Selection and Non Selection in Indian Railways.ppt

Selection and Non Selection are important aspect of promotion in Indian Railways

1. SELECTIONSSELECTIONS
ININ
INDIAN RAILWAYSINDIAN RAILWAYS
by
Rajesh Kumar Gupta, IRPS
Chairman
Railway Recruitment Cell
Gorakhpur

2. Introduction: Introduction: What is Selection?What is Selection?
"Selection is the process in which candidates for employment
are divided into 2 classes - those who are to be offered
employment and those who are not."
- Dale Yoder, Professor of Industrial Relations
A process of putting right men on right job
A negative process- inappropriate candidates are
rejected
Choosing the best candidate with best abilities, skills and
knowledge for the required job.
 It is a procedure of matching organizational
requirements with the skills and qualifications of people.

3. Introduction: Introduction: Aim of SelectionAim of Selection
The success of an organization largely
depends on its staff.
Quality Employees are the foundation of
any organization's success.
By selecting best candidate for the
required job, the organization will get
quality performance of employees.
Thus by selecting right candidate for the
required job, organization will also save
time and money.

5. Indian Railways is one of the biggest organizations
of India
It follows various methods of selections based on
slight modifications of normal procedures
All selections/ Suitability tests/ Trade tests etc. to
be held in a year are notified as a Programme of
selection/ Selection Calendar in advance.
Selections in Indian RailwaysSelections in Indian Railways

6. SelectionSelection
The posts are declared as Selection or Non-Selection for the purpose of
Promotion by the Railway Board.
Selection posts are those that are filled on promotion by the positive act of
Selection- written tests or both written test and Viva Voce. Written test is
must.
Viva voce has been eliminated in most selections except for the following
categories-
◦Hostel Superintendents
◦Teachers, Law assistants, Stenographers, Physiotherapists
◦Telephone Operators, Chief Typists, Receptionists
◦Protocol Inspectors, Publicity/Advertising Inspectors, Photographers
Non-Selection post are filled by promotion of the senior most employee.
Suitability being judged on the basis service record and/or departmental test if
required.
Trade test is a suitability test.

7. Promotions to Non-Gazetted Posts Promotions to Non-Gazetted Posts
in Indian Railways:in Indian Railways:
Promotions to Selection Posts: (from Gr D to Gr C or
within Gr C) to the selection posts identified as such by
the Railway Board
Promotions to General Posts: those outside the
normal channel of promotion for which candidates are
called from different categories whether in the same
department or from different departments
Promotions to Non-Selection Posts: (within Gr D or
within Gr C) to the non-selection posts identified as such by the
Railway Board

8. Promotions to Selection Posts:Promotions to Selection Posts:
Eligibility: The staff in the immediate lower grade with a
minimum of two years service in that grade only. The
condition of two years service should stand fulfilled at the
time of actual promotion and not necessarily at the stage
of consideration.
Frequency of Selection: generally annual but in no case
before the expiry of six months from the date of approval
of the panel finalized as a result of the first selection.
Reservations: Rules of post-based reservation apply in
filling the vacancies in Group 'C' on the basis of normal
selection. There is 15% reservation to SC category and
7.5% for ST category in promotions.

9. Selection (Types)Selection (Types)
Promotional Quota (Normal Selection)
LDCE Quota
Ex Cadre Posts
General Posts (GDCE)

11. Stages in Selection ProcessStages in Selection Process
Pre Selection Process
1.Updating of seniority list
2.Assessment of vacancies and approval of competent authority
3.Notification
4.Application call for or zone of consideration
5.Finalization of eligibility list
Selection Process For Exam
1.Pre-selection coaching for SC/ST staff (where applicable)
2.Constitution of selection committee

12. Exam Exam ForFor Selection Selection
1.Written test
2.Absentee written test, if necessary
3.Publication of result
Final Stage
1.Viva-voce if necessary and permissible
2.Formation of panel-valid for two years from approval
3.Dispose of representations, if any
4.Publish the marks after the panel is formed
5.Amendments in the Panel

13. Assessment of VacanciesAssessment of Vacancies
Existing Vacancies
Anticipated vacancies
1.Retirement – Normal & VR (including in Higher grade)
2.Anticipated vacancies(15 months in cadre post and 24 months in ex
cadre)
3.Chain vacancies in higher grade due to promotions
4.Deputations
5.Newly Sanctioned posts
6.Transfers
Vacancies reported by construction & RE are also to be taken into
account
Assessment of vacancy to be approved by the competent
authority

14. Formation of selection boardFormation of selection board
Collective responsibility of all members
Minimum three member in the selection board
JAG board for 5500-9000 (GP-4200 and above post & Senior scale
board for other posts (GP-2800 & below)
Group D to Group C- Asst/Jr Scale Committee
One member must be a personnel officer who can be a rank
below
One member from a department other than that for which
selection is held
A member from SC/ST community, must if there is reserved
vacancy/ reserved category employee is appearing
Officers in Agreed list not to be nominated
Nominating authority-DRM/ADRM in Division, CWN in
workshop, PHOD/HOD in HQ

16. Process of selectionProcess of selection
Written test must for all selection exception-
passenger loco pilot, passenger guard etc
Setting of Question Paper
Conduct of examination
Evaluation of Answer Sheet
Viva-voce if present
Evaluation of service record/performance record

17. Setting of Question PaperSetting of Question Paper
Paper setting official must be part of the board and of the
dept for which selection is being held
Minimum 10% mark on official language and it should be
optional
Objective type question (CBT is now mostly used)
Test should be designed to test the practical problem an
employee is likely to face on promotion
Paper should be bilingual
Option of Hindi in Written Test & Viva if present

18. Coding of Answer SheetCoding of Answer Sheet
Coding & decoding to be done by PO in-charge.
Answer sheet in the custody of the PO in-charge
In the case of personnel dept. other than the
evaluating officer

19. Evaluation of answer sheetEvaluation of answer sheet
Official of the board and of the same dept for
which selection is held
No cutting and erasing
No use of pencil for marking
Uniformity of evaluation be ensured
No individual grace mark be awarded
If extra question is attempted then attempted in
last to be ignored
Presently CBT, rules in this regard by Railway
Board.

20. Supplementary selectionSupplementary selection
Should be attended by the same official as far as possible
Normally not more than one supplementary selection to cater to
the absentees
Second supplementary only with the approval of the CPO
Grounds of supplementary selection:
Non-intimation/late intimation
Sickness certified by authorized railway doctor
Non-relieving by administration

21. Delay in evaluationDelay in evaluation
Answer sheet to be evaluated promptly
Delay if exceeding two month should be reported to
DRM
Delay beyond three month be reported to GM

22. Formation of panelFormation of panel
Consideration of DAR/criminal proceedings
Factor/headings for consideration
Normal Selection post and General Selection post
Certain relaxation for SC/ST
Safety and non-safety category

23. Factors/Headings to be accountedFactors/Headings to be accounted
Professional ability: written and/or viva
Record of service
Seniority
Aptitude test

24.  

Factors/Headings

Maximum
Marks
Qualifying
Marks
(i)Professional
ability
50

30

(ii)

Record
of service
30

-

(iii)

Seniority

20

-

 



Total

100

60

25. Record of serviceRecord of service
CR for the last 3 years to be considered
The following marking for CR can be done:
-O:5
-VG:4
-G:3
-A:2
Mark can be increased or decreased for award /punishment.
Service Book should also be scrutinized

26. Formation of panelFormation of panel
Selection- Panel to be formed in order of seniority from
those obtaining 60% & above in professional ability &
aggregate after considering outstanding employees
General selection - Panel to be formed in order of merit
from those obtaining 60% & above in professional ability &
aggregate in general selection

28. Relaxation for SC/ST: Safety categoryRelaxation for SC/ST: Safety category
Pre-selection training is to be given to SC/ST
category employees
For empanelment of SC/ST, 60% in professional
ability and 60% in aggregate excluding mark for
seniority is required
No other relaxation for SC/ST in safety category

29. RelaxationRelaxation for SC/ST: Non-safety category for SC/ST: Non-safety category
For SC/ST category, 50% in professional and 50% in aggregate
excluding seniority if sufficient employee not available as per
general norm
Best among failure
Minimum 20% marks for consideration under best among
failure norm

31. Amendment of panelAmendment of panel
Approval of panel by the competent
authority & amendment by the next
authority

32. Currency of panelCurrency of panel
Two years from the date of approval

33. Non-Selection

35.  Suitability Test:
◦Held at the interval which should not be less than six months.
◦The period of six months is reckoned from the date of announcement
of the result.
◦All the eligible candidates as per their seniority including those who
failed at the last test should be called.
◦If an employee is unable to appear in a suitability test within a period of
six months due to reasons beyond his control there should be a
supplementary suitability test within a reasonable period after
return to duty and being found suitable for promotion, he should be
assigned pro forma seniority position vis-a-vis his juniors promoted
earlier.
◦If an employee fails in a suitability test but is called up again for a
suitability test, after a time lag of six months and he passes the same,
he should be given preference over his junior who had passed the
suitability test earlier than him but is still waiting to be promoted for
want of a vacancy.

36. Non Selection Posts- Definition And ProcedureNon Selection Posts- Definition And Procedure
1.Non-Selection Posts are those which are declared as such by
Railway Board.
2.Promotion to these posts is done as per Seniority cum suitability.
Stages-
•Notification of seniority list
•Updation of roster register
•Assessment of vacancies and approval of Competent Authority
•Notification of vacancies
•Publishing eligibility list as per seniority
•Disposal of representation received if any
•Readiness of SR and APAR (Past 3 Years)
•Constitution of Departmental Promotion Committee (DPC)
•Formation of Select list- valid for two years

37. Non-selection Posts- Assessment Of Vacancies:-Non-selection Posts- Assessment Of Vacancies:-
Assessment of vacancies:-
Existing vacancies
Anticipated vacancies for the next 12 months
1.Superannuation of staff (including in higher grades)
2.Voluntary retirements and resignation
3.Deputation and inter railway and inter divisional transfer
4.Newly sanctioned posts expected
5.Chain vacancies on higher grades due to anticipated promotions in higher grades
6.Staff empanelled for ex cadre posts
Work out SC and ST vacancies as per post based roster
Prepare assessment sheet and obtain approval of competent authority

39. Trade Test

46. Refusal of Promotion:Refusal of Promotion:
The employee refusing promotion expressly or otherwise (i.e. not only he
does not give in writing his refusal but also does not join the post for which
he has been selected) is debarred for future promotion for one year but he
is allowed to be retained at the same station in the same post.
Promotion after one year will be subject to continued validity of the panel in
which he is borne, otherwise he will have to appear again in the selection.
At the end of one year if the employee again refuses promotion at the
outstation, his name may be deleted from the panel and the administration
may transfer him to out-station in the same grade.
He will also have to appear again in the selection. Seniority will be as from
the date of effect of promotion and he will be junior to all the persons
promoted earlier than him from the same panel irrespective of his panel
position.
He will not, however, lose seniority to an employee promoted to the same
category as a result of a fresh selection subsequently held during the one
year penalty period.

53. Problems in Group B/C Selections:
◦It is said that better not to select than selecting a bad candidate. This is not the
case in Gr ‘C’ Selections.
◦Here we promote employees, wherever needed, by setting low standards of
question papers/ suitability criteria.
◦This results in low quality of personnel at higher levels, consequently affecting
the efficiency of Organization.
◦This is mainly due to lack of proper training and skill updation needed to man
the higher posts.
◦Hence a comprehensive calendar of training programmes at regular intervals
for every employee of each category while in service is needed.
◦The quality and frequency of training should be increased rather than
indirectly lowering the standards of selection.
◦While training may take away some working time, it will prove beneficial in
long run.
◦So a requisite number of training programmes on selected topics should be
made compulsory for promotions.

54. There is a tendency to treat a training programme as an official vacation.
It is only because training is not taken as a serious business in Railways.
Any officer with requisite minimum eligibility criteria can be made trainer
whether he is interested/ suited to the job or not.
Training Institutes are treated as shunting grounds for field officers for
whatsoever reasons.
This needs an attitude change not only at the part of trainees but also at the
part of trainers, administrators and controlling officers.
A separate service viz. IRPS has been created for HR Management in Railways
and it should be given its mandate for which it has been created.
All the training programmes should invariably be supervised and coordinated by
Personnel Department which is entrusted with the Welfare works & the
betterment of Railway employees.
Only Technical Trainers should be from the department from where the
trainees are drawn or outside specialists in the field.

55. Group D Selections:
◦Gr ‘D’ as per 6
th
CPC should not be recruited or selected in the Govt.
Organisations.
◦So the procedure of Gr ‘C’ selections should be made applicable to these
selections.
◦However, in Railways not all the works can be made outsourced and also not
all the works at this level can be performed by the RRB selected candidates
who are more desk-job oriented fellow.
◦So for such works we need to select those persons who are willing to do
manual works with requisite level of professional knowledge.
◦Hence RRC can still do its job for such posts with a selection procedure which
not only advertises the nature of job very clearly to potential applicants but
also select physically superior fellows fulfilling the requisite professional ability.
◦For this purpose the written test can be a screening exam with a weightage on
final selection along with the PET being weighted as well (on the patterns of
Mains Exam & Personality Test of UPSC where all the candidates appearing in
Mains Exam are not subjected to the Personality Test).