GRAVITYONE SOLUTION PRIVATE LIMITED

1464 SRT ROAD, PARK ROAD, Hassan- 573201, Karnataka

PROMOTION POLICY AND PROCEDURE FOR EXECUTIVES

1. Coverage :-

This policy shall be called MECL’s Promotion Policy and shall

be applicable to all regular executives on the rolls of the
company including those who are out on deputation to some
other organization and are retaining lien in the Company.

2. Objectives
The objectives of the promotion policy and its procedure are:

a) To recognize and reward, merit and competence.

b) To develop existing executives to meet the future
needs of the organization.
c) To improve organizational and functional effectiveness.
d) To provide career opportunities and a sense of
fulfillment to executives of the Company.

3. 0 Definitions

3.1 “Appointing Authority” means Chairman-cum-Managing

Director of the Company.
3.2 “Board” means Board of Directors of the Company.
3.3 “Company” means Mineral Exploration Corporation Limited.
3.4 “Executives” for the purpose of these rules shall mean all
executives of the company at the level of E-0 grade and
above upto and including the Executives at the level of E-7
grade.
3.5 “Masculine” includes “Feminine”.
3.6 “Singular” shall imply the “plural” where relevant or vice-versa.

4.0 Guiding principles under lying promotion policy :

The guiding principles underlying the Promotion Policy of the

Company aim at providing and maintaining appropriate
resources and environment for the effectiveness, efficiency
and satisfaction of its executives and motivating them to
apply and develop their abilities and capacities to achieve the
objectives of the Company. It will be the policy of the
Company to provide its executives with appropriate
opportunity, encouragement and career growth, consistent
with their contribution to the growth of the Company, on the
basis of the following basic principles:
GRAVITYONE SOLUTION PRIVATE LIMITED
1464 SRT ROAD, PARK ROAD, Hassan- 573201, Karnataka

a) To ensure fairness, consistency and uniformity in the

matter of promotion of executives in the Company.
b) To provide broad equality of opportunity in growth
and career prospects;
c) To create and sustain the morale of the executives
by
informing them of the kind of career promotion
opportunities that exist in the Company and the basis
of and the manner in which such promotion will be
effected.
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5.0 Promotion policy

5.1 Promotion shall mean movement of executives from the post in

the lower grade to the post in the next higher grade in the line
of promotion as defined herein. Jumping of scale(s) /grades shall
not be allowed.

5.2 The promotions will be given effect from 1 st January and 1st July.
The Executives completing qualifying service during 1 st July to
31st December will be given promotion from 1 st January and
those completing the qualifying service from 1st January to 30th
June will be given promotion from 1 st July. However, the
monetary benefits will accrue from the actual date of taking
over charge of the promoted post by the Executives.

5.3 All promotions shall be subject to completion of minimum

qualifying period and other requirements as laid down in this
policy. Mere fulfillment of the qualifying period of service will not
confer any right for promotion.

5.4 Promotions from E-0 to E-1, E-1 to E-2 and E-2 to E-3 shall be on
the basis of seniority-cum-merit and of combined sanction of all
the posts in the cluster. In other word, vacancies will not be
constraint for promotion within the cluster of grades.

5.5 The promotions from E-3 to E-4, E-4 to E-5, E-5 to E-6 and E-6 to
E-7 shall be on merit-cum-seniority basis. Promotions from E-3
to the cluster of E-4 & E-5 and from E-5 to E-6 and E-6 to E-7
shall be subject to availability of vacancies. The number of
executives to be considered for promotion, in case of
promotions where the promotions are vacancy based, shall not
exceed five times the number of available vacancy (ies)

5.6 Executives shall be considered for promotion strictly in

accordance with the approved line of promotion for each
category or posts.

5.7 Executives of MECL on deputation to other PSU/Central

Government/Autonomous body and are retaining lien in the
Company, shall be entitled for proforma promotion in MECL. The
Promotion will be effective only after the employee repatriates
to the Company.

5.8 The eligibility for qualifying service for promotion to next higher
grade will be determined on the basis of continuous service in
the lower grade. The training period of Engineer Trainees/Officer
Trainees shall be counted towards qualifying service. EOL on
medical grounds up to the permissible limits and other
authorized leave shall count as qualifying period for promotion.
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5.9 The basic induction level in the2-Executive cadre in the Company
will be E-1 grade to which the entry will be largely through
Officer Trainee Scheme. To provide promotional avenue to the
Executives in E-0 grade, the mode of recruitment to the posts in
E-1 grade shall be 30% by promotion and 70% by direct
recruitment.
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6.0 Performance appraisal system

6.1 The DPC shall consider the Performance Appraisal Reports for
the preceding five years from the date of consideration of
promotion.

6.2 In the case of direct appointees in E-1 scale under Engineering

trainees/Officer Trainees Schemes, where five PARs may not be
available, the DPC shall take into consideration only two
available PARs for the preceding years to aggregate the marks
required as per para 13.4.

6.3 Performance Appraisal Report for any period less than four
months in an appraisal year shall not be taken into consideration
for the purpose of promotion. However, where two or more
reports are written in any appraisal year by reason of any
executive having been posted under two different officers, the
appraisal report for the longer duration shall be taken into
account.

6.4 The appraisal system will be on 5 point scale i.e. “Outstanding”,

“Very Good”, “Good”, “Average” and “Poor” as defined in the
appraisal formats.

6.5 In case of wide variance in the appraisal rating of Initiating

/Reviewing/ Accepting Officer, which is not supported by reasons,
the Chairman-cum- Managing Director, on the recommendations
of the concerned Director, may moderate the appraisal rating
keeping in view the performance reflected in the earlier reports.

7.0 Departmental Promotion Committee

7.1 All promotions shall be approved by the Chairman-cum-Managing

Director only on the recommendations of a duly constituted
Departmental Promotion Committee (DPC). The DPCs shall be
constituted in the following manner:-

i) For all Executive posts of E-0 to E-3 :-

a)Concerned GM/HOD as Chairman

b) Representative of Finance Division as Member
c) Representative of P&A Division as Member Secretary
d) SC/ST Representative as Member

ii) For E-4 & E-5 posts (Technical Divisions):

a) Director (Technical) as Chairman

b) Concerned GM/HOD as Member
c) HOD (P&A) as Member Secretary
d) HOD (F) as Member
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e) SC/ST Representative as Member
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iii) For E-4 & E-5 posts (Finance Division):

a) Director (Finance) as Chairman

b) GM (P&A) as Member Secretary
c) HOD (Finance) as Member
d) SC/ST Representative as Member

iv) For E-4 & E-5 posts (P&A Division):

a) Director (Finance) Senior Director will

b) Director (Technical) function as Chairman
c) GM (P&A) as Member Secretary
d) HOD (Finance) as Member
e) SC/ST representative of appropriate level as Member

v) For E-6 & E-7 posts:

a) Chairman-cum-Managing Director as Chairman

b) Director (F) as Member
c) Director (T) as Member
d) Concerned HOD as Member
e) HOD (P&A) as Member Secretary
f) SC/ST representative of appropriate level as Member

7.2 Subject to fulfillment of the principles, minimum criteria and

other conditions as laid down here in and subject to other
relevant rules and orders in force in the Company, the DPC shall
recommend for the approval of the Chairman-cum-Managing
Director, a panel of names of eligible Executives, who are
considered suitable for promotion to positions in the next higher
grade/post. Where the CMD himself is the Chairman of the DPC,
the said panel shall be deemed to have been approved. The
panel so approved shall constitute the basis and authority for
promotion of Executives to the appropriate higher grade/post.
7.3 After approval by the Chairman-cum-Managing Director of the
panel prepared by the DPC, the orders of promotions will be
issued to candidates in order of merit. The panel approved by
the Chairman-cum- Managing Director shall remain valid for a
period of six months from the date of approval.

7.4 Cases of promotion of Executives on deputation to other

organizations retaining their lien in the Company shall be
considered by DPC if they are otherwise eligible and come
under zone of consideration. If they are placed in the select
panel, they shall be given a proforma promotion. The actual
benefit will be made available only after he repatriates to the
Company.
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8. 0 Cluster of Posts:-

For the purpose of promotion and career planning of Executives,

the posts will be grouped in the following clusters:

Cluster Grade Code Scale of pay (IDA)

(In Rs.)

I E-0 12,600-32500

II E1 E2 16400-40500
E 20600-46500
3 24900-50500

III E-4 29100-54,500

E-5 32900-58,000

9. 0 Minimum qualifying period .

The minimum qualifying period for promotion from E-0 to E-7 based
on the qualifications shall be us under:

Grade Qualifying Period

From B.E/M.Sc./ M.Tech. Diploma M.Com/MA/B.Sc
(Applied B.Com./BBA/B
Geology/Geo in A or
l ogy/Applied Engg./Graduation equivalent
Geoph./Geop +
h P.G.Diploma(one
(1) (2) y/Chemistry/ year)/Inter
Phys.)/MBA/ CA/Inter ICWA or (5)
M CA/CA/ equivalent
ICWA/CS
(4)
or equivalent
E-0 E-1 03 yrs 04 yrs 05
E-1 E-2 02 yrs 04 yrs 07
E-2 E-3 04 yrs 05 yrs 07
E-3 E-4 04 yrs 05 yrs Not eligible
E-4 E-5 04 yrs 05 yrs Not eligible
E-5 E-6 03 yrs Not eligible Not eligible
E-6 E-7 03 yrS Not eligible Not eligible

Note:1. The details of the qualifications indicated under Col.-3 of the

above table are given in Annexure-I based on which criteria of
qualifying period under Col.-3 will be determined.
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2. The existing employees in their present positions will
continue. However, for future promotions the Committee of
functional Directors is authorized to consider relaxations for one
level from E-0 to E-1 and E-1
to E-2 in case of Matriculates and Matriculates with ITI
qualifications on merit of each case.

10. The Executives who acquire higher qualification after joining in a

particular lower post, which is similar to or higher then as
provided in the above table, then he will be considered for his
next promotion with lesser qualifying period as in the col.3 or 4
of above table, as the case may be.

11. Promotion to the post of Manager (E-4), Deputy General

Manager (E/6) and General Manager (E/7) will be subject to
availability of vacancy.

12. In case where an executive under consideration for promotion

from E-5 to E-6 or E-6 to E-7 is senior in the seniority list but has
not completed the qualifying service on the relevant cutoff date,
he shall also be considered for promotion along-with his juniors
(who have completed the qualifying service on the relevant
cutoff date). This dispensation shall, however, be given to an
executive only once in his entire service career. The short fall in
the qualifying period of the senior executive vis-à-vis his junior
in the same panel will be notional and with effect from the date
the executive completes eligibility period for promotion. His
inter-se-seniority shall also remain unaltered unless determined
otherwise by the DPC.

13.0 Promotion from the grade of E-0 to E-1, E-1 to E-2 and E-2 to E-3

13.1 Promotion to these posts shall be on the basis of seniority cum

merit and assessed by the DPC based on their performance as
reflected in the Performance Appraisal Reports and other
parameters as provided in Para-13.2, 13.3 and 13.4 below.

13.2 Performance appraisal reports : 50 marks

Performance Appraisal Reports shall constitute 50 marks in all in

the cases of promotions where five PARs are considered and 20
marks in the cases of promotions where only two Performance
Appraisal Reports are considered. The appraisal system will be
on a five points scale i.e. Outstanding, Very Good, Good,
Average and Poor. For the purpose of aggregation marks shall
be allotted to various ratings as under:

Outstanding : 10
Very Good : 08
Good : 06
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Average : 046-
Poor : 00

The minimum qualifying marks for promotion in PAR shall be 32,

where five PARs are considered and 14, where two PARs are
considered.
 -7
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13.3 The DPC shall award up to a maximum of 10 marks to each

eligible Executive keeping in view his general conduct,
aptitude, sense of involvement, commitment to the
organization and the potentiality and suitability for the specific
job position to which he is to be promoted. The minimum
qualifying marks will be 05 for general candidates and 04 for
SC/ ST candidates.

13.4 Qualifying marks

Marks secured by each eligible candidate in terms of sub-paras

13.2 and 13.3 shall be aggregated. To qualify for promotion
each eligible candidate must secure minimum aggregate marks
as indicated below:

A) In the cases where 05 PARs are considered :

37 marks by general candidates and 36 marks by

SC/ST candidates.

B) In the cases where 02 PARs are considered :

19 marks by general candidates and 18 marks by

SC/ST candidates.

14.0 Promotion from Assistant Manager (E-3) to Manager (E-4) and

above.

14.1 Since the posts of E-4 & E-5 are in one cluster, the promotions
from E- 3 to E-4 will be based on the vacancies available in the
combined cluster of E-4 & E-5. However, the numbers of posts
in E-5 grade out of the combined cluster of E-4 & E-5 posts, will
not exceed 50% of the sanctioned strength of E-4 & E-5 posts.

14.2 Promotion from Manager (E-4) to Sr. Manager (E-5)

Promotion of Executives from the post of Manager (E-4) to Sr.

Manager (E-5) being in the same cluster, will be based on the
condition of vacancy as provided in Para 14.1 above and as
assessed by the DPC of their performance in their PARs and
other parameters provided in Para 14.4 to
14.6 below.

14.3 Performance appraisal reports : 60 marks

Performance Appraisal Reports shall constitute 60 marks in all.

The appraisal system will be on a five points scale i.e.
 -8
Outstanding, Very Good, Good,
- Average and Poor. For the
purpose of aggregation marks shall be allotted to various ratings
as under:
 -9
-
Outstanding : 12
Very Good : 10
Good : 08
Average : 06
Poor : 00

The minimum qualifying marks for promotion in PAR shall be 44.

14.4 Interview: 30 marks

The DPC will award up-to a maximum of 30 marks to eligible

executive for interview keeping in view the relevant factors like
educational qualifications, professional knowledge, ability to
reason out logically, presentation of ideas coherently,
leadership, potential for decision making and communication
skills, etc. The minimum qualifying marks in the interview will be
15 for general candidates and 13 for SC/ST candidates.

14.5 Qualifying marks

Marks secured by each eligible candidate in terms of sub-paras

14.3 and 14.4 shall be aggregated. To qualify for promotion
each eligible candidate must secure a minimum aggregate of 59
marks in case of General Candidates and 57 marks in case of
SC/ST Candidates.

15.0 Probation

15.1 The period of probation of the Executive promoted to any higher

post will be one year. The probation may be extended at the
discretion of the appointing authority by one year and under
exceptional circumstances by another period of one year.

15.2 On successful completion of the period of probation, the

Executive will be regularized in the post. He shall not be
regarded as having been automatically regularized unless an
order to this effect is issued to him in writing. If , during the
probation period, including extensions, if any, the performance
of the Executive is not found satisfactory for being retained in
the post to which he was promoted, the Appointing Authority
may revert him to the post he was occupying prior to his
promotion. However, it would be necessary to serve
the Executive with atleast one written warning each prior to
either extending the probation period or reverting him..

16 Fixation of seniority in case of promoted Executives

The fixation of seniority in case of promoted Executives will be

on the basis of merit ranking given by the DPC and approved by
the Appointing Authority. In case where the channel of
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promotion to a particular post
10-may be from more than one post
in the lower grade, the inter-se-seniority between the
candidates promoted from two different lower posts will be
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fixed on the basis of their dates of initial appointment on regular

basis in the lower grades.

17.0 Promotion of Executives who are under suspension or against

whom departmental proceedings are pending (Sealed Cover
Procedure) :

17.1 At the time of consideration of the cases of Executives for

promotion, details of Executives in the consideration zone for
promotion falling under the following categories shall be
specifically brought to the notice of the Departmental Promotion
Committee:-

(i) Executives under suspension ;

(ii) Executives in respect of whom a charge sheet has been
issued and the disciplinary proceedings are pending, and ;
(iii) Executives in respect of whom prosecution for a
criminal charge is pending.

17.2 The Departmental Promotion Committee shall assess the

suitability of the Executives coming within the purview of the
circumstances mentioned in para 17.1 above along with other
eligible candidates without taking into consideration the
disciplinary case/criminal prosecution pending. The assessment
of the DPC, including “Unfit for Promotion”, and the grading
awarded by it will be kept in a sealed cover. The cover will be
superscribed “Findings regarding suitability for promotion to the
grade/post of in respect of Shri (name of the
Executive). Not to be opened till the termination of the
disciplinary case/criminal prosecution against Shri .” The
proceedings of the DPC need only contain the note, “The
findings are contained in the attached sealed cover.”

17.3 The same procedure outlined in para 17.2 above will be followed
by the subsequent Departmental Promotion Committees
convened till the disciplinary case/ criminal prosecution against
the Executive concerned is concluded.

Action after completion of disciplinary cases/criminal prosecution :

17.4 On the conclusion of the disciplinary case/criminal prosecution,

which results in dropping of allegations against the Executive,
the sealed cover or covers shall be opened. In case the
Executive is completely exonerated, the due date of his
promotion will be determined with reference to the position
assigned to him in the findings kept in the sealed cover/covers
and with reference to the date of promotion of his next junior on
the basis of such position. The Executive may be promoted, if
necessary by creating supernumerary post. He may be
promoted notionally with reference to the date of promotion of
his junior. However, whether the Executive concerned will be
 -
entitled to any arrears of pay9- for the period of notional
promotion preceding the date of actual promotion,
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and if so to what extent, will be decided by the Appointing

Authority by taking into consideration all the facts and
circumstances of the disciplinary proceedings/criminal
prosecution. Where the authority denies arrears of salary or
part of it, it will record its reasons for doing so.

17.5 If any penalty is imposed on the Executive as a result of the

disciplinary proceedings or if he is found guilty in the criminal
prosecution against him, the findings of the sealed cover/covers
shall not be acted upon. His case for promotion may be
considered by the next DPC in the normal course and having
regard to the penalty imposed on him.

Six monthly review of „sealed cover‟ cases:

17.6 It is necessary to ensure that the disciplinary case/criminal

prosecution instituted against any Executive is not unduly
prolonged and all efforts to finalize expeditiously the
proceedings should be taken so that the need for keeping the
case of an Executive in a sealed cover is limited to the barest
minimum. The Appointing Authority concerned, therefore,
should review comprehensively the case of the Executive whose
suitability for promotion to a higher grade has been kept in a
sealed cover on the expiry of six months from the date of
convening the first Departmental Promotion Committee, which
had adjudged his suitability and kept its findings in the sealed
cover. Such a review should be done subsequently also every
six months. The review should, inter-alia, cover the progress
made in the disciplinary proceedings/criminal prosecution and
further measures to be taken to expedite their completion.

Procedure for ad-hoc promotion:

17.7 In spite of the six monthly review referred to in para 17.6

above, there may be some cases, where the disciplinary
case/criminal prosecution against the Executive is not concluded
even after the expiry of two years from the date of the
meeting of the first DPC, which kept its findings in respect of the
Executive in a sealed cover. In such a situation,
the appointing authority may review the case of the Executive,
provided he is not under suspension, to consider the
desirability of giving him ad-hoc promotion keeping in view the
following aspects:

a) Whether the promotion of the employee will be against public interest;

b) Whether the charges are grave enough to warrant continued

denial of promotion;

c) Whether there is no likelihood of the case coming to a

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conclusion in the near future;
10-
d) Whether the delay in the finalization of proceedings,
departmental or in a court of law, is not directly or indirectly
attributable to the Executive concerned; and
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e) Whether there is any likelihood of misuse of official position

which the Executive may occupy after ad-hoc promotion,
which may adversely affect the conduct of the departmental
case/criminal prosecution.

17.8 The Appointing Authority should also consult the Central Bureau
of Investigation and take their views into account where the
departmental proceedings or criminal prosecution arose out of
investigations conducted by the Bureau.

17.9 In case the Appointing Authority comes to a conclusion that it

would not be against the public interest to allow ad-hoc
promotion to the Executive his case should be placed before the
next DPC held in the normal course after the expiry of the two
years period to decide whether the officer is suitable for
promotion on ad-hoc basis. Where the Executive is considered
for ad-hoc promotion, the Departmental Promotion Committee
should make its assessment on the basis of the totality of the
individual’s record of service without taking into account the
pending disciplinary case/criminal prosecution against him.

17.10 After a decision is taken to promote an Executive on ad ad-hoc

basis, an order of promotion may be issued making it clear in
the order itself that;

i) the promotion is being made on purely ad-hoc basis and the

ad-hoc promotion will not confer any right for regular
promotion; and
ii) The promotion shall be “until further orders”. It should also
be indicated in the order that the Company reserves the right
to cancel the ad-hoc promotion and revert at any time the
Executive to the post from which he was promoted.

If the Executive concerned is acquitted in the criminal prosecution

on the merits of the case or is fully exonerated in the
departmental proceedings, the ad-hoc promotion already
made may be confirmed and the promotion treated as a
regular one from the date of the ad- hoc promotion with all
attendant benefits. In case, he could have normally got his
regular promotion from a date prior to the date of his ad-hoc
promotion with reference to his placement in the DPC
proceedings kept in the sealed cover(s) and the actual date
of promotion of the person ranked immediately junior to him
by the same DPC, he would also be allowed his due seniority
and benefit of notional promotion as envisaged in para 17.4
above.

17.11 If the Executive is not acquitted on merits in the criminal

prosecution but purely on technical grounds and the
Company either proposes to take up the matter to a higher
 -
court or to proceed against11- him departmentally or if the
Executive is not exonerated in the departmental proceedings,
the ad-hoc promotion granted to him should be brought to an
end.
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Applicability of „sealed cover‟ procedure to the Executives
coming under cloud after holding of DPC but before promotion:

17.12 The Executive, who is recommended for promotion by the

departmental promotion committee but in whose case any of
the circumstances mentioned in para 17.1 arise after the
recommendations of the DPC are received, but before he is
actually promoted, will be considered as if his case had been
placed in a sealed cover by the DPC. He shall not be
promoted until he is completely exonerated of the charges
against him and the provisions stated above will be
applicable in his case also.

18.0 Effect of penalty on promotion.

18.1 In case where any Executive is awarded any minor penalty

under the Conduct, Discipline & Appeal Rules, he shall be
debarred for promotion for a period of one year or until the
period of his penalty comes to an end, whichever is later.

18.2 In case where any Executive is awarded major penalty under the
Conduct, Discipline & Appeal Rules, he shall be debarred for
promotion for a period of two years or until the period of his
penalty comes to an end, whichever is later.

Clarification:

a) Wherever the promotion has been delayed from the eligibility

date for a period of one year, in case of minor penalty and for
more than 2 years in case of major penalty, due to disciplinary
proceedings (for no fault of the executives concerned) the
clause 18.1 and 18.2 as may be applicable, would run
concurrently with the currency of the punishment.

b) If the Executive completes his penalty before he becomes

eligible for promotion, debarring period as per clause 18.1 /18.2
as the case may be, would commence from the date, he
become eligible for promotion.

19. Appeals against promotion orders.

An Executive, who is aggrieved by an order of promotion on the

ground that he has been superseded, may appeal or represent
his case to the Appointing Authority through proper channel
within three calendar months succeeding the month of issue of
the order granting such promotion.
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20. Reservation of posts.

The directives of Central Government regarding reservation of

posts for Scheduled Castes, Scheduled Tribes and other
categories, if any, issued from time to time shall be followed.

21. Relaxation.

The Chairman-cum-Managing Director, at his discretion, may

relax any of the provisions of this policy to mitigate the cases of
hardship or to meet Organizational requirements. However, as
far as relaxation in qualifying time period for promotion at
various levels is concerned the Chairman- cum-Managing
Director will seek approval of the Board.

22. Interpretation.

In case of any doubt about any of the provisions of this policy,

the interpretation of rule by the Chairman-cum-Managing
Director shall be final.

23. Amendments/Modifications.

The Chairman-cum-Managing Director may, at any time,

depending upon the requirements of the Company
modify/amend and/or alter any of the provisions of the
promotion policy in the overall interest of the Company.

24. Previous Orders.

The provisions of this policy shall supersede all the rules, cadre
schemes and orders framed/issued from time to time on the
subject of promotions of Executives by the Company.
 ANNEXURE-I

Details of Qualifications required for line of promotion under Col.-3 of the

table at Para-9.0

Sl. Post Required Qualification

N
o

01. OT(Geology) M.Sc./ M.Tech./ M.Sc. Tech.(Geology/Applied

Geology)/ M.Tech.(Geological Technology)
with First Division (Minimum 65% marks)

OT(Geophysics) M.Sc./M.Tech/M.Sc.Tech (Geophysics/

Applied Geophysics)/M./Tech.(Geophysical
02. Technology) with First Division (Minimum
65% marks)
Master’s Degree in Physics with
03 OT (Minerology) specialization in X-Ray or Spectroscopy or
Solid State Physics OR Master’s Degree in
Physical Chemistry with First Division
(Minimum 65% marks)

04. OT(Chemistry) M.Sc.(Chemistry) with First Division

(Minimum 65% marks)

05 OT (HR) Graduate with full time Post Graduate

Degree/Full Time Post Graduate Diploma
(02 yrs. duration) in Personnel Management
& Industrial Relations with Ist Division
(minimum 65% marks) OR Full Time Post
Graduate Degree in Management with
specialization in HR/IR(02 yrs duration) with
Ist Division (minimum 65% marks) OR
Master in Business Administration
(MBA/HR) with Ist Division (minimum 65%
marks) OR Master of Management
Studies(MMS-HR) with Ist Division
minimum 65% marks OR MSW with 1st Dn
(65%) marks).
06 OT(Statistics) M.Sc.(Statistics)/Master of Statistics with
Ist Division (minimum 65% marks)

07. Engineering B.E./B.Tech./ B.Sc.

(Electronics/Instrumentation Engineering)
Trainee with First Division (Minimum 65% marks)
(Instrumentation)

08. Engineering B.E./B.Tech./B.Sc.(Mechanical Engineering)

with first Division (Minimum 65% marks)
Trainee (Mechanical).
09 Engineering B.E./B.Tech./B.Sc.(Civil Engineering) with Ist
Division (minimum 65% marks)
Trainee (Civil)

10. Engineering B.E./B.Tech./B.Sc.(Electrical Engineering)

with Ist Division (minimum 65% marks)
Trainee (Electrical)

11. Engineering B.E./B.Tech./B.Sc.(Mining Engineering) with

First Division (Minimum 65% marks)
Trainee (Mining).
12. Engineering B.E./B.Tech.in Computer Science OR MCA
Trainee(IT) with Ist Division (Minimum 65% marks)
13. Accounts Officer C.A./ICWA
14. Legal Officer Graduate in any discipline and Degree in
Law with Ist Division (Minimum 60% marks)
OR Five years Integrated LL.B with Ist
Division (minimum 60% marks) with 3
years’ post qualification experience of
Drafting/Vetting/executing of legal
documents,
handling cases in various courts, arbitration
proceedings/legal education.
15. हिन्दी अधिकारी Master’s Degree in Hindi or English with
English or Hindi as one of the elective
subjects at Graduate level with Ist
Division (minimum 65%
marks)

NOTE :

i) For promotion of Executives in Mining Discipline, the candidate

must possess the Statutory Competency Certificates, in addition
to the qualification under Para-9.0, as indicated below:

(a) From E-0 to E-1 Foreman Competency Certificate (UR)

under and E-1 to E-2 Metal mines

(b)From E-2 to E-3 Second Class Mines Manager

Competency & E-3 to E-4 Certificate (UR) under
Metal Mines if not
possessing Degree in Mining Engineering

(c) E-4 to E-5 & above First Class Mines Manager Competency
Certificate (UR) under Metal Mines

ii) The Chairman-cum-Managing Director will be the Competent

Authority for any further addition/deletion to the above table.
 PROMOTION POLICY AND PROCEDURE FOR NON-EXECUTIVES

1.0 COVERAGE :-

This policy shall be called MECL’s Promotion Policy and

shall be applicable to all the regular non-executive employees
of the Company.

2.0 OBJECTIVES

a) To recognize and reward, merit and competence.

b) To develop existing regular non-executives to meet the
future needs of the organization.
c) To improve organizational and functional effectiveness.
d) To provide career opportunity and a sense of fulfillment to
regular non-executives of the Company.

3.0 DEFINITIONS

3.1 “Appointing Authority” means General Manager (P&A)/HOD (P&A)

for the posts upto W-8 and the CMD for E-0 posts.
3.2 “Board” means Board of Directors of the Company.
3.3 “Company” means Mineral Exploration Corporation Limited.
3.4 “Non-Executives” for the purpose of these rules shall mean all
regular employees of the company at the level of W-1 grade and
above up to and including the employees at the level of W-8
grade.
3.5 “Masculine” includes “Feminine”.
3.6 “Singular” shall imply the “plural” wherever relevant or vice-versa.

4.0 GUIDING PRINCIPLES UNDER LYING PROMOTION POLICY :

The guiding principles underlying the Promotion Policy of the

Company aim at providing and maintaining appropriate
resources and environment for the effectiveness, efficiency and
satisfaction of its regular non- executives and motivating them
to apply and develop their abilities and capacities to achieve the
objectives of the Company. It will be the policy of the Company
to provide its regular non-executives with appropriate
opportunity, encouragement and career growth, consistent with
their contribution to the growth of the Company, on the basis of
the following basic principles:

a) To ensure fairness, consistency and uniformity in the

matter of promotion of regular non-executives in the
Company.
b) To provide broad equality of opportunity in growth and
career prospects;
c) To create and sustain the morale of the regular non-
executives by informing them of the kind of career
promotion opportunities that exist in the Company and the
basis of and the manner in which such promotion will be
effected.
 -2
5.0 PROMOTION POLICY -

5.1 Promotion shall mean movement of regular non-executives from

the post in the lower grade to the post in the next higher grade
in the line of promotion as defined herein. Jumping of scale(s)
/grades shall not be allowed.
5.2 All promotions shall be subject to completion of minimum
qualifying period and other requirements laid down in this
policy. Mere fulfillment of the qualifying period of service will not
confer any right for promotion.

5.3 Promotions shall be on the basis of combined sanction of all the

posts. In other words, vacancies will not be a constraint for
promotion.
5.4 All regular non-executives shall be considered for promotion
strictly in accordance with the approved line of promotion for
each category of posts as prescribed in the policy.
5.5 The DPC shall consider the Performance Appraisal Reports for the
preceding five years. The grading of the PARs will be on 05 point
scale i.e. Outstanding/Very Good/Good/Average/Poor.
5.6 Eligibility as regards qualifying service in the lower grade will
be determined on the basis of the date of regular appointment
in the said lower grade in the Company and on completion of
requisite number of year of service. EOL on medical grounds
upto the permissible limit and other authorized leave will count
as qualifying service for promotion.
5.7 The induction of Non-Executive employees henceforth will be at
the levels indicated below:
i) Un-skilled - W-1
ii) Semi-skilled - W-2
iii) Skilled - W-4
iv) Highly Skilled - W-7

The qualification for induction in the above categories will be as per

Annexure-I.
The employee possessing the educational qualification as per table
under Para-6.4 will be eligible for promotion on completion of
qualifying period as prescribed in the said table, in his own line
of promotion as given in Annexure-II. The employees of Mining
Division should also possess statutory certificate, as indicated in
the Table and note under Para 6.4 in addition to the educational
qualification.

6.0 Departmental Promotion Committee

All promotions shall be approved by the Appointing authority
only on the recommendations of a duly constituted
Departmental Promotion Committee. The DPC shall be
constituted in the following manner:-

6.1 For all Non Executive posts :-

 -3
a) Concerned HOD as Chairman
-
b) Representative of Finance Division as Member
c) Representative of P&A Division as Member Secretary
d) SC/ST Representative of appropriate status as Member
 -4
-
6.2 The promotions will be given effect from 1 st January and 1st July.
The employees completing qualifying service during 1 st July to
31st December will be given promotion from 1 st January, and
those completing qualifying service during 1st January to 30th
June, will be given promotion from 1st July. However, the
monetary benefits will accrue from the actual date of taking
over charge of the promoted post by the employee.
6.3 The selection panels as recommended by DPCs will be put up to
the Appointing Authority for approval.
6.4 QUALIFYING PERIOD .
The qualifying period for promotion in following groups of
qualifications shall be as under:

Grade Engineering Graduate (Science/ Pass Less

Diploma/ Commerce/ (Matriculatio than 10th
Inter pass Arts)/ITI/ n) or more class
of CA/ICWA but less than
(Matriculation)
Mining Mate Graduate
Certificate of
Competency (UR)
(01) (02) (03) (04) (05)
to W-2 -- -- -- 06 yrs
W-2 to W-3 -- -- 06 yrs 08 yrs
W-3 to W-4 -- -- 06 yrs 08 yrs
W-4 to W-5 -- 05 yrs 07 yrs 08 yrs
W-5 to W-6 -- 06 yrs 07 yrs 08 yrs
W-6 to W-7 -- 06 yrs 07 yrs Not eligible
W-7 to W-8 05 yrs 07 yrs 08 yrs Not eligible
W-8 to E-0 05 yrs 07 yrs Not eligible Not eligible

NOTE: 1.Employees in the Category of Mining Mate will be eligible for

promotion to the post of Junior Mining Engineer (E-0) only on
acquiring Foreman Certificate of Competency (UR) for metal
mines. Similarly employees of Electrical stream will be eligible
for promotion to the post of Junior Engineer (Electrical) (E-0)
only on acquiring of Electrical Supervisor Certificate valid for
mines.
2. Existing employees in their present positions will continue.
However, for future promotions, the Committee of Functional
Directors is authorized to consider relaxations for one level from
W-8 to E-0 in case of Matriculates on merits of each case.

6.5 After approval by the Appointing Authority of the panels

recommended by the DPC, the orders of promotions will be
issued to candidates in order of merit.
6.6 The panel approved by the Appointing Authority shall remain
valid for a period of 06 months from the date of approval.
 -5
-
7.0 PERFORMANCE APPRAISAL REPORTS

The general candidate who has awarded at least two very good and
one good rating and the SC/ST candidate who has been awarded
at least one very good and two good ratings in PARs, out of the
five PARs under consideration shall only be considered suitable
for promotion.

8.0 Probation

8.1 The period of probation of the employees promoted to any post

in the pay scale of W-2 to W-6 will be six months and for those
promoted to the posts carrying pay scale of W-7 and above will
be one year. The probation may be extended at the discretion of
the Appointing Authority up to six months and under exceptional
circumstances by another period of six months.
8.2 On successful completion of the period of probation, the
employee will be regularized in the post. He shall not be
regarded as having been automatically regularized unless an
order to this effect is issued to him in writing. If, during the
probation period, including extensions, if any, the performance
of the employee is not found satisfactory for being retained in
the post to which he was promoted, the Appointing Authority
may revert him to the post he was occupying prior to his
promotion. However, it would be necessary to serve the
employee with atleast one written warning each prior to either
extending the probation period or reverting him.

09. Fixation of seniority in case of promoted employees

The fixation of seniority in case of promoted employees will be
on the basis of merit ranking given by the DPC and approved by
the Appointing Authority. In case where the channel of
promotion to a particular post may be from more than
one post in the lower grade, the inter-se-seniority between the
candidates promoted from two different lower posts will be
fixed on the basis of their dates of initial appointment on
regular basis in the lower grades.

10.0 Promotion of officials who are under suspension or against whom

departmental proceedings are pending (Sealed Cover Procedure) :

10.1 At the time of considerations of the cases of employees for

promotion, details of employees in the consideration zone for
promotion falling under the following categories shall be
specifically brought to the notice of the Departmental Promotion
Committee:-
(iv) Employees under suspension ;
(v) Employees in respect of whom a charge sheet has been
issued and the disciplinary proceedings are pending, and ;
 -6
(vi) Employees in respect- of whom prosecution for a
criminal charge is pending.
 -7
-
10.2 The Departmental Promotion Committee shall assess the
suitability of the employees coming within the purview of the
circumstances mentioned in para 10.1 above along with other
eligible candidates without taking into consideration
the disciplinary case/criminal prosecution pending. The
assessment of the DPC, including “Unfit for Promotion”, and the
grading awarded by it will be kept in a sealed cover. The cover
will be superscribed “Findings regarding suitability for promotion
to the grade/post of in respect of Shri . Not to be opened
till the termination of the disciplinary case/criminal prosecution
against Shri .” The proceedings of
the DPC need only contain the note, “The findings are contained
in the attached sealed cover.”
10.3 The same procedure outlined above will be followed by the
subsequent Departmental Promotion Committees convened till
the disciplinary case/ criminal prosecution against the employee
concerned in concluded.

Action after completion of disciplinary cases/criminal prosecution :

10.4 On the conclusion of the disciplinary case/criminal prosecution,
which results in dropping of allegations against the employee,
the sealed cover or covers, shall be opened. In case the
employee is completely exonerated,
the due date of his promotion will be determined with reference to
the position assigned to him in the findings kept in the sealed
cover/covers and
with reference to the date of promotion of his next junior on the basis
of such position. The employee may be promoted, if necessary
by creating supernumerary post. He may be promoted
notionally with reference to the date of promotion of his junior.
However, whether the employee concerned will be entitled to
any arrears of pay for the period of notional promotion
preceding the date of actual promotion, and if so to what extent,
will be decided by the appointing authority by taking into
consideration all the facts and circumstances
of the disciplinary proceedings/criminal prosecution. Where the
authority denies arrears of salary or part of it, it will record its
reasons for doing so.

10.5 If any penalty is imposed on the employee as a result of the

disciplinary proceedings or if he is found guilty in the criminal
prosecution against him, the findings of the sealed cover/covers
shall not be acted upon. His case for promotion may be
considered by the next DPC in the normal course and having
regard to the penalty imposed on him.

Half yearly review of „sealed cover‟ cases:

10.6 It is necessary to ensure that the disciplinary case/criminal

prosecution instituted against any employee is not unduly
 -8
prolonged and all efforts - to finalize expeditiously the
proceedings should be taken so that the need for keeping the
case of an employee in a sealed cover is limited to the barest
minimum. The Appointing Authority concerned, therefore,
should review comprehensively the case of the employee whose
suitability for promotion to a higher grade has been kept in a
sealed cover on the expiry of six months from the date of
convening the first Departmental
 -9
-
Promotion Committee, which had adjudged his suitability and kept its
findings in the sealed cover. Such a review should be done
subsequently also every six months. The review should, inter-
alia, cover the progress made in the disciplinary
proceedings/criminal prosecution and further measures to be
taken to expedite their completion.

Procedure for ad-hoc promotion:

10.7 Inspite of the Half yearly review referred to in para 10.6 above,
there may be some cases, where the disciplinary case/criminal
prosecution against the employee is not concluded even after
the expiry of two years from the date of the meeting of the first
DPC, which kept its findings in respect of the employee in a
sealed cover. In such a situation, the appointing authority may
review the case
of the employee, provided he is not under suspension, to consider the
desirability of giving him ad-hoc promotion keeping in view the
following aspects:

f) Whether the promotion of the employee will be against public interest;

g) Whether the charges are grave enough to warrant continued
denial of promotion;
h) Whether there is no likelihood of the case coming to a
conclusion in the near future;
i) Whether the delay in the finalization of proceedings,
departmental or in a court of law, is not directly or indirectly
attributable to the employee concerned; and

j) Whether there is any likelihood of misuse of official position

which the employee may occupy after ad-hoc promotion,
which may adversely affect the conduct of the departmental
case/criminal prosecution.

10.8 The Appointing Authority should also consult the Central Bureau
of Investigation and take their views into account where the
departmental proceedings or criminal prosecution arose out of
investigations conducted by the Bureau.

10.9 In case the Appointing Authority comes to a conclusion that it

would not be against the public interest to allow ad-hoc
promotion to the employee, his case should be placed before
the next DPC held in the normal course after the expiry of the
two years period to decide whether the officer is suitable for
promotion on ad-hoc basis. Where the employee is considered
for ad-hoc promotion, the Departmental Promotion Committee
should make its assessment on the basis of
the totality of the individual’s record of service without taking
into account the pending disciplinary case/criminal prosecution
against him.

10.10 After a decision is taken to promote an employee on ad ad-hoc

 -
basis, an order of promotion
10-may be issued making it clear in
the order itself that;

i) the promotion is being made on purely ad-hoc basis and the

ad-hoc promotion will not confer any right for regular
promotion; and
 -
7-

ii) The promotion shall be “until further orders”. It should also

be indicated in the order that the Company reserves the right
to cancel the ad-hoc promotion and revert at any time the
employee to the post from which he was promoted.

If the employee concerned is acquitted in the criminal prosecution on

the merits of the case or is fully exonerated in the departmental
proceedings, the ad-hoc promotion already made may be
confirmed and the promotion treated as a regular one from the
date of the ad-hoc promotion with all attendant benefits.

In case, he could have normally got his regular promotion from a date
prior to the date of his ad-hoc promotion with reference to his
placement in the DPC proceedings kept in the sealed cover(s)
and the actual date of promotion of the person ranked
immediately junior to him by the same DPC, he would also be
allowed his due seniority and benefit of notional promotion as
envisaged in Para 10.4 above.

10.11 If the employee is not acquitted on merits in the criminal

prosecution but purely on technical grounds and the Company
either proposes to take up the matter to a higher court or to
proceed against him departmentally or if the employee is not
exonerated in the departmental proceedings, the ad- hoc
promotion granted to him should be brought to and end.

Applicability of „sealed cover‟ procedure to the employees coming under

cloud after holding of DPC but before promotion :
10.12 The employee, who is recommended for promotion by the
departmental promotion committee but in whose case any of
the circumstances mentioned in para 11.1 arise after the
recommendations of the DPC are received, but before he is
actually promoted, will be considered as if his case had been
placed in a sealed cover by the DPC. He shall not be promoted
until he is completely exonerated of the charges against him
and the provisions stated above will be applicable in his case
also.

11.0 Effect of penalty on promotion.

11.1 In case where any employee is awarded any minor penalty
under the Conduct, Discipline & Appeal Rules or Standing
Orders, he shall be debarred for promotion for a period of one
year or until the period of his penalty comes to an end,
whichever is later.
11.2 In case where any employee is awarded major penalty under the
Conduct, Discipline & Appeal Rules or Standing Orders, he shall
be debarred for
promotion for a period of two years or until the period of his
penalty comes to an end, whichever is later.
 -
8-

Clarification:
1) Wherever the promotion has been delayed from the eligibility
date for a period of one year, in case of minor penalty and for
more than 2 years in case of major penalty, due to
disciplinary proceedings (for no fault of the Non-Executives
concerned) the clause 11.1 and 11.2 as may be applicable,
would run concurrently with the currency of the punishment.

2) If the employee completes his penalty before he becomes

eligible for promotion, debarring period as per clause 11.1
/11.2, as the case may be, would commence from the date,
he becomes eligible for promotion.

12. Appeals against promotion orders.

An employee, who is aggrieved by an order of promotion on the

ground that he has been superseded, may appeal or represent
his case to the Appointing Authority , through proper channel
within three calendar months succeeding the month of issue of
the order granting such promotion.

13. RELAXATION

The Chairman-cum-Managing Director may relax any of the

provisions of this policy to mitigate the cases of hardship or to
meet Organisational requirements. However, as far as
relaxation in qualifying time period for promotion at various
levels is concerned, the Chairman-cum-Managing Director will
seek the approval of the Board.

14. INTERPRETATION

In case of any doubt about any of provisions of this

policy, the interpretation of rule by the CMD shall be final.

15. AMENDMENTS

The Chairman-cum-Managing Director may, at any time,

depending upon the requirements of the Company
modify/amend and/or alter any of the provisions of the
promotion policy in the overall interest of the Company.

17. PREVIOUS ORDERS

The provisions of this policy shall supersede all the rules, cadre
schemes and orders framed/issued from time to time on the
subject of promotions of Non-Executives by the Company.
-
8-
 Annexure-I
(Ref. Para-5.7)

Details of qualifications for Induction Posts i.e W-1, W-2, W-4 and W7 grades in
various Disciplines

P&A Discipline

Grade Scale of Pay Name of the Details of qualifications and experience required for the
(Rs.) post post
W-1 8000-15500 Messenger Education qualification
Class VIII pass.
W-1 8000-15500 Safaiwala Education qualification: -
Experience :-
One year’s experience as Sweeper/Safaiwala in Govt.
Department or other big organisation
W-2 8100-15700 Security Education qualification
Guard Class VIII pass. Should be trained in Fire fighting and having
good health, height and personality.
Experience:
3 years’ experience as Watchman
Preferred :
Ex-Military personnel and/or having passed Matriculation
W-2 8100-15700 Canteen Boy Education qualification
Literate
Experience:
2 years’ experience in the line
W-4 8500– Assistant Education qualification
18600 (P&A) Graduate in any stream with typing speed of 40 w.p.m. on
computer.
Experience
2 Years’ experience of working as Office Assistant in a
reputed company (Public/Private) or organization.
Desirable:
Post Graduate Diploma in Personnel Management/Labour
Laws/Labour Welfare.
W-4 8500– Assistant Education qualification
18600 ( Hindi) Graduate with Hindi and English as main subjects or
Degree in English and having passed equivalent
examination in Advance Hindi.
Desirable Qualification
Post Graduate Degree in Hindi.
Experience
3 years’ experience in translation work from Hindi to
English and vice-versa.
W-4 8500– Stenographer Education qualification
18600 (Hindi) Graduate in any stream with shorthand and typing speed
of 80 and 30 w.p.m. (typing on computer) respectively in
Hindi.
Experience:
2 Years’ experience of Hindi stenography.
W-4 8500– Stenographer Education qualification:
18600 Graduate in any stream with English as a subject and
shorthand and typing speed of 100 and 50 w.p.m. (typing
on computer) respectively.
Experience : 2 years’ experience of stenography
Preferred : Person having experience as Stenographer will
be given preference
Desirable : Knowledge of Hindi typing and stenography.
W-7 9500 - Hindi Essential Education qualification:
24800 Translator Graduate with English & Hindi as main subjects.
Desirable qualification: Post Graduate Degree in Hindi.
Essential Experience:
5 years’ experience of translation from English to Hindi and
vice-versa including technical articles.
Desirable Experience:
Journalistic experience in a Technical Journal and
knowledge of computer.

Accounts Discipline

Grade Scale of Pay Name of Details of qualifications and experience required for the
(Rs.) the post post
W-4 8500 – Assistant Essential Education qualification
18600 (Accounts ) B.Com. with typing speed of 40 w.p.m. on computer.
Desirable: M.Com
Experience
2 Years’ experience in Accounts Work in Government
Organization/ Public Undertakings or Private Organizations
of Repute.
W-7 9500- Accountant Essential Education qualification
24800/- Graduate/Post Graduate with Intermediate pass of
CA/ICWA
 Materials Discipline

Grade Scale of Name of the Details of qualifications and experience required for the
Pay post post
(Rs.)
W-1 8000- Khalasi Education qualification
15500 Literate and capable of hard outdoor work

W-2 8100- Store Helper Education qualification

15700 Class VIII pass.
Experience
Two years’ experience in handling stores in a large
organization
Preferred: Matriculation having knowledge of typing and
office procedures.
W-4 8500– Assistant Essential Education qualification
18600 (Materials ) Graduate with mathematics OR B.Com. with typing speed
of 40 w.p.m. on computer
Experience
2 Years’ experience in handling engineering and technical
stores in a large organization.

System Discipline

Grade Scale of Pay Name of Details of qualifications and experience required for the
(Rs.) the post post
W-4 8500 – Operator Educational / Professional qualification
18600 (Computer) Degree of BCA/BCS/BCCA/B.Sc. (Computer
Science/IT/Computer Applications)/Bachelor of
Information System & Management (BISM) from a
recognized University OR Graduation in any stream and
having 1 (one) year Diploma/PG Diploma in IT/Computer
Science/Computer Applications from a recognized
Board/University
 Geology Discipline

Grade Scale of Pay Name of Details of qualifications and experience required for the
(Rs.) the post post
W-2 8100-15700 Survey Essential Education qualification
Helper Matriculate or equivalent
Experience:
2 years’ experience in survey parties or in large drawing
office
W-2 8100-15700 Sampling Essential Education qualification
Helper Matriculate or equivalent
Experience:
2 years’ experience in core/Mine Sampling
W-2 8100-15700 Library Essential Educational qualification
Attendant Matriculate or equivalent
Experience:
2 years’ experience of working in large library.
W-2 8100-15700 Laboratory Essential Educational qualifications :
Attendant Matriculate or equivalent
Experience:
2 years’ experience in a Laboratory
W-4 8500 - 18600 Technician Essential Educational qualifications :
(S&D) Matriculate or equivalent with ITI Certificate in
Survey/Draftsmanship (Civil).
Experience : 2 years’. experience in the line
W-4 8500-18600 Technician Essential Educational qualifications :
(Sampling) B.Sc. with 2 yrs. Experience of Drill Core/Mine Sampling
W-4 8500-18600 Technician Essential Education qualifications :
(Laboratory) B.Sc. in Chemistry, Physics or Geology
Preferred Experience:
2 years’ experience in an analytical, petrological or
Mineralogical Laboratory.
W-4 8500-18600 Library Essential Education qualifications :
Assistant Diploma in Library Science
Essential Experience:
2 years’ professional experience in a Library.
 Mining Discipline

Grade Scale of Pay Name of Details of qualifications and experience required for the
(Rs.) the post post
W-2 8100-15700 Mining Essential Educational qualification : Literate
Helper Desirable : VIII Class pass
Experience:
Two years’ experience of working in Underground Mines
W-2 8100-15700 Junior Essential Educational qualification : Literate
Drillman Desirable: VIII Class pass.
(UG) Experience: 2 years’ experience of drilling in underground
metal mines. Should be well acquainted with Jack Hammer
drilling.
W-2 8100-15700 Junior Essential Educational qualification : Literate
Technician Desirable: VIII Class pass.
(Mining) Experience: 2 years’ experience of timbering , masonry,
track laying, pipe fitting , gas cutting & welding and raise
equipping work in underground metal mines.
W-2 8100-15700 Junior Essential Educational qualification : Literate
Operator Desirable: VIII Class pass.
(Mining) Experience
2 years’ experience in operating the face mucking
machinery like Rocker Shovel Loader, Hopper Loader and
also experience in operating Locomotives, Hoist,
Generator, Compressor and Winding Engine in
Underground metal mines.
W-4 8500-18600 Mate-cum- Essential Educational & Statutory qualification:
Blaster Matriculate or equivalent with Mining Mate Competency
Certificate (UR) for metal mines.
Experience :
2 years’ experience of working in underground mines.
W-4 8500-18600 Electrician Essential Educational qualification :
Matriculate or equivalent with ITI (Electrical) and valid
wireman certificate.
Desirable: Valid Electrical Supervisors certificate.
Experience
2 years’ experience of working in Mines, in repairs of
electrical machinery and motors, generating sets and
power generation, distribution and electrification.
W-7 9500- Foreman Essential Educational qualification :
24800/- (Mining) Diploma in Mining Engineering with Gas Testing Certificate
and having one years’ experience of working in
Underground Mines.
 Engineering Discipline

Grade Scale of Pay Name of the Details of qualifications and experience required for the
(Rs.) post post
W-2 8100-15700 Mechanic Essential Educational qualification :
Helper Class VIII pass
Experience:
2 years’ experience in a reputed workshop in mechanic
or any of the related workshop trades.
W-2 8100-15700 Machinist Essential Educational qualification :
Helper Class VIII pass
Experience:
2 years’ experience in a reputed workshop in machinist
or related trades.
W-4 8500-18600 Machinist Essential Educational qualification :
Matriculate or equivalent with ITI certificate in Turner,
Machinist, Grinder or Miller trade with 2 years’
experience in a reputed workshop in Machinist or related
Trades, after passing ITI Certificate
W-4 8500-18600 Mechanic Essential Educational qualification :
(Diesel/Motor Matriculate or equivalent with ITI Certificate in
Mechanic Diesel/motor mechanic/fitter trade.
Trade) Experience
3 years’ experience in diesel/motor mechanic/fitter trade
after ITI Certificate
W-4 8500-18600 Mechanic Essential Educational qualification :
(Welder Matriculate or equivalent with ITI Certificate in Welder
Trade) Trade.
Experience
3 years’ experience in Welder Trade after ITI Certificate.

Transport Discipline
Grade Scale of Pay Name of Details of qualifications and experience required for the
(Rs.) the post post
W-4 8500-18600 Driver Essential Educational qualification :
Matriculate or equivalent and possessing valid license for
driving light and heavy vehicles.
Experience: 4 years’ experience of driving and
maintenance of light/heavy vehicles and also articulate
trucks on hilly and rough terrain.
 Drilling Discipline

Grade Scale of Pay Name of the Details of qualifications and experience required for the
(Rs.) post post
W-2 8100-15700 Drill Helper Essential Educational qualification :
Class VIII pass
Experience:
2 years’ experience in diamond drilling operation
W-4 8500-18600 Technician Essential Educational qualification :
(Drilling) Matriculate or equivalent with ITI Certificate in Mechanic
(Earth Moving Machinery) (EMM)/ Diesel
Mechanic/Motor Mechanic/Fitter trade).
Experience
3 years’ experience in drilling trade is desirable.

The Chairman-cum-Managing Director will be the Competent

Authority for any modification, addition or deletion in the above table.
 Annexure II
(ref. Para-5.7)
STATEMENT SHOWING LINE OF PROMOTION

Pay Fin. & Accounts Material Personnel and Secretarial

grad Management Administration
e
W-1 -- Khalasi Gr-III Messenger Gr-III, --
Safaiwala Gr-III,
W-2 -- Khalasi Gr.II, Messenger Gr.II, --
Store Helper Gr-III Safaiwala Gr.1I,
Canteen Boy Gr-III,
Security Guard
W-3 Jr.Assistant (A/c) Khalasi Gr.I, Messenger Gr.I, --
Store Helper Gr.-II, Safaiwala Gr.I,
Jr. Assistant Canteen Boy Gr.II,
(Materials) Sr.Security Guard,
Jr.Assistant(P&A),
Record Keeper Gr-III,
Cook Gr-III
W-4 Assistant Khalasi Special Gr.III, Messenger Special Gr.III, Stenographer/
(Accounts) Store Helper Gr.I, Safaiwala Special Gr.III, Stenographer
Assistant (Materials) Canteen Boy Gr.I, (Hindi)
Head Security Guard,
Assistant (P&A),
Assistant (Hindi),
Record Keeper Gr-II,
Cook Gr-II
W-5 Senior Assistant Khalasi Special Gr.II, Messenger Special Gr.II, Senior
(Accounts) Store Helper Special Safaiwala Special Gr.II, Stenographer/
Gr.III, Canteen Boy Special Gr.III, Senior
Senior Assistant Subedar, Stenographer
( Materials) Senior Assistant (P&A), (Hindi)
Senior Assistant (Hindi),
Record Keeper-I,
Cook Gr-I
W-6 Junior Khalasi Special Gr.I, Messenger Special Gr.I, Junior Personal
Accountant Store Helper Special Safaiwala Special Gr.I, Assistant/
Gr.II, Canteen Boy Special Gr.II, Junior Personal
Jr. Superintendent Assistant Supervisor Assistant (Hindi)
(Materials) (Security),
Junior Superintendent (P &
A), Junior Superintendent
(Hindi), Record Keeper
Special Gr.III,
Cook Special Gr-III
W-7 Accountant Superintendent Supervisor (Security), Personal Assistant /
(Materials) Superintendent ( P &A), Personal Assistant
Superintendent (Hindi), (Hindi)
Translator (Hindi)
W-8 Senior Sr. Superintendent Senior Supervisor Senior Personal
Accountant (Materials) (Security), Senior Assistant/
Superintendent ( P& A), Senior Personal
Senior Superintendent Assistant (Hindi)
(Hindi), Senior Translator
(Hindi)
E-0 Assistant Assistant Materials Assistant Security Officer, Assistant Personal
Accounts Officer Officer Assistant Personnel & Secretary
Administrative Officer,
Assistant Hindi Officer

Geological Services

Pay Sampling Survey Laboratories Documentation Library

Grade
W-2 Sampling Survey Helper Lab. Attdt.- - Library
Helper cum-Helper Attendant
W-3 Jr.Tech(Samplin Jr. Tech.(S&D) Jr. Tech(Lab) Jr. Operator(Doc) Sr. Library
g) Attendant
Technician Technician Technician Operator Library
W-4 (Sampling) (S&D) (Laboratory) (Documentation) Assistant
Senior Senior Technician Senior Senior Operator Sr. Library
W-5 Technician (S&D) Technician (Documentation) Assistant
(Sampling) (Laboratory)
Junior Technical Junior Technical Junior Junior Supervisor Assistant
W-6 Assistant Assistant .(S&D) Technical (Documentation) Librarian
(Sampling) Assistant
(Laboratory)
Technical Technical Assistant Technical Supervisor Senior
W-7 Assistant (S&D) Assistant (Documentation) Assistant
(Sampling) (Laboratory) Librarian
Senior Senior Technical Senior Senior Supervisor Senior
W-8 Technical Assistant (S&D) Technical (Documentation) Assistant
Assistant Assistant Librarian Gr.II
(Sampling) (Laboratory)
E-0 Assistant Assistant Survey & Assistant Assistant Senior
Sampling Map Officer Mineralogist Documentation Assistant
Officer / Assistant Officer Librarian Gr.I
Chemist
 Drilling & Allied

Pay Grade Drilling Operations Maintenance Manufacturing Driver

W-2 Drill Helper Mechanic Helper Machinist Helper Helper Gr-III
W-3 Jr. Tech.(Drilling) Jr. Mechanic Jr. Machinist Helper Gr.II,
Jr. Driver
W-4 Technician Mechanic Machinist Helper Gr.I,
(Drilling) Driver
W-5 Senior Technician Senior Mechanic Senior Machinist Helper Special
(Drilling) Gr.III,
Senior Driver
W-6 Junior Foreman Junior Foreman Junior Foreman Helper Special
(Drilling) (Mechanical) (Mechanical) Gr.II, Driver (S. G)
W-7 Foreman (Drilling) Foreman Foreman Driver (S. G) Gr-I
(Mechanical) (Mechanical)

W-8 Senior Foreman Senior Foreman Senior Foreman Driver (S. G) Gr-II
(Drilling) (Mechanical) (Mechanical)
E-0 Assistant Drilling Assistant Assistant --
Officer/Engineer Mechanical Mechanical
Engineer Engineer

Mining

Pay Mining Carpentry Compounder

Grade
W-2 Mining Helper Gr-III, -- --
Jr. Drillman (Mining),
Jr. Technician (Mining),
Jr. Operator (Mining)
W-3 Mining Helper Gr-II, Jr. Tech. --
Drillman(Mining), (Carpenter)
Technician (Mining),
Operator (Mining),
Jr. Electrician
W-4 Mining Helper Gr-I, Technician Junior Compounder
Sr. Drillman (Mining), (Carpenter)
Sr. Technician (Mining),
Sr. Operator (Mining),
Electrician,
Mate-cum-Blaster
W-5 Mining Helper Special Gr-II, Senior Technician Compounder
Senior Drillman (Mining) (Carpenter)
Special Gr-II,
Senior Technician (Mining)
Special Gr-II, Senior Operator
(Mining) Special Gr-II,
Senior Electrician, Senior
Mate-cum-Blaster
 W-6 Mining Helper Special Gr.I, Junior Foreman Senior Compounder
Senior Drillman (Mining) (Carpenter)
Special Gr.I, Senior Technician
(Mining) Special Gr.I, Senior
Operator (Mining) Special Gr.I
Junior Foreman (Electrical),
Mining Mate
W-7 Foreman (Mining), Foreman Senior Compounder
Foreman (Electrical), (Carpenter) Gr-II
Senior Mining Mate,
W-8 Senior Foreman (Mining), Sr. Foreman Senior Compounder
Senior Foreman (Electrical) (Carpenter) Gr-I
Senior Mining Mate Gr.I
E-0 Junior Mining Engineer, -- --
Junior Engineer (Electrical)

Systems

Pay Grade Designations

W-3 Junior Operator (Computer)
W-4 Operator (Computer)
W-5 Senior Operator (Computer)
W-6 Junior Console Operator
W-7 Console Operator
W-8 Senior Console Operator
E-0 Junior Programmer