Wednesday 30 November 2022

AICPIN for October 2022 : All-India CPI-IW for October, 2022 increased by 1.2 points and stood at 132.5

 AICPIN for October 2022 : All-India CPI-IW for October, 2022 increased by 1.2 points and stood at 132.5

30 NOV 2022

The Labour Bureau, an attached office of the Ministry Labour and Employment, has been compiling Consumer Price Index for Industrial Workers every month on the basis of retail prices collected from 317 markets spread over 88 industrially important centres in the country. The index is compiled for 88 centres and All-India and is released on the last working day of succeeding month. The index for the month of October, 2022 was released today

The AICPIN for October 2022 increased by 1.2 points and stood at 132.5 (one hundred thirty two point five). On 1-month percentage change, it increased by 0.91 per cent with respect to previous month compared to an increase of 1.30 per cent recorded between corresponding months a year ago.

The maximum upward pressure in current index came from Food & Beverages group contributing 0.76 percentage points to the total change. At item level, Rice, Wheat, Wheat Atta, Buffalo Milk, Poultry/Chicken, Cauliflower, Cabbage, Onion, Potato, Tomato, Peas, Chillies dry, Biscuits, Vada, Idli, Dosa, Cooked Meals, Tea cup, Doctor’s fee etc. are responsible for the rise in index. However, this increase was largely checked by Apple, Banana, Fish fresh, Palm Oil, Mustard oil, Cotton seed Oil, Sunflower Oil, Chillies Green, Brinjal, Orange, French Bean, Electricity Domestic etc. putting downward pressure on the index.

At centre level, Ludhiana recorded a maximum increase of 3.6 points. Among others, 4 centres recorded increase between 3 to 3.4 points, 14 centres between 2 to 2.9 points, 29 centres between 1 to 1.9 points and 25 centres between 0.1 to 0.9 points. On the contrary, Doom-Dooma Tinsukia and Haldia recorded a maximum decrease of 1.3 points each. Among others, 2 centers recorded decrease between 1 to 1.2 points, 8 centres between 0.1 to 0.9 points. Rest of three centers index remained stationary.

Year-on-year inflation for the month stood at 6.08 per cent compared to 6.49 per cent for the previous month and 4.52 per cent during the corresponding month a year before. Similarly, Food inflation stood at 6.52 per cent against 7.76 per cent of the previous month and 2.20 per cent during the corresponding month a year ago.

AICPIN for October 2022 – Chart

Y-o-Y Inflation based on CPI-IW (Food and General)

AICPIN for October 2022 Press release

All-India Group-wise CPI-IW for September, 2022 and October, 2022

AICPIN for October 2022 Press release

CPI-IW: Groups Indices

AICPIN for October 2022 Press release

The next issue of CPI-IW for the month of November, 2022 will be released on Friday, 30th December, 2022. The same will also be available on the office website www.labourbureaunew.gov.in.


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Guidelines to regulate transfer Group 'C' & 'B'( Non Gazetted) official and ASP in DoP

 Guidelines to regulate transfer Group 'C' & 'B'( Non Gazetted) official and ASP in DoP 



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PA SBCO / FP Merger with PA PO. What are the modalities & Procedures? @Your's Kayveeyes

 PA SBCO / FP Merger with PA PO. What are the modalities & Procedures? @Your's Kayveeyes








Video Link : http://dlvr.it/SdcbgB
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Framing of transfer policy by all cadres and Posting of husband and wife at the same station - DoPT

 Framing of transfer policy by all cadres and Posting of husband and wife at the same station - DoPT





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Service Eligibility for promotion as MTS, Postman, Mailguard, PA/SA, Inspector, PS Group B.

 Service Eligibility for promotion as MTS, Postman, Mailguard, PA/SA, Inspector, PS Group B.

 Service Eligibility for promotion

1.PA to LSG - 5 years in PA cadre

2.LSG to HSG-II - 6 years in LSG cadre

3. HSG-II to HSG-I - 5 years in HSG-II cadre

4.HSG-I to NFG - 2 years in HSG-I cadre

Postman exam service eligibility criteria

✒️MTS cadre - 3 years service

✒️GDS - 5 years service

MTS exam service eligibility criteria

✒️ GDS - 3 years service

PA/SA exam service eligibility criteria

✒️ Postman - 3 years of service

✒️MTS - 5 years of service

✒️ GDS - 5 years of service

Inspector posts exam service eligibility criteria

✒️ 8 years of service in PA/SA cadre

PS Group B exam service eligibility criteria

✒️ LSG/HSG cadre - 5 years of service

✒️ Inspector Posts - 5 years of service.

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All Graduates / Diploma holders from Universities/Institutions recognized by Central/State Governments are eligible to open PLI : Gazette notification dtd 28/11/2022

 All Graduates / Diploma holders from Universities/Institutions recognized by Central/State Governments are eligible to open PLI : Gazette notification dtd 28/11/2022

It is pleased to inform that the clientele base of PLI has been expanded and benefits of PLI are now available to all Graduates / Diploma holders from Universities/Institutions recognized by Central/State Governments. A copy of Gazette notification dated 28.11.2022 is attached. Detailed instructions will be issued shortly.



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Transfer/Posting in the SAG of the IPoS group 'A' - Directorate Order dtd 29/11/2022

 Transfer/Posting in the SAG of the IPoS group 'A' - Directorate Order dtd 29/11/2022 

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SEXUAL HARRASSMENT OF WOMEN IN THE WORK PLACE – FAQ ON REMEDIAL MEASURES

 SEXUAL HARRASSMENT OF WOMEN IN THE WORK PLACE – FAQ ON REMEDIAL MEASURES


1. Whether there is any Rule for Prohibition of Sexual harassment of Working Woman?


Yes Rule 3 C of CCS (Conduct) Rules, 1964 prohibits sexual harassment of any woman at her workplace.


2. What are the specific provisions of the Rule?


(1) No Government Servant shall indulge in any act of sexual harassment of any woman at her workplace.
(2) Every Government Servant who is in charge of a workplace shall take appropriate steps to prevent sexual harassment to any woman at such workplace.
Explanation: For the purpose of this Rule. ‘Sexual harassment’ includes such un-welcomed sexually determined behaviour whether directly or otherwise, as
(a) physical contact and advances;
(b) demand or request for sexual favour;
(c) sexually coloured remarks;
(d) showing any pornography; or
(e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.


3. What are the guidelines and norms to be mainintained to prevent and deal with cases of sexual harassment in working place?


The Hon’ble Supreme Court has laid down guidelines and norms in this matter in the case of Vishakha and Ors.Vs State of Rajasthan & Ors (Jt.1997(7) SC 384). These guidelines and norms to be observed to prevent sexual harassment of working woman have been circulated to all Ministries and Departments vide DOPT’s OM No.11013/10/1997-Estt.A dated 13.02.1998. A copy of these guidelines are available on the website of Ministry at WWW.permin.nic.in. As per the above guidelines, there should be complaints Committee, a special Counsellor or other support service including maintenance of confidentiality.
(DOPT’s O.M.dated 21.07.2009 and 7.8.2009)


4. What is the Composition of Committee?


The Complaints Committee should be headed by a woman and not less than half of its members should be women. Further, to prevent the possibility of any undue pressure of influence from Senior levels, such Complaints Committee should involve a third party, either NGO or other body who is familiar with the issue of Sexual harassment.
(enclosure of DOPT’s O.M. dated 13th Feb., 1998)


5. What about complaints against senior level officers?


For inquiring into complaints made against officers of the level of Secretary, Addl. Secretary and equivalent level of Govt. of India, a separate Complaints Committee has been set up by the Cabinet Secretariat with the approval of the Prime Minister.
(DOPT’s O.M.11013/10/97-Estt.A dated 13.07.2009)


6. What about Complaints against senior level officers?


For inquiring into complaints made against officers of the level of Secretary, Addl. Secretary and equivalent level of Govt. of India, a separate Complaints Committee has been set up by the Cabinet Secretariat with the approval of the Prime Minister.
(DOPT’s O.M. No.11013/3/2009-Estt.A dated 2nd Feb., 2009, Cab.Secretariat’s O.M.501/28/1/2008-CA.V dated 26.09.2008)


7. Whether separate Complaints Committee should be set up for each complaint of sexual harassment case?


No. It is necessary to have in place at all times an effective mechanism for dealing with cases of sexual harassment and to create awareness in this regard. There should be Standing Committee in each organization for inquiring into any such complaints. The Complaints Committee must make an Annual Report to the Government Department concerned of the Complaints and action taken by them. It would also be desirable of the Committees to meet once in a quarter even of there is no live case and review preparedness to fulfill all requirements of the Vishakha judgment in the Department/Ministry/Organisation concerned.
(DOPT’s O.M dated 21.07.2009, 07.08.2009, 3rd August 2009)


8. What is the status of the report of the Complaints Committee?


In its order dated 26.04.2004 in the Writ Petition No: 173-177/1999 in the case of Medha Kotwal and Ors.Vs UOI & Ors. the Hon’ble Supreme Court has directed that the Reports of the complaints Committee shall be deemed an enquiry Report under the CCS Rules. Thereafter, the Disciplinary Authority will act on the report in accordance with Rules. Sub-Rule (2) of Rule 14 of CCS (CCA) Rules, 1965 has accordingly been amended to provide that the Complaints Committee shall be deemed to be the Inquiry Authority for the purpose of these Rules by the Notification No. 11012/5/2001-Estt.A dated 01.07.2004 (GSR 225 dated 10th July, 2004). In view of the said amendment made to the CCS (CCA) Rules, the instructions contained in DOPT’s O.M.dated 12th Dec., 2002 stands modified and the report of the Complaints Committee should be treated as an inquiry report and not a preliminary report.
(DOP&T O.M. No.11013/3/2009-Estt. (A) Dated the 21st July, 2009]
[DOPT OM dated 12.12.2002 as amended by O.M. dated 4.8. 2005]


9. Is there any charge Sheet in such cases?


The Complaint forwarded by the DA to the Complaint Committee is treated as Charge Sheet. Specific Charge Sheet may also be made on the basis of complaints.


10. Is the procedure prescribed in the CCS (CCA) Rule 14 followed in such enquiries?


The Complaint Committee is the competent authority in such cases to decide the procedure. However, since the report of the committee is to be treated as the enquiry report under the CCS(CCA) rules and the Disciplinary Authority is to take action on that report as per the same rules (as mentioned at point 8 above) the procedure prescribed in Rule 14 of the CCS (CCA) Rules are to be followed as far as practicable. [DOP&T O.M.No.11013/3/2009-Estt.(A) dated 3rd August, 2009].


11. Whether copy of the report should be given to the Charged Officer / Complainant?


Yes, may be given.


12. Whether any special leave or transfer is to be granted to the complainant if such request is made by her?


As per existing Leave Rules, there is no special type of leaves that can be granted to the aggrieved woman. However, the can be granted any of regular leave that’s admissible to her under the provisions of CCS (Leave) Rules, 1972 (as amended from time to time). The victims of sexual harassment should have the option to seek transfer of the perpetrator or their transfer or their own transfer.
(DOPT’s O.M.No 11013/10/97-Estt.A dated 13th Feb., 1998)


13. Whether any amendment to the existing Rules / instructions is being made on this issue?


The existing Rules / Instructions / guidelines / norms / mechanisms have been formulated on the basis of direction of the Supreme Court in the case of Vishakha & Other vs. State of Rajasthan and Medha Kotwal Lele & Ors vs. UOI & Ors. as mentioned above. However, Ministry of Women & Child Development have introduced a Comprehensive Bill in the Parliament on the issue of sexual harassment at working place — Government, Semi-Government, Private Sector as well as unorganized sectors. After passing of the Bill in the Parliament detailed Rules vis-a-vis that Act may be formulated by the Government.
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 Postal Employees Holiday Home Guidelines

Holiday homes have been established throughout the country for the benefit of the Postal Employees for which Guidelines issued by its department

Government of India
Ministry of Communications
Department of Posts
(Welfare & Sports Section)

Dak Bhawdn, Sansad M&rE,
New Delhi-110001
Dated: 12.03 .2019

No. 1 – 1/2077 -WL/Sports

To
All Heads of Postal Circle

Subject: Guidelines of Holiday Home.

Madam / Sir,
The undersigned is directed to forward herewith the guidelines of Holiday Home for information, guidance and compliance.

The Scheme is approved by Member (Planning & HRD).

sd/-
(Daisy Barla)
Director(W&S)

Guidelines for Holiday Homes

Objective:

To establish clear guidelines for short stay use of holiday homes by employees of Department of Posts and other verified persons primarily for tourism.

II. Definitions:

i. Applicant Departmental Employees Serving.
ii. Family means spouse/dependent family member of Government servant.
iii. Guest means persons other than mentioned at sub para (ii) above.
iv. Booking means granting permission to applicants/visitors vide Confirmation Slip by Circle for occupying rooms/suites of holiday homes for specified period subject to authentication of personal details appearing in Confirmation Slip by administrative office of the applicants.

III. Broad Criteria:

Holiday homes have been established throughout the country for the benefit of the Postal Employees. The broad Principle, within the framework of which Department of Posts may establish Holiday Homes are as below:

i. Holiday Homes may be set up in suitable hill stations or sea-side resorts or other pleasant surroundings or where popular demand exists.

ii. Priority would be given to States where there is no Holiday Home.

iii. Buildings for Holiday Home may be hired from any available source i,e. Defence, Civil, Municipal or private at suitable sites or made available from any surplus Postal buildings / space. Necessary alterations may be effected to set up the Holiday Home.

iv.The Rent where applicable for hiring buildings for Holiday homes should be approved by the Fair Rent Assessment Committee of the Circles and all the formalities and rules will be observed as in the case of hiring accommodation for offices.

v. The head of Circles could also consider construction of Holiday Departmental land and send proposals to the Postal directorate for the cost of construction from welfare fund.

vi The Holiday home should have normally minimum of four suites, minimum of four families at a time.

vii. Each suite should have furniture, utensils, crockery, etc. at the scale indicated in the annexure and the total cost of the same should not exceed Rs.50,000/- as a one time expenditure.

viii. The Holiday Home may have a common room with various facilities, including essential equipment such as utensils, furniture, recreation facilities for Indoor games etc. The total cost of furniture etc. for the common room should not exceed Rs.70,000/- as a one time expenditure.

ix. Expenditure on petty replacements, electricity and water should not normally exceed Rs.5000/- per month for a Holiday Home with four suites.

x. Expenditure on holiday home would have to be made from Welfare Funds available with the Circle. In case additional funds are required by the Circles on expenditure on holiday homes, the same should be taken up with the Directorate accordingly.

xl. Current/recurring expenditure on renovation/maintenance/repairing would have to be made from welfare funds available with the circle. In case additional funds are required, the same should be taken up with the Directorate accordingly.

IV. Delegation of powers to Heads of circles for opening of Holiday Homes on the following terms and conditions:

i. These delegated powers shall be exercised with the approval of the Head of the Circle for the Circle as a whole. These powers will not be delegated further to any other authority including the Postmaster General and Head of Region.

ii. The location for opening the Holiday Homes may be identified according to the all India importance of the place vis-a-vis tourists’ interest, importance, and requirements of the Staff of the Department as a whole and likely occupancy of the facility.

iii. As soon as the locations and building/space is identified for opening the Holiday Homes a detailed proposal may be sent to the Directorate (Welfare and Sports Section) indicating the factors as mentioned in (ii) above. As holiday home becomes operational information regarding its location, full address along with telephone number, controlling officer, weather conditions, approach, surrounding etc. be given to the Directorate for circulation to all circles and uploaded on the Departments website.

iv. The actual accommodation should be easily approachable and in a prominent place of the city. The security needs of the place as well as of visiting staff may be kept in view.

v. Generally not more than one holiday home should be opened in one city/town. However, where considered necessary more suites could be added to an existing holiday home.

vi. Where it is necessary to hire the accommodation for Holiday Home, the Head of Circles may exercise the financial powers as have been delegated vide Circular No. 2-l12001-Wel/sports dated26.04.2002 subject to the same terms and conditions as laid down in the OM No. 6-t4187-Fincoord (Vol. V) dated 26.03.2001 for Item 7(b) (vi) for hiring accommodation for office-cum-residence. The rent should be invariably approved by the ‘Fair Rent Assessment Committee’ of the Circle and all the formalities and rules that are required to be observed as in the case of hiring accommodation for office-cum-residence should be complied with.

vii.Current/recurring the expenditure in connection with establishment of Holiday homes may be met from Circle Welfare Fund. There will however, be no special allotment of fund to the Circle on this account from Postal Services Staff Welfare Fund.

viii. These powers are delegated to the extent of existing infrastructure and no new building would be constructed unless the funds are specially allotted for the purpose for Directorate.

ix. No operational / Post Office building would be converted into a Holiday home without personal approval of the Head of Circle who will ensure that the accommodation in question is not likely to be required for operational needs in the next 3 years.

x.The Holiday home should be provided with a caretaker, for which no additional posts would be created and no additional staff would be given. This may be done by diversion of an existing post, where possible or by outsourcing as per rules on the subject.

xi. All other conditions such as period and rules of occupancy, rent charged, facilities to be provided etc will continue to be the same as at present and as amended from time to time.

xii. The concurrence of the Internal Financial advisor and Circle welfare Board should also be obtained before opening a Holiday Home.

V. Eligibility for Booking:

All applicants mentioned at Para II will be eligible for holiday homes for themselves and their spouse/dependent family members and guests.

VI. Priority in Booking:

Booking will be made through automated online system (if online facility is available) primarily on ‘first-come first-serve’ basis subject to fulfillment of prescribed eligibility, time limit and payment of booking charges, etc.

VII. Rent for Holiday Home:

Rent to be charged from occupants of the Holiday Homes (for one suite) would be as indicated below:-

(i) Basic pay upto Rs. 35.400 /- (7th Pay Commission) Rs. 401- per Day.

(ii) Basic pay exceeding Rs.35,400/-(7th Pay Commission) Rs. 100/- per Day.

List of items for four suites of Holiday Home

  1. Bed(s)
  2. Mattress(es)
  3. Mattress cover
  4. Cotton Mattress
  5. Bed Sheets
  6. Pillows
  7. Pillow covers
  8. Bed covers
  9. Coat hangers
  10. Blankets
  11. Doormets
  12. Gentre table
  13. 2 bedside chairs
  14. Floor covering
  15. Chest of drawers and/or cupboard
  16. Heater
  17. Bedside tables and soft reading lights
  18. Towels. 1 bath towel one hand towels per guest
  19. Dressing Table
    20.Curtains
    21.Toiletries
    22.Wall clock
    23.Dustbin

Crockery & Utensils

  1. Cooker
  2. Gas stove
  3. Tea set
  4. Set of Crockery
  5. Cutlery
  6. Plastic buckets
  7. Plastic Mugs
  8. Plastic Jugs
  9. Kitchen Towels
  10. Stainless steel tea spoons
  11. Belan and Chakla
  12. Karchis steel
  13. Patila Steel
  14. Masaladani
  15. Parat Steel
  16. Karaha
  17. Frying Pan and cookware
  18. Tawa
  19. Steel Plates for rice
  20. Chopping Board
  21. Serving Spoon
  22. Soup Bowls
  23. Steel Bowls
  24. Kettle
  25. Knife set
  26. Glass
  27. Liquid soap

Apart from the above items, Circles may include other items as per requirement with the permission of Heads of Circle.

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Monday 28 November 2022

Chief Vigilance Officers (CVOs) in Central Public Sector Enterprises (CPSEs) and other organizations under central Ministries/Departments – Guidelines on procedure for appointment: DoP&T OM dated 18.11.2022

 Chief Vigilance Officers (CVOs) in Central Public Sector Enterprises (CPSEs) and other organizations under central Ministries/Departments – Guidelines on procedure for appointment: DoP&T OM dated 18.11.2022

No.40/1/2022-EO(CVO)
Government of India
Ministry of Personnel, Public Grievances & Pensions
Department of Personnel and Training
EO(CVO)
******

North Block, New Delhi
Dated 18 November, 2022

OFFICE MEMORANDUM

Subject:- Guidelines on procedure for appointment of Chief Vigilance Officers (CVOs) in Central Public Sector Enterprises (CPSEs) and other organizations under central Ministries/Departments.

The undersigned is directed to refer to this Department’s O.M. No. 372/7/2016-AVD-III dated 28th April, 2017, O.M No. 40/2/2018-EO(MM-CVO) dated 01.07.2019 and 01.07.2021 regarding guidelines/procedure for appointment of Chief Vigilance Officers (CVOs) in Central Public Sector Enterprises (CPSEs) and other organizations under central Ministries/Departments as well as clarifications on their eligibility of pay & allowances and to inform that the aforesaid guidelines have been consolidated as under:-

A. Tenure of CVOs

(i) The posts of CVOs in CPSEs and other organizations under central Ministries/Departments shall be filled up on deputation basis and these will be Non-Central Staffing Scheme posts.

(ii) The tenure of appointment of CVOs in a CPSE/organization shall be for a period of three years which is extendable by another 2 years subject to the overall combined limit prescribed for central deputation and/or being away from the cadre, as issued by Department of Personnel & Training (DoPT) from time to time.

(iii) The initial tenure of 3 years as CVO in a CPSE/organization is extendable for a further period of 3 years on lateral transfer to another CPSE/organization with prior concurrence of CVC subject to the overall combined limit prescribed for central deputation and/or being away from the cadre, as issued by DoPT from time to time.

(iv) Officers already on central deputation on a Central Staffing Scheme (CSS) post would normally be appointed for a minimum residual tenure of 3 years. Applications of such officers should be forwarded with the approval of the Minister-in-charge of the Ministry/Department in which the officer is posted and should reach DoPT at least a year before the expiry of tenure of the officer on the Central Staffing Scheme post.

B. Category of Officers who may apply

Following categories of officers may be applying for the post of CVOs:-

(i) Officers of the All India Services;

(ii) Officers of the Government of India subject to their satisfying the eligibility conditions as prescribed in Para 2(C) below;

(iii) Officers of Central Public Sector Enterprises (CPSEs) as per their eligibility.

C. Eligibility criteria & conditions

(i) The following categories of officers would be considered for appointments to the posts of CVO’s at Joint Secretary level:

a) Only those officers (i) drawing their pay in the scale of Senior Administrative Grade (SAG) in their cadres and, (ii) whose batches (of service to which the officers belongs) have been empanelled to hold the post of Joint Secretary in Government of India or have completed 19 years of service.

b) Officers of the All India Services (AIS) and Organised Group-A Services who have been drawing pay in the SAG scale in their cadre continuously for 3 years.

c) Officers of the CPSE’s, who have completed 20 years on Group-A equivalent posts in a CPSE and are holding posts drawing pay equivalent to SAG in their organizations.

(ii) Officers of Organised Group-A Services and officers working as Director in the Government of India may apply for Director level posts, if they have completed 14 years of Group-A service and have been granted Non-Functional Selection Grade (NFSG) in their respective cadre. For officers of the CPSE’s, only those who have completed 14 years on Group-A equivalent posts in a CPSE and are holding posts drawing pay equivalent to NFSG in their organizations would be considered for appointment to posts of CVOs at the level of Director.

(iii) Officers of Organised Group-A services and officers working as Deputy Secretaries in the Government of India may apply for Deputy Secretary level posts, if they have completed 9 years of Group-A service. For officers of the CPSE’s, only those who have completed 9 years on Group-A equivalent posts in a CPSE and are holding posts drawing pay equivalent to Junior Administrative Grade (JAG) in their organizations would be considered for appointment to posts of CVOs at the level of Deputy Secretary.

(iv) Officers will be considered based on their past experience including experience in Personnel, Administrative Vigilance, Investigation, Legal and Public Procurement matters etc.

(v) The Bench Mark for selection would be at least “Very Good” in the APAR Grading of the last 5 years and the integrity should be beyond doubt.

(vi) Officers whose batches (of the service to which the officer belongs) have been empanelled to hold the posts of Additional Secretary in the Government of India or equivalent shall not be considered for the posts of CVOs.

(vii) The officers coming directly from the cadre should not be more than 54 years of age as on 1st April of the financial year in which the applications are being considered.

(viii) However, where the extension of deputation is sought through lateral shift or from an existing posting under CSS or non-CSS post to posting as CVO, age limit may be considered to be fixed at 56 years instead of 54 years.

(ix) Officers, against whom any major or minor penalty was imposed in their careers as a result of disciplinary proceeding, are not eligible for applying for the posts of CVOs.

(x) The officers should have completed the requisite ‘cooling off’ period in their parent cadre before they are recommended for appointment as CVO.

(xi) Consequent to their selection to the post of CVO, if an officer does not join within the prescribed time, his appointment would be treated as cancelled and the officer concerned would stand debarred from all kinds of central deputation (including Central Staffing Scheme) for a period of five years from the date of issuing orders of his/her appointment. Further, the officer would also be debarred from being given cadre clearance for being deputed on foreign assignments/consultancies abroad during the period of debarment. However, before debarring an officer a notice shall be issued to him/her through the Cadre Controlling Authority (CCA).

(xii) The cadre authorities as well as the officer shall also be required to indicate choice of location only (and not CPSEs/Organizations) while sending their applications.

(xiii) Even though officers will be asked to give their choices of stations/locations of posting for being considered, Government reserves the right to final decision in the matter.

(xiv) An officer will not be considered for appointment as CVO in an organization to which he/she belongs. Further, the officer being considered should not have worked (in the preceding 3 years) in an organization/office in any capacity having direct official dealings with the concerned CPSE/organization in which he/she is being considered for appointment. The Cadre Controlling Authority, while forwarding the application of the officer, will specify the CPSE/organization with whom the officer had official dealings in the last three years.

D. Procedure for selection

(i) Officers willing to be posted as CVOs will submit online applications as are done for the CSS. The portal will have facilities for exercising the option to apply for (a) CSS only (b) CVO only or (c) both for CVO and CSS posts.

(ii) The Cadre Controlling Authorities will forward the online applications of the officers along with APAR dossiers of the officers.

(iii) Such applications would be forwarded to CVC for clearance including clearance on suitability for ‘select organizations’.

(iv) Once cleared by CVC, such officers will be retained on “CVO offer list” for appointment. The offer list of CVOs will be maintained by Establishment Officer (EO) on the lines of CSS offer list, for placing it before Civil Service Board (CSB) along with the list of vacancies existing/likely to arise in near future.

(v) The Selection to the post of CVO will be undertaken following the Civil Services Board (CSB) procedure. For Deputy Secretary/Director level posts, orders for appointment will be issued by the EO with the approval of MOS(PP). For JS level posts the same procedure will be followed as is being followed for appointments of Joint Secretaries under the Central Staffing Scheme.

E. Pay, allowances, status, benefits, perks and perquisites of CVOs posted in CPSEs etc.

(i) Officers appointed as CVO at Joint Secretary level, Director level and Deputy Secretary level would only draw pay at Level-14, Level-13 and Level-12 of the Pay Matrix (7th CPC) respectively according to the level at which they have been working in the cadre and their allowances, benefits, perks & perquisites would be accordingly governed.

(ii) Matters related to pay fixation would be governed by DoPT’s letter No. 20011/2/2010-AIS-II dated 29.03.2012 (for All India Services) and O.M No. 6/8/2009-Estt.(Pay-II) dated 17.06.2010 (for Central Services) as amended from time to time.(applicable to the CVOs appointed before 16.09.2016).

(iii) The CVOs would not be entitled to any Performance Related Pay (PRP).

(iv) Officers whose appointment orders as CVO were issued on or after 16.09.2016 would be governed by the new terms & conditions as clarified vide O.M dated 01.07.2019 & 01.07.2021 and the officers appointed before 16.09.2016 would continue to be governed for the extent of their tenure in the same organization by earlier guidelines (O.M No.372/8/99-AVD-III dated 18.01.2001) allowing them to opt for either pay of the post or pay of the cadre.

(v) Lateral shifting is a fresh appointment, therefore, officers appointed on lateral shift basis on or after 16.09.2016 would be governed by the new terms & conditions as clarified vide O.M dated 01.07.2019 and 01.07.2021.

(vi) If an officer appointed as CVO before the effective date (i.e. 16.09.2016) continues as CVO in the same organization, then he would be guided by earlier guidelines in the same organization with respect of extension in tenure granted after the effective date.

(vii) The status of the CVOs in a CPSE would continue to be as ‘Functional Director’ of the CPSE including residential accomodation at that level, travel facilities, stay while on tour etc. However, monetization of such incentives would not be allowed. For example, if an officer claims HRA the same would be as per his parent cadre.

(viii) Officers of CPSEs posted as CVO would be allowed to draw pay of their parent cadre. They would also be eligible to draw allowances as per their entitlement in parent cadre excluding PRP.

F. Procedure to be followed for extension of initial tenure of three years

(i) The proposal for (a) extension of tenure of CVOs beyond the initial tenure of three years (b) non-extension of tenure of CVOs beyond three years shall be processed by the concerned Administrative Ministry/Department at least 6 months prior to the completion of three years tenure of the officer.

(ii) The proposal should be submitted to DoPT along with the concurrence/comments of CVC at least 3 months prior to completion of tenure of the officer.

(iii) In cases where the proposal is not sent within the stipulated time, an explanatory note will have to be submitted by the Administrative Ministry/Department along with the delay statement.

(iv) In all cases, the CVO will be relieved after expiry of the three years tenure, if the order of Competent Authority for extension of tenure is not communicated before the tenure ends.

G. Additional Charge

If due to unforeseen circumstances, the post of CVO falls vacant without any replacement, then additional charge arrangements amongst the eligible officers of appropriate seniority will be as per the procedure followed for CSS posts. The concerned Ministry/Department can propose any eligible officer (of appropriate seniority) working in the Ministry/Department or working as CVO in any other organization within the Ministry/Department or outside the Ministry/Department. The concerned Ministry/Department will submit the proposal to DoPT with the concurrence of CVC and after taking approval of Minister-in-charge. The approval of the Minister-in-charge of DoPT will be required for additional charge up-to one year. For approval beyond one year, approval of ACC will be required.

H. Pre-mature repatriation:

(i) Every officer shall revert at the end of his/her tenure, on the exact date of completing his/her tenure. He/she will, however, have a choice to revert to his/her cadre on the 31st of May, previous to the date of the end of his/her tenure in case of personal grounds such as children’s education etc. necessitate such reversion. Orders for premature reversion to the respective cadres may be issued by:-

(a) The Establishment Officer, in cases where the officers want to avail off the benefit of promotion in their cadres;

(b) By the Establishment Officer with the approval of the Cabinet Secretary in cases of compassionate/personal grounds where the officer has a balance tenure of six months or less left.

However, if an officer wants to prematurely repatriate to the cadre on personal grounds or his/her services are required by the Cadre Controlling Authority and his/her case is not covered by any of the provisions mentioned above, and the repatriation is approved by the Competent Authority as under the Central Staffing Scheme, it is stipulated that the concerned officer’s name will be entertained for retention in the offer list for a future deputation only after the officer has completed the prescribed period of ‘cooling off’ in his/her cadre, after the expiry of the unfinished tenure of his/her deputation on the post held by him/her at the time of his/her premature repatriation. So, the ‘cooling off’ period will be reckoned not from the date of his/her actual repatriation but from the date he/she would have finished his/her normal deputation term. If, however, the officer is recalled by the State Government for appointment as Secretary to Chief Minister/Governor, or for being appointed as Chief Secretary, he/she would not be subjected to the extended ‘cooling off’ period.

(ii) If the officer appointed as CVO has to be repatriated pre-maturely due to administrative reasons, such as inadequate performance and/or lack of integrity or such other serious grounds, such proposal, when referred to by the CVC, will be submitted for the approval of Competent Authority by the Establishment Officer for repatriation with the condition of extended ‘cooling off’. In case, the proposal is initiated by the Administrative Ministry/Department or suo-motu by DoPT, the comments of CVC would be obtained before processing further by Establishment Officer, for approval of the Competent Authority with the condition of extended ‘cooling off’.

I. Association of CVOs with departmental duties, handling sensitive matters.

The vigilance functionaries should not be a party to processing and decision-making process or in other similar administrative transactions of such nature, which are likely to have clear vigilance sensitivity.

J. Permanent absorption of CVOs in Central Public Sector Enterprises.

(i) Once an officer has worked as a CVO in a particular CPSE/organization, he/she shall not be considered for the post of CVO in the same organization for another term.

(ii) An outsider officer appointed as CVO in any CPSE shall not be permanently absorbed in the same organization on expiry or in continuation of his/her tenure as CVO in that organization.

(Sign of Authority)
Ms. Nidhi Srivastava
DS(SM)
23092187

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Probation / Confirmation in Central Services – Consolidated Information: DoP&T OM dated 24.11.2022

 Probation / Confirmation in Central Services – Consolidated Information: DoP&T OM dated 24.11.2022

No.DOPT-1669273111735
Government of India
Ministry of Personnel, Public Grievances & Pensions
Department of Personnel and Training
ESTT.(Estt. C)
******

(Dated 24 November, 2022 )

OFFICE MEMORANDUM

Probation / Confirmation in Central Services

This Department has issued various instructions from time to time on the subject of Probation and Confirmation in Central Services. It is now decided to consolidate all such instructions at one place, as under:

PROBATION

1. A person is appointed on probation in order to assess his suitability for absorption in the service to which he has been appointed. Probation should not, therefore, be treated as a mere formality. No formal declaration shall be necessary in respect of appointment on probation. The appointing authority may declare successful completion or extend the period of probation or terminate the services of a temporary employee on probation, on the basis of evaluation of performance.

2. Probation is prescribed when there is direct recruitment, promotion from one Group to another or for officers re-employed before the age of superannuation. The probation shall stand successfully completed upon issue of orders in writing. It is, however, not desirable that a Government servant should be kept on probation for long periods.

O.M. No. 21011/2/80-Estt(C) dt. 19.05.1983 and
O.M. No. AB.14017/5/83-Estt.(RR) dated 07.05.1984

3. Instead of treating probation as a formality, the existing powers to discharge probationers should be systematically and vigorously used so that the necessity of dispensing with the services of employees at later stages may arise only rarely.

4. Concentration of attention on the probationer’s ability to pass the probationary or the departmental examination, if applicable, should be an essential part of the qualification for confirmation but there should be a very careful assessment of the outlook, character and aptitude for the kind of work that has to be done in the service before a probationer is confirmed.

5. A probationer should be given an opportunity to work under more than one officer during this period and reports of his work may be obtained from each one of those officers. The probation reports for the whole period may then be considered by a Board of senior officers for determining whether the probationer concerned is fit to be confirmed in service. For this purpose, separate forms of report should be used, which are distinct from the usual Annual Performance Appraisal Report (APAR) forms. The probation period reports, unlike APAR, are written to help the supervising officer to concentrate on the special needs of probation and to decide whether the work and conduct of the officer during the period of probation or the extended period of probation are satisfactory enough to warrant his further retention in service or post. The probation period reports thus do not serve the purpose for which the APARs are written and vice versa. Therefore, in the case of all probationers or officers on probation, separate probation period reports should be written in addition to the usual APARs for the period of probation.

6. Save for exceptional reasons, probation should not be extended for more than a year and in no circumstance an employee should be kept on probation for more than double the normal period.

7. A probationer, who is not making satisfactory progress, should be informed of his shortcomings well before the expiry of the original probationary period so that he can make special efforts at self-improvement. This can be done by giving a written warning to the effect that his general performance has not been such as to justify his confirmation and that, unless he shows substantial improvement within a specified period, the question of discharging him would have to be considered. Even though this is not required by the rules, discharge from the service being a severe, final and irrevocable step, the probationer should be given an opportunity before taking the drastic step of discharge.

O.M. No. 44/1/59-Estt(A) dt.15.04.1959

8. During the period of probation, or any extension thereof, candidates may be required by the Government to undergo such courses of training and instructions and to pass examinations, and tests (including examination in Hindi) as the Government may deem fit, as a condition for the satisfactory completion of probation.

O.M. No. 28020/1/2010-Estt(C) dt. 21.07.2014

MANDATORY INDUCTION TRAINING

9. In all cases of direct recruitment there should be a mandatory induction training of at least two weeks duration. Successful completion of the training may be made a pre-requisite for completion of probation. The syllabus for the training may be prescribed by the Cadre authorities in consultation with the Training Division of DOPT. The recruitment rules for all posts, wherever such a provision does not already exist, may be amended to provide for such mandatory training. Till such time as the Recruitment Rules are amended, a clause on the above lines may be included in the offer of appointment.

O.M. No. 28020/3/2018-Estt.(C) dt. 11.03.2019

PERIOD OF PROBATION

10. The period of probation is prescribed for different posts/services in Central Government on the following lines:

S.No.Method of appointmentPeriod of Probation
PROMOTION
1.Promotion from one grade to another but within the same group of posts e.g. from Group ‘C’ to Group ‘C’No probation.
2.Promotion from one Group to another e.g. Group ‘B’ to Group ‘A’The      period       of probation prescribed for the direct recruitment to the higher post. If no period is prescribed then it should be 2 years.
DIRECT RECRUITMENT
3.     i.        For direct recruitment to posts except clause (ii) below.

ii.        For direct recruitment to posts carrying a Grade Pay of Rs. 7600 or above or to the posts to which the maximum age limit is 35 years or above and where no training is involved

Note: Training includes ‘on the job’ or ‘Institution training’

2 years

 

 

1 year

4.Officers re-employed before the age of superannuation2 Years
5.Appointment or contract basis, tenure basis, re-employment after superannuation and absorptionNo probation

O.M. No. 21011/2/80-Estt(C) dt. 19.05.1983 and
O.M. No. AB.14017/5/83-Estt.(RR) dated 07.05.1984

(A) DIRECT RECRUITMENT TO ANOTHER POST IN SAME OR DIFFERENT DEPARTMENT

If a Government servant is appointed to another post by direct recruitment either in the same department or a different department, it may be necessary to consider him for confirmation in the new post in which he has been appointed by direct recruitment irrespective of the fact that the officer was holding the earlier post on a substantive basis. Further confirmation in the new entry grade becomes necessary because the new post may not be in the same line or discipline as the old post in which he has been confirmed and the fact that he was considered suitable for continuance in the old post (which was the basis for his confirmation in that post) would not automatically make him suitable for continuance or confirmation in the new post, the job requirements of which may be quite different from those of the old post.

O.M. No. 18011/3/88-Estt(D) dt. 24.09.1992

(B) PROMOTION

(i) Persons who are inducted into a new service through promotion shall also be placed on probation. There shall be no probation on promotion from one grade to another but within the same group of posts, except when the promotion involves a change in the Group of posts in the same service, e.g., promotion from Group ‘B’ to Group ‘A’ in which case the probation would be for the prescribed period.

O.M. No. 21011/2/80-Estt(C) dt. 19.05.1983

(ii) Consequent upon the decision of delinking confirmation from the availability of permanent posts it was also decided that if the recruitment rules do not prescribe any probation, an officer appointed/promoted on regular basis (after following the prescribed DPC procedure, etc.) will have all the benefits that a person confirmed in that grade would have.

O.M. No.28020/3/2018-Estt.(C) dt. 11.03.2019

LEAVE TO PROBATIONER, A PERSON ON PROBATION

11. A probationer shall be entitled to leave under the provisions of the Rule 33 of the CCS (Leave) Rules,1972. If, for any reason, it is proposed to terminate the services of a probationer, any leave which may be granted to him shall not extend;

I. beyond the date on which the probationary period as already sanctioned or extended, expires, or

II. beyond any earlier date on which his services are terminated by the orders of an authority competent to appoint him.

12. A person appointed to a post on probation shall be entitled to leave under these rules as a temporary or a permanent Government servant according as his appointment is against a temporary or a permanent post; Provided that where such person already holds a lien on a permanent post before such appointment, he shall be entitled to leave under these rules as a permanent Government servant.

Rule 33 CCS (Leave) Rules, 1972

13. As far as the matter of Child Care Leave to probationers is concerned, CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied regarding the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal. Further the other provisions contained in Rule 43-C of the CCS (Leave) Rules, 1972 will also apply.

Rule 43-C CCS (Leave) Rules, 1972

14. Joining Time is granted to Government servants on transfer in public interest. The period of joining time availed by a probationer on return from leave should be counted towards the prescribed period of probation if but for the leave, he would have continued to officiate in the post to which he was appointed.

O.M. No.28020/3/2018-Estt.(C) dt. 11.03.2019

EXTENSION OF PROBATION PERIOD

15. If during the period of probation, a probationer has not undergone the requisite training course or passed the requisite departmental examinations prescribed (proficiency in Hindi, etc.), if any, the period of probation may be extended by such period or periods as may be necessary, subject to the condition that the total period of probation does not exceed double the prescribed period of probation.

16. If the Appointing Authority thinks it fit, they may extend the period of probation of a Government servant by a specified period but the total period of probation should not exceed double the normal period. In such cases, periodic reviews should be done and extension should not be done for a long period at a time.

17. Where a probationer who has completed the period of probation to the satisfaction of the Central Government is required to be confirmed, he shall be confirmed in the Service/ Post at the end of his period of probation, having completed the probation satisfactorily.

O.M. No. 28020/1/2010-Estt(C) dt. 21.07.2014

18. Some employees are not able to complete the probation on account of availing leave for long duration during probation period. In such cases if an employee does not complete 75% of the total duration prescribed for probation on account of availing any kind of leave as permissible to a probationer under the Rules, his/ her probation period may be extended by the length of the leave availed, but not exceeding double the prescribed period of probation.

O.M. No.28020/3/2018-Estt.(C) dt. 11.03.2019

TERMINATION OP PROBATION

19. The decision whether an employee should be confirmed or his probation be extended should be taken soon after the expiry of the initial probationary period that is within six to eight weeks, and communicated in writing to the employee together with reasons, in case of extension. A probationer who is not making satisfactory progress or who shows himself to be inadequate for the service in any way should be informed of his shortcomings well before the expiry of the original probationary period so that he can make special efforts at self-improvement.

O.M. No. 44/1/59-Estt(A) dt.15.04.1959

20. On the expiry of the period of probation, steps should be taken to obtain the assessment reports on the probationer so as to:

i. Confirm the probationer/issue orders regarding satisfactory termination of probation, as the case may be, if the probation has been completed to the satisfaction of the competent authority; or

ii. Extend the period of probation or discharge the probationer or terminate the services of the probationer as the case may be, in accordance with the relevant rules and orders, if the probationer has not completed the period of probation satisfactorily.

O.M. No. 21011/2/80-Estt(C) dt. 19.05.1983

21. In order to ensure that delays do not occur in confirmation, timely action must be initiated in advance so that the time limit is adhered to.

O.M. No. 18011/2/98-Estt(C) dt. 28.08.1998

22. If it appears to the Appointing Authority, at any time, during or at the end of the period of probation that a Government servant has not made sufficient use of his opportunities or is not making satisfactory progress, the Appointing Authority may revert him to the post held substantively by him immediately preceding his appointment, provided he holds a lien thereon or in other cases may discharge or terminate him from service.

23. A Probationer reverted or discharged from service during or at the end of the period of probation shall not be entitled to any compensation.

O.M. No. 28020/1/2010-Estt(C) dt. 21.07.2014

CONFIRMATION

24. Confirmation is de-linked from the availability of permanent vacancy in the grade. In other words, an officer who has successfully completed the probation, as prescribed under relevant rules, may be considered for confirmation. Consequent upon the above decision of delinking confirmation from the availability of permanent posts, it emerges that confirmation will be done only once in the service of an officer which will be in the entry grade post/ service/cadre provided further confirmation shall be necessary when there is fresh entry subsequently in any other post/service/cadre by way of direct recruitment or otherwise. A specific order of confirmation should be issued when the case is cleared from all angles.

25. If, during the period of probation or any extension thereof, as the case may be, the Government is of the opinion that an officer is not fit for permanent appointment, the Government may either discharge or revert the officer to the post held by him prior to his appointment in the service, as the case may be.

26. Where probation on promotion is prescribed, the appointing authority will on completion of the prescribed period of probation assess the work and conduct of the officer himself and in case the conclusion is that the officer is fit to hold the higher grade, he will pass an order declaring that the person concerned has successfully completed the probation. If the appointing authority considers that the work of the officer has not been satisfactory or needs to be watched for some more time he may revert him to the post/ service/ cadre from which he was promoted, or extend the period of probation, as the case may be. There should be no hesitation to revert a person to the post or grade from which he was promoted if the work of the officer during probation has not been satisfactory.

O.M. No. 18011/1/86-Estt(D) dt. 28.03.1988

27. The date from which confirmation should be given effect is the date following the date of satisfactory completion of the prescribed period of probation or the extended period of probation, as the case may be. The decision to confirm the probationer or to extend the period of probation as the case may be should be communicated to the probationer normally within 6 to 8 weeks. Probation should not be extended for more than a year and, in no circumstance, an employee should be kept on probation for more than double the normal prescribed period of probation. The officer will be deemed to have successfully completed the probation period if no order confirming, discharging or reverting the officer is issued within eight weeks after expiry of double the normal period of prescribed probation.

O.M. No. 21011/2/80-Estt(C) dt. 19.05.1983 and
O.M. No.28020/3/2018-Estt.(C) dt. 11.03.2019

28. A Government servant appointed by transfer would duly have been confirmed in the earlier post. In such a case further confirmation in the new post would not be necessary and he could be treated as permanent in the new post. However, where a Government servant who has not already been confirmed in the old post is appointed by transfer, it would be necessary to confirm him in the new post. In such cases, he may be considered for confirmation after watching him for two years. During that period of two years, the officer would earn two reports in the new grade and the DPC may consider his case for confirmation on the basis of these APARs.

O.M. No. 18011/3/88-Estt(D) dt. 24.09.1992

29. In case any reference to the relevant OM is required, the same may be accessed by clicking on the hyperlink given below.

OM No.Subject
1.28020/3/2018-Estt.(C) dt. 11.03.2019Master Circular on Probation/Confirmation in Central Services-reg.
2.28020/1/2017-Estt(C) dt. 09.10.2017Extension of Probation on account of availing Leave during Probation period.
3.28020/1/2010-Estt(C) dt. 30.10.2014Introduction  of Mandatory Induction Training for Probation Clearance
4.O.M. No. 28020/1/2010-Estt(C) dt. 21.07.2014Consolidated Instructions on Probation/ Confirmation in Central Services
5.18011/1/2010-Estt(C) dt. 30.08.2010Timely confirmation in various Central Civil Services
6.18011/2/98-Estt(C) dt. 28.08.1998Timely confirmation in various Central Civil Services
7.21011/1/94-Estt(C) dt. 20.04.1995Probation in various Central Services
8.20011/5/90-Estt(C) dt. 04.11.1992Delinking seniority from confirmation
9.18011/3/88-Estt(D) dt. 24.09.1992Confirmation of persons appointed on transfer basis in the light of revised confirmation procedure
10.21011/2/89-Estt(C) dt. 26.04.1989Probation in the case of direct recruits appointed to posts where upper age limit is 35 Years and above
11.18011/1/86-Estt(D) dt. 28.03.1988Simplification of confirmation procedure-Delinking of confirmation from the availability of permanent posts
12.21011/3/83-Estt(C) dt. 05.12.1984Probation in various Central Services
13.21011/3/83-Estt(C) dt. 24.02.1984Probation in various Central Services
14.AB.14017/5/83-Estt.(RR) dt.07.05.1984Recruitment Rules for organised Services – Provision regarding Probation.
15.21011/2/80-Estt(C) dt. 19.05.1983Probation in various Central Services
16.Rule 33 CCS (Leave) Rules, 1972CCS (Leave) Rules, 1972
17.44/1/59-Estt(A) dt.15.04.1959Paper on Probation in various all India and Central Services– Circulation of recommendations to Ministries etc.
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