"12. There would be a common 'Coal Cadre' for elL and the subsidiary compani
recruitment of all personnel at the level of the executives would be made by CIL on bthe subsidiary companies. CIL would arrange for trainiag of personnel where necessawould thereafter allot tbem to different subsidiary companies, taking into consideracompanies' respective needs. Transfer of personnel in the lower scales of pay from one cto another is not envisaged tho.ugh there sbould be no bar to such transfers on admingrounds. At higher levels, transfer of personnel from one company to another shcfreely effected as this wuuld enable optimum use and development of managerial talent.'
2 In pursuance of tbe Government's directives for administering the common coala task force on common coal cardre, consisting of representatives of Coal Indiasubsidiary companies, examined various aspects of the matter and made its recommenwhich' were further considered by the CMD's co·ordination meetings. As a result cdiscussions, norms and procedure for operating the executive cadre in differeat compa'at the Coal India headquarters were evolved.
o MaheepatlChief of Personnel
Coal India Limi1
3. Based on tbe variousdecisions taken, a brochure on the common coal cadre setplaced at the 13th meeting of the Board of Directors of Coal India held on 24and 2S F1978atNewDelhi. The Board considered the matter and approved the coal cardre wit
suggestions a~d minor modifications. In the light of these deeissions, the coal cadrehas been fin:.tlisedand is being published for information of all concerned.
I N T ROD U C T ION
With the formation of Coal India Limited as a holding company, the pa:administration of executive cadres was set out in the Government of India'.s lettt
38011/1/74-CAF, dated 27 September 1975, which stiputlated the following, in sopersonnel matters are concerned :
"10. The functions of CI L Will be to set overall corporate objectives and approve andstrategIes for tbe achi~vement of tbose objectives, to establish policies regrading ....••.••.recruitment, training, safety, industrial relations, wages, .•••..•.•••.•.••.••.••.••....•• to setand monitor prices and evaluate performance, and to co- ordinate amongst suIcompanies ...•..•.... -•.••...........•.•••.•..•..•.••..•• "
~r ~l~~~~""";"'''c';"w, c,,,,,,""" ••;"
One of the main functions of Coal India, a holding company, was the setting of atmmon coal cadre. This involved integrating personnel taken over from the erstwhilelal companies, those in the NCDC and others joining the organisation through opencruitment. It is necessary that detailed rules and procedures are evolved for the admistration of the executives and their integration to a common and uniform set of rules.l1eprocess of drawing up these rules and procedures bas been going on continuouslyr the last two years and these have been issued as and when finalised.
I am glad that al\ these rules have now been put togetber and a comprehensive.anual on the Common Coal Cadre and its operation has been prepared. This manualould go a long way to help in the administration of Common Coal Cadre in Coal IndiaId the subsidiary companies. This will also provide all the relevant data pertainmg to.reer prospects of all the executives.
The compilation of this manual has involved bard work on the part of the officers. Coal India as well as subsidiary companies. I would like to convey my sincere thanks,all of them.
Po
Standard designations of executives
Requisition for recruitment
Reservation for Scheduled Caste/Tribe
Proforma for obtaining approval for extension of
service or re-employment
Absorption of Management Trainee (Finance)
Training period and stipend of JETs/MTs
Revi<sed emoluments/stipend for JErS and LWO (T)s
w.e.f. 24-2-83
RevIsion of stipend of welfare officers (Trainee)
Revision of Cadre Scheme for Engineering dis~ipline
Vigilance Clearance
Horizontal Movement - Materials Management
Promotional avenues for office supdts & Marketing
Horizontal Movement -- Sales & Marketing
Promotional avenues for Offiice Supdts, Private
Secretaries / Secretaries
Extracts from Seniority Committee's Report
Seniority of Senior Under Managers (2nd Class)
Fixation of pay on promotion from B-2 to E-3in Mining Discipline
1.1 While the salary structure in erstwhile NC DC corresponded to the Centrment pay scales, there was very wide variations in the salary and perquisienjoyed by the officers of the erstwhile coal companies After nation<the coking coal mines, Bharat Coking C031 Limited adopted a rationstructure and fitted all the officers into the same. After nationalisatnon'cGking coal mines, the erstwhile CMAL adopted the pay scales 01
BCCL. NCDC executives ware also fitted into the BCCL salary stn
perquisites with effect from 1st May, 1973.
1..2 On the basis of the approval accorded by the Government of India, thl
salary structure for the entire nationalised coal industry was revisedfrom 1st February, 1975 as follows :
Revised salary Structure for Officers other than Medical Officers
The then existing pay scales. together with Dearness Allowance/CLA, we
by the revised executive salary grades as given below:
SJ.Scales then Existing GradeRevised Scales (w.
No.1.
Rs. 350-25-500-30-590-EB E-lRs. 675-30-103!
30-800-EB-30-830-35-900 2.
Rs. 400-400-510- 30-600 E-2Rs. 725-40-132'
40-800-E6-50-1250 3. (a)
Rs. 800-50-1 250 [-3Rs. 1050-50-1
(D)
Rs.800-50-14M
4.
Rs. 1100-50-1300-60-1600 E-4Rs. 1350-50·1"j
5.
Rs. 1300 -60 -1600-100-1 80l)E-5Rs. 1550-60-18£
6.
Rs. 1600·100-2000 E-6Rs. 1850-100-:
7.
Rs. 1800-100-2200 E·7Rs. 2000-100-2
g.
Rs.2000-100-2500 E-8*Rs. 2250'100-2
Viii
I(*The revised scale of E-8 was given effect to only from 1st May,
2. Fitment Amount :Tbe figures in colum (4) above would be the fitment amount tbat
admissible to the executives who were on3the rolls of elL and its subsidia:31-12-1986 and continued to be on roll thereafter.
1.
E-1
E-2
E-3
E-4
E-5
E-6
E-7
E-8
E-9
!. --.-----------------------------
Grade Scales of pay effective from
1.2.1979 to 31.782
(j) Rs. 1050-50-1650 for non-specialists.
Rs. 1350-50-1750 for specialists whohave crossed the stage 01 Rs. 10001- inthe existing scale.
(ii) Specialists in the existing scale ofRs. 600-1300, who have not crossedthe stage of Rs. 1000/- (Rupees onethousand) in the existing scales will beentitled to a minimum starting basic
pay of Rs. 11001- in the scale of Rs.1050-1650.
(j) The existing GDMO GR. II/AssistantMedical Officers having less than
2 years post-qualification experiencewere placed in the scale. of Rs.675-30-1035-40-1235.
(iil The existing GDMO Gr. II/AssistantMedical Officers having a minimum of
two years post-qualification experiencewere placed in the scale of Rs. 725-40-1325.
(I) Rs. 725-40-1325 for those who weredrawing a basic pay of Rs. 6601- andbelow in the existing scales and thosenot selected under (ii) below.
(ij) Rs. 1050-50-1650 for those who havecrossed the stage of Rs. 660/- in the
existing scale on selection basis.
Rs. 450·30-660-EB-40 -1100
50-1250
Rs. 350-25-500-30-590-EB
30-800-E B-30-830-35-900
(b) Rs. 600-40-1000-EB-50-1300
2.
1.
···d _"idiiiJ:{~~i#~~U'~H:'f •• ~~~~~.ftl· •••••
~ •..•..• "I",.........~J~_------.. 1
Chapter II
CREATION OF POSTS AND STANDARD DESIGNATIONS Chapt
Creation of PostsThe following revisions to the delegation of powers in regard to creation of postshave been approved by the CIL Board in its meeting held on 23.2.1983 :
Standard Designations
Because of the historical reasons there was no. standardisation of executive designations and a need 'was felt to have standard designations in respect of executives
in alt the companies .
It was, therefore, decided that the existing executivedesignati()ns should be repiaced tby the standard designations as indicated in the Annexure II (I). In case any ,officer is enjoying, at present, higher designatilln than the designation now approved, f
the incumbent may be allowed to retain the existing designation at the discretionof the CM D concerned as personal to him till he vacates the existing post. Thiswill, however. not entitle him to any higher grade merely because he has beenallowed higher designation.
Note: Annexure II t1.) has been revised.
RECRUITMENT OF EXECUTIVES
The qualificaticms, experience, etc for outside recruitment will normally folcadre rules of the respective disciplines as indicated in Annexure IV (2). In
.'If JUl\iM B!~tutjv~Tt'Ail\l!~§ lH\.i MAM~duenl Tra;nees, however, the iD
qualifications and age will be observed :
Qualification------- First or high second class degree
3.1 In terms of para 12 of the Government of India, Ministry of Energy, DepartlCoal, letter No. 380Qllj1174-CAF, dated 27 September, 1975, recruitmeI
personnel at the level of executives would be made by Coal India Limited, OIof the subsidiary companies will indicate their specific requirement of executiv.proforma given at Annexure III [I]. On receipt of such requisition, Coal Indil
quarters will initiate necessary recruitment action.
3.2 Initial Recruitment .
Normally recruitment will be made at the eKecutives entry level in different di:as indicated below :
- As Trainee Welfare Officers or Mal
at Trainees
(c) Material Management, Sales &: - As Management TraineesMarketing disciplines
(d) Others - In the grade of E-I/E-2 as the case )Recruitment at senwr level may also be resorted to at the discretion of the I
ment, if qualified and experienced executives are Ilot available departmentrequisite numbers.
3.3 Qualifications etc. for Recruitment
- Full powers for creation of all postsbelow Board level the maximum of
whose scale of pay does not exceedRs. 4000/- (as revised w.e.f. 1.8.1982).
- Full powers for crQation of all posts'upto E-6 for executives provided theposts are in the manpower budgetapproved by the Board.
- Full powers uptograde' E7. Full powersfor posts included in the sanctioned pr
oject reports/advanced action reports.
- Full powers upto E4 for executives .
(:.rovided the posts are in the manpower .!budget approved by the respe<;tive I'Boards. Full powers for all posts !included in the sanctioned project rep- .orts/advanced action reports subject tothe phasing indicated therein.
OJ) Chairman-cum-ManagingDirector, Coal India Ltd .
(i) Coal India Board
Oii) Board of Subsidiary Companies
2.2
2.1
4)
-.""'~-""""""" ,.,--.. -----~-----~-' .
6
AgeBelow 28 years for graduate and 30 years for candidates with post-graduate quali-fication. Age limit relaxable by 5 years for candidates belonging to scheduledcastes/scheduled tribes, ex-service n~cnand exceptionally meritorious candidates.
Recruitment Action
coal India headquarters will issue necessary Press advertisement giving full detailsof the job specifications etc. for publication in important national newspapersSimultaneously with the release of the Press advertisemenl, a vacancy notice willalso be sent out to all subsidiary companies for giving publicity to enable the eligibleinternal candidates to apply for the same.
Departmental Candidates
Applications received from the departmental candidates will be considered on thefollowing guidelines :
1) Applications from departmental candidates who fulfil the advertised qualificatIOns inresponse to Press advertisements will be forwarded to the Coal India headquarters.These will be scruitinised on the same lines as outsiders.In the case of departmental candidates there will be no age bar (Added vide O. M.No. C5A/509721759dated 14.5.1981.)
!) Departmental candidates who fulfil the advertised norms with regard to bothqualification and experience may be called for interview and if selected, may be
appointed to the'posL
3) For the purpose of selection of the departmental candidates against the Press advertisement the criteria laid down in the cadre rules will not apply and instead, only thecriteria stipulated in the Press advertisement will be the guiding factor.
t) Departmental candidates who do not fulfil the stipulation in the advertisement wouldnot be considered, Wherever relaxation is required. it shaH be with the specificapprovalof the Chairman or any authority delegated with such powers.
5) All the applicants, both outsiders as will as departmental candidates, would beinterviewed by one single selection committee and the ranking of the departmental
b) Management Trainee
~
- Essential
Recognised degree or equivalent postgraduate diploma/degree in Business Admi·nistration/M anagement.Desirable
Recognised degree in relevant branch ofengineering in addition to the above willbe desirable.
ccmdidates will be strictly on the basis of merit as, determined by the ~committee aher interview.
(6) Departmental candidates selected for posts against Press advertisementrelieved for posting at the place where vacancies exist. Heplacements at tlevel will be provided by elL.
3.6 Reservation of Vacancies to Scheduled Castes / ScheduledCandidates
(11 In terms of the, Presidential.directive, the requisite number of posts adveroutside recruitment will be reserved for scheduled castes I scheduleccandidates and the number of such reserved vacancies will be notifiecpercentage of posts reserved for scheduled castes I scheduled tribes is irin Annexure III (2).
(2) In order to attract sufficient number of scheduled 'castes I schedule,candidates. a separate clause in the advertisement will also be inserted inthat "other things being equal, preference will be given to the calbelonging to scheduled castes I scheduled tribes."
(3) The prescribed age limit will be relaxed by 5 years in their case anIpossible, relaxation in educational qualifications and experience mibe given.
(4) Where necessary, advertisements inviting applications exclusively frccandidates belonging to scheduled castes/scheduled tribes will be issued.
Receipt of Applications and ScreeningNormally, one month's time will be given for submission of applicationsPress advertisements both for external and internal candidates.
Normally, an application form will be sent to a candidate on receipt of lOrder of requisite value (Rs. 101-) incase Qfgeneral candidates and Rs.in case of scheduled castes/scheduled tribes candidates). In case of Mana
Trainees and Junior Executive Trainees or such posts where the response ito be large, candidates may be permitted to apply on a plain paper acconby a P06tal Order of the requisite value.
In case of departmental candidates, no charges will be made.
Coal India headquarters will undertake initial screening of the applicatireceived with reference to the advertised norms. After initial screenirselection will be based, wherever necessary, on written test followedinterview.
Candidates recommended by the screening committee will be indioinformed to appear for interview. Efforts will be made that adequate notabout two weeks, is given to the candidates so as to enable them tonecessary travel arrangements.Those who are not recommended by the screening committee will asimultaneously informed of the position.
7
3.15 Quota Reserved for Direct Recruitment
In order to encourag~ non-executive employees to provide impetul t,avenues for growth, certaiA percentage of posts are reserved for d·employees at the executive entry level, viz•• E-1 and E-2 grades andreserved for outside recruitment is as indicated below :
3.13 The selection committee may recommend higher initial starting pay, ncexceeding 5 advance increments in deserving cases. On the basIs ofawarded or grading given by the selection committee, a final select list imerit will be prepared by Coal India headquarters. On therecommen
the selection committee, a panel of candidates for filling the posts willup and on approval by the Chairman, Coal India Limited, the panel wfor one y;ear unless extended specifically by the Chairman, Coal Incompetent authority, after which the panel lapses.
90!.
2/3r
2/3r501.
501.
501.Nil
100
4 advance in2 -do-l -do-1 -do-
Direct Recruitmer
Promotion of non-executives to executive cadre would also be centra II'
and appointment orders issued to such employees by Coal India head
suchpromotees will be entering into the executive cadre. Method of SEprocedure to be adopted for appointment of non-executives to the exeagainst departmental quota will be laid down by Coal India headquarte,
Probation
Executives .recruited from outside will be on probation for a period 0which may be extended at the discretion of the cadre controlling au
Discipline
(j) Acoountt;(ij) Materials management
eiii) Engineering(jv) PersonnelIv) Sales & marketing(vi) Other misc. disciplines(vii) Survey(viii) Medical
3.17
(a)
3.14 Advance Increments
In respect of Medical Officers possessing postgraduate qualifications alexperience, recommended for appointment in E-2 grade, the followirincrements may be given
(a) Post graduate degree(b) Post graduate diploma(c) Experience Over 2 years and upto 5 years(d) For every 3 addl. years
C9
I!
t
38 Selection of. Candidates and Composition of selection CommitteesNormally, interviews will be.arranged either at Coal India headquarters or at the
headquarters of subsidiary companies in rotation, where Possible, with a view togiving the prospective employees an idea of the coalfield areas where they will bedeployed if selected.
(f) Where, however, bulk recruitment of Jr. ElCecutive Trainees and ManagementTrainees is resorted to and where test will be conducted there will be no
~Iaborate screening of applications, but all candidates that fulfil the prescribedqualifiCiitions will be allowed to appear at the writ.ten elCamination.
(g) The candidates who fulfil the eligibility criter.ia will. be invited for a written
examination which may consist of general knowledge and test of reasoning andtechnical knowledge. Only those candidates who qualify in the written examination will be called for interview by the selection committee. The final selectionwill be made on the basis of the candidates performance in the written examination and the interview.
(h) Maximum number of candidates that would be called for interview for each
vac~ncy will be as may be decided from time to time depending upon thevacancies.
(i) Candidates who are not recommended for appointment by the selection committee will be individually informed by issue of a regret letter.
:,9 The selection committee for recruitment of executives will normally be qhaired byChairman-cum-Managing Director of one of the subsidiary companies or anofficer deSignated by name by him in case the CMD IS unable to praside ovar thedeliberations). Other members of the selection committee will be as follows;
(a) Two officers designated by name from other subsidiary companies and belongingto the discipline for which th~ officers are being re.cruit.ed.
(b) An outside expert. This will be a person of renown who has specialised in thesubject for which the. selection is being made.
(c) Chief of Personnel Division, Coal India or his represanlative.
1.10 Second class train fare, to and fro, will be paid to the candidates called forinterview in resp3ct of the posts of Junior Executive Trainees etc. or for theposts of E-l or E-2 grades.
:.11 First class train fare. to and fro, will be paid to the candidates called forinterview for the posts of E-3 grade and above.
1.12 In case outside experts are invited for participating in the selection committee,
they will be paid AirjACC fare, to and fro, plus the h01eljguest housecharges. They will also be paid an honorarium per sitting as may be de::idedfrom time to time.
Procedure with regard to closure of probation or otherwise:
Issue of formal confirmation orders to the executives who have successfully com
pleted probationary period: Executives, who have initially been appointed in aparticular post, will be confirmed in that post on successful completion of theprobatiQnary period. Confirmation of an executive after successful completi'on of
the probationary period will be issued after obtaining written approval of thecompetent authority in each case. For this purpose. Managing Directors of therespective companies will exercise the powers of the competent authority in respect
of officers in the grade of E-5 and below. In respect of officers in the grade of
E-6 and above. Chairman Coal India will be the competent authority.
Junior Executive Trainee or Management Trainee will not be confirmed unless and
until he has successfully completed the probationary period after his appointment
in a regular scale which will be after his successful completion of the training period.
I Before confirming an officer against a particular post, it must be ensured that the
executive has submitted all documentary evidence to the satisfaction, of the com
petent authority ill respect of his age, education. qualification, experience etc.
I Whenever it is considered necesS\lry to extend the probationary period of an exe.cutiv~ beyond one year, the executive concerned should be informed of the reasons
for s'uch extensions in order to provide him adequate opportunity to improve.
In respect of officers in the grade of E-6 and above. the recommendation for closure
of probation or otherwise may be forwarded to the Coal India headquarters supportedby reasons for extension wherever recommended so that Coal India headquarters
can communicate to the executive concerned the reasons for extending the probation
JJ~riQ~ iHllJropriatflly.
Recruitment of Trainee Welfare Officers, Junior Executive Trainees andManagement Trainees
Recruitment of Welfare Officers : Qualified Welfare Officers would be recruited
as Trainee Welfare Officers with a fixed stipend of Rs. 600/- p. m. in the first year
and Rs. 700/- p. m. in the second year. They will become eligible for absorption
as regular welfare Officers in E-l grade after successful completion of two yearstraining period. They will become eligible for consideration for promotion to E-2grade after putting in a minimum of two years: service in E-2 grade.
Stipend for Welfare Officer (Trainees) has been increased to Rs. 750/- p. m. duringthe first year of training and to Rs. 850/- p. m. durin-g the second year of trainingw.e,f. 24.2·1983 (Anl)exure /II (5) may be seen).
The conSOlidated stipend payable to Welfare Officer1; (Trainee) has been revised toRs. 1030/- per month in the first year of their training and Rs. 10801- per month in
lhelr second year of training as against the present rates of Rs. 7501- p. m. in the
l
10
!
f
f
!iIIIt
I1j!I!iii
Ir
first year aI)d Rs. 850/- p.m. in the second year of training. Tllese Ttvised ratesbe effective from 24/2/83 (Annexure III (7) may be seen).
3.19 Recruitment of JET (MininglElectrical/Mechanical/Civiljlndustrial En~eering and Management Trainee)
1) As decided in the MDs' Conference No.4 heMin the first week of May, 1977,effect from 1.6.1977. the Jr. Executive Trainees are taken in CIL on a corisolid
stipend of Rs. 8001- p.m. for the first year and registered under the ApprenticesDuring this period they arc also entitled to leave facilities as provided unde]
said Act. From the second year onwards and on successful completion oj
apprenticeship during the first year, they may be placed in the regular sealRs. 725-40-1325/- and be allowed all facilities that are presently available to
other executives. This will come into effect from 1.6.1977. A specimen appoint!letter is enclosed at Appendix III (3)
(2) To avoid disparity between the fresh entrants under the new scheme and thOSe all"recruited as JETs, it was also decided tlJat such of the JETs who bad completedre!
training of one year as on Ist June 1977. may be placed in the regular scaliRs.725-40-1325/- with effect from 1st June, 1977. Other JETs already under traishould be given this scale as and when they complete the first year of trailThey, however, were not required to execute any separate contract under the Apptices Act.
(3) The JETs and Management Trainees are also required to execute a bond to s
the company for at least three years after successful completion of the training.
(4) The revised scheme is also applicable to the Management Trainees who join
company as such after obtaining MBA degree although they are not required t«
registered under the Apprentices Act.
(5) The revised scheme is also applicable to the Jr. Executive Trainees in the storespurchase cadre who are graduates in any of the above mentioned engineedisciplines.
(6) The period of training for JETs (Mining) will continue to be one year which, UJ
the revised scheme, will now be under the Apprentices Act.
(7) The benefits of higher initial start of Rs. 765/- in the case of non-mining engineelgraduates and Rs. 8051- in the case of mining graduates, as laid down iJl this 0:
memo No. Apx/Adm/167D/O.M. 459/3241 dated 9th July, 1975, will be admissonly after satisfactory completion of the full period of their training. lhe follovillustrations would elucidate the position :
(a) 'A' joined as JET (Meeh) on 1.10.75. He will be placed in the regular scalfRs. 725-13251- on 1.6.77 (that is, the date from wbich the revised scheme came)
force) with a fixed pay of Rs. 7251-. On satisfactory completion of two years trah
11
on 30.91977 he will be absorbed as Engineer in the E-2 scale with an initial startingpay of Rs. 765/- with effect from 1.10.1977.
'B' joined as JET (Civil) on 31.12.76. He will be placed in the regular scale ofRs. 775-1325/- after successfully completing one year's training with effect from31.12.77 with a fixed pay of R5. 725/-. On satisfactory completion of two yearstraining on 30.12.78 he will be absorbed as Engineer in E-2 grade with effect from31.12.78 and will be given the initial pay of Rs. 765/-. His next normal inCrelUnltwill fall due on 1.12.1979.
'c' Joined as JET (Mining) on 1.1176 On satisfactory completion of one year'straining he will be placed in the regular scale of Rs. 725-13251- with effect from1.11.77 with a fixed pay of Rs. 725/-. He obtains the 2nd class mine manager'scertificate on 10.12.77. He will be absorbed as Under Manager in the regular E-2scale with effect from 10.12.1977 with the initial pay of Rs. 805/-
'0' joined as JET (Elec.) on 1.9.1977 and is registered as apprentice under theApprentices Act. He satisfactorily completes the training under tbe ApprenticesAct on 31.8.1978. He will be placed in the scale ofRs. 725-]3251- with effectfrom1.9.78 at the fixed pay of Rs. 7251-. He should normally complete another year oftraining undcr elL's scheme on 31-8-79 but his performance during the.traininghaving not been found satisfactory the period of training is extended by two monthsupto 31.10.79. He will be given the higher start of Rs 765/- only with effect from1.11.79 when he is absorbed as Engineer on satisfactory completion of extended
period of training. In other words, the fixed pay of Rs. 725/- Payable during thesecond year of training would continue to be::paid during the extended pc::rjodof
tmining witbOlH ilny inmm;ut.
In addition to fixed pay, the JETs on being placed in the scale of Rs. 725-1325/will be eligib]e to other allowances and facilities as are available to other execu~ives.
The Jr. Executive Trainees and Management Trainees who had not completed
the first year of their training by 31.5.77 may be allowed the leave as admissible tothe JETs registered' under the Apprentice Act with effect from 1.6.77 pro - rata.The admissibility of leave during the second year to all the JETs and MTs will,however, be as per leave rules of the company applicable to executive cadreemployees.
l) No engineering graduate, who had training or job experien~e for a period of oneyear or more after the graduation, shall be e]igib1e for being engaged as an apprenticeunder the Apprentices Act. In such cases the entire two years training would beunder the company's scheme and the trainees would not be required to execute anycontract of apprenticeship. They will, however, have to execute the usual bondin favour of the company.
12
(11) A person, who has been a graduate apprentice under the Apprentices ~ct an:whose case the contract of apprenticeship was terminated for any reason wsQl\lVer,~halliillso not be eligible for being engaged as an apprentice under theAct w.ithout the prior approval of the concerned Apprenticeship Adviser.
320.1 Management Trainee (Finance)
The revised scheme. however. does not apply to the Management Trainee (Finwho are governed by a separate scheme and who will be absorbed in the reIscale of Rs. 725-1325/- only after successful completion of two years trainingon their passing the departmental qualifving exa~ination. In respect of tthe orders contained in this office memo No. Apx/Admn 1670/0.M.459/3241 d9th July, 1975 will continue to apply to the extent indicated below.
3·20.2 Emoluments
(a) During the period of 1st year of training the MT(F) will be paid a consolidstipend of Rs. 8001- p. m. They will not be entitled to any other allowances dlthe period of their training.
(b) The: MT (F) will bll on training for a minimum period of two yellrs- Dllringsecond vear the said trainees will be paid a consolidated stipend of Rs. 900/- IDuring this pe:riod also they will not I?e entitled to any other allowances.
(c) After successful completion of the training. these Ml (F) will bj'l apppintedregljlijf scale in the grC!deof Rs. 725-1 ~25/- On the.ir apppintment in a reIsc;ale they wiH be entitled to all allowances and perquisites as admissible toexecutive cadre employees of CIL.
Note:
It has been clarified vide O. M. No. C5A (jjj)/51186/4272 dated 2nd Septen1981 that the Management Trainees (Finance) who had completed two years tr.and passed the final qualifying departmental examination in the fi.rst attemplbe absorbed in E-2 grade from the date of completion of two years trainingpective of the date of announcement of the result.
Howeverf those whl? Were not declilred successful in the qualifying examinin the 'first attempt and appeared in subsequent examinations will be absorbE-2grade from ihe date of announcement of the result of the particular examinin which they qualify for absorption (Annexure III (4) may be ,seen)Further amendments of emoluments, training period etc. may bj'l seen at anntIII (5).
3·20.3 Bond
The MT (F) will have to execute, before joining, a bond to serve the companatleasfthree years, after successful completion cf the training. The conditionmode of execution of bond will remain unaltered.
]3
l ' ' .••••
15
All the proposals concerning re-employment I extension of service of the
should be sent to C-5 Division of Coal India Limited headquarters we
on the profol'ma enclosed, Annexure III (3).
The policy of Coal India in regard to extension of service to officerswho have rlthe age of superannuation is not to give any extension to officers who have r.the age of superannuation. In case, however, there is any exceptional cirCUlIon the ground of a particular expertise not available the following uniformdure for submission of such proposals to Coal India is laid down :
(6)
(a) that other executives of the company are not ripe enough to take over theview of shortage of personnel in the particular specialisation : or
(c) that the employee concerned has a good reputation for integrity and honiba! his sei'lJil!e~l!fa euentilIly fcquirod in tb; iDtm~t 9f t!!~company:
(4) Whenever re-employment or extension of service of an executive beyond
of superannuation is recommended, confidential report of the executive c.should be carefully scrutinised and all other information that may be
should be taken into account to judge whether the services of the exec:
essentially required in the it terest of the company and he has a good r.
for integrity and honesty.
(5) Chairman-cum-Managing Director of the concerned company will pescrutinise the proposal before recommending re-employment/extension (
beyond the age of superannuation and every such proposal must specify ane
the written approval of Chairman-cum-Managing Director.
(3) The overriding considerations for re-employment or grant of extension are:
(0) that the retiring executive is of outstanding merit : or
(2) Whenever, in rare and exceptional circumstances, the services of an executessentially required in the interest of the company on the ground that a' paexpertise is not available, Chairman-cum-Managing Director of the COI
subsidiary company may recommend re-employment in preference to extelservice. Even in respect of such cases 60 years of age should be the dead II
(I) No proposal for extension of service/re-employment beyond the age of superamshould ordinarily be considered.
3.21 Proposal with Regard to Extension/Re-employment of Executives
Compulsory Retirement on Attaining the age of 58 years.
I~~~'~~I~~~~~~~~~!~~..: .~,!~~!!!I
14
1. As per CIL's Office Memorandum No. ClL/C5 (A)/50990!Vol. 11/3296. dated30.11.1979 it has been decided that the Junior Executive Trainees/ManagementTrainees who will be directly recruited after the date of issue of this order will beon training for a period of two years, during which time, they will be paid a conso·lidated stipend of Rs. 8501- per month during the first year and Rs. 950/· per monthduring the second year. On successful completion of the training they will be fixedat the minimum of E-2 scale. (Further clarification may be seen at Annexure 111(5)
2. As per CIL's letter No. C5A/50972/45 dated 2.3.1983 the period of trainingof the JETs has been reduced from two years to one year. During the first yearthey will draw pay at the minimum of E.1 grade plus usual allowances like DA/HRA/CCA and coalfields allowance wherever admissible.
The JETs on successful completion of their training/apprenticeship will be placed.at minimum of E-2 grad3. Their confirmation in the E·2 grade will be done interms of extant rules on the subjact and guidelines given in Annexure III (6).
~ B
The trainees will be entitled to leave travel concession during the second year oftraining period in terms of the company's LTC rules.
.20.6 Qualifying Service for the Purpose of Gratuity
The period spent on training will be treated as qualifying service for the purposeof retirement gratuity scheme of the company provided the trainee successfullycompletes the training period and is appointed in the regular scale.
.20 7 General
The management reserves the right to extend the period of their training without
notic@ lit it~ dl~Grtltionl DurinQ lhll ~xtended period of training the MT (F) willcontinue to get a consolidated stipend of Rs. 9001· p. m.
W.4 Leave
3) During the 1st year of training period, trainees will be entitled to only 12 days'casual leave in a calendar year, The casual leave will be calculated proportionatelyfrom the date of joining the organisation.
b) They will not be entitled to any other leave during the 1st year of training.
c) During the second year of training period. the trainees will be entitled to. besidesthe casual leave. leave on full paY(E.arned leave) as per the provision containedin the leave rules. They Will not be entitled to any other type of leave during theperiod of training. The unavailtd portion of the earned leave will be carriedforward on their appointment in the regular scale.
20.5 leave Travel Concession
I ... _
(ii) Members
:hapter IV
CADRE SCHEMES AND PROMOTION PROCEDURES
All promotions from one executive grade to another will be on the basis of recommendation of duly constiluted Departmental Promotioll Committee.
No officer on deputation I foreign service may be considered for promotion unlesshe has given his option for absorption in the company,
Promotion of Executives Within Each Company and on all Company BasisItltra Company Promotions
The companies may hold meetings of Departmental Promotion Committees as
per approvtld composition for considering officers for promotion from one gradeto another upto E-5' grade, and issue orders of promotion against existing vacancies.
Cellttalised Promotio1lS
I The cases of officers for promotion from E-5 grade to E-6 grade and above willbe considered centrally at Coal India headquarters, i. e. while normally the cases
of officers upto E-4 grade will be considered for promotion in their respective companies, the cases of officers in E-5 grade and above, whether they are employed atCoal India headquarters or in any of the subsidiary companias, will be consideredfor promo,tion at the Coal India headquarters.
, There will be three Departmental Promotion Committees for cO!l~iQGrin&the 01fi()l!f~
for promotion fram One grade to another as indicated below :
Board No, HI in respect of company DPCs (upto E.5 grade) conslstlOg of representatives of the company concerned and also the representatives of the other subsidiary companies and Coal India headquarters.
) Board No. II in respect of OPC for prom0tion from E-5 to E-6 grade and E-6 toE-? grade, consisting of all CMOs of subsidiary companies and Chi,ef of PersonnelDivision of Coal India and the Head of the Division concerned at Coal Indiahe"dquarters.
I Board No. I in respect of DPC for promotions from E-? to E-8 grade, consistingof Chairman. Coal India, all CMDs of subsidiary companies and any othermember nominated by the Chairman, Coal India.
~:'!iIkt
fiII
III!
It
~
tI,r
it.
f
iIi
t
Composition of 0 pesThe composition of the Depaltmclltal Promotion Committees will be as follow
(a) Board No I: This Board will deal with all promotion cases of officers frollto E-8 grade, and above. The composition of the DPC will be as under :
0) Presiding Officer - Chairman, Coal India Limited.
(ii) Members -- All CMDs of subsidiary Companiesany other member(s) nominated byChairman, Coal India Limited.
(b) Board No- II: It will deal with DPCs of all officers in the pay scale of grad,and E-6. The composition of the Board will be :
(i) Presiding Officer - One of the CMOs to benominahChairman, Coal India Limited.
- (a) CMDs. of the remaining compames.
- (b) Head of the Division concerne·
Coal India headquarters when c
dering cases of their particular
pline only.
(c) Chief of Personnel Division, CoalLimited.
(iC) Board No. III: These Boards will de-.d with cases of officers from E-! togrades, i.e. promotions upto the grade E-5 and will be on company wise
Tbe BOllfd(~) will COmprisE of (be following !(i) Presiding Officer - CMD of the company concerned.
(ii) Members - (a) One nominee of each of the CMIthe remaining companies_ Such Inees shall not be below the gracE-7.
(b) Head of the Department of the
cerned company when considerincases of their particular discipline.
(c) A representative of Coal Indiaquarters.
(d) Chief of the Personnel Departmethe concerned company.
follows
In order to ensure that promotions in the companies are by and I y hI'. 4.5 Schedule of DPes
b· 'd' , arge, on t e , . f '--PC '11 II bsame aSlS, GUi e hnes and datum lines and block of officers to be considered for ". The schedule for holding meetll1gs 0 'U S WI norma yeas
promotion from one grade to another will be laid down by the Coal India head uar- i (a) .DPe for engineering cadre June/July each year.
JPC for accounts and finance cadre August each year.
)PC for medical cadre. May each year.
>PC for other general services. September each year.
1eetings of DPCs may be convened at any time than those in the above schedule
s may be decided by the cadre controlling authority, i.e. CMDs of subsidiary
ompanies in respect of Board No, III and Chairman, Coal India Ltd. in respectIf Boards Nos. II and I.
COAL INDIA LIMITEDCOAL BHAWAN
10 - NETAJI SUBHAS ROADCALCUTTA - 700001
No. C-5 A (iii)/521OH/Pt./1026 Date 17-8-88
18
OFFICE MEMORANDUM
( R. G. SINGH)GENERAL MANAGER (PERSONNEL)
Para 4.7 of the Common Coal Cadre lays down eligibility norms for promotionfrom non-executive to executive cadre as well as from one grade to another within executive
cadre. For any relaxation either in the minimum length of service or minimum qualificationthe following are the cadre controlling authorities.
(0 For promotion to the grade from E-l to E.5 - CMD of the concerned compllny.(ii) For promotion to the grade of E-7 and E-8 - CMD orCIL.
2 While necessary guidelines for grant of relaxation in qualification norms for consi-
deratiun of promotion:within the executive cadre upto E-5 grade have already been issuedto all subsidiary companies, the question of grant of relaxation for promotion from non
executive to executive cadre was discussed in the 3Jrd meeting the Directors (P) held in elLon 21-12-1987 when the following consensus was arrived at.
(a) It is decided that there will be no relaxation in the length of service for promotionfrom nOll-executive to executive cadre.
(b) All efforts should be. made to make the examination in a particular month
every year,
(c) Date of eligibility should be counted as on 31st December of the previous year.
3. The above 'recommendations of the meeting of the Directors (P) /lav •• bet;ll dulyapprowd by the competent authority.
4. All concerned are rcques'ed to implement the above decisions with immediateeffect.
• clear 15 days notice for holding DPCs shall be given to the representatives ofoal India headquarters and other subsidiary companies.
:fore convening the meetings of the DPC, it shall be ensured that ,the confidentialppraisal reports at least for the last three years are complete in all respects for>nsideration of the committee.
nnual appraisal/confidential reportsII respects including final review andIe date indicated hereunder :
1 respect of all executives of engineering disciplines
1 order to enable prop~r evaluation by the DPCs, full personal data indicatingI relevant information relating to the eligible executives shall be presented to the,mmittee. A suggested proforma is placed at Appendix iv (1),
atement showiqg tlW !!l!I!11;>~r 9f Yil~iin\liGB in the grllde(.) ghJIl aI~o be j3IRlleli:fore the DPG for information.
the DPC adopts certain norms different from the norms indicated in Appendix(2) and the d<itum lines fixed by elL from time to time while recommending any
rticular executive(s), the reasons thereof shall be clearly explained in the pro,dings for considerations of the cadre controlling authority.
Ie DPC shall, in its proceedings, indicate the names of executives considered
Id those found suitable for promotion. Where an officer is by-passed in the
atter of promotion, the reason for their recommendations shall be recorded by~ concerned Departmental Promotion Committee to provide sufficient oppornity to the executive concerned to improve.
Ie DPC shall consider those who have not been promoted at all since nationali
tion of coking coat/non-coking coal mines, viz. 1.7.1972/1.8.1973, before consiring other eligible departmental candidates.
Ie DPC should determine the number of eligible candidates to be considered
each time. on the basis of the number of vacancies available in the higher gradethe ratio of 1:5 While considering the eligible departmental candidates in
I.r.UtJ .I~~n~
( R. G. SINGH)OI1NRltAL MANAGER
Date:
OFFICE MEMORANDUM
COAL INDIA LIMITEDCOAL BHAWAN
10 - NETAJI SUBHAS ROADCALCUTTA - 700001
v)
ii),
iv)
iii)
No. C-5 A liii)/51823/Pt./1824
Further to tbis Office Memorandum No. C·5A/(iii)/51823/Pt/l090 dated 28-H
tbe subject of grant of relaxation either in the minimum length of service or minqualifications for the purpose of consideration of promotion within the executive cadre
E-5 grade and discussed in the 17th meeting or'the CMOs held on 7-2-1988 at CIlafter due deliberations, the guidelines for relaxation were approved with the t"oll
modifications.
i) The concerned executives should have put in atleas! 6 years service
'grade against the normal eligibility period of 3 years.The performance of tbe officer during the last 3 years should atle
"Very Good". ,
No relaxation in respect of executives who are not graduates be cons
for promotion beyond E-5 level for non-technical disciplines.
Similarly the executives who do not possess even Diploma in Tee
disciplines should not be considered for promotion beyond E-5 grade.All cases of relaxation for promotion to the higher grade fulfilling the
guidelines should be submitted to ClL (HQ) with complete details
justification well in advance from the date or BPe for approval by Di(P&IR), elL.,
All subsidiary companies are, therefore, requested to see that the above men'
,guideliIW~for relaxations are strictly followed for consideration of promotion, withiJexecutive cadre upto E-5 grade and cases of relaxation for promotion to tbe bigber
fulfilling the above guidelInes are submitted to ClL lHQ) with complete details andfication well in advance from the date of DPC for approval by Director (P&IR), elL.
Central Mine Planning & Design Institute Ltd. , Ranchi.
The General Manager, North Eastern Coalfields ltd .• Assam.
Sub: Grant of relaxation in qualification norms for promotion.
Yours faithfL
"The individual cases were examined and it was decided that!
guidelines should be laid down for guida~t&. It Wft!l decided trelaxation in qualification norms the qualifying period will be
in place of normal 3 years in the grade below. The executiverned must have earned a 'Very Good' assessment consecutillthe last 3 years before his case is considered, and all casesbe referred to CMOs' Meet for decision. The companies were (to send cases afresh in light of the above guidelines.
The above is for your information and necessary action.
\
Date 23-6-8t~
R. G. SINGHGENERAL MANAGER (P)
COAL INDIA LIMITED"COAL BHA WAN"
10 • NETAJI SUBI-IAS ROADCALCUTTA - 700001
C - 5 A (iii)151823/Pt./631OFFICE MEMORANDUM
Reference is invited to CIL's Office Memorandum No. C-5 A (iii)/51823/P/1824
~d 2-3-1988 circulating guidelines laying down the norms for grant of relaxation in the
lification for consideration of promotion within the executive cadre upto E-5 grade as
.roved in the 17th meeting of the CMDs held on 7-2-1988 at CIL.
It is clarified that grant of relaxation in the qualification norms in respect of
;utives for promotion upto E-5 grade posted in the snbsidiary will be· consiqert:d byCMD of the concerned subsidiary company on the basis of guidelines embodied in
: Office Memorandum dated 2-3-1988 referred to above. Each case for grl1nt of relaxation
the qualification nC\fms in respect of the executives who are not eligible for considerationpromotion to the next higher grade on the baSIS of the prescribed qualification llllllliQNn in the relevant Cadre Scheme/Cummon Coal Cadre has to be thoroughly scrutinised
the G. M. (EE)!Officer-in-Charge of the Executive Establishment of the Company and
)roval of Dir(P) and CMO of the concerned company obtained before-hand for puttingsuch cases before a duly constituted DPC. The Dir(P) of the Coal Companies are
o to ensure that there is absolute no deviation from the laid down norms in matter
grant of relaxation.Grant of relaxation in the qualification norms in respect of executives in E-S
~de and above cons;dWHtM of their promotion tl? tb; IJ,ct~t hioher &rade will continue
be dealt with by CIL(HQ) on the basis of guidelines approved in the CMD's meet held
7-2-1988.This issues with the approval of competent authority.
ISTRIBUTION
Chairman -cum-Managing Directors, ECL/BCCL/CGL/NCL I WC L/SECL/CMPDI.
Directors (P), ECL/BCCL/CCL/NCL/WCL/SECL.
Director (0), CMPDI.All Divisional Heads, CIL, Calcutta
Chief General Manager, Oankuni Coal Complex, Dankuni, Dist. Hooghly.
General Manager (EE), BCCL Dhanbad.
General Manager (P&A), SECL, bilaspur.General Manager (P&W), WCL. Nagpur.
The matter regarding evolving of a uniform policy about grant of relaxation either in
the minimum length of service or minimum qualifications for the .purpose of considerationof promotion within the executive cadre upto E-$ grade including promotion froIll non
executive to executive cadre as provided under para 4.7 of chapter - IV of the common coal
cadre has been engaging the attention of the management for some time. lhe issue was alsodiscussed at the 86th meeting of the Board of Directors of CIL vide Item No. 86:4 (p) heldon 6-7-1987 when the Board directed that specific proposals regarding grant of relaxation
for individual cases may be decided in the CMOs meet so that the discretion could be exercised
uniformly thereby avoiding the possibility of imbalances in career growth and discontentmentamongst the employees.
!,II
I
III
Ref. No. C-5A (iii)/51823/Pt./1090
OFFICE MEMORANDUM
Dated 28-10-1987.
I~I
IIr
t
2. Accordingly, all proposals regrading grant of relaxation either in the mInImum
length of service or minimum qualifications for individual cases for promotion to the gradefrom E-I to E-5 should be forwarded to Coal India Headquarters for being put up before the
I, I" , ••• ;; ;';;"'~~l,,~;;)i:.1:\~t'~;·~~~~t;I~~_~~~~~'~;.fi1'~fJll~r._~JfiI •• um~!~~:lUilllJJQrn~II.~
- CMD of the concerned comp
--CMD of coal India Limited.
I
whose cases inter-se seniority has not yet been established, this limit may not aplinstead the DPC may consider all the eligible departmental candidates and nmmend a panel of officers in order of merit.
<D (Deleted Vide O.M. No. C5(A)/S099611432 dated 5.7.79).
4.7 Eligibility Nqrms for Promotion (See Circular Dt. 28.10.87.)(a) The promotions of departmental executives will be step-by-step according to
channel of promotion indicated in the cadre schemes placed at Appendix IV
tb) The eligibilitY of exequtives for consideration for promotion shall be determion the basis of minimum qualification and minimum period of service in a p;cutar grade as indicated in the respective cadre schemes placed at Appendix IV
(cl, Unless otherwise stipulated in the relevant cadre schemes, an executive haput in a minimum of three'years service in a particular grade 'before he beco
1 eligible for consideration for promotion to the next higher grade.(d) The Personnel Division of Coal India headquarters will ~,etermine datum Iand block of officers to be considered for promotion from one grade to the 0
each year, whch shall be strictly followed.
(e) Any relaxation, either in the minimum length of service or minimum qualificalshall be only with the specific written approval of the cadre controlling autho
(f) The following shall be the cadre controlling authorities for purposes of coal c,scheme:
(0 For promotion to the grade from E-, to E 5
(ii) For promotion to the grades of E-6, E-7and E-8.
/4.9 Criteria lor ~romotion
(i) The criteria for ,promotion from one grade to another upto the level of E-3 gWould be seniority-cum-merit.lf,however, no established seniroity is availin the grades of E-1, E-2 and E-3,theconcerned DPC will determine the rinter-se am0rlgst t~ose found suitable which will form the basis for promotionalso for evolving seniority in the promoted grade,
(ij) Beyond E-3 grade the criteria for promotion would be merit·cum-seniority.
'iiil Where there is an established seniority, the ratio of the number of eligible cc
dates for consideration against the vacancies should be at the rate of five candie
for. each. vacancy.
(jv) The candidates considered for promotion would be grouped into three categc\liz. A, B. and C, on the basis of recorded preformance, type and length of exper:qualifications, etc. Officers, who are categorised in the grade 'A', will be first C(
dered for promotion befOre considering those categorised as 'B' Normally, offcategorised as 'C' are not recommended for promotion. Amongst those catego
19
m~~~~\t;;'~~i~i\ii,,~"~~Ji~lll'it~~~~~)'~=~~~Jf ••• 'IftP'1I&1llI8r•••• '&IUiMr.ti~._riI1'~nfll't.~(MinOlJJt1t11!rMU •• "_·lnl g
. -
CONFIDENT!
as 'A' or'S' the order of promotion would be according to the seniority of thosein 'A' liSt first and then according to the seniority of those in'S' list
The date of effect of promotion for. the purpose of drawing emoluments in the
higher grades will be from the date the concerned officer assumes charge of t.he
higher post on receipt of the promotion lorders. However, the date of issue of
promotion shall determine the seniority and eligibility for promotion to the next
higher grade.
Promotional Opportunities to Certain Categories of Employees
From Non-executives to Executive Cadre
The quota reserved for departmental promotion to grade E-1 or E-2l.1s the case
may be, in various desciplines will be as follows :
Accounts and finance 10% of the posts to. be filled in a financial year
Materials management 113rd -do-
Engineering (Non-mining) 1/3rd -do-
Personnel & administration 50% -do-
Sales & marketing 50'10 -do-
Other miscellaneous 50% -do-
Survey 100% -do-
All promotions from the senior most non-executive grade to the executive gradeto fill in the departmental quota as indicated in 11.1) above will be on the basis ofselection test and interview on the basis of merit. The syllabi and the methodology
for conducting thlt tgit will be 115 laid down by the Apex TminingBollrd Hod CO~IIndia headquarters.
Promotion of non-executives to the executive entry grade in the discipl ines wherethere is no established channel of promotion will be only on the basis of the reco
mmendation of the selection committee against advertisement! notification of
vacancies which will be centrally controlled by Coal India HQs.
: Mining Discipline - from Non-executive to Executive Cadre
In order to provide promotional opportunites to the Overmen/Senior Overmen,who are unable to obtain second class competency certificate, it has been decided to
upgrade 15% of each of the total posts occupied by the following eligible OvermentSenior Overmen to E-1 grade. The eligibility for consideration for promotionwould be :
Seven years total experience as Overman/Senior Overman or Head Overman inthe case of recognised mining diploma holders.,
Seven 'years experience as Senior Overman or Head Overman in case the incumbent does not possess anyrecognised diploma.
20
COAL INDIA LIMITEDCOAL BHA W AN
10 - NETA 1T SUBHAS ROADCALCUtTA - 700001
POST BOX NO. : 871
No. C-5 A (iii}/51023/I/925 Dated, the 16th Nov.The Chairman-cnm-Managing Director, ECL, Sanctoria
The Chairman-cnm-Managing Director, CCL, RanchiThe Chairman-cum-Managinl: Director, WCL, Nagpur
The Chairman-cum·Managing Director, BCCL, DhanbadThe Chairman-cnm-Managing Dircctor, CMPDlL, Ranchi
Sub :- Selection for promotion from non-executive,to executive cadtes,
Dear Sir,As yon are aware, the next qualifying examination for selection for promoti
of non-executive cadre employees to executive eadres in non-technical disciplinesscheduled to be held in December next. It is seen that the list of candidates furnislby the ,Companies to the General Hanager (MD&T), CIL, contain many names of candija
who are not eligible for considrration for promotion to executive cadre as per trelevant Cadre Schemes, If the ineligible candidates are allowed to sit in the qualifyiexamination, they might automatically claim entitlement for relaxation of qualificatioJexperience. As su~h, it is necessary, to ,ensule that onl! those candidates wh~ fulfil Ieligibility nurms with regard to quallficatlOlls and expenence as per the prescnbed Cal
Schemes appear in the examination and the in~1i8i~l, Iillmlidllteliam not allowed toin the written test. It is therefore, requested that the lists of candidates sent by ycCompany should be re-examined and names of all ineligible candidates be removed thefrom with mtimation to the General Manager (MD&T), CIL,
2. It is also seen that varying standards and methodology are being followed
different Subsidiary Compllnies in selection of non-executive cadre employees for promotito executive cadres, For the purpose of uniformity, it has been decided that the followi
norms may be adopted for selection of non-executive cadre employees for appointrniin executive cadre posts after passing the qualifying cxamination.
3 As at present, suitability or otherwise of an employee for promotion to executcadre will be determined on the basis of five factors vi:il. (0 Qualifications (ii) experiel(iii) ACRs for the last 3 years (iv) Written Test (v) Interview. The maximum aggreg;
marks for these five factors will be 100 and minimum qualifying marks in aggregate 1
emparolment will be 60. The methodology for allotment of marks, etc. for these fact.will be as under: -
(i) Qualifications - 10 marksSix marks will be given for possessing the minimum qualiticatiolls as prescribed
the relevant Cadre Scheme. Additional marks may be given for additional' qualificaticacquired by the candidates as may be decided by the DPC. In case the candidate does Dpossess the prescribed minimum qualification and has been given relaxation by tbe eal
Controlling Authority, in any exceptional case, the marks will be reduced as per disCICtiof the ope.
The Chairman-cum-Managing Director, ECL, Sanctoria
The Chairman-cum-Managing Director; WCL, NagpurThe Chairman-cum-Managin~ Director, CCL, Ranchi
The Chairman-cum-Managing Director, BeeL, DhanbadThe Chairman-cum-Managing Director, CMPDIL, Ranchi
Sub :- Selection for appointments/promotion from
non-executive grades to the posts of under
Managers & Accounts Officers in E-2 grade
No. C - 5 A/(iii)/S1823/1/1252
( C. R. BHANDARI )GBNERAL MANAGER. (Pl
-2-
a)Outstanding -5
b)
Very Good -4
c)
Good ..3
10% in Wr. Tests Yours faithfully
10% in Interview
ACRs - 15 marksConfidential reports for the previous three years will be examined by the DPC.
to be given for each year's prformance will be as' follows :-
Copy for information to :-
General Manager (MD&T), CIL, Calcutta.
General Manager, NEC, Marghorita, Assam
Chief of Marketing, CIL, Calcutta.
General Manager, CIL, Dankuni.
C-S(A) (ii) I C~S(A) (iv) I C-S(A) (viii), CIL, Calcutta.
Candidates whose performance is assessed less tban good in any of years under
v, i. e. Adequate, Barely Adequate etc" will not be considered fit for selection.
Written Test - 40 marks
The. qualifyil)g marks in the written test will be 40%. The marks actually obtained
e each 'candidate will he converted to 40% for the purpose of selection.
Interview - 25 marks
H 1s requested thataH concerned ill your Company may be advised to adhere to the
e norms in future.
Dear Sir,In this office letter No. C-S (A) (iii)/SI823/1192S, dated 16-11-1984, norms were la
down for selcc~i9n of non-executive cadre employees for appointment/promotion to executi
cadre posts after passing the qualifying examination It is noticed that varying standards f(
selection are being followed in the case of appointment promotion of non-executive cad
employees to the posts of Under Managers and Accounts Officers (fully qualified Accountant
in whose cases qualifying tests are presently not bemg held.ITherefore, for the purpose
uniformity, it has been decided to adopt the fo\1owing norms for selection of non-executi
cadre employeM far llPpointment/promotion to nw i\~Qve mentioned executive cadre posts.
2, The suitability or othClrwise of an employee for promotion to executive cadre in sUoca~es will be determined on the basis of 4 factors viz. (i) Qualifications (ii) Experien
(Hi) ACRs for the last 3 years and (iv) Interview. The maximum aggregate marks fthese 4 factors will be 100 and minimum qualifying marks in aggregate for empanelme
will be 60 The methodology for allotment of marks etc. for these factors will be as under:-
(i) Qualifications - 10 marks
Six marks will be given for possessing the minimum qualifications as prescril:
in the relevant Cadre Scheme. Additional marks may be given for additional qualificatic
aquircd by the candidates as may be elecided by the DPC.
(ii) Experience - fo marks
Two marks may be given for each year's experience in the lower post. Experie
of six: months and more as on the date of the DPC I Selection Committee meeting D
be treated as one year and experience of less than six months be ignored.
(iii) ACHs - 30 marks
Confidential reports for the previous three years will be examined by the D
Marks to be given for each year's performance will be as follows ;-
[a] Outstunding - 10
Ib] Very Good - l:)
~~~~~~~II_" .•
Experience : 10 marksSix marks will be given for the minimum experience as prescribed in the
t Cadre Scheme. One mark maybe given· After each additiol1al year's experience
highest non-executive grade from which the employee is considered for promotion.xation in the period of experience has been given by the Cadre Controlling
rity in any excePtional case, the marks wiII be reduced at the discretion of the DPC.
I
ftlf'f 29th December, 1987
Coal India Limited10, NETAJI SUBHAS ROAD,
CALCUTT A 700 001PHONE 20-9geO, GRAMS: COALlNE>IA
TELEX 21-71130 CIL IN
f'r\~~.QeU\l'~
( A. K. De)Dr. Chief Personnel Manager (rEE)
Yours faithfully,
(.fi:l;"iUf""~1-!ii
Please reier to your letter No. SECl : BSP : EE (SECURITY): 87: 2850
dated 18-11-1987,on the above subject. There is a cadre scheme ofthe non-executive
in Security discipline duly approved by the JBCCI-IlI, which has been implemented
w. e. f. october, 1985. We have already conveyed on our telex dated 22-12-1987and
subsequenl afcular lo aU Companies tliAt th! Climj5!tl!.ftt Authl'>.ity ling fl!gfl!ttl!d to
grant relaxation either in the minimum length of service (3 years or 5 years as the
case may be) and/or qualification with a view to appearing in the qualifying test tobe held 011 3-1-88. This decision is applicable for all disciplines for appearing in the
ensuing qualifying test for pr,omotion from non-executive to executive cadre.
Dear Sir.
Sub:- Clarification regardilllg promotion from non-executive to executive cadre inSecurity Discipline.
Shri H. D. GuptaPersonnel Manager (EE)South Eastern Coalfields Limited
Dear Sir,The revised Stalfin;} pattern and entitlement of Secretarial Perso
recommended by the Chairman-cum- Managing Directors in the meeting held on 2~has been approved as follows:·
(i) The post of Sacretary'(in E-3 grade) attached to CMOs and other FLDirectors in Schedule- 'B' scale of pay be upgraded to E-4 grade as ESecretary. In addition to one Executive SecretarY. they will also be entitle,Private Secretary/Sr. p. A.
{ii) The post of Secretary in E-4 grade attach8d to Chairman, CIL ..will be lto E-5 as Sr. Executive S~c'etary. In addltlon to one Exe,~utiV!!I gMP~t:Secretary in E-3 grade and one Private Secretary in E·2 grade will also blat Cheirman s' Secretariat.
(iii) One Secretary in E-3 grade may be provided to all Functional Directors·all officers in E-9 grade posted at the corporate level of Company Hqrs. II
of staffing pattern{entitlem3nt of: Secretarial personnel for other offprevailing practice will continue till further orders.
(Iv) The Secretarial personnel in E-3 grade mllYalso be allowed to move hito personnel & Administration discipline besides Estate & Revenue I
depending upon their qualification, experience and aptitude for doing SUI
2. while approving the revised staffing pattorn/promotionalopportunity of
personnel tron E-3 to E·4 and E-4 to E-5 grades, it has been decided that suchwill bl on Selection basis and all c~ndidlltes found suitable will !:laveto underg
ssful training before they are confirmed in promoted post.
COAL INDIA. LIMITED"COAL BHAwAN"
lO-NETAJI SUBHAS ROAD, CALCUT fA - 700..001POSTBOX NO. 871
Sub:- Relaxation in the minimum length of service / qualification norms f~'appearing in the written test examination conducted by CIl on 3.1-1988r
Dear Sir, I;
The above matter was discussed in the D (P) s meet on 21-12-1987. In th~connection I am directed to inform you that the consensus opinion of the D (P) s was that n~'
relaxation will be granted in the minimum length of service / qualification norms for conSide1..in~ eligibility of non-execu~ive~a~re empioyees to appear beFore the wfilteft teQt eXlimioatill .•.••...•bemg conducted by coal India Limited on 3-1-1988. 'As regards eligibilty period of Sr. PAs from T & S Grade' A' to the post of privat "
Secretary in E-2 grade in executive cadre the period of eligibiltry to appear before the writte~test examination will be as follows.
Sub: Qualifying Examination for promotion from non-executive cadre toexecutive cadre (non-technical disciplines! on 29th December, 1986 *
r,The next qualifying examination for promotion from non-executive to executive
Jon-Technical Discipline) is scheduled to be held on 29th December, 1986 * for all
candidates.The methodology and syllabi for the examination will be same as mentioned in
~, No. CIL: MOW: C-5A Ox) : 03031 I 13 dated 8-1-82, which is reproduced
or ready reference.a) Coal India Limited - Organisational structure and its relationship with various
subsidiary companies. Role, functions and responsibilities of Coal India andits subsidiaries,
(d) coal India Service Rules:------_._---~Different scales of pay - monthly rated, time rated, pieCe rated etc. lA, LTC,~,..s..,~~,'~,~~~,~~"',.~'~'~"". 'Q~ .•.~"s......~c::a~~~o;:::..'~~"Q..' ~Q..~'Q:j. "Q.~~ ~~~,
service rules and conditions of Cll,
(c) Coal and itS Mininq:
Oifferent grades of coal price. Consumption pattern of coal by differentindustries, Mining methods and safety.
There will be only one paper carrying 100 marks, The minimum qualifYing marksobtained by the candidates is 40%.
The duration of the examination will be two hours from11.00 hours. The abovewill be followed uniformly in all the centres •.
The minimum qualification and minimum years of service in the highest non ive cadre for deciding the eligibility for sitting in the examination will be reckoned:; per the common Coal Cadre Rules which. however, provided for necessary powerscadre controlling authority to relax the same' .
All eligible condidates ,will get two additional chances to pass the qualifyinglation if they have failed in any of the previGlus examinations. In case the candidatest able to qualify even after availing of two additional chances, their, names will notiuded in the panel maintained by the personnel DePartments of the respectivenies ror considering promotion from non-executive to executive cadre.
Contd .. 2.
Vide letter No. ~Il: CIMI: HRD : 03031, 440dtd. 20-11-1986, the examinationsscheduled to be held on 29th December' 86 has been postponed to Sunday the4th January,1987.
(b) Promotions to this grade would be on the basis of recommendations of the selectioncommittee •
(c). On promotion, they will continue to discharge the statutory functions of Overman!Senior Overman.
(d) Promotion to the grades beyond E-l will be· considered only if they possess the
requisite statutory qualifications as laid down in the cadre scheme for miningdiscipline.
~~;10.3 Survey Oiscipline.- From Non.executive to Executive Cadre, i.e. from Surveyprto the post of Assistant Survey Officer in E-1 Grade
All posts of Assistant Survey Officer in grade 'E-1 will be filled in departmentallyfrom amongst the surveyors with minimum of seven years' experience after acquiringthe qualification for Surveyor's post.
4.10.4 Promotional Opportunities Available to Diploma Holners and 'A' and 'B' Class
Certificate Holders In Engineering (Non~mining) Descipline.
(a) From Not~-exectltiw to Executive Grade
Asa QromotiQnal avenue, the non· executive and other subordinate et\~\\eet\\\~staff having diploma in engineering will be considered for promotion to the ex~entof 33.1/3% in each year through the process of selection test and in~erview.
(ii) Diploma holders, who are already in E..,3 grade and ,above, may be considered for
promotion to higher level if the candidateeoncerned is of exceptional merit. There
will be no bar on their promotions, but the prpmotions will be by strict selec~ion.Special training to widen their outlook may be given.
(iii) In respect of existing diploma holders who are not in the executive cadre or are
in E-1 to E-2 grade, their promotions would be restricted 'Wto E-3 grade unlessqualification equivalent to degree is .acquiredby them ..
[Amendment circulated vide DIM No, C5AI52017 /3176 da~ed 19.11.1979 may beseen at Annexure IV (I) ]
4.10.5 Promoti.onal Avenues for Under Manager who could not Obtain 1st Class Manager'sCertificate, of Competency.
Subject to the usual conditions relating to availablity of vacancies against sanc
tioned posts, suitability I merit, performance, personal traits, seniority etc,the cases of Under Managers, who are not able to obtain 1st Class Mine Manager'sCertificate, for promotion will be considered as under:
According to the existing practice, Private Secretaries bave promotional aven.lonly upto E-3 grade after which they have no channel of promotion. In view of tlimited scope for them it has been deCided to allow them promotional opportunilin estate discipline for discharging general management functions subject to thfulfilling other stipulation according to the cadre scheme 'for estate'discipliRelaxation to the under-graduates at the discretion of the cadre controlling authol\T\ =ce'Qtiofia\ callell all available in tb~ foregoing para, viz., para 4.10;6 will abe available to the Private Secretaries I Secretarll;", \"nne1l.u,<:> \."1 \(,) ="':1 '0•• _ ••n~
ProbationOfficers promoted from one executive grade to the other shall be on probatiora peri04 of one year, which may be extended at the dis~~etionof the ,~anagemOn successful cOllwletion of the p~obation period, thaexecutive concernedbe confirmed in writing by an order with the approval of the coml?ete~t authoThe procedure in this regard will be as explained in para 3.17..
Is.!iU~of PrQ(llo~ion Orde~s.Giving Effect.ive Ret,rospectiveJ\s prQqlotions tc?higher grades are necessarily for assu~ption of higher rcsplbilities, issuing p~omotion orders giving retrospective effect' will not be' in 0The question of giving retrospective effect, when such officers had not OCC\higher positions and discharged higher responsibilities, therefore, does notEven in cases where, due to exigencies of work, an officer was asked to disci
higher responsibilities prior to the approval of the OPC proceedings and iSSlpromotion orders, such cases are to be dealt with separately under·' the Iallowance rules and not by giving pro~otions retrospectively.
Vigilance CleAP,Me
Wh~never an 'officer is transferred from one company to another the transfcompany should inform details of any depar~mentai I vigilance case pending athe executive concerned, to the company to which the executive is trans'rerred.Before issuing promotion orders (In the basis ot the recommendation of apriate Departmental Promotion Committee, clearance from the vigilanc depaof t~e concerned company should be obtained. In case an executive hasmore than two companies during the period of last five years, clearlLUcefrevigilance departments of all the companies where the employee had vpreviously should be obtained before issue of promotion order.
In the case of e}tecutives in E-5 and above grades details of \lll pending vigidepartmental proceedings should be intimated· to the Personnel' Division (India headquarters, so that these facts are placed before the·D~p~rtllldntal ]tion Committee and the Committee is aware of all the facts at the time c~c;liberations.
~el'l~ralIlQr Jurth~g1.li4elines Apnex1.lr\lsIV (2) ((Il), (ll), (c), (d) (rt, (e) may be se
I The eligibility period for consideration for promotion from E.2 to E.3 grade w\\\be 4 years' service in E-2 grade. The cases of eligible Under Managers will beconsidered for promotion agalUst vacancies of Senior Under Manager (E·3 grade)The cases of Under Managers with 7 years' service in E-2 grade will be consideredfor promotion even by upgrading the posts to E·3 grade, if required. The underManagers promoted to B·3 grade will be designated as Senior Under Managersand 'Wi.\\ con'-'n", ••t.o d\SCnaT\!.e sta.tutor)' duties of Under Manager and I or suchother duties as may be assigned to them.
i) The eligibility period for consideration for promotion from E·3 to E·4 grade willbe 4 years' service in E-3 grade. Promotions will be effected against vacanciesreckoned at a maximum of 40% of the posts occupied by Senior Under managersin E·3 grade. The Under Managers promoted to E-4 grade in terms of this CadreScheme will be designated as Senior Under Managers (Special grade) and shallcontinue"to carry out statutory duties of Under Managers and/or such other functions as may be assignd by the Management.
(Hi) The Senior Under Manager (Special grade) in 8-4 grade who are not able to passFirst Class Mine Manager's Certificate of Competency, shall be exposed to anintensive training programme. Subject to passing of specified written and oralexaminations after complection of the above training programme and on completion of 3 years service in E-4 grade, they will be eligible to be considered for promotion to a selection grade equivalent to E-S.A Maximum of 25% of the postsoccupied by such Senior Under Managers in E-4 grade (who have not been able
to pass 1st Class Certificate) may be operated in the aforesaid selection gradecorresponding to E-5.
I'he Under Managers promoted to the aforesaid selection grade in terms of thisCadre Scheme shall continue to carry out statutory duties of under manager andJor suchtother functions aslmay be assigned by the Management.[Revised as above as per OM No. CILIC-5A (ii)/52100(2)/1l24 dated 19.10.1983
4.'\0.6 Promotional Avenues of office Supdts. who are in Tech. Grade 'A'
The general management functions would be discharged by the executives in estatediscipline who will look after the revenue functions.OfficeSupdts. who are in the tech. grade •A' would have promotional avenues ,.in this discipline subject to their being otherwise qualified according to the cadresheme for estate discipline.
Office Supdts,· who are under-graduates, may also be considered for promotionto E·2 grade in the estate discipline in relaxation of the minimum qualificationaccording to the cadre scheme, subject to their having exceptional merit and thespecific written approval of the cadre controlling authority. They however, willhave promotional avenues only upto E·3 grade.
:iii) Executives taken over from the non-coking coal sector forming bulk of officers. in the CMAL,
(ii) Executives taken over from coking coal csector : and
(i) Executives borne on NCDC cadre :
25.
II
integrating the seniority of the four groups of officers, the cases of all eligible offshould be considered by the OPCs irrespective of the number of vacancies in
higher post, and recommendations for promotion would be mainly in ordemerit. Once they are recommended for Ipromotion. the OPC should detenthe order of merit of those found suitable for promotion, which will form the Ifor promotion to the next higher grade and for evolving inter-se seniority onpromoted grade in due course.
5.6 A large number of promotions have been effected from· one executive gradthe other after the initial absorption of taken over officers (i.e. 1-7-1972 or 1-8and 1-5-1973 in respect of NCDC officers). Seniority lists of executives ingrade and discipline should be drawn up following the general principles indilbelow by the respective companies in respect of executives in the grades 01
and below and by Coal India for officers in the grades of E-5 and above·
(A) Seniority in Respect of Officers in the Grade of E-4 and Below
(i) Wherever there is an established seniority in the grades of E-4 and below,seniority position should be followed.
OJ) In respect of officers, whose seniority position has not been determined. the foil;procedure shall be followed:
(a) The officers. who have not been promoted at least once after their initial absoflof taken over officers (i.e. 1.7.1972 or 1.8.1973 and 1.5.1973 in respelNCDC officers), will be the senior-most in the list and they should be clu
tafJBtMr. Th8 OrG~, whflmwflr meet, §h9l},ldconsider the cases of these oflfirst before considering omcers who have been promoted at least once after iabsorption 0.e.l.7.1972 or 18.1973 and 1.5.1~73 in respect of NCDC offi(
(b) The seniority inter-se in respect of Officers, who got at least one promotiontheir initial absorption (i.e. 1.7.1972 or 1.8,1973 and 1.5.1973 in respect of Nofficers) will be determined on the basis of their date of entry into the grade suto the condition that in respect of the officers consideled by a single OPCthereafter promoted, the merit as determined by the DPC will be taken irrespeof their date of entry in the grade.
(c) If, in the case of officers who were considered by a single DPC and therepromoted, relative merit was not determined by the OPC, all the officers prorrin that batch will be clubbed together. whenever OPC meets, all such ofl
together will be considered. subject to their eligibility reckoned from the datissue of orders.
(iin Separate seniority lists of 2nd class Under Managers promoted to E-3 gradEsbove in terms of para 4.10.5 of the Common Coal Cadre, will be maintaine
each gradE! (Added as per Q.M. No. CIL/C5-A (ii)/52100 (2)/1124, dt· 19·10.1For further clarification Annexure V (2) may be seen·
After the formation of Coal India, further efforts were made to formulate pnncl.~
pIes for ..fixati.on of seniority of all the four groups of o.fficers referred to earlier I.'in an integrated manner. As a result of discussions held at the CMD's co-ordi- [
nation meetings certain norms for determination of seniority were drawn up but ·1·· ..",tain diffioulti" we<' ox"""""d . in impl,montin. "''' no,"" .nd in in,.",o- ••............,ion th. "";o<lly of \hn fon<",onp' of olf~"' •.. "The matter was also examined in depth by the Apex Policy Committee for exe· •.cutives of Coal India, constituted for the purpose of examining the representations~of executives. This committee felt that in view of the difficulties encountered ;-
The seniority of NeDe officers got gradually evolved on the basis of the dateof entry of the individual officers in a particular gra<;le and there ~was certaindetermined seniority of NCDC officers prior to their absorption in the CMAL.
With the formation of CMAL, the question of drawing up inter-se seniority of
the taken over officers and those borne on NCDC cadre came up. Two highpower committees appointed by the CMAL Board went into the matter andfound it difficult to determine inter-se seniority of all the officers and recommended that all the eligible officers should be considered together for promotion.
Subsequently, Coal Board was abolished and tbe officers of Coal Board (forminga fourth set) came to be absorbed in CMAL and BCCL with effect from 1st
April, 1975.
Formation of Coal India Limited with effect from 1st November, 1975 and theconstitution of common coal cadre necessitated integration of these four groupsof executives into one main stream.
With the nationalisation of coal mines in two spells, one in respect of coking coalmines and formation of Bharat Coking Coal Ltd. and another in respect of noncoking coal mines and formation of Coal Mines Authority Limited, three sets ofexecutives were brought together, viz.
.4
5.5
I
_"'._~~'_""'-"""""-~"""""~"""""''''''''
(27)
(C) Seniority in Respectof Officers in the Grade of E-6 ,andAbove
(i) Executives, who have not got at least one promotion since their absorption (i.e.1.7.1972 or 18.1973 and 1.51973 in respect of NCOC officers) will be the senior
most in the particular grade and discipline. These ofl'icers are bracketted together
and the DPCs should consider all such officers together first before consideringthe officers who got at least one promotion after their initial absorption (i. e.1.7.1972 or 1.8.1973 and 1.5:1973 in respect of NCDC officers).
(ii) Officers promoted at least once after their initial absorption (Le. 1.7.1972 or 1.8.1973
and 1 5.1973 in respect of NCDC olIicers), but prior to 1.11.1975, i.e. prior toformation of Coal India, on the basis of the recommendalion of two different. OPCs
separately by HCCL and CMAL, all will be clubbed together without mentioning.the seniority inter-se amongst them. When the gap between these two promotions
is not more than six months, the elJgibility and. the seniority of the officers promoted later will be dttermined as if the officers promoted later have entered thegrades along with the officers promoted earliel. In otber words. these officers
will be clubbed together irrespective of their date of entry into the grade. While
considering their cases for promotion, when tbey become eligible for such consi.
deration, the OPC will consider all these officers together and recommend promotionto the next higher grade after determining their relative merit.
(iii) The executives promoted after formation of Coal India on the basis of recommen
dation of a single OPC, which considered all eligible officers of HCCL, CMAL,
NCOC, etc. and prepared a select list drawn in order of merit, their seniority in
the promoted grade will be on the basis of the panel drawn in order of meritirrespe:tive of their actual date of joining.
(iv) In the case of officers promoted after formation of Coal India, when the merit
inter-se was not determined such officers will be clubbed together without deter·
mining their seniority inter-se and whenever DPe considers, such people will beconsidered together for consideration lor promotion to the next higher grade on thebasis of their relative merit.
5.7 Till it becomes possible to determine inter-se seniority of the executives in variousgrade$, the promotions from one grade to the other in the executive cadre arebeing done on the following basis considering all eligible departmental candidatesirrespective of the number of vacancies :
(i) The eligibility for consideration for promotion to the next higher grade willdetermined in terms of t he provision in the respective cadre schemes.
(ii) The eligibility for consideration for promotion in respect of the taken over officerswho are absorbed in the nationalised coal mines on different dates would be deter
mined as if they had all been absorbed together. i.e. with effect from 1.7.1972 inrespect of officers of coking coal sector and 1.8.1973 in respect of non-coking coalsector.
26
liority in Respect of Officers in the Grade of E-5
ording to the eXisting practice the companies promote officers working in that
icular company' from E-4 to E-5 grade. Integration of officers in E-5 grade110ted by various subsidiary companies is essential because the promotion from
to E 6 grade and above is to be handled centrally covering all executives posted
II the subsidiary companies.
h a view of integrating these officers, their seniority inter-se has to be detered. For this purpose the following guidelines will be adopted by Coal Indiaited :
~utives, who have not got at least one promotion since their absorption (i. e·,1972 or 1.8.1973 and 1.5.1973 in respect of NCOC officers), will be the senior
,t in a particular grade and discipline. These executives will be bracketted to·her and the OPC would consider all such ofticers together first before consi
ing the officers who got atleast one promotion after their initial absorption (i.e.'.1972 or 1.8.1973 and 1.5.1973 in respect of NCOC officers).
the case of officers, who were promoted at least once after their initial absorp
, (i.e 1.7.1972 or 1.8.1973 and 1.5.1973 in reapect of NCOC officers), seniority
I be drawn on the basis of their date of entry into the grade subject to the con
ion that in respect of officers considered by a single OPC and thereafter pro,ted. the merit as determined by the OPC will be taken irrespective of their actualte of entry in the grade. If inter-se merit was not determined by the OPC suchicers will be clubbed and they will all be considered together by the OPC
Il:P8ctivg of tho numlm ~f y~<:~ncies.
case of officers promoted by two different subsidiary companies within a span ofmonths, they will be bracketted together without mentioning seniority inter-se
longst them. For the purpose of eligiblity and seniority of these officers promotedtwo different subsidiary companies within a span of six months, the officers
lmoted later will be deemed to have been promoted to this grade and entered
:l grade of E-5 along with the officers promoted earlier, irrespective of their actual,te of entry into the grade. Whenever OPC meets, all the officers so clubbed will
considered together in order to recommend a select list in order of merit.
i no specilic date covering the said period of six months has been stipulated inIe above provision, and in order to avoid any ambiguity in this regard, it has~en decided that the officers promoted to E-5 grade by the CIL and its subsidiaries
Hing the under mentioned periods in a financi.al year will be bracketted together)I the purpose of seniority according to their date of promotion:
;t April to 30th September.
t October to 31 st March.
:larified as per a.M. No. C5A(ii)/52106(2)/871 dated 1/2nd September, 1983.)
l.-' ~ .••••••••
~ ... <' i .. , hm_ ••••L_;.~"li..ii.':1'.,i,~L"::J!i·'..·~,'I,r:.;1:;,l.:'t'i1 , .
I) Since BCCL and erstwhile CMAL promoted officers independently till the formation of Coal India Ltd" while considering such officers who were promotedin two different batches by BCCL and CMAL, officers promoted later will bedeemed to have entered the grade along with the officers promoted earlier, if the gapof promotion period is not more than six months for determining their eligibility forconsideration for promotion. This benefit will not be allowed if the gap of pro-motion is more than six months.
Extract from Seniority Committee's Report giving further guidelines ale placedat Annexure V (1)..
Chapter'
APPRAISAL SYSTEMS
6.1 Majority of the executives in Coal India and its subsidiary companies were fthe taken over sector, where there was hardly any laid down system of performa
appraisal in a systematic manner. In respect of officers of NCOe, howe
systems of annual appraisals in the form of confidential reports existed. Henclrespect of majority of the officers, performance appraisal systems had to be, irrmelltlild after nationalisation and the first reporte in respect of thOSE! execl.ltwere available from the year 1973 onwards. The BCCL, which camE! into b
in 1972, adopted certain formats, mostly based on the NCDC pattern, for apprai
the performance of individual officers· As a result of discussions held in a 11
shop on appraisal systems in BCCL a proforma for evaluating the performanc
Colliery Managers was drawn up· The appraisal form consists of three ~viz.(a) results achieved, lb) review, discussions and summary; and (c) action
on key result areas·
6.2 The Coal Mines Authority Ltd' had issued comprehensive instructions in
1974. regarding writing of annual performance reports on officers and others.
6.3 At present two sets of forms are in use, one for apPraisal of executives in the gE.5 and above and another in respcct of aPpraisal of executives in the grades
and below·
6.4 In respect of senior officers in the grades of E-5 and above, a syster:nof self appexists.
6.5 Apart from the Reporting Officer's assessment, there is provision in thesefor review by one or more senior officers.
6.6 At the time of holding OPCs, the appraisal reports are studied by the memb
the OPCs and on the basis of the reports, the officers under considerati<
grouped into 'A' '8' and 'C' The officers, whose grading is categorised as 'normally not considered for promotion, while the officers graded as 'B' aresidered after exhausting the olficers who are graded as 'A'·
6.7 As experience has shown that there is scope for improving the objective asseE
of executives, a task force for recommending an effective and uniform ap
system was constituted in March, 1977·
I
(28)
29
~... ..-
"The terms of reference of the task force include the following;
To examine and evaluate the various existing performance appraisal forms forofficers of different categories and grades in Coal India and its subsidiaries.
To evolve and recommend appropriate comprehensive performance appraisal systembased on individual's demonstrated performance and ability for different disciplines
and grades, taking into account;
SpecifiC key factors and qualities for appraisal in different disciplines/grades:
Possibility of quantification of performance in key areas and desirability of its
analysis through EDP :Identification of potentialities for grewth, deficiency areas and training needs; and
,
Determination of executives of outstanding merit and calibre.
The task force will also identify and recommend norms as to what would constituteadverse comment, the system of its communication and counselling procedures.
The periodicity and procedure for handling performance appraisal reports, theauthorities to initiate the reports, the reviewing tiers in respect of line and staff
functionaries will also be considered by the task force,"
The report by the task force. consisting of representatives of different companiesand different disciplines is expected shortly and detailed instructions in regard to
appraisal systems and Procedures will be issued separately.
Note: Revised Appraisal System is under examination.,
Chapter "\
TRAINING & DEVELOPMENT OF EXECUTIVES
7.1 In terms of Government of India's letter No. 38011 /I /74-CAF dated 27th S
1975, Coal India would arrange for training of flersonnel where necessarywould thereafter allot them to different subsidiary companies, taking into cc
deration the companies' respective needs. 111 pursuance of this, Coal India has 1
recruiting the following categories of executive trainees :
(i) Junior Executive Trainees in mining. electrical, mechanical and civil engineedisciplines.
(ii) Management Trainees in sales and marketing, materials management and persodisciplines.
(iii) Management trainees in finance.
7.2 The subsidiary companies have Management Development Divisions to pronecessary skills of management to update professional knowledge and for trai
: in new techniques of management.
7,3 Detailed programmes of training for these executive trainees have been drawn
Board
7.4 A Training Board for Coal India has been constituted to examine and review
corporate training policy for the organisation as a whole and to suggest meas
for growth of training activities in all directions.
7.5 The charter of activities of the Board are as follows
(a) To undertake a dynamic review of tile corporate training policy from timltime and to review the progress of training activities within the palicy.
(b) To co-ordinate all growth oriented developmental activities related to career pIamfor employees at all levels,
(c) To define systems of departmental examinations and other qualifying pre requi!for promotions for all function as supplementary 10 those which are prese)carried out statutorily and to oversee the conduct of such activities. lhe dra\\
up of syllabi and methodology of examinations, etc. will come within the scrulof the Board.
(d) To examine and approve long term and short term budgets, both capital Irevenue, pertliining to training activities in the company.
'~l)
...~~I ..
30
(33)~:-;'
A committee under the chairmanship of a Functional Director or a General Manage
(Co-ordination) of the concerned subsidiary company should screen the recommendations received in this regard and finally select two or three candidates for eac
of such courses. depending on the actual requirement, Nominations can be finalise
with the approval of the Chairman-cum-Managing-Director concerned.
The executive SO selected must sign a bond to serve the company at least for fiv
years after completion of the course before proceeding on training. The serviceof such executives, after successful completion of their training, should be utilise
in the appropriate field of specialisation for which purpose utilisa~ion plan shoulbe linalised prior to sponsoring for these courses.
(5)
(4) Every year each of the suh~:diary companies of Coal India would nominate twor three executives to these cour<es, depending on the requirements, in consultation with the institution concerned. For the T'\urpcse of selection for sponso
ring to these specialised courses, an executive must have adequate exposure to thactlwl work situation. It should, therefore, be ensured that tbe executives wi~!
sufficient practical experience (say, a mmimum of three year's experience) anpreferably h;1ving first cla~s certificate of competency in the case of officers in minin
diS,cipline. should be sponsored. Trainees sh;>uld not be sponsored for specialisatiocourses.
(6)
(3) Since the period spent by the executive so sponsored in the interest of thlcompany should be treated as on duty, their seniority and the period of eligibi
lity for consideration for promotion to the next higher grade should also bereckoned as if they spent this period on duty.
(2) Tuition and other connected fees will also be paid fully by the company concerned
(1) Departmental executives, who are sponsored for long term specialisation coursel
in tbe intertlst of the company, should be paid basic pay and dearness allowanclas Dlay be admissible to them from time to time for the full period of their
training. No other allowances, excepting normal increment(s), would be admissi·ble to them during the period of their training.
IJ
Sponsoring of Departmental Candidates for Long Term SpecialisationCourses of not less than One Year's Duration.The following procedure should be followed with regard to sponsoring depart-mental candidates for long term, industry oriented, speciahsation C0urses of not
less than one year's duration :
To re-examine the training infrastructure with a view towards reorganising the
same to optimally cope with the training load.
To optimally share and mobilise the training resources in the companies, parti
cularly to ensure against duplication of efforts and for cost reduction.
To prepare master plans to meet our requirements f9r training abroad.
To take action on any other matter related to the training function tbat may arise
or such other matters that may be entrusted to the Board by the Chairman, CoalIndia.
The Board normally meets twice a year.
Incentive for Acquiring Additional Approved Skills and QualificationsIt has also been decided to provide incentive by way of grant of advance increment for acquiring approved additional qualifications and technical/professional
skills as per Schedule I attached.
(32)
Arrangements for Self Development
Witb a view to provide necessary impetus to the executives to equip themselves
for higher assignments and also to enrich their expertise for better performancein their existing po~itions, a scheme for self-development, with necessary incentives,
exists, which is as indicated below :
Reimbursement of FeesThe competent authority may, if in his opinion, the acquisition of additional quali-fication will either hclp improve employees' efficiency in his existing area of respon
sibility or increase his potential for shouldering higher responsibility, approve;
Grant of an interest free loan to a candidate towards full payment of course fees
only after his formal selection for admission to the course to be recovered fromthe individual in a reasonable number of instalments or within the duration of
the course. whichever is less.
Reimbursement of 50% of the fees to the cand;dat~ 15ft 9Ue01l9gfulcompletion ofthe course.
:) Reimbursement of 75% of the fees to the candidate who would obtain a fir.tclass where class is awarded.
1) Reimbursement of 100% of the fees to the candidate who would obtain any ofthe first three positions in the order of merit where positions are awarded.
Sub: Amendment of Common Coal Cadre relation to' thefixation ot pay - Chapter VIII.
The following amendment to Chapter-VIII of Common Coal Cadre relating tofixation of pay in Executive Cadre is made ;
CHAPTER VIII
Pay on Initial Appointment :The initial basic pay of an executive cadre employee newly r~cruited and appointed toa post will be fixed normally at the II)inimum of the scale of pay of the post to which
pe has been appointed. Higher initial pay. normally of not more than five IllCremenls,however may be granted at the discretion of the management .of the Company lD
deserving cases, on the recommendations of the selection committee.
8.2 Pay fixation on Promotion from Non-executive Grade under NCWA PayScales to Executive Cadre Scales of Pay and on Promotion from E-1to E-2 Grade :
The pay on promotion from non-executive pay scales under the National Coal
Wage Agreement to the executive cadre scales of pay (i. e. E-1 or E-2 Grad~) andon promotion from Executive E-! grade to E-2 grade will be fixed in accordancewith the provisions of P.R. 22(C).
8.3 Pay Fixation on Promotion of an Executive from E-2 to E-3 :The pay will be fixed at the stage next above the amount arrived at after adding
Rs, 150/- to the existing pay III E-2 grade or at the minimum of E-2 grade whi.cheveris more.
8.4 Pay Fixation on Promotion of an Executive from E-3 onwards :(a) On the pay, which the employee will be in receipt of on the date of his joining
the: higher post, one increment will be notionally given in his own lower pay scales.
(b) Than, the pay of the employee will be fixed in the higher scale at the appropriatestage as follows Ii) If, in the higher pay scale, there is a stage of pay equivalent to the pay thus
. notionally arrived at under the foregoing clause, than the pay will befixed at that stage :
ii) If their is no such stage, It will be fixed at the next higher stage :Hi) If the national pay, as above mentioned. is less than the minimum of the
next higher scale to which the employee has been promoted. pay will befixed at the minimum of the said higher scale.
~.
t·2
1
I
3
Number of
Increment
1
2
4 for
Degree2 for
Diploma1
1
1
Graduates in engineering, ofgraduates with Mathematicsas major subj ct.
Non executive employeesworking in mines.
Employees other than graduates in Engineering.
Employees in personnel and
industrIal relations department who do not possess
lised graduate diploma or degree)ur Welfare/Social Work.
Approved Professional QmlJifications
I A & B of Associate Member
xamination of Institute of EngiIndia.
SCHEDULE 1
(Ref. Chapter VII. Para 7.8)
:d Qualification
camination of Cost and Works
tants of India or UK.
ised post graduate degree or~ in concerned medical branchled under CHS scheme.
ship of the Institute of Charteredies.
lised post graduate degree or
1 in any branch of management.
sed degree or diploma in:5. EDP. etc •
ler type of recognised technical
:>nal skill or proficiency relevantindustry.
I
Nole ~
:c) For employees on ttie'~aximum of their pay sc~le in the lower post, pay inthe higher post will be fixed at the' next 'higher stage.
I , j'!(
It IS also clarified that the anniversary date, of increment of executive whose payhas thus been re-fixed will, be after completion of 12 months from the date ofsuch re-fixation of pay.
L,j'
~~::.
;'(A. P. SINHA)GENER'Al MANAGER (P)
f 'j"" •..•
Note:
The anniversary date of Increment of the executives whose pay has thus been re·fixec
wQuld be after completion 01 12 months from the date his pay has thus been
re-fixed •. ".
~ 'HJI· -;i lj
Fixation of Pay on. Re~employment of Retired officers in Executive Cadre:l' '...•'\ •...•• '
Normally, no extension of service beyond the age of superannuation, i. e. 58 years,isalf8ll11ed. In case of certain spec~fiedi pps,\~ requiring special qualifications'."' ..1.
llnd/or statutory 'requ'irements, howey.ef, pUicers may, be re-employed on contract,bcJSlg,'1Vith specified ~erms and cOQditionll .of service and they may be allowedSUb'" pay notexceedin.g the last,\R~y.,d;raWn 'rni~~s 'pension andler pensionery
equivalent of other retirement benefits as initial pay as may be decided by the
This amendment will tal<e immediate eUect.,,: ' .. ,.
..3-
li If
OiEitPlhution ;-
1. Chairman-cum-managing Director, ECL!CCL/WCL/BCCl/CMPDIL/SECl/NC(. ")",1,": . f. ~' I ; ,
2. Chief General Manager, NEC/OCC. '
3. Chief of Marketing. Cll, Calcutta·
4. All Divisional Heads, Cll, Calcutta.
5. Addl. CFM!Addl. ClM, Cll, Calcutta.
6. Chief of Vigilance, CIl, Calcutta.
7. Regional Managor (Liaison Office). Cil. New Delhi.
8. OSO. Chairman's Secrlltariat, Gll, Calcutta.
9. PM CAW), Cil. Calcutta.
10. All wing Heads of C-5 DivisiC!ln. Cll, Calcutta.
2.',
3,
8·8
, ' I .,, .1 I ~
!, !.', !. i "i _'oil
An executive appointed/promoted between the .period from 1st July and 31stDecember' will' be granted increment in the grade froin' :lst iuly of thefollowing year. '''''. ': d, i
(b)
3rant of Increment on Promotion/Appoint~ent in Executive Grade ",~', j , " ,-j, ( ~ •• , /
:a) An executive appointed/promoted to the executive grade between the period
from ] st January ana" I 30th June "'·ill be granted increment from 1st Januaryof the f~llowing y~r. ) .'
Re-fixation of Pay on Promotion from Non""', Executive C~dre toExecutive Cadre : "
In case of promotion from non-exeCutivetc) executive grade; the :date on which
thenextincreinent inthe lower grade of an emplo~ee wouid have' bedome due
had he not been promoted, would o6basio~ refixation, of his pay in ''the 'highergrade, with reference to the pay, whichhe,would·have drawn in the, lower' gradehad he not been promoted, 'provided' such re·fixiition given him a benefit. The.
re-~fixation,,~~ such 9ases,to do be done)n accordance with the provisions of F. R.
22(e), but no aorrears will be paid arising out of such re-fil'ation jn res~ect ofpromotions already effected prior to 22th OFtober"1977.
Re-fixation of pay on promotion from One Effective Scal~s of Payto Another:
In case of promoted from One Executive grade to another executive higher grade,the date on which his increment in the lower grade would have become due had
he not been promoted, would occasion re-fixation in the higher grade withreference to the' pay which he would have drawn in the lower grade had he notbeen promoted, .provided the re-fixationgives him a benefit. The re-fixation will
be done on the same principles as applied for initial" fixation of' pay: on promotionof the incumbent.
l .
~'J"~'T~''"--
8.4 Pay Fixation on Promotion of an Executive other than in Mini!
DigCiplin9 from E,,-3to E-4 onwards.
'il) On the pay, which the employee will be in receipt of on the date of his jointhe higher post, one increment will be notionally given in his own lower
scale.
b) Then, the pay of the employee will be fixed in the higher scale at the approriate stage as follows :
i) If, in tbe higber pay scale, there is a stage of pay equivalent to the pay t
notionally arrived at under the foregoing clause, then the pay will be fixecthat stage.
ii) If there is no snch stage, it will be fixed at the .ext higher stage.
iii) If the notional pay, as above mentioned, is less than the minimum of the ]
hig ler scale to which the employee has been promoted, pay will be fixe,the minimum of the said higher scale.
c) For employees on the maximum of their pay scale in the lower post, pay in
higher post will be lixed at the next higher stage.
";rr'miili'':';;iiil\l'~:lii''tII.ll. iln IIU__ J
35
Chapter VII'
The pay on promotion fwm non-executive pay scales under the National Co
Wage Agreement to the executive cadre sea es of pay (I. e. E-I or E-2 grade) ~
on promotion from executive E-I grade to E- 2 grade will be fixed in accorda
with the provisions of F. R. 22 C).
8.3 Pay Fixation 0 n Promotion of an Executive 0 ther than in MinirDiscipline from E-2 to E-3 Grade
The pay will be fixed at the stage next above the amount arrived at after add
Rs. 150/- to the existing pal in E-2 grade or at the minimum of E-3 grade whiever is more.
PRINCIPLESFOR FIXATION OF PAY OF EXECUTIVE CADRE EMPLOYEE8.1 Pay on Initial Appointment
The initial basic pay of an executive cadre employee newly recruited and appoint.to a post will be fixed normallv at the minimum of the scale of pay of the postwhich he has been appointed. Higher initial pay, normally of not more tha'n fiincrements, however, may be granted at the discretion of the management of t
company in deserving cases, on the recommendations of the selection committ,
8.2 Pay Fixation on Promotion from Non-executive Grade under NCWPay Scales to Executive Cadre Scales of pay and Promotion froE-1 to E-2 Grade
~
JanuarY,13, 1986
WESTERN (OALFIELDS LIMITED'
PERSONNEL DEPART~ENT, NAGPUR':' 44000129!1/1986
COAL INDIA LIMITED"COAL BHAWAN"
10, NETAJI SUBHAS ROADCALCUTTA - 7000001
: t;.5A (vi) : 52068: 658
,OFFICE MEMORANDUM, I· .
SUb:7 Annual Tncrement in the Executive Grades':- ., ;; • ," t-. ~
WCL : PER: EE : 245
It has~Reen d~cided that henceforth the annual increment in Executive Grades will
l,~~~ ~I)' I~t J~~L!;a~yor' 1st' J'uiy ~s~e~'t~e procedur~ given herein.An executive aRRpi,nted!promoted to the executive grade between th~ pe~iod from
uary,and 30h Ju/,e )/ViII be 9rantelt' increment from 1st January of the following, ,., '-j .• '.1 1;1 r::;:, 11' Ij·
An executive appointej!promoted between the period fr~m 1st July and 31st
10er will be granted il\C;~\l;\l,I,~mil1l~~,grade from Is~ July of the following year.1-. ',' ..
In the case of employees in executive grades as' on 31st December 1985, their
nents during 1986 will be regulated as uriaet":-' · nil t
0) The increments due between January 1986 and 30th June 1986 will bereleased on 1st January 1986·
(ii) The increments due between 1st July 1986 and 31st December 1986 willbe released on 1st July 1986.
The above proceclllm will wpm~ltJdo 111U \Jr\1YiijQn~ contained in paru a.a of the
non Coal S.adre. AU otllOr conditions regarding grant of increment shallr~m '.. ,", I )-.1 I"" /' ,. amd-' - ,. " ,'I ' 1-'1' \ange •. ' " '.~. 1\, •• " .1' ,_d' -: -I·t:.h·,;tj
This issues with the approval of competent authority.:; 1"-
( sd/-, G. R. ,~handari )General Manager (p)
JY forwarded for information and necessary action to :Director-in-Charge,' SECL, Bilaspur.All General Managers, WCL.All Heads of Departmants, WCL.
All Regional!6ranch Sales Offices, we L·
Secy. to CMD!D(P)!DlT)/D(F)/D(Proj.), WCL, Nagpur.( G. S. Kapur)
The anniversary date of increment of the executive whose pay has thus been re
tlxed would be after completion of 12 months from the date his pay has been re-fixed.
Promoted, provided the refixation gives him a benefit. The refixation will be
done on the same principles as applied for initial fixation of pay on promotion of
the incumbent.
Note
8.11 Fixation of Pay on Re employment of Retired Officers in Executive Cadre
Normally no extension of service beyond tbe age of superannuation, i. e. 58 years,
is allowed. In case of certain specitled posts requiring special qualification andJ
or statutory requirements, however, officers may be re-employed on contract .basis
with specified terms and conditions of service and they may be allowed such pay
Ilot exceeding the last pay drawn minus pension andior pensionery equivalent ofother retirement benefits as initial pay as may be decided by the competent authority.
Re-fixat ion of Pay on Promotion from Non-executive Cadre to Executive Cadre
In case of promotions from non-executive to executive grade, the date on which thenext increment in the lower grade of an employee would have become due had
he not been promoted, would O(!(!ll~ionrufiJllltiRIl l?f his pay in the higher grade,with reference to the pay, which he would have drawn in the lower grade had henot been promoted, provided such refixation gives him a benefit. The re-fixationin such cases is to be done in accordance with the provisions of F R 22 (C), but noarrears will be paid arising out of such re·fixation in respect of promotions alreadyeffected prior to 25 October, 1977.
Srant of Increment on Promotion to and Within Executive Grades Amended
as per DIM No. C5A/358 dated 13-1-86
fbe pay will be fixed in accordanctl with the principles laid down in para 8.4 above.
'he principles for fixation of pay on promotion as stit'ulated in para 8.4 shall apply.Amended as per Annexure VIII (1)]
3eprinciples for fixation of pay on promotion as stipulated in para 83 shall apply.Amended as per OIM No, C5A/52013 (8)/1332 dated 2012761979, Annexurem(l)]
ay Fixation on Promotion of an Executive in Mining Discioline from E-3 to E-4irade
:ixation of pay on Promotion of Executives in all Disciplines to E-5 and Above3rade
IY Fixation on Promotion of an Executive in Mining Discipline from E-2 to E-3'ade
Note
It is also clarified tbat the anniversary date of increment of executives whose payhas thus been re-fixed will be after completion of 12 months from the date of suchre-fixation of pay.
Re-fixation of Pay on Promotion from one Executive Scales of Pay to Another
In case of a promotee from one executive grade to another executive higher grade,the date on which his increment in the lower grade would have become due hadhe not been promoted, would occasion re-fixation in the higher grade with referenceto the pay which he would have drawn in the lower grade had he not been 37
ACTING/OFFICIATING ARRANGEMENTS IN RESPECTOF EXECUTIVE POSITIONS
;pect of temporary executive vacancies on account of leave, etc. acting/officiating1gements become necessary and acting/officiating arrangements for such tempo-vacancies should be made in accordance with the following principles.
:spect of vacancies of executive positions for more than 30 days, the senior
t person in the area in the line of promotion, who is considered suitable andble otherwise may be allowed to act. If the senior - most person in the area,
lens to be working in a sub-area, other than that where the vacancy has occurred,it is not in the interest of the company to temporarily transfer him to the sub·
" where the temporary vacancy has occurred, the senior-most person in the sub~in the line of promotion, who, in the opinion of the competent authority, islble of shouldering the responsibility and is eligible otherwise, may be allowedct.
vacancies lasting more than 30 days, arrangements for temporary promotionuld be made from amongst the eligible executives in the usual manner, or from
ve panel.
ere it is not possible to fill up a vacancy for more than 90 days by making
lpofilry promotign Qf 9tbmyjs~, ~he Chairman· cum - Mana~in~ Director may,lis discretion, sanction officiating allowance to the officer officiating on the
her post even beyond the period of 90 days.
luarterly report for such officiating arrangement be submitted to the Coal Indiaud in regard to the employees in the scale of pay of E-7 and above.ided vide a.M. No. C5A (vi)/5074I,779 dated 29-9-1983]
nporary acting arrangements made will not confer any claim for promotion.
e period of 'Acting' will not count towards eligibility for promotion to the next;her level.
Ianturn of Acting Allowance
le amount of acting allowance payable to an employee acting in a higher postall not exceed 20% of his payor the pay to which he would be entitled to in case
promotion to the higher post, whichever is lower.
nployees under training or on probation will not be eligible for any acting allowancer performing functions in higher positions.
38
Chapter X
TRANSFER POLICY
With the formation of Coal India Limited, one of the objectives, which the company
envis:j.ged, was to form a ,common coal cadre, which. amongst other guidelines,
had ~pecified the principles to be followed regarding transfer of executives. It was
envisaged that transfer of personnel in the scales of pay of E.S and below fromone company to another will not normally be effected, though there should ,be no
bar to such transfers on administrative grounds. At higher levels transfer of per
sonnels from one company to another should be freely effected as they would enable'the optimum use and development of managerial talent. Keeping the above in
view, the following transfer policy for the executives has been adopted :
'Inter - Company Transfers
Senior executives, i.e. in grades E-6 and above, whose cases fall in any of the followingconsiderations, are to be transferred to other companies, viz.
[(0 "Senior executives, who had worked in the same coalfield/oompany before nationli.sation and continued to be in the same field/company after the nationalisation:
~ii) Senior executives, who have been working in the same coalfield / company for'e, "more than four years in the same capacity or in d,ifferent capacities :
!ii) Seniorexecutivt,s, who have earned two or more promotions in the same companyand
iy), Senior executives, who did not get any promotion since nationalisation of the'co.al mlnes.
Since large scale transfers of senior executives is likely to cause dislocation or
disruption of work, semor executives fhlJing in any of the above categories maybc identified ana at least 10% of such executives trd.nsferred in each year.
c) Such transfers can be effected either in December/January or in June/July dependingon the acad~mic year on the localtty.
Intra - Company Transfer
In regard to in-company transfers, it was agreed that officers should be rotated
between line and stuff functions, preferably after a tenure of three years and thut
'as,many line functionaries as pOSSible should be given opportunity in staff functions.F1Jrtber guidelines in tbe matter of transfers of executives were circulated in May,
'1980 A COpy of Chairman, CIL's D.O. letter No. CH/31/502 dated 2.5.1':180 tothe CMDs is annexed (Annexure X (1).
(3~)
(I)
Chapter XlFORWARDING OF APPLICATION OF DEPARTMENTAL CANDIDATES
] .tFor Outside Employments
A. AppJicaticns of departmental executives for outside employment may be dealllwith at the discretion .of the Cadre Controlling Authority keeping in view thol
following norms in supersession of the earlier orders :
(a) Applications received from superseded executives or from those who have put
in more than 5 years service in a particular grade may be forwarded without anylimit,
(b) Applications received from the executives who have served fO~SS than two yearsin a particular grade after their promotion/appointment may be forwarded notmore than once in a calendar year.
(c) Applications received from the executives who have served for less than two yearsafter their promotion/appointment in a particular grade will not be forwarded.Provided that :
(i) Applications for employment elsewhere of employees belonging to Scheduled CastelSc"eduled Tribe should be readily forwarded except in very rare cases where theremay be compelling grounds of interest of the company for with-holding applications.
(ii) Cases where applications of employees belonging to Scheduled Caste/ScheduledTribe could not be forwarded due to compelling grounds of interest of the companyshould be reported within a month to the officer nominated as Liaison Officer inthe company.
[Revised as above as per OM No. CIL/e-S(A) 50986/3864 dated 19/21.3.1979 artd(!OM No. CIL/C-SA(vi)/S0982/G/328 dated 18.11.1981.] .
n. Application. received from the executives, who are under a bond to serve thlltcompany for a stipulated period, shall not be forwarded for outside emPlOyment....'.'..'The norms indicated above in 11.1, therefore, shall not apply to them till they,complete the stipulated period of service with the company .. ,
[Clarified as p,er OM No. C-SA/50986/48 dated 44.1979]
c... The. issue relati.ng to..,forwa.rding of a.pplications of suitable departmental executival..·..•..••.....•..·:.•.
. ·.·for Tcgistration In the panel of' e~perts being maintained in the Department of'- Personnel & Administrative Reforms for foreign assignment has been reviewed and;;
it has been decided ~hat applications for such registration may freely be forwarded';.
"40)
through Coal India unless the services of the concel ned executives are ofnature tbat cannot be spared
(Added as per OM No. C-5AJ51172,2995 dated 20.12.1978]
Further guidelines in this connection may be seen at Annexure XI (1).
11.2 Against Advertisement Issued by Coal India limited
Apphcations received from dtpartmental candidates against advertise
issued by Coal India Ltd for executive positions will be considered onfon<)wing guidelines t
Applications from departmental candidates who fulfil the advertised qual:tions will be forwarded to the Coal India headquarters.
(2) Applications received in response to Press advertisements from the de]mental candidates will be scrutinised on the same lines as outsiders.
(3) The departmental candidates. who fulfil the advertised norms with regarboth qualification and experience, may be called for interview. and if selc
mll.y be appointed to tbat post.
(4) Departmental candidates, who do not fulfil the stipulations in the adve£ment, would not be called for interview. Wherever relaxallon is require·
shall be whh !ht ~~~~H~enppfOVlll of the Chllirffillfi or lIny lIuthofi!y delelwith such powers.
(5) All tbe applicant!', both outsiders as weB as departmental candidates. wou
interviewed by one single selection comn itHe and the tanking of the demental candidates will be strictly on the basis oj medt as determined byselection committee after interview.
(6) Departmental candidates selected for promotion to the r.ext higher g:
against the Press advertisement along with othtrs shall be relit ved for FOat the places for which the advertisement was issued. Replacements at
entry level have to be provided by elL
(7) For the purpose of selection of the departmental candidates against theadvertisement, the criteria laid down in the cadre rules will not apply
instead. only the criteria stipulated in the Press advertisement Will beguiding factor.
apter XIIENERAL TERMS AND CONDITIONS OF SERVICES OF EXECUTIVES
The following genetal terms and conditions of selvice 1n addition to thosspecified elsewhere shall apply to all executive employees.Classification of EmployeesAll executive cadre employees of Coal India and its subsidiaries are cIassiilfied as Q
'Confirmed employees';meaning those, whose services have been confirmedin writing with the approval of the competent authority.
, 'Temporary employees', meaning those, who have been appointed for alimited petiod and those who have not been confirmed in writing.
) 'Employees on probation,' unless otherwise specifically stated in the oHelof appointment every appointee other than those appointed on contra'ctfor a fixed petiod shall be on probation for a period of one year whkhmay be extended or reduced at the discretion of the competent authority,On successfu] completion of probation period an executive cadre employeemay either be confirmed in the senice in writing or may be continued inthe service as a temporary employee after closer of probation period.
) 'Employees on contract services', meaning who have been appointed 00contra". for a fixed period of time which may be extended by thecOtJsent.
, Age of Superannuation
The age of supdannuation of all ei~~\Hi\'eemf>ll3y~g§lull ~I! fig yellER,
The age declared at the time of appointment if accepted by the compewotauthority, after verification, shall be taken as the age for determining theage of superannuation. For employees who are miltdculates or havehigher educational qualifications, the age as recorded in the Matriculation)Higher Secondary School leaving certificate, shall be taken as proof ofsuch age. If no such proof is available for good and sufficient reasons,; ageshall be determined to the satisfaction of the management.
~ Termination
Unless otherwise specifically provided, the contract of appointment of theexecutive cadre employee nay be terminated otherwise than on disciplinHtgrounds.Without notice and without assinging any reason during the period 0
probation, on either side :With one month's notice or pay in lieu thereof after closure of probatio0l;
period but before confirmation in the service, on eithr side;
1·2
(c) With three months' notice or pay in lieu thereof on confirmation in the service, oneither side.
Unless extended by the competent authority the service of an employee on contractshall automatically stand terminated on 'the expiry of the contract period.
(ij) Nothing in the foregoing provisions shall prohibit the right of the company todismiss or remove or terminate the services of any employee in terms of Conduct,Discipline and Appeal Rules of the company.
(jji) Unless extended by the competent authority, the services of an employee shallautomatically stand terminated on his attaining the age of superannuation, \1iz,
58 years·
(iv) An executive cadre employee. who absents himself without leave for more than 8calendar days or fails to report without sufficient reasons within 8 days of theposting of a notice or being otherwise duly notified. shall lose his lien and be deemeto have left the services of the company on his own accord with effect from thedate he was due to return to work. The employee will, however, be entitled to reo
present his case to the management explaining the reasons of his absence· It wilbe upto the management to accept the explanation or not and if the explanatioris accepted, the employee may be reinstate with or without break in service·
12.5 (j) Every employee appointed to the post of an Engineer or Doctor in the compan\shall be liable to serve in any Defence service or post connected with the DefenCE
of India for a period of not less than four years including the period spent on trainin~
if any, provided that :
. (il) No ElmploYInl1ihflll B~ r~Q\lir~~ \~ ~m<? ~~ aforesaid after the expiry of ten year:from the ldate of appointment; and
(b) No employee shall ordinarily be required to serve as aforesaid after attaining th.age of forty 'years.
\iil The company, which term includes Coal India Limited and its subsidiaries shalhave the right to transfer any employee at any time from one job post. section 0department to another and from one place to another.
(Hi) The allowances and perquisites and other service conditions of the employees wibe governed by the respective rules framed/issued by the company from time to tim.
12.6 Employment ti) dependents of executives dying in harness may be considered 0compassionate grounds in accordance with the guidelines contained in a.M. N.
C-5(B)/50800 381 dated 13.3.81 (Annexure XII (I).
12.7 Miscellaneous
Coal India Limited shall have exclusive right to formulate new terms and condtions or to curtail or to add to the existing ones or to regroup or rearrange thelin the manner it deserves without assigning any reason whatsoever·
43
l
lapter XIII
DISCIPLINARY PROCEDURES
After nationalisation of non-coking coal mines, CMAL had adopted BCCl Conduct
and Discipline Rules and these Conduct & Discipline Rules were in force both inBCCl and CMAl/Cll for executives.
Subsequently, the Conduct & Discipline Rules were amended on the basis of themodel Conduct & Discipline Rules circulated by the Central Vigilance Commissionand a comprehensive set of rules to govern conduct. discipline and appea I of all
executives in Coal India and its subsidiary companies have been formulated. These
rules have been approved by the Cll Board of Directors in its meeting hel don
24.2.1978 and are being circulated separately. The revised conduct, Discipline and
Appeal Rules specify various authorities for imposing major and minor penaltiesand also provide for appellate authorities.
For such provisions which are not specifically provided for in the company's Con
duct. Discipline and Appeal Rules, reference to the Vigilance Manual. Vol. I. Vol. II,Part - I and Vol. II Part - II, is to be made.
44
Chapter XIV
REMOVAL OF ANOMALIES, CONSIDERATION ·OF REPRESENTATIONS-
APEX POLICY COMMITTEE FOR EXECUTIVES
In order to deal with various grievances/representations received from the executivesof Coal India Ltd., and its subsidiary companies involving policy matters, an
Apex Policy ..Committee 'for executives consisting of two CMDs of subsidiarycompanies and Chief of Finance and Chief of Personnel Divisions of Coal IndiaLtd. has been constituted.
The committee was to work out their methodology for dealing with representations!
grievances of executives and Jay down policy guidelines on which such cases areto be decided. The committee was empowered to examine any issue referred toit or otherwise come to its notice relating to the executive cadre management. Thecommittee was also authorised to co-opt any other member(s) from any subsidiary
company or Coal India headquarters to facilitate speedy clearance of all the caSllS.
The Apex Policy Committee for executives has been meeting periodically, exa
mining and disposing of executive representations. Companies may send any issuemeant for examination by the Apex Policy Committee to the Chief of Personnel
Division, Coal India Limited.NB ; The above mentioned Apex Policy Committee for executives is not func-
tioning now. Instead, the under mentioned procedure is in vogue :
Besides redressal of grievances of the executives through normal administrative
channels, the following machinery exists in Coal India Limited and its subsidiaries :
(a) At Coal India level, there is an Apex Representation Review Committee which consists of the Chairman-cum-Managing Directors of the five subsidiary companies
and the representatives of the Coal Mines Officers Association of India. Thehead of Executive Establishment Division is the Member-Secretary of the Commi
ttee, The Committee deals with the representations concerning matters involvinginter-company anomalies, disparties, review of cases arising out of existing executive
policies, service conditions and promotion cases of senior executives in E-5 andabove grades. This Committee after examining the cases submits its recommendations to the Chairman, Coal India Limited for final decision.
(b) At the subsidiary company level there is a Grievance Committee in each company.
These Committees deal with the representations of executives below E-5 grade
01' the respective companies regarding service conditions, scniority, promotions e'
Such Committees which are normally headed by a Director of the Campa:
oonsist of equal number of representatives from the Management and the omAssociation. The recommendations of such Grievance Committees are considc,
by the CMD of (he concerned company for decision.
In Coal It,dia Limited headquarters there is a similar Grievance Committec
deal witb the rcplescntations of the executives below E-5 grade borne on the r
of CIL headquarters and North Eastern Coalfields.
..
Chapter X,
RETIREMENT AND EXITS
The services of an employee may cease in any of the following manners :
Superannuation.,
Resignation. ,
Completion of specified period of employment.,
Removal/dismissal in terms of the Conduct, Disciplme and Appeal Rules of'Company., and
(5) Termination of services in accordance with the contract of employment.
15.2 Superannuation
An executive of the company shall retire on the afternoon of the last day ofmonth in which he attains the age of 58 years, which is the normal age of superanm
tion, unless his services are extended in writing by the competent authority.
Clarifications regarding the date of retirement of officers having the first of a moas their birth day are given below :
Dat~ of Nrl"
First of a month
Date of f'etif'ement on attainitlg the age
58 yeaf'S
Afternoon of the last day of the preced
month.
••••.•• 'j (46)
[Added as per OM No. C-SA/52014 (3)/4381 dated 26.3.1981 ]
If the last day of the month happens to be a closed holiday, the retiring empIcshould formally relinquish charge of office in the afternoon of the last day ill
In oases in which handing over of cash, stores etc. is involved, this may be m
over by the retiring officer to the relieving officer on the close of the previworking day. Thereafter, the actual relinquishment of charge of office shouldmade on tile last day of service for ••••hich the phjsical presence of the reti
officer in the office is not required.
Retirement on attaining the age of 58 is automatic and, in the absence of spe
orders to the contrary by the competent authority, an executive of the comt:must retire on that date. He should make over charge on the due date to
Head of the Department/Head of the Division or such officer llS may be nc
l1ated by the Head of the Department/Competent Authority.
An employee may be removed / dismissed from service in terms of the
provision of the Conduct, Discipline and Appeal Rules of the Company,
15.6 The contract of employment may be terminated by either side by givingone months' notice as the case may be in terms of the contract of employ.ment or by paying one month / three nonths' pay in lieu of the notice.
15.7 Voluntary Retirement
The Executive Cadre Employees governed by Coal India's terms andconditions of service and scales of pay, who have put in not less than 20years of approved qualifying service including service rendered under
the mine I company from which the employees were taken over, may retirefrom Coal India's service voluntarily subject to fulfilment of stipulatedconditions. The scheme circulated vide letter. No. C5A(vi) / 50718/425dated 25,1,82 may be seen at Annexure XV (2)
\ notice in the form No. R-t (Annexure XV (1) may be issued to the concerned
Kecutive intimating the date of his relirementatleast six months in advance in
rder to enable him to plan his post·-r13tirement activities. Copies of the notice
lay be endorsed to the pay office concerned and the Personnel Division of Coalldia Limited headquarters ..
o executive, however, can take advantage of non-receipt of formal notice or
ders regarding his release etc. to say that he has been granted extension of service.:tirement on attaining the age of superannuation is automatic.
order to ensure quick settlement of retirement dues to the executives it iscessary to initiate action in this regard 6 months in advanct"
,SignatiOn)
~e~ may resign from the job by informing the appointing authorityough his controlling officer in writing of his intention to do so. While no notice
resignation is required during the initial period of probation on his employ_Ilt in the company, a temporary employee whose probation period has been
led will have to give at least one month's notice or salary in lieu thereof.~.
case of the regular employees confirmed~~~!.i.n!rL.Ee~if~ati<:>.!l...~an be submitted,by giving three mont~~~c~_<:>!:._!~_!ary.in_!ieu thereof.-.-------------
controlling officer will make necessary recommendation to the appointing
lority for acceptance or otherwise of the re.>ignation and the employee will be
ved from his duties only after he is communicated lb; iltiGlJptlIllC@of l'!§jgnaUonwriting.
'ided that the Management reserves the right not to accept the resigation:he executives against whom disciplinary proceedings are pending or a decision
been taken by the Competent Authority to is ue a Charge-sheet etc. againsther.
re the resignation is accepted, necessary No DEMAND ClERTlFICATE should be
ned from the concerned a~count's section and other areaS/divisions/sections
: the employee was working and/or whose properties were under his control.
;pect of an employee who has executed a bond and is undergoing training:ving the period obligatory under the bond, the tl~rms of appointment and
ond will also have to be fulfilled before his resignation is accepted.
lletion of Specified Period of Employment
Ie case of an employee re-appointed after attaining the age of 58 years. the:s shaH stand terminated automatically on completion of the period for which'as re-appointed. Such re-appointment will not ordinarily be beyond theI the employee attains the age of 60 years.
~sigoations of the executives borne of Drilling discipline in terms of cadre scheme
'proved for this discipline was notified vide office Order No. CMPDI: HQ : OE:'illing : Cadre: Scheme' 155 : 4788 dated 7.7.'88 which necessitated change of desig.tion of the executives in drilIing cadre as indicated below :_
o. CMPDI : HQ : OE : Drilling/l~5/8009 Dated 6.12.1988
OFFICE ORDER
:presentations were submitted by the officers of Drilling discipline protesting the change
their existing designation and requesting that their existing designation in vogue betintained.
e matter has been considered carefully in tbe light of para 22 of Chapter-II of
mmon Coal Cadre and it has been decided by the competent authority that the desig.tion of the existing executives of drilling discipline upto E-5 grade who hitherto have
en enjoying higher designation thau the designation approved in the cadre scheme,: incubents may be: allowed to retain their eXisting designation as personal to them.
is will however, not entitle them to any higher grade because 01 the higher designationherto being enjoyed by them.
istribution----General Manager (Expln.)Regional Director of all Regional Institutes.General Manager (P), ell, Calcutta.
General Manager (1'), CCL/BCCL/WCL/ECL/SECL/NCLAddl. Chief Finance Manager.
acts from letter No.A.14017/13!83-Adm. I dated 15.2 1984 of the Ministry of
rgy. Department of Coal, New Delhi (Circulated to the Subsidiary Companieswith CIL's letter No. CIL!C5A(vi)!50982!N!177 dated 26.7.1984)
, president is pleased to direct the Coal India Ltd. under Article 37 of the Articles of.oeiation that the following measures should be taken with regard to the reservationsScheduled Castes and Scheduled Tribes in appointments to the various posts in the
npany :
7-1/2'%
SIT
Group 'A'
tha11-45 daysof less
The posts should be in grades above the lowest
grade in Group A (Class I) of the service concerned :
They should be classified as 'scientific or technical'posts: and
They should be posts 'for conducting research' or'for organisil1g, guiding and directing research.'
Temporary appointmentduration:
Those work-charged posts, which are required for
emergencies, like flood relief work, accidents restoration and relieLetc, :
Scientific and technical posts required for researchetc.
The reser.vation f.;>r Scheduled Castes and Scheduled
Tribes apply also to appointments made to "Scienti.
fie & technical" posts upto and including the lowest
grade of Group A (Class I) in the respective services
and such posts are not exempted from the purviewof the reservation orders.
IJ
(55)
Approval of the Board of Directors should be obtainedbefore exempting any posts satisfying the above conditions
from the purview of the scheme of reservations.
2. In some undertaking, the classification of posts may
not be identical or similar to that in vogue in the CentralGovernment services. In such cases, for purpose of
implementing the reservation orders, the posts may betreated as Groups 'A', 'B', 'C' and 'D' as follows:
Posts carrying a payor a scale of pay with a maxi.mum of not less than Rs. 1,300/-
Only such 'scientific and technical' posts as satisfy all the
following conditions can be exempted from the purview ofthe reservation orders :
(i)
(Iii
(iii)
Posts filled by promoti~n on the basis of seniority SIC
subject to fitness in Group 'A', 'B'. 'C' & 'D' postsin grades or services in which the element of directrecruitment, if any, does not exceed 66-2/3/~. 15%
'The above reservation will not apply to :
Vacancies filled by transfer or by deputation
7-1/2%
7-1/2"/,.
7-1/2% I!
7-1/2%
Scheduled
Tribes
15%
16-2/3%
'~gh limited Depart1ns within or to
.,
'.element of Direct
',ed 66-2/3%. 15%'v. selection from
~g or category~ & D posts in
\.t2.1.~O. f 0;""-\' 15%\
~, .
..•..• \., .. .. '...."". ~~ 0
C1) .~,...0)
\l.. ~ C.~, ~.~
"' 0)~
'"
~8~.,;....
~I.=
e'"81Sl~
Scheduled
Castes
ANI\lEXURE III (2) (Revised)(Para 3.6)
Direct Recruitment
Direct recruitment on an All-India basis by means
of open competitive test.
Direct recruitment on an All-I ndia basis otherwise
than at (i) above.
Direct recruitment to Groups C & D posts normally
attracting candidates from a locality or a region.
The principle of reservation for Scheduled Castesand Scheduled Tribes, should generally be suitably
applied to the extent possible, to work-chargedposts also except those required for emergencies,like flood relief work, accident restoration and relief
etc. The percentao"- 'lrvation in such appoint-ments m~v what is applicable toGr"" .
)
I
ANI\lEXURE III (2) (Revised)(Para 3.6)
:racts from letter No.A.14017/13!83-Adm. I dated 15.21984 of the Ministry of
ergy, Department of Coal, New Delhi (Circulated to the Subsidiary Companieswith CIL's letter No. CIL!C5A(vi)!50982!N!177 dated 26.7.1984)
e president is pleased to direct the .Coal India Ltd. under Article 37 of the Articles of.sociation that the following measures should be taken with regard to the reservations
. Scheduled Castes and Scheduled Tribes in appointments to the various posts in theImpany:
SIT
7-1/2
Group 'A'
(55)
~Posts filled by promotion on the basis of seniority SICsubject to Iltness in Group 'A', 'B'. 'e' & 'D' postsin grades or services in which the element of direct
recruitment, if any, does not exceed 66-2/3/~. 15%
The above reservation will not apply to :
Vacancies filled by transfer or by deputation
Temporary appointment of less than-45 daysduration:
Those work-charged posts, which are required foremergencies, like flood relief work, accidents resto
ration and relief _etc, :
Scientific and technical posts required for researchetc.
The reservation fi>r Scheduled Castes and Scheduled
b Tribes apply also to appointments made to "Scienti-fic & technical" posts upto and including the lowestgrade of Group A (Class I) in the respective services
and such posts are not exempted from the purviewof the reservation orders.
such 'scientific and technical' posts as satisfy all the
following conditions can be exempted from the purview ofthe reservation orders :
The posts should be in grades above the lowest
grade in Group A (Class 1) of the service concerned :
They should be classified as 'scientific or technical'posts; and
They should be posts 'for conducting research' 01'
'for organisiug, guiding and directing research.'
Approval of the Board of Directors should be obtainedbefore exempting any posts satisfying the above conditionsfrom the purview of the scheme of reservations.
2. In Some undertaking, the classification of posts maynot be identical or similar to that in vogue in the Central
Government services, rn such cases, for purpose of
implementing the reservation orders, the posts may beas Groups 'A', 'B', 'C' and 'D' as follows:
Posts carrying a payor a scale of pay with a maxi
mum of not less than 1\s. 1,300/-
Scheduled
Tribes
54
Scheduled
Castes
Direct recruitment on an AII,.lndia basis by means
of open competitive test. 15%
Direct recruitment on an All-India basis otherwise
than at (i) above. 16-2/3%
Direct recruitment to Groups C & 0 posts normally
attracting candidates from a locality or a region.
The principle of reservation for Scheduled Castes
and Scheduled Tribes, should generally be suitablyapplied to the extent possible, to work-charged
po~t~ 1I1~o 8XC8pt thOS8 r@quir@d for @m8rg@nci@g.
like flood relief work, accident restoration and relief
etc. The percentages of reservation in such appoint
ments may correspond to what is applicable toGroup 'C' and Group '0',
Promotion
!losts filled by promotion through limited Departmental Competitive Examinations within or to
Groups B, C & D in wnich the element of Direct
Recruitment, if any, does not exceed 66-2/3%. 15%
Posts filled by promotion made by selection fromGroup '8' (Class II) to the lowest rung or categoryin Group 'A' (Class I) and Group B, C & 0 posts in
grades or services in which the element of Direct
recruitment, if any, does not exceed 66-2/3 ~ 15%
~) Direct Recruitment
I
I: There wilI be no change in the classification of posts consequent on the periodical
on of the pay scales in a Public Sector Enterprises. In otber words, for tbe purpose
servations, posts classified 81i (Jalis IV (Group 'D') prior to the issue of HPE's O.M.
3PE/GL.04I/75-MAN (6.l.75-BPE (lC), dated the Ilth December, 1975 will continue
: categorised under Group 'D' posts irre~pective of the revised pay scales. Posts
ed subsequently as addition to the existing cadre of that group will also be grouped
r Group 'D', '1he same rationale will be applicable to other categories of posts
l .
Post carrying a payor a scale of pay with a maxi
mum of not less than . Rs. 900/- but less than
Rs. 1,300/-
Post carrying a payor a scale of pay with a maxi
mum of over Rs. 290/. but less than Rs. 900/-
Post carrying a payor a scale of pay the maximum
of which is Rs. 290/. or less
Group 'B'
Group 'C'
Group'D'
ANNEXURE III (3)(Para 3.21)
Proforma for Sending Proposal for Approval at Chairman, Coal India Ltd.
for Grant of ExtensionjRe-employment to the Executive of Coal India Ltd.
and its Subsidiary Companies1. Name of the employee2. Designation3. Date of birth
. 4. Date of superannuation5. Scale of pay
6.' Whether sanctioned post exists for the proposedextensionlre employment
7." Qualification~. ·Full service particulars of the executive concerned
9. Reasons for not taking timely action in finding areplacement.
10. Reasons for proposing extension Ire-employment..(Please indicate specific field of expertise of the
executive concerned and why his extension I re. employment is essentially required in the intertstof the company).
11. Whether performance of the executive concerned
as revealed from appraisal report justified exten, sion/re-employment 'Z
n: Is the reputation of the executive concerned forintegrity and honesty beyond doubt?
13. What specific steps have been taken to place asuitable replacement in position before completionof the period of proposed re-employment I extension ?
14. Can the post be filled in by promoting any of theexisting eligible departmental candidates in the next
below grade or by making officiating or ad-hocarrangement 'Z
15. If not, why 'I
)6. Specific recommendation of Chairman· cum _
Managing Director of the subsidiary company
concerned for extension/re-employment indicatingthe period proposed.
Signature with Designation ofChairman-eum-Managing Director
or his nominee
57
ANNEXURE 111(4)
Dated, 11th February. 198,
(II)
(al
OFFICE MEMORANDUM
COAL IN DIA LIMITED"COAL BHA WAN"
10, Netaji Subhas RoadCalcutta 700 001
Post Box No. 871
In order. to avoid any possible disparity in the matter of absorption in regular E.grade in respect of the Management Trainees (Finance), governed by a separate Scherras incorporated in paras 3.20.1 to 3·20.7 of Chapter I" of the Common Coal Cadre,has been decided that the following guidelines should be fOllowed uniformly by all t~subsidiary companies:
(I) Date of absorption in E-2 grade
(a) The Management Trainees (F) who pass the Departmental Examination:'within th,2 (tWo) years training period may be absorbed in E-2 grade from the date of com
- pletion of the two yeers period.
(b) Those who pass the said examination after 2 years may be absorbed in E·2 gradfrum the date of announcement of their result.
Fixation in the grade
Pay wIll be flxed at the mInImum of ~-~ grade from the date of absorptIon in thEgrade.
(b) Till such time as they are absorbad in E-2 grade on passing of necessary examination. they will continue to draw stipend of Rs. 900/- p. m. only.
Accordingly, on their passing the departmental qualifying examinstion. the ordefor absorption of the Managem9nt Trainee (Finance) in the regular E-2 grade may tissued by the respective companies direct. under intimation to this office
The matter regarding inter-se seniority on absorption of the Management TraineE(Finance) in E-2 grade is under consideration of the Seniority Committee and the decsion in this regard will be intimated in due course.
Ref. No. C-5(A)/51186/3903Datad, the 2nd September '81
Sd/·Chief (Executive Estb. and Admn.)
COAL INDIA LIMITED."COAL SHAWAN"
10, Netaji Subhas RoadPost Box No. 871
Calcutta 700 001
OFFICE MEMOR ANDUM
::_5(A)(iii)/51186/4272
It has come to notice that the guidelines in the matter of absorption. in regular B-2~ in respect of Management Trainees (Finance), governed by. a separate scheme asporated in paras 3.20.1 to 3.20.7 of Chapter III of the Common Coal Cadre, as laid1 in this Office Memorandum No. C-5(A)/51186/3903 dated 11.2.80, have .been
preted differently by the different Subsidiary Companies.
It is, therefore, hereby clarified that under item (1)Ia) of the said a.M., the Managet Trainees (Finance) who had completed two years training and passed the final qualify.:.departmental examination in the first attempt may be absorbed in E-2 grade fromof completion of two years training irrespective of the date of announcement of
result.
However, those who were not declared successful in the qualifying examinatipn inirst attempt and appeared in subsequent examinations will be absorbed in E-2 grade
] tb~~i!te of announcement of the result of the particular examination in which they!ify for abwrption.
10 : O. M. dated 11.2.80
This issues with the approval of Competent Authority.
A consolidatedl'ay of Rs. 725/-Pay of Rs. 80S/-Pay of Rs. 765/- and
revision
stipend ofand all otherIt other allowancesother allowancesin
o~pay
Rs. 800/- p.m. allowances in thein the scale of paythe scale of pay of
scale of pay of
Rs. 725-13251-Rs. 725-1325/-
Rs. 725-1325/-Post-
-do- Pay of Rs. 800/-Pay of Rs. 900/-Pay of Rs. 850/- and
revision
and all otherand all otherallotherallowances
of pay
allowances in theallowances in thein the scale of pay of
scale of payor
scale of ~lI.y6fF..&. 800.14oo{-
Rs. 800-1400/-
Rs. 800-1400/-
3. Summarising the above decisions, the JETs and MTs with MBA qualification, whO
were appointed before l.11.1979 in the pre-revised sca,le of pay will be entitled to get
following stipend/pay and allowances during the first year, second year and after successful
completion of the training and on absorption in regular executive cadre :
:!t
,~~.';
An initial basic pay of Rs. 850 p. m· in thescale of pay of Rs. 800-50-1400/- with all
other allowances as admissible to the execu-tive cadre employees·An initial basic pay of Rs. 900/- p. m· in
the scale of pay of Rs.800-50-1400/-with allother allowances as admissible to the exe-
cutive cadre employees.
JETs in mining discipline
OFFICE MEMORANDUM
Subject: Pay and allowances admissible to JETs/Management Traineesappointed 'Prior to the announcement of the revised salarystructure effective from 1.2.1979.
6.ccording to the then prevalent rules and terms of appointment issued, the JETs
rs with M BA qualification were to be allowed a fixed pay of Rs· 725/- during the
year of their training period besides other allowances admissible in the scale of pay725-40-1325/- The executive salary structure was revised effective from .1.2.1979.for which were issued under this Office Memorandum No. CIL/C-5lA)/509901
3296 dilted 30th November. 1!:l79. The then existing E-2 grade of Rs.725·40-1325/
lnsequently revised to Rs. 800 -50-1400/-. The issul:l relating to the regulating of paylowances to such JETs/Management Trainees consequent upon the revision of E-2was examined and it was decided that such JETs/MTs would be allowed a basic pay
8001- p. m. instead of Rs. 725/- in the revised E-2 grade during the second year of
3inin~ besides all other admissible allowances on or after 1.2.1979. Instructions toffect were issued to all companies under ih;s Offing l€ltt~r No. <;:_5\A'!52071/voll)/dated 5th September, 1980 and letter No. C·5(A) 52071 (Vol. \)/2845 dated 3rd
mber, 1980.
Subsequently. the matter with regard to the pay and allowances admissible to these3es after successful completion of the training period and on absorption in the regular
I has been under consideration of the management. Atter careful consideration, it
)een decided that the JETs/MTs with MBA qualification, who were appointed with
3rms and conditions before 1.11.1979 would be eligible to get the following pay andlances after successful completion of their training period and on absorption in thelar executive cadre :
I am to forward herewith a copy onetter No. 49015/1/80-PIR dated 24th February,from the Ministry of Energy, Department of Coal on the above subject for yournation.
YOlIni faithfully,
Sd/-Chief (Executive Estllblishment)
Yours faithfully,
Sd/-
Under Secretary to the Government of India
63
,.,,,,,,[),,,--
GOVERNMENT OF INDIAMinistry of EnergyDepartment of Coal
New Delhi, the 23rd/24th February, 1983
To
The Chairman,Coal India Limited,
Netaji Suqhas Road,Calcutta 700001
Subject l Junior Executive Trainees in CIL Revised Stipend 1 Emoluments.
I am directed to refer to your D. O. letter No. CIL I C-5A / 50972 /18 /1604 dated24.12.1982,on the above mentioned subject and to convey the sanction of the Presidentto the amendment of pay and allowances and service conditions of Junior ExecutiveTraineesin Coal India as detailed below :
The period of training ofthe JETs in the miningllnd non-mining technical disciplinesis reduced from two years to one year. During the first year, they will draw pay at theminimum of the E-l scale (i. e. Rs 750/- now) plus usual allowances like HRA/CCA/DA
coalfield allowance wherever admissible.
The JETs on successful completion of their rraining 1 apprenticeship will be placedin minimum of E-2 grade (i. e Rs. 800-1400 -). 1heir confirmation in the E-2 grade will
be done in tcrm~ of extont rullJ6 on thli Bubj"lt, '
(iii) lhe consolidated stipend payable to Welfare Officer (Trainees) will be Rs.750/per month in first year of their training and Rs. 850/- per month in their second year oftraining as against Rs. 600/- in the first year and Rs. 700/- in the second year of training.
The revised rates will take effect from the date of issue of this order.
This issues with the approval of IF vide their U. Q, Dy. No. 493/Fin/83 dated 21.2.83
Date ; 2,3.1983
COAL INDIA LIMITED'COAL BHAWAN'
10, Netaji Subhas RoadCalcutta 700 00I
Junior Executive Trainees in elL Revised Stipend/EmolumentsSubject
Sir,
.\
(62)
'.I
C-5A/50972/451
:hairman-Cum-Managing Director
'CCL/WCL/BCCLICMPDIL
l, _
43 Their placement in E-2 grade shall be provisional but will be deemed to be .
effect from the next date. that faUs after the successful completion of one year's trail
apprenticeship period or extended period of such training·
44 After the completion of one year's training/apprenticeship, the JETs (Mining)
be designated as Junior Mining Engineer until he obtains and submits the 2nd
~ine Manager s Certificate of competency. After obtaining the said certificate fie 11\
designated -;s Under manager.
GUIDELINES
1. JETs-- Mining and Non-fTlining Technical DisCiplinesPersons belonging to the following disciplines will be treated as Non-mininl
Technical Qisciplines :
(a) Electrical & Mechnical Engineering (including Industrial Engineering and Electronic
2. The training period of all JETs in the Mining and Non-mining Technical Disc
pUnes appointed on or after 24th FebrJary, 1983 will be One year.
3. All JETs in the Mining and Non-mining Technical Disciplines who have succes
fully completed one year's training o~ 23rd February, 1983 shall be placed in E-2 gra.on successful completion of their training/apprenticeship. During the first year all
training. they shall be deemed to be on probation as per nermal rules and as exp'a.nbelow.
4.1 If a JET in Mining and Non-mining Technical Discipline has been appointed af
24th February, 1982 and has not successfully completed one year's training period
24th Februarv, 1983. he shall be required to undergo training for the period that h
short of one year. Training period shall include the extended period of training Our:
the period of the said training he will draw pay at the minimum of E-1 scale plu~ 1-'01
Rent Allowance, City ~ompen5alory AlIowgnCll! DemnBSS AlIQvy~nce/Undergrol
Allowance and Coalfield Allowance, where admissible Those posted in North East
Coalfields will be entitled for Assam Allowanc.e
42 JETs (Mining) will be placed in tha minimum of E-2 grade on successful com
tion of one year's training"apprenticeship and they will be on probation for a pe
of minimum one year They will continue to be on probation till :.•....."...,. ----- ..-------
(a) the performan..:e during the probation period has been flund to be satisfactory,
(b) ~heL obtain the Second Class Mine Manager's Certificate of Competency .the DGMS·~----.---
Dated, 6th April, 1983
Y ours Faithfully,Sd/-
Chief (Executive Establishment)
COAL INDIA LIMITED"COAL BHAWAN"
'\0, Netaji Subhas RoadCalcutta 700 00'\
Receipt of this letter may kindly be acknowledged.
Enclo
3.
~. We have received some queries from the companies seeking clarifications in respect,fthe Ministry's order No. 4901S/1/&O-PIR dated 24th February, 1983. The mater has
"'" ,,,",,,,,,,d ."J g"iJ,U•• , with ro&lllll19th' .h"" o<d" ••• ,nclo,nd. '0' yoo, "r"Illation and implementation.
Kindly refer to our letter No. C_SA/S0972/4S1 dated 2.3.1983, on the above
Subject: Junior Executive Trainees in CIL - Revised Stipend/Emoluments
(64)65
No. C-5(A)/50972/18/333
Sub.: Junior Executive Trainees in CIL - Revised Stipend/Emoluments.
Ref.: Letter No. C-5A/S0972/18/1707 dated the 6th April, 1983.
Labour welfare Officer (Trainees)
If an LWO (T) is in the first year of training, he will be entitled to get stipend at
rate of Rs. 750/- per month with effect from 24th February, 1983 for the remaining
od of the first year of training.
If an LWO(T) is in the second year of training, he will draw a stipend of Rs· 850/-month with effect (rom 24th February. 1983 for the remaining period of training.
On satisfactory completion of the two years' training petiod an LWO (r) will be
fixed in E-' scale La Rs. 750-40·1350/- with all other allowances.
Other Trainees
The terms and conditions of other trainees remain unchanged.
COAL INDIA LIMITED
"COAL BHAWAN"
10, Netaji Subhas RoadCalcutta 700 001
The Chairman-cum-Managing DirectorBharat Coking Coal Limited, DhanbadWestern Coalfields Limited, Nagpur
Central Mine Planning & Design Institute LId" RanchiEastern Coalfields Limited, SanctoriaCentral Coalfields Limited, Ranchi
Dea,r Sir,
Dated May 27, 19
66
it;
rli<"
~f
Kindly refer to our above mentioned letter forwarding guidelines in respect ofrevised stipend/emoluments of th.e Junior Executive Trainees in the Mining & N(mining Technical Discipline.
2. In partial modification of the guidelines forwarded with this office letter da6th April, 19113,referred to above, the following guidelines are issued ;
(i) The Junior Executive Trainees/Management Trainees in disciplines other tIthose mentioned in the guidelines forwarded with this office letter dated 6th A~1983. referred to above, like Chemical Engineering, Fuel Technoogy, Millo
Dressing, Mining Machlnery. ~eo-physic8, G~1I1agy Rnd Otb@fg with finginccJ
Degree qualification shall also get stipend/emoluments similar to Junior ExeeuTrainees of Mining and Non-mining Technical Discipline as mentioned inMinistry's letter No. 49015/1 ;80-PIR dated the 23/24th February, 1983 forwarto you with this office letter No. C-SA/50972/451 dated 2,3.1983.
(ii) The Management Trainees in Materials Management, Sales & Marketing and Finawho are MBAs and have also undergone post graduate training in their respe(areas of specialisation should also get stipendlemoluments in accordance withMinistry's letter dated 23rd/24th February, 1983 referred to above like thoseJunior Executive Trainees in Mining and Non-mining Technical Discipline.
(iii) Terms and conditions of Labour Welfare Officer (Trainee) shall remain the Sl
as aid down in the Ministry's letter No. 4901SJ1/80-PIR dated the 23rdJFebruary, 1983,
Yours faithfully,Sdl-
Chief (Executive Establishm
(67)
I_____ 'ti=,==::!I~~~~:::~~~~IUWmmIllUmIllJ~I.J1_.11 n ~I I •.IIIU f.
ANNEXURE IV (1)
ANNEXURE III (7)
COAL INDIA LIMITED
10, Netaji Subhas Road
Calcutta 700 001
~f No : CIL : C-5A (i) : 50308/ Date : 6 Dec. 84C_5(A)f52107/3176
t'
COAL INDIA LIMITED'COAL BHA W AN"
10, NetajiSubllas RoadCalcutta 700 001
OFFICE MEMORANDUM
Dated 19th November, 1979
Sub Cadre Scheme for Engireering Discipline - Relaxation ;n respect 01
recognised diploma llolden.
According to the existing approved cadre scbeme as inC'orporated in the Manua
of Common Coal Cadre the executives, wbo are in possession of recoJlnised diploml'of three years duration, have to put in a minimum 5 years experience in E-2 Brade fo
:J,ecomingeligible for consideration for prom.otion to B-3 grade in the Enjlineering disciI'rUnesas against 3 years for tbe degree holders, It lIas also been incorporated tbat pro[(Dlotiona1avenues to the executives possessiM recollnised diploma are restricted onlruptoE-3 grade beyond which tbey will not b.: eligible for consideration for promotio,unless]theyacquire qualifications equivalent to a recognised degree (SI. No.5 of the sai[CadreScheme and para 4.10.4 (Iii) of the Manual on Common Coal Cadre Scheme).2. Keeping in view the appeal of the diploma holders requesting for relaxation in tll
rsaidCadre Scheme to enable them to get better promotional avenues, these provisior.pavG boon HwiGWGd Ilml i\ bi5 ~~~I! 9~cided by the Board of Directors of elL in the 251
eeting held on 31st August, and 1st September, 1979 that the existing differential elll
i:~i1ityperiod for promotIon from B-2 to E-3 grade between degree and diploma holdt'rjn the Engineering disciplines be removed. It has also been decided in the said meetil'!hat the recognised diploma holders with 3 years minimum service in E.2 grade willeligible for consideration for promotion to E-3 grade and onwards upto E·S grade,
!.~eritoriousservice in sllpersession of the existing provision •'3. With regard to the diploma holders who were in E-3 grade and above at the tilof introduction of Common Coal Cadre Scheme, viz., february.1978, it bas been decidthat such executives will continue to be oonsidered for promotion to the grades beyoE-S in exceptional cases witb specific written approval of the Cadre Controlling Authority.
4. Keeping in view the above decisions of the Beard of Directors of CIL, the exist:ClldreScheme for Engineering disciplines has been revised which comes into force w
effectfrom Ist September, 1979.
OFFICE MEMORANDUM
Sub: Revision of stipend of Welfare
Officers (Trainee)
Dy. Chief ~ersonnel.Manager
... (.
~. This issues with the approval of Competent Authority.
There will be no change in respect of the departmental candidates who opt to conti
lue to draw pay and allowances as per NcwA during thelr fralnlng perIod as Welfare)fficers (Trainee)
The maller regarding revision of stipend of Welfare Officers (Trainee) bas been:viewed. It bas been decided to increase tbe consolidated stipend payable to Welfarelfficers (Trainee) to Rs. 1030/- per month in the first year of their training Rs. 1080/·
er month in their Second year of training as against the present rates of Rs 7501- inle first year and Rs. 850/- in the Second year of Training.
The above revised rates. will be effective from 24th February 1983. The stipend toV"elfareOfficers (Trainee) may be paid accordingly.
a Please see Appendix IV (2)-2 1 Sd/-
Chief of Personnel Division (Act
(69)
(68)
ANNEXURE IV (2) (a)
could not be promoted to the next higher grade as a case for fatal accident was pendi
against him at the time of issue of the promotion orders and orders promoting 20 officl
to the next higher grade issued, excluding 'X'. Subsequent to the issue of these prom
tion orders, the safety clearance is given in respect or 'X', after processing the case agaiJ
him he is proIDGted at a later date. The seniority of 'X' on promotion should be fb
as if he had been promoted ill accordance with the position assigned to him in tbe sel
list. The pay of 'X' on promotion should be fixed notionally by allowing the interven:
quiry, tElbe counted for increments in the hiBher grade, but no arrears would be adr
ssible to him..
Dated 22nd October, 1981,
OFFICE MEMORANDUM
COAL INDIA ,LIMITED"COAL BHAWAN"
10, Netaji Subhas RoadCalcutta -700 001
Sub ~ Seniority in the promoted scale of an executive whose promotion hasbeen delayed due to pending prosecution procedings on fatal andor serious mine accidents.
In terms of this Office Memorandum No. C-S'A /52045(1)/1040 dated 27.1980,motions of officers against whom DGMS started procecution proceedings on accounltheir being considered responsible in serious and / or fatal mine accidents should ~ulated in the same manner as that of officers whom there are pending. depart~ntal/vigilance enquiries that is, in terms of para 4,13(b) of the Wanual on Commo~,al Cadre Ce'rtain procedure in regard to reviewing the delayed promotions 011 th~:ount was laid down in this Office Memorandum No. C-5(A)!52045(l)/3521 dated 14th
lUary, 1981,
A question, has now been raised as to the methf,d of determining the seniority iif
: officers whose promobons have been delayed due to pendIng prosecutlon proceedjfi~fatal/serious mine accidents and promoted after a review contemplated in this Office:morandum dated 14th January, 1981 or acquittal in the court. After detailed exanii·tion it has been decided that the seniority of such officers will be determined in the, same manner as in the case of officers whose promotion was delayed due to pending)artniental/vigilance proceedings. In other wOlds, they will be given the benefit enurated in para l(c) of this Office Memorandum No. C-5\A 150972 (Vol. 1) Pt./l334:ed 27th June, 1979 read with O,M. No. C-S(A)/50972 (Vol 1) Pt./I507 dated 10thy, 1979 (copies enclosed for ready reference). An illustration of a typical case is alsopended. /
. C-S(A)/52106(Pt./S061
Sd/-Chief (Executive Estb. & Admn.)
(71)~70)
n example in this tfgard is bivcn below:
Suppose an officer 'X' has been empanelled for promotion and bis position is atNo. 10 in the p:lllel prepared by the Departmental Promo:ion Committee.
I
.•..•...'''~...,,--;-,--_ ..•.-~... ,...,''~~..•.
ANNEXURE IV (2) (c)
~o. C-5A}S204S(l)3521
COAL INDIA LIMITEDPersonnel Division
"COAL BHAWAN"Calcutta 700001
ANNEXURE IV (2) (b)
14th January, 1981 No. C-5(A)/52045(1)/1040
COAl. INDIA LlMlTlm"COAL .DBAViAN"
10, Netaji SubItlls RoadCalcutta 700001
Dated: 2.7. I980
OFFICE MEMORANDUM
Sub : Promotiom of Officers who have b~~n conne.:ted with serious and Ior fatal mine accidents.
In partial modification of tbe office memorandum referred to above the fOllowingure will be followed in respect of officers considered responsible for serious mineIts, etc.
rhe queltioll of withholding of promotions of the officers involved in fatal acci.
'as examined by the Department of ('oal in consultation with the DOMS, MinistryIr and the CMDs of the coal companies and in the context of the delays which'ac~ in completion of prosecutions launched in the courts of law, it was decidedquestion of withholding of promotions of the officers concerned Would be reviewed
:ar at the level of the Board of Directors of the company and a decision cou!~ b;, the Board in r;iiud to promotion of tbe 8fftcers concemed at such yearly reviewsng on the merits ef th.: case.
s and when the Board of Directors of the company take decisions in respect of
s referred to above, tbe same, in respect of officers of E-5 and above grades, mayated to tile Personnel Division of Coal India for record and necessary action.
Sd/Adviser (P & IR)
(72)
OFFICE MEMORANDUM
Sub: Promotion of officers who have been connecte I with serious and/{lrfal:l~ mine accidents.
It has been brought to the notice of CIL that certain officers considered responsible
in serklus mine accidenls against whom DOMS has started prosecution proceedings in the
Court, were promoted without awaiting final o·utcome of the said prosecution. Theintention of the provisions of 4.13 (b) and 4.13 (c) of Manual on CoriuuQn Coal Cadre
is not only to cover the cases of vigilance and departmental inquiries but also the cases
when an executive has been held guilty by the DOMS in serious andlor fatal mine accidents. Executives so involved will fall under this category and therefore, clearance forpromotion in these cases shall be withheld.
2. In order 10 enable the Personnel Division of Coal India LimiteJ to be kepI postedon maIlers rel:lting 10 involvement of executives in E-S and above grades in such minesnccidenls, the relevant information as soon as received from DOMS should. as a malleI'
of course, be passed on to this office as the cadre of these seniol' officers is centrally controlled.
3. Subsidiary COin! '. nics arc requested to ensure stri{ t adherence 10 these guidelineshenceforth.
Sd/-
Chief of Personnel Division (Actg.)
73
~~' ..
:ft"'!ttii"~~F!hi6~~·?l{:f~
.L u~~,,~ 1, ~"".,.,,,,, ~ n '~,1
OFFICE MEMORANDUM
Sub : Vigilance clearance in matters of promotion, conlirmution, etc. ofOfficers.
ANNEXlJlm IV (2) (d)EASTEHN COALFIELDS UMITED
OFl<'ICE OF THE CHAIRMAN-CUM-MANAGING DIIU£C!'OI(SANCT.ORIA
has been laid down in CIL O.M. number quoted above that all orders for prowill be issued only after vigilance clearance. The stage at which a vigilancehould affect the promotion, confirmation etc. of an employee of CIL and itses has not been clearly defined in the above' quoted office memorandum.inquiries take considerable time to complete and in absence of a clear indication
the point at which such inquiries should stand in the way of an officer's pro
1ere is scope for confusion on this score. This matter has been engaging the
:>f1he management for quite Some time. Taking into considcnttion .thc existingthe Governrient of India in thi~ regard, the fOlloWing decision has· been taken :
's for promotions will be issued only after vigilance clearance. However, vigi
ance shall not be withheld for the mere fa..:t that a fl.E. or R.C. has been f~§ihe CHI aiainst !tn gfflGUf or that oll.fi1plu;nts are being looked into in a prelimi
:ry departmentally but no conclusion has been reached about the prima facie~ offic<::r. Vigilance clearance shall be withheld only when :
Ie case of a Preliminary Enquiry, either by the CBI or departm<:ntal agencies,:ompetent authority, on consideration oi the results of the investigation, hased the opinion that a charge-sheet may be issued on specific imputations forrtmental action, and
se of a regular case, the competent authority has del'ided to accord sanctionrosecution of the officer io Court.
the competent authority arrives at such a conclusion, the oJlker may be treatedIr with others in the lIJatter of promotion, confirmation etc.
, instructions shall come into force with immediate effect
Ceotral Mine Planning & Design Institute Ltd., Ranchi.The General Manager, North Eastern Coalfields Ltd., Assam.
Dear Sir,
Sub; Simplification of procedure for obtaining vigilance and other clearances
viz. Coal Stock Shortage, Safety Internal Audit etc., in respect of theexecutives of Mining Discipline for the purpose of issue of promotionorders
The above is fol.' your ioformation ~Ild necessary guidance,
As per Chapter-IV of the Common Coal Cadre, before issue of promotion orders
on the basis of recommendations of the appropriate Departmental Promotion Committee,vigilance clearance in respect of executives in different grades from the concerned Companyand also from ClL's Vigilance Department is required to be obtained.
Whae io ihe case or non-MinIng Disciplines the information with regard to
vigilance clearance and / or status of the departmental proceedings contemplated or pendingagainst the concerned officers are obtained, but, in the case of Mioing Discipline in additionto the said positions, safety, coal stock & internal clearances are obtained.
In order to stremeline I simplify the procedure, the matter was placed before
the CMD's meet held on 23rd August, 19&7at Calcutta, where it was decided that safety,coal stock shortage and internal audit clearances need not be obtained in respect of executives
in Mining Discipline. However, the Companies will intimate the factual position regardingany departmental proceedings I Court case pending or contemplated against the executive
concerned in respect of above matter, to ClL Hqs, while intimating vigilance clearance tothis office.
Dated, 8th January, J 981
from Shri S B Sahai, Chief of
I. CMD/ECL/HQ/62/42
I' letter No. CIL/X-/(E)/05057/20 dated 6. J.! 911Je, CIL, Calcutta to undersigned & others.
Sd/-
for Chairman-cum-Managing DirectorYours faithfully,
74
( A. V. BRAHMA)DIRECTOR (P & IR)
l
~ ~~r re,m~.ft ~\lTlf ~T~, ifi'fifi'a'T-700 001
20-9980. 1JTqI ifiT~~:fu~lfr
II : 21-7180 IITarr€~~~;r
ti't\1."'"~,~
°<11 \l'~
Coal India Limited10,NETAJI SUBHAS ROAD, CALCUrrA 700001
PHONB I 20-9980, GRAMS: COALINDIA
TELEX I 21 - 7180 CIL IN
COAL INDIA LIMITED"COAL BHA WAN"
10, Netaji Subhas RoadCALCUTTA 700 001
POST BOX NO. 871
Your faithfully,
Sub : Vigilance Clearance
Kindly refer to letter No. CILIC-5A(ii);50996;404 dated 18th January, 1988,love subject (copy enclosed).
While I5M~~Sijiig the cases or promotlon, closure of probation etc., we requestanies for vigilance and other clearances. It is observed that some times we~ vigilance clearance position directly from the Chief Vigilance Officers of the~ intimating the position regarding vigilance cases only.
You will agree that while processing the cases of promotions etc., the position'd to factual position regarding departmental proceedings I Court case etc. are
red to take a view as to the issue of promotion order or otherwise. You are,requested to kindly issue suitable instruction to the officers concerned that while
earance the consolidated position with regard to vigilanceldepartmental proceet case in respect of each and every employee, for whom vigilance clearance has
ht for is furnished. It is further proposed that the Company's department maygilance clearance from the Company Vigilance Department and send a
:d report intimating the status with regard to vigilance/departmental case/lse etc.
Dated 5-3-1987
Date 3rd Dec. '86
----,.--,SOUTH EASTERN COALFIELDS LIMITED
OFFICE OF THE CHAIRMAN-CUM-MANAGING DIRECTOR.
SEEPAT ROAD, BILASPUR (M. P.)
No. SECL : BSP ; PER: EE (CIR) ; 67 : 350
Copy forwarded to :-
L All Chief General ManagerslGeneral Managers, SECL,
2. All Dy. Cl)Ms,/PMs, SECL.3. Gen, Sllpdt., CMS, Korba.
6. All Heads of Deptt., SECL Hqrs., Biiaspur.7. Staff Officer (Mining)j(Civil)I(E&M)f(Fxcv), SECL.
Ref. No CIL1C-5A (iii)j50996(Pt)l991
OFFICE MEMORANDUM
Sz.b: Promotion of employees of Public Sector undertakings whose conductis uuder investigation or against them disciplinary / criminal proceeding,
Reference is invited to this Office Memorandum No, C-5A(iiJ)/50996 Pt)/1205
dated 7th' Feb'86, on the above subject.
2. A question has arisen as to from which date the two years' period during whichthe promotion is withheld because of pending disciplinary/court proceedings should bereckoned for considering the case of a employee for ad-hoc promotion. Since, as
mentioned in sul>-para-(iii) of the 2nd para of the aforesaid OM dated 7-2-1986, promo·tion on ad-hoc basis will be subject to availability of a vacancy in the higher grade ni
the relevlInt discipline, it has been decided that the two years period for consideration ofad-hoc promotion of an employee whose promotion was withheld because of pendingdiscipinary/court proceedings should be reckaned from the date his Junior in the panelwas promoted on availability or vacancies, and not from the actual date of DP •
~d •GENERAL ANAGBR (PERS)
foflQ' Date 1st Seplember, 1988Ref· No. CIL.·C-5A(ii):50996!700
Subject: Promotion of employees of Public Sector Undertakings whose
conduct is under investigation or against whom disciplinarylcriminal proceedings are pending.
No, 15/20/85-GMGovernment of India
Ministry of FinanceBureau of Public Enterprises
Ministry of Industry,ia Company Affairs, Commerce etc, are requested to bring theinstructions to the notice of Public Enterprises under their administrative control 'strict compliance.
The undersigned is directed to reJer to the Central Vigilance Commission's let
No· 6 P DSP 4 dated 1st July, 1985 (copy enclosed). It has been decided that tinstructions on the subject issued by the Deptt. of Personnel & AR and as refterat
by the CVC in their letter under reference should be followed by the Public Sec1Enterprises scrupulously.
Sub: Simplification of procedure for obtaining vigilance and other clearancesviz. Coal Stock Shortage, Safety Internal Audit etc., in respect of theexecutives of Mining Discipline for the purpose of issue 'of promotionorders.
Sir,As per Chapter-IV of the Common Coal Cadre, before issue of promotion
~ on the basis of recommendations of the appropriate Departmental Promotion
Ilittee, vigilance clearance in respect of executives in different grades from therned Company and also from GIL's Vigilance Department is required to be obtlLined.
While in the case of non-Mining Disciplines the information with regard tonee clearance and/or status of the deparmental proceedings contemplated or pendingst the concerned officers are obtained. but, in the case of Mining Discipline inion to the said positions, safety, coal stock & internal clearances are obtained.
In order to stremeline/simpIify the procedure, the matter was placed before the)'s meet held on 23rd August, 1987 at Calcutta, where it was decided that safety,stock shortage and internal audit clearances need not be obtained in respect ofltives in Mining Discipline, However, the Companies will intimate the factual position'ding any departmental proceedings/Court case pending or contemplated against thettive concerned in respect of above matter, to elL Hqs, while intimating vigilanceance to this office.
The above is for your information and necessary guidance.
Sub: Promotion of employees of Public Sector Undertakings whose condUlis under investigation or against whom disciplinary/criminal prcceedirare pending.
The Department of personnel & Administrative Reforms, Govt. of India, and tl
Chief Vigilance Commission have issued Certain instructions for allowing ad-hoc promotito the officials against whom disciplinary/court proceedings have not concluded even afl
. the expiry of 2 years from the date of the DPC which first considered the officer fpromotion. The BPD have advised that the said instructions should be {ollowed by tlPublic Sector Enterprises scrupuloUsly. In this connection Copies of 'CVe's letter No. ,OSP 4 dated 1.7.85 and BPN's Q. M. No. 15/20/85-GM. dated 23/7/85 are enclosed.has been decided that the instructions contained in the enclosed letter of CVC shall albe followed in Cil and its subsidiaries-
~Of impl@m8otiltioo of thn ill1Qve mentioned instructions, It has been decided to a(the following :-
(i) For the purpose of the review of the cases for issue of ad-hoc promotion 01
where the disciplinary/court proceedings have not concluded even after
expiry or 2 years from the date of the first OPC. the Cadre Controlling Auth(
may be treated as "Appointing Authority"· 'rhus. the following Authoritiesreview such cases :-
~
Office Memorandum No C-5A (Hi) 50970!Vig. clearance/1411 Dated 11-12-87
Manager (P), Cil. Calcutta
as also been decided that while seeking vigilance clearance, the purpose of the
well as the source of fund for making such visits should be indicated.
The question about obtaining of givilance clearance in respect of Executivesforeign countries on personal grounds has been engaging the attention of thement for some time. It has been decided that vigilance dearance should be
j before issuing, • No objection" certificate to an executive intending to visitcountries on personal grounds.
(b) For promotions toE-6 and E-7 gradesand also fal promotions
upto E-5 grade ofemployees of CIL (HQ)and its attached andsubordinate offices. - Director ( personnel), Cil.
(c) For promotions to
E-8 grade and above - Chairman. Cil.
(ii) 'The company's interest may be treated as "public Interest".
I
This issues with the approval of the competent authority.
(iii) Promotion on ad-hoc basis in terms of this O. M. will be subject toavailability of a vacancy in the higher grade in the relevant discipline.
(v) The ad-hoc promotions under the above instructions will be effective onlyfrom the date of issue of the ad-hoc promotion order.
(G. R. BHANDARIGENERAL MANAGER (P
(iv) In this company we have a practice that where after recommendation of theDPC an officer has not been promoted for want of vigilance clearshis case Is put up at the neltt meeting of the DPC for re-validation, orotherwise, of the recommendations of tile previous ope in respect of theconcerned officer. Therefore, where the recommendation for promotion ofan official has already become validated by a subsequent DPC, the case maybe placed before the competent authority for review and issue of ad-hocpromotion order. However, in other cases, the same may be placed beforethe next OPC held in the normal course.
policy decision of the Cen
Government, the Commission would suggest that the BPE may conduct the matterissue necessary guidelines on the subject for structure compliance by the public selundertakings.
To
1. All CMDs/Director-in.Charge of Subsidiary Companies.
2. AU Directors (Personnel) of Subsidiaries.
3. Chief of Vigilance, CIL/Chief Vigilance Officers of Subsidiary.
6. All Wing Heads of C-SA and C-SB Divisions, CIL, Calcutta,
Enclo : Two
~11~T ...v-( COP Y ) CONFIDENTIAL
f Central Vigilance Commission's letter No. 6P DSP 4 dated 1.7.85.
oject : Promotion of employees of Public Sector Undertakings whose conduct isunder investigaeion or against whom the disciplinary/criminal proceedingspending.
rhe Department of personnel & Administrative Refor ms have issued ins'ructions, fromtime, regarding the procedure to be followed by the Departmental promotion
ttees in the cases of officers under suspension and also in the cases of officerst whom the inquiries are pendi ng. As per instructions issued by the Department ofnel and Administrative Reforms, vide OM No· 22011/3/77- Estt (A) dated 14th July,he sealed cover procedure is to be followed as prescribed in the Ministry of Home; OM No 39/8 59-Estt(A) dated 31st August, 1960 in respect of officers whosect is under investigation, when the competent authority on consideration of the; of investigatigation either by the CBI or by any other agency, has formed theIn that a charge-sheet may be issued to him on specific imputations where depart-II action is contemplated or that sanction for prosecution may be accorded where:ution is proposed. Exceptions to this however are to be made in those cases wherescipainary/court proceedings have not concluded even after the expiry of two yearsthe date of the DCP which first considered the officer for promotion and whose
gs were kept in the sealed cover, as per DP & AR's OM No:22011 /1 /79-Estt. A)-dated1882. tn such cases provided the officer concerned is not under suspension. the appo-I authority would review his case and in cases it comes to the conclusion that it wouldIe against the public interest to allow ad-hoc promotion to the official, his case isred be placed before the next DPC held in the normal course after the ex\'.iry of the{ear period to decide whether the officer is suitable for promction on ad-hoc basis. If,Hieeris recomme~dl!8 bv tM OfG, 05 i'l rlf~~l\of such consideration, for ad-hociotion. his actual promotion would be subject to the decision of the appoining authority.
The Commission has come across a case in which the Commission is noW advisingsition of a penalty on an employee of tha L1Cof India, on the completion of disciplinaryeedmgs against him. This employee was however promoted by the L1Cin January,3, and confirmed also in the post of promotion while the disciplinary proceedings wereling against him. For taking such action, the L1Chave stated that the officer's first turnromotion came in 1978 but he was denied promotion at that time as another inquiryin progress against him. In 1982 he was exonerated of the charges under the previousIiry But in the mean-time, the another inquiry, referred to above, had started and there, his promotion was against threatened. Having regard to the tiiCt that the officer hadsed his turn for promotion four tirras because of the inquiry proceedings pending,inst him L1C decided to consider him for promotion. Hough there does not seemJe any irregularity in considering the officer tor promotion as his promotion had beennheld for four years, he'should not have been regular promotion and thereafter confirma:h6t post as the departmental proceeding were pending against him.
The guidelines issued by the DPeAR as stated Contd in para 1/2 supra, are appliIe to Central Government servants. There does not seem to be any specific guidelinesled by the BPE on this subject, applicable to the employees of public sector undertakings.m though the Central Government Public Sector undertakings are normally supposedconform to the latest policy decision of the Central Government, the Commission wouldIgest that the BPE may consider the matter and issue necessary guidelines on the subjectstrict compliance by the publiC sector undertakings.
I
ANNEXURE IV (2) (c)
Sub : Promotion to a higher post of an officcr who hus been kcpt undersuspension and/or against whom vigilance/departmental llction is
pending.
The issue relating to procedure to be followed with regard to pr'omotion of anofficer who has been kcpt under suspension and/or against whom a vigilance/departmental
action is pending, has becn engaging the attcntion of the management for some time past.Taking into consideration the extant rules and orders or the Government of India in this
regard the following decision has been taken:
(a) All orders for promotion will be i~slled only after vigilance clearance.,(b) An executive, who has been placed under suspension pending enquiry and/or against
whom departmental/vigilance proceedings lue pending, wi!! be promoted, if selectedlInd placed in the selectUst by a DPC, only after completion of the proceedings undhis complete exoneration of the charges. Such an ofllcer shull be promoted in
(c) When an olticer has been completely exonerated and he is subsequently promoted,his seniority should be fixed as if he had been promoted in uccordance with the
position assigned to him in the select list. Period of his eligibility for consideri:tionfor promotion to the next higher grade should be reckoned with reference to thedate his immediate junior has been promoted. The pay of such un executive on
promotion should be fixed notionall~ by ailowing the intervening period duringwhich the officers could not be promoted due to his suspen.sion und/or pending
depurtmental enquiry to be counted for increments in the higher gmde, but no arrearswould be admissible to him. [Corrected as p~r No. C-S(A)/S0972 (Vol. I) Pt.l1S07
dated 10.7.1979].
(d\ "Complete exoneration" shall mean conclusion of departmental proceedings with-out imposing any prescribed penalty, as per Conduct, Discipline lInd Appe~1 Rules.
(e) Sometimes an officer might have be~n warned. The 'warning' is not a penaltyunder Conduct, Discipline and Appeal Rules, 1978. This is administered by IIny
lIuthority superior to the executive in the event of minor lapses with a view to toning
Dated 19/27 June, 1979
COAL INDIA LIMITEDCOAL BUAWAN
10, Netaji Subhlls RoadCalcutta 700 001
No. C-5A/50972 (Vol. I) PI./1334
OfFICE MEMORANDUM
7'
·••••~~;liI.<._·"·.c·c"'••'
l __ u n u _
Thre are frequent demands for change of cadre perticularly forexecut ives who went to take market in9 or purchase and such demands are
often supported by pressures from VIPs. We have been resisting such
pre s sur €I 5 by in for m in 9 such executives that we do not permit such
change of cadre unless it is a very exceptional situation.
COAL INDIA LTD.COAL EHAWAN
10, Netaji Subhash Rc~d,CALCUTTA700 001
Ip efliciency and mainwining discipJin,:. Where, however, 'a copy or warning is
Iiso kept in the Confidential Report dossier it will be taken to constitule an adverscmtry and the otlker so warned will have the righttJ represent against the same in
Iccordance with the existing rules reluting to communication or adverse remarks.
Wherc, howcver, u depurtmenlal procee~1iilg hus been completed !lnd it is consj
,Iered that the ollicer concerned deserveS to be punulised, he should be !lwarded.Jne of the rccognised penalties according to the Conduct, Discipline and Appea!Rules, 1978. In such a situulion a recordable warning should not be issued as it
,vould, for all practical purposes, amount to "censure" which is a formal punishment under the Rules. In tile circumstances, if it is considered, after conclusion
.Jf the disciplinary proceedings that somc blame attaches to the officer concerned
which necessitates cognizance of such fact, the disciplinary authority should award
tile punishment vI' "censure" at least. If the intention of the disciplinary authority
is not to award a penalty, then no recordllble ,:"arning should be awarded.
If a recorduble warning has ali'eudy been issued as a result of disciplinary proceedingsbefore issue of (his Oflke Memorandum it should be treated as "censure".
Where departnlt'ntal proceedings have ended wilh the i1~lposition of a minor orna.ior penalty, the recommendation of the Departmental PromotiQn COIi:mittee ill
'<Ivour of the exe"utive whose promotlOll was Wilhl];:!d due to IllS suspensiollllIld/or)ending departmcntal enquiry will not be given cfTcct to but his case, ClUJbe consi
Iered fo/' promotion by rile next DPC when it meet:; :.rIC/' conclusion of the Dep"l"ncntal proceedings.
NO.CIL:C-5j005j35j386
To.
The Di rectort P) ,
The Directort P)
The Di rectort Pl
The DirectortP).
The Di rectort P) •
The Di rectort Pl
The Addl.CPM,
Dear Sir,
ECL,
OCCL.
CCL,
WCl,
SECl,NCL,
CMPDIL,
Dated. 6th May. 1988
Sanctoria
Dhanbad,
~nchi.
Nagppur.
Bilaspur IMP),
Singrauli. Dt.Sidhi IMP).Rlnchi.
rhcse instructions will comc into force with immedia Ie ell'ect.
Sd/-Chief of Personnel Division
76
Under the circumstances. therefore, no ~uch ch,ange of cadre by permllted or allowed in any subsidiaries unless previous clearance is obtainedfrom Cll.
A line in confirmation is requested.
Yours faithfully.
Sd/(A.V.BRAHMAl
DlftCTOR (P&IR)
l
No. C-5(/()l52041/1333
OFFICE MEMORANDUM
ANNEXURE IV (3)
Dated 27 June, 1979
Sub : Cadre Scheme for Materials Management Discipline.
The approved Cadre Scheme for Materials Management as incorporated in theManual on Common Coal Cadre has a provision for horizontal movement frol11 Engin-
neering disciplines in E-3 grade.
2. On certain representations received, this provisiun has been reviewed and it hasbeen decided that this provision will be deleted with immediate effect. Required number
of Engineering degree, holders may be recruited from outside at the executive entry level
i.e. in E-2 grade in M'a\~rials Managl?ment discipline.
3. The management has also considered the demand of the Second Class Asstt. Colliery
Managers/Under Managers who are unable to get promotion in the Mining discipline asbecause they could not obtain the statutory qualification of First Class Competency Certificate for allowing them alternative career growth. Keeping this demand in view, it hasbeen decided that horizontal movement from other diciplinesto Materials Management
discipline will be allowed in E-2 grade within the quota reserved for direct recruitment
viz., 2/3rd of totul number of vacancies in a particular year, subject to the condition thatthe total number of such horizontal movements will not exceed 17% of the total number
of vacancies in E-2 grade in this discipline in any particular year.
4. The quota reserved for departmental promotion will, however, continue to remainthe same, vizo, 1/3rd of the tolal number of vacancies in a pt\rticular year.
5. All concerned arc requested to' implement the above decisions with immediate elreet.
Sd/-Chief of Personnel Division
.77
l. _
ANNEXURE IV (4) ANNEXURE IV (5)
x IV (2)-9 mllY be seen]
Sli/-
Chief of Personnel Division
Board of Directors of CIL in the 24th meeting held on 24th & 25th May, 1979oved the Cadre Scheme for Sales & Marketing discipline.
las been decided that the officers' presently employed in Quality Control and
lctions should grow in the Sah:s & Marketing discipline along with those working ~
icipline. Tn other words Traffic and Quality Control would not be developed:e (;adres but would be merged with Sales & Marketing disoipline.
las ll\SO been decided by the Board of Directors that officers may be appointed
Itien from Railways in any grade depending upon the requirement upto E-8
he discretion of thF Management.
Dated 23rd November, 1979
COAL INDIA UMITED."COAL .BUAWAN"
10, Netujl Subhlls RoudCalcutta 700 001
OFFICE MEMORANDUM
Sd/-
Chief of Personnel Division (Actg.)
Sub : Cadre Scheme for Sales & Marketing discipline - Horizontal movement from other disciplines.
A rel'erence' is invited to this Office Memorandum No. C5(A)/520n dated 5th July,
1979 enclosing therewith the Cadre Scheme for Sales & Ma~keting discipline.
2. The issue relating to the horizontal movement from other disciplines to the Sa.les &
Marketing clldre was discussed in 25th meeting of CIL. Board held on 31st August,19?9when it was decided that horizontal movement from other disciplines to Sales & Marketing
discipline may be allowed in circumstances where adequate number of persons are lIotavailable in suitable grades within the Sales & Marketing cadre at the discretion of the
management from time to time to the extent necessary. In case such horizontal movementis allowed in E-2 grade. this movement may be regulated within the quola reserved for
direct recruitment, viz. 50~1.subject to the condition thai the total number of such hori
zontal movement will 110t exceed 17 % of the to.tal number of vacancies in E-2 grade in
this discipline in any particular' year.
3. Aii concel'l1cd are requesled t~ lllke nuoeiiJry nolion on t11li' i1\J{m ~~,delines withimmediate elTect.. '
No. CIL/C5A/520n/3208
Date 5.7.1979
Sub: Cadre Scheme for Sales & Marketing discipline.
OFFIC€ 'MEMORANDUM
1)/52072/1433
79
78
The Committee recommends that :
When an inter company transfer is elfected on administrative grounds the seniority
of the executive shllll be lixed in the company to which he is transterred taking intolICColint his dllte of entry into the grade;
When .the inter-company trans'fer is effected 011 personal grounds at the request
of the excelltiVl' concerned, his seniority in the company to which he is transferred,
shall be fixed as if he entered the grade on the date of his assumption of charge
in the new company. In other words, such executive will lose his past seniority inthe grade.
Determination of seniority on horizontal inter-discilliinary movement
;sue has the following aspects:
Movement of officers from one discipline to the other tcmporarily
Movement of ollkers from one uisciplinc to the other all permancnt basis.
As regards inter-disciplinary movement on temporary basis, the Committee reco
ds that officers may be moved as may be decided by the management fromo timc and sUl'h omeers should continue to be borne on their parent cadre. Such
ntal movement should not put, the' executive concerned in a disadvantageous posi
I career prospects in 'his parent cadre and for the purpose of computing the period
ibility for promotion to the next gmde in his present cadre. the periou spent in otherine should 1\lso be counted. '
f inter-disciplinary movenwn\ ii ;nYi~ag{jd on a permanent bil§j§ duo to l:tck oj'
lie persollncl ill ;1 particular l\1drejdiscipline, executives mny be drawn from olher,
ines horizontally only on obtaining applications through internal notificlltio'l
the company. In the event of such induction at levt;ls above E-5 or when adequater of persons lire I:ot available within the company in case of officers upto B-5,ompany notification should be issued. Sel~ction from amongst the applicants shallje on the basis of qualifications, type of experience and nptitude for the new disci- .
In such cases, the officers.'selecteu for the lIew discipline may be kept on probationteriod of one year before their permanent absorption in the new uiscipline. Premll
bsorption on successful completion of the probation will be subject to suitability.executive is found to be unsuitable, he would be reverted to his parent discipline.
During the prob;ltionary period refcrreu to in para 12.2 above' the ollicers will
ue to be borne on their parent cadre anu would be eligible for promotion in thatas per rules. On permanent absorption in the new disciplinc, the ollicers will be
j to be considered for promotiOIl only in the new discipline. Their service in the
HIre for the purpose of determination of seniority and eligibility will COUllt frolllte on which they entered their grade in the parent cadre.
82
12 .. l Thc Committee noted that there are many cases where officers of one discipline have
been deployed in another discipline for considerable -period and they are still borne on
their parent cadre. The Committee recommends tlUlt nil such case~ should be d;cidedwilhin a period of six months in order to determine whetl~er these arc cases of temporary
transfers or permanent transfer. The Committee further recommends that the officers,who have put in more than two years' service the new discipline, should either be perma
nently absorbed in that cadre or reverted to their parent c;\dres. Wh.ile determining
seniority in lhe new discipline the circumstances of each case and the aforesaid guidelines
should be kept in view. Necessary formalities. such as severing of connection wilh the
\xlrenl cadre, etc. should also be simultaneously completcd.~ -...,13. Intcr-se scniority or JETsjM(T)
13.1 J ET.I' in Non-mining Discipline: This may be divided into the following groups :
(i) .IETs who were recruited on the basis of recommendations of a Selection Committeewhich had not drawn an inter-se merit list.
(ii) JETs having intcr-se mel'it list as determined by the Selection Committee.
(iii) JETs who joined liS trainees IIl'lel' a hlpse 'of u considemblc period arter issliC orletter of appointment.
(iv) JETs whose Iraining period wus cxtenucu because of unsatisfactory performance.
1.1.2 The Conlm;ttl~c'S recommcnulltions in rcspcct of the above categories are as follows:
" 13.3 The scniol'i(y of the JETs on regular appointmcnt in B-2 grudejpost after SUl'cessfull'olllplelion of the truining will be as per the merit list dmwn at the lime of rccruilmcnt,if sUl'h a list wils drawn up.
1.1 .. ' The COlllmiltec, however, noled that in Ee'l 'lIerll I;sls arc B~i"g UrllWIl Up by it
COl1llllittee eonstitutcd for consideration of the cases of JETs for appoinltl1cnt in the
regular post. In such cases, thcir seniority position will be us uetcrmincu by the saiuCOlllmittee. This Committee recommends that such determination of seniority on com
pklioll of probationaryltraining period should be stopped forthwith.
13.5 If no merit ,list was drawn by the Selection Committee at the time of appointment
as .IETs or at the lime of regular appointment as stated the seniority will be determinedon the b;\sis of the date of coming into E-2 grade/post on regular basis, after suc:cessful
complction of truining.
13.6 III the case of JETs who join the organisation after a lapse of ~\ period of foUl'
lllonths fr0111Jhe date of issue of appointmcn.t ,letter, their seniority after, their regularappointlll£nt ill E-2 grade wi~ not be .determined according to their panel position, butwill be detcrmincd on the basis of daie of their appointment in the regular post in E-2
grade. In other words, while the JETs, who join the orgt\l1isation within a•..p~Eil!~L()IJ2..!11:months of the date of issue of appointment letter wi!! get their .seniority on the basis of
the puncl position, the JETs who join aftcr four ';;10I1ths will not get this benefit.
, 83
I':'hi~B[!I!i1I-iiil~Ii-•• IIIII•• _
General Manager (P)
; issues with the approval of lhe Competent Allthurity.A~ Stated.
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•••••••
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5. The Commitree then examined the rules for inter-se seniority of executives as incorporatcd in the Common Coal Cadre and found the same to be reasonable and fair in the
circumstances and background of the nationalisation of the coal industry and the developmcnt or different cadre~ as constituted todllY. The Committee, however, noted thllt there
are various issues/situations which lIrise in practice but lire not covered in the existingseniorily rules. The Committee deliberatl.:d on these issues to evolve their recommenda
tions which are included in this report.
ANNEXURE V (1)
Extrllcfs from fhe Report of the Comnlittee Constituted by Chairman, Coal India to go intothe Issues relating to determination of Inler-se Seniority of the Executives
[Circulated to all subsidiary companies vide letter No. C5A/52 106(2)/538 dated 19.5.1980]
9. The Committee hopes that the norms for determination ci inter-se seniority now
being recommended should go u long way in resolving many of the outstanding problemson this issue. These norms may be lIpplied in resolving the unresolved cases of seniorityand f~r delerminution of seniority' in future: While making these recommendations, the
Commillee would like to stress thut the intention of the Coml11illee is to help in selllingthe unsettled issues' und not to reopen the settled issues. Further, the Commillee feels
that anr reconsideration of the S~f1j9fity 9f un lillmlliv; un IhGbilBiB of thl! normB reeo'
mmended by the Committee should be restricted to his placement/seniority within thegrade and discipline in which he is currently placed.
10. Thc main issues as identinc:d by the Committee and its rccomlllend,ltions thereonare givcn ill the following paragraphs: .
II. Determinllticm of seniority of executives in E-I to E-4 grades OB intcr-company transfers
This issue has two aspects :
(a) Inter-company transfer e(Tected on administrative grounds;
(b) Inter-company transfer effected at the request of t,he executive concerned on personalgrounds.
According 10 the existing system, the officers in E-I to E-4 grades belong to the
respective company cadres on 'as-in-where-is' basis. Their career growth upto E-5 grade
is within the compllny. When an executive in these grades moves from one company
to lhe other, he gets absorbed in the appropriate Clldre of tllllt company.
ANNEXURE IV (6)
Dated, the 6th Nuvr. 84
COAL INDIA LIMITED
"COAL BHAWAN"10, NETAJI SUBHAS ROAD
CALCUTr A 700001
~-5 (A) (iii) / 51823/1/874
OFFICE 'MEMORANDUM
As per paras 410.6 and 4.10.7 of Common Coal Cadre. provIsion was made for
)tional avenues of Office Superintendents in Technical & Supervisory GI ade-A
)rolllotional avenues of Private .Secretaries and Secretaries. However. vide the
I on the cover page of the printed booklet of the Common Coal Cadre these
.ions were n(\tto be operative till further orders. Meanwhile, different pro\.c<!lIres
een adopted by different S4bsidiary Companies for promotion of such employees.
the interest of uniformity, it has now been dl..'Cided that the prOVISIOns
omotional avenues of Office Superintendents who are in Technical Grade-A
omotional avenues of Private Secretaries and Secretaries as incorporated in parasand 4.10.7 of the Common Coal Cadre will be Operative with immediate efrect.
r the purpOSe of availing the promotional opportunities in Estate Discipline, the
Hal movement of Private Secretaries and Secretaries to this discipline wil! becd in accoriance with para 12 of the repOrt of the Seniority Cummillee under
airmanship of Shr; R K Gupta. then Director (P). WCL. cirCUlated 10 all lhc
vide this OJHce lelt~r No; C-5 (A)j52 106 (2}/s~a, dated 19th May ]980.
l also desired that all promotions shall be slrictly in accorJance with Ct'mmonHIre.
8081
l
Ie seniority of .JETs whose training period has been extended because of unsatis)erformance during the training period, will be detcrmined on thc basis of their
regular appointmcnt in E-2,g.rade ufter successful complction of truining. In" also, seniority on the basis or'their panel position will not be given.
,ter-se seniority of JET (Mining)
'here a joint merit Jist is availlible, the seniority will be determincd on the busisposition drawn at the time of their appointment as trainees unless their training
IUS been extended by six months or more due to not obtaining the 2nd Classrship Certificate or unsatisfactory performance during their training period or bad
etc. If the training period is extended due to any reason the seniority will be
led on the basis of actual date of appointment on regular basis in E-2 gmde.
1 respect of JETs in Mining discipline where no joint me~it list wus drawn at thetheir appointment as Trainces, seniority wiII be determined on the basis of date
t of the second class Mine Manager's Certificates of Competency or satisfactory
ion of training ptlriod, whichever is latec.
Oth regard to appointmr;nt of JETs in Miningcadre on regular basis in E~2 gradeje Committee' noted that varying practices were prevalent in different companies.
mmittee, therefore, recommends that the JETs in Mining discipline may be atlowed
emoluments as applicable to regular E·2 post in Mining discipline aftcr successfulion, of training period or from the date of effect of second class Certificate (Provi~whichever is later unless their training penod hus been extended for ,reasons other
'tainini Second class Certificllte. While recommending this, the Comrnit~~e WilS
us that the provisional certificate issued in this regard takes sometimes undulyne after one becomes eligible to hold the statuotry' post und <llso the concerned
~ may take some time 'in submitting the certificate issued by the Board of Miningations. The Committee also noted that according to the Certificate, the holder iseligible "to hold the statutory position with rctrospective effect.
Further guidelines may, be seen at Annexure III (5).
ieniority of: Management, Trainees"
lInmittee recommends adoptio'n of the principle enumerated in paragraphs 13.I to
respect of Management Tr~inees (MBA) other than Manugement Trainee (Finance).
Seniority of the Management Trainees (l<'huUlce)
:ommittee recommends that their seniority on appointment in regular post inide be ~etermined as under :
Management Trainees (Finance), who successfully complete their truining period
ss both Part-I and II of the prescribed departmental examination within the training
84
I~
period or in the first examination hell.! immediately after completion of the training periodwill be alloUed inter-se seniority according to the panel position at the time of recruitment,
company-wise.
16.,2 Seniority of such of the MT (F)s who do no.! successfully complete the training
period andjor who fail to pass the prescribed departmental examination (Parts I und II)within the training period or in the first examination held immediately ufter completionof the truining period, wiII be fixed on the basis of actual date of their absorption in theregular grade.
17. Deemed Date of Entry Into u Grade
17.1 The Committee recommends that a common deemed date of entry into a grade
shatl be determined for new recruits appointed in a butch on a particular date, in u
eomptlny. This deemed date may be fixed in reference to the date of joining of ~person from the same butch. The said deemed date will be applicable only in respect ofdirect recruits whose training period is not extended for any reason.
17.2 This deemed date witl help in fixing the seniority inter-se of direct recl'uits vis-a-vis
promotees from non-executive cadre.
18. Determination of lnter-se Seniority of the Promotees from Non-executive to Executive
<;:adre
Ig.1 When there is a joint merit list drawn up by the Selection-cum-OPC seniority will
be as per the merit list.
18.2 If no merit list was dmwn by the Selection-cum-DPC seniol'ity may be determinedon the basis of an established inter-se seniority of the candidates in the IQwer grade. If
there is no established seniority even in the lower grade, they should all be bracketted
and should be considered together by a subsequent OPC for next promotion so that theirintel'-se merit can be determined in the promoted grade. The Committe also recommendsthat in future the ope cum-Selection Committee must determine the inter-se merit at
the time of preparing the merit list.
19. liixation of Seniority of Promo tees vis-a-vis Direct Recruits1\
19.\ The Committee examined the issue relating to the fixation of inte"-si seniority orJ ETsjMTs on their regular appointment in E-2 grade vis-a-vis executives who arc promoted from non-exccutive grudes The Committee recommends that inter-se seniorityin these cases should be determined on the basis of the deemed date of entry into a grade.
The procedure for determining the deemed date of entry into a grade in respect of directrecruits has been recommended in para 17.1 The Committee noted that Common Coal
Cadre already provides that the date of issue of promotion orders shall be the deemeddllte of entry into a grade of promotees.
8$
I
"i'~J~;~lll_lln .
.kcn over ofIiccrs \\ ho werc g('Uing higher Jlay prior to uulionOllisalion llud were;t'd in II Jlllrlicullir grade afl(" ulilioualisliliou claiming S('uillril.l' HI'l'r ollwrs
IC qucstion of inil ialfilmcnt in .q':Hlicular grade af'tcr nlltionalisation of non-c()kinges and coking coal mines should be takcn as linal and should not be rc-opencdthe purpose of det~nnination of their seniority in a particular grade,
ni~rity - Whcn Demoted and Latcr Restored
Ie Committee also discussed as to the method of fixing the scniority and periodlity for the ncxt promotion with regard to an officer who was oncc demotcd to
gra<)e for a particular period and subsequently his position \Vas reslorcd. In
,tiQll, the Commiqee' fell that the period of eligibility should be fixed taking the~th of service one had rendered in the promoted grade prior to the dClllolion andnt to the restoration of the position.
niorify of Executives jn Case of Delayed Movement. '
e Committee noted that in Some cases of transfers on promotion, SOll1e('Hieers
:lay movement for their personal rcasons. Such practice needs 10 be discouraged,mittee recommends thut in the event of failure of an ofHcer 10 mow lIS pt'r llnkrs
reasonable time he may Jose his panel seniority in the higher gradc, In cxcep;es, this may be condoned by the appropriate cadre controlling lllithorily either. partially as may be deemed fit.
Icrminlltion of scnlority position of cx~cutiVl'S who could lIill 11(' JlrlllllOll'd IIhil,'trainill~ abroad/for('i~!l mrirc
~ eligible executivcs while on training ubroud should bc considercd for 11I"lilllll
l with others by the OPCs and subject to suitability and availability of vacancies,d be given proforma promotion depending upon their rank in the panel rcco-
by the OPC. Their position in the punel will uetcrmine the scniority in thesls.
86
ANNEXURE V (2)COAL INDIA LIMITED
"COAL ,)3HAWAN"10 NETAJI sUBI-IAS ROAD
CALCU'ITA - 700001
No : CIL : C-5A (ii) : 50972 : 22 : 3497 Datcd : NOVRMBER 7. 1984.
OFFICE MEMORANDUM
As per CIL's O.M, No, CIL : C-5A (ii) ': 52100(2) :1124 dated 191h October, 1983.umendments to COllllllon Coal Crde for providing promotional av<.'nues for Under Mana
gers who could not obtain 1st Class Manager Certificate "I' Compe1ency were circulated.It was also indicated that a separate seniorily lisl of 2nd Class Under Managerspromoted to E-3 grade and above in terms of Para 4. 10. 5 of the Common Coal Cadrewill be maintained for each grade.
'2. References have bee received seeking clariJicl\!ions regarding determination of
seniority of Senior Under Manager s (2nd Class Certificate hlllders) on their passing 1SlCluss Mine Manager's Certificate.
), It is clurined that conseq,!cnt <lpon the introduction of revised cadre schemefor 2nd Class Mine Managers Certilicate holders and us u separate seniority list ofSellior Under Managers in different grudes is to be maintained as per para S. (; (A) (iii)of Common Coal Cader as Slated ,above, all instruclions/guideJines issued in respeclof Senior Under Munagers (2nd Class) prior tll issue of said 0, M. dated 191hOClol-er, 1983 stand s,lipersede~'
4, If any Senior Under Manllger(2nd Class) in E-3 garde and above ancr passingISl Class M inc MalUlgl~rs examination wishes to opt out of the seniorily list of SeniorUnder Managers for placement in the regular channel of Mining discipline (1st ClassCeriificate holders)' the following {lrocedure may be adOPted :-,-
'i) The concerned Seni6r'Unaer Managers should apply in writingfor their horizontal movemem to the regular channel of MiningdiSCipline.
ii) Such applicaticns may be examined by a Committee constitutedby the concernedcndre COiltrolling authority and subject 10suitability and availability of vacancies in the regular channelof Mining dsicipline in the relevant grade. thc requests of Senior
Under Managers f,?r horizontal movemCJ1! mllY be (dlowed,iii) Their seniority in ,the relevant gmde on horizontal movcmcnt
to the regula! channel of Mining discipline will be reckonedfrom Ihe date of iSSllC or orders allowing such horiwntalmovcnll:nt.
5, This issues with the approval of the Competent Authority.
General Manager (Personnel)
87
l. __
'Iil _
ANI'\EXURE VIII (I)
SII~il'ct :. Principle of fixation of pay on promotion from E-2 to E-3 gradein Mining Discipline - Revision.
ccording to the existing rules, fixation of pay on promotion from E-2 to E-3 gradease of non-mining disciplines and from E-3 to E-4 grade in the case of Mininge is to be done lit the stllge next ubove the umount ulTived at al'lt'l' addition (If• to the existing pay.
has now been decided that the above formula shall be adopted while fixing thepromotion from E-2 to E-3 grade in the case of officers in Mining ciscipline also
lct from i 12,78 in supersession of, the existing orders in this regal'll.
IUlS also been decided in supersession of the existing orders that the pay of otliccrs
19 discipline on prol11olion with elrect from 1.12.78 from E-3 to E-4 grade will
in accordance with the principles laid down in para 2 of OIl1ce Order No. Apex/
0.100 dated 18.3.74 (p,lra 8.4 of Chapter VIif of the "Colllmon ConI Cadre"
iH ilmended from time to time. Th~y.will [jPIlW tl\e:j: Ilex! ;ncrcmcnl in till'·d scale after completion of one year.
I the case of officers inMining discipline, who are in E-3 grade as on 1.12.78 and
rlier. promoted from E-2 grade, their fIxation of pay on promotion from E-2 10
Ie was l)ot done in accordance with the pres~nt decision. Their pay on promotiol~2 to E-3 grade may, therefore, be refixed notionally applying the present formula
!itions to the pay from time to time added nationally to arrive at their pay us onThey will uctually be puid the puy so arrived ut withetTecl from 1.12.78. Arrears
be paid.
he omcers on promotion from E-2 to E-3 gmde will retain the anniversary dalement as applicub1e to them in E-2 gnlde.
2. For Executives
ANNI';}.UIU~ X (I>
Dated 2nd May, 1980
The of11cers arc rotated between line and stall' functions, prefernbly after a tenlll'o
of-Ihree ye,lIs and as many line functionaries ItS possible arc given opportunity ilstaff functions and vice-versa.
3. While prog:l.mming such transfers we ensure that transfers are purposeful a11lnot a routine afl·air. With this end in view greater pains are taken in matching the talenof the omcer so tn\l1sferred with the talent available in the team in which he is to wor
on lranst(:r so thut these talents are complementary.
The policy is implemented in convenient phases ill order to avoid dislocation ofworl
It is U)SO ollr policy to see that the ollicers retirin3 within the next 2 cr 3 years all(
or the executives stlffering from bud heullh which prevent them form underground wol'or uny olher form of work involving physical strain arc not normally transferreJ out (their company.
(b) Ill//'a-company Transfe/'.\'
I. 1;0,'NOI\-Exccl\itivcs
(a) III/e/'-C'O/llI't/lIY T/'ill/.~/i'/'.\'
0) Senior executive who has worked in the same coalfield/company before nalionli·salion und continued to be in the same field/company after the nationalisation
(ii) Senior exee~ltives who have been working in t'le same coalfield/eomJll.ny for mol'(
than four: ':lfS in the sume capacity or in dUTerent capacities ;
(iii) Senior executives who huve earned two or more promotions in the sa·r,e compuny
(iv) Senior executives who did not get lIny promotion since nalionalisation of the coumines.
Sub : Transfers.
Vide ollr leller No. CH/31fl35 dated 1/4.2.80 we have advised you Ministry'sinstrllctions to withhold all transfers, intra-company or inter-company, pending approval
of the tnlnsfer policy by Minister for The following trunsfer policy willtake etTect :
No. ClI/31/502
My DeHl';
Dated. 20/27th June, 1979
COAL INDIA LIMITED
'COAL BHAWAN"
10, Nctaji Subhas RoadCulcutta 700 00 J
OFFICE MEMORANDUM
./52013(8)/] 332
Sd/-Chief of Personnel Division
These transfers are normally programmed to S'JiL the convenience of t'lc executiv,
concerned and ar~ done at the beginning of the academic year viz. 'DecemberjJanuu'
or Jnne/July of tl c year as far as practicable.
88 89
"""'''''O~i'i>!a'~iili_.__ 'ii 'j ~11111
l. __
Your sincerly,
Sd/-
(R. N. Sharma)
ANNEXURE XI
COAL INDIA LIMITED
Dated 20th February I!
"Coal Bhawan"
10, Netaji Subhas RoadCalcutta 700001
OFFICE MEMORANDUMNo. C·5(A)/5ll72/4000
Sub: Forwarding of llpplications' for employment· outside India IImaintenance of lien.
The company's policy with regard to forwarding of applications for employm
outside the country and maintenance of lien on their posts in the> company in case tlare selected for appointments in pt.her organisation within India and outside the counhas been under consideration of the management for some time past. After detaidiscussion in the 4th meeting of the Committee of Directors (Personnel) in has been deeiCto lay down the following guidelines for dealing with such cases :
out 0['NormalJ)' executives in the Junior IIllinagement cadre IIrc not tr;I!lsterred
eir cOlllpany unless on :Idlllinistrative grounds or. on compassionate grounds.You nl:l) .IOW de:1I willi tmnster rssues accordingly.
'j C. S. J ha, eM D, ECL, Sanctoria.
'j R. G. Mahcndru, CMD, BCCL, Dhanblld.
.j D. P. GUPl:J, CMD, WCL, Nagpur.i A. N. Banerjcc, CMD, CMPDIL, Ral1chi.
i B. L. Wlldchru, CMD, CCL, Rlll1chi.
1. Forwarding of applications(a) The guidelines incorporated in CIL's O. M. No. C-5(Al/50986/3864 dated 19 21.3
read with O. M. No. C-5(A)/50986/48 dated 4th April. 1979 are applicable for seekemployment within India.
(b) Executives intending to apply for employment within India in private concerns shOl
apply throu~h I)roper channel and forwardin~ of such applications will be,: rcg1J!!Iin terms of the said Office Memoranda dated 21st March, 1979 and 4th April, 19
(c) Applications seeking employment in the Government and Govt. Agencies abrchave to be routed through Government of India and their applications will be f.
warded by the company according to the instructions issued by the GovernmentIndia from time to time.
(d) Applications received from the executives seeking employment in private organisat
outside the country should not normally. be forwarded.
II. Maintenance of lien on the posts held in the company
(a) Executives whose applications have been forwarded through proper channel
employment within India in a Government or a sister undertaking, may be granlien on their posts in the company for a period which normally should not exet
two years. This period may be extended in deserving cases only with the approof the Board of Directors of the Company concerned.
91
90
l~1lIiI~ flil~1
13th March, 1981
J
ANNEXURE XU (1)
COAL INDIA LIMITED"Coal Bhawan"
10. Netaji Subhas Road( alcutta 700 001
OFFICE MEMORANDUM
The matter regarding appointment of dependandants of the executives dying in harnes!has been under consideration of the management for some time and considering all aspect!of the matter. principles and practice followed by the Government of India and otheJPublic Sector Underakings, it has been decided tbat from now onwards is Coal IndifLimited and its Subsidiary Companies appointment on compassionate ground of dependants of executives dying in harness VIIillbe considered and the following guidelines wi!be followed in this regard :(i) Death of the executive concerned sbould be while in service. covering incidence 0
leave. suspension, training, deputation, etc. The criterion is that the officer shoulbe on the roll of the company.
(iil The case of executives who are totally disabled due to accident or otherwise whiJin service should also be treated as compassionate cases for this purpose.
(Hi) Employment of dependants should only be in non-executive posts, according t.job requirement of the post and qualification of the dependant. The suitability cthe cfndidate will be considered by a Selection Committee ccnstituted for th:
purpose.(iv) The candidate to be considered should have the minimum qualification includin
educational qualification and age requirement for the job for which he is consdered. Limit's of age require~ent may be relaxed in deserving cases, but miniwulqualification required will not be relaxed.
(v) Dependant for this purpose will mean dependent wife or husband as the case WI
be, son. unmarried daughter and widowed daughter. I(vi) Only one job for each compassionate case will be considered.(vii) If a dependant is already in service, employment of additional dependant will n
be considered. \2. The company should maintain a Register of the dependants secking employmeon compassionate ground and found suitable by the Selection Committee and offerappointment subject to vacancies strictly according to the position in the Register.3. For the purpose of compassionate appointment requirement of registrationEmployment Exchanges will not be insisted upoa.
No. C-5(B)f50800/381
utives who have secured employment in foreign countries by direct applicationscured employment in private concerns abroad should not be given any benefits,maintenance of lien on ~heir posts in the company. protection of seniority etc.
Sd/
Chief of Personnel Division (Actg.)
utives whose applications have been forwarded through proper ehannel foroyment in Government or Government agencies in foreign countries will enjoyle benefits ensured to them by the Government of India from time to time. Thesefits include maintenance of lien on their posts in the company. protecion of,rity etc.
lsted ...•.•.•.•.•••.•.••.•••••..•.....•..•..••.••••.••.••..•.•• is hereby informed that he/she
g the age of fiftyeight years on .••••• _..•••.••.•.•...•.•••..•.... 19 .•.••. shall retire on
tion from service with effect from the afternoon of .•.•••.••••••.. _ ••••••••••••.••.••
(da~e)
COAL INDIA LlMITED"COAL BHAWAN"
10, Netaji Subbas RoadCalcutta 700 00 1
No. C-5A(vi)/50718/425
The Chairman-cum-Managing Director
ECL/BCCL/CCLjWCL
Date: 25.1.1982
Siguature of the appropriate authority
Designation :
Acknowledgement
• ••• .•• ••.. .•• ••• .•• "'~.•• 0_ ...•....•••.••.•• now holding the post of ....•• "•.. "..•.••••••••••••.••
lOwledge the receipt of the notice of retirement on superannuation.
Signature of the executive
~signation :
94
Sub: Voluntary Retirement Scheme for executive cadre employees.
Dear Sir,
liUll crIW!9§in/jherewith a ~op~ of the Voluntary Retirement Scheme for executivecadre employees of Coal India Lirnited as approved by the BOllrd for your information .
me shall cover all whole-time ,eXecutive cadre employees of Coal India LimitedIbsidiary companies.Ilditions
,tive c~dre employees governed by Coal India's terms and conditiuns of service
i of pr,y, who have put in not less than 20 yellrs of approved qualifying serviccservice rendered under thc mine/compllny from which the cmpluyee was takcn
I retire from Coal India's service voluntarily subject to the following :: Competent Authority will hllve lIbsolute discretion to refuse permission to an:utive for voluntary retirement without assigning any reason.
ore an executive gives notice for voluntary retirement frol11 service, he should
sfy himself by means of a reference to the appropi-iate authority that he has
lally completed 20 years' qualifying service ..
employee shall give notice of at least 3 month~ to the competent authority 10
Intarily retire from service. A notice of less than 3 months may also be acceptedhe competent authority in deserving cases.
company will not have the right to retire 'any executive on its own under Ihis:me•.. i
n executive wishes to retire under this Scheme while he is on study leave, theement shall take effect from the date of commencement of such leave and' ihe
e salary paid in respect of such leave, shall. be recovered from the dues payableim on 'voJunt~ry .retircment. ' ..
oH(,;e of voluntary reti;e~l~'nt may be withdrawn subsequently only with theoval of the competent authority provided thc requcst for such withdrawal ise ~efore the expiry of the notice period.
:xecutive against whom disciplinary proceedings are pending or contcmplatedrms of Conduct, Disdipline and Appeal Rules, 1978, shall not be allowed to
,. vol~ntarily' under this Scheme. Further, vigilance clearance will be requiredIowan executive to retire voluntarily under this Scheme.fits
.e envisages incentives by way of certain weightage towards qll<t1ifying servicepose of payment of gratuity to the executives who retire voluntarily under thisd others as indicated hereunder ;
:htage upto 5 years towards qualifying service shall be allowed, in ,lddition
e total qualifying service actually rendered, for the purpose of gratuity. but
otal qualifying service actually rendered. together with the weightage of uptors qualifying service, shall not, in any event, exceed the qualifying service thetive would have rendered on attaining the age of superannuation.
96
(b) Thc mllximum amount of gratuity payable to an executive in terms of the schemewould be as laid down in the Retiremcnt Gratuity Schemc, 1974 as amended fromtime to time.
(cl Pay for thc purpose of gratuity in terQls of Rule 5 of the Executive Cadre Retirement Scheme or such of the gratuity rufes as may be applicable to the executivesof Coal India Limited in future, shall be the rate of pay admissible to the executive
for the month preceding the month in which he will be allowed to voluntarily retirefrom service.
(d) The amount of Earncd Leave standing to the credit of the executives, subject to amaximum of 180 days, on the date preceding the date of voluntary retirement, shallbe allowed to be encashed.
(e) The Travelling Allowance as applicable to the executives on retirement on superannuation in terms of. the T A Rules, shall apply mutatis-mutandis to the executives
who will voluntarily retire under this Scheme ..(f) Any other benefits/facilities as may be made. admissible to the executives on retire
ment on superannuation from time to time, shall be applicable to the executiv~swho will relire voluntarily under this Scheme.
4. Definition of COIll!lctent Authority
The following shall be the Competent Authorities for the purpose of this Scheme(i) CMD of the concerned Company : In respect of executives from E·I to 12-5
grades.
In respect of executives in E-6, E-7 and E.8
grade and those in Rs. 2500·3000/· gradeother than Functional Directors.
5. Commencemellt of the Scheme
This Scheme comes into force with effect from 26t6 De(,;ember, 198I.
Sl/~il!cl:. Appointment as Graduate Apprentice/Junior Executive Traineein Coal India Limiled.
crence to your interview on· .. ······· .. ··.· for appointmentrganisation, the Chairman, Coal India Limited, is pleased to olrer you appointGraduate Apprentice/Junior Executive Trainee ( )Ie lerm~ and condition of your appointment are given bclow :
)ur appointment is subject to your being found medically fit by Medical Ollicer!lief Medical Officer of the Company. Kindly report' to the Chief Medicalficer of the Comp.IIlY for Medical Examination, as advised b)' the Head of Eslashment of the Company.
st Year i.e. the Training Period
u will initiully be on training for one year under the Apprentices Act, 1961 and
! be paid Rs per month ~lus House Rent Allowance/City Compensatory)wance/Dcarness Allowance, Unucrground Allowllnce and Coalfield AI/owance.dmissible.
di<Jiltli~pmted in Ag,jam wlll be entitled to Assam Al/owMlce, as per rules.
Wil/IIOt be entitled to uny other allowances during the said period of tndllillg.
trlliniuci period may be extended without notice at the discretion of the Com
'. Your training will be in accordance with training programme ot'the Company,lay be (~ecided from time to time.
will have to execute the Contract of Apprenticeship (Annexure I) in triplicalere joining as Graduate Apprentice.
will be eligible during the training under the Apprentices Act, 1961 leave in
"dance with Schedule I of the enclosed Contract of Apprenticeship. Other; and ponditions of your Apprenticeship will be governed by the provisionsr the Apprenticeship Act, 1961 as amended from time 10 timc.
'e joining the Company,you will have to execute a Bond (Anllcxure II) Oiludieial stamp-paper of appropriate value as pel' rules prevalent in lhe Stale
lich the Bond is executed to serve the Company for at least three yenrs after
isfuJ completion of your training. The Bund shall be executed by you and by
a surety/sureties at .. · · .. · · and ir not possible then the
signature oJ'the surety/sureties may be obtained at the place where he/they resides/reside and in the case his/their signature should be attested by a Gazetted Govern
ment Officer and it should bear the .£eal of office of such Officer. Thereafter, youshall have to execute the same by signing at. in the presence of
an officer specified by the Companyis .Chairman-c~m-Managing Director for thepurpose.
During the training period. your services can be terminated by the Company without any notice and without assigning any reason.I~eglllllr Appointment
On satisfactory completion of your training und after passing such tests and exa
minations as may be prescribed from time to time for the purpose, you may beappointed on probation for a period of one year to a regular post in E-2 gradecarrying the scale of pay of Rs at the discretion of the Company.The llctual post, to which you will be appointed, will depend upon your aptitudeand performance during the training.
The period of probation may be extended without any notice or assigning anyreasons at the discretion of the Company.
After successful completion of your probation period and on receipt of a satisfactoryreport about your antecedents, your service may be confirmed in writing by theCompetent Authority.
During your regular service in thut Compuny you will be entitled to leave, medic.1I
111cilil{es,leave travel concession and other allowances and perquisites as pel' rules/orders framc'd/issued from time to time.
The age of superannuation will normally be 5/l yeurs.Termination of Service
Your services, during probation, can be terminated by the Company by givingyou notice of one month or one month's salary in lieu thereof.
On confirmation in writing your services can also be terminated by the Companyby giving three month's notice and without assigning any reason, the Companyalways retaining the right of giving you salary in lieu of notice.
YOllr services c.;n be terminated by the Company without previous notice, if youare found guilty of insubordination, intemperance or other misconduct or breach
of any rules pertaining to youI' services or conduct or non performunce of yourdUlies or performance of your duties ineflieienlly.
Your services can be terminated at any time by lhe Company without any previous notice if lhe Company is satislied on medical evidence that you are unfit ant!
are likely for a considerable time to remain u~fit by reasons of ill health for discharge of YOUI'duties.
9899
I
Vbi/e during tIle first year of training you will be governed by the contract of
pprenticeship, in the event of your leaving the job before the expiry of the said
)ntraet period of three years, or your services being terminated by the Companyrider the provisions of para 5.3 and,5.4 you shall repay. to the Company at the'llowing rlltes :
:>tal emoluments drawn less reimburscment from Govt., if any during the truining
Id thereafter ael u'al amount drawn plus interest thereon at the rate slipulaledthe Bond.
ovided that if you arc trained only in India, the"total amount so repayable by
u shall in no event exceed Rs . .27,OOO/~ (Rupees rwenty seven thousand only).
en if you have alreudy been regisfef\;d/undetgone training ul}der the Apprentice_
p Act, you will have to undergo in-company training for one year. In any'nt the training l)eriod shall not be reduced.
Icr Terms IUld Condition of Scrviec
u shall truly and fuithfully serve the Company, obey its lawful ordcrs maintain
secrecy, diligently and carefully. learn and perform such work and business
nay be entrusted to you, attend to your work regularly during such hours as
' be prescribed and perform such duties as may be assigned from time to timemaintain perfect diScipline .•
shall devote your whole time to your duties and shall 110t carry 011 or be aY in any business or occupation whatsoever.
shall be responsible for the charge and care of the Company's money, goods
stotes and any property entruste~ II? you, or in YBUi' hands and shall truly and
rUlly accoullt for or pay Over or deliver, to the proper person all money, goods
;tores and property which shall at any time come to your hands, or under your:e on account of the Company.
II arc married you will have to fUl'llish a declaration in lhe nttnched l'orm to
'fect that you do not have more than one wife living. In the event of your
g more than one wife for any reason, you should make a representation imme
y and this offer of appointment in that case will be subject to your beingHed in that behalf from the rules in force in the Company.
. declaration given or information f~rnished by you proves to be false or if
Qund that you have wilfylly Suppressed ltny lUaterial information, you will
ble to removal from service forthwith without any notice whatsoever and
It assigning any reason thereof and without enquiry proceeding and to suchaction as the Company may deem necessary.
lall be a subscriber to the Provident Fund of the Company in lIccordance
e rules and regulations thereof with which you shllll abide by in all respects.
You shall be liable to serve in any part of Inlht and will be governed by the rules
and regullllions or service and administrative o,'ders or lhe Company in force fromlime to time.
In resJlcct or any matters I'or whieh no provision h,IS bccn made in this letter, the
provisions in the rules or orders issued by the Company shall apply and the deci
sion or the Company as to their applicability shall be linal and binding.
In the case L'f any dispute us to the interpretatlun of lIny part of this letter of the
rules goven1ing the service of the employees or otherwise howsoc>vcr arising, the
decision of 'hc Chairman-cum-Manuging Director and/or the Chief of Personnel
Division of [:le Company thereon shall be final and binding.
The expression "the Company" in the letter sl:a:I be deemed to include all or any
officers or officer of the Coal India Limited and its Subsidiaries for the time beingplaced in authority or by virtue of his position having aUlhority over you.
You willlliso be liable to serve for a minimum period of 4 (four) years (includingthe time spent on training) in the Defence service or work relating to the Defence
cll'orts anywhere in India or abroad, if so reqllir.:d. The liability to serve in ,theDcI'ence serV.ce wilJ be Iimiled to the lil'~t 10 (Ien) ye ••rs of service and wjJl not
ordimlrily apply to Graduate Engineers above .•0 years of uge.
You will have to produce a release certilic ••le from your present employer in case
you arc ho!Jing a post' in any organisation of the Central/SUlle G( vcrnment orPublic Undertaking.
No lravelJing ullowance will bc admissible to )'1.lIJ for the purpose oj reportin/i 1'01'Ill\:llirnl cxilmin:llion 01'fol' jl'lln;ng duly as all Ajlprentice/Trainec.
You are rellt.ired to deposit original educ ••tiol'al certificates/degree Ivith the COlllpuny till eX'liry of the bonJ.
If the ubove terms and conditions are acceptable to you, COllllllunical..: your accep
lan~'e by reI Jming duplicate copy of this Jetter duly signed to this ofl:ce and reportfor dUly to :
The Chairman-cum-Managing Director
alongwilh YU'Uf original certificates and \In att::sted copy of recent passport si7e
photograph within 15 days frol11 date of this leller. A copy of your acceptance
should also be endorsed to the Chairman-cum-Managing Director of the Company
10 whic11 your are posted. Your uctual place of posting wilJ be intimated by theCompuny :lI'ter you have submitted the Medieai Ccrtificule and after you have fur
nished the c(·ntract of Apprellticeship llnd the 30nd referred to in P:lra 3 :Ibove.
If no reply is received from you within 10 days from the dllte of th'g offer it will
be presumed th:lt YOIl arc not interested to uc'~ept the olfer of the aJ'.'ointment.
JOJ
I
ACCEPTANCE OF THE OFFEJ{
......................................
Score 011' whatever is not applicahle.
SCHEDULE IV
Yours faithfully
Date .....
Dear Sir,
Signature
Pursuant to uppointment teller No duted .
I have since joined in on .This is for your information and record.
The Chail'lUlln (C-51\)
Coal India Limited
Coal Ilhawan
\0, Nclllji Subhas RoadCalculla 700001
'\'/Ib: OITer of aprointment. .
Yours fllilhfully,
Dy ellie/Pe/'sol/I/e! Mill/age/'
Sign:lture .
Full N:ul1e {in Capita!) .
Full address .
~:i
If you do not join the place of posting within the stipulated period' this oller of
appointment will automatically .stand canccJledunJess extended ill writing by acompetent authority.
read the contents or this letter and I hereby accept/do not accept the olTer of appoint
'/1 the terms IInd conditions cOlllllined therein and unqertake to ubidc by the same.
:0 The Chairman-cum-Managing Director
'Name {in Capital) .
Full addres~ .
103
102
l:•• 11 1~_tt:~iJ?i~~*"I~·~~~~.nilii;r1l _1__
1
•.~Mt!r.""~ ~"~l_~ ",, ,,-"-·"'l
SCHEDULE V
ent to be madc Rs pcr month, plus DA/HRA/CCA/~mderground/Coal-lliowance as admissible.
her, thc apprentice belongs to Suheduled Caste/Scheduled Tribe/Minoritynunity i.e. Muslim/Christian/Jain/Sikh/Parsee.
, '
The Apprc.I\tie\: Il\:reby declares that on other tOi\tract of Apprenticeship 1I1readysubsists be'tween him and ;lny other contract of Apprenticeship with any othcr
cmployer before the expiry or termination of t.his contract of apprenticeship.
Subject liS here:nbefore and hereinafter provided this contract of apprenticeship shallterminute 011 the expiry of the first 12 months of apprenticeship lrailling. During
Apprentic,e~itip training ;ither party may make an application to tbe Central Appren-
4.
3.
ANNEXURE
COAL INDIA LIMITED
l\lodcl Contract of Apprclltieeship in the Case of Graduate Apprentices for CoallJldhi Ltd.
This contract made this :· : day of , .. ofOne Tholl sand Nine Hundl:ed Eighty between carrying
on business at : (hereinafter called the 'Employer') of the First Part, .Shri Son of .resident of · .. · .. ·· .. · ····(hereinaftel' cl.llled the Apprentice)of the Second Part Ilnd Slll'i ·· .. · son of.................................................... .. resident of hereinafter
culled the 'suie/y' which expression shall include his heirs, executers, administrators, legal
representatives und a5signs of the 'Third Part' WHEREASthe apprentice has requested the
employer to engage him us an Apprentice for training in the designated subject field of............................................................ under the Apprentices Act, 1961.
And whereas the Employer having sutisfied himself that the Apprentice has requisite quali
fications for being engaged as an Apprentice under Apprentices Act, 1961 and the rulesmade thereunder, hU5 agreed to engage him us an Apprentice in employer's estllblishmenton the terms and condition hereinllfter' appearing subject to the surety joining in the
agrecment us herein ,,;ontained. And whereas the Surety at the request of the Apprenticeand in consideration of the pl'Ovisionhas 'agreed to join in this agreement.NOW'TIIESE \'lUlSEN'\' wrr'NESS AND IT IS Mu·i'UALLY agreed by und between th~ pllrtics liSfollows:
I. The Employer hereby agrees to enguge the Apprentice as an apprentice in the
designated subject Iield of and the Apprentice hereby agrees toserve the Employer as an Apprentice as hereinafter provided.,
2. The period of training shall be 12 months commencing rrom the date lhe Apprel\lil!~is a~ked to report for training under the provisio:1S of Apprentice Act, 1961 andrulcs thereof (to which this contruct relates) Apprenticeship programme for the lirsttwelve months within the said period owing, to illness or other circumstllnces
beyond his control, the Employer shall extend th,: period of his apprenticeship untilhe completes the prescribed period if so req~lired by the, Apprenticeship Adviserconcerned. \
PHOTO orAPPRENTICE
(Passport sizc)
II. Date of completion oftraining
(v) Rcmarks
5. Date of commencementof training
2. Nature of industry & stltl1dardindustrial classification Code No .
10. Period of training12 months
(iv) D'lte of passing
7. Name & address ofguardiun
4. Subject field in Engineering/Technology
year of birth
. (Ref. Rule IJ (A) Under the Ap.prentices (Amendment) Act 1973)IC submitted (ill duplicate) within tcn days aftcr cngagement of Allllrcntlccs)
(A) Where the apprentice is a student of sandwich courscNo .
(8) Personal details:
Signature of Apprcntice
Coho (A), (B) (10) and (B) (12) have already been Hlled in and no furtherentry is required.
I) Cols. (B) 2 and (B) 3 may be left blank. Those will be filled in the omceof the Board of Practical Training.
In Col. (8) (8) (ii), quulilication/examinution pussed sturting from gl'llduutiononwards only may be shown.
e and .lddress of establishment
Itional qualiHcation (ii) Examinution passcdry
ation No. &contract of
ticeship
and ;1ddress ofItice
. , of institution
105
104
'\",,;:,"l'~;~,":~i~~
Signed by ; ~ : .
the Employer above named in the presence of
decision .. /v,y person uggrieved by the decision of the Central ApprenticeshIpAdviser may within 30 days from the datc of communicution ot him of such decision
prefer an appeal against the decision LQthe Central Apprenticeship Council and suchappeal shull be he:lI~dand determil,led \;)y the Commitl~e of th:\t Council appointedfor the purpose. The decision,of'such committee and subject to such decision of
the Central Apprenticeship Councilbeflnal.
RA. In .the event of termination .of contract. of upprenticeship for failure on the purl
of the A/>pn:lllicc to' curry o'ut 'ierms ofll1e COlltJ'[jct~tile Surety ilL Llle request of'
the Apprentice hereby guurentees' to the Etnployer and the Central Government
the payment on demand imd without demuroI' such amountas may be determinedby the Central Apprenticeship Adviser ~sand'towards the cost of training of the\:..
Apprentice."' ..... ,
RH. The liullility of the surety shalll!ot at.unY time exceed l\ sum of Rs. 2550/- (Rupees
Two thousand five hU!ldred fifty only) in c!lse of graduate apprentice with interestthereon at the prevalent bank rate.' , ' .
SC, The 'neglect or . forbearence'. of t~eEmpl9yer or the Central Government in en-.. : .._.. ' "" , , i;.~'; ..i ',' i ..' .•.~. ' ' ..•. '.': : ' - •
forcing payment of any ,money~t\lC paYI~ent :whercof is intended to be herebysecured or th~ gi~ing of the time by, the Employer or, the Central Gov':rnmcnt forthe payment thercof shall not in nny wny rclca~c the surety of his liability ulllh:r
the guarentec hereinbefore contained., " .
RD. The guarantee hereinbefore cQntained shull.not be affected any chnnge in the consti
tution of the Employer or in the constitution of the suret,Y..
IN WIlNESS WIIEREOF TIlE parties h~rlitll him \i~\iIi\lllilllhliSu prrSrnl'i lhl' CJ1\! rll1l\ ytilUI' I
lirst above wrillen
) Adviser for the termination of the contract and when such an application isIe, the party making the application shall send by a post copy thereof to the
:r party of the contract. The C~!llral Apprenticeship Adviser after consideringcontents of the application and the objections, if any filed by the other party,
terminate the contract if he ,is salisfied that tl'e parties to the contract or anyIlem have or has failed to carry out the terms and condition of the contract andit is desirable in the interest of the parties or any of them terminate the same.
dded thllt the party responsible for the termination of contract due (0 his
re to carry out the terms lInd conditions of' the COil tract shall pay compensationid down in the Apprentice Act, 1961 and rules thereunder.
ided further that no compensation shall be payable any party. if all the partiesgreed that it is desirable in the interest of the parties or any of them to terminate
ontract subject to the condition that the Apprentice shalf not be eligible for
lement by the same or any other Employer liS Apprentice under the Act.
uccessful completion of 12'months of apprenticeship training, the Apprentice
be olTered im employment and the Apprentice shall be bound to accept the>yment and to continue with the employment for a period of 3 years from the
of his employment. During the regular-service you shall be paid Rs .non'lh, in the scnle of Rs...............•... in E-2 !j:rude together with USlIul ullow.admissible to the executive of the Company.
mployer, if it so required by him, shull ntthe time of joining the llPprenticeshifi
Ig ask the Apprentice to sign :1 Bond requiring him to serve Employer for ulum period of 3 yellrs :Ifter successful completion of training und inpay scale of
....... and with such uddition:t1 terms und conditions us arc;:<J~ml;l:Illt by lilt;Iyrr 3n:J lHe ~~Pin;ss;ble under the rules or the establishment of the Employer.
pprentice shall be bound to sign such Bond before joining the upprenticeshipIg. The terms and conditions referred to in the previous sentence shall be
g on the Apprentice during his employment und during his apprenticeship,t 12 months under the Act.
mployer shall further carry out his obligation as under: The Employerny the stipend to the Apprentice at the rate of Rs pCI'month plus usualnces and underground allowances. as per rules of the Employer's establish
The Employer shull claim re-imbul'sement of 50:%; of stipend, calculatedrate of Rs per month on quarterly basis and in lIrreras 't'roin the
I Government aner having paid in full stipend to the Apprentice in the firstevery month.
. as hereinbefore and hereinafter 'provided the Employer and the ApprenticelJ'ry out their obligation as contained in Schedules I & II enclosed.
sagreement of dispute between the Employer and the Apprentice arisingthis contract shall be referred to the Central Apprcnticeship Adviser for
106
I ; .2 , ; ' : ',"
Signed by .........................................•.
the Apprenlice above nnmed .!l the presence ofI. """" .2 , .
Signed by ;: , :: :Surety of the Apprentice above noted .in thepresence of
1 ~ •.••..••••.. " ...•.••.••••.••••. ~~f • , ••• I •• I ••••••••••• I ••••
" .• ,'::t9,~~~~I.te'~JD,u?J ~ffo.rt~fl!IYs." "" ,"";', " .,'.'(iitAny ~olida.Yintery#ip.g d~ring '.thePeri<>4 of medical.leave$~I1. ~ t~a~ed as medical
' .. ,leav!, and a~~nted for in'th(liiDjts preScribCdunderclausC (i) above.(iii) .The employer; ni,ay be called QpOntJie Apprentice to produce a medical certificate
fWm i1 r~gi8icredmcdical practitioner in suppon of hii medical ieave .. A medical,certificate shall, however, be'necessary if the leave exceeds six days.
(iv) It shldl be open to the employer'to arrange a specialml;di~al examination of anApprentice if he has reason to believe that the Apprentice is not really ill or the
i1lne~s is not such a nature as to prevent his attendance; ,'(c) EXlr'a-ordlnary Leave' : '
Extra-ordinary leave upto a maximum of ten day. or more in II year may be ,rllntel!to the Apprentice after he has exhausted the entire casual and medical leave, Ifthe employer is satisfied with genuineness of the grounds on which the leave is appliedfor.
(d) In alSC of llstabIishments where proper leave rufes exist for workers, tho leave to
lbe apprentices shall be grante~ by 'the employers in accordance with those rules.S. The employer will arrange for a suitable person t9 be placed in charge of the
training of apprentic,es as laid down under the Act and Rules thereul)der.
108
SCWWVI,E IObligulioll of Employer
e employer shall make suitablc_<mangement in his establishment for imparting a
rrse of apprenticeship training to the apprentice in accordance with the provi
l~ of the Act and Rules thereunder:and with the approval of the Apprenticehsipviser .
ere any person has, during his course in technical institution, become a graduate
technician apprentice and during his apprenticeship training he has to receive.ted instruction, then the'Employer shall release such person from training to
live the relating instruction in such institution for such period as may be speci
I by the Apprenticeship Adviser.
: Employer shall pay to the Apprentice at the rate of Rs per month plus11I1 allowances as per rules. '
estipend pa'yment for' pa~ticull\r month, shall b~ paid by the 10th day of the
lowing month. No deduction shall be made from the stipend payment for the'iod during which the Apprentice remains on casual and medical leave~ Stipend~ll, however, not be paid for the period 'for which Apprentice remains on extra
linary leave.
e continuance of the stipend payment will be subject to satisfactory report on
: Apprentice's work and conduct. In case of unsatisfactory progress of the,prentice, the Employer may withhold the stipend payment and refer the matterthe Apprenticeship Adviser concerned.
I llpprcntiCli~hilll b; ;n'ili~4,(?!1 trairyin/) between hours of 10 p.m. and 6 a.m.:ept with the approval of the Apprenticeship Adviser. who shall give his approvalhe is satisfied that it is in the interest of the training of the Apprentice or inblic interest.
'ant of Leave of Apprenticesestablishments where proper leave rules do not exist or the total leave of different
)es admissible to their workers is less than thirty seven days in a year, the apprene shaH be entitled to the following kind of leave and subject to the conditionsecified under such kind of leave.
aSltal.Leavelsual leave shall be::admissible for m;lximum period of twelve days ill a year.
ny holiday intervening during the period ·of casual leave shall not be counted,r the purpose of limit of twelve days.lsualleave not utilisedduring any year shall stand lapsed at the end of the year.asual leave shall not be combined with ll1edicalleave, if casual leave is preceedcd
r followed by medical leave, the entire leave taken shall be treated as medical or
lsual leave, provided that it shall not be allowed to exceed the maximum period
'escribed in respect of medical or casual leave, as the case may be.
- . -_..'- l' ~!r,~n11, ~:,' ·:r', &,,~J~i',~",,:.;.,)Jflf;~/~1I
Dated the (Seal)
Permanent:
* Full 'nume of th,; Gr\lduate Apprentice.** Full name of the surety.
*** Signature, name, designation and full address of the Attesting Officer with his official
. seal, if any. The officer attesting the Bond should be Gazetted Officer in the employment of the Gov!. or any officer of the Company.
Fulluudress :
SIGNEO AND DELIVERED
by thc ubove bounden"'*In the presence 01'***
at. (Place)Prescnt :
Iterest thereon calculated at the pl'elank ratt.)
ON his making such refund the ,lbove writteJ1 obligation shall be void and of notherwise it shall be and shall remain in full force and virtue.
o ALWAYS that it is hereby agreed and d:dared that decision or the Companyether thz above bounden* .. · .. · has or has not performed
wed the obligations and conditions herein before rejected shall be final ano binding[) I'URTH/JR that the liability of the said'" hereunucr
be imp ired or discharged by reason of lillie being grunted or by any forbearance,missioJ1 of the Company 0[' any person authorised by them (whether with or
:onsent or knowledge of the said"'''' ) nor shall it be necessary
~'oll1paI1Yto usc the above bOullden before suing
.........., '::"""" .II. IIIL ......•. ,•••••••••..•.•..•••• Por umounts.
, I'URT"/liR that this bond shall in all rcspects bc govcrned by thc luws of India.puny llHIY,howcver, ut its discretion alter intcrrupt thc trllinin!~ und service forJI whutsoever without incuning 'Iny jhlbility either to the above bounden .
••• : •••••••••••••••.••••••••••••••••••••••••••••.•••• 01' the said** .sence of"''''''' .
'ailing to rcfunu the Company any overpayment maue to him during the course of
'aining ·· · · .. · · the training/service will be liable
................................................ ,' shall jointly or severally forthwith refund'
the Company on demand and without demur an amount at the following rates ;~~lOJumeJ1lSdruWll less reimbursement Provided that if he is trained in India, lhed from Gov!., if any (proportionate total amount so repayable by the ell1-
nt in eas: the period is less than one ployce shall in no event exceed Rs. 27,000
I for the period of training and the (Rupees twenty seven thousand) only.salary with allowances recevied byIring the subsequent period of your
J delivcred by the ubovc
, " .Present:
ss ;
(SEAL)
.................................Siglluture of Gmduute
Arprclllicc
Perlllanent ;.
..........................................Signature of the Surety with fullllddrC~i
112
113
·,~~;:,~ti~~~~;;~~'i!tt~
I
R (DECL-I1)
hri/Shrimati/Kumari .
. .. declare.as under:
That I lIIn unmarried/a widower/a widow.
That T am married and have only one wife living.
That I am married and my husband has no other wife or more living. Applicationfor grant of exemption is enclosed.
emnly affirm that the above declaration is correct and I understand that in the event
Ie declaration being found to be incorrect after my appointment I shall be liable 10ismissed 1'1'0111 service.
NameSurnume:Nume in full (in block cupituls) with aliases, ifany (Please indicate, if you have added or d~opped
,It any stuge any part of your name or surname).
I.
WarnillJ.l
1. The furnishing of false information or suppression of any fuctllal information in theAttestation form 'would be a disqualification and is likely to render the candidate unlitfor employment in the Company under the Government.
2. If detuined, arrested, prosecuted, hound down, fined, convicted, debarred, acquittedetc., subsequent to the completion and submission of this form, the details should be
cOl11l11unicuted immediately to the authorities to whom the attestation form has beensenl early, failing \vhich it \vill be deemed to be a suppression of fuctuul informution.
J. Ir the ract tJ.at lalse inrormation has been slIppression of uny fuctual information
in the i\ttestution Form comes to notice at any time during the service of a person, hisservicl's would be liable to be terminated.
(All i1I/SII'eJ'.I' 11I11.1'1 be gil'C'1/ il/ wurds allt/llul by dol~'or dastres)
COAL INDIA LIMITED
(A Government of t'ndin Enterprise)
ATTESTATION FORM
SCHEDULE VI
Signature .
"'Please delete clauses not applicable.
'"Applicable in case of clause (i), (ij) & (iii) only.
: .
2. Present address in full (i.e:. Village, Thanu andDistrict or H.)use Number, Lane/Street/Road &Town)
3. (a) Home H!dress ill full (i.e. Village, Thanaand Districl vI' House number Lane/Street/Roadand Town and Nu·me of the District Headquarlers.
(b) [I' originully a resident of Pakistan theaddress in that Country :lIld the date of migrationto India Union.
4. Particular of places (with periods of residence) where you have resided for more
than one year ut a time during the preceding five years. In case of stay ubroad (including
J 14 115
I
!~i;~~'T\1'!' :'Z'~i&"~Z;.;'"
, particulars of all places where you havc re~ided for more than- onc ycar aflci'tllc age of 21 years sllould be given.
Nume of School or Collegewith full address
Date ofEntering
Leaving Educlllion Passed
ToResidential address in full (i.e.Village; Thana &: District or
House No. Lune/Strcet/Roadand Town).
Namc of the District Head
quarters of the place men
tioncd in thc prccedingcolumn.
II. (a) Are you holding or have any time held an appointment under the Central or
State Government or a Semi·Government or a Quasi-Government body or an auto
nomous body, or a public undertaking, or a lJrivate linn or .institution '! If so,give full parltl.ul:lrs wilh dates of employment, up·to-dute.
Information to be furnished with regard to son(s) and/ordaughter(s) in caseyare studying/living in a foreign country :
cational qualifications showing places of education with years in Schools andeges since 15th years of age.
Your Religion :
If a member of Scheduled Caste/ScheduleTribes? Answer 'Yes'or 'No'
Yes/No
Yes/NoYes/NoYes/NoYcs/NoYes/No?
Yes/No
Yes/NoYes/l-{oYes/No
Rcasons for leavingprevious service
Designation, emolu- Full name andments and nature of address of employeremploymentTo
Period
(b) If the previous employment was under the Government of India/a StateGovernmcnt/an Undertaking owncd or controllcd by the Government of India
01' a State Govel'l1ment/an Autonomous Body/Univcrsity/Local Body, if youhad left servj~·,; giving a month's notice under Rule 5 of lhe Central Service
(Tempomry 8\.lrvice) Rules, 1965 or any similal corresponding rules, were anydisciplinary proceedings framed against you 01 had you been culled UpOIl to explainYOllr conduct in any mailer at the time you have notice of termination of service,.or at a subsequent date before your services were :Ictllally terminuted, give dctails.
117
12 (i) (a) I-lave you every been arrested?
(b) Have you ever been prosecuted '!
(c) Have you ever been kept under dctention '!
(d) I-lave you ever been bound down?
(e) Ilaye YOIIeve: been lined by a Court of La ••••./
(f) /lave yo', ~ver been convicted by a COllrt of law for any ofrence '!
(g) Ilave YOllever becn debarred from any examination or rusticated
by any lJniversity or any other educational authority/institution
(11) Ilayc YO'J ever been debarred/disqualified by any Public Service
Commission/StuO' Selection Commillee for any of ils examinatiLln/Sclection '!
(i) Is any cas..: pcnding against you in any COllrt of Law at the timeof filling Ui> this Attestation.Form '!
(j) Is uny case pending against you in any University or any other
educatioHd authority/in~t1tution at the time of filling up thisAttestatiull Form?
From
(in words)
Date from which
studying/living inthe country mcn
tioned, in previouscolumn.
.-------.-----(in tig.)
Country in
which studying/living with full
address
Place ofBirth
Nationality ,(by birth
and/orby domicile)
Date of Birth
Present AgeAge at Matriculation
Place of Birth :
(District and State in which situated)
District and State in which you belong :District and State to which your fatheroriginally belongs :
tionality :
,me
lJ6
I
lDl<:NTlT\' CERTIFICATE
(Certificate to be signed by any Olle of tile fo/loll'ing)
(i) Gazcllcd Ollicers of Cenlral or Stale Govl,ll'nmcnl ;
(ii) Members of Parliament or State Legislative belonging to the consitueney wherethe candidate or his parent/guardian is oridinarily resident :
(iii) Sub-Divisionul Magistrate/Officers;
(iv) Tchsildars or Naib/Deputy Tehsildars aUlhorised 10 exercise n1:lgisterial powers
(v) Principal/Headmaster of the rec9gnised SchOOl/College/Institution where the candidale Sludiediasl : '
(vi) Block Development Oll\cer j
(vii) Post Masters;
(viii) Panchayat Inspectors.
Certified thall have known Shri/Smt./Kulnari. : · so
'daughter of Shri ·· .. for the last. years montand that to the best of my knowledge and belief the particulars furnished by him/heracorree\.
IUlion under Ihe Govcrnment or otherwisc '! Yes/No
If lhe :lillieI' 10 uny of Ihe abovc-illcntioncd question is 'Yes' givc full p:lrliculur~of Ihe cUSC/:UTCSI/dclcnlion/line/conviclion!sentenee/punishmcnl CIC. and/or thenulure of the case pending in Ihe Courl/University/Educalional Authority elc.,al the lime of mling up this form.
Note:
(i) Please .Ilso see the 'WARNING' ut the lop of this Attestation Form.
(ii) Specific answers to each of the questions should be given by striking out 'Yes'or 'No' as Ihe case may be. '
Numes of two responsible persons of your loculily or two rcfcrcnce 10 wlwm youare· known :
2 .
; .
........................................------------------------ ..- -tify that Ihe foregoing informulion is correct und complele to Ihe bc~t of my know
, und belief. I am not aware of unycircumstances which mighl imp:lir my Iilncss'mployment under Government.
Date ·Place .
Signature ....Designation (lr status and addr'
.............. , .
Signature of thc cundidutc
118
(i)
(ii)
TO BE FILLED BY THE OFFICE
Name, designation lmJ full nddfe~~of the
appointing authority:
Post for which the candidate is being considered :
119 ,
I ~~
OC>
(l)' 1«>11
si I~
dtd.20.2.87
COAL INDIA llMJ1ED10, Netaji Subhash Rbad,
CALCUTTA70(' 001
Sub : Improvement in the quality
of Firstline Supervision.
'J/25Ret.CIl:
Di rectorl Pi
E C liB C C l 1C C II WC l / S E C l INCL.
Dear sir.
Yours faithfully,
sd/lA.V.BRAHMAl
DiroctorlPersonnel & lRl
In accordance with itelR ~0.5 you may tal;e up the question of up-gradingof Sr.Foremen/Sr.Overmen with 7 years experiencce to the executive level
of E-l post on ACRs and interviews. It may be noted that the supervisors
will cOl1tinue to do the same Job but the post would be up-graded toE-1 level.
The group constituted by the CMDs to examine the problems of fi~tline
supervisions in mines with a view to improvement in the quality of super
vision and improve the Morate had submitted its report to the CMOs at
the meeting held on 22nd October.86. Based on this report specific recomm
endat ions were put up at the CMDs meet ing held on 27th January 87, These
recommendations have been accepted and have to be implemented. A copy
of these recommendations is enclosed here"ith and you ap'Ie,'equested to
~p~y U~ ~~ b¢~ion plDn for ImplementlltIon.
~oZ
, 0e '"15: '<It U
C U'; ~- :>
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g g" -e "0•.•C
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"t:I ~ -.- Cl:I •••
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-'- ...H'i I~Q.,i5.
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~~Je~Cl'Os.
~.s]Q,E~ I ~
'-~~=_::0.d:5 ~ I~
•••
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5h":s:! I•..Ii •• ,ljX..c:
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tVt:; ["t:::!;s
120
I
Para 4.b-..PERSONAL DATA
14
Remarks
13
Presentplace ofposting
12] I]0
Date of entrY Date ofin the present Gr initialActual Deemed appn.To
9875432
Discipline ·c · .•.......................•. Name of the company Grade
SC!ST Date of Quali- Yea r of Career growth since enteringbirth fication pass.ing of the executive cadre (_)
each exam. Post held From
SI. NameNo.
Besides the aPave details, whenever DPC meeting is comened. the committee shall also be supplied with the perfonnance dala in appropriate form indicating, inter-alia, production achieved "ith reference to t>:rget, cost of productions, OMS, sirikes and lock outs, elc. sothat the commiUee can objecliveiy assess the performance of each individual officer.
-~_._ ..-Prmotlon
Mlnl~um_ QuaUfic"atlon I 'Minimum Experience ••• ~_ Remarks6 7 -. 8---" -Matriculation 7 years as Foreman·ln
( harge In the SupervisQry!Tech. Gra::le-in E&T.
CuUlde Recruitnnent
Minimum qualification I Minimum Experience--4 . 5
1st or high 2nd Classdegree In Electronics I Telecommunl·cation! Instrumentation/M. Sc t'hysicswith speciality InElectronics dulyrecognlsed by lnstt.of Engineers (IndiaJfIETE India I UPSC IEducallon -Ministryas Eq ulvalent toEngineering degreeIn Electronics &Telecommunication
E-l
COA..'- ··IND'-A, -----'::-IIV\ITel>
PROPOSED CAURE SCHEME FOR ELffiCTRONICS & TI":LECOMUNICATION DISCIPLINE (E&T)
I. Advance Diplomain Mining Electronics of atleast oneyear duration forthose haviDg 3years diploma InElectronics'TelecommunicationlInstrumentation.
I. Three years experience In E-l gradeas Asstt. Engineer (E&T) if theyacquire Degree.
OR7 years post qualification experienceout of which minimum 3 years mustbe in the Tech & Supvr_ Gr. 'A'ifthey acquire Diploma.
2. Departmental Asstt Engineer who arealready in E-l grade may be considered for promotion to E-2 grade ine<ceptional cases with the approvalof Cadre Controlling Authorit\ provided they put in S years experience InE-) grade.
4. ExellutivcE:ngineer (E&T)
E-3 -do- 6 ~rs post qualificat-ion experience
-do· 3. years in the next below grade in Electronics/Telecommunication Supervisor.
1st or high 2nd ClassDegree 10 ElectronicsjTelecommunication IInstrumentation I M.Sc. Phy witb speciality in Electronics dulyrecognised by Tnstt.Engineers (India)IETEIndia/UPSC/ Education Ministry equiva.lent to EngineeringDegree in Electronics& Telecommunication
-do-
5
9 years post qualification experience.
13 years post qualification experience
6
1 (a) Advanced Diploma inmining Electronics ofatlcast one 'years duration for those baving3 years Diploma inElectronics I" Telecommunication I Instru-·mentation.
I (b) Must obtain ANIE(Elec. & Tele.) I TETEor other recognisedequivalent membership.
.-do.-
7
3 years in the next belowgrade in ElectronIcs ITelecommunicationSupervisor,
-do.·Deptt. Diploma holders
WeO are already in rl-4grade may be consideredfor promotion to R-Sgrade in exceptbnal caseswith the approval of Cadrel ontrolling Authority.
8
7. Dy. Cbief Engineer E-6-do- •16 years post quali-• do-(E&T)
flcation experience.
8.
Addl. Chief Engineer E-?-do-19 years pOst quaU-·-do·-(E&T)
ficatlon experience.
9.
Chief Engineer (E&T) E-8.·do-·22 years post quali--do-·floation experiencc.
3 years in the next belowgrade in ElectronicslTelecommunication.
--doe.
.,..-~,.,..- .•...
1
Dear sir,
Kindly refer to your letter No. WCL/PER/EE/2935 dated 5/6.9.1988,on the above Subject.
Sub : Promotional avenues for Under Managers, who could not obtain 1st clQ!;$
Managers certificate of Competency' - para 4.10.5 of Common Coal.Jdldre_
26th August 1985.
Dtd. 21 st Novem ber1985
- "Racognised Degree in the
relevent branch of Engineering".
- 3 years exper ience in Technical
and Sup 9 rv isor y Grade-A"
Sd/-CG. R. BHANDARI)
veneral Manager(P)
OFFICE MEMORANDUM
COAL INDIA LIMITED10, Netaji Subhash nead,
Post Box No.871Calcutta 700 001
/(A)(iii)/51823/579No.
Sd/-
Addl.Ctlief Personnel ManagerCEE)
Sub: Amendment to the Cadre Scheme for Engineering Discipline (Non-Minin~
In tholr 68th mooting hold on 15.7.1985. tho CIl l30ard at Diroctors 'I/weapproved 'add it ion of the following minimum qual if icat ion and experience to
the Cadre SCheme of Engineering DiSCiplines tor prolllot ion to E-2 grade.The addition will be item under columns If' and 'g' (agaInst serial No.3In Appendix-IV52)_2 of Common Coal Cadre.
Minimum Qualification
Minimum Experience
c _CIL:EE:85:37801-8001CA)
Dtd.7th Oct.1988
COAL INDIA LTO.10, Netaji Subhash Abad,
CALCUTTA700 001
239101 (10 Lines) Gram; COALINDIATelex: 21-7180 CIL IN
Phone
Raf No.CIL/C-5A(ii)50972/22/860
T~,
Shri B.S.Sekhon,
e:~f~~~~g~fVT~la~e[fa~NAGPUR
The matter has been eXamined and we have to inform you that as
per para 4.10.5 of thl' common coal Cadre, the eligibility periOd for
consideration for promotion from E-2 to E-3 grade (2nd class) will be
4 years' service in E-2 grade. The case of eligible under Manage~ will
be cons ide red fOr promot ion against vacancies of senior Under Manager1(E -3 grade).
In y~~W ot th8 !lbOVO lla!iHon, the Under Manager~ in E-2 grade,
who have completed 4 years of s,ervice as Under Manf\ger after obtaining2nd class Mine Managers' Certificate, are eligible for consideration
for promotion as Sr.Under Manager (2nd class). The period of service
as Junior Mining Engineer should not be taken into account for the purpose
of el igibll ity for consideration for promot ion to Senior Under Managerin E-3 grade.
1. The General Manager (P&A). SECL. Bilaspur2. 1be General Manager (P), WCL. Nagpur3- The General Manager (P). ECl, Sanctoria4. The Dy. General Manager (A&EE). CCL. Ranchis.The Dy.Chief personnel Manager (EE), NCL.
Singrauli.&. The Dy. Chief Personnel Manager .lEE}. CMPDI. Ranchi.
Dated, 2nd Februatv•
I am directed to refer to your letter No. BCCL:EE~CP:89:2068(A) 'dated 16th
,January. 19~~ re!Jarding inclusion of the degree of 8. TeCH in Mineral Engineering asone of the recognised qualification for the purpose of appointment of JETs in Coalpraparation Engineering discipline and to state the said degree of B. TECH in Mi!leral
Engineering of Indian School of Mines. Dhanbad has been approved as a recognisedQualification' for the purpose of outside recruitment/promotion in the Coal preparationEngineering discipline by the Board of Dire:tors of elL in their 81st Meetin~ videItem No. 81.4 (E). '
Stilt:- Promotional avenues in respect of employees in Excavation disciplinehaving experience of 7 years or more in T&S Grade- 'A" to executive
cadre in E-1 grade ~ Improvement in the quality of First Line Supervisionconcept. i " ,"
SiL ., , ,Reference is invited to CIL's letter No. CIL:c....5B:53270:35:S97 ~at,ed ~a,thJulV,
under which the record note of discUSSions/decisions taken ,at tl:1o 35th meeting of
rectors (Pers.)held on 13th July,1988 were circulated to all the S,l,Ibs,idiary,Col)l'piI~ies.Vide Item No.3 of the record note of discussions, it has been rf;l~or,dfldthii,t ~he
,tional avenues under the concept Of improvement in the quality of First Line Super-
i1hould 'b6 exmndgd in r@tPOOt 6f l!MJ'Sloyees 01 ~xcavation Discipline also ha~ingmce of 7 years or more in T&S. Gr.~ 'A' in non-executive cadre to executive cadregrade on, th,a same principles as have been made applicable in the case of promotion
,rnari-ifi'-Ch8rge in E&M Cadre on the basis of ACRs and interview •
\Inthis connection, it is clarified that for the purpose of consideration of promotion-executive cadre employees with experience of 7 years or more in TEtS Gr.- 'A' intion discipline by upgradation of posts in E-1 grade, the employees concerned will.ired to sit in the written test examination also as followed in the Case of E&M,Cadre.:ord note of discussions/decisions of the Directors (Pers) meeting held on 13-7-881m No.3 may be treated to be modified 'to this ,extent.
This issues with the approval of Competent Authority,
2.M Tech in Geology 5 yrs post qualifi·ca£imD experience
4.
Dy. Supdtg. E-4I.M Sc in Geology or 9 yr:s post qualifica--do-Geologist
Sub;. Six weeks adv.ance course ~n Mines Surveymg Technology commencing from 27-3-198Sat ISM. Dhaobad.
Dear Sri.
We have recewed lIeferenc:e foom some tbe Sltbsidiary companies intimating that the Indial
::>chool of Mines have appmachcd ·them for nominating Survey Officers f~r Six weeks advance cours'
on Mines Surveying T.echnology to be .conducted by the ISM. Dhaooad commencing from 27-3-19852. As per the <cadre scheme approved by the CIL Board. the qualifications for pormotion frorB-2 to E.3 grade in Survey Discipline (Mining) bave been prescribed as follows :-
II Survey<>rs Certificate and eK1ended or advanced course of Surveying rcc:ognised bthe Company.
iiI Secood aaSll Survey and Surveyors Cettificate.
iiil Dcgrro:in Minio§ Enl1neering and Surveyors Cortificate.
3. In this eonnection, it may be stated tbatwe have air~ady Issued dai't{;l!Atillli vide No. (oj(Hi) ~ 52053: 1227 .dated 23_11_1987 to all the Subsidiaryoompanies stating therein that pendiJflnallsatklD of duration .~f the COONe k 'has bUll clecided b,- the Competent Authority that t1advance .course .on Mines SUNC~g TechnoIDl!Y of IMS will be treated as recognisod jJUalillcation fthe purpose of promoliion of ellClQUtrvesin 1!lurvey disoip\ine ~ B-5gra.de.4. Keepiag in 'View the above YOIl are reClucste4 kiln4tytak.e immediate necesSllt'y action i:llominaWng the maximum eumber of Sut'VC!f ()tfieers of yoor Compan'y in batches f« attending tllbt weeks .advance COU1'llC.onMines Sur,vey(ng Tollllbnotogy commencing at the ISM, Dhanbad fl'i
21..3.89 \D .order that the .,ffil;:CI'S &oncewed may J»I.aiI Di this op,(1or.tIJnity for their .career growth.
Copy to 1-1. The Chief General Manager. NEC. Mll[gberita. AsS3fJII
2.. The General Manager (BE). BCCLo Dhanbad3. The General Manager (P&A) SECLo Bilaspur4. The General. Manager (P). SEa... Sanctoria
,2 '2 ellS '2 e as a a = as a '2 ellS '2 E II ee ~ ~ '" c: 'E ~ '" c'S ~ '" c: 'E ~ '" 0'\: oil '" 0'·"!1 \l~'6l>", §t'Eh", . lS~, ••••• §~''''''' ~~'6b~
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11I1~J;!I."... "_ ...1Im I .""JI!IIf ••••••• ~jl ....,,""',;~I},,~1,,~:~~ljJl .l~~lJmrD·'ImlllJl1mmrr]rnflt.t.,t.Wt.l·T]m'-~.~--
I
I·You arc requl:sted to 'kindly fake further necessary action in this regard at an early date.I : I' .
The upgradation of the existing Surveyors In Technical and Supervisory Grade-'A' to the
Survey Officer in E-l grade will be made on the basill of recorded performance and intervieWlvcr, be notC'J that the Surveyors on promotion to the pos t of Asstt. Survey Officer will) the same job as befoce.
Sub :- Improvement in the quality of first line supervision.
{P). Eel,' BCCi:1, fecL, WCL, SECL & NCL
(Operations), (MPDI. Ranch,l,." \ • 'K. Oulatl, General' Manaser, NEC, l¥IarSh«itlll Assam. He is requested to send us the detailsglble cilndidlltes working in the SurvC)ldiscipline, if any, for further necessary action.
With a view to improve the quality of work as also to boost up the morale of the Surveyorschnical & Supervisory Grade-'A' for 7 years' or more, it has been decided that these emplobe upgraded to the executive cadre in E-I scale of pay on the same lines of Sr. Foremanf
or which necessary advice has already been communicated to your company vide DirectorleIter No. D (P)! Secy , FS /25, dated 20.21987.
Chartered/ NilCost Accountantof MBA withSpecialiat ionin Finance/A/cs.
Inter Chart
ered/Cost.
Final Examn.of NilCA/ICWA.
2. Cil Accounts Exemn. NilPt. I & Pt.Il
3. Inter cost Char- 3 yrs.tered & Cil A/CsExamn.Pt,I
________________•. ~ ._:~__G!~JJ_~~~ .__~_J~~!!Th is is for Y'Jl.lr iMormation and necessary cC/(Opl iance •
Yours faith·fully.
Sd/- (A,P,SINHAl.GE tJE RAL MANAGE R (Pl
2. A/Cs,OffIcer/Finance Officerin E-2
1. Asstt.A/cs,Off b;ar/Asstt,Finance
c-lh~.?·:r ;'" £-1.'
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N tvtvtvtvtvtv---- ----..•..•------..•..•..•---..•...•..•..•...•...•...•...•...•...•----0 000000coco cocococo(COcoCOCO<Xl<Xl<Xl<Xl<Xl<Xl<Xl<Xl<Xl<Xl"'-I"'-I"'-I"'-I"'-I"'-I
DMRS (1 year course)DMR & T (jyear course)DMRD (l year)
DCP, PBD (Bac!.)
DM&CW
MPH. DPH DTM & Hl.PH,DIR
TBD.DTD
DRM
DO,DCMSD
DLO, DOR!
DPM
. DVD, DDV, & DDV
MD. MOl, MR, COG, FRCS, or MS (Gynaecology)
MD, or MRCP, FRCP (Canada)
MS, MCH (Onhopaedics. Liverpool) FRCS
MS, FRC:S (with Oplhamology)
MS, FRCS (with olelaryngOloey)
MD, with psychiatry MRCP with P;ychiatry,
MDjMRC"P with demlatology as special subject
MD M~CP PhD (Medical), PhD (Physiology, Phd (Biochemistry, PhD(Pharmacology). 1-1 Sc (Medical) with Anatomy (Physiology, M Sc(Medicime) (Nagpur), M Sc (Pharmacoloey). D Sc (Medical Anatomy)D Sc (Pihysio]oey) includine Biochemistry, D Sc (Pharmacoloey)MS. FRCS, FACS
MD (Raodioloey), or MRCP with Radiology as special subject, DMRT(2 years course), DMRE (2 years course)
FFARCS MDjMS with anaeslhesiology as special
MD (Path)~ MD (Path & Bact.). M Sc <Path & Bac!.) Ph D (Path & Bact).D Sc (Path & Bact.)
MD with P'ublic Health, D Sc (Public Health)
MD (Midw.ifery & Gynae.-:ology) !\JRCP
MD (MRCIP, FRCS, 1\15)
NB This list is noOtexhaustive. The authoril\ shall have the power to assignother qualifications to Part A or Part B.
1.Medicine General
2.
Suigery General
3:AnacsthesioJogy
4.
Radiology
5.
Obstetrics Gynaecology6:' .
Paediatrics
7.
Onhopaedics;:;; .., 8.Opthalomology
9.
Otolearynology (ENT)
10.Psychiatrist •
n.Darmatology & VD
12.Pathology & Bacteriology
13.
Public Heath
14.
Maternity & Child Welfare
15.
Tuberculosis
1~.
Radiation Medicine
••••.... """'.~ lL~'
Subject Existing Common Coal l,;aarerropGst:u i:lUUIUVUCI- ....·.....···0 __ 0.-
qualification Part - A
. qualification Part - ACoal Cadreadditional
qualification
qualification
Part - B
Part - B
1.
2 345
Medicine General
MD. MRCP PH 0 (medical). PH 0MAMS(Genl. Medicine)
(PHYSIOLOGY) PH 0 (Biochemi stry.).
MNAMS (Genl. Medicine)
PH 0 (Pharmacology), M Sc (Medical) with Anatomy (Physiology) M Sc(Medicine) (Nagpur), M Sc (Pharmaco-logy), 0 Sc (Medical Anatomy 0 Sc(Physiology Including Biochemis"1ry.J,o Sc (Pharmacology),Surgery General
MS, FRCS, FACS MAMS (Genl. Surgery)
M NAMS (Genl. Surgery)
Anaesthesiology
FFARCS, MOjMS with anaesthesiologyMAMS(Anaes) OA (BCP&S) ENG.
as Special.
MNAMS (Anaes)OA
Radiology
MO (Radiology). or MRCP witltl-OMRS (1 year course)
Radiology as special subject, OtwlRT
OMR&T (1 yeay course)
(2 years course) OMRE (2 years -course)
DMRO (1 year)
Obstetrics Gynaeco-
MD. MO. MR. COG, FRCS. or MISMAMS (Obs & Gynae)OGO
logy·
(Gynaeco logy) MNAMS (Obs & Gynae)
Paediatrics
MO, or MRCP. FRCP (Canada)MNAMS (PAED)OipjPesd, OCH
iil South Eastern Coalfields Limited, Bilaspur.CMPDI, Ranchi,
s:s: S:g''Os: ~ s: ~ s:: ~ 'o 0 CD III 0 0 0 0 0 0 -. Dear Sir,
en ~ a. 33 •.•••(f) -0 .". '~ In the 35th meeting of the Directors (P) held on 13-7-1988at ClL it was decidedn 0 -. ;:::. s: -,~ ~ ; 2. § ~ ~ ~ ::D ~ for limited number of Dental Surgeons, a separate Cadre Scheme is not necessary. Howe3 cp '2 (f) ~ rn!!l. :0 I SJ -: with regard to the promotional avenues of Dental Surgeons the following recommendalc" (f)O •.•·0 ' •.•.~, @ :l> 52. ~"O' :l:! 'TI G') were made._< ,-,!!!.(1)@ IC - ::D '< f\:Ji 3:: cp §:::: -< fJ t? ~ I "The matter regarding promotional growth for dental surgeons upto E-5 was discu(1) CD ; s:: l<? v ~ _ and it was decided that the case of Dental Surgeons can· be considered for promo9: Co ~ _ CD < s: ?' 0 E d k" 'd' h . f h d ho 0 CD (f) 9: ~ (f) (f);:::'0' upto ·5 gra e ta 109 mto consl eratlOn t e requirement 0 t e post an ot er [:i' -. < 0 - co tJ:ICD ~ (1)::l 15 S· !!l '< vant aspects, It was further decided as and when their batchmates GDMOS are co
_ CD C'D "--'
""" ~. ~. '-' ~ s: I dered, their cases should also be considered so as to maintain their parity with tI(1) ~' ~ f5 but this will be limited upto E-5 grade only."
'- 'Ifi 2. The competent authority haS A~15P1Wedthe llbovl! fl!Qommend:ltiom of the Dirooton (
i ~~:~ I I I I I I (.>0 me~t., .. "• :l> 0' @ s: 3. ThIS ISfor your'kmd mformatlon and compl1ence.~ s: -. < (f) .a> (f) ~ • ,-, Yours faithfulllCo ••••• (f)
rwarded to:-All COMs/OMs of SECLAll CPMslPMs of SECLfDy PM· CWS, KRB.Chief Material Manager SEC1. HQ. Bilaspur." to CMDfU(T)S/D(T)N/D;P)fD(F),SECL, HQ. Bilaspur.Heads of Deptts. SECL, Hqrs. BSP.I. CSM, SECL. Office Calcutta.M,MfDy. M.M. of Areas of SECL.
Yours faithfully,
Sd/- (R. D. SAXENA)PERSONNEL MANAGER
SOUTH EASTERN COALFIELDS LIMITED:;P:l'M:EE ~Circular:87:362
Reference is invited to this office letter No. C_5Al(iii)151649-650fI307, dated, communicating the amendments in the Cadre Scheme of Materials Managementas approved by the board of Directors of CIL in their 70th, meeting held on
" November '85.In their 78th meeting held on 17-9-1986, the CIL Board have further decided
words "with specialisation in Materials Management" appearing alter the wordin the rrinimum qualifications mentioned an the Cadre Scheme for Materialsent discipline, both for recruitment and promotion, be deleted.
The Board have also decided that at the time of recruitment of MBA
:es for Materials Management discipline, their aptitude for Materials Managementbe duly judged.
Degree or Dip. in Engg . .; )75 in £-4 grade~r tc:chn01ogy, High 2nd " .class degree in Arts/ScienceCommerce with Dip. in
Material ManagementlMBA with specialisation
in Material Management
13 )'r5 relevant
eXJleriell?'
.- a
MipimlllItexperience
SALES &: MARKETING DISCIPLINE
Outside Recrwtmeni
O.M. No. CSAf52041!1333 dated 27.6.1979 may be seen al Annexure IV (3) .
E-5 Graduate in Engg. o'r
Technology ~r post graduate degrtt!i:>ip. in
Materials ManagementlMBA with specialisa tion
in Matenal"M"aJl..agennent
Minimumqualification
GradeDesignationSl.No.
(a) (b) (CJ (d) (e) (f) (h)
It is proposed to elirnoinate the pOSt. if any officer is working in this grade the Post willbe abolished as soon as the existing incumbents get promoted.
1. Asslt SalesOfficer
2. Sales Officer
E-l
E-2 1st class post graduate
degree in Science, Commerce and loConomics,
Or
Graduate in Engineenmg
or Technology
2 yes relevant postqwilification experience
(b) MatricUlate
3 yes experiencein Tech. and
Supv. Gr. A5yes in the Tecli.
and Supv. Gr. A
Direct recrujtment
may be as a Management Trainee as Perapprovea sCheme
::3.
Sr Sales Officer &3-do-S yes relevant postGraduate or 2nd class3 yes experience inv. qualification expn.Mine Manager's Certi-the next below grade
ficate of competency
4.
Dy Sales E-4-do..g yes relevant post-do--do-
Manager
qualification expn.
5.
Sales Manager E-5-do..12 yrs relevant post-do-3 'YCS in the nell.1
/luali6cation expo.below grade
6.
Dy Chief Sales E-6-do-IS yeS relevant post-do...3 yCS in the Iiext
Manager
qualification expo..below grade
7.
Add! Chief E-7- --do--do-
Sales Manager 8.
Chief Sales Mgt.E-8- ~-do--do-
lAnne"ure I V (4) &: IV (5) may be seen J
(h)
Welfare officer traineeswill be recruited on a con
solidated stipend for twoyears after successfulcompletion of which tbe
trainees will be placed inE- I grade on regular basis
Remarks
In respect of officersholding positions in theexisting administration
"(!jscipline, relaxation of
post graduate qualifications in Social Science or
Labour Welfare may begiven in exceptional cases
Minimumexperience
2 yrs experinecein E-I grade
3 yrs e"periencein the next below
grade
-dO.
(f)
Minimumqualification
• Graduate with postgraduate Dip; or postgraduate degree inSocial Science or Labour
Welafre as recognisedby Labour Ministry forthe post of WelfareOfficer in mines
(e)
Minimumexperience
2 }TS experienceas trainee welfare'officer
4 }TS post qualifica
tion experience preferably in mines
2yrs experience asManagement trainee
in the organisation
6 yrs as WelfareiPersonnel Officer in
large undertakingspreferably public sector
undertakings. handlingmatters connected with
Personnel ManagementIndustrial Rdations,Welfare etc.
-do-
University degree "Witha first or high 2nd class
post graduate degr.ee orDip" in Social Sciemce
or labour welface[personnel management aIlS recognised by tbe Lalbour
Ministry for tbe poost ofWelfare Officer in trnines
Kindly reter to my letter No.CIL:C·5A(i)/0308/1465 dated 13th December'88
conveying the decision of the CIL Board of Directors in its 96th Meetingheld on 23rd September'88 regarding the Career Plan for Welfare Officer(Trainees) •
On passing the departmental examination referred to above, the successfulcandidates will be placed in E·2 grade, on completion of two years
as Trainees/Welfare Officer(E-l).
The Wel tare Officer(Troineelil) will hove the opt ion to continue in
~he bid ~t~61i\! M \J31fll~! efHellf(TralngQll) for two Y88fimd e.l grlldlJ
in the next two years or to appear in the written test to be held for
placement in E-2 grade.
The act ion re~arding implement~tion of the approved Scheme. relatingto the existing trainees may De taken as under :
. IThe Welfare Officer(Trainees) wi,ll be placed in E.l grade on a
-starting basic otRs.l030/-per month. They will be entitled to otherallowances as applicable to the executives in E-l grade. This will
be effective wef.23rd Seppt.88 when the scheme was approved by theBoard of Directors.
&4b: Recognition of Diploma in Business Management as an approved
qualification for promotion in Materials Management discipline.
As per Cadre Scheme, there are two separate norms of qualification for1 of executives belonging to Materials Management discipline from E.3 to E·4·5 and another from E-5 to E-6 and ab:>ve which are as follows :-
From B-3 to E-4 & E-4 to E·5"Graduate in Engineering / Technology or recognised Diploma in Engineering
(3 years duration )
or MBA
or Graduate in Arts/Science/Commerce with recognised Diploma in MaterialsManagement."
FlOro E-5 to E-6 and above
"Graduate in Engineering/Technology or Graduate in Arts/Science/Commerceor with Diploma in Materials Management or M. B. A. or recognised Diplomain Engineering (3 years duration) with recognised Diploma in MaterialsManagement."
4. The ebove recommendat ions of' the a.1Ds meet hes been. approved bythe competent Authority.
5. This is tor your informetion and compliance.
3. It is further clarified thet the same would not apply to those execu-t ives who entered into the Execut ive Grade of Aedministretion Disciplinesubsequent to the formation of Adminitretion & Personnel as e single disciplineeffective from Merch 1978 ie trom the date ot formuletion ot common coalcedre.
Central Mine Planning Design Institute Ltd. RanchiDear sir.
In the 11th meeting of· the CMOs held on the 24th April, 1987 thefollowing decision was taken~ with regard to growth opportunities of theexecutives who were in the IAdministration cadre until the formation ofCommonCoal Cadre in March 1978 prior to its merger with the PersonnelCadre end are presently borne on the merged Personnel & Administrationdii:ipline :
"It ,weS felt that creation of a separate cadre for Administrationwill not be correct. All those executives who were in the Administration
discipline prior tQ its merger in the Personnel Cadre and do not
possess the requisite qualification (i.e.Post graduate quelificetionin SocielScience, or Lebour Welfere) for consideretion of furtherpromotions in the personnelcedre should be considered eliGible torpromotion besed on their pertormence. Encouregement by way of treiningend upgredetion of skills should be considered."
It is cleritied thet the ebove decision will be epplicable to thoseexecutives who entered into the Executives Cadre of Administretion Discipline
orior to formuleHlln af ~~mmllnlillsl \jQllr~ l'~1 Milrlih 1.?7~ IIn~ IIr~ ~r~<;I~~t'n, ,
oci
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Yours faithfully,
Sd/-
( R.G.SINGH)GENERALMANAGER(PER3.)
Coalfields Ltd
Copy to :1. The Director(Personnel)
ECL:CCL:WCL:BCCL:NCL:SECL2. The Director (Operations),
CMPDI, Ranchi3. The General Manager, NQrth Eaatern
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CONFIDENTIAL
Yours faithfully,
Dated, the 5th October, 1984
COAL INDIA LIMITED"Coal Bhawan"
10, Netaji S\lbhas RoadPost Box No, 871Calcutta 700 001
)ir,As intimated in circular letter No. CIL/MDT{CIMI/030311250S, dated 14th
s4 of General Manager (MD & T), crL endoresed to all directors (P)/Directors(T)l)rs(l) and uthers, the next qualifying examination for promotion of employeeslon-executive to executive cadres in non-technical disciplines is scheduled to be1 30-11-1984. In para 3 of the said letter, it has been stated that the minimum qualiI and minimum years of service in the highest non-executive cadre for deciding:ibility for sitting in the examination will be reckoned witb as per the Common CoalRules which also provide for relaxation of the qualifications etc. by the Cadre.!ling Authority.
While in the prescribed Cadre Scheme for Personnel is Administration Disciplineaimum qualification for appointment/promotion at entry point in A-2 grade has beenLS "Graduate with Post-Graduate Diploma or Post-Graduate Degree in Social Welfareour Welfare as recognised by the Labour Ministry for the post or Welfare Officer in" it is been that in the past Subsidiary Companies have been allowing Office Superints with 3 years service in Technical Grade-A to appear at the written test for promotionutive clldre in E.l gmdu in thiB difiwipIinll imfiJ)~wtiYIl IJf tu'tir ~\!!lH§c;!H!9Q~al1g in)ceed several Matriculates were also recommended for promotion. This has led to:rable dilution of the cadre, besides grievances among employees of other disciplines.
Therefore, in the interest of proper building up and growth of personnel/Adminis"Cadre, it has been decided with the approval of Chairman, CIL, that relaxation in
~ations for promotion of employees in Technical Grade-A to B-2 grade in thenel & Administration Cadre may be considered only in exceptional cadre and thebould be re;;tricted only in respect of those Office Superintendents who are atleast!ltes and have completed 3 years' service in Technical A Grade. This may kindly bel view while considering requests for relaxation and when forwarding names ofyees for appearing all the qualifying test •
2-Law Officer E-21st or high 2nd cia 5S5 yrs experien.:e as a ICj;a]Law 8raduate3 )TS experience indegroe in Arts, Science practitioner in civil/criminalTech. & Supv. Gr. Aor Commerce and listand taxation cases 2 years experience inclass degree in law E-l gr.
3; Sr Law Officer
E-3-do-8yrs-do- -do-~'yrs experience in the- next below £rade
.....•.
4.
Dy Legal Mgr. E-4-do-li )'ears-do- -do--do-
S •. Legal Manager
E-5-do-15 years-do- -do--do-
6.
Dy Chief £-6-do-18 ~ear-do- -do--do-I..ega] Manager
7.
Addl Chief E-7 -do--do-I..ega] Manager
(3) (b)
I. Asstl Law Officer
Grade------- _Minimumqualification
(d)
This post is to be elimimued. Any officer who is alread~' in this grade will, in due coursebe promoted 10 th.e next higher post.
This grade' "illnot te operateduntil the CadreScheme for non
executiVe emplo
yees is framed.
.:...0
2. Junior Executh~Tnince(CP)
E·J 1st or hi&h 2nd class degree
or post sraduate degree!diploma in any of the£ollo\\ing branches of
EDJineerinc :,I. OIemical Engineering2. Mineral Dmsing
3. Coal Preparation4. Electrical or Mechani
cal'Engineering
5. Mining Engineering
.3. Engineer (CP) E-2 -do- 3 yes. POst qualificationexperience
(a) (b)(c) (d) (e) (I)U!:J\1l}
4.
Executive E-3-do-6 yrs post quaJifica-Ist or high 2nd class degree3 yrs experience inEngineer (CP)
lion experienceor post graduate degree!the next below grade
dip. in any of the fonowing branches. of Engineering :I. Olemical Engineering2. Mit!eral Dressing.3. Coal Preparation4. Electrical or Mechani-cal Engineering.'5. Mining Engineering
S.
Sr Exccuti"e E-4-do-9 yrs post quaJifica-.-do-3 yn experience inEngineer (CP)
Dy Chief E-6-d0-16 ~TS post 'Jualili--do--do-i:ngineer (Cl')
catIon expcnc:nce
8:
Addl Chief E-7-do-19 yrs post qualiti--do--do-
Engineer (C P)cation experience
9.
Chief E-8-do-22 )75 post qualifi--do--do-
Engineer (CP)cation experience
Note: At the time of initial constitution of the cadre, executi\leS ••ith adequate experience in coal berJ:ficiation may be allowed option to getabsorbed in this cadre permanently on horizont:ll basis.
(2) Existing incumbents wbo are already in E-3 and above grades may be considered for promotion in relaxation of the prescribed qualification in exceptional cases.
(Circulated vide ?-;o, C5A(iii)/52J 18 (Pt)/633 dal~d 27.8.84 J
Sub:-- Cadre scheme for Systems personnel in Executive Cadre.Ir Sir,
CIL Board of Directors in the 97th' meeting held on 7th Noveber,' 1988 whileroving the cadre scheme for Systems Executives' as per draft which was previouslyussed in the meeting of the Directors.(Personnel) held on 13-7-1988 and was also'oved in principle by the Chairman-cum-Managing Directors at their meetiflg held on1~1988,.directed that 0) ¥. 9: s. (M~ster pegee in Computer Science) be included aslsirablj! qu~lification fo the scheme and (ii) Required mini,mum qualification lexperiencellaxed 'when'ever suitable candidates with prescribed qualification/experience could
>eavailable: !The Board further authorised the managementto implement the scheme Within
lrganisation.
A copy of ,the Cadre Scheme along with an extract from the minutes of Jhe
meeting of the BoardotDirectors of CIL held on 7-11-1988 is enclosedfor Y9Urnation, records and ct9mglillnGtl ... ,
o· : CIL;.C5A(iii);51786:1702
~._~----~~-~ ~-..•.~-~--~ ....•. -
]
2 3 4 567 8- 5. Manager E-51st Class or high" 13 yrs. post .quaIf.-do--do~3 yrs as(Systems)
Crass degree in Engg!expoin total and Dy. ManagerComputer Science or
minimum 8 yws. Exp. (Systems)
P.G. degree in Mathe-in Syst!Progroamming
matics! Electronicsl Science Management.ICWA/CA6.
Dy. Chief E-6-do-16 yrs. post q ualf.-do-l st Class or high3 yrs asManager
