Promotion Rules for Subordinate Staff

Positions filled based solely on assessment of service records and confidential reports.

Vacancies projected to open within a year, used for trials in non-selection posts.

Ensuring diverse staff categories are adequately represented in non-selection posts.

A test utilized to determine an employee's eligibility for promotion.

Employees who fail a suitability test may be tested again after a defined period.

Employees failing a test but subsequently passing a later test have preference over earlier-passed, but current waiting-list junior employees.

Positions filled by selection boards from eligible staff based on selection processes.

The Railway Board can use a different method for handling hardship cases than the standard procedures.

Up to three times the number of panel positions will be recruited.

Staff in the lower grade, employed on temporary basis, are not considered.

Staff who don't want to be considered for selection are not included in determining possible replacements

Candidates who didn't show up for selection should be included for later rounds.

If a candidate expresses unwillingness after selection start, no one else will be called to compensate for them.

Vacancy assessments should consider future vacancies up to 15-24 months from present.

Vacancies for positions outside the normal cadre consider next 2 years.

These are vacancies expected due to staff leaving (retirement/voluntary), higher grade promotions, transfers, etc.

Promotion to Motorman is assessed based on professional ability, service record, seniority, and aptitude test results. A minimum score of 60% in professional ability is mandatory, and 80% overall earns "outstanding" status.

Candidates for Motorman promotion must achieve at least 60% in the professional ability section, even if they meet the overall score requirement.

Candidates achieving 80% or more in the total marks for Motorman promotion are designated as "outstanding" and are placed higher in the selection panel, exceeding seniority by up to 50%.

Selection procedures for general posts outside promotion channels involve calling candidates from different categories, not limited to the current department, and are based on a broader zone of consideration.

For general posts, the pool of eligible candidates is not limited to just a small group, but includes a broader scope of people, transcending department boundaries.

The official record of a Selection Board's decisions and deliberations. It should be meticulously maintained without any alterations or erasures.

The primary factor considered for promotion, encompassing professional skills, service records, and seniority.

The candidate's competence in their field, assessed through various tests and performance evaluations.

A comprehensive evaluation of an employee's past performance, including training, achievements, and feedback.

The length of time an employee has served in their current position or organization.

The minimum score required in each assessment category to be considered for promotion.

A formal assessment of an employee's knowledge and understanding of a topic, typically conducted in a structured environment.

An oral interview conducted by a panel to assess an employee's communication abilities, critical thinking skills, and personality.

Positions outside of an employee's primary cadre, where the employee retains their original position and seniority.

The right of an employee to return to their original position and seniority after serving in an ex-cadre post.

The answer books for a Selection test should be evaluated by a member of the Selection Board who is also from the same department as the candidates being considered.

Approximately 50% (between 45% and 55%) of the written test for 'Selection' posts should consist of objective type questions.

The written test for 'Selection' posts should primarily focus on evaluating a candidate's practical problem-solving skills rather than purely theoretical knowledge.

Grace marks cannot be awarded to candidates in Selection tests without approval from the Selection Board or the authority that approves their recommendations.

Before a Selection Board meets, relevant documents like candidates' names, confidential reports, qualifications, and other related information should be circulated to all members.

The Selection Board should assess the service records and confidential reports of eligible candidates. They should develop a single evaluation sheet to assess traits like personality, communication, and leadership, signed by all members.

The requirement of 50% objective questions in Selection tests does not apply to the Accounts Department.

The Selection Board examines candidates' records and evaluations, then makes recommendations for selection, which are subject to approval by a higher authority.

To assess the suitability of candidates for promotion to 'Selection' posts based on their knowledge, skills, and potential for leadership.

The selection process should be confidential, using roll numbers to protect the identities of candidates and maintain fairness during evaluation.

Filling Group 'B' vacancies through promotion of eligible Group 'C' employees, using either selection or Limited Departmental Competitive Examination (LDCE).

LDCE fills 30% of Group 'B' vacancies through a competitive exam, while selection fills the remaining 70% based on employee records and performance.

Selection for Group 'B' promotions should occur every two years, with exceptions for unforeseen needs, such as new roles or upgrades.

A committee consisting of three Heads of Department or Additional Heads, including the Chief Personnel Officer or Additional Chief Personnel Officer, and the Head of the department in question. Senior Deputy General Managers and Additional CVOs cannot be on the committee.

If the Selection Committee doesn't include members from Scheduled Castes or Scheduled Tribes, a representative holding a Junior Administrative Grade (or higher) should join the committee.

Vacancy assessments should consider both current and future vacancies for up to 15-24 months ahead.

A minimum score of 30 marks is needed to qualify in the viva-voce section for promotion, even if the overall score is below 60%.

A minimum score of 15 marks is required in the 'Record of Service' section, along with a total of 25 marks for this category, to be considered for promotion.

The written exam prioritizes practical problem-solving skills over theoretical knowledge, ensuring candidates can handle real-world challenges in their field.

The written exam includes a section on official language policy and rules, but it's not mandatory to answer those questions.

SA grade Level I officers, maybe not part of the Selection Committee, evaluate the exam papers.

Marks are awarded based on confidential reports and service records, with special emphasis on integrity.

Promotions are assessed based on 'Professional Ability', 'Record of Service', and 'Viva-voce', each contributing to the overall score.

Candidates achieving 80% or above are graded as 'Outstanding', while those scoring between 60% and 79% are considered 'Good'.

Personality, communication skills, and leadership qualities are evaluated during the viva-voce. If a written test is not held, these aspects are also assessed during the viva-voce.

A Selection Board for promotion to positions in the Rs. 5500-9000 (RSRP) pay scale and above must consist of officers from the Junior Administrative Grade. For other positions, the board requires officers of Senior Scale or higher rank.

Although a Selection Board must have officers of a certain rank, a Personnel Officer of the next lower rank can be included, but only if they are not directly subordinate to any other board member.

If a department lacks JA Grade officers, officers from another department can be included on the Selection Board, with a senior scale officer from the original department serving as the fourth member.

For Personnel Department selections, a JA Grade officer from an adjoining division or headquarters can be added to the Selection Board if the division doesn't have a JA Grade officer.

The Selection Board should try to include SC/ST officers, even if they are from a different department or railway.

The responsibility for selection lies with all members of the Selection Board, not just the Chairman.

A member of the Selection Board from the relevant department is authorized to set the question paper for a written test.

The answer books for a Selection Test should be evaluated by a Selection Board member from the same department as the candidates.

The Selection Board examines candidates' records and evaluations and makes recommendations for selection, which are then subject to approval by a higher authority.

Employees in a lower grade must have served for at least two years to be eligible for promotion to a non-selection post, unless a longer service period is required for a specific category.

If a junior employee meets the minimum service requirement for promotion, their senior is also eligible, even if they haven't met the minimum service requirement.

For promotions based on trade tests, the vacancy calculation focuses on immediate needs, considering vacancies expected only within the next four months.

For non-selection promotion, service includes both regular and ad hoc periods, as long as there is no significant break in employment.

The two-year service requirement for non-selection promotion must be fulfilled at the time of actual promotion, not just during the initial consideration stage.

Call for consideration a number of eligible staff equal to existing vacancies plus those anticipated over the next six months.

For promotions based on trade tests, only consider vacancies anticipated during the next four months, not the full six months.

Staff in the immediate lower grade, eligible based on service requirement, plus those in the higher grade who might be promoted causing vacancies in the lower grade, are considered for promotion.

For non-selection promotion, the service period includes both regular and ad hoc employment periods, as long as there is no significant break in service.

The Selection Board or the authority approving their recommendations must authorize the awarding of grace marks to candidates in selection tests.

Before a Selection Board convenes, information like candidate names, confidential reports, qualifications, and related data should be shared with all members.

The Selection Board assesses candidates' service records and confidential reports. They use a single evaluation sheet to assess traits like personality, communication, and leadership, which is signed by all members.

No, the requirement of 50% objective questions in selection tests does not apply to the Accounts Department.