Sarangee Report Final PDF

Non-faculty staff Structure of NITs
Recommendations of Committee of Directors
Submitted to
Ministry of Human Resources Development
Government of India
First prepared: December 2006
First Revised: March 2007
Second Revision: April 2008

CONTENTS
A. GENERAL
1. Introduction 1
2. Total number of non teaching posts and their distribution 2
B. OFFICERS
3. Staff Structure : Officers
3.1. Definition 5
3.2. Cadre Structure (Cadre, Designations and pay scales) 5
3.3. Qualification, experience and selection process 7
3.4. Promotional Avenues of Officers 14
4. Deployment of Existing Officers 15
C. NON TEACHING STAFF
5. Supporting Staff
5.1. Cadre Structure (Cadre, Designations and pay scales) 15
5.2. Qualification, experience, pay scales and selection process 16
(a) Entry Level Group D Posts
(b) Promotional Scales in Group D
(c) Entry Level Group C Posts (Lower cadres)
(d) List of Posts available to Group ‘C’ staff on promotion
(e) Entry Level Senior Group C Posts (Higher cadres)
(f) List of Posts available to Senior Group C staff on promotion
(g) Consolidated salaries for staff employed in Sponsored Projects and
other Contract Appointments
6. Mapping of Existing posts to New posts 20

7. Selection and promotion process 21
8. Miscellaneous issues
8.1. Special consideration for existing employees applying 25
for higher cadre
8.2. Temporary staff and services 25
8.3. Existing temporary / contractual staff 25
8.4. Staff employed in sponsored R&D projects 26
8.5. Part time appointment of specialists 26
8.6. Compassionate appointment 27
8.7. Recruitment Policy till long term staff distribution is 27
achieved
8.8 SC/ST/OBC/Physically Handicapped/Ex-Servicemen 28
reservations
8.9 Supervisory allowance to Group - D staff 28
8.10 Retirement age of employees 28
8.11 All-India character of NIT staff 28
8.12 Vacation 28
8.13 Working Hours 29
8.14 Sharing of workload 29
8.15 Responsibility and Personal Liability 29
8.16 Acquiring higher qualifications 29
8.17 Stipendiary Officers 30
9. Position of internal candidates in recruitment and promotion. 33

10. Initial Rationalisation/Creation of Posts 33
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11. Implementation date 34
12. Conclusion 35
D. ANNEXURS
Annexure – I: Mapping of old designations and pay scales to a 37

new set for existing staff of NIT Rourkela
Annexure – II: Scheme of calculation for initial 44

rationalization/creation of non-teaching
posts at NIT Rourkela
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The academic and non-academic personnel of NITs are two sides of the same coin. It is
their combined work, dedication, determination and desire to excel which can propel the
NITs to positions of excellence in the field of technical education. It is important that both
wings of an Institute get a stable and rewarding framework of growth that is common
across the NIT system, while maintaining sufficient flexibility to accommodate regional
peculiarities. The Ministry of Human Resource Development (MHRD), Government of
India, vide letter No. F.20-6/2005-TS.III dated 22.03.2006 constituted a committee on
rationalization of pay scales, staff structure, cadre and qualification for various posts of all
National Institutes of Technology.
The members of the Committee are :
1. Prof S K Sarangi, Director, NIT Rourkela Convenor

2. Prof S S Gokhale, Director, NIT Nagpur Member
3. Prof Y V Rao, Director, NIT Warangal Member
4. Prof P K Banik, Director, NIT Silchar Member
Accordingly the Committee met on 21st August 2006 at NIT Rourkela. The available
personnel data from several IITs and NITs were studied at length and the Committee
arrived at the recommendations given in this report. The first report of August 2006 was
discussed by all NIT Directors meeting at NIT Jaipur on 10th February 2007. The
recommendations of the meeting have been incorporated in this report.
The committee considered the vast amount of accumulated experience in the twenty
NITs, as well as the IITs and Central universities. A few documents proved particularly
useful. Among them are :
(a) Reports on existing staff structures at NITs – Rourkela, Calicut, Surat, Bhopal,
Silchar, Agartala, Allahabad, Hamirpur, Srinagar, Raipur, Nagpur, Kurukshetra
(b) Staff structure at IIT, Kharagpur
(c) Report of the sub-committee of standing committee of IIT council (SCIC) on
career progression scheme for non-teaching personnel of IITs.
(d) Order of MHRD no. F.13-4/2005-TS-I, dated 22.02.2006 addressed to Directors of
IITs on “Introduction of a Modified Recruitment & Career Progression Scheme
(RCPS) for non-teaching employees in Group – B,C & D of all IITs”
(e) Minutes of the meeting of Directors of NITs held on 1.3.2006 under Chairmanship
of Secretary (S&HE) New Delhi.
The basic philosophy of non-teaching staff structure at NITs proposed in this document is
comparable, but not identical, to that of IITs as enumerated in reference (c) above. The
difference with the IIT system stems from the fact that the staff of IITs have been granted
somewhat enhanced pay scales over time in response to introduction of superior
professional standards, while most NITs follow respective state the Government norms.
In view of the changed environment, we have attempted to retain the Government pay
scales while adopting IIT like professional standards for new entrants. It is, however,
recommended that NITs also adopt the IIT pay scales wherever possible.
Other key features of these recommendations are the following :
(a) In line with the practice followed in IITs, we recommend a promotion policy based
on individual merit and performance, instead of vacancy based promotion. There
shall be no concept of seniority and mere accumulation of time without
proportionate increase of abilities will not fetch any reward to an employee.
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(b) Institutes need personnel with different qualifications, skills and abilities. Specific
combinations of these three attributes are expressed in terms of “cadres”. Number
of positions in each cadre is determined a priori considering the perceived needs
of the institutes. While experience and performance ensure vertical movement of
an employee within a cadre, entry into a fresh cadre is strictly through open
selection based on merit.
(c) Most NITs have a large number of designations for their staff, particularly in Group
C and D posts. Many of these designations have lost relevance, and in many
cases the work load is too low. In this report the variety of posts have been
reduced significantly. It is expected that with uniformity of designations, lateral
mobility will improve and re-training of staff will be easier.
(d) Many existing employees of NITs do not meet the academic and professional
standards recommended by the committee because of the recruitment and
promotion policies adopted by the erstwhile RECs. In case of Group C and D
positions such employees should be permitted to retain their (rationalized)
designations and present pay scales, promotions being linked to performance. In
case of Group A & B officers, however, we recommend review of qualification and
performance for fixing both designation and pay scale in the rationalized system.
In no case, there shall be a reduction in pay drawn by an employee.
2.1 As per the recommendation of ERC and subsequent order of Finance Ministry and
the ratio of teaching to non-teaching staff strength should be 1:1.5. Keeping this
recommendation in view, the Committee studied the non-teaching staff necessary
to support the various undergraduate, postgraduate and research programmes
offered by NITs. It was concluded that the sanctioned student: teacher ratio shall
be maintained around 12:1 as directed by the Government. The non-teaching
staff strength shall be between 150% and 200% of that of the teaching staff. The
total strength of officers in administration, technical, sports, library etc is proposed
to be 10% of the faculty strength.
The “Sanctioned Student Strength” shall include students admitted to B Tech, M
Tech, MCA, MSc, M Tech (R), MBA, Ph.D and other full time programmes running
in the institute. The number of Ph.D and M Tech (R) students should be put equal
to the number of faculty members for the purpose of computing the non teaching
staff requirement. Both regular and fulltime sponsored students will be counted.
Part time and non-residential students will not be included while computing
student strength.
The distribution of non-teaching staff among the 3 cadres is recommended to be

as follows:
i) Technical (Laboratories, Library & Services) 60%
ii) Ministerial 25%
iii) Subordinate (Group D) 15%
Total 100%
Individual institutions may fix their sanctioned staff strength under the four
categories around these figures depending upon the availability of staff and local
need. In principle, Group D posts such as security, horticulture, guesthouse,
canteen, cleaning, building maintenance etc should be outsourced in phases.
Many institutions employ a large number of peons, bearers and attendants for
moving files from desk to desk, and for cleaning instruments and placing them in
almirahs. We make no provision for such staff. Senior employees should handle
their own files and instruments. Every institute should operate an internal mail
delivery system for movement of files and papers. Dedicated peons should not be
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provided to departments and hostels. They may, however, continue in sections of
Registry and other offices, where there is large volume of file movement.
Institutes with very low or very high student strength may deviate from the above
general guideline. Institutes with low student strength will need more than
proportionate number of officers and Group D staff at the cost of other technical
and ministerial staff.
Based on the above reasoning, we recommend the following staff structure for
institutes of different size.
Table 1 : Non teaching staff strength for institutions of different sizes for staff-
to-faculty ratio of 1.5
Non Teaching Supporting Staff (150 % of faculty)

Student Faculty Total
Officers
Strength Strength Technical Ministerial Subordinate (Staff+Officers)
(10% of faculty)
(60 %) (25 %) (15 %)
< 1500 125 13 112 49 26 200
1800 150 15 135 58 32 240
2400 200 20 180 76 44 320
3000 250 25 225 94 56 400
3600 300 30 270 112 68 480
4200 350 35 315 130 80 560
4800 400 40 360 148 92 640
5400 450 45 405 166 104 720
6000 500 50 450 184 116 800
Table 1 gives only a general guideline. Instead of being a continuous function of

student strength, we have given a stepwise scheme for ease of calculation,
approval and implementation. The figures can be locally adjusted among different
sections of non teaching staff. Every attempt must be made to maintain the
numbers well below the maximum recommended. If the approved staff to faculty
ratio is different from 1.6 (1.5 + 0.1 for officers), columns 4 to 7 shall be adjusted
accordingly. As an alternative example, we have given Table 1A below which
gives the alternative distribution for non faculty to faculty ratio of 1.1. The
committee is uncomfortable with such low staff to faculty ratio, because we feel
that institutes do not have the level of automation and staff training necessary to
operate with such small staff strength.
Table 1A : Example of alternative Non teaching Staff distribution for non faculty to
faculty ratio of 1.1.
Non Teaching Supporting Staff (100 % of faculty)

Student Faculty Total
Officers
Strength Strength Technical Ministerial Subordinate (Staff+Officers)
(10% of faculty)
(60 %) (25 %) (15 %)
< 1500 125 13 75 32 18 138
1800 150 15 90 37 23 165
2400 200 20 120 50 30 220
3000 250 25 150 62 38 275
3600 300 30 180 75 45 330
4200 350 35 210 87 53 385
4800 400 40 240 100 60 440
5400 450 45 270 112 68 495
6000 500 50 300 125 75 550
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Among the technical and ministerial staff there will be 2 cadres each: one higher
cadre starting with the scale 5500 – 175 – 9000, and a lower cadre starting with
the scale 3200 – 85 – 4900 pm. The distribution of staff among the 2 cadres shall
be approximately as follows :
Ministerial posts : Higher cadre - 25%

Lower cadre - 75%
Technical posts : Higher cadre - 50%
Lower cadre - 50%
Each cadre shall have 3 positions or designations. All employees of a single
cadre, irrespective of the designation, will have the same status and do the same
function. For example, a Junior Assistant will not report to a Senior Assistant; both
will report to Superintendent.
Ministerial positions of the lower cadre shall be normally transferable between
departments and sections. Posts of the higher ministerial cadre will be transferred
sparingly to promote specialization and achievement of excellence. Technical
posts will not be routinely transferable; but transfer may be done to ensure
optimum utilization of human resource available to an Institute.
There shall be flexibility in allocation of posts between departments and sections,
depending on need, available manpower and expected retirement etc. While a
general guideline may be maintained for distribution of positions among
departments, the numbers may be changed by the administration.
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2.2 Organisational Structure
Figure 1 : Organisational Structure of NIT Staff
Board of Governors
Director
Registrar Faculty
Heads of Chairmen of Deans

Depts / Committees
Centres with status
of HOD
Deputy & Asst. Registrars
Establis Accoun Academic Purcha Sponsored

hment ts (incl se Research, Office Assistant Officers / Engineers
exams) Cont. Edn
Technical Assistants
Faculty / Laboratories
Senior Superintendent Mechanics / Work
of Accounts Assistants
Technical Assistants Attendants / Caretakers
Technicians
Groups
Lab Assistants
Superintendents / Accountants
Attendants / Caretakers
Pay Purcha Works PF Budget

Bill se Bills Bills
Sr. Assistant / Jr. Assistants
Office Attendants / Caretakers
Note : Within a cadre, seniority in terms of position (Sr. Asst vs Jr. Asst or Sr. Technician
vs Technician) or number of increments drawn by an employee will not mean any
supervisory control. For example, a senior Technician will not supervise a Jr.
Technician. Both will report to an officer, a faculty member of a staff member of a
higher cadre, e.g., Technical Assistant.
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3.1 Definition :
The term “Officer” shall mean all personnel holding posts in cadres with entry level
salary scale of Rs.8000-275-13,500/- or higher. Employees holding positions
(technical or ministerial) with salaries in the same scale, but under promotional
posts, will not be called “Officers”. [Examples: Office Superintendent, Senior
Technical Assistant with promotion].
Often a question is asked in the institute if “officers” or “managers” constitute a

“separate job function” or they are simple extensions of technician or clerical
service. In an Institute where the number of sanctioned posts are few, and every
officer handles massive responsibility, the job demands wide knowledge, lateral
thinking, quick understanding, capacity to manage change, power to communicate
and an empathetic and broad outlook. It is an absolutely distinct job function, and
a long clerical or technician experience can, in fact, be an obstruction to
performance.
The distribution of Officers among different job functions is recommended to be as

given in Table 2. Individual Institutes will distribute these positions among the
various categories according to their own need and priority.
All officers will be selected on open competition basis through national

advertisement. There shall be no reservation of posts nor any special
preference for employees of the Institute serving in non-executive cadres,
nor there shall be any bar on existing institute staff from competing for
these posts. The institutes shall make conscious effort to give wide
advertisement to achieve an all-India composition of the officer cadre.
Table 2: Distribution of total number of officers among different jobs

(Total officers strength = 10% of faculty strength)
Officers
Student Faculty
Strength Strength Total Technical
Administrative Library Engineering SAS Medical security
Strength Scientific
< 1500 125 13 5 2 3 2 1 0 0
1800 150 15 6 2 3 2 1 1 0
2400 200 20 7 3 3 2 2 2 1
3000 250 25 7 4 4 4 2 2 1
3600 300 30 8 5 5 6 3 2 1
4200 350 35 9 5 8 7 3 2 1
4800 400 40 9 5 11 7 4 2 2
5400 450 45 10 6 12 8 4 3 2
6000 500 50 10 8 14 8 5 3 2
Table 2 is only a guideline. The BOG of an institute may deviate depending on the
need.
3.2 Cadre Structure :

The Committee recommends a reasonably flexible structure for Officers and staff
within the allocated number. Entry can be at any level, and promotions will depend
on the accumulated experience of each individual officer. For example, when the
total number of administrative officers is recommended to be (say) 8, we do not
prescribe how many will be Assistant Registrars and how many Deputy
Registrars. The details of various categories of officers will be as follows;
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(a) Administration:
The post of Registrar is a statutory requirement. In addition, there will be
two other posts: Deputy Registrar, and Assistant Registrar. The
qualifications, experience and salary will be same as those in IITs and
Universities.
Registrar : Rs.16,400 - Rs.22,400/- per month

Deputy Registrar : Rs.12,000 - 18300/- per month
Assistant Registrar : Rs. 8000 -13500/- per month
In an ideal situation, if it is recommended to have 3 Deputy Registrars in (i)

Finance & Accounts, (ii) Academic & (iii) Administration. The distribution
of remaining 4 Officers may be in the rank of Assistant Registrar with
functions like establishment, internal audit, purchase and works, academic,
accounts and sponsored research.
For the post of Assistant Registrar, there shall be no requirement of

experience, so that bright individuals can be recruited fresh from
universities. The entry qualification should be First class Masters degree in
Business Administration, Science, Commerce or Arts, or Bachelors degree
in Engineering. Higher positions will require the same qualification, but
correspondingly higher amounts of experience. Recruitment shall be at any
level, but preferably at the level of Assistant Registrar.
In addition to the three regular posts, the institute may recruit officers with
designation of “Administrative Officer” on contact with a consolidated pay
commensurate with a candidate’s qualification and experience, against a
sanctioned posts. An individual will not hold a contract position beyond
three years.
(b) Library :
One qualified librarian, who will be assisted by two or three
Deputy/Assistant Librarians, will head the library. Qualification, experience,
salary and promotional avenues will be as per IIT/UGC/ AICTE norms for
universities. The salary scales will be :
Librarian : Rs. 16,400 - 22400/-
Deputy Librarian : Rs. 12,000 - 18,300/-
Assistant Librarian : Rs. 8000 - 13,500/-
In addition to the posts of librarians, an institute may recruit

“Documentation Officers” on contract basis against sanctioned posts of
Deputy/Assistant Librarian with a consolidated compensation
commensurate with a candidate’s qualification and experience. Such
contract appointment cannot exceed 3 years in a person’s career.
(c) Student Activity & Sports (SAS) :

It is recommended that each NIT appoints Student Activity and Sports
(SAS) Officers, typically one for 1000-1500 students. They will guide
students on all extra academic activities, administer day to day training,
organize events on all sports, technical and cultural (music, drama,
painting, photography) activities. The entry qualifications should be
Master’s degree in Physical Education or Arts / Science / Commerce or
Bachelor’s degree in Engineering with a strong background and proven
record in sports and/or cultural activities. The following positions are
recommended :
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Chief SAS Officer : Rs. 14,000 – 20,350/-
Principal SAS Officer (SG) : Rs. 12,000 – 18,300/-
Senior SAS Officer : Rs. 10,000 – 15,200/-
SAS Officer : Rs. 8000 – 13,500/-
In addition, the institutes may recruit PTIs or SAS assistants in a cadre

carrying pay scales 5500 - 9000, 6500 - 10500 and 7500 – 12000.
(d) Technical :
Technical services include computing services, workshops and

maintenance of major equipment. The technical services need System
Analysts, Network Administrators and Scientific Officers who will remain in
charge of computer centres and very advanced and expensive research
equipment. They may also help in specialized activities such as e-learning.
Such posts are necessary for taking the institute forward. The
qualifications and salaries will be at par with the best institutes of the
country. The scale shall be :
Chief Scientific /Technical Officer / Rs.16,400- 22,400/-

Chief System Administrator:
Principal Scientific /Technical Officer / Rs.14,000- 20,350/-
Principal System Administrator
Senior Scientific /Technical Officer: / Rs.12,000- 18,300/-
Senior System Administrator
Scientific/Technical Officer / Rs. 8,000- 13,500/-
System Administrator
Apart from Scientific/Technical Officers, designation of Research/

Maintenance Engineer may be used. All designations may be used
interchangeably and may not be cited as reason for not doing an
alternative job.
(e) Engineering Services :

For maintenance of academic buildings, hostels and staff quarters and for
new constructions, the services of both civil and electrical engineers will be
essential. So it is recommended that one Superintending or Executive
Engineer will head the Engineering Services wing. He will be assisted by
more officers in the rank of Executive Engineer, Executive Engineer or
Engineer. In addition, there will be a few Assistant Engineers and Junior
Engineers to take care of day to day matters.
(f) Medical:
In view of the requirements of providing health services to teaching and
non-teaching staff, officers and students, it is recommended that minimum
two medical officers will be appointed for outdoor duty. In addition, NITs
having indoor medical facilities may recruit up to two more medical officers.
(g) Security and other services:
There will be a Security Officer to manage the security services of the
Institute. He may be assisted by one Asst. Security Officer. There may
also be engineering or administrative officers for management of cleaning
services, lawns and gardens and maintenance of class rooms, furniture,
guest houses and the hostels.
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3.3 Cadre Structure (Cadre, Designations, Pay scales and Numbers)
Pay structure, qualification & experience at of Group A and Group B officers
Sl. Post (Entry level) Pay Scale and Job Function Qualification and Experience as per
No. existing norms
1. Registrar Rs. 16400-500-22400/- First class Postgraduate degree in
Business Administration, Science,
Commerce, or Arts or First Class
Bachelor’s degree in Engineering with
Overall supervision of excellent academic record. At least 15
administrative system such years administrative experience in a
as academic, finance and major educational or R & D institution,
accounts, requirement, public sector undertaking, Government
establishment, procurement, or industry, out of which at least 5
security etc. [Does not years should be at the level of Dy
include academic Registrar (Rs 12000-375-18000/-) or
departments, Estate equivalent.
Maintenance, construction, Desirable: Degree in Management/Law
Library, Medical, computer and ability to supervise computerized
centre etc] administration with innovative
approach; Knowledge of financial
Any other function assigned management and accounting
by Director practices.
Age : Below 55 years
2. Deputy Registrar Rs. 12000-375-18300/- A first class master’s degree in

Business Administration, Science,
Commerce, Arts or First class
. excellent Academic record. At least 10
years of Administrative experience in
major educational or R& D Institution,
Public Sector undertaking, Bank, Govt.
Supervision of specific or Industry is essential, out of which at
administrative section and least 5 years should be at the level of
other functions assigned by Assistant Registrar (Rs. 8000-275-
Director/Registrar. 13500/-) or equivalent. A Chartered or
cost account’s degree or diploma is
highly desirable for the post of Dy
Registrar (F & A) or Dy Registrar
(Internal Audit).
Desirable: Degree in Management/Law
and ability to supervise computerized
administration with innovative
approach; Knowledge of financial
management and accounting
practices.. Age: Below 45 years
3. Assistant Registrar Rs. 8000-275-13500/- A first class masters degree in

Business Administration, Arts, Science
or Commerce or a first class
excellent Academic record. A
Chartered or cost account’s degree or
diploma is highly desirable for the post
Supervision of specific of Asst. Registrar (F & A) or Asst.
administrative section and Registrar (Internal Audit).
other functions assigned by
Director/Registrar Desirable: Degree in Management or
Law and ability to supervise
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computerized administration with
innovative approach; Knowledge of
financial management and accounting
practices. 5 years Administrative
experience in a major educational or
R& D Institution, Public Sector
undertaking, Bank, Govt. or Industry,
4. Librarian Rs. 16400-500-22400/- Post graduate degree in Library

Science/Information science/
Documentation with at least 60%
marks or equivalent grade and a
consistently good academic record.
One year specialization in the area of
information technology/Archives and
Overall supervision and Manuscript keeping/Database
improvement of Library. management system. At least 15
Any other function years’ experience in library
assigned by Director. administration out of which at least 8
years should be at the level of Deputy
librarian in a University Library.
Evidence of innovative library service
and organization of published work.
Desirable: M.Phil/Ph.D. in Library
Science/ Information Science/
Documentation/ Archives and
Manuscript keeping.
5. Deputy Librarian Rs. 12000-375-18300/- Post Graduate degree in Library
Science / Information Science /
One-year specialization in the area of
Information technology/Archives and
Administration of assigned Manuscript keeping or Master’s degree
section of Library or any in an area of thrust in the Institution. At
other duty assigned by least 10 years’ experience in library
Director / Librarian. administration, out of which at least 5
years should be at the level of
Assistant Librarian in a University
Library or equivalent. Evidence of
innovative library service and
organization of published work.
Documentation / Archives and
Manuscript keeping.
6. Assistant Librarian Rs. 8000-275-13500/- Post Graduate degree in Library

Science / Information Science /
One-year specialization in the area of
Information technology/Archives and
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Administration of assigned Manuscript keeping or Master’s degree
section of Library or any in an area of thrust in the Institution.
other duty assigned by
Director / Librarian
Documentation / Archives and
Manuscript keeping.
7. Chief Scientific Officer/ Rs.16,400-500-22400/- Ph. D. with 1st class or equivalent at B.

Chief Research Tech./M. Sc. level in the appropriate
Engineer / Chief branch with excellent academic record
System Administrator throughout and a minimum of 15 years
of industrial or research experience of
which at least 8 years should be at the
level of Sr. Scientific Officer/Senior
Research Engineer or higher.
8. Principal Scientific Rs. 14300-400-18300/- Ph.D. with 1st class or equivalent at

Officer/ Principal B.Tech/M.Sc. level in the appropriate
Research Engineer / branch with excellent academic record
Principal System throughout and a minimum of 10 years
Administrator of industrial or research experience of
level of Sr. Scientific Officer/ Sr.
Research Engineer or equivalent.
9. Sr. Scientific Officer / Rs. 12000-375-18000/- Ph.D. with 1st class or equivalent at
Sr. Research Engineer B.Tech/M.Sc level in the appropriate
/ Senior system branch with excellent academic record
Administrator throughout and at least 5 years of
industrial or research experience in the
relevant area OR M.Tech with 1st class
or equivalent at B.Tech/M.Sc level in
the appropriate branch with excellent
academic record throughout and at
least 10 years industrial or research
experience in the relevant area, out of
level of Scientific Officer Gr II or above.

10. Scientific Officer, Gr. I Rs. 10000-325-15200/- Ph.D. degree in any branch of
/Research Engineer, Engineering or Science with First class
Gr. I / System at BTech or MSc level OR M.Tech with
Administrator Gr I 5 years of experience in the relevant
field.

11. Scientific Officer, Gr. II Rs. 8000-275-13500/- B.Tech. or M.Sc. in appropriate branch
/Research Engineer, with First class (or 6.5 CGPA) OR
Gr. II / System Diploma Engineering or B.Sc. with at
Administrator Gr II least 10 years of experience at the
level of Senior Technical Assistant in
the Institute.
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Age : Below 32 years for B Tech/ MSc
and below 45 years for diploma, B. Sc.
12. Chief SAS Officer Rs.14,000-375-20350/- Master’s degree in Physical Education
or in any branch of science or arts, or a
bachelors degree in Engineering with a
strong background and proven record
in sports or cultural activities, and at
To organise sports and least 20 years of experience in a
other student activities and college, university, sports, film or
assist faculty in charge of cultural environment. A Ph. D. degree
Extra Academic Activities. shall count as 5 years of experience.
Any other duty assigned by The candidates should have
Director, Dean (Academic consistently good performance
Affairs) or Dean (Student appraisal reports. Evidence of
Affairs) organizing competitions and
conducting camps and supervising
major student events. Evidence of
having produced good performance
teams / athletes / artists / dramatists
for competitions like state / national /
inter-university / inter NIT competitions.
Age : Below 50 years.
13. SAS Officer Principal Rs.12,000-375-18300/- Master’s degree in Physical Education

least 15 years of experience in a
To organise sports and college, university, sports, film or
other student activities cultural environment. A Ph. D. degree
and assist faculty in shall count as 5 years of experience.
charge of Extra Academic The candidates should have
Activities. Any other duty consistently good performance
assigned by Director, appraisal reports. Evidence of
Dean (Academic Affairs) organizing competitions and
or Dean (Student Affairs) conducting camps and supervising
14. Senior SAS Officer Rs. 10000-325-15200/- Master’s degree in Physical Education
To organize sports and least 10 years of experience in a
other student activities college, university, sports, film or
and assist faculty in cultural environment. A Ph. D. degree
charge of Extra Academic shall count as 5 years of experience.
Activities. Any other duty The candidates should have
assigned by Director, consistently good performance
Dean (Academic Affairs) appraisal reports. Evidence of
or Dean (Student Affairs) organizing competitions and
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conducting camps and supervising
15. SAS Officer Rs. 8000-275-13500/- Master’s degree in Physical Education

least 5 years of experience in a
college, university, sports, film or
cultural environment. A Ph. D. degree
To organize sports and shall count as 5 years of experience.
other student activities The candidates should have
and assist faculty in consistently good performance
charge of Extra Academic appraisal reports. Record of having
Activities. Any other duty represented the university / college at
assigned by Director, the inter-university / inter-collegiate
Dean (Academic Affairs) competitions or the State in national
or Dean (Student Affairs) championships. Passed the physical
fitness test, qualified in the national
test conducted for the purpose by the
UGC or similar agency.
16. Superintending Rs. 14300-400-18300/- First class B.E./ B.Tech. degree in Civil
Engineer or Electrical Engineering, with a
minimum total experience of 15 years
out of which at least 5 years should
have been as Executive Engineer or
Resident-Engineer-in-Charge in
Government or reputed private
organizations.
17. Executive Engineer Rs. 12000-375-15200 First class B.E./ B.Tech degree in
Electrical/ Civil Engineering with at
least 8 years’ experience in a
Government or reputed private
organization. Experience in high
tension and low tension lines, electrical
maintenance planning for Engineer
(Electrical) or Civil Engineering,
Designing and Estimation,
Construction Management, Civil
Maintenance for Engineer (Civil).
18. Engineer Rs. 8000-275-13500/- First class B.E./ B.Tech degree in

Electrical/ Civil Engineering.
Candidates with Diploma in
Engineering and a truly superior
academic and service record may be
13
considered with 15 years of
experience. Experience in high tension
and low-tension lines, electrical
maintenance planning for Engineer
(Electrical) or Civil Engineering,
Designing and Estimation,
Construction Management, Civil
Maintenance for Engineer (Civil) is
essential.
Age : Below 32 years for Degree and
40 years for Diploma engineers.
19. Chief Medical Officer Rs. 12000-375-18300/- MD in General Medicine/ Cardiology/
Plus NPA benefit @ 25% Pediatrics with at least 10 years’
of basic pay experience in a reputed hospital in
Government, PSU or Private Sector.
Candidate should have 60% marks in
MBBS degree recognized by the
Medical Council of India.
24. Senior Medical Officer Rs. 10000-325-15200/- MD in General Medicine/ Cardiology/

Plus NPA benefit @ 25% Pediatrics with at least 10 years’
of basic pay experience in a reputed hospital in
Government, PSU or Private Sector.
Candidate should have 60% marks in
MBBS degree recognized by the
Medical Council of India.

25. Medical Officer Rs. 8000-275-13500/- MBBS with a minimum of 60% marks
plus NPA benefit @ 25% or equivalent from a recognized
of basic pay University. Preference will be given to
candidates having post graduate
degree in General Medicine/
Cardiology/ Surgery/ Pediatrics/
Gynecology. 3 years’ experience in a
reputed hospital in Government/ PSU/
Private Sector is desirable.
26. Chief Security Officer Rs. 12000-375-18300 Bachelor’s degree with at least 5 years’
experience in the capacity of major or
equivalent rank in defence/ police
organization. Should be well versed
with Security rules and procedures to
deal with Police and General Public.
Knowledge of fire fighting is desirable.
The requirement of Bachelor’s degree
will not be insisted as in the case of
candidates who joined Armed Forces
through NDA.

27. Sr. Security Officer Rs. 10000-325-15200/- Graduate in any discipline with 10
years of experience in supervisory
capacity in Police or large Security
14
Organizations. Should have Military or
NCC experience and Fire Fighting
Training. Should be able to ride Motor
Cycle and handle fire arms. Should
have sound health and active habits.

28. Security Officer Rs. 8000-275-135500/- Graduate in any discipline preferably
with 3 years of experience in
supervisory capacity in Police or a
large Security Organization. Should
have Military or NCC experience and
Fire Fighting Training. Should be able
to handle fire arms and should have
sound health and active habits.
3.4 Promotional Avenues of Officers
In order to draw on the administrative and technical expertise gained in other

reputed organizations and to replenish officers leaving NITs, officers can be
appointed at any level through open competition. There shall be no preference to
existing officers or other staff. The age limit however can be relaxed for internal
candidates up to 40 years for general and up to 45 years for SC/ST candidates.
If scientific officers stagnate in any positions due to lack of vacancies in higher

positions, they may be given personal promotion as an anti-stagnation measure.
The minimum duration of service in any position to be considered as stagnation
shall be 8 years. The lower period is chosen because the positions are closely
spaced compared to those of faculty and other officers such as those in Registry
and Library. It should be noted that 8 years is the necessary service period
required for consideration, and not a sufficient condition. Only candidates with a
truly superior track record should be promoted in 8 years, the average officer
taking longer depending on his performance record. The selection process for
personal promotion will be identical to that for recruitment of fresh candidates.
For personal promotion in case of other officers such as Registrars, Librarians, the
Government ACP should be applicable. Promotions shall give both higher pay and
higher designation but the job responsibilities shall remain unchanged. There shall
be no promotion to the rank of single position designations such as Registrar,
Librarian, Superintending Engineer, Chief Medical Officer, Chief Security Officer,
System Manager etc.
!
Many Institutes have regular officers appointed under old REC rules, in most cases by
promotion from ministerial cadres, who do not meet the academic and professional
standards stated in this report. Some Institutes have appointed officers on contract who,
prima facie, meet these standards, but do not hold regular posts. The Committee has the
following recommendation in their case.
Every such officer in a regular position will be assessed by a properly constituted

Selection Committee. The Selection Committee should have the same composition as
required for recruitment of fresh officers. If an officer is found suitable for the post, he may
be offered the post under the new pay scale. For officers in regular pay scale, Pay
fixation will be at the present level of pay drawn (not at the number of increments drawn
in the old scale) or the bottom of the new scale whichever is higher. If the incumbent is
not found suitable for the scale, he may be permitted retain his designation at a mutually
15
agreed lower pay scale. In case of total disagreement the employee may be permitted to
leave the Institute with severance benefits as per NIT act.
The pay of existing staff or of new candidates has to be fixed by the selection committee
taking into consideration the candidate’s qualification and experience. Where the present
pay drawn does not match with one of the stages of the new scale, the corresponding
higher stage in the new scale may be given.
Contractual officers need to apply afresh against open advertisement and compete
against fresh outside candidates. If not found suitable for the advertised scale, the
selection committee may offer a lower scale, if no other candidate is found to be superior.
If the serving officer is not found suitable, the Committee may recommend one of the
following alternatives.
(i) Hold the designation with the old pay till retirement (in case of regular officers),
(ii) Accept a lower post in the new scale (in case of contractual employees),
(iii) Offer a fresh contract on mutually agreed terms, or
(iv) Terminate the service. (in case of officers on contract).
(v) Redesignate as “Officer on Special Duty” with present pay and re-defined job
function.
"
5.1. Cadre Structure (Cadre, Designations, pay scales and numbers)
Presently most NITs have a huge number of designations under group C and D
cadres, the job functions of the posts differing from each other only slightly. The
Committee recommends that the large number of designations should be mapped
only to a few designations. The mapping will be done keeping in view the pay scale,
entry qualifications and job functions.
The basic principles of the rationalization of the cadre structure are the following :
There shall be a small number of cadres, each cadre having 3 designations. The job
function for each designation in a single cadre will be the same, the higher pay being
justified by the higher efficiency earned through experience. The entire staff is divided
into 3 categories (technical, ministerial and subordinate), each category covering only
a few job functions. Each job shall have two cadres: a lower cadre and a higher cadre.
The following are the details:
Category1: Technical staff:
- Lower Cadre: Technician (3200-85-4900), Senior Technician (4000-100-6000)
Technician (Selection Grade) (5000-150-8000).
Laboratory Assistant (3200-85-4900), Senior Laboratory Assistant
(4000-100-6000) Laboratory Assistant (Selection Grade), (5000-
150-8000),
Work Assistant (3200-85-4900), Senior Work Assistant (4000-100-
6000) Work Assistant (Selection Grade), (5000-150-8000),
- Higher Cadre: Technical Assistant/ Junior Maintenance Engineer (5500-175-
9000), Senior Technical Assistant / Assistant Maintenance
Engineer (6500-200-10,500), Technical Assistant (SG) / (7500-
225-12000) / Maintenance Engineer (SG)
Category 2A: Ministerial staff

- Lower Cadre: Junior Assistant (3200-85-4900), Senior Assistant (4000-100-
6000), Assistant (SG) ( 5000-150-8000)
16
- Higher Cadre: Superintendent/Accountant (5500-175-9000),
Senior Superintendent (6500-200-10,500),
Superintendent (SG) (7500-225-12000)
Category 2B: Stenographer

- Lower Cadre: Stenographer (4000-100-6000), Senior Stenographer (5000-150-
8000), Stenographer (SG) (5500-175-9000)
- Higher Cadre: Secretary Gr.II (5500-175-9000), Secretary Gr.I, (6500-200-

10,500), Secretary (SG) (7500-225-12000)
Category 3 Miscellaneous
- Drivers: Driver Gr.II (3050-4590), Driver Gr.I, (4000-100-6000)
Driver (SG) ( 5000-150-8000)
Ex-cadre posts such as Pharmacist, Nurse, School Teacher etc are similar in nature
to those under the Government. Their recommended scales are identical to the same
posts under the Government.
5.2: Designation, pay structure and qualifications for non- teaching posts
(Group B, C and D)
I. Entry Level Group D Posts
Sl. Post (Entry Pay scale Qualification and Experience as per

No. level) existing norms
1. Unskilled Worker Rs. 2550-55- VIII th standard pass with preferably one
2660-60-3200/- year of relevant experience [All group D
personnel without Matric certificate will
start from this grade. [No new
appointment will be made under this
category.]
2. Security Guard/ Rs. 2650-65- X th standard pass with one year of
Attendant 3300-70-4000/- relevant experience.
Gr.II/Mali
For Security Guard positions Preference
will be given to persons having training in
Army or Para military Services &
possessing a valid Arms License. All
group D personnel with Matric pass will
start from this grade.
Age : up to 25 years with 5 years
relaxation for existing Government
employees and SC/ST candidates.
II Promotional Scales in Group D
Starting Scale First Promotion Second Promotion

(Selection Grade)
Unskilled Worker Security Guard / Attendant Senior Security Guard /
Gr.II/ Mali Attendant Gr.I /
Senior Mali
Rs. 2550-55-2660-60- Rs. 2650-65-3300-70-4000/-
3200/- Rs.2750-70-3800-75-4400/-
Security Guard / Senior Security Guard / Security Guard (SG) /
Attendant Gr.II/ Mali Attendant Gr.I / Senior Mali Attendant (SG) / Mali (SG)
17
Rs. 2650-65-3300-70- Rs.2750-70-3800-75-4400/- Rs.3050-75-3950-80-4590/-
4000/-
III Entry Level Group C Posts (Lower cadres)
Sl. Post (Entry Pay Scale Qualification and Experience

No. level)
1. Junior Assistant Rs.3200-85- Bachelors Degree with a minimum Typing
4900/- speed of 40 w.p.m. and proficiency in
Computer Word Processing.
Age : up to 28 years with 5 years relaxation for
Government employees and SC/ST candidates
2. Stenographer Rs.4000-100- Bachelor Degree with minimum speed in short
6000/- hand 80 wpm and minimum typing speed of 40
wpm. Proficiency in Computer/Word
Processing with advanced skills is essential.
3. Technician or Rs.3200-85- Diploma in Engineering of 3 years duration in
Work Assistant 4900/- appropriate field OR B.Sc. Degree in
appropriate field OR Senior Secondary (10+2)
and ITI Course of 12 months duration in
appropriate trade OR Matric with at least 50%
marks + ITI Certificate of 12 months duration in
appropriate trade . The duty of a Technician
will not be limited to any particular trade, but
will cover all trades necessary in the
laboratory/shop he is attached to.
Age : upto 28 years with 5 years relaxation for
Government employees and SC/ST
candidates.
4. Laboratory Rs.3200-85- Diploma in Engineering of 3 years duration of

Assistant 4900/- appropriate field / B.Sc. Degree in appropriate
field. Age : upto 28 years with 5 years
relaxation for Government employees and
SC/ST candidates.
5. Driver Gr. II Rs.3050-75- Matric with license for both heavy and light
(Appointment of 3950-80-4590/- duty vehicles with 4 years of driving and
Drivers is maintenance experience.
discouraged) Desirable : ITI certificate in Fitting or
automobile trade.
IV List of Posts available to Group ‘C’ staff on promotion
Post at time of (Salary scale) First Promotion Second

entry Promotion
Post on Payscale (Selection
promotion Grade)
Payscale
Junior Assistant Rs. 3200-85- Senior Assistant 4000-100- 5000-150-
4900/- 6000/- 8000/-
Stenographer Rs. 4000-100- Senior 5000-150- 5500-175-
6000/- Stenographer 8000/- 9000/-
18
Technician Rs. 3200-85- Senior Technician 4000-100- 5000-150-
4900/- 6000/- 8000/-
Laboratory Rs. 3200-85- Senior Lab. 4000-100- 5000-150-
Assistant 4900/- Assistant 6000/- 8000/-
Work Assistant Rs. 3200-85- Senior Work 4000-100- 5000-150-
4900/- Assistant 6000/- 8000/-
Driver Gr.II Rs. 3050-75- Driver Gr.I 4000-100- 5000-150-
3950-80-4590/- 6000/- 8000/-
V Entry Level Senior Group C Posts (Higher cadres) [ Become Group B posts on
promotion]
Higher cadre posts will have supervisory responsibilities in addition to normal work.
Sl. Post (Entry level) Pay scale Qualification and Experience

No.
1. Superintendent / Rs. 5500- First class Bachelor Degree with 2 years
Accountant 175-9000/- experience in office management. For the
post of Accountant, a B.Com.(Hons.)
degree is essential. [Accountancy as a
special subject, or a Chartered or Cost
Account’s Degree or Diploma is desirable].
Knowledge of Computer/Word Processor is
essential. Knowledge of computer based
accounting system essential for accounts. A
Masters Degree will count as 2 years of
experience.
Age : upto 30 years with 5 years relaxation

for Government employees and SC/ST
candidates.
2. Secretary Gr.II Rs. 5500- Bachelor Degree with 2 years of experience
175-9000/- as Stenographer OR A Bachelor Degree
with professional Diploma/certificate in
Secretarial Practice. Minimum speed of 100
wpm in shorthand and 40 wpm in typing in
all cases. Proficiency in computer usage
and word processing with advanced skills is
essential. A Masters Degree will count as 2
years of experience.
Age : upto 30 years with 5 years relaxation

candidates
3. Technical Assistant Rs. 5500- Bachelor Degree in Science with First class
(Laboratory, 175-9000/- Honors OR First class Diploma in
Workshop, drafting, Engineering in appropriate field. A good
telephones, medical academic record is essential in all cases.
or engineering The requirement of First class can be
services, any other) / relaxed by 5% for candidates with Masters
Jr. Engineer degree in Science or Bachelors degree in
Engineering.
Age : up to 30 years with 5 years relaxation

candidates.
4. Library Information Rs. 5500- Bachelors Degree in Arts / Science /
Assistant 175-9000/- Commerce plus Bachelors Degree in
Library Science from a reputed institution. A
19
superior academic record is essential.

candidates.
5. Physical Training Rs. 5500- Bachelor Degree in Physical Education,
Instructor Gr.II / 175-9000/- Science or Arts preferably with 2 years of
Student Activity relevant experience in a reputed university,
Assistant, Gr II institute or comparable institution. Strong
involvement with proven track record with
sports, drama, music, films, painting,
photography, journalism or other student
activity. A Master’s degree will count as two
years of experience.
Age : Upto 30 years

6. Pharmacist Rs. 4500- Senior Secondary School (10+2) with 2
125-7000/- years Diploma in Pharmacy and
Registration from Pharmacy Council.

candidates
VI List of Posts available to Senior Group C staff on promotion

Post at time of (Salary First Promotion Second
entry scale) Promotion
Post on promotion Payscale (Selection
Grade)
Superintendent/ Rs. 5500- Senior Rs. 6500- Rs. 7500-
Accountant 175-9000/- Superintendent 200-10500/- 12000/-
(General/Accts
/Cash/ stores )
Secretary Gr.II Rs. 5500- Secretary Gr.I Rs. 6500- Rs. 7500-
175-9000/- 200-10500/- 12000/-
Technical Assistant Rs. 5500- Senior Technical Rs. 6500- Rs. 7500-
175-9000/- Assistant 200-10500/- 12000/-
Library and Rs. 5000- Senior Library and Rs. 6500- Rs. 7500-
Information 150-8000/- Information Assistant 200-10500/- 12000/-
Assistant
PTI Gr.II, SAA Gr. II Rs. 5500- PTI Gr.I / SAA Gr. I Rs. 6500- Rs. 7500-
175-9000/- 200-10500/- 12000/-
Pharmacist Rs. 4500- Senior Pharmacist Rs. 5500- Rs. 6500-
125-7000/- 175-9000/- 10500/-
VII Consolidated salaries for staff employed in Sponsored Projects and other
Contract Appointments
Sl. Designation Minimum Consolidated Qualifications

Pay
1. Scientific Officers [Pay + DA] converted to Same as for regular posts of the
/ Research consolidated Institute
Engineers remuneration
[Designation
same as those of
regular cadres]
20
2. Senior Project [Rs. 5500-9000/- + Same as that for Technical Assistant.
Assistant prevailing DA] converted To be selected on the basis of open
to consolidated advertisement over a wide area
remuneration around the country
3. Project Assistant [Rs. 4000-6000/- + Same as that for Technician, but with
prevailing DA] converted at least ten years of relevant
to consolidated experience. To be selected on basis
remuneration of open advertisement over a wide
area around the country
4. Jr. Project [Rs. 3200-4900/- + Same as that for Technician. To be
Assistant prevailing DA] converted selected on basis of open
to consolidated advertisement over a wide area
remuneration around the country
5. Job Assistants Rs. 3000-6000/- Graduate in Arts/Science/Commerce,
consolidated (No DA) Diploma in Engg. or Matric with ITI
certificate selected through local
advertisement.
There shall be no DA or increment in a project post or other contractual appointment.

There may be a provision for automatic revision of pay at the end of each year of service.
Depending on qualification and experience of a candidate and the funds available under
the project, a far higher salary can be given in project posts. The higher salary shall partly
compensate for the lack of job security. If and when a project staff member qualifies for a
regular position, the job security issue would not be applicable and thus the pay need not
be protected as a matter of routine.
# $ ! % &
6.1 On introduction of this rationalized system, all old designations will stand
abolished. Every employee will be given a new designation with its associated pay
scale and pay fixation. The mapping of the old system to the new one will be
based on the following principles.
(1) A post in the old system must be mapped to one in the new system with
comparable (i) pay scale (ii) job function and (iii) qualification requirement. If the 3
attributes do not match, preference should be given to comparable pay scale and
nature of job.
(2) The pay scale should be fixed at the nearest Central Government pay scale in the
same cadre. In case the existing pay scale falls in between two Central
Government scales, the Central Government scale for a post of comparable
qualification and length of service should be adopted.
(3) Pay fixation should be at the level of current pay drawn, not with equal number of
increments in the new scale. In case of mismatch with the Central Government
stages, the higher stage should be adopted, the date of next increment being
proportionately adjusted.
(4) Employees drawing personal pay at a scale higher than their normal entitlement
should be placed in a Central Government scale nearest to it in the same cadre. If
it is one step higher than the prescribed payscale, then he will be entitled to one
more promotion in his career. If it is higher by two or more steps, the employee
will not receive any more promotions.
(5) If the current pay of an employee is such that he is above the top of the scale
(including stagnation increments) his pay will be fixed at the top of the scale plus
three stagnation increments, the difference being shown as personal pay. The
personal pay will not qualify for superannuation benefits. There will be no more
increments or increase of personal pay.
21
(6) Every employee should be entitled to two promotions in his/her career. In some
Institutes, prevailing pay scales are much higher than corresponding Central
Government scales. If it so happens that the entry-level pay scale in a cadre of the
present system is equal to a promotional post of the same cadre in the Central
system, an employee will retain his pay scale, but will be deemed to have joined
with one initial promotion. He/She will be entitled to only one promotion in future.
A mapping table of old designations and pay scales to a new set for existing staff
of NIT Rourkela is given in Annexure-1.
6.2 In case of the ministerial posts, the NIT system will have two cadres : a higher
cadre starting with Superintendent and a lower cadre starting with Junior
Assistant. In some institutes there is only one cadre starting with Junior
Assistant/LDC and ending in Superintendent. The single cadre will be split into
two cadres : a lower cadre (starting with Rs. 3200-4900 scale) and a higher cadre
(starting with Rs. 5500-9000 scale). 25% of the proposed strength going to the
higher cadre, the rest (including surplus staff) remaining in the lower cadre.
Incumbents holding designation of Superintendent or Accountant or drawing a
scale of Rs. 5500-175-9000/- or higher will be placed in the higher cadre, the rest
being placed in lower cadre. The rest of the vacant posts (with respect to
proposed strength) will be filled by a formal selection process, the selection
committee being the same as that prescribed for new recruitment.
'
7.1 Recruitment and Promotion Policy
Recruitment to any cadre (except officers) will normally be made only at the entry
post. In exceptional cases, when a long experience is required for a specific job,
recruitment may be made at a higher post of the cadre. Initial increments may also
be given in case of meritorious candidates with long experience.
There shall be no fixed distribution of number of employees among the different

posts of a cadre. For example, in the cadre of ministerial staff, an institute may have
60 positions. The number of Junior or Senior Assistants will NOT be specified.
Persons will be recruited as Junior Assistants only and will get promoted to position
of Senior Assistant or Assistant (Selection Grade) at their own pace, without any
restriction on the number of employees in any particular level. Only the number of
posts in a cadre will be specified and employees will be promoted within the cadre
depending on their merit.
Ordinarily an employee will take 12 years to be assessed for a promotion. The

crucial date is 1st July of every year. All employees who have completed 12 years of
service by July 1 of a year will be assessed for promotion on the basis of
performance record, trade test and interview. If someone is not found suitable for
promotion, he will have to appear again after lapse of one year. It is expected that
most of the employees will qualify for promotion at the end of 12 years. Those who
fail will be assessed in the following year, and so on. In case assessment is deferred
for some reason, there shall be no retrospective appointment.
For employees with superior performance record, there will be a fast track
promotion scheme. Employees specially recommended for promotion under this
scheme will be assessed, and if found suitable can get a higher position earlier than
12 years. The minimum duration of work before assessment will be 10 years. [ 8
years for truly exceptional cases, not more than 5% of the promotions given in a
year]. Promotions given after 8 to 11 years of work will not exceed 25% of the
promotion given in a year. Employees with performance record above the 60
percentile level in any institute will be eligible for consideration. For promotion and
recruitment the “year” will mean the financial year.
22
The Head of Department /Office must submit a proposal enclosing tangible evidence
of superior performance record, e.g. experimental set ups or devices built, software
developed or customized, construction or maintenance activity substantially reducing
further breakdowns, or initiatives in office administration leading to significant time
saving. Such contribution must be on a sustained basis over the career of the
employee particularly during the previous five years and must be supported by
record of critical incidents. All proposals for fast track promotions should be
approved by a Cultural Committee headed by the Director (or his nominee) before
the candidates are assessed. Fast track promotions (less than 12 years in a
position) in an Institute should not exceed 25% of the promotions given during a
year. A promotion in 8 or 9 years will be rare, not exceeding 5% of the promotions
given in a year in any Institute.
Assessment for second promotion of an employee should be taken up after 12 years

of obtaining the first promotion (10 years under fast track, 8 years in case of
exceptional achievement), irrespective of the time taken for the first promotion. All
promotions should be based on a combination of annual assessment, written and/or
practical test and interview.
Employees in lower ministerial or technical cadres can compete for posts in the
higher cadres including the posts of officers when they acquire higher degrees.
There shall be no reservation or quota for internal candidates, nor there shall be any
concessions in trade test etc. The age limit shall be relaxed to 40 years (45 years for
SC/ST candidates) if the employee has put in at least four years of service in the
Institute..
For employees who hold a selection grade post for 12 years, a personal scale may
be given at next higher level after a proper selection procedure, the designation
remaining the same as before. This benefit will be given only to persons with
outstanding service record. Group A and B Officers may be given promotion as per
provisions of Section 3.4.
7.2 Assessment scheme for recruitment
Method of Selection for all non-teaching posts, including technical, ministerial and
subordinate posts, but excluding posts of Officers
Mode Trade Career Relevance of Interview Total

Test Experience (Personality,
and special skills Attitude,
confidence,
Communication
Marks 50 20 10 20 100
Experience measured in terms of number of years shall bear no extra credit, because any
long experience should reflect in performance in the trade test. Relevance of Experience
will not be measured in terms of number of years, but in terms of the quality (type of
institution and nature of job) and usefulness of the experience, which must be evaluated
by the selection committee.
Trade Test (50)

Trade test is compulsory for selection in all non-teaching posts of groups C and D. The
test may be in written or practical form or a combination of both. The evaluation will be
made by the Trade Test Committee appointed by the Director. The scores given by the
Trade Test Committee will be passed on to the Selection Committee along with corrected
answer scripts and practical jobs done (when feasible).
23
There is no fixed guideline on the distribution of marks between written and practical
components of a trade test. It is suggested that for lower cadre posts (e.g. Technician)
the practical component will be 30 marks and the written component 20. For higher cadre
posts (e.g. TA) it will be the reverse. All trade tests will be the level of lowest qualification
prescribed. For example, for Technicians it should be at ITI level, while for TA it should be
at the level of Diploma (Engg.)/B.Sc. level. The Committee, at its discretion, may conduct
both theory and practical components together, or to conduct the theory part first and limit
the practical part to candidates qualifying in the theory test.
Trade tests for Technicians should cover at least two skills, preferably three. Candidates
may be required to qualify in at least two trades and show some proficiency in the third.
Candidates securing less than 50% in trade test will be disqualified.
Career (20)
The candidates will get zero credit for satisfying minimum qualification specified in the
advertisement. They will get career points for additional qualification and superior
academic record. The following table gives the basis for awarding extra points.
Post Qualification Marks Total

Matric 1st Class 5
Class XII first Class 5
Technician (with ITI as Class X or XII above 70% 5 20
required qualification) (Maximum)
ITI 1st class or Diploma Engg. 1st 10
Class/B.Sc. 1st class
Technical Assistant Matric 1st Class 5
(Engg.) Class XII 1st class 5 20
with Diploma (Engg) Class X or XII above 70% 5 (Maximum)
as required Diploma 1st class / BTech 1st Class 10
qualification
Matric 1st Class 5
Technical Assistant Class XII 1st Class 5 20
(Science) BSc Hons 5 (Maximum)
1st Class Hons / MSc / Both 10
Matric 1st Class 5
Class XII 1st Class 5 20
Laboratory Assistant
BSc Hons 5 (Maximum)
1st Class Hons 10
Matric 1st Class 5
Class XII 1st class 5
Junior Assistant/ BA/BSc/BCom with Hons 5 20
1st Class Hons 5 (Maximum)
Superintendent / MBA 5
Accountant Computer Diploma (1 year of more) 5
Accounting (Except, when it is 5
mandatory qualification)
Matric 1st Class 5
Class XII 5 20
Group D
Class XII 1st 5 (Maximum)
ITI 5
Short Listing :
Depending on the number of applications received, short listing will be done on the
basis of “career + relevance of experience”. Approximately 6 times the available
vacancies in each category (trade, reservation status) will be called for Trade Test.
The short listing after trade test will be made on the basis of career + relevance of
24
experience + trade test, the total number recommended for interview being
approximately 3 times the number of vacant posts. Candidates scoring less than 50%
in Trade Test will not be called to the interview. The above is a guideline; actual
numbers will depend on the local conditions.
Selection :
The Selection Committee will examine, and if necessary, re-evaluate all records
including experience certificates, trade test papers and practical jobs. It will have
power to re-evaluate Trade tests; but all details are to be documented. Final selection
shall be made from among the candidates appearing in the interview on the basis of
total marks.
Interview : The interview will carry 20 marks. Less than 50% score in “ Trade Test
plus Interview” will disqualify a candidate. Results of the Trade Test will be
reviewed by the Interview Committee, and if the committee finds anomalies
in evaluation it will place its findings before the competent authority for
decision. .
Method of Selection:
Selection Committee will consist of

1. Director or his nominee Chairman
2. A professor of the Institute familiar Member
with the subject
3. One nominee of Central Government Member
4. Two external experts as nominees of the Board Members
[To be selected by Director out of list approved
by the Board ]
5. Registrar Member
Trade Test Committee will consist of :
1. One Senior faculty member nominated by Director: - Chairman

2. 2 faculty members or officers from relevant fields: Members
3. 1 external expert from industry or academic Institute,
nominated by the director
Advertisement : In National newspaper, website, local paper and letters to relevant

institutions from where potential candidates will receive information,
internal circulation.
Lobbying: Any attempt to influence the selection process through pressure or

persuasion, or any attempt to contact members of the Selection
Committee or Trade Test Committee will disqualify a candidate.
Information : These rules and procedures should be made available to all

candidates fro their information and understanding.
Departmental Promotion
Departmental promotion will maintain the same standards as those

for open selection, although serving institute employees are
expected to be more skilled on the job by virtue of their direct
experience in a superior work environment. The 30 marks for
“career + relevance of experience” will be replaced by
25
“Performance record” over the past five years other step will remain
identical.
7.3 Vacancies and promotions
There shall be no vacancy based promotion. All promotions will be as per

provisions of Section 7.1. There will be no ad hoc promotion nor any officiating
allowance for functioning in a higher post of the cadre. It is the combined duty and
responsibility of a team to perform all functions of a department or section, and
work assigned to any individual colleague who is absent by virtue of leave,
retirement or resignation or death should be shared among others in the
Department or Section. Promotion within a cadre will be based on personal
experience and performance. There shall be no concept of seniority and mere
accumulation of time without proportionate enhancement of skills will fetch no
reward to an employee.
( $
8.1 Special consideration for existing regular employees applying for higher
cadre
Technical and ministerial staff of the Institutes should be encouraged to study and
acquire higher qualifications. Such qualification and experience, either pre-
existing or acquired during employment in NIT may qualify him for a position in a
higher cadre. Examples of such scenarios are: a Technician being qualified for the
post of Technical Assistant, or a Junior/Senior Assistant being qualified for the
post an Assistant Superintendent. In such cases, it is recommended that existing
regular employees of an Institute can apply for a higher cadre position when
advertised; the recommended age limit is 40 years for general candidate and 45
years for SC/ST candidates as per Govt. of India rule. No special preference or
reservation will be given to internal candidates.
8.2 Temporary staff vs outsourcing of services

Many NITs have temporary staff, who were given temporary assignments in
former REC days with or without sanctioned posts and not following any proper
selection process. They are often called “muster roll staff”, “casual workers”,
“temporary employees” or with other descriptions. They usually work without any
defined purpose or tenure.
It is recommended that such practices of recruiting temporary workers without

sanctioned post, without following open competition, or without a definite tenure
be discontinued immediately. All services for which there is no sanctioned post
should be procured either from a recognized service providing agency or from self
employed service providers. Where such agencies or self employed service
providers are not available, contractual employees on a definite contract with well
defined tenure may be appointed, the persons being selected through a fair, open
and pre-defined process of selection. For such contractual workers, tenure should
be limited to 2 years at a stretch, and 3 years over the life time of an individual.
Short term one-time jobs may be obtained, through service purchase arrangement
(cash receipt) in stead of an employer-employee relationship.
8.3 Existing temporary / contractual staff

Existing temporary and casual workers must either be absorbed in regular posts
or their services terminated while following a humane approach. Selection in a
regular post shall not involve any special concession in terms of qualifications,
performance or other recruitment norms. The Institute will put up open
advertisement with wide circulation for all available posts, the vacancies being
based on recommended posts (not posts sanctioned originally under REC).
26
Existing temporary workers will be considered along with other applicants under
common norms of selection. Services rendered in the Institute will count towards
experience under the same yardstick used for applicants who have rendered
similar services to other organisations. Age limit may be relaxed only for
contractual staff (including project staff) recruited via prescribed norms of
selection. There should be no relaxation of age limit for workers who were hired
without following the due process of law and fair competition.
Services of temporary workers who do not qualify in open selection should be

discontinued. To make the process less traumatic for the workers, they should be
given 3 to 6 months’ time to find alternative employment. Institute may help the
workers by sending their names to nearby industries and service agencies.
Discontinuation of NIT assignment should not be linked to a candidate’s securing
alternative employment, nor to the initiation of NIT’s open selection process.
Under no case, temporary workers selected without an open competition should
continue beyond June 2007.
8.4 Staff employed in sponsored R&D projects

Institutes often employ staff under R & D projects sponsored by Government
departments and major private organizations. There may also be projects under
Plan grant of the Ministry given to the Institutes. Such positions should broadly
correspond in designation and qualification to the regular posts of the Institute.
They may, however, carry the same or different pay scales or consolidated
remunerations depending on the constraints set by the sponsors and the funds
sanctioned. Appointment to all such positions should be done by a due process of
open and fair selection (based on newspaper advertisement and wide circulation),
and should be on contract till the end of the project period or earlier. On
termination of the projects, the contractual employees must leave the Institute.
There should be no bar against award of fresh contracts in other projects.
Such contract workers possess valuable skill and experience earned in the
Institute laboratories. When such candidates apply for regular positions, they will
receive no preference in terms of qualification and performance vis-à-vis other
applicants. But when there is an age limit, they may be given concession up to the
time spent on project service in comparable or higher positions. In case of long
service in projects or other long term contractual positions with comparable job
functions (exceeding 5 years) age concession may be given upto 40 years (45
years for SC/ST candidates) like that given to internal candidates.
The following table gives the equivalence of contractual and regular posts for the
purpose of giving age concession :
Sl.No. Contract Post Regular Post

1. Scientific Officers / Scientific Officers / Research Engineers
Research Engineers (corresponding posts)
2. Sr. Project Engineer Senior Technical Assistant
3. Jr. Project Engineer JuniorTechnical Assistant
4. Project Assistant Sr. Technician / Sr. Laboratory Assistant /
Sr. Work Assistant
5. Jr. Project Assistant Technician / Laboratory Assistant / Work
Assistants
6. Job Assistant None
This concession will be available only to project staff or other contractual workers
recruited through open competition and a selection process comparable to that for
regular posts.
8.5 Part time appointment of specialists
27
When a small amount of specialized service is needed for a finite but extended
duration, self employed professionals or persons employed in other organizations
may be recruited on part time basis. This includes physicians, paramedical staff,
catering and hotel management experts, horticulturists, surveyors or other
engineering professionals, specialized Technicians, accountants, guest house
managers etc. Suitable compensation may be worked out by mutual agreement.
Part time appointment is discouraged for jobs involving high volume continuous
work, which must either be hired on regular positions or outsourced from
recognized agencies.
8.6 Compassionate appointment

Large employers and Government departments have a policy of offering
compassionate appointments to dependents of employees who die in service.
NITs are small employers and the qualifications of employees are often too
specialized. Therefore, it is nearly impossible to meet the demand for
compassionate appointment within the norms set by the Government without
seriously compromising on the quality of recruitment. Because subordinate staff
(Group D) constitute a very small fraction of total recommended strength, and
because there is a large surplus staff under this category, no recruitment in that
category is expected for a long time. Besides, during the next few years, most
institutes will be reducing the total manpower to reach the non-faculty to faculty
strength ratio 1.5. In view of these constraints, there will not be any opportunity for
offering compassionate appointment.
The Committee recommends that there will not be any compassionate

appointment to dependents of deceased employees. Instead, subject to approval
of respective Boards of Governors, the following compassionate measures may
be taken:
(a) The family may be given Institute quarters for a period of 1 year without
paying license fee or for two years while paying the normal licence fee.
[Water and Electricity charges are to be paid by the family.]
(b) One member of the family may be given opportunity to learn a marketable
skill (e.g., computer programming, secretarial practice, a workshop trade or
a maintenance skill) free of cost in the Institute. He/She may be paid a
small stipend (between Rs. 2000 – 4000/- per month depending on
qualification and nature of job performed) for a period of one year,
provided he/she is sincere in attendance and makes progress in learning
the skill.
(c) If a family member is engaged in small trade or business, or can start one,
the institute may place orders with the firm on preferential basis for 2 years
with explicit approval of the Director.
8.7 Recruitment Policy till long term staff distribution is achieved
The Expenditure Reforms Commission (ERC) recommends a teaching to non-

teaching staff ratio of 1:1.2 or any other ratio as directed by the Ministry of HRD.
There is a ban on fresh recruitment till this ratio is achieved. Since it may take
quite some time to achieve the required ratio of teaching to non-teaching staff,
essential posts should be filled for smooth functioning of the laboratories,
workshops and administrative offices. The Committee recommends that:
(a) There should be no appointment to Group – D posts till such time that the
total number of employees falls below the desired number.
28
(b) Appointment in ministerial posts should be limited to vacant SC/ST posts
(based on the recommended structure) till the total number of ministerial
staff falls within the prescribed number for ministerial staff.
(c) Appointment to technical posts should be limited to vacant SC/ST posts

(based on the recommended structure) plus 25% of retirements during a
year, till the total number of technical staff falls within the prescribed
number for technical staff.
(d) All appointments should maintain high standards of academic and

professional competence. Qualifications of new recruits should be as per
new norms. All appointments should be on open selection basis without
any preference for any special group such as existing casual workers,
persons from home state etc.
(e) If under any particular category the present number is below the
recommended value, new recruitment may be done to bring the staff
strength under that category to present level.
8.8 SC/ST/OBC/Physically Handicapped/Ex-Servicemen reservations

Reservation policies of different NITs for SC/ST/OBC/Physically Handicapped/Ex-
Servicemen will be as per provisions of the Government of India. The numbers will
be based on the staff distribution recommended in this report.
8.9 Supervisory allowance to Group - D staff
The former RECs had supervisory positions like Head Mali, Sweeper Mate, Work
Sirker etc, which had higher pay and supervisory responsibilities. Such posts have
been recommended to be merged with the common post of “Attendant” under
rationalization of pay scale. As a result, there will not be adequate number of
supervisory staff. Hence, either performance will suffer or significant amount of
officer time will be spent on supervision, which can be done at a lower level. To
alleviate this problem, it is proposed the a small number of senior Group D staff
will be paid a small allowance for doing supervision of fellow workers while
performing their own duties.
In that case the supervisory allowance should be limited to 10% of basic plus
dearness pay. A senior worker should supervise between five and ten workers in
a single trade. The senior worker’s own sincerity and productivity should be high
to be chosen for the job. The selection should be based on a combination of
seniority, skill, integrity and leadership qualities. All such allowances should be
approved by the Director of the Institute.
8.10 Retirement Age of employees
The normal retirement age of all supporting staff shall be 60 years. The Institutes,
however, will review their performance on completion of 57 years. Those
employees who may not contribute adequately to the activities of the Institute may
be made to retire at 58 years, the rest being allowed to continue till 60.
The Institutes should also provide for early retirement of staff through voluntary
retirement schemes. In addition, compulsory early retirement provisions of surplus
and/or poorly performing staff of the Government of India should be applicable to
NIT employees.
8.11 All-India character of NIT staff
While it is neither possible nor desirable to fix a quota for state of origin for
technical/ministerial staff, every institute will make a positive effort to attract staff
29
from across the country. This can be done by (a) advertising in newspapers,
circulated around the country, (b) mailing interview call letters at least one month
in advance, (c) sending copies of advertisement to all IITs and NITs, apart from
other institutions such as diploma colleges of it is and (d) inviting experts from
various states.
The Ministry of HRD should monitor the recruitment process and evolve
safeguards against regional protectionism.
8.12 Vacation
All non teaching staff members shall be non-vacation staff, whether or not they
work in teaching laboratories or other offices.
8.13 Working Hours
The working hours of all non teaching staff should be uniformly 40 hrs/week,
except when justifiable ground exists for an exception. Job assignment may be
given as per normal schedule of the Institute, staggered hours, shift duty or
special hours (e.g. hostels, students activity centre, sports fields, swimming pool
etc), but limited to 40 hrs/week.
8.14 Sharing of workload
There is no real difference of job function among different levels of a cadre. For
example, Jr and Sr Assistants and Assistants (SG) can be given jobs
interchangeably. There shall be no officiating allowance simply because some one
with a higher designation or higher pay was on the desk before. When there is a
temporary shortage of staff, because someone is on leave or a vacancy has been
created by retirement / resignation, the job has to be shared by available staff
members without OT or other allowances. When the duration of shortage is long,
the Administration shall arrange extra manpower or outsource the service.
8.15 Responsibility and Personal Liability
Many REC’s had a practice of holding individual employees, particularly technical

staff, personally liable for damage or loss of equipment and consumables. This
practice has proved extremely detrimental to growth of the institutes, since
technical staff have a legitimate tendency to lock up every instrument in almirahs.
This approach is particularly dangerous in a PG & Research environment.
It is clarified that no staff shall be personally liable to loss or damage to Institute

property under his care, except when he is guilty of willful theft or damage,
negligence or discretion of duty.
8.16 Acquiring higher qualifications
Non teaching staff of NITs should be encouraged to acquire higher qualifications

through study including distance education. No permission of the Institute should
be necessary for enrolment in distance or contact mode courses when such
enrolment does not interfere in the day to day performance of the employee.
When such courses do need time of the employee within working hours,
permission may be given in deserving cases with compensating additional hours
of work.
Employees with BTech or higher qualifications often request enrolment in the

Institute’s M Tech and Ph. D. programmes. It is impossible that any ordinary
person can do justice to full time study plus full time work at the same time. Such
admission may be permitted only in case of employees for whom the job
30
assignment and degree requirement are one and the same. Such a situation can
occur only for certain scientific officers only, depending on job assignment. All
other staff are excluded from such a facility.
Other staff desirous of pursuing M Tech or Ph. D. programme of the Institute may
be granted EOL or lien to pursue their degrees. They may be employed in
research projects during this period, if selected either through open competition or
preferential selection at the discretion of the Principal Investigator of the Project
and the Head of the Department. The Institute may, in deserving cases, extend
facilities such as retention of residential quarters and continuation of normal
increments against a bond to serve the Institute for one year beyond the studies.
In addition, the Institute may grant upto 50% of pay + DA, if support from
Research project is not adequate to cover the full pay, against a bond to serve the
Institute for one year after the project period for every six months of such support.
8.17 Stipendiary Officers
NITs are storehouses of technical skill, at degree, diploma and ITI levels. While
degree or postgraduate level expertise is disseminated to students through the
formal academic programmes, there is little opportunity for transferring the lower
level skills to the society. The technical personnel employed in the Institute also
can themselves improve in quality if they get an opportunity to teach.
This can be achieved by having a stipendiary programme where students with

Engineering diploma, B.Sc, ITI, B.Lib., B.Com, and comparable qualifications can
be given training by Institute faculty and staff. Such trainees may be given work
assignment necessary for their own skill development, and a stipend
commensurate with their work.
Post: Stipendiary Assistant
Sl. No. Specialization Qualification Job function for

training
1 Engineering (SE) Diploma in Civil, To assist in
Electrical, Electronics, civil/electrical or other
Mechanical or other construction and
Engineering maintenance jobs
2 Technical (ST) B. Sc. or Diploma To assist in
st
Engineering or 1 laboratories and
Division matric + ITI workshops
certificate
3 Horticulture (SO) B. Sc. ( Ag) or B. To assist in
Sc.(Botany) development and/or
maintenance of lawns
& gardens and
plantation
4 Food & Nutrition (SO) B. Sc. or Diploma in To assist in
Nutrition or Diploma in maintaining quality of
Hotel Management food & hygiene in
hostel messes and in
canteens
5 Cleanliness & Sanitation (SE / SO) Diploma in Civil To assist in
Engineering or Hotel maintenance of toilets
Management and sewerage system
in Institute and hostels
buildings
6 IT service (SO) Diploma in Computer To assist in
Science or graduate maintenance of
with training in IT computer services in
departments and in
office automation
7 Paramedical services (SO) Diploma in Pharmacy To assist Institute
31
or other paramedical Medical services.
sciences
8 Architecture (SA) Diploma in To assist in planning
Architecture and construction
9 Library (SL) Bachelor’s degree in To assist in running of
Library Science Library and
documentation
facilities
Tenure : One year on contract, renewable in steps of one year or less on

satisfactory performance for a maximum duration of 3 years in total.
[Any renewal beyond three years in one’s career shall be strictly
forbidden, even with gaps in between]
Age : First appointment within 2 years of leaving full time study in college
or school, or before completing 23 years of age.
No extension to be given beyond 25th birthday or 3 years of

contractual service whichever is earlier.
Selection : Through local advertisement, trade test and interview. The Trade
Test and Selection Committees will be formed by the Director.
Accommodation: Hostel or similar shared accommodation may be provided if

available in the Institute.
Remuneration: Rs. 5000/- (Rupees five thousand only) consolidated per month.
In exceptional cases, where a candidate renders a service leading
to significant saving of expenditure to the Institute, the Director may
enhance the remuneration during second and third years, up to of
Rs.7500/- per month. In truly exceptional cases, where the
stipendiary shows exceptional proficiency in learning and in this
process help the institute, Director may sanction upto Rs 10,000/-.
The BOG may review these remuneration figures every 4 years
starting 2012. They rates of compensation may be adjusted with
cost of living in proportion to the salary of an entry level group C
post.
Number of positions: Not to exceed 20% of faculty strength at any time. These
positions being essentially stipendiary positions, they will not be
counted against sanctioned posts. The appointment may be made
on sanction of the director.
Their designations will be “Stipendiary Engineer” (SE) or “Stipendiary Officer” (SO)

or “Stipendiary Technician” (ST) or “Stipendiary Architect” (SA) or “Stipendiary
Librarian” (SL) depending on specialisation. They will always work under a mentor
and will be given a certificate on completion of tenure.
Stipendiary posts will not be counted against sanctioned regular posts. The
stipendiaries will not be subjected to EPF/ESI contribution.
9. Growth opportunities of internal candidates in recruitment and promotion.
Every Institution, whether in industry or Government, gives opportunities to

internal candidates for upward mobility through sincere and hard work. This leads
to greater satisfaction among employees and consequently enhanced
performance. Done in excess, it leads not only to increased cost, but to
complacency and greater obstruction to work. The NIT system needs to offer an
incentive package to its staff in order to retain existing staff and to attract staff
32
from comparable institutions like IITs. The provisions given in this report in
different sections are summarized in this section.
Different job cadres, whether in the same of different stream of activity, address
to separate job requirements; therefore the mobility between two cadres is
neither feasible nor desirable. Within a given cadre, however, an employee must
get opportunity to be upwardly mobile because all posts within a cadre have same
job function, greater capability and higher experience leading to better
performance.
Unlike the REC, the number of sanctioned posts in NIT in any cadre is below the
perceived need. The cost of salary and pension is also a concern. Therefore the
number of sanctioned posts in any cadre shall not exceed the need of persons
with the corresponding qualification. If a job can at all be done by a person with a
lower qualification it should carry the corresponding lower designation and pay
scale.
Some employees join lower cadres due to non-availability of posts and are
suitable to higher cadres. Some acquire new skills or new degrees in service and
thus earn the qualification for a higher cadre in the same line or in a different line.
The Institute needs to be responsive to such situations.
The primary target of this section is to offer easier and assured promotion to
employees to higher and higher responsibilities, to greater and greater salaries,
within a cadre, and in deserving cases, outside the cadre. Considering the above
constraints and motivators, the following package is outlined.
1. Within each cadre, there will be a flexible structure among different posts; there
should be no limit on the number of employees in any post, while the total number
of employees in a cadre is within sanctioned strength. An employee, on acquiring
the prescribed minimum number of years of service, should be promoted on his
own merit without counting the number of posts.
2. There shall be at least three posts within a cadre, each post covering at least 15
or 20 increments, so that an employee can work up to 40 years without ever
stagnating.
3. The normal duration for promotion shall be 12 years as per Central Government
guideline. However for persons with superior performance record, the duration
shall be lower, though not less than 8 years. To avoid too much disparity with
other institutions, number of persons promoted after 8 or 9 years should be within
5% of total promotions for the year and that after 10 to 11 years within another
20%. In exceptional cases of poor performance, promotion can be delayed up
to14 or 16 years or even denied totally. There shall always be a trade test for
every promotion so that subjective factors do not influence selection.
4. When employees with excellent performance record get quick promotions, they
may stagnate in a selection grade post beyond 12 years, though growing in terms
of salary. It is recommended that employees who have spent 12 years in the third
rung of a cadre will be made eligible for a 3rd “personal” scale a higher scale. This
should be available to persons with consistently “excellent “performance appraisal
score over the past five years. This provision eliminates the need for entry into a
different cadre with a different job function. For example, an excellent turner gets
promoted to a position of a high-end turner with responsibility of precision turning
and guiding other turners, rather than being posted as a designer with no skill to
do the job.
5. Younger employees who have or earn qualification and capability to serve a

different cadre but could not apply for a post because there was no vacancy
33
earlier shall be given relaxation against age bar. They will be given five years
grace in age limit. It will be same for general and SC/ST candidates. Within five
years grace, there will be no restriction on the number of years served in the
Institute.
6. In order to encourage employees to acquire new qualification (certificates and

degrees), an employee below the age of 40 years (45 years for SC/ST
candidates) shall be eligible to apply for any post in the institute, provided he has
put in at least four years of service in the Institute. This facility should also be
available to employees formally employed in sponsored projects in technical cadre
for at least five years.
7. For promotional posts within a cadre (in case the proposal for a flexible cadre
structure is turned down and the number of posts remains limited in higher levels
within a cadre) there shall be no age limit of an internal candidate serving in the
same cadre. One can apply for a promotional post within his cadre up to the date
of retirement.
8. It is appreciated that younger candidates entering job market often possess better
academic record, at least in terms of percentage of marks. This puts existing
employees with long experience at disadvantage. It is proposed that for internal
candidates applying for a promotional posts within his own cadre, “career points”
will be replaced by “performance appraisal points” , the highest values of both
remaining the same. Alternatively, a 5% grace may be given on the qualifying
exam only for internal candidates who have put in at least four years of service.
It is expected that these provisions will ensure greater satisfaction among the existing
staff and will increase productivity.
10. Initial Rationalisation/Creation of Posts
Most of the RECs had a liberal staff structure providing a large number of group D
posts. The old structure was suitable for an affiliated college of the past century.
They are not relevant to the needs of an institution of national importance and of
university standard that lays emphasis on research and creation of intellectual
property. On conversion to NIT, there is far greater emphasis on professional and
technical posts, including administrative, scientific, technical, library and
engineering officers. The following procedure is prescribed for fixing the initial
sanction of staff for any institute.
Step 1: Every Institute will make a list of all originally sanctioned posts giving (i)
Name of post (ii) Scale of pay, and (iii) Number of posts, and submit to
MHRD for records.
Step 2: The Institute will make a list of proposed posts as per section-2 of the
document giving the same details as in step 1, and submit to MHRD for
records. It will request the ministry for permission to create posts where
there is deficit.
Step 3: The Ministry will permit the institute to create the posts within its norms
and will communicate its approval to the institute.
Step 4: Once the posts are created, the existing employees holding the
appropriate designations will be fitted into the new posts, taking into
consideration their present designation, job function, pay scale and
number of pay upgradations received in their careers. All existing posts
of REC will stand abolished from the date when the incumbent employee
34
joins a newly created post, resigns, retires or otherwise leaves the
institute.
Step 5: When there are employees holding proper designations but lower pay
scales, they will be assessed by a duly constituted selection committee.
If they meet the qualification and experience criteria of the new posts,
they may be fitted onto the new scales at close to the old salaries . If
they do not meet the requirements of the new posts they may continue in
the existing scales and discharge the duties of the corresponding posts.
No other appointment will be made against the same posts.
Step 6: Salary fitment will be made at the lowest possible pay in the new scales
without decrease of pay of any employee. In the process, some
employees may be given “personal pay scale” or “personal pay” without
disturbing the system, when it becomes impossible to match the old and
new pay scales.
Step 7: The final list of (a) employees with corresponding posts, pay scale and
pay, (b) list of surplus employees, old designations, pay scales and pay,
and (c) list of vacant posts for which no employee is available with proper
skills shall be intimated to the Ministry after approval of the Board.
While preparing the list of surplus employees, preference towards

retention should be given to candidates with proper or higher
qualification, lower age and sincere work record. While age and
qualification can be taken from documents, one must rely on the input
from directors and HODs for marks in sincerity.
Step 8: The remaining vacant posts will be filled by advertisement in accordance

with the provisions of Section 7 of this document, after obtaining
acceptance of lists of step 7 by the Ministry.
Surplus employees should be kept in the pay roll with normal job
assignment till they retire. But employees who refuse to be re-trained, or
show no promise of work, are insincere or create disturbance in the
institute may be given opportunity to take early retirement. In extreme
cases, compulsory separation may be resorted to, after finishing all other
avenues of re-training and/or attitude correction.
11. Implementation Date
The recommendations of this report should be implemented as soon as possible

with initial acceptance by the Ministry and approval of the respective Boards of
Governors of the Institutes. The BOG versions should be customized to suit the
prevailing situations.
Some of the provisions, particularly those relating to existing staff, should be

implemented with effect from 1.4.2004 or any other date fixed by the Ministry of
HRD. All promotions and pay scales given before that date under existing rules
should be honoured. Request for retrospective revision should not be considered,
irrespective of the degree of perceived “injustice” by previous administrations.
While designations and increments should be given with effect from the date (e.g.
01.04.2004) fixed by the Ministry, actual financial benefits may be given from a
later date, which shall also be fixed by the Ministry of HRD.
35
12. Conclusion
The committee recommends that the measures suggested in this report are
examined by the ministry and circulated to all the institutes with a mandate to
implement them uniformly in all institutes. Wherever local conditions are different
from what have been considered by us, local solutions may be resorted to with
consent of the ministry. Major issues may be discussed in the meeting of directors
and uniform guidelines should be arrived at by collective decision making.
36
Annexure I
Mapping of old designations and pay scales to a

new set
for existing staff of NIT Rourkela.
37
Mapping of old designations and pay scales to a new set for existing employees of NIT Rourkela
This table gives the mapping of posts implemented at NIT Rourkela. It can be used as a guideline for all NITs to map their existing posts to new
ones. Designations such as “Foreman” or “Assistant Foreman” which do not exist at NIT Rourkela do not appear explicitly in this table. Such posts
should be mapped on the consideration of pay scale, job functions and prescribed qualifications.
Sl. Existing Designation Existing Scale Rationalised Designation & Entry Level Designation in the Remarks
No. of Pay at entry Scale rationalized scale
grade
Designation Scale Designation Scale
(1) (2) (3) (4) (5) (6) (7) (8)
1. Medical Officer 8000-13500 Medical Officer 8000-13500 Medical Officer 8000-13500
Junior Engineer/Jr. ME
2. 6500-9900 Asst. Engineer 6500-10500 Junior Engineer 5000-8000
(Elect)
3. Asst Engineer 6500-10500 Asst Engineer 6500-10500 Asst Engineer 6500-10500
Estate Engineer-cum- Asst Executive
4. 8000-13500 8000-13500 Asst Engineer 6500-10500
Manager/ME-cum-EM Engineer
Special scale for incumbents
5. Technical Asst. 5900-9700 Technical Asst. 5500-9000 Technical Asst. 5000-8000
only
6. Sr. Tech. Asst. 6500-9900 Sr. Tech. Asst. 6500-10500 Technical Asst. 5000-8000
7. Draughtsman 5300-8300 Draughtsman 5000-8000 Jr. Draughtsman 4000-6000 only Promotion scale Rs. 5500-
9000
4000-6000 Junior 4000-6000
Junior Assistant/
Assistant * Time bound Career
Jr. Record Keeper/Diarist
8. Junior Assistant 3200-4900 Progression Scheme of Govt. of
/Asst Cashier
Orissa
Jr Assistant
4500-7000 Jr. Assistant 4500-7000 *
Telephone Telephone
9. Telephone Operator 4000-6000 4000-6000 3200-4900
Operator Gr.I Operator Gr.II
Senior Assistant/ UDC/
10. Cashier/Sr. Typist/ 5300-8300 Senior Assistant 5000-8000 Junior Assistant 3200-4900
Store Keeper
Superintendent/Accounta Superintendent/
11. nt 5900-9700 Superintendent 5500-9000
only (No more ACP)
(Accounts)
12. Junior Steno 4500-7000 Stenographer 4500-7000 Stenographer 4000-6000 Special scale for incumbents
38
Sl. Existing Designation Existing Scale Rationalised Designation & Entry Level Designation in the Remarks
No. of Pay at entry Scale rationalized scale
grade
Designation Scale Designation Scale
Senior Stenographer Senior
13. 5300-8300 5000-8000 Stenographer 4000-6000
Stenographer
14. Lab Assistant 5300-8300 Lab Assistant 5000-8000 Lab Assistant 3200-4900
* As per TGT (Physical Edn)
15. PTI 5300-8300 PTI Gr.II 5500-9000 * PTI Gr.II 5500-9000
scale under GOI)
16. PTO 6500-10500 PTO 6500-10500 Special scale for incumbents
Pharmacist (With
17. 4500-7000 Pharmacist 4500-7000 Pharmacist 4500-7000
Diploma)
18. Driver 4000-6000 Driver Gr.II 4000-6000 Driver Gr. II 3200-4900
19. Mechanic-Grade-III 4500-7000 Technician 4500-7000 Technician 3200-4900 Special scale for incumbents
Sr.
20. Mechanic Gr.II 5300-8300 5000-8000 Technician 3200-4900
Technician(SG)
21. Mechanic Gr.I 5900-9700 Technician (SG) 5500-9000 Technician 3200-4900 Special scale for incumbents
Sr. ACP after 24 years from date
3200-4900
Technician(ITI) 4000-6000 Technician of 3200-4900 or 3050-4590
22. Tracer/Carpenter/plumber 4000-6000 scale
Attendant (SG)
4000-6000 Attendant Gr.II 2650-4000 No more ACP
(Non ITI)
ACP after 24 years from date
Sr.
4000-6000 Technician 3200-4900 of 3200-4900 or 3050-4590
Technician(ITI)
23. Lineman-cum-Wireman-C 4000-6000 scale
Attendant (SG)
4000-6000 Attendant Gr.II 2650--4000 No more ACP
(Non ITI)
Sr. Technician
24. Lineman-cum-Wireman-B 4500-7000 4500-7000 Technician 3200-4900 Special scale for incumbents
25. Lineman-cum-Wireman-A 5300-8300 Technician(SG) 5000-8000 Technician 3200-4900
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
26. Library Attendant 3050-4590
Attendant Gr.I
3050-4590 Unskilled Worker 2550-3200
(Non-Matric)
39
Attendant Gr.I Attendant Gr. II
3050-4590 2650-4000
(Matric)
27. 3050-4590
Attendant Gr.I
(Non-Matric)
Attendant Gr.I 3050-4590 Attendant Gr. II 2650-4000
(Matric)
28. Groundsman 3050-4590
Attendant Gr.I Unskilled Worker
3050-4590 2550-3200
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
29. Bus Helper 3050-4590
Attendant Gr.I
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
30. Head Class Room Bearer 3050-4590
Attendant Gr.I
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
31. Daftary 3050-4590
Attendant Gr.I
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
32. Pump Driver 3050-4590
Attendant Gr.I
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
33. Electrical Helper 3050-4590
Attendant Gr.I
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
34. Helper Water Supply 3050-4590
Attendant Gr.I
(Non-Matric)
40
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
35. Helper Building 3050-4590
Attendant Gr.II
(Non-Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
36. Head Watchman 3050-4590
Attendant Gr.I
(Non-Matric)
Peon/Class Room/Bearer/ Attendant Gr.II
Helper Director’s 2650-4000 Attendant Gr. II 2650-4000
(Matric)
Residence/
37. Bearer/Sweeper/Key man/ 2650-4000 Attendant Gr. II
Female Attendant/Word (Non-Matric) 2650-4000 2550-3200
Unskilled Worker
boy (Medicial)/Helper-
cum-Gardener/ Watchman
Attendant Gr. II
2650-4000 Mali 2650-4000
(Matric)
38. Mali 2650-4000 Attendant Gr. II
(Non-Matric) 2650-4000 Unskilled Worker 2550-3200
Attendant Gr. II
2650-4000 Attendant Gr. II 2650-4000
(Matric)
39. Mistry 2650-4000 Attendant Gr. II
(Non-Matric) 2650-4000 Unskilled Worker 2550-3200
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
40. Fireman 3050-4590
Attendant Gr.II
(Non-Matric)
Sr.
4000-6000 Technician 3200-4900
Technician(ITI)
41. Work Sarkar/Work Asst 4000-6000
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
42. Reprographic Operator/ Sr.
4000-6000 4000-6000 Technician 3200-4900
Duplicating Operator Technician(ITI)
41
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
43. Head Mali 4000-6000 Mali(SG) 4000-6000 Mali 2650-4000
Attendant Gr.I
3200-4900 Attendant Gr. II 2650-4000
(Matric)
44. Ferro Printer 3200-4900
Attendant Gr.I
(Non Matric)
Attendant Gr.I
3200-4900 Attendant Gr. II 2650-4000
(Matric)
45. Book Binder 3200-4900
Attendant Gr.I
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
46. Treasury Sarkar 3050-4590
Attendant Gr.I
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
47. Khansama 3050-4590
Attendant Gr.I
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
48. Matron 3050-4590
Attendant Gr.I
(Non Matric)
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
49. Mate 3050-4590
Attendant Gr.I
(Non Matric)
Sr.
4000-6000 Technician 3200-4900
Technician(ITI)
50. Mason 4000-6000
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
5000-8000
Technical Asst
51. Medical Technician 4500-7000 (Medical) [ With 4500-7000 Technical Asst (Medical)
Special scale for
Diploma]
incumbents only
42
Medical
Technician 4500-7000 Medical Technician 4500-7000
[Non-Diploma]
43
Sr.
4000-6000 Technician 3200-4900
Sanitary Fitter/Meter Technician(ITI)
52. 4000-6000
reader Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
53. Programming Asst. 5900-9700 Technical Asst 5500-9000 Technical Asst 5000-8000
only
54. Scientific Officer Scientific Officer
System Programmer 8000-13500 8000-13500 8000-13500
Gr.II Gr.II
Scientific Officer Scientific Officer
55. System Analyst 10000-15200 10000-15200 8000-13500
Gr.I Gr.II
Security Special scale for incumbents
56. Security Inspector 5300-8300 5000-8000 Security Inspector 5000-8000
Inspector only
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
57. (Matric)
Asst. Head Mali 3050-4590
Attendant Gr.I
(Non Matric)
Sr.
4000-6000 Technician 3200-4900
Technician(ITI)
58. Gasman 4000-6000
Attendant(SG)
4000-6000 Attendant Gr. II 2650-4000
(Non-ITI)
LIBRARY STAFF
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
59. Library Attendant 3050-4590
Attendant Gr.I
(Non Matric)
60. Library Clerk 4000-6000 Jr. Assistant 4000-6000 Jr. Assistant 3200-4900
LABORATORY STAFF
Attendant Gr.I
3050-4590 Attendant Gr. II 2650-4000
(Matric)
61. Lab Attendant 3050-4590
Attendant Gr.I
(Non Matric)
44
Annexure II
Proposed scheme of rationalization and creation of

new not-teaching positions (compatible with the
requirements of an institute of higher learning)
at NIT Rourkela.
45
Table II(a): Existing sanction of Non-teaching posts: designations, pay scales and number of posts
Sl. No. Name of the Post No. of Basic Pay(REC)

Posts(Sanctioned)
Start of Gross at start of Gross at end of

Scale End of Scale scale scale
1 System Manager 1 16400 20000 16400 20000
2 Controller of Examination 1 12000 18300 12000 18300
3 Registrar * 1 12000 18300 12000 18300
4 System Analyst 1 10000 15200 10000 15200
5 Dy.Registrar 1 8000 13500 8000 13500
6 Asst. Proctor 1 8000 13500 8000 13500
7 Medical Officer 1 8000 13500 8000 13500
8 Lady Medical Officer 1 8000 13500 8000 13500
9 M.E.-cum-E.M. 1 8000 13500 8000 13500
10 System Programmer 2 8000 13500 16000 27000
11 Librarian 1 8000 13500 8000 13500
12 Accounts Officer 1 6500 10500 6500 10500
13 Asst. Registrar(PD) 1 6500 10500 6500 10500
14 Asst. Registrar(IA&S) 1 6500 10500 6500 10500
15 Asst. Registrar(Admn) 1 6500 10500 6500 10500
16 P.S. to Director 1 6500 9900 6500 9900
17 Asst. Librarian 2 6500 10500 13000 21000
18 Foreman/Asst. Foreman 2 6500 10500 13000 21000
19 Jr.M.E.(CE) 1 6500 9900 6500 9900
20 Jr.M.E.(EE) 1 6500 9900 6500 9900
21 Chief Draughtsman 1 6500 9900 6500 9900
22 Physical Training Officer (PTO) 1 5900 9700 5900 9700
23 Security Inspector 1 5300 8300 5300 8300
24 Senior Techinical Asst. 7 6500 9900 45500 69300
25 Office Superintendent /Accountant 5 5900 9700 29500 48500
26 Technical Asst. 15 5900 9700 88500 145500
46
27 Senior Draughtsman 1 5900 9700 5900 9700
28 S.I-cum-Mech. Gr. I 5 5900 9700 29500 48500
29 Mechanic Gr. I 6 5900 9700 35400 58200
30 Prog. Asst. 2 5900 9700 11800 19400
31 Senior Steno 5 5300 8300 26500 41500
32 Senior Asst. 31 5300 8300 164300 257300
33 Store Keeper 2 5300 8300 10600 16600
34 Cashier 1 5300 8300 5300 8300
35 P.T.I. 1 5300 8300 5300 8300
36 Laboratory Asst. 4 5300 8300 21200 33200
37 Draughtsman 2 5300 8300 10600 16600
38 Mechanic Gr. II 17 5300 8300 90100 141100
39 Instructor-cum-Mech. Gr.II 7 5300 8300 37100 58100
40 Boiler Operator 1 5300 8300 5300 8300
41 L.M.-cum-W.M. ' A' 1 5300 8300 5300 8300
42 Jr. Steno 10 4500 7000 45000 70000
43 Pharmacist 1 4500 7000 4500 7000
44 C.I.-cum-Mech. Gr.III 12 4500 7000 54000 84000
45 Mech. Gr. III 11 4500 7000 49500 77000
46 Pump Driver-cum-Mech. 1 4500 7000 4500 7000
47 L.M.-cum-W.M. ' B' 2 4500 7000 9000 14000
48 Medical Technician 1 4500 7000 4500 7000
49 Junior Asst. 43 4000 6000 172000 258000
50 Mason 3 4000 6000 12000 18000
51 Carpenter 2 4000 6000 8000 12000
52 Sanitary Fitter 1 4000 6000 4000 6000
53 Meter Reader 1 4000 6000 4000 6000
54 Plumber Fitter 2 4000 6000 8000 12000
55 Telephone Operator 2 4000 6000 8000 12000
56 Head Mali 1 4000 6000 4000 6000
57 Driver 4 4000 6000 16000 24000
58 Dupl. Mach. Optr.-cum-Mech. 1 4000 6000 4000 6000
59 Asst. Cashier 1 4000 6000 4000 6000
60 Jr. Record Keeper 1 4000 6000 4000 6000
47
61 Work Sirkar 1 4000 6000 4000 6000
62 Data Entry Operator 1 4000 6000 4000 6000
63 Repographic Operator 1 4000 6000 4000 6000
64 Tracer 1 4000 6000 4000 6000
65 L.M.-Cum-W.M. ' C' 3 4000 6000 12000 18000
66 Gas Man 1 4000 6000 4000 6000
67 Book Binder 1 3200 4900 3200 4900
68 Ferro Printer 1 3200 4900 3200 4900
69 Treasury Sirkar 1 3050 4590 3050 4590
70 Library Attendant 4 3050 4590 12200 18360
71 Groundsman 1 3050 4590 3050 4590
72 Khansama 1 3050 4590 3050 4590
73 Daftary 3 3050 4590 9150 13770
74 Head Watchman 1 3050 4590 3050 4590
75 Mate 2 3050 4590 6100 9180
76 Pump Driver 6 3050 4590 18300 27540
77 Asst. Head Mali 1 3050 4590 3050 4590
78 Matron 1 3050 4590 3050 4590
79 Dresser 1 3050 4590 3050 4590
80 Asst. Sweeper Mistry 1 3050 4590 3050 4590
81 Fireman 2 3050 4590 6100 9180
82 Lab. Attendant 27 3050 4590 82350 123930
83 Helper Director's Office 1 3050 4590 3050 4590
84 Helper Water Supply 4 3050 4590 12200 18360
85 Helper Electrical 8 3050 4590 24400 36720
86 Helper Building 5 3050 4590 15250 22950
87 Bus Helper 2 3050 4590 6100 9180
88 Jr. L.M.-cum-W.M. 6 3050 4590 18300 27540
89 Head CRB 1 3050 4590 3050 4590
90 Bearer 27 2650 4000 71550 108000
91 Peon 43 2650 4000 113950 172000
92 Mali 17 2650 4000 45050 68000
93 Sweeper 24 2650 4000 63600 96000
94 Keyman 3 2650 4000 7950 12000
48
95 Watchman 31 2650 4000 82150 124000
96 Female Attendant 1 2650 4000 2650 4000
97 Ward-boy (Medical) 1 2650 4000 2650 4000
98 Helper-cum-Gardener 1 2650 4000 2650 4000
TOTAL 475 1921850 2968510
49
Table II(b): Proposed staff structure for an institute with Sanctioned student Strength = 2400 and
Faculty Strength 200 compatible with requirements of a university level institution of
National Importance and with the recommendations of ERC, MHRD guidelines
and recommendations of the Committee of Directors
Serial Designation Number of Basic Pay Basic Pay end Total (Beginning of Total (End of scale)
Number Posts Beginning of of sclae scsle)
scale
1 Registrar 1 16400 22400 16400 22400
2 Dy. Registrar 2 12000 18300 24000 36600
3 Asst. Registrar 4 8000 13500 32000 54000
4 Medical officer 2 8000 13500 16000 27000
5 Security Officer 1 8000 13500 8000 13500
6 Librarian 0 16400 22400 0 0
7 Dy. Librarian 1 12000 18300 12000 18300
8 Asst. Librarian 2 8000 13500 16000 27000
9 Executive Engineer 1 12000 18300 12000 18300
10 Sr. Engineer 0 10000 15200 0 0
11 Engineer 1 8000 13500 8000 13500
12 Chief Scientific Officer 0 16400 22400 0 0
13 Senior Scientific Officer 1 12000 18300 12000 18300
14 Scientific Officer 2 8000 13500 16000 27000

15 Sr SAS Offficer 0 10000 15200 0 0
16 SAS Officer 2 8000 13500 16000 27000
50
17 Technical Assistant/ Library Information 51 5500 9000 280500 459000
Assistant/ Pharmacist/ Medical Technician
18 Senior Technical Assistant etc 26 6500 10500 169000 273000
19 Technical Assistant (SG) etc 13 7500 12000 97500 156000
20 Technician/ Laboratory Assistant/ Driver 51 3200 4900 163200 249900
21 Senior Technician etc 26 4000 6000 104000 156000
22 Technician (SG) etc 13 5000 8000 65000 104000
23 Superintendent/ Secretary Gr. II 10 5500 9000 55000 90000
24 Sr. Superintendent/ Secretary Gr. I 6 6500 10500 39000 63000

25 Superintendent(SG)/ Secretary (SG) 3 7500 12000 22500 36000
26 Jr. Assistant 28 3200 4900 89600 137200
27 Sr. Assistant 14 4000 6000 56000 84000
28 Assistant (SG) 7 5000 8000 35000 56000
29 Stenographer 4 4000 6000 16000 24000
30 Sr. Stenographer 2 5000 8000 10000 16000
31 Stenographer (SG) 1 5500 9000 5500 9000
32 Attendant 25 2650 4000 66250 100000
33 Sr. Attendant 13 2750 4400 35750 57200
34 Attendant (SG) 7 21350 32130
TOTAL 320 1519550 2405330
51
Recommendation
Comparing table II(a) and Table II(b), we find that the proposed structure
leads to substantial reduction in manpower in both numbers (475 to 320)
and in expenditure on direct salaries while enhancing quality. This gives
opportunity to address to increase in student strength using the current
manpower, particularly for accommodating the immediate increase due
to OBC reservation and due to creation of new departments. The
reduction in work force will be compensated by outsourcing of certain
services such as maintenance of quarters, security and gardening, and
by eliminating certain services such as duplicating machine operators
and large number of peons and bearers which have lost significance in
today’s context.
52

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Non-faculty staff Structure of NITs

Recommendations of Committee of Directors

First prepared: December 2006

First Revised: March 2007

Second Revision: April 2008

6. Mapping of Existing posts to New posts 20

9. Position of internal candidates in recruitment and promotion. 33

Annexure – I: Mapping of old designations and pay scales to a 37

Annexure – II: Scheme of calculation for initial 44

The members of the Committee are :

1. Prof S K Sarangi, Director, NIT Rourkela Convenor

Other key features of these recommendations are the following :

The distribution of non-teaching staff among the 3 cadres is recommended to be

Non Teaching Supporting Staff (150 % of faculty)

Table 1 gives only a general guideline. Instead of being a continuous function of

Non Teaching Supporting Staff (100 % of faculty)

Ministerial posts : Higher cadre - 25%

Figure 1 : Organisational Structure of NIT Staff

Heads of Chairmen of Deans

Deputy & Asst. Registrars

Establis Accoun Academic Purcha Sponsored

Technical Assistants Attendants / Caretakers

Pay Purcha Works PF Budget

Sr. Assistant / Jr. Assistants

Office Attendants / Caretakers

Often a question is asked in the institute if “officers” or “managers” constitute a

The distribution of Officers among different job functions is recommended to be as

All officers will be selected on open competition basis through national

Table 2: Distribution of total number of officers among different jobs

3.2 Cadre Structure :

Registrar : Rs.16,400 - Rs.22,400/- per month

In an ideal situation, if it is recommended to have 3 Deputy Registrars in (i)

For the post of Assistant Registrar, there shall be no requirement of

In addition to the posts of librarians, an institute may recruit

(c) Student Activity & Sports (SAS) :

In addition, the institutes may recruit PTIs or SAS assistants in a cadre

Technical services include computing services, workshops and

Chief Scientific /Technical Officer / Rs.16,400- 22,400/-

Apart from Scientific/Technical Officers, designation of Research/

(e) Engineering Services :

2. Deputy Registrar Rs. 12000-375-18300/- A first class master’s degree in

3. Assistant Registrar Rs. 8000-275-13500/- A first class masters degree in

4. Librarian Rs. 16400-500-22400/- Post graduate degree in Library

6. Assistant Librarian Rs. 8000-275-13500/- Post Graduate degree in Library

7. Chief Scientific Officer/ Rs.16,400-500-22400/- Ph. D. with 1st class or equivalent at B.

8. Principal Scientific Rs. 14300-400-18300/- Ph.D. with 1st class or equivalent at

Age : Below 50 years

Age : Below 45 years

Age : Below 40 years

13. SAS Officer Principal Rs.12,000-375-18300/- Master’s degree in Physical Education

15. SAS Officer Rs. 8000-275-13500/- Master’s degree in Physical Education

Age : Below 45 years.

18. Engineer Rs. 8000-275-13500/- First class B.E./ B.Tech degree in

24. Senior Medical Officer Rs. 10000-325-15200/- MD in General Medicine/ Cardiology/

Age : Below 40 years.

Age : Below 32 years.

Age : Below 45 years.

Age : Below 40 years.

Age : Below 32 years.

3.4 Promotional Avenues of Officers

In order to draw on the administrative and technical expertise gained in other

If scientific officers stagnate in any positions due to lack of vacancies in higher

Every such officer in a regular position will be assessed by a properly constituted