Orissa Industrial Infrastructure Development Corporation Method of Recruitment and Conditions

ORISSA INDUSTRIAL INFRASTRUCTURE DEVELOPMENT CORPORATION METHOD OF RECRUITMENT AND CONDITIONS OF SERVICE OF STAFF REGULATIONS, 2001.

1. / SHORT TITLE
These Regulations may be called “The Orissa Industrial Infrastructure Development Corporation Method of Recruitment and Conditions of Service of Staff Regulations, 2001”.
2. / COMMENCEMENT.
These Regulations shall come into force from the date as specified by an order of the Board.
3. / SCOPE AND APPLICATION
These Regulations shall apply to all duty posts of the Corporation except:
(a) / Posts filled up by employees on deputation from the State or Central Govt. or other Corporations or Organizations
(b) / Posts filled up purely on a part time basis or on contract basis.
(c) / Posts filled up by persons re-employed after superannuation of service.
(d) / Contingent Workers.
(e) / Any other category of persons whom the Board may by order specifically exclude from the operation of all or any of the provisions contained in these Regulations.
4. / DEFINITIONS.
In these Regulations unless the context otherwise requires: -
(a) / “Corporation” means the Orissa Industrial Infrastructure Development Corporation.
(b) / “Board” means the Board of Directors of Orissa Industrial Infrastructure Development Corporation.
(c) / “Chairman” means the Chairman of the Orissa Industrial Infrastructure Development Corporation.
(d) / “Managing Director” means the Managing Director of the Orissa Industrial Infrastructure Development Corporation.
(e) / “Appointing Authority” the Chairman in respect of Group-A posts and the Managing Director in respect of all other posts.
(f) / “Direct Recruit” means a person recruited to a post on the basis of a competitive examination or interview or both by the Selection Committee and other than by promotion.
5. / CONSTITUTION OF CADRE :
The staff of the Corporation shall be classified into the following four Groups.
(a) Group- A / (c) Group- C
(b) Group- B / (d) Group- D
The various types of posts covered by the above groups are shown in Schedule-I appended to these Regulations, provided that the class in respect of any other post shall be as specified by the Board.
6. / CADRE STRENGTH.
The Board shall determine from time to time the number of posts of various categories and create as many posts in each category as needed in respect of all groups of posts.
7. / FORECAST OF VACANCIES
The Managing Director shall determine on the first day of January of every year the number of vacancies that may arise in each group taking into consideration the number of persons due to retire on superannuation and the number of posts to be created under new schemes or expansion of old schemes. He shall make necessary arrangements to obtain approval of the Board for creation of such posts. As soon as the posts are created, steps shall be taken to fill up the posts by recruitment of suitable persons.
8. / RECRUITMENT.
1) / The posts shall be filled up by
a. Direct recruitment; or
b. Promotion of persons already in the service of the Corporation; or
c. Deputation from the State or Central Government or a State or Central Government undertakings; or
d. Recruiting the services of qualified persons on contract basis for specific periods on either full time or part time basis.
2) / The Chairman shall decide by which the aforesaid modes of vacant posts are to be filled up provided that prior approval of the Board shall be taken before filling up posts.
3) / The Board may prescribe the general and technical qualifications needed for filling up the posts by direct recruitment and where no such qualifications are prescribed, the Chairman may fix the same.
9. / CONSTITUTION OF THE SELECTION COMMITTEE.
The Chairman shall constitute one or more selection committees for the purpose of making appointments to all posts except Group-D posts and nominate not less than three members to each such committee and entrust to them the task of recruitment of personnel from open market and filling up of posts by promotion of the employees already in service provided that he shall be the Chairman of the Selection Committee constituted for Group-A posts and the Managing Director shall be the Chairman of the Selection Committee constituted for selection of Group-B & Group-C posts and if there is a Chairman-cum-Managing Director, the Chairman & Managing Director shall be Chairman of the Selection Committee for Group-A, Group-B and Group-C posts. The General Manager (P&A) shall be the Chairman of the Selection Committee for selection of Group-D posts.
10. / NOTIFICATION OF VACANCIES
The vacancies may be notified to the Employment Exchange under provision of Employment Exchange (Compulsory Notification of Vacancies) Act to sponsor the names of suitable candidates. The vacancies may also be advertised in newspapers as an alternative. The advertisement should indicate the job specification, the qualification and experience expected from the applicants and the reservation of posts for S.T and S.C candidates, SEBC, Women, Ex-servicemen and Handicapped & Sports persons.
11. / TEST AND INTERVIEW FOR SELECTION.
The Board shall decide the modality for selection of different candidates. They are also to decide the procedure to holding the interview and conducting the written test etc. if any. The merit list prepared on the basis of approved vacancy available in a particular grade shall be kept reserved in the office of the Corporation for a period of one year along-with other ancillary documents, relevant in conducting such recruitment.
12. / RESERVATION OF POSTS FOR PERSONS BELONGING TO SCHEDULED CASTE, SCHEDULED TRIBE, EX-SAERVICEMAN , HANDICAPPED SEBC AND WOMAN PERSONS.
The number of posts to be reserved for Scheduled Caste and Schedule Tribe candidates at the time of direct recruitment or promotion shall be in accordance with the norms prescribed under the Reservation of vacancies in posts and services (for SC & ST persons) Act and Rules made there under. Reservation of posts for SEBC, Woman, Ex-Serviceman, Handicapped persons at the time of direct recruitment will be as per principles fixed by Government from time to time.
13. / POWER OF APPOINTMENT
In all cases, where it is decided under Regulation 8(2) to fill up vacancies by direct recruitment, appointment to Group-A posts will be made by the Chairman and appointments to Group-B and Group-C posts will be made by the Managing Director on the recommendation of the Selection Committee subject to the stipulation prescribed in Regulation 11 and 12. The Managing Director shall decide from time to time the manner of recruitment to Group-D posts.
14. / CRITERIA FOR SELECTION OF CANDIDATES.
The Selection Committee shall see that the candidate selected satisfies the stipulations mentioned below: -
a) / S/he possesses prescribed general and technical qualification and experience. The period of experience shall be calculated with reference to the date specified in the notification/advertisement.
b) / The candidate is above 21 years and below 32 years of age, provided that relaxation in age as granted to persons belonging to Scheduled Caste and Scheduled Tribes, SEBC, Women, Ex-servicemen and Handicappedpersons by the State Government may be allowed by the Corporation .
Provided further that the Chairman may relax the upper age limit in respect of all posts for reasons to be recorded in writing.
c) / The upper age limit prescribed under clause (b) above shall be calculated with reference to the date on which the vacancy is notified and advertised.
d) / The date of birth as recorded in the School Leaving Certificate or the Matriculation Certificate shall be recorded for the purpose of proof of age.
e) / The candidate should have of good character.
f) / Be of sound health, good physique and free from organic defects or bodily infirmity.
g) / Have not more than one wife living.
15. / MEDICAL CERTIFICATE
No candidate directly recruited shall be appointed to a post in the service of the Corporation unless he is found medically fit for discharging the duties and to that effect he shall be required to produce a certificate of medical fitness from any of the authorized medical attendants/Doctors in the employment of the Corporation and/or any Medical Officer of the State Government not below the rank of Assistant Surgeon.
16. / ANTECEDENTS:-
a) Initial Regular appointments should be subject to verification of antecedents, as may be prescribed by the Corporation from time to time.
b) Appointment of any person in the Corporation shall be liable to be terminated summarily at any time of his service, if it is found that s/he has given false or incorrect information regarding her/his antecedents, age, community, education, experience etc. subject to providing adequate opportunity to show cause against such termination.
17. / PROBATION.
Every candidate appointed to the post for the first time in the service of the Corporation shall be treated as on probation for a period of one year, provided that the Chairman may reduce the period of probation for reasons to be recorded in writing. The appointing authority may extend the period of probation by not more than three years. During the period of probation or extended period of probation, the services of the candidate may be terminated following the provisions of OIIDC Employees Conduct, Discipline, Appeal & Service Regulations- 1996.
18 / DIS-QUALIFICATION:
a) Where vigilance / disciplinary action has been initiated against an Employee otherwise eligible for promotion or s/he has been placed under suspension, DPC shall consider his case but record its recommendation separately which shall be placed in a sealed cover.
b) If the employee is completely exonerated of the charges, s/he will be promoted from the due date if recommended by the DPC and will also be paid arrears of salaries and allowance. Where the employee is not completely exonerated, the promotion if recommended by the DPC, shall not be given effect to and her/his case for promotion will be considered by the next DPC in the normal course and having regard to the penalty imposed on her/him.
c) No candidate shall be eligible for appointment and no employee shall be entitled to continue in the Corporation service if s/he has been convicted by a Court of Law for any offence involving moral turpitude under Indian Penal Code, Criminal Procedure .
19. / TRAINING:-
i) Every Employee will be required to undergo such training or course conducted in-house and outside as may be prescribed by the Management or Appointing Authority.
ii) The Employee who is required to undergo any training or course may be required to execute a bond to serve the Corporation for such period as may be prescribed which shall not exceed 12 months for every one month of training or course subject to an maximum of three years after completing the training or course. Failure to serve the Corporation for the stipulated period will render the Employee liable to refund the emoluments paid to him during the training period.
iii) Every Employee on training will be considered to be on duty and be provided with benefits and allowances as decided by the Management or Appointing Authority.
iv) Every Employee will undergo any training whether specialized or technical or managerial as deemed fit by the Competent Authority.
v) An Employee found to be guilty of unbecoming conduct will be liable to be discharged from the training course even before the completion of the period of training. Such an Employee will be liable to refund full amount of the emoluments paid to him during the period of training.
20 / PROMOTION.
1. / The Selection Committee constituted under Regulation-9 shall consider the cases of promotion of existing employees to the next higher grade. For this purpose, the Selection Committee shall meet as and when necessary and prepare a select list of employees fit for promotion to fill up the vacancies in the various grades. The case of employee who is not found fit once by the Committee shall not be overlooked subsequently simply because he was not found fit on the earlier occasion. Such an employee should invariably be considered afresh on the subsequent occasions along with other eligible employees.
2. / After acceptance of recommendations of the Selection Committee, orders for promotion to Group-A posts shall be passed by the Chairman and to other posts by the Managing Director.
3. / Any employee who is aggrieved by an order of promotion may represent his case to the Board in case the post claimed for promotion is a Group-A post and to the Chairman in other cases.
4. / The avenues of promotion for the various categories of employees and the criteria fixed for the same shall be as may be prescribed by the Board subject to the following general conditions:
a) An employee must have put minimum five years of service in the lower grade before he is considered for promotion to the next higher grade except the persons eligible for promotion to the following posts:-

1. Joint Manager/Manager/Deputy General Manager – Minimum 4 (four) years of services in the lower posts
2. Joint General Manager/General Manager/Chief General Manager - Minimum 3 (three) years service in the lower posts.

b) For the posts in Group-C, the criteria for promotion shall be merit with due regard to seniority.
c) For all posts in the Group-B and Group-A, promotion shall be selection on the basis of suitability and merit, having due regard to seniority.
d) Cases of promotion will be taken up subject to availability of vacancies.
e) Notwithstanding anything mentioned above, statutory concessions, if any, prescribed under Orissa Reservation of vacancies in posts and services ( for SC, ST ) Act shall be honored.
21. / BASIS OF PROMOTION;-
1. CCRs of proceeding five years are to be taken into consideration. In case of non-availability of CCRs of any year, the CCRs of the equal number of previous years shall be taken into consideration.
2. Rating of performance:- Performance rating of Employee on the basis of the entries in their CCRs may be made as follows:
Outstanding A+
Very Good A
Good B
Average C
In case of other expressions used in the CCR such expressions may be reduced to one of the above categories as per the following equivalence.
Excellent / Extraordinary/ Brilliant- Very Good
Fair / Satisfactory Good
3. Selection Criteria:-
For all categories of posts the process of selection with zone of consideration of 3 times of the available vacancy for general candidates and 7 times for SC/ST candidates shall be followed.
An Employee having at least four A+ and one A during last 5 years shall be treated highly meritorious and be given higher position than others. In case of more than one Employee obtaining equal grade, position in the merit list shall be fixed as per the seniority.
In case of Employee against whom disciplinary / criminal proceedings are pending but his case is recommended for promotion, the recommendations for promotions is to be kept in sealed cover as per IDCO office memorandum no. 20908 dated 14.9.94
In case of an Employee against whom major punishment has been awarded on account of departmental proceeding or in criminal proceeding within the last five years shall not be eligible for promotion.
4. SUITABILITY:- For Group-A :
(a) For the post of Joint General Manager and above the officer securing minimum 2“A” grades and 1 “B” during last three years shall be eligible to be promoted to the rank of Joint General Manager/ General Manager / Chief General Manager.
Since those three categories of posts come under Senior Management and carries higher responsibilities, people having capability / supervising ability and bright carrier shall be considered for promotion.
(b) Deputy General Managers / Managers / Joint Managers .- An Officer securing minimum two ‘A’ grade and two ‘B’ grades during last four years shall be considered for promotion to the next higher posts.
For Group-B :
For promotion to Group-B categories of posts an Employee should have minimum ‘B’ grading on an average during the last five years. Employees having adverse entry in any one year in the CCR during the last five years shall not be eligible for promotion.
On an average can be arrived at through a system of award marks against the ratings as follows:-
1.
Outstanding
‘A+’
5 marks
2.
Very Good
‘A’
4 marks
3.
Good
‘B’
3 marks
4.
Average
‘C’
2 marks
For Group-C ;-
An employee securing 4 ‘C’ grade during last five years shall not be treated as suitable for promotion.
For promotion to Group-C posts an employee has to secure minimum 2 ‘B’ grades in any two years during last five years for making her/him suitable for promotion. Employees having adverse entries shall not be considered for promotion.
No CCR is maintained for Group-D employees. For promotion from Group-D to Group-C posts, criteria for selection shall be purely on the basis of seniority subject to un-suitability for the post due to punishment in criminal / departmental proceeding or pendency of criminal / departmental proceedings.
5. EXPERIENCE:-
Minimum experience as provided for in the Orissa Industrial Infrastructure Development Corporation Method of Recruitment and Conditions of Service of Staff Regulations, 2001 will be one of the necessary conditions for considering some one for promotion
The Regulation 8(3) read with 20 (4) prescribed that an employee of any cadre must have put in for at least 5 years of service in the lower post before s/he is considered for promotion to the next higher post, unless the Board for special reasons orders to the contrary.
However certain relaxation in the eligibility conditions for managerial posts as follows have been inducted in the line of the instructions of P.E. Department communicated in their resolution no. 3169 dated 16.8.1995
Sl. No.
Name of the Posts
Minimum length of service required in just below post for promotion
1
Assistant manager
5 years
2
Deputy Manager
5 years
3
Joint Manager
4 years
4
Manager
4 years
5
Deputy General Manager
4 years
6
Joint General Manager
3 years
7
General Manager
3 years
8
Chief General Manager
3 years
22. / VALIDITY OF PANEL;
All panels shall be valid for one year. The panel will be deemed to have become valid from the date of the proceeding is approved by the Competent Authority and the instructions regarding validity of panels will apply to both in respect of panels constituted against open selections or departmental promotions.
23. / DEPUTATION OF STATE OR CENTRAL GOVT. EMPLOYEES:-
(1) The Chairman shall decide which of the posts shall be filled up by getting suitable employees on deputation from Central or State Government or from Central or State Government Undertakings in view of the expertise and specialized knowledge needed for a particular post or a group of posts.
(2) After orders of Chairman are obtained, the Managing Director shall take steps to bring the services of suitable employees on deputation.
(3) The designation of the employees brought on deputation shall be as determined by the Chairman, subject to the general principles laid down by the Board.