This Court, having considered the rival submissions made by the learned counsel for the respective parties, is of the considered view that when the respondents have extended 3% reservation in favour of NCC, 3% reservation has to be calculated for the entire posts which have been notified and based upon the said calculation for the total number of posts, the posts have to be first identified. After earmarking the posts for NCC, then the method of filling up the posts should be adopted. When the Notification clearly states that “ the candidates who possess NCC’C’ Certificate will be preferred” as a condition precedent, the respondents cannot violate the same and deny it’s application to be extended in favour of special categories. The judgment relied upon by the learned Standing Counsel deals with the implementation of reservations meant for women. In the instant case, the question is not about implementation of reservation, it is first identifying the vacancies meant for NCC and first the respondents must do the exercise of working out the percentages as per their policy and once the posts are identified, then the procedure has to be explored for implementing the special category reservations. The special category reservations have to be worked out based upon the total number of vacancies, which have been notified, and when the vacancies are identified for special categories, then the exercise of filling up those vacancies has to be undertaken. Not adopting the procedure under Clause 18(B)(v)of Notification and
