Selection procedures in ir

Indian Railways study material

1. SELECTION
PROCEDURES
IN
INDIAN RAILWAYS
by
MOHANDAS P
Asst. Professor (Personnel Management)
National Academy of Indian Railways,
Vadodara

2. CONTENTS
Introduction
Methods of Selection
Selections in Indian Railways(IR)
Appointing Authorities in IR
Recruitments in IR through UPSC, RRB,
RRC, CGA, in Sports Quota, etc.
Promotions to Gazetted Posts in IR
Promotions to Non-Gazetted Posts in IR
Refusal of Promotion
Problems & Suggestions

3. Introduction: 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.

4. Introduction: Aim 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. Inviting Applications-through appropriate forms for
collecting data record of the candidates such as details
about age, qualifications, experience, etc.
Preliminary Sorting-to eliminate those not meeting the
minimum eligibility criteria laid down by the organization.
Written Tests-such as aptitude test, intelligence test,
reasoning test, personality test, etc. to objectively
assess the potential candidate without any bias.
Employment Interviews-one to one interaction to find
whether the candidate is best suited for the required job
or not.
Medical examination-to ensure physical fitness of the
potential employee. It will decrease chances of
employee absenteeism.
Appointment Letter-A reference check is made about
the candidate selected and then finally he is appointed
by giving a formal appointment letter.
Introduction: Normal Process of
Selection

6. Methods of Selection
By Direct Recruitment-by the Organization
itself or through a Recruiting Agency e.g. UPSC, RRB,
RRC, etc.
By Promotion-from a lower grade to a higher
grade, from one class to another class, from one
group to another group, etc.
By Transfer within the organization
Through Deputation with or without
subsequent absorption in the
Organization
On Contract basis

7. Indian Railways is one of the biggest
organizations of India
It requires frequent selections
It follows various methods of selections
based on slight modifications of normal
procedures
Most common forms of selection methods
are promotions and recruitments
All selections/ Suitability tests/ Trade tests
etc. to be held in a year are notified as a
Programme of selection/ Selection
Calendar in advance around July of the
preceding year.
Selections in Indian Railways

8. Recruitment vs. Promotion…..
Recruitmentrefers to the process of
attracting, screening, and selecting
qualified people for a job at an
organization.
◦A positive process as it motivates more of
candidates to apply for the job.
◦It creates a pool of applicants.
◦There is an element of freshness, diversity
& innovation in the ideas of new entrants.
◦By slight modification in eligibility we can
ensure selection of desired persons.

9. Promotion is enhancing the
responsibilities of existing employees.
◦Experience in the organization is
important factor for supervisory &
monitoring posts
◦Acts as a reward for the good work done
in the Organization
◦Generates the personal satisfaction &
gives a sense of achievement to the
employees
◦Creates loyalty towards the Organization
◦Inspires employees to work harder
Recruitment vs. Promotion

10. Powers to Make Appointments in
Indian Railways:
Group “A” -President of India
Group “B” -General Managers
Group “C” -General Managers who can
delegate the powers to-
a) JAG Officers and above if scale is in PB-2
with GP = 4200 or above
b) Officers in Senior Scale and above for lower
scales
Group “D” -General Managers who can
delegate powers to Junior Scale and
above.

11. Railway Recruitments through
Union Public Service
Commission:
All first appointments to a Group A Post in Junior Scale
on the recommendation of the UPSC
By way of Advertisement/Notification, Conducting
Test/Examination, Publication of List of successful
Candidates, etc. under specific Recruitment Rules
related to the Post
Recruitment Rules determine how a post in the
category is to be manned including rules regarding
Educational Qualification, Age, Physical fitness,
Training, Verification of character and antecedents, etc.
Junior Scale cadre strength is 1647 posts out of which
1236 posts are filled by Direct Recruitment.
Reservation for SC/ST and OBC is made in accordance
with post based roster prescribed by DoPT.
General Managersconfirm an officer in Group A on
satisfactory completion of his probation.

12. To fill lowest grade of Group ‘C’ posts
Zonal Railways communicate requirements of
the staff to the respective RRBs indicating the
full particulars (category; qualification; scale
of pay; reservations for SC, ST, OBC, ex-
servicemen, Differently Abled; age limits &
relaxations; etc.)
Through open competition
Advertised in all the leading newspapers in
English, Hindi and regional language
Bilingual Application Forms–English and
Hindi.
Recruitments through Railway
Recruitment Board:

13. Since all RRBs conduct examination on
same day all over India, a candidate
must apply for only one RRB notification
where he is likely to settle for a job.
RRBs select the required number of
candidates by process of examination-
cum-selection.
Recruitment panels are formed in order
of merit on the basis of the total marks
obtained in the RRB examination.
The panels thus formed by the RRBs are
forwarded to the Railways concerned.
The panels valid for a year. After that it
may be extended by the CPOs.

14. RRCfunctionsunder administrative control of a
Zonal Railway
To fill Group ‘D’ posts
Casual labour, Substitutes and Temporary
workers have prior claim over outsiders
Advertisement of an Employment Notice for
recruitment inviting applications
Recruitment procedure will consist of a Written
Test followed by a Physical Efficiency Test
Call letters will be issued to eligible candidates to
appear in the Written Test.
Call letters shall be dispatched under certificate
of posting.
Written test will be conducted using OMR sheets
Recruitments through Railway
Recruitment Cell:

15. Again issue of call letters to successful candidates who have
qualified the Written Test for appearing in PET
PET will be qualifying in nature as under-
◦Mail candidates should be able to run for a distance of 1500
meters in 6 minutes in single chance
◦Female candidates should be able to run for a distance of 400
meters in 3 minutes in single chance
The entire proceeding of PET is to be video-graphed.
PET will be held in Divisions of the concerned Railway.
PET will be supervised by a Selection Committeeof 3
Assistant Scale Officers.
PET may be held at one or more venues/ stations in the
Divisions.
DRM may deploy RPF personnel for maintaining law &
order.
Adequate steps should be taken to avoid impersonation.
Consolidated result-sheet should be forwarded to the
respective RRCs.
Panels will be based strictly on merit positions in the written
examination.
Currency of the panel shall be two years from the date of
publication. GM has the power to extend the life of the panel
by one year.

16. Compassionate Ground Appointments:
Appointments of Widow/ Widower/ Son/ Daughter/
Divorced daughter/ Adopted son/ Adopted daughter
of railway servants who die while in service or retire
after medical incapacitation or who are missing
In grades where there is Direct Recruitment element
Within 5 years from the occurrence
G.M. can consider up to 20 years old cases in case
of minor son/ minor daughter.
Railway Board can consider more than 20 years old
cases duly recommended by GM
8
th
pass for Gr D & 10
th
pass/ ITI for Gr C
Suitability Test for Gr D & Screening Test for Gr C
Screening Committee: 3 Sr. Scale Officer including
one personnel officer

17. Recruitment of Sports
Persons:
To outstanding sportspersons
Against the annual quota laid down in
Gr C & Gr D posts for Zonal Railways/
PUs
Who have represented in any of the
games recognised by the Railway
Sports Control Board
Done by Open Advertisements & Talent
Scouting Scheme by the Zonal/ PU
administrations themselves

18. Recruitment against Cultural-
cum-Scouts & Guides Quota:
To persons having qualifications in the field of culture &
to the Scouts/ Guides against the quota
An annual quota for recruitment being 4% for the
Railways and 2% for Production Units
Done by the Railway administration themselves by
Open Advertisements
Educational Qualification being same as applicable for
recruitment of Group C category
Scouts/ Guides should possess requisite standards
Possession of a degree or diploma or certificate in
music/dance/drama/ etc. from Govt. Recognised
institutes is essential
Experience in the field of performance at AIR/
Doordarshanis desirable
Written test may be held of objective type questions

19. Promotions to Gazetted Posts in
Indian Railways:
Promotions within Group A
Promotion from Group B to Group A
Promotion from Group C to Group B
◦30% through Limited Departmental
Competitive Examination (LDCE)
◦70% through Normal Selection

20. Promotion within Group A:
◦For Senior Scale promotion-not less than 4
years service in the junior scale
◦For JAG promotion-not less than 5 years
service in the senior scale
◦For Selection Grade promotion-not less than
13 years regular service in the Group A
◦For SAG promotion-not less than 3 years in
JAG
◦For promotion to posts above SAG-the
Government of India takes a decision on the
eligible candidates recommended by the
Railway Board

21. Promotion from GrB to GrA:
Promotions to the posts in the junior scale
Eligibility: not less than 3 years of regular service in Gr
B as on 1
st
January of the selection year.
Zone of consideration:
No. of vacancies No. of officers to be considered
1 5
2 8
3 to 9 2 times number of vacancies + 4
10 & above 1.5 times number of
vacancies (rounded off to next
higher integer) + 3
(subject to minimum 24)
For SC/ST officers, the zone can extend up to 5 times
the number of vacancies if adequate candidates are not
available.
Departmental Promotion Committee (DPC): consists
of a representative of the UPSC as Chairman and three
representatives (including an SC / ST Officer) of the
Ministry of Railways as Members.

22. All necessary documents & a Self contained
note with vacancy position, seniority lists,
variations from previous list, zones of
consideration for each railway, integrity
certificates and list of penalties for each officer,
ACRs of all officers etc. is sent to the UPSC
ACRs for5preceding years considered. If one
or more ACRs are not available, the DPC
considers the ACRs of the preceding years.
The DPC makes an independent assessment
on the basis of entries in CR and is not guided
merely by the final grading recorded therein.
The bench-mark is 'Good'. At least 4 grades of
“good” are required for being assessed as FIT.
Officers are graded by the DPC as 'FIT' or
'UNFIT’.
Officers who are graded as 'FIT', to the extent of
number of vacancies are included in the
Railway-wise panel in the order of their
seniority.

23. An extended panel is also given by the DPC in
lieu of empanelled officers who retire during the
vacancy year.
The recommendations of the DPC are sent to
Ministry of Railways.
Promotion Orders are issued by the Ministry of
Railways.
Date of effect of promotion is the date of
UPSC's letter communicating the approval of
the Commission to the recommendations of the
DPC.
GrB officers are given weightage of half of the
total number of years served in GrB subject to
maximum 5 years when deciding the date of
Inductioninto Group A service.
No promotion orders are issued in respect of
officers who cease to be in service before the
date of effect of promotion.

24. Frequency of Selection-once in two years
normally
Not more than one supplementary selection, no
supplementary to the LDCE.
Selection Committee:consists of 3 PHoDs
including CPO & the PHoDconcerned. In
absence of an SC/ST Officer, an officer of
SC/ST category (not lower than the JAG) may
be nominated. The responsibility of conducting
the examination is with the CPO.
Selection Committee is constituted under the
orders of the General Manager
Assessment of vacancies:Existing Vacancies
of two years and the vacancies due to arise in
the next 6 months
Promotion from GrC to GrB:

25. Eligibility:
◦For selection-all GrC employees who have rendered not less
than 3 years of non-fortuitous service & are in immediate lower
grade to GrB
◦For LDCE-all Group C employees who have rendered not less
than 5 years of non-fortuitous service in PB-2 & have GP = 4200
or higher
◦An employee, if otherwise eligible, can appear in the normal
selection as also in LDCE.
Zone of consideration: for the normal selection, in
accordance with the sliding scale in the order of seniority as
shown below –
No. of vacancies No. of officers to be considered
1 5
2 8
3 10
4 & above 3 times the number of vacancies
For SC/ST officers, the zone can extend up to 5 times the
number of vacancies if adequate candidates are not
available and only the SCs/STs coming in the extended field
should be considered.
In respect of selections for the Group 'B' posts of APOor in
case of LDCEall employees who are eligible and who
volunteer for the selection/ LDCE should be considered,

26. Prescribed papers Max. Marks Qualifying Marks Remarks
Professional Paper-I(Professional
subject and Estt. & Financial Rules)
150 90 Out of 150 marks,
the professional
subject will carry
at least 100 marks.
Professional Paper-II(Professional
subject & General Knowledge)
150 90 This paper is taken
only for LDCE, not
for normal
selection.
RECORD OF SERVICE AND VIVA-VOCE (Both for Normal Selection & LDCE)
Max. Marks Qualifying Marks
i) Viva-voce 25 30
(including at least 15 marks in
the record of service).
ii) Record of service 25
Selection Procedure: based on a written test to adjudge the professional
ability, viva-voce and assessment of record of service.
The marks allotted and the qualifying marks under the different heads are as
follows:-

27. The setting of the question paper and evaluation of
answer books should be done by different SAG
officers not necessarily all being members of the
Selection Committee.
Marks for record of service should be given on the
basis of Confidential Reports and relevant service
records.
Each answer book should carry a fly leaf.
Both fly leaf as well as the answer book should be
stamped and signed by the Gazetted Officer in charge
of conduct of the examination.
The employees should write his name and
designation on the fly leaf only.
After the answer books are received from the
employee the fly leaf should be removed and allotted
a Roll number which should also be simultaneously
recorded on the corresponding answer book.
(Coding)
The answer books should be sent to the examiner
with the Roll number alone indicated on the answer
books.
The fly leaves removed from the answer books

28. No moderation of the performance is permissible.
Selection Panel:The arrangement of successful
candidates:
◦Securing 80% marks & above graded as 'Outstanding'.
◦Securing between 60% marks & 79% marks graded as
'Good‘
◦No. of empanelled = No. of vacancies of the selection
◦'Outstanding' group will be placed on top followed by 'good’
group, inter-se seniority within each group being
maintained.
LDCE panel:The successful candidates are
arranged in order of merit on the basis of the total
marks obtained in LDCE.
Approval/Amendment of the Panel:General
Manager approves the Panel. An approved panel can
be amended only with the prior approval of the
Railway Board.
Currency of Panel: For a period of 2 years from the
date of approval/ till a fresh panel on the basis of next
selection becomes available.
Employees empanelled through the normal selection
will rank senior to those selected through LDCE of the

29. Promotions to Non-Gazetted
Posts 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

30. 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.

31. Assessment of Vacancies: existing vacancies
and those anticipated during the course of the
next 15 months. For selection for ex-cadre posts
actual vacancies plus those anticipated in the
next two years should be taken into account.
Anticipated vacancies include the vacancies
◦due to normal wastage (i.e. retirement or
superannuation),
◦likely acceptance of notice for voluntary
retirement/resignation;
◦the vacancies in the higher grade in the channel, the
filling up of which will result in the need to make
consequent appointment from the proposed panel,
◦staff approved to go on deputation to other units,
◦staff already empanelled for ex-cadre posting,
◦creation of posts already sanctioned by the competent
authority
◦staff likely to go on transfer to other
Railways/Divisions during the period under
consideration

32. Zone of Consideration:
◦Eligible staff up to 3 times the number of staff to be
empanelled will be called for the selection.
◦Persons who have expressed their unwillingness
should not be reckoned for determining the zone of
consideration and additional persons in lieu thereof
may be called for the selection.
◦For SC/ST officers, the zone can extend up to 5
times the number of vacancies if adequate
candidates are not available and only the SCs/STs
coming in the extended field should be considered.
If there is further shortfall, the zone can be
extended further as well.
Moderation: Moderation of results by way of
awarding grace marks to candidates shall not
be resorted to without the authority of the
Selection Board/ the authority competent to
accept the recommendations of Selection
Board. No grace marks shall be allowed in

33. Selection Board:
Constituted by GM/ PHoD/ other competent authority
not lower than a DRM/ ADRM/CWM. The same
authority also nominates the Chairman of the
Selection Board.
Consists of not less than 3 Officers including one
Personnel Officer and one from other Department
than that for which selection is held.
When a Selection Board consists of only three
Officers, none of the members should be directly
subordinate to any other.
For selection posts in PB-2 & GP=4200 and above,
the Boards Members will be JAG & above officers.
For all other selection posts the Board Members will
be officers not lower in rank than senior scale.
In either case the Selection Board may include a
Personnel Officer in the next lower rank, except in the
case of selection for Personnel Department
Every effort should be made to include an SC/ST
Officers
A member should have working knowledge of

34. A Member-Officer of the concerned Department
must be authorized to set the question paper for
written test
The answer books are invariably evaluated by a
Member-Officer of the concerned Department
Hence where possible two officers of the
concerned Department should be in Selection
Board
The test should be conducted on a confidential
system with Roll numbers.
Objective type questions should be set for about
45% -55% of the total marks for the written test
(except A/C Deptt)
The question paper should have practical bias
Questions for about 10% of total marks should be
set on Official Language Policy & Rules in
consultation with MukhyaRaj BhashaAdhikari
(however, they should not be compulsory)

35. Selection Procedure: based on a written test to adjudge the professional
ability, seniority and assessment of record of service.
The marks allotted and the qualifying marks under the different heads are as
follows:-
S. No.Factors/Headings Maximum Marks Qualifying Marks
(i) Professional ability 50 30
(ii) Record of service 30 -
(iii) Seniority 20 -
Total 100 60
In the case of SC/ST 50% marks in Professional ability & 50% in aggregate
(excluding marks for seniority) for non-safety categoriesand 60% marks in
professional ability and 60% marks in aggregate (excluding marks for
seniority) for safety categories.
Provisions of best among the failures are applied only to non-safety category.
Panel Formation: The names of selected candidates should be arranged in
order of seniority but those securing a total of 80% or more marks will be
classed as outstandingand placed in the panel appropriately in order of their
seniority allowing them to supersede not more than 50% of total field of
eligibility.

36. General posts are posts outside the normal channel of
promotion for which candidates are called from different
categories whether in the same department or from different
departments
Zone of consideration is not confined to three times the
number of staff to be empanelled
All eligible staff irrespective of the department in which they
may be working who satisfy the prescribed conditions of
eligibility and volunteer for the post are subjected to selection
Selection consists of a written test (in few cases viva-voce
also)
The various factors of selection and their relative weight are
as indicated below-
Promotions to General Posts:
S. No. Factors/headings Maximum Marks Qualifying Marks
(1) Professional ability 50 30
(2) Record of service 30 -
Total 80 48

37. Panel Formation for General Posts:
◦In order of merit based on aggregate marks of 'Professional
ability' and 'Record of service'.
◦However, a candidate must secure a minimum of 60%
marks in 'Professional ability' and 60% marks in the
aggregate, for being placed on the panel.
◦There will be no classification of candidates as
'Outstanding'.
Approval of the Panel for Selection Posts/ General
Posts:
◦By the competent authority for approval
◦Where the competent authority does not accept the
recommendations of a Selection Board, the case could be
referred to the General Manager
◦Amendment of approved panels can be done by the
authority higher than the one that approved the panel
Currency of Panels:Panels drawn by the Selection
Board and approved by the competent authority shall
be current for two yearsfrom the date of approval by
the competent authority or till these are exhausted
whichever is earlier.

38. Supplementary Selection:It may be held in the following
types of cases-
a)Call letter for selection being received too late by the
candidates
b)Administration's failure to relieve him in time for selection
c)Sickness of the candidate or other reason over which the
employee has no control.
The supplementary meeting of the Selection Board should
as far as possible be attended by the same Officers who
were present at the first Selection Board and held.
In case the return of the employee is delayed beyond
three months, the result of the selection need not be
deferred, the name of the employee being incorporated as
if he had appeared at the selection when first held.
The employee will not be eligible to be considered if he
returns to duty more than six months after the date of the
first selection.
Not more than one supplementary selection should
normally be held to cater to the needs of absentee due to
sickness, non-intimation/late intimation of dates of tests
etc.
The second supplementary selection should be held rarely
and with the personal approval of CPO based on merits of
each case.

39. By promotion of the senior most suitable railway servant
Suitability determined on the basis of the record of service
and/or departmental suitability tests/ trade tests, if necessary.
A senior Railway servant may be passed over only if he/she
has been declared unfit for holding the post in consideration.
An employee who has passed a suitability test once need not
be called for the test again and should be eligible for
promotion as and when vacancies arise.
Eligibility:Staff in the immediate lower grade with a
minimum service of two yearsin that grade. The condition of
two years service should stand fulfilled at the time of actual
promotion and not necessarily at the stage of consideration.
Zone of Consideration:The number of eligible staff called
for consideration should be equal to thenumber ofexisting
vacancies plus those anticipated during the next six months
(in the case of promotion by trade test, next four months).
Promotions to Non-Selection
Posts:

40. 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
suitabilitytest within a reasonable period after return
to duty and being found suitable for promotion, he
should be assigned pro forma seniority position vis-a-
vishis 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

41. 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

42. Problems and Suggestions:
Group A Selections:
◦There is a definite procedure to promote Gr‘B’ officers to
Gr‘A’.
◦Despite that there is a kind of resentment amongst the
eligible Gr‘B’ officers.
◦For Gr‘B’ officers, minimum service required to get
promoted in Gr‘A’ is 3 years. Currently there are Gr‘B’
officers serving for more than 12 years who have not
been yet promoted, though manning the same posts
which are manned by Gr‘A’ officers.
◦Hence they have to wait for quite a long period of time
on ad-hoc status.
◦So these promotions need to be looked into by the
higher authorities.
◦In this matter even some new channels of promotion can
be established by creating intermediate cadres.

43. 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.

44. 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.

45. 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).

46. THANKS FOR PATIENT
LISTENING