NMDC RECRUITMENT AND PROMOTION POLICY,2018 ...9 Training & Absorption 16 10 Miscellaneous General...

NMDC Recruitment & Promotion Policy

NMDC RECRUITMENT AND PROMOTION POLICY,2018

AND THE RULES FRAMED THERE-UNDER

CONTENTS

Section- I NMDC Recruitment policy Page Nos. 02 to 17

Section- II NMDC Promotion Policy Page Nos. 18 to 28

Section-III NMDC Recruitment Rules Page Nos. 29 to 47 Section-IV NMDC Promotion Rules Page Nos. 48 to 52

Annexures to Sections I to IV Page Nos. 53 to 59


SECTION – I

NMDC RECRUITMENT POLICY I N D E X

Chapter Description Page. No.

1 Preamble 3

2 Definitions 3-4

3

General Provisions Manpower Sanction Authorities to create post & recruitment Induction levels Age, Educational Qualifications & Post Qualification

Experience Source of Recruitment

4-9

4 Process of recruitment Outsourcing In-house

9-10

5

Steps to be followed in the recruitment process

Recruitment Planning Assessment of vacancies and approval of Appointing

Authority Required Components in Notification/ Advertisement for the

post Publication of Notification of vacancies Scrutiny of applications Mode of Selection Constitution of Committees Intimation to candidates Preparation of Merit List, Selection Panel and its approval Publication of results Pre-employment Medical Examination Issue of offer of appointment and probation period

10-13

6

Procedure for recruitment Executives Junior Officers Workmen

13-16

7 Time for completion of recruitment process 16

8 Verification of Character & Antecedents 16

9 Training & Absorption 16

10 Miscellaneous General Conditions Structured Training Policy

16-17

11 Tenure 17

~*~


SECTION-I

NMDC RECRUITMENT POLICY

1. PREAMBLE

1.0.0 Recruitment as a strategic function is a systematic process of generating a pool of qualified applicants, selecting hiring and placing them at the right place for organizational job (especially for NMDC Mines in remotely located areas), following certain prescribed procedures in a transparent manner

1.1.0 NMDC Limited introduced Recruitment & Promotion Rules in 1967 and continued the same till 2009. The Board, in its 413th meeting held on 29.05.2009 approved the revised NMDC Recruitment Policy and Procedures for direct recruitment in the Company. In order to adopt the latest recruitment techniques, to attract prospective employees and to select them by following clear-cut process in each and every stage of recruitment in a transparent manner, the present “Recruitment Policy” has been formulated.

1.2.0 Aim: a)To meet the manpower requirement of the Company in terms of right age, qualification and skill test to ensure achievement of organizational objectives. The policy shall aim and strive towards achieving pyramidal structure of the Company’s manpower. b)To put in place a reliable system of selection of human resources duly complying

with the Government guidelines/directives issued from time to time. c)To attract, select and place the best Human Resource/Talent in line with the

organizational requirement.

1.3.0 Scope: NMDC Recruitment Policy and the Rules made there-under shall apply to all Projects, Units and Offices of NMDC Limited. It shall cover all recruitments made in the categories of Executives, Supervisors (Junior Officers) and Workmen, including Trainees.

2. DEFINITIONS 2.0.0 “Company” means NMDC Limited wherever situated and includes its Projects, Units,

Divisions, Regional Offices, Head Office and other Administrative Offices within the country and abroad.

2.1.0 “Authority for creation of post” means the authority delegated with the powers to create posts in the Company. The authority for creation of posts shall also be Authority for abolition of posts , if needed

2.2.0 “Appointing Authority” means the authority to whom the powers of appointment have been delegated under this Policy.

2.3.0 “Employee” means any person appointed to a post or a vacancy in the Company on regular or temporary basis in accordance with the terms and conditions governing the employment. It includes Trainees viz. Executive Trainees, Junior Officers (Trainee) and Workmen (Trainee) appointed as per the Company’s Trainees Scheme. It shall not include persons on deputation from other Organizations or persons employed on casual basis or those Vocational/ Summer Trainees and Apprentices under the Apprentices Act, 1961.

2.4.0 “Committee” means the various Committees constituted under this Policy for adhering to various stages of recruitment.

2.5.0 “Sanctioned Strength” is the strength of manpower of various posts created by the Authority competent for creation of posts in respect of each Project/Unit/Regional office/Head Office under this Policy.


2.6.0 “Vacancy” means difference between the sanctioned strength of manpower and the manpower available in a particular grade in the category of Executives, Jr. Officers and Workmen arising as on 30th June of every year.

2.7.0 “Direct Recruitment” means recruitment made from any of the sources mentioned at clause 3.4.0 and its sub-clauses of the Recruitment Policy amongst the eligible candidates as per the Rules of the Company.

2.8.0 “Examination–in–Charge” in respect of a recruitment activity means an Executive nominated by the Head of Personnel, Head Office to supervise the overall conduct of the Written Test and/or Second Level Skill Test, wherever prescribed. He will be drawn from a Project/Unit/Office other than the Project/Unit/Office where the recruitment activity is carried out

2.9.0 “Co–ordinating Officer” means Head of Personnel Department or any other Executive nominated by the Appointing Authority to co – ordinate the different activities connected with the Written Test Recruitment process and who may take assistance of other Executives nominated as Co-ordinators for Written Test in a Test Centre or other Test (s).

2.10.0 “Direct relative” means a relative as defined under the definition of “Family” in NMDC Employees’ (TA) Rules, 1990 as amended from time to time.

2.11.0 “Head Office” means the place where Company’s Corporate Office is situated.

2.12.0 “Regional Office” means other offices situated in other places than that of Head Office such as Delhi, Bangalore, Chennai, Kolkata, Mumbai, Bhuvaneswar, Vizag etc.

2.13.0 “Projects” means production places where core activities of production is carried out such as (1) BIOM, Kirandul complex, (2) BIOM, Bacheli complex, (3) DIOM, Donimalai complex (4) Panna , (5) SIU, Paloncha, (6) NISP, Nagarnar and (7) Slurry Pipeline Project, Jagdalpur.

2.14.0 “Units” means Establishments, feasibilities other than the Projects & Regional Offices such as Arki Limestone Project- Arki, Global Exploration Centre- Raipur, R&D Centre, Hyderabad, Lalapur Silica Sand Project-Lalapur, J&KMDC Limited etc.

Note: The definitions appearing in Recruitment Policy shall also apply to all the Clauses and Rules of Promotion Policy document wherever applicable if not defined in the Promotion Policy.

3. GENERAL PROVISIONS

3.0.0 Manpower Sanction :

3.0.1 Sanctioned Manpower of Executives, Junior Officers and Workmen of the Company as on August, 2017, based on IE study is as follows:

Sl. Grade Sanctioned Manpower

1. Executive Director (M-11 grade) 08

2. General Manager (M-10 grade) 21

3. Jt. General Manager (M-9 grade) 51

4. Jr. Manager (M-2 grade) to Dy. General Managers (M-8 grade)

949

5 Junior Officers(Kirandul including 11/B098, Bacheli-90, Donimalai including KIOM-104, Panna-16 and HO & others-05)

313

6. Kirandul (including. 11B)-1272, Bacheli-1248, DIOM (Including KIOM-1075, Panna-160

3755

Grand Total 5097


Note: The above sanction in respect of Executives is exclusive of KIOM, NISP, SPL and SIU, Paloncha.

3.0.2 Functional Directors may assess manpower requirement as per the sanctioned strength including cadre review on annual basis and give it to Director (Pers.) for necessary action.

3.0.3 For filling up the posts through Recruitment, prior administrative approval of CMD shall be obtained by the Personnel Department, Head Office.

3.0.4 A “Succession Plan” for the Company shall be prepared and put in place with the approval of CMD.

3.1.0 AUTHORITIES TO CREATE POST & RECRUITMENT

3.1.1 AUTHORITIES COMPETENT FOR CREATION OF POSTS: The Authorities competent to create posts in respect of Executives, Junior Officers & Workmen are indicated below:

Note: The authority for creation of posts shall also be Authority for abolition of posts , if needed

Category of Posts Authority

a) All Executive posts of Jr. Manager (M-2 grade) to Dy. General Manager (M-8 grade) level including Executive Trainees.

Board of Directors

b) All Executive posts of Jt. General Manager (M-9 grade) to Executive Director (M-11 grade) level.

To be recommended by the Board of Directors and approved by the Ministry of Steel, Government of India, in line with DPE Guidelines.

c) All posts below Jr. Manager (M-2 grade)

level including Junior Officers, Junior Officer (Trainees), Workmen (Trainees) at Projects, Units, Head Office, Regional Offices etc.

Chairman-cum-Managing Director (CMD)

3.1.2 AUTHORITIES COMPETENT TO MAKE APPOINTMENTS TO POSTS: The following authorities shall be competent to appoint suitable candidates as mentioned against each category in terms of the sanctioned manpower strength approved by the Competent Authority.

Category of Post Authority

a) All posts in Executive categories below Board level including Executive Trainees.

Chairman-cum-Managing Director

b) All posts pertaining to Junior Officers & Junior Officers (Trainees) and Workmen & Workmen (Trainees) for Head Office, Units, Regional Offices etc.

Functional Directors

c) All posts pertaining to Junior Officer & Junior Officer (Trainees) and Workmen & Workmen (Trainees) for Projects/Units.

Head of the Project

3.2.0 INDUCTION LEVEL(S) OF EMPLOYEES:

3.2.1 Induction level(s) of Executives: Induction level(s) of Executives shall be at Jr.Manager (M-2 grade), Asst. General Manager (M-7 grade) and General Manager (M-10 grades): (a) Maximum percentage of recruitment of Executives in these grades shall be as

given below: INDUCTION LEVEL MAXIMUM PERCENTAGE

RECRUITMENT PROMOTION

Junior Manager (M-2 grade) 75% of Vacancy 25% of Vacancy

Asst. General Manager (M-7 grade) 25% of Vacancy 75% of Vacancy

General Manager (M-10 grade) 10% of Vacancy 90% of Vacancy


3.2.2 (A)

The Executive Trainees will normally be inducted in the Jr. Manager (M-2 grade). However, in case of candidates recruited from reputed college viz. IIMs, XLRIs etc. they will be inducted in Asst. Manager (M-3 grade).

3.2.2 (B)

General duty Doctors will be recruited to the post of Assistant Medical Officer in Jr. Manager (M-2 grade). However, those having Post graduate qualification will be inducted one grade higher i.e. Asst. Manager (M-3 grade).

3.2.2 (C)

Doctors who are to be recruited as specialist with Post graduate qualification in relevant medical discipline will be inducted in Dy. Manager (M-4 grade)

3.2.2 (D)

The existing corresponding pay scales in respect of Workmen, JOs & Executives are as given below: Workmen:

Grade Scale of Pay (wef 01.01.2012)

RS-01 11000-3%-19410 RS-02 11330-3%-20000 RS-03 11670-3%-20600 RS-04 12030-3%-21220 RS-05 12400-3%-21860 RS-06 12780-3%-22520 RS-07 13170-3%-23200 RS-08 13570-3%-23900 RS-09 13980-3%-24620 RS-10 14400-3%-25360

Junior Officer & Executives :

Grade Scale of Pay (wef

01.01.2007)

Junior officer (Junior Officer) 37000-130000

Executive (M-1 grade) 40000-140000

Jr. Manager / E.T (M-2 grade) 50000-160000

Assistant Manager (M-3 grade) 60000-180000

Deputy. Manager (M-4 grade) 70000-200000

Manager (M-5 grade) 80000-220000

Senior Manager (M-6 grade) 90000-240000

Assistant General Manager (M-7 grade) 100000-260000

Deputy General Manager (M-8 grade) 120000-280000

Joint General Manager (M-9 grade) 120000-280000

General Manager (M-10 grade) 120000-280000

Executive Director (M-11 grade) 150000-300000

3.2.3 Induction levels of Junior Officers: Induction of Junior Officers will normally be as Junior Officer (Trainee). However, based on the requirement, Junior Officers can be recruited in regular scale of pay also without the Training period, for which experienced candidates will be called for Written Test & Supervisory Skill Test.

3.2.4 In Finance discipline, Junior Officer level induction may be done as per need and as per the qualification mentioned in Annexure-III.

3.2.5 Induction levels of Workmen category for NMDC Mining operations shall be done as per the LOP Settlement dated 11.01.2003 and Recruitment Rules. As per the said Tripartite settlement, the workmen induction levels are RS-1, RS-2, RS-4 for technical disciplines and RS-3, RS-4, RS-6 and RS-8 for non-technical disciplines. The details of induction levels of Workmen (Trainee) are as follows:


Grade DESIGNATION

RS-1 Field Attendant (Trainee)

Ward attendant (Female/ Male)

RS-2 Maintenance Assistant/ Mechanical (Trainee) Maintenance Assistant / Electrical (Trainee)

RS-3

Jr Assistant Gr. III (Trainee)

Assistant Lab Technician Gr III (Trainee)

Assistant Pharmacist Gr III (Trainee)

Assistant Radiographer Gr III (Trainee)

MWA/FWA-cum-Dresser grade-II

Assistant Dietician Grade- III (Trainee) (RS-03)

Assistant Physiotherapist Grade- III (Trainee) (RS-03)

Diamond Classifier-cum-Valuer Gr III (Trainee)

RS-4

Jr Stenographer Gr III (Trainee)

Quality Control Assistant Gr III (Trainee)

Blaster Gr II (Trainee)

Mechanic-cum-Operator Gr I (Trainee)

HEM Mechanic Gr I (Trainee)

HEM Operator Gr I (Trainee)

Electrician Gr I (Trainee)

RS-6 Nurse Gr III (Trainee)

Technician (Electronics) Gr II (Trainee)

RS-8 Rajbhasha Translator-cum-Teacher (Trainee)

Note: The regular pay scales will be offered to Trainees after completing the Training period satisfactorily and on fulfillment of other conditions as may be applicable.

3.2.6 Stipend during traineeship as specified from time to time.

3.3.0 Maximum Age limit, Required Qualification & required post qualification experience in relevant field in respect of Executives, Junior Officers & Workmen

3.3.1 Maximum Age Limit

Grade Maximum age limit

Executive Trainees (M-2 grade) 27

Jr. Manager (M-2 grade) 30

Asst. General Manager (M-7 grade) 45

General Manager (M-10 grade) 53

Junior officer (Trainees) 32

Junior Officer 35

Workmen 30

Reservation and age relaxation for SC/ST/OBC/Pwd/Ex-Serviceman is as per Presidential directives. Relaxation in Age Criteria for meritorious sports persons is as per GOI guidelines.

3.3.2 Required Qualification Executive And JOs: As per Annexure I & III of the Policy and Rules Workmen: As per LOP Settlement dated 11.01.2003

3.3.3 Required Post Qualification Experience for Executives

Grade Required post qualification work experience

Executive Trainees (M-2 grade) No experience required

Jr. Manager (M-2 grade) 2 Years

Asst. General Manager (M-7 grade) 12 Years

General Manager (M-10 grade) 21 Years


3.3.4

Required Post Qualification Experience for Junior Officers

Qualifications possessed by Candidate

Required post qualification work experience

Degree in Engineering/ Professional qualifications

NIL

Diploma in Engineering 5 Years

3.3.5 Required Post Qualification Experience for Workmen (as per LOP Settlement dated 11.1.2003):

Grade Grade Required post qualification work

experience

RS-1

Field Attendant (Trainee) No experience for appointment as Field Attendant (Trainee) One year six months in some trade connected with Project

Ward attendant (Female/ Male) One year experience in a Hospital Ward

RS-2

Maintenance Assistant/ Mechanical (Trainee) Maintenance Assistant / Electrical (Trainee)

No experience for trainees

RS-3

Jr Assistant Gr. III (Trainee) One year experience in typing and clerical

Assistant Lab Technician Gr III (Trainee)

Two years out of which at least one year as Lab. Technician in case of Graduates and 5 years out of which four years as Lab Technician in case of 10th Board Exam pass

Assistant Pharmacist Gr III (Trainee)

Three years as Compounder/Pharmacist in a Hospital in the case of Degree/or Graduate with Diploma and six years in case of 10th Board Exam pass with Diploma/Certificate


3 years as X-Ray technician/Radiographer in large hospital/nursing home in the case of degree holders and 4 years in the case of Xth Board exam pass

MWA/FWA-cum-Dresser grade-II One year relevant experience

Assistant Dietician Grade- III (Trainee) (RS-03)

Three years relevant experience in large Hospital/Nursing home.

Assistant Physiotherapist Grade- III (Trainee) (RS-03)

Three years relevant experience in large Hospital/ Nursing Home


3 years experience in handling, classifying and valuing of rough diamonds

RS-4

Jr Stenographer Gr III (Trainee) 4 years as LDC-typist

Quality Control Assistant Gr III (Trainee)

One year experience in sampling work is essential

Blaster Gr II (Trainee) 3 years in Blasting operation


Nil HEM Mechanic Gr I (Trainee)




RS-6

Nurse Gr III (Trainee) No experience for BSC nursing and one year in case of Inter science with Diploma in Nursing and 2 years in case of 10th Board with Nursing “A” Certificate.


Nil

RS-8 Rajbhasha Translator-cum-Teacher (Trainee)

3 years experience in Translation, Teaching etc.

3.4.0 SOURCES OF RECRUITMENT: The sources of recruitment are External and Internal:

3.4.1 External Source: Recruitment of personnel in various categories including Trainees in the Company shall be made from any of the following external sources:

a) (i) Open market through Employment Notifications/Press Advertisement, (ii) Hosting on NMDC website and/or (iii) Notice to concerned Employment Exchange or (iv) Marks secured in GATE for technical discipline and marks secured in NET/CAT etc for (Executive Trainees) as one of the source of recruitment.

b) Campus Recruitment in IITs/IIMs/NITs etc. for Executive Trainees/Asst. Managers. c) “On deputation” or “On immediate absorption” basis from Central/State

Government and other Public-Sector Undertakings (PSUs), as per the guidelines issued by Government of India, from time to time.

d) On contract basis : (refer clause no. 1.3.10 of Section-III) e) Any other source as may be approved by the Appointing Authority.

3.4.2 Internal Source: Internal source shall be through Selection of Departmental Candidates through Internal Notifications within the Company and also by circulation of Employment Notifications within the Company to provide opportunity to internal candidates.

3.4.3 In case recruitment is through Internal circulation within the Company, the eligibility criteria for age limit, educational qualification, pay scale etc. shall be as specified

4. PROCESS OF RECRUITMENT 4.0.0 Attempt should be made for conducting of all the activities of recruitment of

Executives, Executive Trainees, Junior Officers and Workmen through outsourcing. Further, in case, recruitment through outsourcing is not resorted to, then In-house recruitment can be resorted to for reasons to be recorded in writing with the approvl of CMD. The recruitment process will be co-ordinated centrally from Head office. Further, Head of Personnel at Head Office will confirm that all recruitment process is done as per rules.

4.0.1 OUT-SOURCING OF RECRUITMENT: Written test, Trade / Skill Test and other related activities will be done through Out-sourcing Agency. Internal resources can be decided by CMD when the number of vacancies are few. Required committees are to be constituted.

4.0.2 IN-HOUSE RECRUITMENT: In-house recruitment shall be done centrally from Head Office. The recruitment will be done through constitution of various Committees.


4.0.3 In case of providing employment to the land losers under the provisions of Rehabilitation and Resettlement Act, Land Acquisition Act,1894 or any other Act of the Union or a State relating to concerned land acquisition for the time being in force and other laid down procedure & rules, the eligible candidates will be provided employment by following due procedure through constitution of required Committees such as Scrutiny committee, Assessment committee etc. for proper document verification confirming that they have given land to the company and also assessing suitability for the specific post. The detailed procedure for providing employment to such land losers is to be approved by CMD.

5. STEPS TO BE FOLLOWED IN RECRUITMENT PROCESS

5.0.0 The process of recruitment of Executives/Junior Officers/Workmen generally will have the following stages:

5.1.0 Recruitment Planning

5.2.0 Assessment of vacancies and approval of Appointing Authority

5.3.0 Required Components in Notification/Advertisement for the post: a) Brief about the Organization b) Reservation for SC/ST/OBC/PwD etc. c) Maximum age limit d) Age relaxation for certain categories e) Educational qualifications f) Relevant post qualification experience g) Minimum service in Lower pay Scales for the Candidates applying from a PSU,

Government or equivalent CTC in Private Sector

5.4.0 Publication of Notification of vacancies

5.5.0 Scrutiny of applications

5.6.0 Mode of selection: a) Written Test b) Ratio of candidates to be called for various stages after Written Test and to

award marks for Trade/Skill/Physical Ability/Job Proficiency/Supervisory Skill Test as may be applicable

c) Group Discussion & Interview (only for Executive Cadre)

5.7.0 Constitution of Committees

5.8.0 Intimation to Candidates for attending Written/ Trade /Skill/Supervisory Skill/ Tests/ Interview /Group Discussion (GD).

5.9.0 Preparation of Merit List, Selection Panel and its approval

5.10.0 Publication of results

5.11.0 Pre-employment Medical Examination

5.12.0 Issue of offer of appointment and probation period

5.1.0 Recruitment planning: Proper manpower assessment and Recruitment planning shall be carried out to fill up the vacant posts by the concerned Projects/Units/Head office of the Company keeping in view the separation due to retirement in the next three years and other reasons so as not to face a situation of shortage/vacuum. Recruitment of Manpower shall be made against vacancies within the sanctioned manpower supported by due justification. Recruitment Plan shall be made for the required skill-sets, and advance action shall be initiated for recruitment by the concerned Projects/Units/Office.


5.2.0 Assessment of vacancies and approval of Appointing Authority: Head of Personnel of the Project / Unit / Head Office will assess the present requirement / short-fall of vacancies and determine the number of vacancies to be filled during the year within the sanctioned strength and obtain approval of the Competent Authority as specified at Clause 3.0.3 above. All such proposals whether for Projects, Units and Head Office/RO etc, should be supported with proper justification for the necessity to fill up the vacancies.

5.3.0 Components in Notification/Advertisement: The following components must find a place in the Employment Notification/Press Advertisement, while recruiting candidates for various posts in the Company: a) Brief about Organization: Details about NMDC, turnover, profit, proposed

expansion, its Projects/Offices etc b) Reservation for SC/ST/OBC/PwD etc c) Maximum age limit d) Age relaxation for certain categories e) Educational qualifications (See Annexures-I,II & III and also LOP Settlement

dtd.11.1.2003) f) Relevant Post Qualification Experience

5.4.0 Publication of Notification of vacancies: All vacancies should be advertised through the following media:

a) For Group A & B Posts: National Newspapers (minimum one English and one Hindi); & For Group C & D Posts: Local Newspapers (minimum one English and one Local Language); and /or

b) Local Employment Exchange for sponsoring eligible candidates meeting the age, qualification, experience etc. wherever applicable; and / or

c) Special Employment Exchanges for filling up of posts reserved for categories of PwD, Ex-serviceman, Sports Persons etc.; and / or

d) Hosting on NMDC website; and / or e) Employment News / National Employment Service; and / or f) Any other medium as may be approved by the Appointing Authority; and / or

5.4.1 In case of any typographical error or omission, a Corrigendum to the Notification shall be issued. In such cases, the last date for receipt of applications shall also be suitably extended. However, no modification in number of vacancies, notified specifications/criteria would be generally made after issue of Employment Notification/Press Advertisement.

5.5.0 Scrutiny of applications: When the recruitment is outsourced, such agency, receiving applications in online and /or offline mode shall scrutinize the applications with reference to the prescribed criteria. The Coordinating Officer at the time of conducting 2nd Level Test / Interview /GD shall also ensure that the prescribed criteria of qualification, experience, DOB, caste etc. are checked and ensure for its correctness to the best of their knowledge and belief.

5.5.1 In case of In-house recruitment, the applications received under a particular advertisement are to be verified in accordance with the criteria specified in the advertisement, such as, Age, Qualification, Experience, Caste etc. for which a Scrutiny Committee will be constituted. The Executives associated in the screening /scrutiny of the applications need to clearly endorse the reasons for rejecting any candidate. They must clearly specify whether the candidate is eligible or otherwise. They should invariably countersign and return the bio-data statement/list of candidates provided to them.

5.6.0 Mode of Selection for Executives, Junior Officers and Workmen: The mode of selection shall be Written test / GATE/NET/CATE etc. examination score, GD


& Interview for Executive Trainees and Interview for the Executives other than Executive Trainees. Written Test and Second Level Test such as Supervisory Skill /Job

Proficiency/Trade/Skill/Physical Ability Test for Junior Officers and Workmen shall be as specified in Rule 1.3.1 of Section III. The mode of selection differs from one category to another and hence, the detailed procedure involved in mode of selection etc. is specified

below in Clauses. 6.0.3, 6.1.1 and 6.2.2 respectively for Executives, Junior Officers and Workmen including Trainees of these three categories.

5.6.1 As per the DoPT’s OM No. 39020/2013-Estt (B)-Part dated 29th December 2015 and DPE, OM No. 14th December 2015 for selection of candidates under Group B, C & D category posts, interview is dispensed with for selection of such posts and hence the Written Test shall be the basis for final selection of the candidates. However, Second Level Tests such as Supervisory Skill/Trade/Physical Ability/Skill/Job Proficiency Tests, as may be applicable for a particular post, shall also be held as specified in Rule 1.3.1 of Section III.

5.6.2 In case of non-Executive recruitment, the criteria for selection and drawl of Merit List/Selection Panel shall be on the basis of marks obtained by the candidates in the Written Test, unless otherwise prescribed. There will be a provision of cut off marks. Such cut-off pass marks shall be arrived at by averaging the marks scored by all the candidates who appeared in the Written Test. In case of Executive recruitment wherever Written test is involved, same procedure of cut-off / pass marks will be followed.

5.6.3 Age Relaxation of 5 years for meritorious sports persons will be considered. The definition of sports person etc will be as per Government Guidelines contained in OM No.DPE-GM-13/0012/2015-GM-FTSS-4288 dated 29.02.2016 issued by the Department of Public Enterprises, Government of India.

5.6.4 Passing in the Second Level Tests and the marks obtained therein are only qualifying in nature. Those who do not pass/qualify in the Second Level Test(s) are not eligible for selection. Such marks are independent of the marks obtained in the Written Test.

5.7.0 Constitution of Committees: The composition, duties and responsibilities of various Committees and the procedure to be followed for conducting different Tests etc. are specified in detail in clause no. 2.2.0 to 2.12.4 of Section III.

5.8.0 Intimation to candidates for attending Written/Trade/Skill/Supervisory Skill/Physical Ability Test/ GD /Interview etc.: Intimation regarding details of venue, date and time of Written/Trade/Skill/Supervisory Skill/Physical Ability Test/GD/Interview etc.(as may be applicable) will be sent to the candidates identified for such Test(s) by Post, besides posting on the NMDC Website.

5.9.0 Procedure for preparation of Merit List, Selection Panel and its approval: The Selection Panel will be drawn up in order of merit by the Selection Committee in the case of in-house recruitment. In the event of Outsourcing, the Selection Panel will be prepared by Head of Personnel Dept. compiling the marks obtained from the outsourced agency in Written Test & marks awarded in Group Discussion/Interview. While preparing the Selection Panel, the relevant provisions of reservation policy shall be duly kept in view. If any reserved candidate is selected against an unreserved post without availing of any relaxed standards under reservation policy, such candidate should be considered against unreserved post only. If more than one candidate obtains equal marks in Written Test and GD & Interview / Written Test and Interview (as the case may be) his/her inter-se seniority in the Merit List/Selection Panel will be decided on the basis of Date of Birth (i.e. the senior in date of birth shall be kept as senior in the panel).

5.9.1 In the case of Junior Officers & Workmen, if more than one candidate obtains equal marks in Written Test and also qualifies in Second Level Test, his/her inter-se seniority


in the Merit List/Selection Panel will be decided on the basis of Date of Birth (i.e. the senior in date of birth shall be kept as senior in the panel). However, preference for local candidate will be given first. In case of tie up on the marks obtained in the written test, local candidates shall rank higher. In case of two or more candidates of the same category having the same marks, the tie breaking order will be applicable to local place first and there after on date of birth. In case of recruitment of Workmen including Trainees for the purpose of term “local”, Baster Division of Chhattisgarh State for Bailadila (Kirandul and Bacheli Projects), Bellary District of Karnataka for Donimalai Project and District of Panna for DMP, Panna and likewise for other Projects / Units shall be reckoned as “local”.

5.9.2 On finalization of Selection Panel/Selection Committee’s recommendations, the concerned Head of Personnel Department will seek approval of the Appointing Authority

5.9.3 Selection Panel will be normally valid for six months from the date of its approval by the Appointing Authority. The panel validity can, however, be extended once by a period of six months by the Appointing Authority for reasons to be recorded in writing.

5.10.0 Publication of results: List of candidates who are finally selected based on marks in the Written Test, Interview and GD subject to their qualifying in Second Level Test viz. Trade/Skill /Job Proficiency / Physical Ability/ Supervisory Skill Test, as the case may be, shall be hosted on the NMDC website invariably.

5.11.0 Pre-employment Medical Examination: Such of the finally selected candidates will have to undergo the prescribed pre-employment medical examination as may be decided by the Appointing Authority, keeping in view the number of vacancies to be filled up at a particular point of time.

5.12.0 Issue of offer of appointment: The offer of appointment will be issued only to those selected candidates who are found medically fit. Those appointed to a regular post in the Company shall serve the prescribed probationary period.

6. PROCEDURE FOR RECRUITMENT 6.0.0 EXECUTIVES: Recruitment of Executives shall be done centrally by Head Office in the

following manner:

6.0.1 Recruitment of Executive Trainees through open competition which involves Written Test or GATE/NET/CAT etc examination score, as the case may be, along with GD & Interview.

6.0.2 Recruitment of Executives (other than Executive Trainees): For the purpose of generally ensuring balanced manpower profile comprising experienced professionals and young executives, lateral induction of Executives as prescribed in this Policy shall also be resorted to as one of the channels of induction

6.0.3 Mode of selection & Marks weightage: The mode of selection shall be Written test GATE/NET/CAT etc. examination score, GD & Interview for Executive Trainees and Interview for the Executives plus GD when Campus recruitment is resorted to.

6.0.4 Written Test: In the case of Executive Trainees, all the eligible candidates will be called for Written Test when recruitment is done through outsourcing. The eligibility criterion shall be decided by the Appointing Authority (See Rules 3.8.1 to 3.8.4 of Section III for detailed procedure to be followed in conducting Written Test). In case where the selection process involves Written Test, GD and Interview, the Merit List shall be prepared based on the total marks in Written Test, GD and Interview taken


together.

6.0.5 The assessment methodology and marks weightage shall be as follows:

Posts Mode of selection Marks

Total Written Test*

GD** Interview**

Executive Trainee Written Test/score in GATE/NET/CAT etc *,

GD & Interview

70 15 15 100

Jr. Manager (M-2 grade)

Written Test & Interview ***

85 Interview-15 100

Jr. Manager (M-2 grade), Asst. General Manager (M-7 grade) & General Manager (M-10 grade)

Interview - - 100 100

Executive Trainee/Jr. Manager (M-2 grade)

Campus Interview - 30 70 100

* In cases where the recruitment is through GATE/NET/CAT etc. examination score, such score will be considered with respect to percentage of marks scored in the examination calibrated to maximum 70 marks .

** Assessment of parameters and maximum marks for Interview & GD shall be as per Evaluation Sheet placed at Annexure-IV.

*** In case, it is decided to conduct written test keeping in view expected large number of applications.

6.0.6 Group Discussion & Interview (for Executives Cadre): The ratio prescribed for calling of candidates for Interview, shall be as specified below:

6.0.6 (A)

In the case of Recruitment of Executives (other than Executive Trainees): Such of those candidates, who are found eligible after scrutiny of their applications, will be called for Interview/GD or Interview, discipline-wise/category-wise in the ratio of 1:3 or as decided by the Appointing Authority.

6.0.6 (B)

In the case of Recruitment of Executive Trainees through All India level open recruitment:

Written Test All the eligible candidates will be called for Written Test

GD &Interview Candidates who qualify in the Written Test will be called for GD & Interview in the ratio of 1:3 or as decided by Appointing Authority

6.0.6 (C)

In the case of Recruitment of Executive Trainees through GATE/NET/CAT etc Examination:

GD & Interview

Based on their GATE/NET/CAT etc. examination score, candidates will be called for GD & Interview in the ratio of 1:10 or as decided by Appointing Authority.

6.1.0 JUNIOR OFFICERS: Junior Officers shall be recruited either as Junior Officer (Trainee) or as Junior Officer in the regular scale of pay, depending on the requirement of the Company.

6.1.1 Mode of selection of Junior Officers: Written Test: As specified inter-alia in Clause 5.6.1 above, the Written Test shall form


the basis before considering a candidate for selection. However, Supervisory Skill Test for selection of Junior Officers will also be conducted, the qualifying marks of which shall be as specified in clause 6.2.3 below:

Post Mode of Selection Written Test

Marks Supervisory Skill

Test Marks Total

Junior Officers

Written & Supervisory Skill Test

100 Qualifying in

nature 100

6.1.2 Supervisory Skill Test: There is no provision for interview in selection of Junior Officers. However, the selection process will consist of Written Test & Supervisory Skill Test. The Supervisory Skill Test being qualifying in nature, the final Merit List shall be prepared based on the marks obtained in Written Test only. The qualifying mark for such test will be as indicated in clause no. 6.2.3 below.

6.1.3 Ratio of candidates to be called for Supervisory Skill Test: Candidates who appear in the Written Test will be called for Supervisory Skill Test in the ratio of 1:3 or as decided by Appointing Authority.

6.1.4 The qualifying marks for written test out of total 100 marks is as follows :

Category Qualifying marks

UR 50

OBC 45

SC/ST 40

6.2.0 WORKMEN : Recruitment of Workmen will be as per the Job Description and Specifications mentioned in the LOP Settlement dated 11.01.2003 and also as per the Rules framed under this Policy.

6.2.1 The selection process of Workmen involves two stages viz. Written Test and Second Level Test viz. Trade/Skill/Physical Ability Test etc. The maximum marks for which such Tests will be conducted are as follows:

Mode of selection Weighted Marks

Stage I Written Test 100 marks

Stage II Trade Test /Skill Test / Job Proficiency Test / Physical Ability Test.

Qualifying in nature

Total Marks 100 marks

Note: Physical Ability Test shall be conducted for RS-1 level post.

6.2.2 Mode of selection for Workmen: Written test: As specified in clause 5.6.1 above, the Written Test shall form the basis for selection, although the Second Level Trade Test/ Skill Test/Physical Ability Test/ Job Proficiency Test, as the case may be, will also be conducted.

6.2.3 Trade /Physical Ability /Skill/Job Proficiency Tests: No interview for workmen cadre is envisaged. However, there will be a Second Level Test i.e. Trade /Skill/Physical Ability/Job Proficiency Test, as the case may be, which is qualifying in nature. The qualifying marks for such Second Level Test (out of 100 marks) will be as under:

a) 40 % for Unreserved, (b) 37% for OBC candidates and c) 30 % for SC/ST/PwD.

6.2.4 Those who fail to clear the Trade /Skill/Physical Ability/Job Proficiency Test, as the case may be will stand disqualified and will not be considered for selection irrespective of the marks obtained by them in the Written Test.

6.2.5 Ratio of candidates to be called for Trade Test/Skill Test/Physical Ability Test / Job Proficiency Test:


Candidates who have passed the Written Test, based on cut of marks, will be called for Trade Test/Skill Test/ Physical Ability Test/ Job Proficiency Test in the ratio of 1:3 or as decided by Appointing Authority. When more than one candidate obtains equal marks at the cut-off level in the Written Test, all the candidates who scored equal marks will be called for next stage of tests, regardless of the prescribed ratio.

6.2.6 The qualifying marks for written test out of total 100 marks is as follows :

Category Qualifying marks

UR 50

OBC 45

SC/ST 40

7. TIME FOR COMPLETION OF RECRUITMENT PROCESS 7.0.0 All the recruitment activities are to be completed within a maximum period of nine

months. The time limit being reckoned from the last date of receipt of applications to issue of Offer of Appointment. Any relaxation thereof requires the approval of CMD in the case of recruitment to Executive cadre and Director (Personnel) in the case of Junior Officers and Workmen Cadre. The proposal for time relaxation in this regard shall be processed with detailed justification by the concerned Head of Personnel Department of the Project/Office.

8. VERIFICATION OF CHARACTER AND ANTECEDENTS 8.0.0 Verification of Character and Antecedents of the candidates selected will be got

carried out by the Establishment Section of the concerned Personnel Department.

9. TRAINING & ABSORPTION OF TRAINEES

9.0.0 The training period will be one year for Executive Trainees. Training period for Junior officers will be one year with degree qualification and one year and six months with diploma qualification. For workmen trainees, the training period will be one year and six months. The training period will commence from the date of joining as Trainee. On successful completion of training, they will be considered for absorption in regular post/grade. Thereafter, they will serve the prescribed probationary period as per Rules of the Company.

10. MISCELLANEOUS 10.0.0 Maintaining Transparency in Recruitment: All the activities of recruitment shall be

done in a transparent manner.

10.1.0 Receipt of Applications: Last date for receipt of applications shall be clearly indicated. (See also Rules 8.2.1 to 8.2.3 of Section III).

10.2.0 Recruitment Activities Calendar: As far as possible, a Recruitment Activities Calendar along with a time frame for each activity shall be indicated in the Advertisement itself. (See also Rule 8.3.1 of Section III)

10.3.0 Stipend to Executive Trainees, Junior Officers and Workmen Trainees: During training period, Executive Trainees, Junior Officer (Trainees) and Workmen (Trainees) will be paid monthly stipend as per Rules of the Company. (See also Rule. 8.4.0 of Section III)

10.4.0 Structured training policy: All the employees including newly recruited employees shall be imparted suitable training based on the needs and as per HR Department’s Structured Training Module.

10.4.1 It is mandatory to the newly recruitee to successfully complete the training period. In


case any candidate do not successfully complete the training period in the normal stipulated period as specified their training period will be extended as specified in Rule 5.1.0 to 5.1.5 of Section III. Even after extension, they do not successfully complete the training period their employment will be terminated without assigning any reason.

11. TENURE 11.0.0 The NMDC Recruitment Policy and its rules shall be reviewed after 5 years from the

date of its implementation, in order to bring in systemic improvements. Chairman-cum-Managing NMDC is empowered to relax any of the provisions of the policy / Rules in deserving and exceptional cases, with reasons to be recorded and subsequently to be ratified later by the Board.


SECTION – II

NMDC PROMOTION POLICY INDEX

Chapter Description Page. No.

1 Preamble 19

2 Definitions 19-20

3

General Provisions Calculation of vacancies and Date of reckoning of eligibility Average Credit Points (ACP) and Cumulative Credit Points

(CCP) Induction through Promotion and Types of Promotion

(Vacancy based & Non-Vacancy based) Group wise classification of Executives and Junior Officers Qualifying period of service for promotion Duration of Training period of Executive Trainees Performance Appraisal Rating for Asst. Manager (M-3

grade) during Executive training period Executives & Junior Officers on deputation to other

organizations Study Leave period counted for reckoning the service

period for the purpose of promotion of JOs and Executives.

Provision relating to the minimum Cumulative Credit Points (CCP) and Average Credit Points (ACP)

20-23

4

Evaluation criteria for promotion of Executives & JOs Evaluation criteria for promotion to those Executives and

Junior Officer working in Board & Company Affairs Department.

Zone of Consideration Departmental Promotion Committee will be free to devise

their own procedure

23-26

5 Ratio between promotion and Direct Recruitment 26

6 Departmental Promotion Committee and its constitution 26-27

7 Periodicity of meeting of DPC 27

8

Miscellaneous Effective date of Promotion Vigilance and disciplinary clearance Approval of DPC recommendations Publication of Seniority list Probation and confirmation Extraordinary performance will be considered for

conferment of reward Scheme of Personal Grade

27-28

9 Tenure 28

~*~


SECTION – II NMDC PROMOTION POLICY

NMDC Promotion Policy for Junior Officers and Executives

1. PREAMBLE

1.0.0 Promotion is the reassignment of a higher level job to an employee of an Organisation with delegation of responsibilities and authority required to perform that higher job, accompanied by better pay, better status, higher responsibilities and opportunities for career progression

1.1.0 INTRODUCTION: NMDC Limited introduced Recruitment & Promotion Rules in 1967 and continued the same with periodical amendments till now. In order to adopt a clear-cut procedure in promotion of the employees in a transparent manner, the present “Promotion Policy” has been formulated.

1.2.0 Aim: To man the executive posts in the Company with competent personnel having

growth potential and to integrate their career advancement opportunities with

fulfillment of Company’s objectives.

1.3.0 Scope: NMDC Promotion Policy shall apply to all regular Executives below Board

level (upto Executive Director (M-11 grade)) and Junior Officers working in all the

Projects, Units & Offices of NMDC Limited.

2. DEFINITIONS 2.1.0 Board: The term “Board” refers to the Board of Directors of the Company.

2.2.0 Chairman: The term “ Chairman” means the Chairman-cum-Managing Director (CMD) of NMDC Limited.

2.3.0 Competent Authority: The term “Competent Authority” in relation to a post means CMD of the Company.

2.4.0 Departmental Promotion Committee: “Departmental Promotion Committee(s)” means the Committee (s) constituted by the Competent Authority for considering promotion of Executives & Junior Officers etc.

2.5.0 Promotion: The term “Promotion” means upward movement of Executives& Junior Officers in the organizational hierarchy from one grade to the next higher grade under Vacancy-Based System or Time- Bound System, as per provisions contained in this Policy based on the recommendations of Departmental Promotion Committees.

2.6.0 Sanctioned posts: The posts as sanctioned by the Board of Directors and CMD in terms of Clause 3.1.1 of Section-I.

2.7.0 Vacancies: The difference between number of posts of Executives and Junior Officers sanctioned in a grade/post and their number in position on a particular day of a particular year i.e. 30th June.

2.8.0 PAR: Performance Appraisal Rating obtained by the Executives & Junior Officers during a particular Appraisal year.

2.9.0 Appraisal Year: Appraisal year means 12 months from 1st April to 31st March which is also a Financial Year presently

2.10.0 Head Office means the place where Company’s Corporate Office is situated.

2.11.0 “Regional Office” means other offices situated in other places than that of Head Office such as Delhi, Bangalore, Chennai, Kolkata, Mumbai, Bhubaneswar, Vizag etc.

2.12.0 “Projects” means production places where core activities of production is carried out such as (1) BIOM, Kirandul complex, (2) BIOM, Bacheli complex, (3) DIOM, Donimalai


complex (4) Panna, (5) SIU, Paloncha, (6) NISP, Nagarnar and (7) Slurry Pipeline Project, Jagdalpur.

2.13.0 “Units” means Establishments, feasibilities other than the Projects such as Arki Limestone Project- Arki, Global Exploration Centre- Raipur, R&D Centre, Hyderabad, Lalapur Silica Sand Project-Lalapur, J&KMDC Limited etc.

2.14.0 “Field Service” means service rendered by the concerned Junior Officer/ Executive in the Projects.

2.15.0 “Field Experience” means the period for which the concerned Junior Officer/Executive posted and working in any of the Projects.

3. GENERAL PROVISIONS 3.1.0 CALCULATION OF VACANCIES AND DATE OF RECKONING OF ELIGIBILITY:

Vacancies shall be calculated as on 30th June every year for effecting vacancy-based promotion to Jt. General Manager (M-9 grade) & above based on difference of the total sanctioned posts in Jt. General Manager (M-9 grade) & above (as the case may be) and the number of present incumbents to these posts on that day. The cut-off date for reckoning the eligibility for promotions upto Executive Director (M-11 grade) shall be 30th June of the particular year.

3.2.0 AVERAGE CREDIT POINTS (ACP) AND CUMULATIVE CREDIT POINTS (CCP)

3.2.1 The Credit Points of Performance Appraisal Rating(PAR) obtainable by an Executive or a Junior Officer, in an Appraisal Year, will be as under:

Outstanding 60

Very Good 50

Good 40

Satisfactory 15

Barely Adequate 05

3.2.2 Average Credit Points (ACP): Average Credit Points (ACP) are sum of 3 best credit points out of five years earned in the preceding qualifying period divided by 3, out of which 2 best in the existing grade and 1 best credit point in the remaining 3 years irrespective of grade. Those who joined the Company as direct recruits in Asst. General Manager (M-7 grade) or above grades and having less than 3 PARS ratings, their ACP will be calculated as sum of PAR credit points available divided by three. The maximum ACP shall be 60.

3.2.3 Cumulative Credit Points (CCP): Cumulative Credit Points are sum of all the credit points in all completed years as per qualifying period.

3.2.4 Promotion from Junior Manager (M-2 grade) upto Sr. Manager (M-6 grade) shall be effected on acquiring cumulative credit points as stipulated at clause no. 4.0.0 below without interview.

3.2.5 Promotion from Junior Officer to Junior Manager (M-2 grade), Senior Manager (M-6 grade) to Asst. General Manager (M-7 grade), Asst. General Manager (M-7 grade) to Dy. General Manager (M-8 grade), Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and General Manager (M-10 grade) to Executive Director (M-11 grade) shall be effected as per the evaluation criteria mentioned at clause no. 4.1.0, 4.2.0 and 4.3.0 below.

3.3.0 INDUCTION THROUGH PROMOTION: Taking into account lateral induction provided under direct recruitment to infuse fresh blood in the Company, the percentage of induction through promotion shall be as under:


Scale/Level % induction

through promotion

Scale/Level

% induction through

promotion

Jr. Manager (M-2 grade) 25% Dy. General. Manager

(M-8 grade)

100%

Dy. Manager (M-4 grade) 100% Jt. General Manager

(M-9 grade)

100%

Manager (M-5 grade) 100% General Manager

(M-10 grade)

90%

Sr. Manager (M-6 grade) 100% Executive Director

(M-11 grade)

100%

Asst. General Manager

(M-7 grade) 75%

3.3.1 The mode of operationalization of the above methodology i.e. no. of recruitments discipline wise to be made in Jr. Manager (M-2 grade), Asst. General Manager (M-7 grade) and General Manager (M-10 grade) shall be addressed by the Committee of Functional Directors.

3.3.2 Types of Promotion: Promotion shall be considered in accordance with the approved channels of promotion. There shall be two types of Promotion System i.e. (a) Non-vacancy based promotions and (b) Vacancy based promotions. The details are specified in the Rules.

3.3.2 (I)

Non -Vacancy Based Promotion: a) Promotions from Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy. Manager (M-4 grade) to Manager (M-5 grade), Manager (M-5 grade) to Sr. Manager (M-6 grade), Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) and Asst. General Manager (M-7 grade) to Dy. General Manager (M-8 grade) shall be Non-vacancy based. b) Promotion upto Sr. Manager (M-6 grade) (except promotion to Junior Officer to Jr. Manager (M-2 grade) shall be based on minimum specified Cumulative Credit Points earned by an Executive in all the completed appraisal years in a particular grade. c) In the non-vacancy based promotion system from Sr.Manager (M-6 grade) to Asst. General Manager (M-7 grade) and Asst. General Manager(M-7 grade) to Dy. General Manager (M-8 grade) categories the percentage of promotion of eligible officers shall be fixed at 50% and 30% respectively . Such promotions will be based on “Merit with due regard to Seniority”. d) The Trainees Assessment is being done by HRD/Training Department on completion of training. The performance rating during the training period will be considered on the basis of the assessment marks awarded to the candidates is as follows:

Rating Outstanding Very Good Good Satisfactory Barely Adequate

Marks 80.00 & above

70.00 to 79.9 60.00 to 69.9 50.00 to 59.9 Below 50.00

3.3.2 (II)

Vacancy Based Promotions: a) Promotion from Junior Officer to Jr. Manager (M-2 grade), Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and General Manager (M-10 grade) to Executive Director (M-11 grade) will be Vacancy-based. The zone of consideration (Selection) for Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and


General Manager (M-10 grade) to Executive Director (M-11 grade) shall be decided by Competent Authority in consultation with all functional Directors keeping in view the Organizational needs. However, the total number of candidates shortlisted shall not exceed 1:3 (vacancy : number of candidates to be called) . Such will be based on ‘Merit with due regard to Seniority’. b) For Promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade) & above grades: Promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade) and above grades shall be Vacancy based, as recommended by DPC and approved by the Competent Authority. c) A common seniority will be drawn based upon the inter-se-seniority for calling the eligible candidates in the ration of 1:3 for the DPC interviews for promotion to JGM rank (M-9 Grade) and above. Thereafter, a common seniority pool from JGM rank (M-9 Grade) based on inter se seniority will be maintained.

3.3.3 GROUP-WISE CLASSIFICATION OF EXECUTIVES AND JUNIOR OFFICERS: The Executives and Junior Officers in the Company shall be classified under three groups, based on their qualification, for the purpose of considering them for promotion:

a) Group-I: Executives & Junior Officers having qualification of Bachelor’s Degree and above as prescribed in Annexure-I

b) Group-II: Executives & Junior Officers possessing Diploma qualification in a particular grade as detailed in Annexure-II

c) Group-III: Executives & Junior Officers (Below Diploma holders) who do not have any of the qualifications prescribed either for Group-I or Group-II in the concerned discipline.

3.3.4 For the purpose of determining the recognized equivalence of educational qualification, the notifications of UGC, AICTE and other Institutions approved by Govt. of India, shall be applicable and the guidelines issued by them shall be followed.

3.4.0 QUALIFYING PERIOD OF SERVICE FOR PROMOTION: The qualifying period of service for promotion to the next higher grade will be as under:

Executives& Junior Officers For Promotion to the Grade (in years)

M-2 M-4 M-5 M-6 M-7 M-8 M-9 M-10 M-11

Group I 3 3 3 3 3 3 2 2 2

Group II(other than Mining) 5 5 5 5 5 NP NP NP NP

Group II Mining As per qualifying period as at Clause 3.4.1 below

Group III 7 7 7 NP NP NP NP NP NP

Note: “NP” means “No Provision”.

3.4.1

Under Group II, the qualifying period of service for Diploma Holders in the Mining discipline, will be as under:

Promotion to Qualifying period Remarks

Jr. Manager (M-2 grade) 5 Years –

Dy. Manager (M-4 grade) 4 Years With II Class MMCC

5 Years With Foreman’s Certificate of Competency

Manager (M-5 grade)

4 Years With I Class MMCC

5 Years With II Class MMCC

5 Years With Foreman’s Certificate of Competency

Sr. Manager (M-6 grade) 4 Years With I Class MMCC


5 Years With II Class MMCC

Asst. General Manager (M-7 grade)

5 Years With I Class MMCC

Note: MMCC means Mines Managers’ Certificate of Competency

3.5.0 The Executives & Junior Officers in the Company shall be classified under three groups based on their qualification as at Clause no. 3.3.3 to 3.4.1 of Section-II and also other conditions specified in Promotion Rules Section – IV. (Refer Clause 1.0.0 to 2.1.0 of Section-IV).

3.6.0 Executives/Junior Officers who have not completed the prescribed length of service in the present grade as on the cut-off date (i.e. 30th June) shall not be considered for promotion to the next higher grade.

3.7.0 The duration of training period of Executive Trainees, on successful completion of training period and absorption in regular grade, shall be included for the purpose of reckoning the eligibility period for promotion from Asst. Manager (M-3 grade) to Dy. Manager (M-4 grade) i.e. the Executive Trainee (M-2 grade) training period will also be considered as eligibility period for promotion from Asst. Manager (M-3 grade) to Dy. Manager (M-4 grade) subject to successful completion of training period.

3.8.0 The Performance Appraisal Rating for Asst. Manager (M-3 grade) during Executive training period shall be considered based on their total assessment marks in the following manner:-

Sl.No. Marks obtained in final Assessment PAR Rating

1. 80 and above Outstanding

2. 70 to 79.99 Very Good

3. 60 to 60.99 Good

4. 50 to 59.99 Satisfactory

5. Below 50 Barely Adequate

The employees who had been promoted from Junior Officer to Junior Manager (M-2 grade), their period spent as Junior Manager (M-2 grade) will also be reckoned for the purpose of eligibility for promotion from Asst. Manager (M-3 grade) to Dy. Manager (M-4 grade) on successful completion of probation period in Asst. Manager cadre (M-3 grade).

3.9.0 Executives & Junior Officers on deputation to other organizations will be considered for “Proforma Promotion” as per Government of India guidelines, on completion of the specified number of years in the present grade.

3.10.0 Study Leave period, if any, sanctioned by the Competent Authority, shall be counted for reckoning the service period for the purpose of promotion of Junior Officers and Executives.

3.11.0 The provision relating to the minimum Cumulative Credit Points (CCP) and Average Credit Points (ACP) shall also be applicable in all the cases of study leave, Executives on Deputation and Trainees.

4. EVALUATION CRITERIA FOR PROMOTION OF EXECUTIVES & JOS

4.0.0

For promotion of Executives from Asst. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy. Manager (M-4 grade) to Manager (M-5 grade) and Manager (M-5 grade) to


Sr. Manager (M-6 grade) who have completed their respective qualifying period of service in their grade, shall be subject to acquiring the following minimum Cumulative Credit Points in their completed years of service in the grade.

Length of service in the existing grade on or after completing Qualifying Period for promotion.

Minimum Cumulative Credit Points.

3 years 140

4 years 170

5 years 185

6 years 210

7 years 240

4.1.0 Evaluation criteria for promotion of Executives / JOs working in other than Board & Company affairs department. The evaluation criteria for various grades of Executives and also Junior Officer shall be as under except Board and company affairs department: a) Evaluation Criteria for promotion from Junior Officer to Jr. Manager (M-2 grade)

(except Board & Company Affairs Dept.):

Sl.No. Evaluation criteria Max.Marks Remarks

i) ACP 60

ii) Length of Service in

existing grade 15

4 marks for each completed year, subject to a maximum 15 marks

iii) Field experience 15 3 marks for each year of field service,

subject to a maximum of 15 marks iv) Interview 10

b) Evaluation Criteria for promotion from Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade):

Sl.No Evaluation criteria Max. Marks Remarks

i) ACP 60

ii) Length of Service in existing grade

15 4 marks for each completed year, subject to a maximum of 15 marks

iii) Field experience 15 1.5 mark for each year of field service, subject to a maximum of 15 marks

iv) Interview 10

c) Evaluation Criteria for promotion from Asst. General Manager (M-7 grade) to Dy. General Manager (M-8 grade):

Sl.no Evaluation criteria Max. Marks Remarks

i) ACP 60

ii) Length of Service

in existing 15 4 marks for each completed year,

subject to a maximum of 15 marks

iii) Field experience

15 1.5 mark for each year of field

service, subject to a maximum of 15 marks

iv) Interview 10

d) Evaluation Criteria for promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager


(M-10 grade) & General Manager (M-10 grade) to Executive Director (M-11 Grade):

Sl.No Evaluation criteria

Max. Marks Remarks

i) ACP 65

ii) Length of Service in existing


iii) Field experience 05 0.5 mark for each year of field service, subject to maximum 5 marks

iv) Interview 10

Note: ACP of 65 will be drawn by using the following formula ACP of 65= ACP(ACTUAL) X 65 60

4.1.1 Field experience as stated at Clause no. 2.15.0 above shall be considered for the entire service in NMDC both as a Junior Officer or Executive. For awarding marks for field experience, service rendered for 06 months and more shall be considered as one year.

4.2.0 Evaluation criteria for promotion to those Executives and Junior Officer working in Board & Company Affairs Department. (a) Evaluation Criteria for promotion from Junior Officer to Jr. Manager (M-2 grade):


i) ACP 60

ii) Length of Service in the existing grade


iii) Interview 10

b) Evaluation Criteria for promotion from Sr. Manager (M-6 grade) to Asst. General

Manager (M-7 grade):


i) ACP 60

ii) Length of Service in the existing grade

30 4 marks for each completed year, a subject to a maximum of 30 marks

iii) Interview 10

c) Evaluation Criteria for promotion from Asst. General Manager (M-7 grade) to Dy. General Manager (M-8 grade):

Sl. Evaluation criteria Max. Marks Remarks

i) ACP 60

ii) Length of Service in the existing


iii) Interview 15

d) Evaluation Criteria for promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) & General Manager (M-10 grade) to Executive Director (M-11 grade):

Sl. Evaluation criteria

Max. Marks Remarks

i) ACP 70

ii) Length of Service 20 3 marks for each completed year


in existing grade

subject to a maximum of 20 marks

iii) Interview 10

Note: ACP of 70 will be drawn by using the following formula ACP of 70= ACP(ACTUAL) X 70 60

4.3.0 The zone of consideration(selection) for recommending the candidates for promotion is as follows:

a) For promotion Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade) and Dy. Manager (M-4 grade) to Manager (M-5 grade), Manager (M-5 grade) to Sr. Manager (M-6 grade).

On acquiring minimum cumulative credit points

b) For promotion from Junior Officer to Jr. Manager (M-2 grade), Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) and Asst. General Manager (M-7 grade) to Dy. General Manager (M-8 grade).

Minimum total of 65.00 marks out of 100 marks on account of factors stipulated at clause 4.1.0 (a), (b) & (c) and 4.2.0 (a), (b), & (c) of the Promotion policy

c) For promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and General Manager (M-10 grade) to Executive Director (M-11 grade).

In the ratio of 1:3 of the total number of candidates to be promoted in order of total marks obtained in descending order on account of factors stipulated under clause no. 4.1.0 (d) & 4.2.0 (d) of the Promotion policy.

4.4.0 The Departmental Promotion Committee will be free to devise their own procedure such as holding Departmental Examination/Interview/ any other Mode to ascertain merit of eligible candidates

5. RATIO BETWEEN PROMOTION AND DIRECT RECRUITMENT 5.0.0 For Promotion from Junior Officer to Jr. Manager (M-2 grade) post:

The ratio of vacancies to be filled by promotion of eligible Junior Officers and by Direct Recruitment at Jr. Manager (M-2 grade)/ET level through open source will be in the ratio of 25:75, provided sufficient number of eligible candidates are available in the required proportion in the feeder cadre to the Executive position as on 30TH June of the year.

6. DEPARTMENTAL PROMOTION COMMITTEE(DPC) & ITS CONSTITUTION

6.0.0 The DPCs shall be constituted as specified below and approved by CMD. DPE / MoS guidelines issued from time to time with regard to constitution of DPC shall be adhered to. The composition of the DPCs for promotion shall be as under: a) For Junior Officer to Jr.Manager(M-2

grade), Asstt. Manager (M-3 grade) to

Dy.Manager (M-4 grade), Dy.Manager(M-4

grade) to Manager(M-5 grade) and Manager

(M-5 grade) to Sr.Manager(M-6 grade) posts

(a) Concerned Head of the Dept. at Head Office (2) Head of Personnel at Head Office (3) Representative of SC/ST


b) For Sr. Manager (M-6 grade) to Asst. General

Manager (M-7 grade), Asst. General Manager

(M-7 grade) to Dy. General Manager (M-8

grade) & Dy. General Manager (M-8 grade)

to Jt. General Manager (M-9 grade) posts:

(a) Functional Directors* (b) SC/ST representative of appropriate level. *Atleast three Functional Directors are to be present in the Committee during the interview. However, the presence of concerned Functional Director and Director(Pers.) is mandatory.

c) For posts in Jt. General Manager (M-9 grade)

to General Manager(M-10 grade) and

General Manager(M-10 grade) to Executive Director(M-11 grade) posts:

(a) CMD (b) Functional Directors* (c) SC/ST representative of appropriate level (d) Promotion to Executive Director (M-11 grade) , External expert:- One Officer not below Joint Secretary level, Govt. of India or Functional Director of CPSE or retired Functional Director of the Company may be associated during the interview. (e) Any other co-opted number as approved by Competent Authority. (f) One expert from an Eminent Management Institute *At least 3 Functional Directors’ presence is required and the presence of concerned Functional Director and Director (Pers.) is mandatory

7. PERIODICITY OF MEETINGS OF DPC 7.0.0 Departmental Promotion Committee (DPC) for promotion upto General Manager (M-

10 grade) shall meet once in a year to be held in the months of June. However, for promotion to Executive Director (M-11 grade), the DPC may be conducted as early as possible within the next quarter in which the post fell vacant, subject to the condition that the candidate is/are available and has/have completed the minimum eligibility period. While implementing the NMDC Recruitment &Promotion Policy,2018 suitable relaxation in length of service eligibility may be given for initial batches.

7.1.0 However, if recruitment process for any induction level post is already under way, the said post will not be treated as vacant.

8. MISCELLANEOUS 8.0.0

EFFECTIVE DATE OF PROMOTION: Effective date of promotion upto General Manager (M-10 grade) shall be 30th June of the respective year. There shall be no Interview for

promotion from Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy. Manager (M-4 grade) to Manager (M-5 grade) and Manager (M-5 grade) to Sr. Manager (M-6 grade) posts. However, Interview shall be held for promotion from Junior Officer to Jr. Manager (M-2 grade) and from Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) and above grade posts. The effective date of promotion in respect of General Manager (M-10 grade) to Executive Director (M-11 grade) will be from the date of issue of Promotion Order.

8.0.1 Date of receiving monetary benefit on promotion shall be from the date of assuming charge of the promoted post. However, the pay in the promoted scale shall be fixed notionally from the effective date of promotion.

8.0.2 The effective date of promotion will be reckoned for the purpose of seniority in the grade. However, for forwarding of applications for outside employment, the date of assumption of charge will only be reckoned for experience purpose and not the notional date of promotion

8.1.0 VIGILANCE AND DISCIPLINARY CLEARANCES: Vigilance and Disciplinary Clearances shall be obtained before holding DPC. Executives


shall be considered for promotion subject to fulfilling the eligibility criteria as recommended by the DPC, provided there is no disciplinary/vigilance case(s) pending or contemplated and vacancy is available, wherever applicable. In case, any Vigilance case or Disciplinary case is pending or contemplated against any Jr.Officer or an Executive, the system of “sealed cover procedure” would be followed in terms of DoPT’s OM No.22011/4/91-Estt(A) dated 14.09.1992 as clarified/amended from time to time.

8.2.0 APPROVAL OF DPC RECOMMENDATIONS: The Competent Authority for approval of recommendations of the Departmental Promotion Committee (DPC) for Executives, shall be CMD and the Appointing Authority for Junior Officers.

8.3.0 The Head of Personnel Department shall take necessary action to seek approval of the recommendation of Departmental Promotion Committee in consultation with concerned Functional Director(s)

8.4.0 PUBLICATION OF SENIORITY LIST: Seniority List of Executives shall be maintained as per Rules of the Company and the same shall be displayed on the NMDC website from time to time.

8.4.1 Inter-se-seniority: Where more than one employee of the same grade in a discipline is promoted through the same DPC, their inter-se-seniority in the promoted scale shall be decided based on their seniority in the pre-promoted grade, date of joining and then date of birth. In other words, the senior employee in the pre-promoted grade will continue to be senior over his junior in the promoted grade also. However, in exceptional cases, the DPC can recommend/assign merit position and a change in the order of seniority in respect of the employees who attend DPC interview, with proper justification, based on the past track record of the individual including unblemished service for more than 5 years.

8.5.0 PROBATION & CONFIRMATION: Probationary period for Executives and Junior Officers on appointment as well as on subsequent promotion to next higher grade shall be one year from the date of promotion. The confirmation of probation will be issued, based on receipt of a satisfactory report of performance during the probationary period/extended probationary period from the concerned authority.

8.5.1 The period of probation may be extended twice for a period of six months in each instance by the Competent Authority in writing, if the performance of the concerned Executive/Junior Officer is not found to be satisfactory during the period of probation.

8.5.2 If the performance is not found to be satisfactory even after second extension of probationary period, he/she will be reverted to the lower post duly recording the reasons, after approval of the CMD.

8.6.0 The Executives/Junior Officers in all levels who have been performing well and exhibiting extraordinary performance will be considered for conferment of reward by way of monetary/non-monetary methods/schemes.

8.7.0 SCHEME OF PERSONAL GRADE (PG): The existing Scheme of the Company for grant of Personal Grade (PG) to the Executives and Junior Officers shall continue to be in force.

9.TENURE

9.0.0 The NMDC Promotion Policy and its rules shall be reviewed after 5 years from the date of its implementation, in order to bring in systemic improvements. Chairman-cum-Managing Director, NMDC is empowered to relax any of the provisions of the policy / Rules in deserving and exceptional cases, with reasons to be recorded and subsequently to be ratified later by the Board.


SECTION - III NMDC Recruitment Rules

INDEX Rule No. Description Page No.

1.0.0 to 1.3.10 Manpower Strength

29-31

Induction levels of Executives.

Induction levels of Workmen Trainee and induction of Junior Officers Trainee

Outsourcing of Recruitment and its process.

Appointment on Contract basis.

2.0.0 to 2.12.4 In-House Recruitment Process for Executives, Junior Officers and Workmen

31-36

Composition of Committees and their role

General guidelines for constitution of Committees

Duties and Responsibilities of the Committee members

Role of Personnel Department representative

Procedure for conducting Written Test

Procedure for GD/Interview/ Trade/Skill/Physical Ability Tests

3.0.0 to 3.13.5 Rules regarding process / stages of recruitment

36-44

Vacancies to be reserved for SC / ST / Ex-Servicemen and PwD categories

Components in Notifications for Recruitment of Executives, Junior Officers and Workmen

Age Relaxation for Candidates belonging to SC/ST, OBC& PwD categories

Details to be included in Employment Notification / Advertisement

Verification of Documents / testimonials

Procedure for conducting Written Test

Preparation of Merit List /Selection Panel

Procedure for publication of results

Intimation to Candidates for attending Written/Interview/Trade Test etc.

Pre-employment Medical Examination

Issue of Offer of Appointment and joining time

4.0.0 to 4.1.6 Verification of Character & Antecedents etc. 44

5.0.0 to 5.1.5 Training and absorption 45

6.0.0 to 6.1.3 Separate Interview Committee for SC/ST/OBC 45

7.0.0 & 7.1.1 Application fee (non-refundable) 45-46

8.0.0 to 8.8.1 Other general conditions

46-47

Transparent system in Recruitment process

Online Receipt of applications

Recruitment Calendar

Stipend to Executive Trainees, Junior Officers (Trainees) and Workmen (Trainees)

Pay Fixation to Direct Recruitees

Entitlement of TA to outside candidates.

Payment of Honorarium for preparation of Question Papers, Evaluation of Answer Sheets to NMDC Executives and outside experts associated during Interview/GD and other Tests

9.0.0 Date of Commencement 47


SECTION – III NMDC Recruitment Rules

Recruitment Rules are a set of detailed guidelines supportive of the main clauses of the Recruitment policy which are to be followed in recruitment of vacant posts of Executives, Junior Officers and Workmen.

________________________________________________________________________________

1.0.0 MANPOWER STRENGTH: 1.1.0 A statement showing grade-wise sanctioned strength of Executives from Jr. Manager (M-1 grade)

to Executive Director (M-11 grade) including Executive Trainees, Junior Officers and also workmen including workmen trainee as on 30th June 2017 is indicated at clause no.3.0.1 of Section-I.

1.2.0 INDUCTION LEVELS OF EXECUTIVES: 1.2.1 Considering the need to infuse fresh blood in the Company, lateral induction is necessary and hence

such induction level shall generally be as under. However, as a special dispensation, induction of such of those candidates recruited from reputed Management Colleges and Medical Officers with PG qualification may be considered for being placed for induction one grade higher than the notified grade, as provided in Clause 3.2.0 to 3.2.5 of Section I).

Scale/Level % induction through Direct Recruitment

Jr. Manager (M-2 grade) – (Rs.50000-160000) 75%

Asst. Manager (M-3 grade) – (Rs.60000-180000). For Recruitment of Doctors having Post Graduate qualification.

As per the need of the Company

Dy. Manager (M-4 grade) – (Rs. 70000- 200000). For the Doctors who will be recruited as Specialist and having PG qualification.

As per the need of the Company

Dy. Manager (M-4 grade), Manager (M-5 grade) and Sr. Manager (M-6 grade).

-

Asst. General Manager (M-7 grade) – (Rs.100000-260000)

25%

Dy. General Manager (M-8 grade) and Jt. General Manager (M-9 grade)

-

General Manager (M-10 grade)– (Rs.120000-280000)

10%

Executive Director (M-11 grade) -

1.2.2 The percentage of posts allocated for induction under direct recruitment shall be filled up from external sources at any point of time at the discretion of the Management.

1.3.0 Induction levels of Workmen (Trainee) and induction of Junior Officers (Trainee): 1.3.1 The Induction levels, Pay scales & Second Level of Tests prescribed for recruitment of Workmen

and Junior Officers shall be as under: Grade Designation Scale of Pay Test(s) to be conducted

RS-1 Field Attendant (Trainee)

Rs.11000-3%-19410 Physical Ability Test

Ward attendant (Female/Male) Job Proficiency Test

RS-2 Maintenance Assistant/Mechanical (Trainee) Maintenance Assistant/Electrical (Trainee)

Rs.11330-3%-20000 Trade Test

RS-3

Jr Assistant Gr.III (Trainee)

Rs.11670-3%-20600

Skill Test

Assistant Lab Technician Gr III (Trainee) Job Proficiency Test Assistant Pharmacist Gr III (Trainee)




RS-4

Jr Stenographer Gr III (Trainee)

Rs.12030-3%-21220

Skill Test

Quality Control Assistant Gr III (Trainee) Job Proficiency Test

Blaster Gr III (Trainee) Trade Test


Rs.12030-3%-21220 Trade Test HEM Mechanic Gr I (Trainee)



RS-6 Nurse Gr III (Trainee) Rs.12780-3%-22520 Job Proficiency Test


RS-8 Rajbhasha Translator-cum-Teacher (Trainee) Rs.13570-3%-23900 Skill Test

Junior Officer

Junior Officer (Trainee) Supervisory Skill Test

Note: The regular pay scales will be offered to Trainees after completing the Training period satisfactorily and on fulfillment of other conditions as may be applicable.

1.3.2 Out-sourcing of Recruitment and its process: 1.3.3 All the activities of recruitment of Executives, Junior Officers & Workmen are to be done through

outsourcing or inhouse recruitment as decided by CMD. In case of outsourcing, the outsourcing / tie-up arrangements will be made by Head Office with reputed Recruitment Agency(ies).

1.3.4 The agreement / Work Order must contain the details of activities and arrangements to be carried out by the Out-sourcing Agency such as Written Test / Supervisory Skill Test/Trade Test / Skill Test / Physical Ability Test / Job Proficiency Test / Interview & GD as the case may be, detailed Scope of Work, besides aspects like time schedules, payment schedule linked to milestones, TDS, confidentiality, penalty, arbitration, indemnity etc.

1.3.5 The period of agreement / Work Order should not exceed Five years with a provision to extend the same for a further period of two years with mutual consent.

1.3.6 In case, applications are invited through on line mode and scrutiny thereof is resorted to by online process, which is the responsibility of Outsourcing Agency, the said process will involve major activities like customization/configuration of software, data entry, data capturing, data processing, test administration, issue of call letters for Written Test and Other Tests, setting of question papers and evaluation (wherever applicable) of answer sheet etc.

1.3.7 The name/details of the agency, assigned with the recruitment activity, for a particular recruitment shall be kept confidential.

1.3.8 Required Help Centres/Desks will be provided by NMDC Management to local candidates to enable them to apply for Group ‘C’ & ‘D’ posts through online at Kirandul, Bacheli, Dantewada and Donimalai etc, as may be considered expedient.

1.3.9 Activities involved for recruitment of Executives, Junior Officers & Workmen through outsourcing:

Sl No. Executive Trainees, Junior Officers & workmen (wherever Written Test is prescribed)

1 Invitation of applications including online, as may be decided

2 Issue of call letters for Written Test

3 Scrutiny of applications

4 Conducting Written Test

5 Evaluation and Preparation of Written Test marks

6 Issue of call letter for GD & Interview (as may be applicable)

7 Conducting Written Test /Supervisory Skill/Trade/Skill/Physical Ability/Job Proficiency Test / Interview & GD etc.

8 Handing over the list of selected candidates along with soft copy and hard copy and their original applications.


9 Any other activity(ies) incidental thereto. Note: NMDC will conduct Group Discussion and Interview in the case of Executive Trainees. Supervisory Skill Test /Trade Test/ Skill Test/ Physical Ability Test/ Job Proficiency Test in respect of Junior Officers and Workmen, as may be decided, will also be conducted by the Out-sourced agency along with NMDC Officers.

1.3.10 Appointment of Executives/Junior Officers/Workmen on Contract basis: In order to speed up the work in respect of new Projects such as Slurry Pipeline, Pellet Plant etc., some specialized/skilled Executives/Junior Officers/Workmen are required to be inducted on short term contract basis for a maximum period of 5 years. The recruitment of such Executives/Junior Officers/Workmen will be done as per the procedure laid down in the Recruitment Policy (Section-I) either through In-house recruitment or Outsourcing, as may be decided by CMD.

2.0.0 IN-HOUSE RECRUITMENT PROCESS FOR EXECUTIVES, JUNIOR OFFICERS AND WORKMEN: 2.1.0 When recruitment is decided to be done departmentally (In-house) in terms of Clause 4.0.2 of

Section I, all the applicable procedure/stages of Recruitment as mentioned in Clause 5.0.0 thereof shall be gone through. In order to conduct different tests required for selecting candidates in a fair and transparent manner and to avoid bias/favouritism, all Tests such as, Written test / Supervisory Skill Test / Trade Test / Skill Test / Physical Ability Test/ Job Proficiency Test shall be conducted through constitution of various Committees.

2.1.1 As per Clause 4.0.1 of Section-I, when recruitment activities are outsourced, except in cases mentioned in Clause 4.0.2 thereof, recruitment of Executive Trainees through GATE/NET/CAT etc., GD & Interview shall be done departmentally (in-house) or as decided by CMD. In Case of in-house recruitment, the following Committees are prescribed for smooth conduct of the required tests when Out-sourced and also during In-house recruitment.

2.2.0 Composition of Committees and their role:

Sl. no.

Name of the Committee

Members Grade Purpose

1. Scrutiny Committee a. One executive of Personnel Department

b. Two executives of User Department

As decided by the C/A

Scrutiny of applications

2 Question paper setting Committee

Three executives from Project/Unit/Office other than the Project where the Written Test is to be held.

As decided by the C/A

Preparing question paper for written test

3 Answer Sheets Evaluation Committee

Three members As decided by the C/A

Evaluation of answer sheets

4 Supervisory/Trade/Skill/ Job Proficiency/ Physical Ability Test Committee

1.One executive of Personnel Department 2.One executive from user Departments 3. Representative of SC/ST 4.Co-opted member-Executive / Junior Officer from Secretarial discipline to conduct & evaluate Stenography and for Physical ability test assistance from Project Schools, if required.

Sr. Manager (M-6 grade) & above

Conducting Skill Test/ Physical Ability Test etc.


5 Group Discussion Committee

1. Representative of the concerned discipline

2. Representative of Personnel Department

3. Representative of SC/ST 4. Psychologist(s) from outside

NMDC

Jt. General Manager (M-9 grade) & above Asst. General Manager (M-7 grade) & above

Conducting group discussions for Executive Trainees

6 Compilation Committee One Executive each from Personnel Dept., user dept., or any other dept and SC/ST representative.

Asst. General Manager (M-7 grade) & above

Compilation of Marks of all Tests

7 Selection Committee/ Interview Committee

For posts in General Manager (M-10 grade) (1) CMD (2) Functional Directors (3) External expert at the level of Joint Secretary, Govt of India or Functional Director of CPSE or a retired Functional Director of NMDC (4) SC/ST representative of appropriate level

Selecting suitable persons for Jr. Manager (M-2 grade), Asst.General Manager (M-7 grade),General Manager (M-10 grade) positions

8 For posts in Asst. General Manager (M-7 grade) 1. Concerned Functional Director 2. Head of Personnel at Head Office 3. SC/ST representative of appropriate level

9 For posts in Jr. Manager (M-2 grade) including ET & for M-3 grade (Refer clause no. 3.2.2(A) of Section – I)

1. Head of Department (s) 2. Head of Personnel at Head Office 3. SC/ST representative of appropriate level

10 For the post of Dy.Manager in M-4 grade for specialist Doctors (Refer clause no. 3.2.2 (C) of Section – I) 1. Director (Personnel) 2. Concerned Director 3. One Medical Expert 4. SC/ST representative of

appropriate level

Note: Outside Expert Women will be considered, if required. 2.2.1 All the Committee members shall be from a place other than the Office/Project for which

recruitment is meant for, nominated by the Head of Personnel, Head Office. In case recruitment is through In-House for Executives (other than Executive Trainees), Junior Officers and Workmen, the Committees mentioned at Sl. No.1 to 9 above, as may be applicable, will be constituted.

2.2.2 In case recruitment is through an Out-sourced Agency, the Committee mentioned at Sl. No. 4 above will function as an Observation Committee for the purpose of Written/GD/ Interview/Supervisory/Trade/Skill/Job Proficiency/Physical Ability Tests, as may be applicable.


2.3.0 General guidelines for constitution of Committees: 2.3.1 All the appointments shall be made on the basis of recommendations of the Selection

Committee, the members of which are approved by the Appointing Authority. 2.3.2 Additional members in the Selection Committee for interviews in Executive Cadre viz.

representatives of Women, OBC, Minority etc. may be co- opted as per Govt. guidelines with the approval of the Appointing Authority. Persons belonging to five Religions viz. Muslims, Christians, Sikhs, Buddhists, Jain & Parsis (Zoroastrians) are considered as “minorities” for this purpose.

2.3.3 In case of non-availability of a particular member as a representative of - Women, OBC, Minority etc, at an appropriate grade/level, members from another CPSE may be co-opted in the Selection Committee.

2.3.4 When the entire recruitment process or some part of it has been outsourced, suitable Committee(s) as may be considered necessary, shall be constituted.

2.4.0 Duties and Responsibilities of Committee Members: 2.4.1 Each Committee member associated in the recruitment process is required to disclose in

advance, by a written declaration that none of his/her direct relative is a candidate for selection. In case, any Committee member is interested because of personal relationship with any candidate(s), the same shall be brought to the notice of the Appointing Authority who, in turn, will nominate a substitute member.

2.4.2 Senior most member of the Committee will act as the Chairman of the Committee for ensuring proper conduct of the Interview process in a fair and transparent manner. All members should familiarize themselves with the job requirements of the post(s) advertised and be thorough with the selection criteria. All members have equal responsibility in discharging the functions assigned to the Committee.

2.4.3 Each Committee member shall ensure that the individual and also combined evaluation sheet of marks is prepared immediately at the end of a particular recruitment activity and the same is filled up in ink / ball point pen and in Arabic numerals only.

2.4.4 Each Committee member (for Interview/GD/Trade/Supervisory Skill/Trade/Skill/Physical Ability/Job Proficiency Test) will assess, evaluate, assign marks to each candidate individually and at the end, prepare a combined evaluation sheet by adding the marks of each member. The individual and combined evaluation sheets should be signed by all the Committee members, sealed immediately after completion of Interview and handed over to the Coordinating Officer of the Personnel Department. The evaluation criteria for assessment and award of marks for Interview & GD for Executive Trainees and for other posts are specified in the Evaluation sheet placed at Annexure-IV.

2.5.0 Role of Personnel Department Representative: 2.5.1 Representative of Personnel Department shall provide all the required details of vacancy

position (UR, OBC, SC & ST, PwD etc.), blank Evaluation Sheet to each Committee member in respect of all the candidates at the beginning stage of Committee’s activities. He will also assist the Committee members in preparation of Merit List, Selection Panel and also the minutes of the Selection Committee, if required, on completion of Test / Interview.

2.5.2 He shall collect individual Evaluation sheets duly filled in and signed along with its minutes after conclusion of a particular recruitment activity and the same shall be sealed and handed over to the Head of Personnel Department.

2.5.3 All Committee members including Chairman of the Committee shall be briefed about the procedure of recruitment activity. No discretion vests with any Committee member for relaxation of any specified conditions.

2.5.4 Bio-data of the candidate(s) who have been shortlisted for Interview/other Tests will, as far as possible, be provided to the Committee Members. Any other assistance for smooth completion of recruitment activity shall also be rendered by the representative of Personnel Department.


2.6.0 Procedure for conducting Written Test: 2.6.1 Written Test, wherever applicable, shall be conducted on finalization of the list of eligible

candidates. The Written Test paper will be finalized through constitution of Written Test Paper Setting Committee. Once the test is over, the answer sheets will be evaluated through Answer Sheets Evaluation Committee as specified in Rule 2.2.0 above.

2.6.2 Written Test Question Paper Setting & Answer Sheets Evaluation Committee: 2.6.3 Question Paper Setting Committee: Question paper Setting Committee will set a Written Test

Paper along with its key. Further, the Committee will prepare three more sets of Question paper by jumbling questions along with their key. The Question Papers and their key in hard form shall be kept in two separate envelopes, duly sealed and superscribed as such. Whenever a pen drive is used for the purpose, it shall be so ensured by the Question Paper Setting Committee that two pass-word protected pen drives/soft copy(ies) are used-one pen drive/soft copy for the Written Test Question Paper and the other for the key thereof and kept in two separate envelopes duly superscribing its contents and handed over to the concerned Personnel Head or Head of Project/Unit/Office.

2.6.4 Answer sheets Evaluation Committee: The Answer sheet Evaluation Committee will first open the sealed cover containing the hard copy of Written Test Question paper and get photocopies done as per requirement and conduct the Written Test under its supervision. Similarly, if the pen drive/soft copy contains the Questions, then the envelope containing the same shall first be opened by it for the purpose of making required number of photo-copies. The work of getting required copies of Question paper by way of photo-copying shall be got done under its supervision to avoid leakage of questions. Once the Written Test is completed, the evaluation of answer sheets shall be done by the Answer sheets Evaluation Committee, after opening the envelope containing the hard copy of key or the envelope containing the password protected pen drive/soft copy of key, as the case may be, and submit the details of marks obtained by the candidates to the Head of the Personnel Department or his Authorized representative.

2.7.0 Procedure for Group Discussion: 2.7.1 Candidates who qualify in the Written Test/GATE/NET/CAT etc. Examination will be called for

Group Discussion discipline-wise & category-wise in the ratio prescribed in Section I. 2.7.2 The Group Discussion Committee will conduct the group discussions of the candidates. Topic for

Group discussions shall be decided by the GD committee in advance. The topic for GD may be either discipline-specific or general. To enable active participation of the candidates, the topic selected and time allocated for GD shall be shared with the candidates.

2.7.3 Group discussions will be held discipline-wise in batches. The number of candidates in each batch will be decided depending upon the number of candidates turned up for GD. However, number of candidates in a batch should not exceed fifteen.

2.7.4 Assessment, evaluation & award of marks etc. shall be as per the parameters indicated in Annexure-IV.

2.8.0 Procedure for interview: 2.8.1 For Executive Trainees: 2.8.2 Candidates who qualify in the Written Test/ GATE/NET/CAT etc. Examination will be called for

Interview, discipline-wise & category-wise in the ratio prescribed in Section I. Interview Committee/ Selection Committee shall be constituted as per Rule 2.2.0 above for conducting interview of all candidates who have turned up discipline-wise for selecting suitable candidates.

2.9.0 For Executive Posts other than ET: 2.9.1 All the eligible candidates shortlisted after scrutiny will be called for Interview. Interview

Committee/Selection Committee constituted as per Rule 2.2.0 above will conduct Interview of all candidates who have turned up discipline-wise for selecting suitable candidates.


2.9.2 Assessment, evaluation & award of marks etc. shall be as per the parameters mentioned in Annexure-IV.

2.10.0 Procedure for Trade Test/Job Proficiency Test: 2.10.1 As specified in clause no. 5.6.1 of Section I, Written Test shall form the basis for final selection.

However, Second Level Tests such as Trade/ Job Proficiency Test will also be conducted. Personnel Department will call all the eligible candidates in suitable number of groups/ Batches for Trade/ Job Proficiency Test and the said test will be conducted in the respective trade /discipline. The test will carry 100 marks and the qualifying marks shall be as mentioned in clause No. 6.2.3 of Section I.

2.10.2 The procedure to be followed in Trade/Job Proficiency Test will be finalized by the Personnel department in consultation with the User dept. with prior approval of the Appointing Authority. No mid-way procedural changes shall be allowed during the Test process. The Committee will identify the jobs for the Test, prepare the Test paper and make available all the tools & materials required for the Test at the Test Centre.

2.10.3 The jobs to be performed by the candidates in a Test should be kept ready by allotment of job numbers. All the candidates present in each batch will be allotted the task to be performed by lottery method. This Job no. alone will have to be mentioned by the candidate in the answer sheet. Job no. allotted to each candidate will be recorded against Roll no. of the candidate at the time of lottery by Personnel Department representative. The same will be signed by the candidate and the Committee members and kept in a sealed cover.

2.11.0 Procedure for Skill Test: 2.11.1 In terms of clause 5.6.1 of Section I, the Written Test shall form the basis for final selection.

However, Skill Test will also be conducted for the posts of Jr. Assistant (RS-3) and Jr. Stenographer(RS-4) as a qualifying one. The procedure to be followed for conducting the said test is as under:

2.11.2 Personnel Department will call all the eligible candidates as per ratio specified for Skill Test and arrange them in suitable number of Groups/Batches. Question paper setting will be done by the Committee constituted for the purpose as per the provisions contained in Section I.

2.11.3 Besides, an Executive/Junior Officer from Secretarial discipline will be co-opted for Conducting & Evaluating Stenography Test. Skill test will be conducted in two stages i.e. Stenography, Typing in Computer for Stenographer and Typing & Computer knowledge for Jr. Assistant. Marks for both the tests will be 100 i.e. 50 marks for each test. By adding together the marks obtained in both the tests the qualifying marks will be arrived at. (See cl. 6.2.3 of Section-I)

2.11.4 Skill test in knowledge of computer typing will be conducted by adopting lottery method for allocation of computers. The Number allotted to each candidate will be recorded against the Roll Number of the candidate at the time of lottery by the Personnel Department representative and the same will be signed by the candidate and the Committee members before being kept in a sealed envelope.

2.11.5 The Executive/Junior Officer nominated to conduct and evaluate the Stenography Test should be given clear guidelines before commencement of the Test by the Head of Personnel Department.

2.11.6 The evaluation of Skill Test answer sheets has to be done batch-wise on completion of the Skill Test. The answer sheets are to be signed with date by all the Committee members and kept in a sealed envelope batch wise. The sealed envelope will be handed over to the Head of Personnel Department or his authorized representative.

2.12.0 Procedure for Physical Ability Test: 2.12.1 The Physical Ability Test is qualifying in nature, the marks of which will not be added with the

marks obtained in the Written Test. Final selection will be done on the basis of Written Test, subject to qualifying in the Physical Ability test.

2.12.2 For conducting the Physical Ability Tests to the posts such as Field Attendant (RS-1), depending on the number of candidates, more than one Committee shall be constituted. To conduct the


test, the Committee may take the assistance of Physical Education Instructors from the Schools, sportsmen of the Project etc.

2.12.3 The procedure to be followed in physical ability Test will be finalized by the Personnel department in consultation with the User dept. with prior approval of the Appointing Authority. No mid-way procedural changes shall be allowed during the Test process. The Committee will identify the jobs for the Test, prepare the Test paper and make available all the tools & materials required for the Test at the Test Centre.

2.12.4 Two Physical Ability Tests are to be administered to all the candidates for which two tests are to be identified with prior approval of the Appointing Authority. Such of those candidates who have qualified in the Written Test will have to undergo the identified Physical Ability Tests. Only those candidates who qualify in the first Physical Ability Test will be allowed to participate in the second Physical Ability Test. The candidates who qualify in both the stages of Physical Ability Tests are eligible for selection, subject to fulfilling other prescribed conditions.

3.0.0 RULES REGARDING PROCESS / STAGES OF RECRUITMENT: 3.1.0 The following Rules on process / stages of recruitment shall be observed: 3.1.1 Vacancies to be reserved for SC/ST/OBC, Ex-Servicemen and Persons with Disabilities (PwDs)

candidates: 3.1.2 Reservation of suitable no. of vacancies shall be provided in accordance with the Presidential

Directives and Government of India guidelines issued from time to time. Any instructions / guidelines in consequence thereof issued by Head Office will also be applicable.

3.1.3 The present prescribed percentage of reservations as per Govt. of India guidelines is as follows:

Mode of Recruitment SC ST OBC

Direct Recruitment on All India Basis by means of Open Competition i.e. by Written Examination.

15% 7.5% 27%

Direct Recruitment on All India Basis otherwise than by Open Competition i.e. without conducting Written Examination.

16.66% 7.5% 25.84%

Direct Recruitment to Group C & D posts normally attracting candidates from a locality or region.

% of reservation varies from States & UT’s & as notified by Government of India

3.1.4 Persons with Disabilities(PwD) (horizontal reservation): 3.1.5 As per Government of India guidelines, 4% of vacancies in case of Direct Recruitment to Group A, B,

C & D posts shall be reserved for Persons with Disabilities, out of which 1% each is earmarked for each disability is as follows:

Sl Disabilities Reservation Percentage

(a) Blindness or low vision 1%

(b) Hearing impairment 1%

(c) Locomotor Disability or cerebral palsy in the posts identified

1%

(d) Autism, intellectual disability, specific learning disability and mental illness

1%

(e) Multiple disabilities from amongst persons under clauses (a) to (d) including deaf - blindness

3.1.6 Only such persons who are suffering from not less than 40% of relevant disability are eligible for

availing of the benefit of reservation. Candidates are responsible to submit in the prescribed format the required disability certificate issued by the Authority empowered by Government of India.

3.2.0 Components in Employment Notifications / Press Advertisement for recruitment of Executives:


3.2.1 Maximum age limit for Executives: 3.2.2 For recruitment in lateral induction level, the maximum age limit to Unreserved Category shall be 27

years, 30 years, 45 years and 53 years respectively for Executive Trainees, Jr. Manager (M-2 grade), Asst. General Manager (M-7 grade) and General Manager (M-10 grade). However, no candidate shall be appointed in NMDC below 18 years of age.

3.2.3 Age relaxation: 3.2.4 The rules governing relaxation in age limit prescribed for recruitment to various categories of posts

shall be as per Rule.3.5.0 below. 3.2.5 Educational Qualification for Executive Trainees: 3.2.6 The minimum educational qualification and the percentage of marks prescribed for the post of

Executive Trainees in different disciplines shall be as per Annexure-I. 3.2.7 Educational qualification for Executives other than Executive Trainees: 3.2.8 The minimum educational qualification prescribed for recruitment to the posts in different

grades of Executives other than Executive Trainees shall be as prescribed in Annexure–I. 3.2.9 Relevant post qualification work experience: 3.2.10 The requirement of minimum relevant post-qualification work experience for recruitment to

various grades in Executive cadre is as follows:

SI. No Grade Required Post qualification work

experience

1 Executive Trainee NIL

2 Jr. Manager (M-2 grade) 2 years

3 Asst. General Manager (M-7 grade) 12 years

4 General Manager (M-10 grade) 21 years

3.2.11 Minimum Service in Lower Pay Scale (s): 3.2.12 Out of the prescribed minimum relevant post-qualification work experience, a candidate should

have served a minimum 2 years span of service as indicated against each pay scale of the post under recruitment, for being eligible to apply for a particular post in Executive cadre (other than Executive Trainees):

3.2.13 Candidates applying from a PSU:

Pay Scale to the Post under Recruitment Minimum 2 years service in the pay scale of

Rs. 120000-3%-280000/- (General Manager (M-10 grade))

Rs. 120000-3% -280000 /- (Jt. General Manager (M-9 grade))

Rs. 100000-3%-260000/- (Asst. General Manager (M-7 grade))

Rs. 90000-3%-240000/- (Sr. Manager (M-6 grade))

Rs. 50000-3%-160000/- (Jr. Manager (M-2 grade))

Rs. 37000-3%-130000/- (JO grade)

3.2.14 In respect of NMDC Departmental Candidates also, the above eligibility criterion will be applicable

except in the case of recruitment to posts in the pay scale of Rs. 50000 – 3% – 160000/- (Jr. Manager (M-2 grade)), for which a minimum of two years service in the pay scale of Rs.37000-3%-130000/-(Junior Officer) will be required.

3.2.15 Candidates applying from Government sector:

Pay Scale of the Post under Recruitment Minimum 2 years service in the pay scale

Rs. 120000-3%-280000/- (General Manager (M-10 grade))

Rs. 37400 – 67000/- (PB–4) (GP–8900)

Rs. 100000-3%-260000/- (Asst. General Rs. 15600 – 39100/- (PB–3) (GP–7600)


Manager (M-7 grade))

Rs. 50000-3%-160000/- (Jr. Manager (M-2 grade))

Rs. 9300 – 34800/- (PB–2) (GP–4200)

3.2.16 Candidates applying from Private Sector:

Pay Scale of the Post under Recruitment Minimum Cost to Company(CTC)for last 2 yrs

Rs. 120000-3%-280000/- General Manager (M-10 grade)

Equivalent CTC for Jt. General Manager (M-9 grade) of NMDC

Rs. 100000-3%-260000/- Asst. General Manager (M-7 grade)

Equivalent CTC for Sr. Manager (M-6 grade) of NMDC

Rs. 50000-3%-160000/- Jr. Manager (M-2 grade)

Equivalent CTC for Jr. Officer (JO grade) of NMDC

Note. The criteria as specified at clause 3.2.13, 3.2.14, 3.2.15 and 3.2.16 shall be applicable when mode of selection involves interview only and no written test.

3.2.17 Parameters to be considered for arriving at CTC: 3.2.18 The components/parameters considered for arriving at CTC shall be intimated by the Finance

Department, from time to time. 3.3.0 Components in Notifications for recruitment of Junior Officers: 3.3.1 Maximum Age Limit: The maximum age limit for recruitment of Junior Officer (Trainee) and Junior

Officers respectively shall be 32 and 35 years applicable to Unreserved Category. However, no candidate shall be appointed in the Company below 18 years of age.

3.3.2 Age relaxation: 3.3.3 The rules governing relaxation in maximum Age limit prescribed for recruitment of Junior Officers

shall be as per Rule 3.5.0 below. 3.3.4 Educational Qualification for Junior Officers: 3.3.5 The minimum educational qualification prescribed for recruitment of Junior Officers shall

be as per Annexure-III. 3.3.6 Relevant post-qualification work experience: 3.3.7 The minimum relevant post qualification work experience required to be possessed by the

candidates for recruitment in Junior Officer Cadre shall be as indicated below:

Qualification possessed by Candidates Minimum relevant post

qualification work experience

Degree in Engineering/Professional qualification Nil

Diploma in Engineering 5 years

3.4.0 Components in Notification for recruitment of Workmen: 3.4.1 Maximum age limit: 3.4.2 The maximum age limit for recruitment of Workmen (including Workmen (Trainees)) in lateral

induction applicable to Unreserved Category is 30 years. However, no candidates shall be appointed below 18 years of age.

3.4.3 Age relaxation: 3.4.4 The relaxation in maximum Age limit prescribed for recruitment to various posts of Workmen

shall be as prescribed in Rule. 3.5.0 below. 3.4.5 Educational Qualification: 3.4.6 The Educational Qualification prescribed for recruitment of Workmen shall be as per the LOP

Settlement dated 11.01.2003. In respect of the posts which are not covered under the said settlement, the educational qualification requirement shall be as approved by the CMD. However, the educational qualification for RS-1 & RS-2 shall be Matric/10th / ITI.

3.4.7 Relevant post-qualification work experience: 3.4.8 For recruitment in Workmen Cadre, the experience requirement shall be as per the LOP

Settlement dated 11.01.2003.


3.5.0 Age relaxation : 3.5.1 Age Relaxation for Internal Candidates: 3.5.2 The upper age limit is relaxable upto 10 years for internal candidates applying for the post of

Executive Trainees. In the case of recruitment to posts other than Executive Trainees, the upper age limit is relaxable upto 15 years for internal candidates. However, the maximum age limit (including all relaxation) for internal candidates for applying to any post will be 58 years.

3.5.3 Age Relaxation for Candidates belonging to SC/ST Category: 3.5.4 Relaxation upto 5 years is permissible for candidates belonging to SC/ ST category based on the

caste certificate. Candidates belonging to SC/ST category will be required to produce caste certificate in prescribed format issued by the authority(ies) empowered by Government of India.

3.5.5 Age Relaxation for Candidates belonging to OBC (NCL) Category: 3.5.6 Relaxation upto 3 years is permissible for candidates belonging to OBC (Non-Creamy Layer)

category. Such candidates will be required to produce OBC (NCL) caste certificate not older than six months issued by the authority empowered by Government of India and also an undertaking by them in the prescribed format.

3.5.7 Age Relaxation for Candidates belonging to PwD Category: 3.5.8 As per the extant Govt. guidelines, the upper age limit for Persons with Disabilities (PwDs) is

relaxable as under:

a) by 10 years (15 years for SCs / STs & 13 Years for OBCs) in the case of Direct Recruitment to Group C and Group D posts;

b) by 10 years (15 years for SCs / STs & 13 Years for OBCs) in the case of Direct Recruitment to Group A & Group B posts through Open Competitive Examination.

c) by 5 years (10 years for SCs/STs & 8 Years for OBCs) in the case of Direct Recruitment to Group A & Group B posts where recruitment is done otherwise than by Open Competitive Examination i.e. by not conducting written competitive examination (Applicable in the case of lateral recruitment)

3.5.9 Relaxation in Age limit will be applicable irrespective of the fact whether the post is reserved or not, provided the post is identified as suitable for Persons with Disabilities.

3.5.10 Against the posts identified as suitable for Persons with Disabilities, a person with disability cannot be denied the right to compete for appointment against an unreserved vacancy. Thus a person with disability can be appointed against an unreserved vacancy, provided the post is identified as suitable for Persons with Disability of the relevant category.

3.5.11 Age Relaxation for meritorious sports persons in recruitment: 3.5.12 As per Govt. of India directives, age relaxation for appointment of meritorious sports persons to any

posts in Group “C” or erstwhile Group D shall be considered up to a maximum of 5 years (which is in addition to age relaxation given for SC/ST/OBCs). The eligibility criteria for defining meritorious sports persons will be as per Govt. guidelines contained in DPE’s OM No.DPE-GM-13/0012/2015-GM-FTS-4288 dated 29.02.2016

3.6.0 Details to be included in Employment Notification/Press Advertisement: 3.6.1 The Employment Notification/Press Advertisement shall broadly contain Job description, Job

specification etc. of the post and other details as below:

(a) Brief about Organisation along with profit, diversification, achievements etc.

(l) Relevant work experience required, if any.

(b) Name of the post, Discipline/ Branch wise Scale of pay

(m) Maximum Age limit & Age relaxation

(c) Number of posts to be filled. (n) Job specifications in brief

(d) Number of posts reserved for SC/ST/ OBC /PwD/Ex-Servicemen/sports persons.

(o) Place of posting & suitable provision for transferability


(e) Mode of Application (p) Job duties and responsibilities

(f) TA reimbursement if admissible for attending different stages of selection process i.e. Written/GD/interview/ Trade/ Physical Ability Job proficiency Tests.

(q) Selection procedure stages i.e. Written Test/GD/Interview/Supervisory/Skill/ Trade/ Physical Ability Tests etc. with marks/ weightage assignable.

(g) Educational qualifications prescribed and qualifying marks required so as to be eligible to apply for the post(s).

(r) Relaxation available in percentage of marks in the prescribed qualification, age etc. applicable to reserved category.

(h)Ratio of the candidates to be called for different stages of recruitment process.

(s) Minimum service required in Lower pay Scales for the Candidates applying from PSU, Government & Private Sectors

i)Cut–off date for reckoning the Age, Qualification & Experience (as applicable)

(t) last date for on line registration/sending hard copy of same/receipt of applications etc.

j) Application fee. Details of the admissible allowances/benefits.

(u) Other General / specific Conditions if any covering the R&P policy.

k) Recruitment calendar, if possible (w)Women candidates are encouraged to apply for such posts (if applicable).

3.6.2 Whenever the last date for receipt of applications is extended, the original eligibility cut-off date shall remain unchanged.

3.6.3 Information should also be sent to Special Employment Exchanges, Vocational Rehabilitation Centres and Local Employment Exchanges etc. for recruitment to the posts reserved for candidates belonging to PwD categories etc.

3.6.4 A special condition that mere fulfilling the minimum eligibility criteria will not confer any right on the applicants for being called for different stages of recruitment process, shall be inserted.

3.6.5 In the case of online registration for Workmen, Junior Officers and Executives (other than Executive Trainees), the applicant should send a printed/hard copy of online application along with the relevant certificates/documents in support of the details mentioned in their application.

3.6.6 Maintaining utmost transparency in the entire recruitment process is essential. Hence the same shall also be mentioned in the advertisement along with any other condition considered necessary for the advertised posts.

3.7.0 Verification of Documents/Testimonials:

3.7.1 The candidates who are short listed after the Written Test for Interview shall be advised to bring the required original documents / testimonials, along with self attested copies, in support of Age, Qualification, Experience, Caste etc. The certificates shall be verified by the Personnel Department Executive before the candidate is permitted to attend the interview and any deviation shall also be recorded.

3.7.2 Such of those candidates who have work experience in the Private Sector should produce the experience certificate issued by his/her Employer (preferably in the letter head of the (Employer). This aspect should be mentioned in the detailed advertisement and also in the Call letter for interview.

3.7.3 The responsibility for verification of the testimonials / documents solely lies with the concerned Personnel Department Executive who has been entrusted with the task. In case the candidate(s) do not produce / submit the required documents at the time of verification, the candidate(s) will not normally be permitted to attend the interview. However, where the candidate could not produce certain documents like latest Caste Certificate, Original Degree qualification Certificate etc. at the time of Interview for genuine reasons, the candidate may be allowed to appear for Interview, subject to the candidate giving an undertaking to produce / submit the same within one month from the date of interview, failing which his/her candidature will be treated as cancelled.


3.7.4 The result of such candidates will also be withheld till such time the required document(s) is/are produced within the allowed time of one month.

3.8.0 Procedure for conducting Written Test : 3.8.1 Whenever a Written Test is conducted by an outside agency, evaluation of answer sheet and

compilation & preparation of mark sheet/results of Written Test will be the responsibility of such agency. Examination–in–Charge and Coordinating Officer will be nominated by the Head of Project/Unit/Office to oversee the smooth conduct of Written Test. The Head of Project/Unit/Office shall identify the names/team of Executives for coordination of various activities connected with the Written Test.

3.8.2 The General Instructions to the candidates about the Written Test will be hosted on the NMDC Website, along with the list of candidates/Roll nos. if any assigned, called for Written Test.

3.8.3 Question papers for the Written Test shall be prepared bilingually i.e. in Hindi & English by the outsourcing agency. In the case of non-speaking Hindi States, the question paper shall be set in local language also, besides Hindi & English. The questions will be of objective type multiple choice and the candidates should choose only one answer. If more than one answer has been marked by the candidate, it shall be treated as invalid and no marks shall be given for that question. The candidate can choose the answer in the manner prescribed i.e. writing the number/alphabet or by darkening of circle as per the instructions indicated in the Question–cum–answer Booklet which will be decided by the Outsourcing agency in consultation with NMDC.

3.8.4 Whenever Optical Mark Reader (OMR) sheets are used for the Written Test as per the decision of the Appointing Authority, the provisions of IT Act 2000 shall be adhered to. The OMR sheet should be invariably countersigned by the concerned Invigilator.

3.9.0 Preparation of Merit List / Selection Panel: 3.9.1 Selection Panel of the successful candidates will be drawn up in order of merit in such a way that

total no. of candidates in the panel shall not normally exceed 125% of the current requirement. For example, if total posts to be filled up are 12, then the number of candidates in the Selection Panel will not exceed 15. This is applicable to selection of Executives, Junior Officers and Workmen.

3.9.2 The Selection Panel can be operated till 100% materialization of offers for filling up the required number of notified posts. Under no circumstances, can such panel be utilized for filling up future vacancies.

3.9.3 Selection Panels will normally be valid for a period of six months from the date of its approval by the Appointing Authority. The panel validity can however be extended only once by a period of six more months by the Appointing Authority for reasons to be recorded in writing.

3.9.4 Executive Trainees through Open Competition: 3.9.5 The weightage of marks obtained by the candidates in the Written Test, Group Discussion &

Interview will be compiled in order of merit by the Out-sourcing Agency and handed over to the Head of Personnel Dept. The Merit List / Selection Panel will be prepared discipline-wise /grade wise in descending order of total marks and the same sent for approval of the Appointing Authority.

3.9.6 In case, recruitment is done through GATE/NET/CAT etc. examination score, GD & Interview, the same will be done departmentally by adding all the marks of weightage of GATE/NET/CAT etc. examination score/Written Test, GD and Personal Interview, as per the assigned marks specified in Clause 6.0.5 of Section I.

3.9.7 Executive Posts other than ET 3.9.8 In respect of recruitment of Executives other than Executive Trainees, the selection process will

be on the basis of Interview. Shortlisted candidates will be called for interview as per the ratio mentioned in Recruitment policy. Each member of the Selection committee will award his/her


individual assessment of marks (as per the assessment criteria specified in Annexure-IV) in individual marks Evaluation Sheet on the basis of performance in Interview and sign the same. A consolidated Marks Sheet will then be prepared for each discipline adding the average Score/marks of all the members together which should be signed by all the members of the Selection Committee. Marks to the candidates during assessment process should be awarded in Arabic numerical only.

3.9.9 The minutes of Selection Committee including the panel of candidates recommended based on the total marks obtained by the candidates in the interview shall also be prepared by the Selection Committee and the same handed over to the Head of the Personnel, Head Office or his authorized representative for approval.

3.10.0 Procedure for publication of results 3.10.1 List of the candidates who are shortlisted for Written Test/Trade Test/Skill Test/Physical Ability/

Job Proficiency Test/GD/Interview etc. and those finally selected are to be hosted on the NMDC website. Candidates shall also be informed through email, SMS and/or over phone, wherever possible.

3.10.2 After completion of recruitment activities such as Written /Trade/Skill/Physical Ability/ Job Proficiency Tests/GD/ Interview and declaration of results of finally selected candidates, the Personnel Department of the Project/Unit /Office shall take possession of all the relevant documents, answer sheets etc. In the case of outsourcing of recruitment process, the duly authenticated Merit List in descending order of the marks obtained by the candidates discipline wise shall be obtained from the Outsourcing agency both in hard and soft copies and these as well as other documents on completion of recruitment process shall be kept in the safe custody of the Personnel Department.

3.10.3 Normally, results of each activity i.e. Written /Trade/Skill/Physical Ability/ Job Proficiency Test /GD/ Interview (as applicable) and final result of the selected candidates shall be declared within seven working days from the date of approval of the Appointing Authority.

3.10.4 If no candidate has been found suitable in any discipline, the same shall also be hosted on the NMDC Website with the remarks such as “None found suitable”.

3.11.0 Intimation to candidates for attending Written Test / Interview / GD:

3.11.1 Intimation to the candidates for attending the Written Test /Trade Test/ Job Proficiency Test / GD/Interview etc. (as applicable) shall be sent by way of Admit Cards/Call Letters etc. through Ordinary post / Regd. Post / Speed post, as found expedient and the same shall be hosted on the NMDC website.

3.11.2 If possible, necessary software shall be so developed as to enable the candidates to download the Admit Cards/Call Letters from NMDC website itself.

3.11.3 Admit Cards/Call Letters for Written Test/Trade Test/ Job Proficiency Test /GD/ Interview etc. will be normally sent to the candidates at least 15 days before the scheduled date of a particular activity.

3.12.0 Pre-Employment Medical Examination 3.12.1 No selected candidate will be appointed unless medically examined, found fit & suitable for the

post by an Authorized Medical Officer/Board of the Company or by any other authority, which may be prescribed by the Appointing Authority. The selected candidates shall meet the medical standards prescribed by the Company.

3.12.2 Certificate of Medical Fitness will be as per the medical examination standards prescribed for appointments in the Company.

3.12.3 Candidates who are found medically unfit shall not be allowed to join the service of the Company.


3.12.4 In cases where a candidate has been declared medically unfit by the Authorized Medical Officer/Board, the candidate shall be informed about the same. If the candidate prefers to make an appeal within the stipulated time of 15 days of date of issue of intimation letter to the individual concerned, he/she may be again referred to undergo medical examination by a different Medical Board with the approval of Director (Pers.). In the event of the candidate being found medically fit, he/she will be considered suitable to join the post by issue of Offer of Appointment.

3.12.5 On such re-medical examination, if the candidate is found to be medically unfit, his/her candidature will be cancelled. Such a candidate will be informed accordingly and the next candidate in the selected merit panel may be called for pre–employment medical examination.

3.12.6 In case a candidate has been medically declared unfit temporarily by the Authorized Medical Officer/Board, he will be informed about the same and will be called again for re-medical examination as per the advice of the Doctor/Medical Board. If in such re-medical examination, the candidate is found to be medically fit, he/she will be considered suitable to join the post by issue of Offer of Appointment.

3.12.7 Even in the re-medical examination, if the candidate is found to be medically unfit, his/her candidature will be cancelled. Such candidate will be informed accordingly.

3.12.8 Any temporary unfitness beyond six months from the date of first medical examination will be treated as “Medically Unfit” for any post in the Company.

3.12.9 Wherever candidates are referred to undergo certain Tests/Investigations as part of the pre-employment Medical examination in the Company’s Project Hospital or at a recognized higher Medical Centre(s) or outside the NMDC Hospital, the expenditure on such Tests/Investigations will be borne by the Company. Further, an Identity Proof of the referred candidates shall be enclosed to the documents sent to the Hospital/Medical Board.

3.12.10 The procedure outlined above shall be applicable for pre-employment medical examination of the candidates being considered for appointment to any post in the Company, whether as a Trainee or in regular scale of pay.

3.13.0 Issue of offer of appointment 3.13.1 Offer of appointment will be issued to the selected candidates in the prescribed form, in

duplicate, specifying the terms and conditions of appointment. Candidates so appointed will sign duplicate copy of offer of appointment in token of acceptance of appointment and return the same to the Issuing Authority of the Personnel Dept. within the stipulated time.

3.13.2 The offer of appointment will indicate the last date for joining duty in NMDC. If the candidate issued with the offer of appointment does not join duty within such last date, the offer of appointment issued in his/favour, will be deemed to have been withdrawn and cancelled, unless extension of joining time has been granted by the Appointing Authority.

3.13.3 Joining Time: 3.13.4 Candidates on appointment shall normally be given 30 days time to join duty. Extension of

joining time can be granted by the Appointing Authority on the request of the appointee for valid reasons. However, under no circumstances, the extension of joining time be allowed beyond a maximum period of six months reckoned from the date of issue of offer of appointment. If the appointee does not report for duty within the stipulated/ extended time, the offer of appointment shall stand withdrawn and cancelled.

3.13.5 Such of those appointed/promoted to a regular post in the Company shall serve the prescribed probationary period as detailed under Clauses 8.5.0 to 8.5.2 of Section-II

4.0.0 VERIFICATION OF CHARACTER & ANTECEDENTS ETC.: 4.1.0 Verification of Character and Antecedents of external candidates selected will be got carried out

by the Establishment section of the concerned Personnel Department based on Attestation forms, supplied along with Offer of appointment letter.


4.1.1 Attestation forms duly filled in by the candidate will be sent directly to the District Magistrate/ District Collector / Deputy Commissioner or other Government authorities, as the case may be, in duplicate, at the earliest. In the case of Indian nationals who have lived/are living abroad for some years, their verification of Character and Antecedents will be got done as per Government of India guidelines.

4.1.2 When the candidates are allowed to join duty, pending receipt of the Character & Antecedents verification report, they will be required to submit such other documents/undertaking as may be prescribed at the time of joining the Company.

4.1.3 In addition to the above, a Certificate to the effect that his/her conduct (Character and Antecedents) during the last five years has been satisfactory and that he/she had not come to any adverse notice, which would render him/her unsuitable for employment in NMDC, will have to be furnished by the candidate.

4.1.4 The employee shall be eligible for issue of Confirmation letter in the appointed post, interalia, only after receipt of satisfactory verification report of Character & Antecedents.

4.1.5 If adverse report is received from any of the aforesaid Government authorities, finding the candidate unfit/unsuitable for employment, then the services of the appointee shall be terminated forthwith.

4.1.6 The percentage of marks /class, details of caste, experience etc. indicated by the candidates in their application shall be taken on their face value, before calling them for the Written Test. They shall be verified with the original certificates etc. before the candidates are allowed to appear for the GD/Interview in respect of Executives and Second Level of Test in respect of Junior Officers and Workmen.

5.0.0 TRAINING AND ABSORPTION: 5.1.0 The training period of the Executive Trainees, Junior Officer (Trainees) and Workmen(Trainees)

shall be as under:-

Sl. No Name of the post/category Period of training

1 Executive Trainee One year

2 Junior Officer (Trainee) Degree holder-One year & Diploma holder-Two years

3 Workmen Trainee One year & six months

5.1.1 Trainees will undergo training comprising various Training Modules including theoretical & on-the-job training at various places as decided by the Company from time to time.

5.1.2 If a Trainee fails to complete the prescribed training successfully, his/her training period will be extended by such period as may be recommended by the Reporting Officer and as approved by the Appointing Authority. However, extension of training period can be allowed twice i.e. Six months each time with a clear advice to improve his/her performance. Even during such extended period, if the trainee fails to complete the training period successfully, then his/her traineeship will be terminated.

5.1.3 Settlement of dues/accounts, relief etc. of Executive Trainees who are terminated will be done by the concerned Project where the Trainee is posted, based on approval from the Appointing Authority at Head office.

5.1.4 Such of those Trainees who have completed their training period successfully will be considered for absorption in regular post/grade and placed on probation. Their pay fixation in the regular scales of pay & other benefits shall be as per extant rules of the Company.

5.1.5 First Annual Increment in respect of Trainees will be granted after one year of actual due date of absorption in the Grade, which is subject to issue of orders of confirmation.

6.0.0 SEPARATE SELECTION/INTERVIEW COMMITTEE FOR SC/ST/OBC: 6.1.0 The interview of Scheduled Caste/Scheduled Tribe/OBC candidates, as far as practicable, shall be

held in separate sittings of the Selection Committee other than the one in which general


candidates are interviewed so as to ensure that the Scheduled Caste/Scheduled Tribe/OBC candidates are not judged in comparison with the general candidates and the Interviewing Authority/Board is/are prominently aware of the need for judging such Scheduled Caste /Scheduled Tribe/OBC candidates by relaxed standards.

6.1.1 In the case of Departmental Candidates, once applications against open selection / advertisements / internal selection notifications are forwarded by the Project/Unit/Office, then request for their retention in the existing place of posting, in the event of selection for the post applied for, will not be entertained.

6.1.2 Candidates from Central or State Govt. Organizations or other PSUs shall be allowed to join duty on production of proper relief order on acceptance of their resignation by their respective organizations and they shall be entitled to carry forward of leave, Gratuity etc from their respective organization as per extant rules.

6.1.3 Wherever possible, the process of conducting Supervisory Skill Test/Trade Test/Skill Test/ Physical Ability Test/Job Proficiency Test shall be video-graphed to view the performance of each candidate. Videography can also be arranged at the venue of the Written Test, if feasible.

7.0.0 APPLICATION FEE (NON-REFUNDABLE): 7.1.0 The following application fee shall be charged from External Candidates applying for the Direct

Recruitment to posts in the Company which is non-refundable and shall not be allowed to be adjusted against any other Employment Notification:

Cadre for which Recruitment is made Amount of Application Fee

Executives (including Executive Trainees) Rs 500/-

Junior Officers (including Trainees) Rs. 250/-

Workmen (including Trainees) Rs. 150/-

Note: Application fee is subject to revision with the approval of CMD. 7.1.1 Candidates belonging to SC/ST/PwD categories will be exempted from paying Application Fee

and also the departmental candidates applying for posts against open advertisements. 8.0.0 Other general conditions: 8.1.0 Transparent system in Recruitment process: 8.1.1 List of candidates who are shortlisted for different tests shall be displayed on the NMDC web

site. Further, the marks obtained by the candidates in the Written Test in respect of all categories of posts/grades and GD & Interview marks in respect of Executive Trainees shall also be displayed on NMDC web site. Further, all activities of recruitment shall be done through various Committees (as may be applicable) as specified in Rule 2.2.0 above).

8.2.0 Online Receipt of applications: 8.2.1 “Online” recruitment process is to be encouraged and Application format should contain details

of applicants like Name, Age, Date of Birth, Qualifications, Category, Experience etc as mentioned in Employment Notification. The hard copy of the application along with required Documents / Certificates shall also be sent by the applicants within 21 days of the last date stipulated for on line registration.

8.2.2 In the case of recruitment through GATE/NET/CT etc. examination score for Executive Trainees, the candidates are required to register for GATE examination and provide the details of GATE/NET/CT etc Examination Registration Number in the application submitted by them through “Online module”. The GATE/NET/CT etc examination score obtained in that particular year only will be taken into account for calling the candidates in the ratio stated in the Policy.

8.2.3 Further, if the candidate has applied for more than one post against the same Advertisement, then consideration of his/her candidature will be limited to the lowest post among the posts applied for by him/her.

8.3.0 Recruitment Activities Calendar: 8.3.1 As far as possible, a Recruitment Activities Calendar along with a time frame for each and every activity

will be indicated in the Advertisement itself viz. date & time of the Written Test, Date of hosting of


selected candidates on NMDC web site, Date and Time of Trade /Physical Ability/ Skill/ Job Proficiency/Supervisory Skill test/ GD & Interview, Date of publication of marks on NMDC web site, and list of selected candidates and Date of pre-employment Medical Examination test and issue of appointment order along with date of joining etc. An appropriate Check-list for each and every activity has to be put in place so that no lapse in any activity of recruitment occurs.

8.4.0 Stipend to Executive Trainees, Junior Officer(Trainees) and Workmen(Trainees): 8.4.1 During training period, Executive Trainees will be paid monthly stipend as per extant rules of the

Company. 8.4.2 The Trainees inducted in non-Executive posts i.e. Junior Officers and Workmen shall be paid

monthly stipend as per extant rules of the Company. 8.5.0 Pay fixation to Direct Recruitees: 8.5.1 Except Trainees, an employee of the Company shall begin to draw pay and allowances attached to his/her

post as per extant Rules from the date he/she assumes the charge of the post. 8.5.2 Initial pay will ordinarily be fixed at the minimum of the time-scale wherever such time scale has been

prescribed for a post. Fixation of pay in excess of the minimum of the time-scale and grant of advance increments shall require the sanction of the Appointing Authority.

8.5.3 However, pay protection as per extant Rules, may be considered in regular pay scales to those candidates (other than the Trainees) joining the Company from other PSUs.

8.6.0 Pay fixation to Trainees: 8.6.1 On successful completion of training period, Junior Officer(Trainees) and Workmen(Trainees) will

be considered for pay fixation in regular scales of pay applicable to Junior Officer/Workmen. The Executive Trainees, on successful completion of training will be considered for pay fixation in regular pay scale of Jr. Manager (M-2 grade) with two advance increments.

8.7.0 Entitlement of Travelling Allowance to outside candidates: 8.7.1 The entitlement of Travelling Allowance for outstation candidates will be as per extant TA Rules

of the Company. 8.8.0 Honorarium for preparation of Question Papers, evaluation of Answer Sheets to NMDC

Executives/Junior Officers and out-side experts associated during Interview/GD and other Tests: 8.8.1 The Company Executives/Junior Officers who have been nominated/associated for preparation

of question papers, evaluation of answer sheets and conducting Trade Test/Skill Test/ Physical Ability Test/Job proficiency Test etc. will be paid the following honorarium amount:

Sl.No Description Amount per paper/day/person

1. For setting of question paper along with Answer keys

Rs 1000/- per paper

2. For Evaluation of Answer Sheet Rs 16/- per answer sheet subject to a minimum of Rs. 1000/- per day

3. For Written/Trade/Skill/Physical Ability/Job proficiency Test(s)

Rs. 500/- per day/per person

4. Outside experts associated in any of the Committees for selection/promotion

Up to Junior Officer level Rs. 2000/- day/person Jr. Manager (M-2 grade) to Jt. General Manager (M-9 grade) level Rs. 3000/- day/person General Manager (M-10 grade) & above Rs. 5000/- day/ person

Note: The above rates are subject to revision with the approval of CMD. 9.0.0 DATE OF COMMENCEMENT: 9.1.0 The NMDC Recruitment Policy and the Rules framed there-under for Executives and Junior Officers shall

come into force with effect from the date indicated in the relevant Notification.


SECTION - IV

NMDC PROMOTION RULES

INDEX

Rule No. Description

Page No.

1.0.0 Group-wise classification of Executives and Junior Officers 49

2.1.0 – 2.1.2

Types of Promotions ( non-vacancy based & vacancy based) 49

3.0.0 – 3.1.3

Qualification-based promotion 50

4.0.0 – 4.1.6

Promotion in isolated categories and those with limited promotional avenues

50-51

5.0.0 – 5.1.0

Line of Promotion for Teaching Staff 51

6.0.0 – 6.1.1

Promotion of Executives at the time of induction by direct Recruitment 51

7.0.0- 7.1.1

Abolition of M-1 Grade level posts 52

8.0.0 Date of Commencement 52


SECTION –IV

NMDC PROMOTION RULES (Promotion Rules briefly prescribe the guidelines consistent with the Promotion Policy for observance in regard to promotion of Junior Officers and Executives)

_____________________________________________________________________

1.0.0 The Promotion Policy has prescribed various broad milestones to be followed in the matter of promotion of Junior Officers and Executives falling under the “non-vacancy based” and “vacancy based” systems of promotion, qualifying period of service and eligibility criteria for promotion. It has also stipulated the method of calculation of vacancies, the date of reckoning of eligibility, computation of Average Credit Points (ACP) and Cumulative Credit Points (CCP) and their evaluation criteria for considering promotion to various levels, composition of Departmental Promotion Committees (DPC) etc.

2.1.0 Types of Promotions: 2.1.1 Non -Vacancy Based Promotion:

a) Promotions from Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy. Manager (M-4 grade) to Manager (M-5 grade), Manager (M-5 grade) to Sr. Manager (M-6 grade), Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) and Asst. General Manager (M-7 grade) to Dy. General Manager (M-8 grade) shall be Non-vacancy based. b) Promotion upto Sr. Manager (M-6 grade) except promotion from Junior Officer to Jr. Manager (M-2 grade) shall be based on minimum specified Cumulative Credit Points earned by an Executive in all the completed appraisal years in a particular grade.

c) In the non-vacancy based promotion system from Sr.Manager (M-6 grade) to Asst. General Manager (M-7 grade) and Asst. General Manager(M-7 grade) to Dy. General Manager (M-8 grade) categories the percentage of promotion of eligible officers shall be fixed at 50% and 30% respectively . Such promotions will be based on “Merit with due regard to Seniority”. d) The Trainees Assessment is being done by HRD/Training Department on completion of training. The performance rating during the training period will be considered on the basis of the assessment marks awarded to the candidates is as follows:

Rating Outstanding Very Good Good Satisfactory Barely Adequate

Marks 80.00 & above 70.00 to 79.9 60.00 to 69.9 50.00 to 59.9 Below 50.00

2.1.2 Vacancy Based Promotions:

a) Promotion from Junior Officer to Jr. Manager (M-2 grade), Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and General Manager (M-10 grade) to Executive Director (M-11 grade) will be Vacancy-based. The zone of consideration(Selection) for Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade), Jt. General Manager (M-9 grade) to General Manager (M-10 grade) and General Manager (M-10 grade) to Executive Director (M-11 grade) shall be decided by Competent Authority in consultation with all functional Directors keeping in view the Organizational needs. However, the total number of candidates shortlisted shall not exceed 1:3. Such promotions will also be based on ‘Merit with due regard to Seniority’. b) For Promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade) & above grades: Promotion from Dy. General Manager (M-8 grade) to Jt. General Manager (M-9 grade) and above grades shall be Vacancy based, as recommended by DPC and approved by the Competent Authority. (c) A common seniority will be drawn based upon the inter-se-seniority for calling the eligible candidates in the ration of 1:3 for the DPC interviews for promotion to JGM rank (M-9 Grade) and above. Thereafter, a common seniority pool from JGM rank (M-9 Grade) based on inter se seniority will be maintained.


3.0.0 QUALIFICATION-BASED PROMOTION: 3.1.0 Qualified Junior Officers shall be eligible to be considered for promotion to Jr. Manager (M-2

grade), depending upon the Group to which they belong, based on their qualification. Promotion from Junior Officer (Operation) to the post of Jr. Manager (Mining) (M-2 grade) will be subject to fulfilling other criteria and their further promotion will be as per Clauses 2.1.1 & 2.1.2 above.

3.1.1 In Mining discipline, the Line of Promotion for Degree holders with II Class MMCC and Diploma holders with I Class MMCC will be upto Asst. General Manager (M-7 grade) only. For considering promotion from Asst. General Manager (M-7 grade) & above in Mining discipline, the qualification shall be Degree in Mining Engineering with I Class MMCC. Similarly, in Mining Discipline, candidates having Diploma in Mining with Foreman’s Certificate of Competency are eligible for being considered for promotion upto Manager (M-5 grade) only.

3.1.2 Executives in Group – II shall be eligible for being considered for promotion upto Asst. General Manager (M-7 grade) only.

3.1.3 Non-qualified Junior Officers who fall under Group – III shall be eligible for being considered for promotion upto Jr. Manager (M-2 grade) only. Similarly, non-qualified Executives who are covered under Group – III shall be eligible to be considered for promotion from Jr. Manager (M-2 grade) to Asst. Manager (M-3 grade) and from Dy. Manager (M-4 grade) to Manager (M-5 grade) only.

4.0.0 PROMOTION IN ISOLATED CATEGORIES AND THOSE WITH LIMITED PROMOTIONAL AVENUES: 4.1.0 Executives in Horticulture & Liaison disciplines shall be eligible for being considered for

promotion upto Sr. Manager (M-6 grade) only.

4.1.1 Executives in Survey Discipline shall be eligible for being considered for promotion up to Asst. General Manager (M-7 grade) only.

4.1.2 Promotion of Executives in Secretarial Discipline from Junior Officer to Jr. Manager (M-2 grade) and thereafter up to Asst. General Manager (M-7 grade) will be considered once in five years only, subject to possession of qualification as per Annexure-II.

4.1.3 Executives in Rajbasha discipline shall be eligible for being considered for promotion upto Jt. General Manager (M-9 Grade) only, subject to fulfilling other prescribed conditions.

4.1.4 Executives in the Security-cum-Fire discipline will be eligible for being considered for promotion once in Four years as mentioned in Annexure-I and their Line of Promotion will be upto Dy. General Manager (M-8 grade) only. However, their induction will be at Jr. Manager (M-2 grade) & Asst. General Manager (M-7 grade), the minimum experience prescribed shall be 2 years for Jr. Manager (M-2 grade) and 12 years for Asst. General Manager (M-7 grade) as a Commissioned Officer in the Indian Armed Forces or as a Gazetted Officer in other para-Military Forces like CRPF, CISF, BSF etc. or in a Police Organisation for 4 years for Jr. Manager (M-2 grade) and 14 years for Asst. General Manager (M-7 grade) in an executive cadre, dealing with Security and Fire Fighting Management in large Industrial Organisations.

4.1.5 With a view to gainfully utilizing the services of one Junior Officer (Desk Top Programming) (DTP) working with Corporate Communication (CC) department, the DTP discipline will be merged with CC discipline. Upon such merger, the promotion channel to the existing incumbent [i.e. Junior Officer (DTP)] will be once in five years upto Asst. General Manager (M-7 grade) only. However, he will be eligible for promotion in Corporate Communication discipline, on his acquiring required PG qualification.

4.1.6 In case, any candidate recruited in any discipline other than the disciplines indicated in the


policy/rules due to requirement of the Organization, such candidates will be considered for promotion to next higher grade on the basis of the qualifications as indicated at clause no. 3.3.3 & 3.4.0 of Section-II of the policy.

5.0.0 LINE OF PROMOTION FOR TEACHING STAFF: 5.1.0 As per Settlement dated 08/10/1994, the existing system of induction of Teaching Staff for

Project School, Kirandul at RS-4 level (i.e. Assistant Teacher) will continue. Their promotion upto RS-10 and further to Junior Officer grade will be as per the Settlement dated 05.05.1985, 08.10.1994 and also LOP Settlement dated 11.01.2003. Their promotion to Executive cadre from Junior Officer to Jr. Manager (M-2 grade), Asstt. Manager (M-3 grade) to Dy. Manager (M-4 grade), Dy. Manager (M-4 grade) to Manager (M-5 grade), Manager (M-5 grade) to Sr. Manager (M-6 grade) and Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) will be regulated as under :-

a) Promotions from Junior Officer to Jr. Manager (M-2 grade) and upto Asst. General Manager (M-7 grade) level will be considered once in five years.

b) Promotion from Manager (M-5 grade) to Sr. Manager (M-6 grade) (Vice Principal) and Sr. Manager (M-6 grade) to Asst. General Manager (M-7 grade) (Principal) shall be vacancy-based. However, the existing sanctioned strength of two posts of Vice Principal and One post of Principal will continue to be applicable.

c) Details of experience, qualifications etc. required:

Sl.No Designation Grade Qualification Experience

1. Lecturer-II Junior Officer

B.Ed+PG in required subject

3 yrs service as Teacher (in RS-8 to RS-10 scale taken together)

2. Lecturer-I Jr. Manager (M-2 grade)

-do- 5 yrs service In previous lower grade

3. Sr. Lecturer-II Dy. Manager (M-4 grade)


4. Sr. Lecturer-I Manager

(M-5 grade) -do- 5 yrs service In previous lower grade

5. Vice-Principal Sr. Manager (M-6 grade)


6. Principal

Asstt. General

Manager (M-7 grade)


6.0.0. PROMOTION OF EXECUTIVES AT THE TIME OF INDUCTION BY DIRECT RECRUITMENT:

6.1.0 At the time of induction to Jr. Manager (M-2 grade) level posts through direct recruitment, at least 25% of vacant posts of total sanctioned strength (excluding the strength of Jt. General Manager (M-9 grade), General Manager (M-10 grade) and Executive Director (M-11 grade) posts shall be filled by promotion from amongst the eligible Departmental candidates, subject to fulfilling the requisite qualifications, experience etc.


7.0.0 ABOLITION OF M-1 GRADE LEVEL POST: 7.1.0 Three M-1 grade level Executives presently working in the Company will be placed in Jr.Manager

(M-2 grade) in the corresponding pay scale without any monetary benefit with effect from a notified date. Their further promotion will be subject to fulfilling the required criteria/qualification in their respective disciplines. In future, there will be no M-1 grade positions/recruitment/ promotions as the same stands abolished.

7.1.1 Junior Officers in all disciplines will be eligible for being promoted to Jr. Manager (M-2 grade), subject to fulfilling all other relevant criteria. In case any Junior Officer does not possess the requisite qualification for further promotion, he will be placed under Group-III vide clause no. 3.3.3 & 3.4.0 of Section-II and he/she will be governed, for further promotion, by para 3.1.3 above.

8.0.0 DATE OF COMMENCEMENT OF THE PROMOTION POLICY:

8.1.0 The NMDC Promotion Policy and the Rules framed there-under for Executives and Junior Officers

shall come into force with effect from the date indicated in the relevant Notification.

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Index of Annexures Pg. nos.

I Prescribed Educational Qualification for Recruitment / Promotion of Executives-Group-I

54-55

II Prescribed Educational Qualification for Promotion of Executives-Gr.II 56

III Prescribed Educational Qualification for Recruitment of Junior Officers 57

IV Evaluation Sheet for Assessment of marks for Interview and GD 58


ANNEXURE-I NMDC Recruitment and Promotion Policy Annexure

Prescribed Educational Qualification for Recruitment/Promotion of Executives (See Clauses 3.3.3 (a) of Section-II, 3.2.6 of Section-III and 4.1.4 of Section IV)

Group – I

Sl. Cadre Prescribed qualification

1. Civil Degree in Civil Engineering

2. Ceramic Degree in Civil Engineering Ceramic

3. Chemical M.Sc. (Chemistry)/Degree in Chemical Engineering

4. Commercial (i)Degree in Engineering or Graduate from Recognized University with MBA or PG Degree/Diploma in Marketing/Foreign Trade/Sales Mgt.(2 yrs duration course) Or Graduate in Engineering with CA/ICWA.

5. Company Secretary (i) Graduate with CS(Final)

6. Corporate Communication

Graduation in Arts/Science/Commerce with PG Degree/ PG Diploma in Public Relations/Journalism/Corporate Communication (2 years duration)

7. Computer & Information Technology

Degree in Engineering in Computer & Information Technology/Computer Science /Information Science or M.C.A. Or B.E. / B.Tech (Computer/CS/IT) Or PG Diploma in Computer Application Programming/ Computer Management/Systems Management(two years duration)

8. CSR

Graduate with 2 years PG in the following areas or Social work with specialization in the following areas or PG Diploma in the following areas: “Community Development/ Rural Development /Community Organization & Development Practice/Urban and Rural Community Development / Rural and Tribal Development/Development Management/Rural Development Management’’

9. Electrical & Electronics

Degree in Electrical & Electronics Engineering

10. Environment (i)Degree in Civil/Chemical/Mining /Environment Engineering or PG Degree in Environmental Management/ Engineering / Environmental Science/Geology /Chemistry/ Botany Or PG Degree/Diploma in Environment Management (2 years duration) Or Doctorate in Environment Studies/Impact Assessment.

11. Finance (i) Graduation (ii) CA/ICWA or Engineering Graduate with MBA (Fin.) for recruitment in Jr. Manager (M-2 grade) and Asst. General Manager (M-7 grade).

12. Geology M.Sc./M.Tech./M.Sc. (Tech.) (Geology)

13. Geo statistics (i) M.Sc. (Applied Mathematics) (ii)PG Diploma in Geo – statistics

14. Horticulture ( upto Sr. Manager (M-6) grade)

B.Sc. (Agriculture/Horticulture) of four years duration

15. Industrial Engineering

i)Degree in Industrial Engineering Or Degree in Mining/ Mechanical/ production Engineering (ii) PG Degree/Diploma in Industrial Engineering

16. Instrumentation Degree in Instrumentation Engineering


17.

Industrial Safety

Degree in Electrical/Mechanical Engineering with Degree/Diploma in Industrial Safety(one year duration)

18. Law (i) Graduation (ii) Degree in Law (3 years duration)

19. Materials Management

(i) Degree in Engineering Or Degree in Arts/Science/Commerce (ii) MBA/Diploma in Materials Management (2 years duration)

20. Material Science (i) B.Sc. (Tech) (Ceramic Tech.) / B.E./ B.Tech (Ceramic Tech)

21. Mechanical Degree in Mechanical Engineering

22. Medical General Duty Medical Services : M.B.B.S. Specialist Medical Services : (i)M.B.B.S. with PG Degree or Diploma

23. Metallurgy Degree in Engineering in Metallurgy

24. Mineral Processing Degree in Mineral Processing/Metallurgy/Mineral Engineering

25. Mining

For promotion upto Sr. Manager (M-6 grade)

(i) Degree in Mining Engineering

(ii) I/II CL MMCC (not required for ET) For promotion to Asst. General Manager (M-7 grade) & above (i) Degree in Mining Engineering and (ii) I CL MMCC

26. Personnel (i) Graduation

(ii) PG Degree/PG Diploma in Sociology/Social Work/Labour Welfare/Personnel Management/ IR /IRPM/HR/HRM or MBA (Personnel Management/HR /HRM) minimum of two years duration.

27. Rajbhasha (upto M9 grade)

(i) M.A.(Hindi) (preferably 1st Division) with English as one of the subjects at Degree level and (ii) Successful completion of translation course conducted by Central Translation Bureau, Ministry of Home Affairs.

28 Security-cum-Fire Officer (Up to Dy. General Manager

(M-8 grade))

(i) Degree in Mechanical/Electrical & Electronics Engineering

(ii) Preferably with an additional Degree/Diploma in Fire & Security Management/Fire Safety Engineering/ Certificate course in Fire & Safety Engineering or equivalent.

Note: All the above qualifications (i.e. minimum Graduation level) should be from Universities/ Institutions recognized by UGC/AICTE /Govt. of India. Any other equivalent or higher qualification may be included with the approval of the CMD.

Criteria to be followed in respect of Executive Trainees:

i) The minimum percentage of marks in the above degrees shall be 60% of marks in aggregate for General Candidates against Un-Reserved (UR) and OBC category.

ii) The Candidates belonging to SC/ST/PwD category, the minimum percentage of marks in their respective Degree/PG Degree/ PG Diploma (whichever is applicable) shall be 50%.

iii) For Departmental candidates belonging to SC/ST/PwD category, the minimum percentage of marks in their respective Degree/PG Degree/ PG Diploma (whichever is applicable) shall be 45%.

iv) For Departmental candidates belonging to Un-reserved category and OBC, the minimum percentage of marks in their respective Degree/PG Degree/ PG Diploma (whichever is applicable) shall be 55%.

v) Candidates, who are studying in the final year will also be eligible to apply for the post of Executive Trainee. However, they should have passed the qualifying examination before GD & Interview and produce the final pass certificate of prescribed qualification at the time of GD & Interview; otherwise, their candidature will not be considered.

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ANNEXURE – II Prescribed Educational Qualification for Promotion of Executives

(See Clauses 3.3.3 (b) of Section-II and 4.1.2 of Section IV) Group - II

Sl. No. Cadre Prescribed qualification

1. Civil upto Asst. General Manager

(M-7 grade)

Diploma in Civil Engineering

2. Electrical & Electronics upto Asst.

General Manager (M-7 grade)

Diploma in Electrical & Electronics Engineering

3. Finance upto Dy. Manager (M-4 grade)

For promotion upto Dy. Manager (M-4 grade) (i) Graduate in any Discipline (ii) EDP

Or CA (Inter)/ICWA (Inter)

4. Horticulture upto Sr. Manager

(M-6 grade)

B.Sc. (Agriculture/Horticulture) of three year duration

5. Computer & Information Technology upto Sr. Manager (M-

6 grade)

(i) Graduate in any Discipline (ii) One year PG Diploma in Computer Programming/Computer Management /System Management

6. Liaison upto Sr. Manager (M-6 grade)

Graduation

7. Materials upto Sr. Manager (M-6 grade)

(i) Graduate in any Discipline (ii) EDP

8. Mechanical upto Asst. General

Manager (M-7 grade)

Diploma in Mechanical Engineering

9. Mining upto Asst. General

Manager (M-7 grade)

(i) Diploma in Mining Engineering (ii) I/II CL MMCC*

10. Personnel upto Sr. Manager (M-6 grade)

(i) Graduate in any Discipline (ii) EDP

11. Survey upto Asst. General

Manager (M-7 grade)

(i) 3years Diploma in Mining Or diploma in Mine & Mine Surveying (ii) Mine Surveyor’s Certificate of Competency

12. Secretarial upto Asst. General

Manager (M-7 grade) (i) Graduation

(ii) Qualification in Stenography with a speed of 120 wpm in English/Hindi shorthand.

(iii) EDP

* In Mining discipline, Executives with Diploma in Mining engineering & II Class MMCC will be eligible for being considered for promotion upto Sr. Manager (M-6 grade) only and Executives with Diploma in Mining engineering & I Class MMCC will be considered for promotion upto Asst. General Manager (M-7 grade).

Note: In the case of Executives/PAs in Secretarial discipline who were on rolls as on 30.06.2013, and had passed the Departmental Test for promotion to Personal Assistant earlier (Part I – English paper and Part II – Shorthand Test at 120 wpm), the qualification criteria in Stenography with a speed of 120 wpm in English/Hindi shorthand will not be applicable.


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ANNEXURE – III Minimum educational qualification prescribed for recruitment of Junior Officers

(See clause no.3.3.2 of Section-I and clause no. 3.3.5 of Section III)

Discipline Qualification & Experience

Civil 3 years Diploma in Civil Engineering (Or) Degree in Civil Engineering

CSR

Graduate with minimum two years Post Graduate Degree or Post Graduate Diploma of two years duration in Community Development/ Rural Development /Community Organization & Development Practice/Urban and Rural Community Development/Rural and Tribal Development/ Development Management/Rural Development (Or) Graduate with minimum two years Post Graduate Degree in Social Work with specialization in Community Development/Rural Development / Community Organization & Development Practice/ Urban and Rural Community Development/Rural and Tribal Development/Development Management

Electrical (i)3 years Diploma in Electrical Engineering (ii) Electrical Supervisory Certificate (Mining) of Competence as per the concerned state electricity board rules (Or) Degree in Electrical or Electrical & Electronics Engineering

Electronics 3 years Diploma in Electronics Engineering (Or) Degree in Electronics (Or) Electrical & Electronics Engineering

Finance Graduate with ICWA(Inter)/CA(Inter)

Geology M.Sc./M.Tech/M.Sc. (Tech) (Geology)

Mechanical 3 years Diploma in Mechanical Engineering (Or) Degree in Mechanical Engineering

Mining (i) 3 years Diploma in Mining Engineering (ii) Foreman’s Certificate of Competency (R) (Or) (iii) Degree in Mining Engineering (iv) II CL MMCC (R)

Horticulture PG Degree in Science (M.Sc.) with Agriculture/ Horticulture or B.Sc. (Agri) of 4 years course (Or) B.Sc. (3 years) + PG Diploma in Agriculture/ Horticulture.

Rajbhasha (i) MA (Hindi) with English as one of the subjects at Degree level. (ii) 3 months translation course conducted by Central Translation Bureau, Ministry of Home Affairs (or) PG Diploma in Translation.

Survey i) 3 years Diploma in Mining (Or) Diploma in Mines & Mine Surveying ii) Mine Surveyor’s Certificate of competency under MMR.

Note: 1) Any other equivalent or higher qualification may be included with the approval of the Chairman-cum-Managing Director.

2) Qualifications mentioned above should be from Universities/ Institutions recognized by UGC/AICTE/Govt. of India.

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ANNEXURE-IV Evaluation Sheet for Assessment of marks for Interview and GD

(See Clause 6.0.5 of Section I & Rules 2.4.4, 2.7.4, 2.9.2 & 3.9.8 Section III)

(a) Assessment parameters and maximum marks for Interview in respect of Executives including Executive Trainees:

Maximum Marks

Sl

Parameters

Executive Trainees

(M-2 grade)

Junior Manager (M-2 grade) where Written test is

prescribed

Junior Manager

(M-2 grade) where only Interview is prescribed

Asst. General Manager(M-7 grade) where Interview is prescribed

1 Subject Knowledge 4 6 40 40

2 Communication Skills 4 3 20 20

3 General Behaviour & Appearance

3 2 20 20

4 Attitude & Aptitude 2 2 10 10

5 Intelligence 2 2 10 10

TOTAL 15 15 100 100

(b) Assessment parameters and maximum marks for Interview in respect of General Managers (M-10 grade)

Sl Parameters Maximum marks

1 Strategic / Business sense 40

2 Financial acumen 20

3 HR Skills 20

4 Job Knowledge 10

5 Customer orientation 10

TOTAL 100

(c) Assessment parameters and maximum marks for Group Discussion in respect of Executive Trainees:

Sl. No. Group Discussion Max. Marks

1 Conceptual Clarity 2

2 Knowledge of the Topic/Case 2

3 Contribution made to the topic 1

4 Interpersonal Skills 2

5 Ability to Generate New ideas 2

6 Problem solving approach 2

7 Leadership qualities 2

8 Effective Communication 2

TOTAL 15

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NMDC RECRUITMENT AND PROMOTION POLICY,2018 ...9 Training & Absorption 16 10 Miscellaneous General...

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