, shall be deemed to have resigned from the service of the Institute. 16.5 Service Book 16.5.1 The Institute shall maintain a Service Book for each employee in such form as may be prescribed by the Institute 16.5.2 Every entry in the Service Book of an employee shall be authenticated by an officer of the Institute authorized in this behalf by the Institute. 16.6 Personal Records 16.6.1 It is important that the personal records of all Institute employees are accurate and updated at all times. The Institute expects that employees will promptly notify the appropriate representative of the concerned HR Section of any changes in name, home address, telephone number, marital status, number of dependents, or any other pertinent information which has changed. The address as confirmed by an employee shall be deemed to be the correct address for sending any communication and every communication addressed to the employee at that address shall be deemed to have been served upon the concerned employee. 16.7 Maintenance of Essential Service 16.7.1 Notwithstanding anything contained in these Rules, the Director, if he/she is satisfied that there exists an extraordinary situation, can notify certain category and number of employees as he/she may deem necessary, as essential to perform certain duties for maintaining services considered indispensible for a period of up to 90 days. An employee who has been declared as being essential as provided hereinabove who refuses to attend to such duties will render himself/herself liable for imposition of a major penalty including dismissal from service. Provided, however, imposition of any such penalty is subject to due process in this regards as provided in the Employee Code of Conduct. 16.8 Date of Birth and Subsequent Alteration 16.8.1 Every individual newly appointed to a post in the Institute shall, at the time of his/her initial appointment, declare his/her date of birth by the Christian era supported by, as far as possible, confirmatory documentary evidence such as a Matriculation Certificate, Municipal Birth Certificate, and so on. If an exact date is not known, an approximate date to be used for all official purposes at the Institute shall be determined in the following manner: (i) If an employee is able to state the year or the year and month of his birth but not the exact date of birth then 1 st July or the 16 th of the month, respectively shall be treated as the date of his/her birth. (ii) If an employee is only able to state his approximate age, his/her date of birth shall be assumed to be the corresponding date after deducting the number of years representing his/her age from his/her date of appointment. (iii) The date of birth for purpose of civil employment of a person who first served in the military and subsequently enters civilian service shall be the date stated by him/her at the time of attestation in military service or, if at the time of attestation he/she only stated his/her age, the date of birth shall be deduced with reference to that stage according to the provision of sub-clause (ii) hereinabove. 16.8.2 Each employee’s actual date of birth or the assumed date of birth, as determined in the manner indicated hereinabove, shall be recorded in his/her Service Book maintained by the Institute. Once the date of birth is entered in the Service Book it can only be altered on the express approval of the Board of Governors, if (i) An employee makes a request in this regard within five (05) years of his/her entry in to the service of the Institute; (ii) It is clearly established that a genuine bona fide mistake had occurred; and (iii) The date of birth so altered would not make the employee ineligible to appear in any school or university examination or the examination in which he/she had appeared for entry in to service on the date on which he/she first appeared at such an examination or on the date on which he/she entered in to Institute service. Provided, however, the record of the date of birth in the Service Book may be altered in the case of a clerical error on a specific order of the Director. 16.9 Affirmation of Allegiance to the Indian Constitution 16.9.1 All full-time employees of the Institute, both Indian and Foreign Nationals, on first joining Institute service shall make a solemn affirmation of allegiance to the Constitution of India in the prescribed forms --- Form 1 for Indian Nationals and Form 2 for Foreign Nationals --- as given hereunder. 16.9.2 The affirmation shall be signed before an officer not below the rank of a Deputy Registrar who may be authorized in this behalf by the Director. 16.9.3 The requirement of making an affirmation of allegiance to the Indian Constitution shall be included in the terms of appointment of persons appointed to Institute service. 16.9.4 A record shall be maintained of full-time employees of the Institute who have made the prescribed affirmation. Such a record shall be maintained in a separate register for each grade of employee. The cover and first page of the register shall show the grade of employees in respect of whom the record of affirmations is kept in that particular register. A copy of the affirmation form shall be pasted on the next page and thereafter entries shall be made in the register as per the format given in Table 1 CHAPTER 17 MISCELLANEOUS MATTERS 17.1 Power to Interpret Rules 18.1.1 Where a doubt arises as to the interpretation or application of any of the provisions of these General Service Rules, the said matter shall be referred to the Board of Governors and its decision in respect to the same shall be final. 17.2 Residuary Conditions of Service 17.2.1 Any matter relating to the conditions of service of an employee of the Institute for which no provision is made in these General Service Rules shall be determined by the Board of Governors. 17.2.2 Every employee holding a post under the Institute after the commencement of these General Service Rules but appointed prior to the notification of these rules shall be deemed to have been appointed under the provisions of these rules. 17.3 Power to Relax Rules in Individual Cases of Hardship 17.3.1 Notwithstanding anything contained in these General Service Rules, the Board of Governors may, in the case of an individual employee, relax any of the provisions of these Rules to relieve him/her of any hardship arising from the operation of such provisions, or in the interest of the Institute, unless such hardship can be relieved on the application of Government of India rules or instructions. 17.4 Power to Amend Rules 17.4.1 The Board of Governors may, at any time amend, alter, delete, add or modify any of the provisions contained in these General Service Rules in public interest or in the interest of the Institute. III 129 17.5 Right of Appeal 17.5.1 Every employee of the Institute shall, notwithstanding anything contained in these General Service Rules, have a right to appeal to the Board of Governors against any decision taken under these Rules by any officer or authority of the Institute, as the case may be, and there-upon the Board of Governors may confirm, modify or reverse the decision appealed against. Provided, however, such appeal shall be made within three months of the order appealed against. 17.6 Repeal of Previous Rules 17.6.1 The General Service Rules or any part thereof, which are in existence and any orders/instructions etc. issued there under, in so far as they are inconsistent with these Rules, are hereby repealed with effect from the date that these Rules become operational provided that: (i) Such repeal shall not affect the previous operation of the said rules or instructions or any order made or anything done or action taken there under. (ii) Any proceedings under the said Rules, pending at the commencement of these Rules, shall be continued and disposed of, as far as may be, in accordance with the provisions of these Rules, as if such proceedings were processed under these Rules. (iii) Nothing in these Rules shall be construed as depriving any person to whom these Rules apply of any right of appeal, which had accrued to him/her under the rules or orders in force before the commencement of these Rules. (iv) An appeal pending at the commencement of these Rules against an order made or instructions issued before such commencement, shall be considered and orders thereon shall be made in accordance with these rules as if such orders were made/instructions issued and the appeals were preferred under these Rules. (v) As from the commencement of these Rules, any appeal or applications for review against any orders made/instructions issued before such commencement, shall be preferred or made under these Rules as if the orders were made/instructions issued under these Rules. Provided, however, nothing in these Rules shall be construed as reducing any period of limitation for an appeal or review provided by any rule that may be in force before the commencement of these Rules. 17.7 Jurisdiction 17.7.1 In case of any dispute arising out or relating to the Service Agreement between an employee and the Institute, Rae Bareli shall be considered as the place where the cause of action has arisen, and the appropriate court in Rae Bareli shall alone have the jurisdiction. New Pension Scheme This scheme is applicable to all Central Government servants who are appointed on or after 01-01-2004. Government servants have to contribute 10% of their (Basic Pay plus DA) through recovery from their salary bills. Recovery will commence from the month following the month of joining the Government service. Government will make equal matching contribution. During suspension, the subscriber need not pay any contribution. On exoneration or otherwise, the subscription will be based on emoluments to which he was entitled on the first day after his return to duty. If he elects to pay for the period suspension, the subscription will be based on emoluments allowed for the period of suspension. During HPL, the subscription will be based on leave salary. During EOL including on medical grounds, no contribution either from Government servants or from Government. A unique 16 digit Permanent Pension Account Number (PPAN) will be allotted by the PAOs. No withdrawal is admissible. Exit from the Scheme will be on attaining 60 years of age. It is mandatory to invest forty percentage of pension wealth in an annuity (from an IRDA regulated Life Insurance Company) to provide pension for lifetime of the employee and his dependent parents/spoue. In cases where the employees leave the scheme before 60 year of age, 80% of pension wealth mandatory for investment. Salient features of New Pension Scheme.--Government of India have introduced a new Defined Contribution Pension Scheme replacing the existing system of Defined Benefit Pension System vide Government of India, Ministry of Finance, Department of Economic Affairs Notification, dated 22-12-2003. The New Pension Scheme comes into operation with effect from 1-1-2004 and is applicable to all new entrants to Central Government service, except to Armed Forces, joining Government service on or after 1-1-2004. The salient features of the New Pension Scheme are as follows:-  The New Pension Scheme will work on defined contribution basis and will have two tiers- Tiers-I and II. Contribution to Tier-I is mandatory for all Government servants joining Government service on or after 1-1- 2004, whereas Tier-II will be optional and at the discretion of Government servants.  In Tier-I, Government servants will have to make a contribution of 10% of his basic pay plus DA, which will be deducted from his salary bill every month by the PAO concerned. The Government will make an equal matching contribution.  Tier-I contributions (and the investment returns) will be kept in a non-withdraw able Pension Tier-I Account. Tier-II contributions will be kept in a separate account that will be withdraw able at the option of the Government servant. Government will not make any contribution to Tier-II account.  The existing provisions of Defined Benefit Pension and GPF would not be available to new Government servants joining Government service on or after 1-1-2004.  In order to implement the Scheme, there will be a Central Record Keeping Agency and several Pension Fund Managers to offer three categories of Schemes to Government servants, viz., options A, B and C based on the ratio of investment in fixed income instruments and equities. An independent Pension Fund Regulatory and Development Authority (PFRDA) will regulate and develop the pension market.  As an interim arrangement, till such time the Statutory PFRDA is set up, an interim PFRDA has been appointed by issuing an executive order by M/o Finance (DEA).  Till the regular Central Record Keeping Agency and Pension Fund Managers are appointed and the accumulated balances under each individual account are transferred to them, it has been decided that such amounts representing the contributions made by the Government servants and the matching contribution made by the Government will be kept in the Public Account of India. This will be purely a temporary arrangement as announced by the Government.  It has also been decided that Tier-II will not be made operative during the interim period.  A Government servant can exit at or after the age of 60 years from the Tier-I of the scheme. At exit, it would be mandatory for him to invest 40 per cent of pension wealth to purchase an annuity (from an IRDA, regulated Life Insurance Company), which will provide for pension for the lifetime of the employee and his dependent parents/spouse. In the case of Government servants who leave the Scheme before attaining the age of 60, the mandatory annuitization would be 80% of the pension wealth.  The following guidelines are issued for the implementation of the New Pension Scheme during the interim arrangement for the guidance of the PAOs/DDOs:- (a) The new pension scheme becomes operational with effect from 1-1-2004. (b) Contributions payable by the Government servants towards the Scheme under Tier-I, i.e., 10% of the (Basic Pay plus DA), will be recovered from the salary bills every month. (c) The scheme of voluntary contributions under Tier-II will not be made operative during the period of interim arrangement and therefore no recoveries will be made from the salaries of the employees on this account. (d) Recoveries towards Tier-I contribution will start from the salary of the month following the month in which the Government servant has joined service. Therefore, no recovery will be effected for the month of joining. For example, for employees joining service in the month of January 2004, deductions towards Tier-I contribution will start from the salary bill of February 2004. No deduction will be made for his salary earned in January 2004. Similarly, deductions for those joining service in the month of February 2004 will start from the salary bill of March 2004 and so on. (e) No deductions will be made towards GPF contribution from the Government servants joining the service on or after 1-1-2004 as the GPF scheme is not applicable to them. (f) It has been decided that pending formation of a regular Central Record Keeping Agency, Central Pension Accounting Office will function as the Central Record Keeping Agency for the above scheme. (g) Immediately on joining Government service, the Government servant will be required to provide particulars such as his name, designation, scale of pay, date of birth, nominee(s) for the fund, relationship of the nominee, etc., in the prescribed form (Annexure-I). The DDO concerned will be responsible for obtaining this information from all Government servants covered under the new Pension Scheme. Consolidated information for all those who have joined service during the month shall be III 131 submitted by the DDO concerned in the prescribed format (Annexure- II) to his Pay and Accounts Officer by 7th of the following month. Annexure-I will be retained by DDOs. (h) On receipt of Annexure-II from the DDOs, PAO will allot a unique 16 digit Permanent Pension Account Number (PPAN). The first four digits of this number will indicate the calendar year of joining Government service, the next digit indicates whether it is a Civil or a Non-Civil Ministry (for all Civil Ministries this digit will be "1 "), the next six digits would represent the PAO code (which is used for the purpose of compiling monthly accounts), the last five digits will be the running serial number of the individual Government servant which will be allotted by the PAO concerned. PAO will allot the serial number pertaining to individual Government servant from '0001' running from January to December of a calendar year. The following illustration may be followed:- The first Government servant joining service under Ministry of Civil Aviation under the accounting control of PAO (Sectt.), New Delhi in 2004, shall be allotted the following PPAN:- Calendar Year Civil Min. PAO Code Serial Number (i) The Pay and Accounts Officer will maintain an Index Register for the purpose of allotment of PPAN to new entrants to Government service. Format of the index register is given in Annexure- VII (not printed). (j) The PAO will return to the DDO concerned, a copy of the statement duly indicating therein the Accoun t numbers allotted to each individual by 10th instant. DDO in turn will intimate the account number to the individuals concerned and also note in the Pay Bill Register. (k) The particulars of the Government servants received from the various DDOs will be consolidated by the PAO in the format (Annexure-II-A) and sent to the Principal Accounts Office by the 12th of every month. (l) The Principal Accounts Office in turn will consolidate the particulars in the prescribed format (Annexure-II-B) and forward the same to Central Pension Accounting Office by 15th instant. The CPAO will feed this information in their computer database. (m) The DDOs/CDDOs will prepare separate Pay Bill Registers in respect of the Government servants joining Government service on or after 1-1-2004. The DDOs/CDDOs will have to prepare separate pay bills in respect of these Government servants and will send the same with all the schedules to the PAO on or before 20th of the month to which the bills relate. Cheque Drawing DDOs may note that hereafter in respect of Government servants joining service on or 1-1-2004, they will only prepare pay bills and not make payment. Such bills will be sent by them to the Pay and Accounts Offices for pre-check and payment. (n) The DDO/CDDO will prepare a recovery schedule in duplicate in the prescribed form (Annexure-Ill - not printed) for the contributions under Tier-I and attach them with the pay bills. The amount of the Contributions under Tier- I should tally with the total amount of recoveries shown under the corresponding column in the pay bill. (o) The accounting procedure for these deductions is being finalized and shall be notified shortly. (p) It may be noted that along with the salary bill for the Government servants who join service on or after 1-1-2004, the DDO/CDDO shall also prepare a separate bill for drawal of matching contributions to be paid by the Government and creditable to Pension account. (q) The bill for drawl of matching contribution should also be supported by schedules of recoveries in form (Annexure-IV not printed). (r) On receipt of the salary bills in respect of Government servants joining service after 1-1-2004, PAO will exercise usual checks and pass the bill and make the payments. After the payment is made and posting done in the Detailed Posting Register, one set of schedules relating to Pension contributions will be detached from the bills as done in the case of other schedules such as GPF, Long-term advances. The schedules will then be utilized for posting the credits of contributions in the Detailed Ledger Account of the individual. (s) The employee's contributions under Tier-I and Tier-II and Government's contribution should be posted in different columns of the individual ledger account (to be maintained in the format in Annexure- V) and Broadsheet and tallied with the accounts figures as being done in the case of GPF. (t) These accounts should not be mixed with GPF accounts and these records/ledger accounts should be independent of GPF accounts maintained in the case of pre-1-1-2004 entrants. (u) The PAO will consolidate the information available in the New Scheme schedules received from the various DDOs and forward the same in a floppy in the prescribed form (Annexure- VI) to Principal Accounts Office by 12th of the month following the month to which the credit pertains. Principal Accounts Office in turn will consolidate the information and send the same in electronic form to the Central Pension Accounting Office by 15th. (v) CPAO on receipt of this information from all the Pr. AOs (including the Non-Civil Ministries) will update its database and generate exception reports for missing credits, mismatches, etc., which will be sent back to the PAOs concerned through the Pr. AQs for further action. (w) Whenever any Government servant is transferred from one office to another either within the same accounting circle or to another accounting circle, balances will not be transferred by the PAO to the other Accounts Office. However, the Drawing and Disbursing Officer should clearly indicate in the LPC of the individual the unique account number, the month up to which Government servant's contribution and Government's contribution have been transferred to the Pension Fund. (x) No withdrawal of any amount will be allowed during the interim arrangement. Provisions regarding terminal payments in the event of untimely death of an employee or in the event of his leaving the Government service during the interim period shall be notified in due course. (y) Detailed instructions on the interest payable on Tier-I balances shall be issued in due course. (z) At the end of each financial year, the CPAO will prepare annual account statements for each employee showing the opening balance, details of monthly deductions and Government's matching contributions, interest earned, if any, and the closing balance. CPAO will send these statements to the Pr. A.O. for onward transmission to the DDO through the PAO. (aa) After the close of each financial year, CPAO will have to report the details of the balances (PAO-wise) to each Principal Accounts Offices, who will forward the information to each PAO for the purpose of reconciliation. The PAO will reconcile the figures of contributions posted in the ledger account of the individuals as per their ledger with figures as per the books of CPAO. (bb) After the appointment of CRA and Fund Managers, this office will issue detailed instructions on transfer of balances to CRA. All Chief Controller of Accounts I Controller of Accounts are requested to circulate the above guidelines to all the PAOs/DDOs/CDDOs of their Ministry.  Comes into operation with effect from 1-1-2004.  Applicable to all new entrants to Central Government service except Armed Forces.  Will have two tiers - Tier-I and Tier-II.  In Tier-I, Government servants have to make mandatory contribution of 10% of (Basic Pay plus D.A.), and Government will make an equal matching contribution.  Tier-I is non-withdraw able.  Separate Account for Tier-II – Withdraw able - No matching contribution by Government.  There will be Central Recordkeeping Agency. Several Pension Fund Managers to offer 3 categories of  Statutory Pension Fund Regulatory and Development (PFRDA) to regulate and develop the pension market.  Government servant can exit at or after 60 years of age from Tier-I.  40% of pension wealth mandatory for investment at exit.  This will provide for pension for lifetime and his/her dependant. *  To leave the scheme before 60 years of age, 80% of pension wealth mandatory for investment. INTERIM ARRANGEMENT  Contribution by Government servants and matching contribution by Government will be kept in Public Account (Account Code list attached).  Tier-II not operational during interim period. III 133 Gratuity Scheme This benefit may be notified only after announcement of Government of India Encashment of Leave The authority competent to sanction leave should automatically grant lump sum cash equivalent of leave salary admissible for the number of days of earned leave and half pay leave at the credit of the employee on the last day of his service, subject to overall limit of 300 days. The half pay leave component will not be commuted to make up for the shortfall in earned leave. No deduction will be made from the cash equivalent. 1. On retirement after attaining the age of superannuation 2. When an employee resigns or quits service on his own accord, the lump sum cash payment will be only to the extent of half of the earned leave at his credit subject to maximum of 150 days, on the date of cessation form service. HPL will lapse. Amount payable- The lump sum will consist of (i) leave salary and (ii) DA only. It will not include HRA/Special Increment granted for promoting small family norm. Note: After implementation of 7 th Central Pay Commission all relevant provisions will be revised automatically accordingly. RECRUITMENT RULES as per Section- 29 of RGIPT Act 1. RECRUITMENT PHILOSOPHY 1.1 The Institute will promote best practices in recruitment and selection and will endeavour to continuously develop its recruitment and selection practices to allow innovation and new approaches. 1.2 The Institute will ensure that its recruitment and selection process is cost effective. 1.3 The Institute will treat all candidates fairly, equitably and efficiently, and with respect and courtesy, aiming to ensure that the candidates experience is positive, irrespective of the outcome. 2. CREATION OF POSTS 2.1 All posts in the Institute, academic as well as non-academic with the exception of the post of the Director, shall be created by the Board of Governors in such grades and categories and with such qualifications as may be specified by it from time to time (sub-clause 10(2) (d) of the RGIPT Act). Provided, however, in the matter of the creation of posts in respect to the number, qualifications, duties and emoluments of the academic staff, the Board shall take into account the recommendations of the Senate before deciding upon the matter (sub-clauses 8(15)(iii & iv) of the RGIPT Statutes). 2.2 The Director shall in exceptional cases, subject to the availability of funds, have the power to create posts with the prior approval of the President (sub-clause 13(10) of the RGIPT Statutes) of not more than two years’ duration on approved scales of pay, provided that only such posts for which the Director is the appointing authority shall be so created (sub-clause 28 of the RGIPT Act). 2.3 Appointments to posts in the teaching and research faculty cadres that are vacated through promotions of incumbents in open selections can be filled on permanent basis without waiting for the promoted staff members to be confirmed against the promotional posts. 3. CADRE STRUCTURE AND QUALIFICATIONS OF FACULTY AND OTHER STAFF 3.1 The cadre structure and qualifications of the teaching and research faculty and other staff of the Institute as may be prescribed, from time to time, by the Board of Governors taking into account the standards followed by the Indian Institutes of Technologies (clause 17 of the RGIPT Statute) 4. CLASSIFICATION OF MEMBERS OF THE STAFF 4.1 Except in the case of employees paid from contingencies, all members of the staff of the Institute shall be classified as per clause 18 of the RGIPT Statutes 4.2 The Board may, from time to time, make additions, alterations or modifications as considered appropriate, to the classification of members of the staff sub-clause 4.1 herein as above. 5. APPOINTING AUTHORITY 5.1 The Appointing Authority for appointment of staff against various types of sanctioned posts at the Institute shall be as indicated hereunder: (i) The Minister of Petroleum & Natural Gas of the Government of India on the recommendation of a Search Committee set-up by the Board of Governors in the case of appointment of the Director (sub-clause 12(3) of the RGIPT Statutes). (ii) The Board of Governors, if the appointment is made on the teaching faculty in the post of Assistant Professor in AGP-8000/- or above or if the appointment is made to posts classified as non-teaching academic posts or to those classified as technical or administrative & other posts in any cadre the maximum of the pay-scale for which is the same or higher than that of an Assistant Professor (sub-clause 28(a) of the RGIPT Act). (iii) The Director, in the case of appointment against all regular sanctioned posts other than those included in sub-clause (iv) herein as above (sub-clause 28(b) of the RGIPT Act) as well as posts of technicians and workers appointed on daily wages against contingency at rates not exceeding the Central Government daily wage rates (sub-clause 13(6) of the RGIPT Statutes). 6. MODE OF APPOINTMENT 6.1 Appointment of persons against a regular sanctioned academic post in prescribed scales of pay, except for the post of the Director, shall be made through direct recruitment. The non-academic posts apart from direct recruitment or on promotion against an approved Career Advancement/Merit Promotion Scheme on the recommendation of duly constituted Selection Committees (sub-clause 19(1) of the RGIPT Statutes) in accordance with the procedure prescribed in the Recruitment Rules of the Institute. 6.2 Notwithstanding the provisions for appointment through direct recruitment indicated hereinabove in sub-clause 6.1, the Board of Governors may, on the recommendation of the Director, invite a person of high academic distinction and professional attainment to accept a post of Professor or Associate Professor or equivalent posts in the Research Faculty cadre in the Institute, against a sanctioned position, on such terms and conditions it deems fit (sub-clause 19(1) of the RGIPT Statutes). 6.3 All appointments made through direct recruitment may be either on a permanent basis or on a contract basis for a period not exceeding five years with a proviso for renewal for further periods as may be necessary or on a temporary basis for a period not exceeding twenty four months. 6.4 Notwithstanding anything contained in sub-clauses 6.1, 6.2 and 6.3 hereinabove with respect to appointments against regular sanctioned posts, the Director may, where he considers it necessary, make an ad hoc or temporary appointment if it is not possible or desirable to make a regular appointment. Where the appointing authority is the Board of Governors the decision taken by the Director shall be reported to the Board of Governors in its next meeting. 6.5 Besides appointments against regular sanctioned posts as indicated hereinabove in sub-clauses 6.1 – 6.4, appointments may also be made against contingency. Such appointments shall be made either on ad hoc/temporary basis or on daily wage basis as provided hereinabove in sub-clause 5 (iii) in accordance with the procedure prescribed in the Recruitment Rules of the Institute. 7. RECRUITMENT PROCEDURE 7.1 Appointment of the Director As per sub-clause 12(3) of the RGIPT Statutes. 7.2 Appointment of the Deans As per clause 16 of the RGIPT Statutes. 7.3 Appointment to other posts (on permanent/temporary/contractual/ad-hoc basis) 7.3.1 All other posts at the Institute shall normally be filled by advertisement, but the Director shall have the power to create temporary posts on contract with the approval of the President on approved pay by invitation or by promotion from amongst the members of the staff of the Institute. In all these cases, appointments shall be made by the Board of Governors or the Director as the case may be, on the recommendations of Selection Committees, constituted for the purpose (sub-clause 19(1) of the RGIPT Statutes). 7.3.2 Government of India policies with respect to reservations for the Scheduled Castes, the Scheduled Tribes and other Backward Classes shall apply while making direct recruitment for non-academic posts at the Institute (sub-clause 19(2) of the RGIPT Statutes). 7.3.3 For the posts of Registrar, Finance Officer and Controller of Examination the age of superannuation is 62 years. At the entry level, the incumbent should have at least a minimum 5 years remaining service after joining the posts. 7.3.4 The Director shall have the power to appoint teaching/non-teaching staff not exceeding age of 70 years on adhoc basis in consultation with the President. However, the salary of such adhoc employee will be fixed not exceeding his/her last salary drawn at the time of superannuation in the previous organization. III 135 7.4 Selection Committees 7.4.1 Selection Committees for filling up posts in the Institute teaching departments through direct recruitment by advertisement shall be constituted as indicated hereunder. (i) In the case of posts in the teaching cadres of Professor/Associate Professor/Assistant Professor or equivalent posts in the research cadres of Research Scientist/Engineer the Selection Committee shall consist of: (a) The Director who shall be the ex-officio Chairperson of the Committee; (b) Four experts in the concerned subject/field, not below the rank of Professor who are not in the service of the Institute nominated by the Director from a panel of names recommended by the Senate and BOG on the basis of their special knowledge/interest in the concerned subject/field. (c) The Head of the concerned department/centre will act as Advisor to the Selection Committee if so desired by the Director; Provided that the Director may, under special circumstances, add more names to the approved panel drawn-up by the Senate and report these to the Senate at its next meeting. (ii) In the case of all other posts the Selection Committee shall consist of: (a) The Director who shall be the ex-officio Chairperson of the Committee; (b) Three experts at least two of who must be from outside the institute 7.4.2 The panel of subject experts drawn-up by the Senate and the additions, if any, made thereto by the Director, as provided under sub-clause 7.4.1 (i) (c) of the Recruitment Rules, shall be subject to the approval of the Board of Governors and shall be valid for period of three years. 7.4.3 A SC/ST/OBC representative shall mandatorily be included as an additional member of the Selection Committee for posts reserved for SC/ST/OBC candidates. 7.4.4 The proceedings of a Selection Committee shall not be invalidated in case an expert member of a Selection Committee fails to attend the meeting of the Selection Committee after accepting the invitation to attend the same. Likewise, the proceedings of a Selection Committee shall not be invalidated in case any of the ex-officio members of a Selection Committee fail to attend a scheduled meeting of the Selection Committee. 7.5 Advertisement 7.5.1 Clause 7.3.1 of the Recruitment Rules provides that all posts in the Institute shall normally be filled through newspaper/website advertisement. Advertisements for such purpose shall include the following information:  Designation of the post sought to be filled;  The basis for filling the post --- regular or contractual or temporary but likely to continue, etc.;  Area in which recruitment is contemplated;  Pay scale attached to the post and allowances;  Minimum qualifications expected of candidates as well as any additional/desirable qualifications, if any;  Previous experience required along with the type of experience;  Duration of the post;  Prescribed age including relaxation, if any, in the case of SC/ST/OBC/PWD/ex-servicemen  Relaxation of age, qualifications and experience, if any (only in the event response to an earlier advertisement for the same post is poor and subject to approval of the Board of Governors);  Last date for the receipt at the Institute of filled and completed applications form along with attested copies of certificates, testimonials, etc. (originals to be produced only at time of the interviews); and  The prescribed application fee and the mode of its remittance. 7.5.2 When a post is reserved for candidates belonging to the Scheduled Castes/Scheduled Tribes/OBC/Ex- Servicemen/PWD categories, this fact should be specifically mentioned in the advertisement. 7.5.3Candidates in the service of the Government or a Quasi Government/Government aided Institution including a University may be advised to send their applications through proper channel or furnish a certificate at the time of their interview from their employer that they have no objection to their applications being considered by RGIPT. 7.5.4 In the event more than one post is to be filled a joint advertisement should be issued covering all such posts. 7.5.5 The advertisement may be released in such a way that all the regions of the country are covered in such newspapers that may be approved by the Director from time to time. 7.5.6 Nurturing of excellence and the brand equity of the Institute in the education marketplace is criticality linked to the quality of faculty that the Institute can attract to its folds. Therefore in the case of faculty appointments reliance on press advertisements alone as indicated in sub-clause 7.5.1 hereinabove will not suffice. Additional coverage would need to be provided. This may include amongst others advertisement, both locally and abroad, in university/college campuses and research institutes, advertisement in scientific/trade journals, recommendation of contacts in India and abroad, faculty search visit by the Director within India and abroad, etc. as may be considered appropriate by the Director in consultation with the President, BOG of the Institute. 7.6 Application Fee 7.6.1 The application fee chargeable, if any, from candidates applying for various posts at the Institute shall be as charged by I.I.T. Kanpur. No fee will be charged from female candidates for any positions. 7.7 Reservation of Posts for SC/ST/OBC and for Persons with Disability and Ex-Servicemen 7.7.1 As indicated in sub-clause 7.3.2 hereinabove posts shall be reserved for members of the SC/ST/OBC communities as per Government of India norms for all categories of non-academic posts at the Group ‘A’, ‘B’, ‘C’ and ‘D’ levels 7.7.2 Posts against direct recruitment vacancies shall be reserved in Group ‘C’ and ‘D’ categories for persons with disability in terms of the Equal Opportunities, Protection of Right & Full Participation Act, 1995 (as amended from time to time) as per DoPT rules in vogue. 7.7.3 Posts against direct recruitment vacancies shall be reserved in Group ‘C’ and ‘D’ categories for ex-Servicemen in accordance with Government of India orders issued from time to time. 7.8 In-House Screening of Applications 7.8.1 The processing of in-house screening of applications shall be done in accordance with the following procedure: (i) Applications that are received in the Institute against advertisements by the prescribed date shall be collated by the concerned Administrative Section and registered in a register kept for the purpose. After registration all applications received shall be forwarded to the concerned Head of the Department/Centre/Central Academic Service Facility/Administrative Section/Official designated by the Director for scrutiny and screening for being called for a trade/written test and interview/interaction as appropriate for the particular post. (ii) For teaching/research faculty posts, the concerned Head of Department will seek the advice of the Department regarding candidates to be shortlisted for interview and interaction. The recommendations of the Department shall be forwarded to the Dean, Faculty Affairs who shall place the same before the Director. 7.9 Arranging a Trade/Written Test or Interaction for Shortlisted Candidates 7.9.1 The onus for taking a decision on the need to conduct a trade/written test for a particular advertised post, and if considered necessary, deciding on the particular type of test to be conducted and its content shall vest with the Chairperson of the Selection Committee on behalf of the Selection Committee. 7.9.2 After a decision is taken with regards the test the Chairman of the Selection Committee shall request an expert (internal or external) to conduct the appropriate test and to place the result of the performance of the candidates in the test before the Selection Committee. For an internal advertisement it is desirable to arrange for an external agency to conduct the test. 7.9.3 Records of the written test/practical test and the interview conducted by individual Selection Committees, along with the recommendations of the Committees, should be preserved in the office of Registrar for at least a period of one year or till the recruitment file is retained, whichever is later. 7.9.4 In the case of faculty selections all short-listed candidates may be asked to make a seminar presentation before the faculty of the concerned Department either face to face or through video conferencing on a mutually convenient date and time. After the interaction session the views of the faculty and in particular that of the Department on individual candidates shall be communicated to the Director through the concerned Head of Department. All candidates may also be asked to teach a class with faculty members also attending. There is no requirement of interview for positions with Grade Pay starting from Rs. 1800 and up to Rs. 4200/- III 137 7.10 Meetings of the Selection Committees 7.10.1 Meetings of Selection Committees shall be fixed by the Chairperson of the Committee. A copy of the advertisement and particulars of all the candidates called for interview shall be forwarded to each member of the Selection Committee along with the notice convening the meeting and specifying the date time and place for the same. 7.10.2 The Selection Committee after interviewing the candidates called therefore and considering the credentials of all persons who have applied for the post and considering names, if any, suggested by members or otherwise brought to its notice shall make its recommendations to the Appointing Authority. The Selection Committee shall also indicate the starting salary in the grade in each case. 7.11 Fixation of the Salary to be offered 7.11.1 The starting pay of appointees on their appointment at the Institute shall be fixed by the Appointing Authority (i.e., the President on behalf of the Board of Governors and the Director respectively for posts for which they respectively are the appointing authority) on the recommendation of the concerned Selection Committee. The pay so fixed can be higher than the minimum of the pay scale for the particular post. Whereas in the case of posts for which the Board of Governors is the appointing authority there shall be no limit to the number of advance increments that can be granted but in the case of posts for which the Director is the appointing authority the maximum number of advance increments that can be given is five. In all such cases the justification for recommending advance increments should be clearly stated by the Selection Committee. However, invariably pay fixation should be in accordance with the Fundamental & Supplementary Rules of the Government of India. 7.11.2 In the case of internal candidates promoted to a higher post either through open selection or through an internal promotion scheme Government rules with regards fixation of salary shall normally be applicable. However, the Selection Committee may deviate from Government salary fixation norms and recommend a higher starting salary in the case of any particular internal candidate whose performance appraisal is judged to be outstanding as reported in his annual performance assessment report. In all such cases the reasons for recommending a higher salary shall be fully stated by the Selection Committee and these reasons shall be specifically brought to the notice of the appointing authority by the concerned administrative section while putting up the minutes of the Selection Committee for approval. 7.11.3 When a candidate is selected for any post from outside through open competition by advertisement the following points shall be taken into consideration while fixing his/her initial salary/pay: (i) Where the Selection Committee considers that the starting pay of a candidate selected in an open competition should be fixed at a stage higher than the minimum it shall take into consideration the following factors and shall record detailed reasons for recommending such higher pay which shall be specifically brought to the notice of the Appointing Authority while seeking approval to the minutes of the Selection Committee:  The qualification possessed by the candidate in the relevant field over and above those prescribed for the post or those adopted for short-listing the candidates;  Any specialized knowledge/experience of which the candidate has documentary evidence and which would be relevant to the duties and responsibilities attached to the post;  Years of experience in a similar or higher category of work;  Salary last drawn in the case of those coming from a Government or a Semi-Government Department/Institution, etc.  Comparison with the pay drawn by existing incumbents in the Institute in the same grade/post. (ii) While all the above points should be considered together as a whole, maximum weight should be given to the comparative salary of existing incumbents so that new appointments do not create an imbalance in the salary structure of the existing incumbents in the same post and in the same grade. (iii) In exceptional cases, where the Selection Committee recommends a starting pay at a stage beyond five increments in the scale, detailed reasons for making such a recommendation should be recorded in the minutes. 7.11.4 As regards appointments through other channels, such as promotion under a department promotion scheme which limits competition to only amongst internal candidates, the starting pay shall be fixed as per provisions in the relevant scheme/rule and if no such provision exists it shall be fixed as per the Fundamental/Supplementary Rules of the Government of India (only for non-academic staff). 7.12 Minutes of Selection Committees 7.12.1 The minutes of the Selection Committee shall be signed by all members of the Committee present at the meeting of the Committee. 7.13 Approval of Recommendations of Selection Committees 7.13.1 Recommendations of a Selection Committee for posts of which the Director is the appointing authority shall be approved by the Director whilst recommendations of Selection Committees for posts of which the Board of Governors is the appointing authority, the recommendations shall normally be approved by the President in the first instance and subsequently placed before the Board of Governors for ratification. However, all cases for which the recommendation of the Selection Committee is not unanimous shall invariably be referred to the Board of Governors for a decision. For other cases, the President may exercise his/her discretion as to whether or not to refer the same to the Board of Governors for a decision or only for ratification 7.13.2 Recommendations of Selection Committees approved by the President shall be submitted to the Board of Governors for ratification in the following meeting of the Board and not deferred till after the selected candidates have joined. 7.14 Offers of Appointment 7.14.1 Offers of appointment shall be issued on approval of the recommendations of the Selection Committee by the Appointing Authority. The offer of appointment shall indicate the salary offered, the rates of allowances, the duration of the appointment and other terms and conditions of service. The prescribed date by which acceptance of offer is to be communicated by the candidate to the Institute shall also be indicated. 7.14.2 The joining time given to an appointee should normally not exceed three months from the date of the offer if he/she is residing in India and six months if he/she is residing abroad. However, the Director may extend the joining time, on request, up to two years for all appointees. 7.14.3 Appointees may be directed to undergo a medical examination for physical fitness by a Medical Authority nominated by the Board of Governors for this purpose. The offer of appointment shall become operative on production of a certificate of satisfactory physical fitness from the prescribed Medical Authority. 7.15 Validity of Panel/Waitlist 7.15.1 The recommendations of a Selection Committee will remain valid only for a period of one year from the date of approval of the minutes of the Selection Committee by the competent Appointing Authority. During this period, if a vacancy arises in one of the areas advertised for selection, for any reason including a selected candidate declining the offer or not joining by the prescribed date, the offer may be made to the next candidate on the panel. However, if a candidate is placed on the waiting list against a particular candidate, the waiting list shall automatically lapse on the date the particular candidate joins the Institute, or on the lapse of the one year period of validity of the panel, whichever is earlier. 7.16 Contribution towards Travel Expenses 7.16.1 Institute shall pay travel expenses to the candidate called for interview as may be prescribed by the 8 GUIDELINES FOR RECRUITMENT AGAINST VACANCIES RESERVED FOR SC/ST/OBC 8.1 Percentage of Reservations 8.1.1 As indicated in sub-clause 7.3.2 hereinabove posts shall be reserved for members of the SC/ST/OBC communities as per Government of India norms for all categories of non-academic posts at the Group ‘A’, ‘B’, ‘C’ and ‘D’ levels 8.1.2 Reservation as indicated in sub-clauses 8.1.1 will not be applicable to the following categories of posts: (i) Vacancies proposed to be filled by deputation; (ii) Temporary appointments for less than 45 days duration; (iii) Purely temporary establishments such as work charged staff including the daily wage staff and monthly rate staff. 8.2 Grouping of Posts 8.2.1 The Institute policy on reservations for SC/ST/OBC categories in direct recruitment and promotions shall be done group-wise wherein twenty or more isolated posts shall be grouped into separate groups taking into account the class, status, salary and qualifications for the posts in view of the small numbers of posts in individual cadres. In the case of III 139 Group A, B and C categories of posts groups shall be formed under two separate classifications ("Technical" and "Administrative & Others") separately for Group A, B and C posts based on the class, status, salary and qualifications prescribed for various posts. In the case of Group D posts, however, all posts shall be considered to be classified as “administrative & others”. Cadres consisting of more than twenty posts shall be formed into individual groups. The groupings shall be made by a Committee appointed by the Director under the chairmanship of the Registrar and shall be subject to the approval of the Board of Governors. On approval by the Board the grouping shall be a constituent part of these Recruitment Rules. Note: No post in any Group may have more than 50% of the sanctioned posts filled by reserved category candidates and that any vacancy occurring in that post beyond the 50% upper-limit and falling on a reserved point shall be filled up with a general category candidate by reserving in lieu thereof the vacancy falling on the next point of the roster. 8.3 Rosters 8.3.1 In the case of direct recruitment for each grouping of posts or for individual posts with a cadre strength of 13 the roster system as per the model roster given at Tables 1(a) & 1(b) shall be followed to regulate the Institute’s reservation policy. In order to ensure conformance with the rosters of reservation for direct recruitment and promotional posts, registers as per the format given in Table 2 shall be maintained by the concerned administrative sections for individual posts/groups of posts separately for direct recruitment. The individual registers shall be upgraded on the first day of every month by the Administrative Officer handling different posts/groups of posts as the case may be. 8.4 Committee to Decide Actual Reservation of Vacancies at the Time of Initiating Recruitment 8.4.1 A Standing Committee comprising the Registrar and the concerned Administrative Officers under the chairmanship of the Deputy Director/Dean of Administration shall be constituted to decide the actual reservations in various vacancies taking into account the overall position of representation of Scheduled Castes, Scheduled Tribes and Other Backward Classes in various posts constituting a group, as also other factors such as type of appointment to be made (i.e., internal or external, purely temporary or temporary, likely to continue for an indefinite period or on probation). 8.5 Non-Interchange ability of vacancies amongst SC and ST 8.5.1 Vacancies reserved and advertised for Scheduled Caste candidates will not be interchanged with those advertised for Scheduled Tribe candidates and vice-versa. 8.6 Relaxation and Concessions for SC/ST/OBC Candidates 8.6.1 Age Limit: The maximum age limit prescribed for direct recruitment can be relaxed by 5 years in the case of SC/ST candidates and 3 years in the case of OBC candidates. 8.6.2 Application Fee: No application fee shall be charged from SC/ST/PWD and female candidates. 8.6.3 Standard for suitability: The prescribed minimum qualification for a given post may not be relaxed, however, if sufficient number of SC/ST/OBC candidates are not available on the basis of the general standard to fill all the advertised reserved vacancies, the experience criteria may be relaxed at the discretion of the Selection Committee with a view to fill up the remaining vacancies with the exact quantum of relaxation being decided by the Selection Committee. However, under no circumstance should a candidate found unfit for a reserved post be recruited. 8.6.4 Further relaxation of standards for non-technical and technical Group C and D posts: In certain cases the requisite number of SC/ST/OBC candidates fulfilling even the relaxed experience standard, as decided by the concerned Selection Committee, may not be available to fill the vacancies reserved for them. In such cases the best among the SC/ST/OBC candidates who fulfil the minimum educational qualifications prescribed for a particular category in non- technical and technical Group C and D posts be filled to the extent of the vacancies reserved for them. In order to bring such candidates up to the minimum standard necessary for the posts and for the maintenance of efficiency of the administration, they should be given in-service training. Such candidates will on their appointment be placed on probation. 8.7 Separate Interview for SC/ST/OBC Candidates: 8.7.1 For reserved vacancies, the interview of SC/ST/OBC candidates shall be held on a separate day (or sitting) of the Selection Committee and not on the same day (or sitting) on which the general candidates are to be interviewed so that the SC/ST/OBC candidates are not judged in comparison with the general candidates. 8.8 Advertisement in Newspapers 8.8.1 In the advertisement for direct recruitment, the number of vacancies reserved for SC/ST/OBC candidates shall be clearly indicated. 8.9 Ban on De-reservation 8.9.1 As per Government of India policy there is generally a ban on de-reservation of reserved vacancies for direct recruitment in the case of all group 'A', 'B', 'C' and 'D' posts. However, under a rare and exceptional circumstance where a specific group 'A' and/or other specialized post cannot be allowed to remain vacant in public interest the same may be de- reserved subject to specific approval of the Board of Governors. 8.10 Appointment of Separate SC/ST and an OBC Liaison Officer 8.10.1 Separate Liaison Officers not below the rank of an Assistant Registrar shall be named by the Director as the SC/ST Liaison Officer and the OBC Liaison Officer to discharge the following functions: (i) Ensuring due compliance with the orders and instructions pertaining to the reservation of vacancies in favour of SC/ST/OBC candidates and other benefits admissible to them under these instructions; (ii) Compilation and submission of various reports/returns relating to SC/ST/OBC candidates required by the Government of India; (iii) Liaising between the Institute and the Government of India for the supply of any other information required by the Government, answering questions and queries and clearing doubts in regard to matters covered by these orders. 8.10.2 A SC/ST and an OBC cell shall be constituted under each of the two Liaison Officers 8.11 Reservation on Confirmation 8.11.1 While considering the question of confirmation of employees initially appointed on a temporary basis through the process of direct recruitment, SC/ST/OBC employees shall be provided reservation in the same manner as at the time of their initial recruitment. In posts filled by promotion, however, there shall be no reservation at the stage of confirmation of the promotees. 8.12 Nomination of a SC/ST/OBC representative on Selection Committees for reserved posts 8.12.1 A member from the SC/ST/OBC communities, as appropriate, shall invariably be included as a member on a Selection Committee constituted for filling a reserved vacancy. 8.13 Training arrangements for Group ‘A’ Officers of SC/ST/OBC 8.13.1 Where a Group ‘A’ Officer belonging to the SC/ST/OBC category is appointed under direct recruitment by relaxing the experience standard, he/she shall be sent to undergo training at a suitable Institute in order to afford him/her an opportunity to improve his/her standard. 8.14 Training facilities for other categories of SC/ST/OBC 8.14.1 SC/ST/OBC candidates who are selected through a competitive examination by relaxing the experience standard should be deputed for training to an appropriate training establishment like the National Academy of Administration, Mussoorie or the Institute of Secretariat Training & Management, New Delhi to enable them to attain the standard of other candidates 8.15 Retrenchment of Surplus Staff 8.15.1 In an eventuality that some staff in a given cadre are declared as being surplus necessitating retrenchment of staff who are junior in seniority, the SC/ST/OBC category of employees in that particular cadre shall not be included in the list of retrenchment as long as the total number of SC/ST/OBC employees in that cadre is lower than the prescribed percentage of reservation for the SC/ST/OBC categories, respectively. Note: After implementation of 7 th Central Pay Commission all relevant provisions will be revised automatically accordingly. Table 1(a) Model Roster of Reservation with reference to posts for Direct Recruitment on all India Basis Otherwise Than by Open Competition for Group 'A' and 'B' III 141 Table 1(b) Model Roster of Reservation with reference to posts for Direct Recruitment on all India Basis Otherwise Than by Open Competition for Group –C and D ( for UP SC-21%, ST-1% and OBC-27%) III 143 Table 2 FORM OF REGISTER TO BE MAINTAINED TO GIVE EFFECT TO THE ROSTER-SYSTEM FOR RESERVATIONS FOR SC/ST/OBC CATEGORIES Grade or Group of Posts: PERMANENT AND LONG-TERM TEMPORARY/PURELY TEMPORARY POSTS Reservations Brought Forward from Previous Year Recruitment Year Cycle No. & Point No. Unreserved or Reserved for according to the roster applicable Name & designation of the person appointed/Date of or Centre in which appointed Category of Reservation or Unreserved Reservations Carried Forward OBC Signature of Authorized Officer Remarks The Admission of the Students to the Institute Section-31(a) & (d) of The Rajiv Gandhi Institute of Petroleum Technology Act, 2007 1. The Institute shall have Bachelor in Technology (B. Tech.), Master in Technology (M. Tech.), Master in Business Administration (MBA) and Doctoral programmes in the areas specified as under: 1.1 Bachelor in Technology (B. Tech.) S. No. Programmes Duration Total Intake 1.2 The admission to B. Tech. Programmes shall be made once a year in July through Joint Entrance Examination (JEE) Advanced Ranking, conducted on an All India level by IITs. 1.3 The candidates, seeking admission in B. Tech. programmes, shall fulfill following criteria additionally along with rank in the merit list of Joint Entrance Examination (JEE) Advanced of respective year: (b) Candidates should have passed Intermediate with Science Subjects or 10+2 (PCM) or equivalent examination with minimum 60% marks in aggregate (55% marks in case of students SC/ST & PWD categories) 1.4 How to apply: All candidates fulfilling criteria as mentioned in Para-1.2 & 1.3 shall apply online at www.rgipt.ac.in after making payment of Application Fee. 1.5 The candidate(s) of seeking admission in B. Tech. programmes shall pay Application Fee online at the rate as specified below: S. No. Categories Registration Fee 1 General & Other Backward Classes (OBCs) 1000.00 (One Thousand Only) 2 Scheduled Castes (SCs)/Scheduled Tribes Five Hundred Only) Rajiv Gandhi Institute of Petroleum Technology Rae Bareli is an “Institute of National Importance” established under the Act of Parliament to roll out trained man power and pursue cutting edge research in the domain areas of Petroleum and energy. The institute enrolls M.Tech. students in the branches of Chemical and Petroleum Engineering in the first semester of each academic year. The enrollment for Ph.D. programme into various branches of Sciences and Engineering is carried out at the beginning of both the semesters in an academic year.  The eligibility for admission into the M.Tech. and Ph.D. programmes is similar to that of the “Indian Institute of Technology” and other premier institutions in India.  Eligibility for M.Tech. programme in “Chemical Engineering: A 4-year B.Tech./B.E. degree in Chemical or Petrochemical Engineering with a first class or minimum 60% marks or 6.0 CPI (55% marks or 5.5 CPI for SC/ST students) in the qualifying exam and a valid GATE score.  Eligibility for M.Tech. programme in “Petroleum Engineering:A 4-year B.Tech./B.E. degree in Petroleum, Petrochemical, Production, Chemical, Electrical, Mechanical, Industrial and Manufacturing Engineering, or Civil Engineering with a first class or minimum 60% marks or 6.0 CPI (55% marks or 5.5 CPI for SC/ST students) in the qualifying exam and a valid GATE score.  For sponsored candidates, valid GATE score is not necessary. The student need to submit a no- objection certificate, leave approval for one year, financial approval of tution fee and contingency for four semesters from the sponsoring organization at the time of interview.  The eligibility criteria for Ph.D. programme is as follows: One out of the following in appropriate subject areas: o First class or 60% marks (55% marks for SC/ST/PH)/CGPA or CPI of 6.0 in Master’s Degree in Engineering/Technology (M.E./M.Tech.) or equivalent and qualified score of GATE exam, taken before or after M.Tech is acceptable o First class or 60% marks (55% marks for SC/ST/PH)/CGPA or CPI of 6.0 Bachelor’s Degree in Engineering/Technology and valid GATE score. o First class or 60% marks (55% marks for SC/ST/PH)/CGPA or CPI of 6.0 in Master’s degree in relevant discipline and valid score of GATE/CSIR/UGC/NBHM/DBT/GPAT/Rajiv Gandhi National Fellowship/Maulana Azad National Fellowship/DST Inspire Award or any similar Fellowship.  Sponsored Category: These candidates are sponsored by recognized corporations or R&D organizations for doing research work at the Institute on a full time/part time basis. Candidates are expected to be released for full time/part time research work at the Institute with full pay for a minimum period of three years (full time)/one year (part time). They will not receive any financial support from the Institute. A candidate working in an R & D establishment and desiring to do research at his/her parent institution must also provide detailed information about the research facilities present at his/her organization and a certificate that these would be available to him/her for carrying out research. The candidate will be required to furnish his/her employer’s consent at the time of interview. The candidate under a sponsorship category is not required to have GATE/NET qualification.  The process starts with the announcement of admission into M.Tech. and Ph.D. programmes on institute web-site. The Admission Announcement for admission to various M.Tech./Ph.D. programmes is published in Employment News & various newspapers all over India throughpublication in national dailies and leading newspapers of different regions ofthe country.  A shortlist of applicants qualifying all the selection criteria is prepared by the respective departments  The shortlisted candidates are called for a written test followed by Viva-Voce at the institute  A final merit list of the candidates is prepared by providing suitable weightage to the previous qualifying examination (B.Tech./M.Tech.), GATE score, marks obtained in the written test and Viva-Voce. Separate merit lists are prepared for the for candidates belonging to theGeneral Category, Scheduled Caste Category, Scheduled TribeCategory, OBC Category and Physically Handicapped Category. III 145  Reservation of seats for the students of various categories is as per the Government of India guidelines. o All SC/ST/OBC candidates are required to submit certificate in respectof their claims from the authorized officers as notified by theGovernment for the purpose from time to time. o The Physically Handicapped candidates are required to submit acertificate from authorized Medical Doctors/Hospitals indicating theextent of physical disability. The percentage of disability is duly verifiedby the Chief Medical Officer/Medical Board of the institute before thebenefit is extended to the candidate.  An intimation is sent to the selected candidates in each category to be present on the date of registration at the institute with registration fee in form of a bank draft, originals of all mark sheets and certificates. The candidates, who fail to appear for the registration process without prior approval are considered to have withdrawn from the programme and the seat is awarded to the next waitlisted candidate in the merit list. Master of Business Administration (MBA) 1. DEPARTMENT OF MANAGEMENT STUDIES The primary objective of Department of Management Studies in RGIPT is to create a cadre of human resource with necessary skills, domain expertise, and competencies to manage the key positions in various segments of corporate world and energy sector. The areas of focus of the department are:  Energy Management  Marketing Management  Financial Management  Human Resource Management  Operations Management Department of Management Studies, Rajiv Gandhi Institute of Petroleum Technology offers a 2-year full-time MBA programme. The programme is designed to facilitate students in understanding, developing, integrating and applying knowledge of both core and specialized areas of management and their concepts and practices in the field of management and energy domain. Each year is divided into three trimesters/terms. The programme also includes eight to ten weeks of compulsory summer training for the students. The focus of the MBA programme is to impart extensive exposure in various areas of specialization (Energy, Marketing, Finance, HR, and Operations) through electives, thereby providing a wide array of career and entrepreneurship opportunities. 2. MBA ADMISSION PROCESS 2.1 Admission: The process starts with the announcement of admission into MBA programme on institute web- site. The Admission Announcement for MBA programme is published in various newspapers all over India. 2.1.1 Eligibility  A candidate must hold a minimum 50% in aggregate (45% for SC/ST/PH) in Class 10.  A candidate must hold a minimum 50% in aggregate (45% for SC/ST/PH) in Class 12.  Candidates must hold a Bachelor’s degree recognized by the AICTE/UGC/Institute/University incorporated by Act of Parliament/State legislature, university declared to be deemed as a University under section 3 of UGC Act, 1956, with 50% marks (45% for SC/ST/PH).  Candidates meeting the above eligibility criteria and have a valid score of any of these examinations: CAT (conducted by IIMs)/XAT (conducted by XLRI)/CMAT (conducted by AICTE)/GMAT are eligible to apply.  Candidate appearing for final year examination of programme are also eligible to apply based on the following conditions: a. Such candidate must produce a certificate from the authority of the university/institution certifying that: (i) The candidate has obtained 50% marks or equivalent based on latest available grades/marks (i.e. all the years’ grade/marks except the final year grade/marks),and (ii) The candidate has completed all the requirements and has appeared for the examinations/practical etc. for the final year/final term and that the result is awaited for obtaining the bachelor's degree/equivalent qualification. Such candidates, if selected, should submit the final year mark sheet and certificate on the registration date notified by the Institute. b. Non-fulfillment of the above conditions will result in the cancellation of the provisional admission. 2.1.2 Selection Procedure  A shortlist is prepared based on the total scores obtained from various components presented in Table 1. Table 1 : Components and Weights Assigned for Short listing Component Weights Max. Score Scores Obtained Academic Performance** 20% 20 Work Experience** 5% 5 Total (A) 75% 75  Shortlisted candidates are called for a Written Ability Test (WAT) and Personal Interview (PI) at DoMS, RGIPT/pre-decided centres. Weightage assigned to WAT & PI is presented in Table 2. Table 2 : Weightage Assigned to PI & WAT Component Weights Max. Score Scores Obtained Written Ability Test (WAT) 10% 10 Total (B) 25% 25  A final merit list of the candidates is prepared based on total score obtained (A+B) from a maximum out of one hundred.Separate merit lists are prepared for the candidates belonging to the General Category, Scheduled Caste Category, Scheduled Tribe Category, OBC Category, and Physically Handicapped Category.  Reservations of seats for the students of various categories are as per the Government of India guideline. o All SC/ST/OBC candidates are required to submit certificate in respect of their claims from the authorized officers as notified by the Government for the purpose from time to time. o The Physically Handicapped candidates are required to submit a certificate from authorized Medical Doctors/Hospitals indicating the extent of physical disability. The percentage of disability is duly verified by the Chief Medical Officer/Medical Board of the institute before the benefit is extended to the candidate.  The information about the selected and waitlisted candidates will be available on the DoMS, RGIPT website on the scheduled date.  Selected students offered admission are required accept the offer within the stipulated time period mentioned in the offer letter. Candidates accepting offer letter are required to make payment of fees as notified by Institute to secure the admission. Without prior permission from the MBA admission office, in case any candidate fails to deposit required fee within the stipulated time the offer stands withdrawn.  The Institute will activate waitlist(s) on a notified date (given by the Institute) to fill the vacant seats, if any. On receiving the intimation of the offer of admission by web notice/email, the waitlist candidate is required to secure his/her admission as per instructions. III 147  The candidates will have to be present on the date of registration at the institute with originals of all mark sheets and certificates.  The candidates, who fail to appear for the registration process without prior approval, are considered to have withdrawn from the programmed.  The final list of admitted candidates will be uploaded on the RGIPT website before the commencement of the programmed. 2.2 Company Sponsored Candidates 2.2.1 Eligibility and other Requirements Companies may also sponsor their employees for the above mentioned MBA programmed.  The basic eligibility criteria mentioned under Section2.1.1 are same for sponsored candidates but they are exempt from CAT/XAT/GMAT/CMAT.  Sponsored candidates should have worked full-time continuously for at least two years in the sponsoring organization at the time of applying for admission at Dooms, RGIPT.  The company/organization will offer continuity of job and salary to the sponsored candidate for entire duration of the programme.  The candidates must have a minimum of two years of full-time work experience in responsible capacity in a Registered Firm/Company/Industry/Educational and Research Institution/Govt./Quasi Govt./Autonomous Organization in the relevant field in which admission is being sought.  The Firm/Company/Industry shall either be a public sector undertaking or a public limited company registered in a stock exchange or a private concern whose annual turnover during the past two years exceeds Rs. 5 crores.  Sponsored candidates should produce recommendation letter and no-objection certificate and leave approval for the duration of the programme from the employer. 2.2.2. Selection of Sponsored Candidates Sponsored candidates meeting all the eligibility criteria will be called to participate in the next round of selection process. Total scores obtained from assigned components presented in Table 3 will be considered for preparing final merit list in the respective categories. Candidates making to the merit list in their respective categories will be offered admission. Table 3 : Weightage Assigned Components for Selection of Sponsored Candidates Components Weights Max. Score Score Obtained Academic performance 30% 30 Work Experience 15% 15 Written Ability Test (WAT) 40% 40 Total 100% 100 2.2.3. Financial Assistance  Sponsored candidates are not entitled for any financial assistance including any scholarship from RGIPT. 2.3 Application Fee  A non-refundable application fee of Rs. 400/- (Rs. 200/- for SC/ST candidates) to be paid by the applicant. 3. Withdrawal from the Programme and Refund of Fees  Refunds for withdrawal of admission will be as per Institute rules. PhD Programme at Department of Management Studies (DoMS) Rajiv Gandhi Institute of Petroleum Technology Rae Bareli is an “Institute of National Importance” established under the Act of Parliament to roll out trained man power and pursue cutting edge research in the domain areas of Petroleum and Energy. 1. PhD Programme The enrollment for Ph.D. programme in Department of Management Studies, RGIPT is carried out at the beginning of both the semesters in an academic year in following areas: Accounting & Finance, Marketing, Organization Behavior & Human Resource Management, Operations Research, Oil & Gas, Public Policy, and Energy Management 2. Eligibility Criteria: The eligibility for admission into the Ph.D. programme is similar to that of the “Indian Institute of Technology”, “Indian Institute of Management” and other premier institutions in India. The candidates for the programme should have one of the following qualifications: A Master’s degree or its equivalent in the relevant discipline with first class or 60% marks (55% for SC/ST/PH) or CPI/CGPA of 6.0. (or) A Bachelor’s degree in Engineering/Technology with first class or 60% marks(55% for SC/ST/PH) or CPI/CGPA of 6.0. (or) Any professional qualifications such as CA, ICWA& CS with minimum 50% aggregate marks (45% for SC/ST/PH) and minimum of 60% aggregate marks in the preceding degree. Candidates who fulfill the above mentioned eligibility criteria and have a valid score of any of these examinations: CAT/GRE/GMAT/GATE/NET(UGC/CSIR) are eligible to apply. Important: The candidates must hold a Bachelor’s/Master’s degree of any of the universities incorporated by an Act of the Central or State Legislature in India or other educational institutions established by an act of parliament or declared to be deemed as a university under section 3 of UGC Act, 1956, or possess an equivalent qualification recognized by the Ministry of HRD, Government of India, or possess an equivalent qualification from an institution approved by AICTE. Candidates appearing for their final year examination in the current academic year may also apply; however, their admission to the program will be provisional subject to their successful completion of all requirements for obtaining the relevant degree by the date notified by Institute. 3. Categories of Ph.D. Regular Category: Students under this category are entitled for Institute Teaching Assistantship as per institute norms. Students joining under TA category must assist in teaching or research, as assigned by the Institute, to the extent of 6-8 hours of work per week. The continuation of the assistantship (TA) will be subjected to satisfactory performance of the duties assigned by the Department as well as satisfactory academic performance. Sponsored Category: These candidates are sponsored by recognized corporations or R&D organizations for doing research work in the Institute on a full time/part time basis. An undertaking from the employer stating the same should be furnished along with the application form. Candidates are expected to be released for full time/part time research work at the Institute with full pay for a minimum period of three years (full time)/up-to one year (part time). They will not receive any financial support from the Institute. A candidate working in an R & D establishment and desiring to do research at his/her parent institution must also provide detailed information about the research facilities present at his/her organization and a certificate that these would be available to him/her for carrying out research. The candidate will be required to furnish their employers consent letter at the time of interview. The candidates under sponsorship category are exempted from Part-time Category: Candidates serving in recognized academic institutions, Public Sector Undertaking (PSUs), government departments, reputed private organizations, reputed NGOs, and R & D organizations are considered for this category. Applicants under this category should meet the minimum eligibility criteria for the degree as already mentioned in Section 2. The applicants should have at least two years of work experience at the time of registration for admission. Employee seeking admission to the PhD programme of RGIPT with minimum of two years’ service shall have to submit ‘No Objection Certificate’ from the employer to the effect that the duties allotted by the employer will allow the required time. Further, candidates selected under this category will be required to stay on campus till completion of coursework and comprehensive examination. III 149 Minimum qualification for these candidates is the same as for full-time candidates but they are exempt from Part-time PhD candidates will not receive any financial support from the Institute. 4. Selection of the Applicants  The process starts with the announcement of admission into Ph.D. programmes on institute web-site. The Admission Announcement for various Ph.D. programmes is published in Employment News & various newspapers all over India.  A shortlist of applicants qualifying all the selection criteria is prepared by the DoMS RGIPT.  Shortlisted candidates will be called at DoMS, RGIPT for a written test, presentation and interview.  A final merit list of the candidates is prepared by providing suitable weightage to previous qualifying examinations and marks obtained in the written test, presentation and interview. Separate merit list is prepared for the candidates belonging to the General Category, Scheduled Caste Category, Scheduled Tribe Category, OBC Category and Physically Handicapped Category.  Reservations of seats for the students of various categories are as per the Government of India guideline. o All SC/ST/OBC candidates are required to submit certificate in respect of their claims from the authorized officers as notified by the Government for the purpose from time to time. o The Physically Handicapped candidates are required to submit a certificate from authorized Medical Doctors/Hospitals indicating the extent of physical disability. The percentage of disability is duly verified by the Chief Medical Officer/Medical Board of the institute before the benefit is extended to the candidate.  Intimation is sent to the selected candidates in each category to be present on the date of registration at the institute with registration fee in form of a bank draft, originals of all mark sheets and certificates. The candidates, who fail to appear for the registration process without prior approval, are considered to have withdrawn from the programme. 5. Financial Assistance Students joining the Ph.D. programme of DoMS as regular candidates may be provided assistantship/fellowship as per the Institute rules. The Reservation for the Scheduled Castes (SC), Scheduled Tribes (ST) & Other Categories of Persons Section-31(b) of The Rajiv Gandhi Institute of Petroleum Technology Act, 2007 1. In admission to Undergraduate, Postgraduate and Doctoral programmes, 50% of total seats shall be reserved for Non Creamy Layer) and Persons with Disabilities (PWDs), who fulfill the minimum eligibility criteria as stated above. 2. The seats in Undergraduate, Postgraduate and Doctoral programmes shall be reserved as per Government of India norms, which is as under: (a) Scheduled Castes (SCs) : 15% *The reservation is distributed horizontally in overall category 3. The merit list for admission to all programmes shall be published separately for each branch by allocating seats to the candidates of reserved categories as mentioned in para-2 above. 4. The candidate of SCs/STs/OBCs/PDs shall mandatorily mention their category at the time of application submission in prescribed format and produce the original Caste Certificate of the respective reserved category issued by the competent authority at the time of counselling. 5. The candidates of reserved categories shall provide certificate in original issued from an approved district authority stating the Scheduled Caste/Scheduled Tribe/Other Backward Class, to which the candidate belongs. A list of approved authorities is given below: Commissioner/ Deputy Collector /1st Class Stipendiary Magistrate / City Magistrate (not below the rank of Assistant Commissioner. (b) Revenue Officer not below the rank of Tehsildar (c) Sub-Divisional Officer of the area where the candidates and/or his/her family normally resides (d) Administrator/Secretary to Administration/Development Officer (Laccadive & Minicoy Islands) 6. The candidate seeking admission under reserved categories/classes shall mandatorily produce the caste/category certificate in his/her name at the time of counselling. The certificate in name of either of the parents (Mother/Father) shall not be acceptable. 7. The validity of OBC-NCL certificate would be 1 year (Office Memorandum dated 31st March 2016 issued by DoPT), hence, candidates belong to this category shall produce OBC-NCL certificate, issued by competent authority in same financial year. 8. A certificate of Differently Abled Persons (PD) shall be issued by a duly notified Medical Board of a District/Government Hospital set up for examining the physically challenged candidates under the provision of the Persons with Disability (equal opportunities, protection of rights and full participation) Act 1995. 9. The certificate of PDs shall indicate the extent of (i.e. percentage) of the physical handicap, it should bear the photograph of the candidate concerned, and one of the Doctors constituting the Board issuing the certificates should counter sign it. 10. The 3% reservation to Differently Abled Persons (PwD) is distributed horizontally over all category and shall not be consider for less than 40% disabled person. 31 (C) The Courses of Study for undergraduate, Post Graduate & Doctoral Programmes Course:- B.Tech Discipline: Petroleum Engineering Year & Semester Course Title Semester- 1st Computer Programming Introduction to Geosciences Professional Communication-I Physical Education Semester- 2nd Introduction to Petroleum Engineering Professional Communication-II Engg. Graphics & Workshop Practice Semester- 3rd Thermodynamics Fluid Mechanics III 151 Material Science Introduction to Petroleum Refining & Gas Processing Heat & Mass Transfer Behavioral Sciences Mechanics of Solids Numerical & Statistical Methods Reservoir Engineering-I Sedimentology & Structural Geology Drilling Technology Reservoir Engineering-II Formation Evaluation Petroleum Exploration & Prospecting Prime Mover, Pumps and Compressors Surveying Electrical Engineering & Electronics Reservoir Engineering Laboratory Artificial Lifts and Design Process Dynamics & Control Work-Over and Well Stimulation Natural Gas Engineering Pipeline Engineering Drilling Fluid & Cement Testing Laboratory Well Test Analysis Health, Safety & Environment EOR/IOR Techniques Offshore Oil and Gas Technology B. Tech Project Work Reservoir Simulation Software Numerical Reservoir Simulation Petroleum Economics Alternative Energy Sources CBM and Other Unconventional Resources Elective HSS* Programme: B.Tech Chemical Engineering Year & Semester Course Title Semester- 1st Computer Programming Introduction to Geosciences Professional Communication-I Physical Education Semester- 2nd Introduction to Petroleum Engineering Professional Communication-II Engg. Graphics & Workshop Practice Semester- 3rd Thermodynamics Fluid Mechanics Material Science Introduction to Petroleum Refining & Gas Processing Heat & Mass Transfer Semester- 4th Behavioral Sciences Mechanics of Solids Numerical & Statistical Methods Petroleum Chemistry Petroleum Refining-I Unit Operation - I Semester- 5th Electrical Engineering & Electronics Economics Petroleum Refining-II Estimation of Physical Properties Mass & Energy Balances Chemical Reaction Engineering Semester- Hydrocarbons Thermodynamics Process Dynamics & Control III 153 Unit Operations-2 (Separation Processes) Natural Gas Processing Unit Operations Laboratory- I Semester- 7th Health, Safety & Environment Polymer and Chemical Technology Plant Design Heterogeneous Catalyst Reactor Design Chemical Process Technology Semester- 8th Modeling, Simulation & Optimization Crude Oil & Gas Transportation and Storage Fluidization Engineering and New Seperation Process Alternative Energy Sources Department: M.Tech Petroleum Engineering Year & Semester Course Title Advanced Numerical Methods and Applied Statistics Formation Evaluation Reservoir Engineering-I Introduction to Petroleum Geology and Geophysics Petroleum Exploration and Prospecting Semester- II Artificial Lift & Design Drilling Technology Environmental Technology in the Petroleum Industry Drilling Fluid & Cement Testing Lab Numerical Reservoir Simulation Educational Excursion Semester- III Well Test Analysis EOR/IOR Techniques Offshore Oil and Gas Technology Semester- IV Department: M.Tech Chemical Engineering Year & Semester Course Title Semester- I Advanced Numerical Methods and Applied Statistics Advanced Transport Phenomena Chemical Process Modelling and Simulation Semester- II Advance Thermodynamics Fluidization Engineering and New Sepration Process Petroleum Refining Engineering Environmental Technology in Petroleum Industry Semester- III Semester- IV RULES, REGULATIONS AND PROCEDURES RELATING TO THE UG & PG PROGRAMMES 1 Credit System 1.1 Introduction 1.2 Number of Credits in a Course 1.3 Degree Requirements 1.4 Practical Training Requirement 1.5 Physical Education Requirement 1.6 Audit Courses 1.7 Pass Credit Option 2 Grading System 2.1 Award of Grades 2.2 Grade and Their Equivalent Numerical Points 2.4 Description of Grades 2.5 Evaluation of Performance 2.6 Review of Academic Performance 2.7 Declaration of Results 2.8 Graduation Requirement 2.9 Permission to Study in other Institutions 2.10 Code of Conduct of Students (CCS) 3 Registration Procedure 3.1 Pre-registration 3.2 Date and Venue of Registration 3.3 Clearance of Dues 3.4 Advice on Courses III 155 3.5 Lower and Upper Limits for Credits Registered 3.6 Minimum Student Registration in a Course 3.7 Late Registration 3.8 Addition, Deletion and Withdrawal from Courses 4 Miscellaneous Regulations and Procedures 4.1 Attendance Requirement 4.2 Continuous Absence 4.3 Semester Withdrawal 4.4 Absence during the Semester and Award of 'W' Grade 4.5 Absence during the Semester Tests & Final Examination 4.6 Makeup Examination for the Absentees in Final Examination on Medical Grounds 4.7 Submission for Makeup Examination 4.8 Normal & Maximum Duration of Stay at the Institute and the Applicable Tuition Fees, Hostel Availability, etc. 4.9 Branch change option 5.0 Normal and Maximum Duration 6.0 Amendments The rules, regulations and procedures given in this document will be applicable to all the academic programmes at RGIPT. 1 CREDIT SYSTEM 1.1 Introduction The prominent features of the credit system involve: (a) The process of continuous evaluation of a student's performance, (b) Flexibility to allow the students to progress at a pace suited to individual ability and convenience, (c) Subject to the regulations of credit requirements and pre-requisite of courses. Each course has a certain number of credits assigned. This depends on lecture, tutorial and laboratory contact hours in a week, plus the time expected to be spent by the student outside the formal contact hours in a week. Each course is coordinated by a faculty member, called the ‘Course Instructor’ (also called ‘Instructor-in-charge’). He/She has the full responsibility for conducting of the course, coordinating the work of the other members of the faculty involved in that course, holding the test and awarding the grades. In case of any difficulty the student is expected to approach the course instructor for advice and clarification. Sometimes, more than one faculty member can be jointly responsible for the course, in this case they are jointly the ‘Course Instructors’. A letter grade, with a specified number of grade points, is awarded in each course for which a student is registered. 1.2 Number of Credits in a Course For each course L-T-P-C are shown as follows: L (Lectures): Number of lecture hours per week. T (Tutorials): Number of tutorial hours per week. P (Practical/Laboratory): Number of laboratory hours per week. C (Credits): Credits for the course. Credits reflect the number of hours a student has to work per week, inclusive of contact hours. Each course is assigned a certain number of Credits as follows: The Academic Load, AL, of a given course is calculated using the number of contact hours per week as: Depending on the academic load of a course, its credits, C, are assigned as follows: Credits C = 2 3 4 5 The majority of courses have 4 credits, i.e. C = 4. For a course with 4 credits, generally a student would have to put in approximately 12 to 14 hours of work per week. Ofcourse it would vary with the individual’s ability. For M. Tech/PhD, each course will have 4 credits. For MBA, each course will have 3 credits since MBA has 3 terms in an year. 1.3 Degree Requirements The degree requirements for undergraduates are specified in terms of: (i) Minimum total credits to be earned. These will be fixed by each department and will generally be between 165 and 175. (ii) Minimum credits to be earned in different areas (Engineering, HSS, Sciences, others). Details of these will be given later, and will be important while giving options for electives. These requirements make the programme flexible, as the students can choose courses depending on their different interests, as long as they satisfy the minimum requirement. The degree requirement for M. Tech is 72 credits while that for MBA is 122 credits. These include 8 credits for the summer internship. 1.4 Practical Training Requirement: This will be carried out during the summer vacations. Details will be provided in due course 1.5 Physical Education Requirement for UG: In the first two semesters, there will be one compulsory courses of PE (one in each semester) carrying one credit each. Pass/Fail grade will be awarded in these. 1.6 Audit Courses An audit course is one in which the student attends classes, does the necessary assignments, takes exams. However, the arrangement is between the instructor and the student. Such a course does not appear in his/her grade sheet and hence does not count towards credits required for the degree 1.7 Pass Credit Option A student may declare at registration time that a course, for which he/she is registering, is under the Pass Credit Option (PCO) scheme. In such a case, he/she is only given a pass or a fail grade (P/F grade). He/She earns credits towards graduation for earning a P grade; however, the grade does not affect his/her Semester Performance Index (SPI) and Cumulative Performance Index (CPI). For MBA courses, the SPI will be replaced by TPI (Term Performance Index) and ‘semester’ by ‘term’ even if these are not explicitly mentioned in the rest of this document. If he/she passes the course, the pass grade 'P' appears on his/her grade sheet and the course counts towards earned credits. A student gets grade ‘P’ when the student has performance equal to ‘C’ grade and above in the normal grading policy (details follow). Then the course will count towards earned credits. In case a student fails in a course under PCO option the ‘F’ grade will appear in his/her grade sheet and the course would not count towards credits nor will it affect his/her SPI. He/She might have to take extra courses to earn the minimum credits. The ‘F’ grade will be retained on the grade sheet. The maximum number of courses that a UG student can take as PCO in his/her degree programme is 2 (two) regardless of the results of that course, whether he/she gets a P or an F. In any one semester, only one course can be taken as PCO. In the PG programme only one course is allowed as a PCO. III 157 2 GRADING SYSTEM 2.1 Award of Grades The grade awarded to a student in a course, for which he/she is registered, will be based on his/her performance in final semester/term examination, two mid-semester exams, quizzes, tutorials, laboratory work, projects, term papers, case studies and home assignments, attendance and attentiveness in class, etc. as applicable. Typical weightages might be 30% to 40% for the final exam, 20% to 30% for the mid-semester exam, and suitable weightages for quizzes, home assignments, laboratories, case studies, projects and tutorials. However, the instruc tor is free to assign the weightages in the manner he/she deems fit. The distribution of weightages would be decided and announced by the course instructor, in the beginning of the course, so that the students are aware of the evaluation mechanism to be followed in the course. The grades that can be awarded, and their equivalent numerical points, are listed below. 2.2 Grades and Their Equivalent Numerical Points There are eight grades that reflect performance and carry points that are used in the computation of SPI/CPI. Grade Points Description A+ 10 Excellent A 9 Very good B+ 8 Good B 7 Fair C+ 6 Pass C 5 Deficient D 4 Poor F 2 Fail The other grades that do not carry points and are not used in computation of SPI/CPI are: P - Pass (for pass/credit option) S - Satisfactory (for thesis research) X - Unsatisfactory (for thesis/project work) I - Incomplete (grade to be assigned within the stipulated time) V - Transfer of course credit from an approved programme in another institution undertaken with RGIPT approval. W - Withdrawal The credits for the courses in which a student has obtained a ‘D’ or a higher grade will be counted as credits earned by him/her. In addition, PCO courses with 'P' grade, transfer courses with ‘V’ grade and thesis research ‘S’ grade will also count towards EC but not for the evaluation of SPI/CPI. 2.4 Description of Grades The evaluation is generally ‘Norm Referenced’; however, the instructor may modify it for very good or very bad overall performance by the class as a whole. A student is required to repeat all the courses in which he/she obtains an F grade. No substitution is allowed. While repeating a course, he/she can also take courses of the next semester/term provided the prerequisite con ditions are satisfied and the timetable permits this to happen. Further, the F grade secured in any course will stay permanently on the grade sheet. However, when such a course is repeated, only the new grades will count towards the calculation of the SPI/CPI. Thus, F grade may result in an increased period of stay for completing the degree requirements (4 years for B. Tech., 2 years for M. Tech/MBA). The maximum time allowed for completing the degree including any semester drop is 6 years for B. Tech, and 3 years for M.Tech. and MBA. However, a student must continue to satisfy the minimum requirements (see below) all through, else his/her programme may be terminated any time. The minimum CPI required to get a UG degree is 5.0 out of 10.0, a P.G. degree is 6.5 out of 10.0 and a Ph.D. degree is 7.0 out of 10. However, in case of the following the B.Tech. programme of the student will be terminated;  the SPI ≤ 3.5 at any semester  the CPI ≤ 5.0 for 2 consecutive semesters and the backlog of courses exceeds 15 credits If a PG student gets SPI 5 or less anytime during his/her stay, he/she will be asked to leave the programme. If the CPI is below 6.5 for 2 consecutive semesters, he/she will be asked to leave the programme. In all cases where a student’s programme is terminated, he/she may appeal within 7 (seven) days of being notified of the termination the first time termination occurs and site reasons for poor academic performance with proof thereof. The appeal will be reviewed by competent authority and a final decision conveyed. No appeal will be accepted if the student, once reinstated, is subsequently terminated for not fulfilling the condition(s) of reinstatement. (Later sections inform about the possibility of dropping a course if one is not faring well or o f dropping a semester if one is seriously ill. These provisions should be well understood and utilized if felt necessary so that the SPI/CPI does not fall too low. Of course the time for graduation would increase if a course or semester is dropped.) - - - I Grade This refers to an `incomplete' grade which is required to be converted to a regular grade as described later. This grade is awarded to a student if he/she has not fulfilled all the requirements for the course on account of extraordinary circumstances, as accepted by the Academic Coordinator, subject to having fulfilled attendance requirements. Student must complete the requirements within stipulated time to convert ‘I’ to a regular grade. - - - P/F Grade These grades are awarded in a PCO course, defined as one in which a student may register on a pass (P)/fail (F) basis; these are not considered in the calculation of SPI or CPI. - - - S Grade S grade is awarded on the satisfactory completion of the requirements of courses like the thesis work. This will also apply to R&D-apprenticeship courses. (Project work will have normal letter grades. However, a project can be taken under PCO subject to the prescribed maximum). - - - V Grade This grade is given when courses are satisfactorily completed at another institution (with which RGIPT has an MOU on this matter and the specific arrangement for each student has prior approval from RGIPT) are transferred to RGIPT. - - - W Grade This grade is given when a student withdraws from a course. - - - X Grade This grade is awarded for unsatisfactory thesis/R&D Apprentice courses work. This entails taking extra courses in later semesters to get an ‘S’ grade. The ‘X’ grade earned continues on the grade sheet. 2.5 Evaluation of Performance In the interest of transparency, the teachers will show the final exam answer sheets to the students before finalizing the grades. The answer papers should be preserved by the teacher (or by the Academic Section, in case of external faculty or guest faculty) for at least six months after the exam is over. The performance of a student will be evaluated in terms of two indices, viz. Semester Performance Index (SPI) and Cumulative Performance Index (CPI). Semester Performance Index (SPI): The SPI of a student is a numerical indicator of his/her academic performance during a semester. The SPI of a student is the weighted average of the numerical equivalents of the grades earned by the student in a semester, the weights being the approved credits of the respective courses. Thus, if a student o btains a grade whose numerical equivalent is gi in a course, with ci credits, then the SPI of the student is given by: i i i i i c gc SPI where the summation is taken over all the courses taken by the student in that semester. Cumulative Performance Index (CPI): The CPI of a student is a numerical indicator of his/her academic performance, in all the courses that he/she has registered till then and including the last III 159 completed semester. The computation of CPI is similar to that of SPI, and is given as: i i i i i c gc CPI where the summation, now, is taken over all the courses that the student has registered till the completion of the last semester. Whenever a student is permitted to repeat or substitute a course, only the new grade is used in the computation of CPI, even if it is lower than the earlier grade. However, the earlier grade also stays on the grade sheet.