SELECTIONS IN INDIAN RAILWAYS Gorakhpureal Introduction: what is Selection? * "Selection is the process in which candidates for employment are divided into 2 classes - those who are to be offered employment and those who are not." + Dale Yoder, Professor of Industrial Relations * A process of putting right men on right job ° A negative process- inappropriate candidates are rejected * Choosing the best candidate with best abilities, skills and knowledge for the required job. * Itis a procedure of matching organizational requirements with the skills and qualifications of people.Introduction: Aim of Selection *° The success of an organization largely depends on its staff. * Quality Employees are the foundation of any organization's success. * By selecting best candidate for the required job, the organization will get quality performance of employees. * Thus by selecting right candidate for the required job, organization will also save time and money.|) SELECTIONSelections in Indian Railways * Indian Railways is one of the biggest organizations of India * It follows various methods of selections based on slight modifications of normal procedures ° All selections/ Suitability tests/ Trade tests etc. to be held in a year are notified as a Programme of selection/ Selection Calendar in advance.Selection ° The posts are declared as Selection or Non-Selection for the purpose of Promotion by the Railway Board. * Selection posts are those that are filled on promotion by the positive act of Selection- written tests or both written test and Viva Voce. Written test is must. * Viva voce has been eliminated in most selections except for the following categories- Hostel Superintendents Teachers, Law assistants, Stenographers, Physiotherapists Telephone Operators, Chief Typists, Receptionists Protocol Inspectors, Publicity/Advertising Inspectors, Photographers * Non-Selection post are filled by promotion of the senior most employee. Suitability being judged on the basis service record and/or departmental test if required. * Trade test is a suitability test.Promotions to Non-Gazetted Posts in Indian Railways: ~_ * Promotions to Selection Posts: (from Gr D to Gr C or within Gr C) to the selection posts identified as such by the Railway Board * Promotions to General Posts: those outside the normal channel of promotion for which candidates are called from different categories whether in the same department or from different departments * Promotions to Non-Selection Posts: (within Gr D or within Gr C) to the non-selection posts identified as such by the Railway BoardPromotions to Selection Posts: ° Eligibility: The staff in the immediate lower grade with a minimum of two years service in that grade only. The condition of two years service should stand fulfilled at the time of actual promotion and not necessarily at the stage of consideration. ° Frequency of Selection: generally annual but in no case before the expiry of six months from the date of approval of the panel finalized as a result of the first selection. * Reservations: Rules of post-based reservation apply in filling the vacancies in Group 'C' on the basis of normal selection. There is 15% reservation to SC category and 7.5% for ST category in promotions.Selection (Types) * Promotional Quota (Normal Selection) * LDCE Quota * Ex Cadre Posts * General Posts (GDCE)Written Rea ecaeins based QE RSH nature of Tests) tl Written and Viva- 3 Meee etc AMIE Rea ee)Updating of seniority list Assessment of vacancies and approval of competent authority Notification Application call for or zone of consideration Finalization of eligibility list Selection Process For Exam Pre-selection coaching for SC/ST staff (where applicable) Constitution of selection committee|. Written test 2. Absentee written test, if necessary 3. Publication of result Final Stage 1. Viva-voce if necessary and permissible 2. Formation of panel-valid for two years from approval 3.Dispose of representations, if any 4.Publish the marks after the panel is formed 5.Amendments in the PanelExisting Vacancies Anticipated vacancies Retirement — Normal & VR (including in Higher grade) apes vacancies(15 months in cadre post and 24 months in ex cadre) Chain vacancies in higher grade due to promotions Deputations Newly Sanctioned posts Transfers Vacancies reported by construction & RE are also to be taken into account Assessment of vacancy to be approved by the competent authority* Collective responsibility of all members. * Minimum three member in the selection board * JAG board for 5500-9000 (GP-4200 and above post & Senior scale board for other posts (GP-2800 & below) * Group D to Group C- Assur Scale Committee * One member must be a personnel officer who can be a rank below * One member from a department other than that for which selection is held * Amember from SC/ST community, must if there is reserved vacancy/ reserved category employee is appearing * Officers in Agreed list not to be nominated * Nominating authority-DRM/ADRM in Division, CWN in workshop, PHOD/HOD in HQ.ULL baad (ey ey isc 1.Gr,D to GrC - Assistant/ Jr. Scale Committee 2. Posts below GP 4200 (L-6) - 3. Posts equal to or above GP 4200 (L-6) - Deeg Sea mac aL er eee OM eu MeL mic rg OMe etme aia acetal ect Mee SEL) OO TLE rar Murda meee) EU) bee eM elk cL) CO Mu e)* Written test must for all selection exception- passenger loco pilot, passenger guard etc * Setting of Question Paper * Conduct of examination © Evaluation of Answer Sheet * Viva-voce if present ° Evaluation of service record/performance recordSel ° Setting of Question Paper Paper setting official must be part of the board and of the dept for which selection is being held Minimum 10% mark on official language and it should be optional Objective type question (CBT is now mostly used) Test should be designed to test the practical problem an employee is likely to face on promotion Paper should be bilingual Option of Hindi in Written Test & Viva if present* Coding & decoding to be done by PO in-charge. ° Answer sheet in the custody of the PO in-charge * In the case of personnel dept. other than the evaluating officerEvaluation of answer sheet * Official of the board and of the same dept for = which selection is held * No cutting and erasing * No use of pencil for marking * Uniformity of evaluation be ensured * No individual grace mark be awarded * If extra question is attempted then attempted in last to be ignored * Presently CBT, rules in this regard by Railway Board.* Should be attended by the same official as far as possible * Normally not more than one supplementary selection to cater to the absentees * Second supplementary only with the approval of the CPO Grounds of supplementary selection: ~ Non-intimation/late intimation * Sickness certified by authorized railway doctor ~ Non-relieving by administration* Answer sheet to be evaluated promptly Delay if exceeding two month should be reported to DRM * Delay beyond three month be reported to GM* Consideration of DAR/criminal proceedings * Factor/headings for consideration * Normal Selection post and General Selection post * Certain relaxation for SC/ST ° Safety and non-safety category* Professional ability: written and/or viva * Record of service * Seniority * Aptitude testFactors/Headings Maximum Marks — Qualifying Marks Professional ability 50 30 Record of service 30 Seniority 20* CR for the last 3 years to be considered * The following marking for CR can be done: +05 -VG:4 -G3 -A2 "Mark can be increased or decreased for award /punishment. * Service Book should also be scrutinizedFormation of panel ll * Selection- Panel to be formed in order of seniority from those obtaining 60% & above in professional ability & aggregate after considering outstanding employees ° General selection - Panel to be formed in order of merit from those obtaining 60% & above in professional ability & aggregate in general selectionmo UU | See Vaal enue nei cm Oyen Susy [ CS ROM eee crc ae SCIST. ( HOmmneenOnOnn (oN Oki :) mew ere me cma lo meme |) candidates, Staff getting 80% and above are classified as Outstanding and supersede 50% of eligibility lst @ (without restricting the field ) - Normal selection without seniority marks, Bee Ema @ — _ (Volunteers from across cadres/deptt without restriction of field and all eligible candidates are called for selection ) - selection without seniority marks, Panel as per merit.| Relaxation for SC/ST: Safety category as * Pre-selection training is to be given to SC/ST category employees * For empanelment of SC/ST, 60% in professional ability and 60% in aggregate excluding mark for seniority is required * No other relaxation for SC/ST in safety category| Relaxation for SC/ST: Non-safety category © For SC/ST category, 50% in professional and 50% in aggregate excluding seniority if sufficient employee not available as per general norm Best among failure Minimum 20% marks for consideration under best among failure normMee Sa Le___ Amendment of panel * Approval of panel by the competent authority & amendment by the next authorityCurrency of panel * Two years from the date of approvalNon-Selection Posts: Definition 1, Such posts are filled by the promotion ofthe senior most suitable railway ‘servant.Suitability is done on the basis of the record of service and APAR, 2, Necessary conditions # Minimum two years of service in lower grade, # No of eligible staff= Vacancy + Anticipated Vacancies © Suitability interval one year but in any case not less than 6 months,eal * Suitability Test: Held at the interval which should not be less than six months. The period of six months is reckoned from the date of announcement of the result. All the eligible candidates as per their seniority including those who failed at the last test should be called. If an employee is unable to appear in a suitability test within a period of six months due to reasons beyond his control there should be a supplementary suitability test within a reasonable period after return to duty and being found suitable for promotion, he should be assigned pro forma seniority position vis-a-vis his juniors promoted earlier. If an employee fails in a suitability test but is called up again for a suitability test, after a time lag of six months and he passes the same, he should be given preference over his junior who had passed the suitability test earlier than him but is still waiting to be promoted for want of a vacancy.Non Selection Posts- Definition And Procedure . Non-Seleetion Posts are those which are declared as such by Railway Board. . Promotion to these posts is done as per Seniority cum suitability. Stages- Notification of seniority list Updation of roster register Assessment of vacancies and approval of Competent Authority Notification of vacancies Publishing eligibility list as per seniority Disposal of representation received if any Readiness of SR and APAR (Past 3 Years) Constitution of Departmental Promotion Committee (DPC) Formation of Select list- valid for two yearsNon-selection Posts- Assessment Of Vacancies:- Assessment of vacancies:- ~ Existing vacancies ~ Anticipated vacancies for the next 12 months | Superannuation of staff (including in higher grades) 2. Voluntary retirements and resignation ».Deputation and inter railway and inter divisional transfer 4 Newly sanctioned posts expected + Chain vacancies on higher grades due to anticipated promotions in higher grades © Staff empanelled for ex cadre posts * Work out SC and ST vacancies as per post based roster Prepare assessment sheet and obtain approval of competent authorityNon-Selection Posts- Select List Select List: © Suitability conducted by DPC.on the basis of SR and APAR’s of past 3 years @ subject to DAR/B&C clearance. ¢ The result submitted by DPC is approved by Competent Authority who nominates DPC.AV STR ag OSTEO G Definition:- Test of promotion for artisan categories Trade Test are conducted for promotion of artisan categories from Group D (Level 1) to Gr.ll (Level 2), Gr.ll to Gr) Promotion for semi-skilled on the basis of aptitude test except in certain Category To be conducted by Trade testing Officer on panel preferably conducted by ee ae 4 Modi Promotion from Technician Grade-II to Grede-! and ftom Grade-| to Sr. Ten, On te bs of ACRAAR by DP ofS Sl oieTRADE TEST- Stages Stages:- * Notification of seniority list. * Updating the roster register. * Assessment of vacancies and approval of Competent Authority. * Notification of vacancies, * Publishing eligibility list as per seniority. * Disposal of representations received if any * Constitution of Trade testing Officer and Coordinating Supervisor. * Publishing trade test result.Trade Test:Assessment of vacancies: ‘Assessment of vacancies:- | EXISTING VACANCIES 2. ANTICIPATED VACANCIES FOR THE NEXT 12 MONTHS: A. SUPERANNUATION OF STAFF (INCLUDING IN HIGHER GRADES) B, VOLUNTARY RETIREMENTS & RESIGNATIONS C. DEPUTATION AND INTER RAILWAY & INTER DIVISIONAL ‘TRANSFER D. NEWLY SANCTIONED POSTS EXPECTED. E. CHAIN VACANCIES ON HIGHER GRADES DUE TO ANTICIPATED PROMOTIONS IN HIGHER GRADES F. STAFF EMPANELLED FOR EX.CADRE POSTS 3. WORK OUT SC AND ST VACANCIES AS PER POST BASED ROSTER 4, PREPARE ASSESSMENT SHEET AND OBTAIN APPROVAL OF COMPETENT AUTHORITYUsa 0) UU LR ‘The syllabus and rules of Trade Tests for each category are contained in the Trade Test Manual available on the Railways. Employees EQUAL TO THE NUMBER OF VACANCIES should be called for trade test. if sufficient number of suitable candidates is not available, further candidates to meet the short fall may be called up in continuation and so on, but the whole process SHOULD BE COMPLETED WITHIN SIX MONTHS. If this period is exceeded, it will be treated as a fresh trade test. ‘Those who failed in the earlier test should be eligible to appear in trade test held after expiry of six months period, The period of six months is to be reckoned from the date of announcement of the results.Trade Test - RESULT Result:- On the basis of Trade test conducted by Trade testing Officer and Co-ordinating Supervisor nominated by the Competent Authority. The result submitted is approved by Competent Authority who nominates Trade testing Officer, ea SEcEE RU gi SERS agi Ssaitenige cel meso “RageRefusal of Promotion The employee refusing promotion expressly or otherwise (i.e. not only he does not give in writing his refusal but also does not join the post for which he has been selected) is debarred for future motion fo! e year but he is allowed to be retained at the same station in the same post. Promotion after one year will be subject to continued validity of the panel in which he is borne, otherwise he will have to appear again in the selection. ‘At the end of one year if the employee again refuses promotion at the outstation, his name may be deleted from the panel and the administration may transfer him to out-station in the same grade. He will also have to appear again in the selection. Seniority will be as from the date of effect of promotion and he will be junior to all the persons promoted earlier than him from the same panel irrespective of his panel position. He will not, however, lose seniority to an employee promoted to the same category as a result of a fresh selection subsequently held during the one year penalty period.WoPiT MREoeoe nn aI im 1 Guidelines/ Clarifications on “The question paper wil henceforth be 100% 100% Objective questions OBJECTIVE TYPE, — ~All the questions: will be of MULTIPLE CHOICE ONLY. ALARGE QUESTION BANK may be crested from which the questions can be selected randomly for ! | conducting a Computer Based Test (CBT), Guideline oe nae fe Railways may condoct examination in CBT MODE or = pen and paper depending on their preparedness, Tf computer based test takes time to implement, the teats may be conducted on OMR SHEETS, which shall have a carton copy, kept in safe custody of offieer i nominated by the authority nominating the Selection Committee at HQ/Division/ PU/Workshop,~ OMR can be EVALUATED MANUALLY, A model Answer Sheet shall be given by the paper setter in a Guidelines/ Clarifications on ‘separate cover on conclusion of the examination. 100% Objective questions 7 ensure te authenticity ofthe anovers CUTTING, OVERWRITING, ERASING OR ALTERATION OF ANY TYPE IN THE ANSWER WILL NOT BE ACCEPTED. Zero marks will be given for answer having corecion overwriing ‘There shall be NEGATTVE MARKING for incorrect answers. One third of the marks allotted for each ‘question will be deducted for wrang Answers. Guideline _ RESPONSIBILITY FOR EVALUATION shall be ‘with the officer nominated for evaluation ~The system of CODING & DECODING OF ANSWER SHEETS will continueGuidelines/ Clarifications on 100% Objective questions Guideline EA) eC RBA eoig |e (2 Clarification ~~ QUESTION PAPER maybe shared after the OPPORTUNITY FOR CHALLENGING THE ANSWER KEY both for OMR & CBT 110 Questions to be prepared. 10 Questions (optional) will be on Rajbhasha, First100 atlempted questions to be evaluated Question setter is responsible for correctness of questions Paper setter & evaluator are diferent, 90-120 minutes duration CCTV not mandatoryOE SRenaaoee Ge a negative Ty 4 Guidelines/ Clarifications on 100% Objective questions No negative marking in selections where panel is arranged inthe nde of seniority from those qualified. ' ' Sia 5 nth Guideline riectnnatien aes rGDCE as\Who can be THE COMPETENT AUTHORITY TO TAKE DECISION TO IDENTIFY QUESTION(S) AS WRONG wd to omit st qantas) fen Yb scope ofa, whether te qortion paper sero te ext gh authority, Wn ston so be talon i THEE QUESTION PAPER CONTAINS MISTAKES, (RE tins Tanga gore avers fur pts (aul chee) mice qaetionswrvagmatbmatia scat bls the Pape Ser inocu hers inthe quest per “The proce of RB selva end depts selene ae dee in RB, 100 gation are posit candles a cic Latent al he quetons hiro ia doptmestslaton, thr ar tt io gatas 100 29 opti etives of Raha. Ot of 0 questi, eck 190 actions regalo be need bythe eagles i isto. one of pees ny any wag question (6) and sane of thr ay et sem te wrong quesing trap other dpesinn of buns ody saab he quia pape: In yk sini, In Npe al answer abet ae asaile on Lot shae employees wo Siete rng quinn () nll fr thse who hve no ead ie a cabed wag, pean) ted ef yon pation) ep oe gost (aa peso paper Is there ANY LIMIT ON THE MAXIMUM NUMBER OF QUESTIONS THAT CAN BE OMITTED frosa the scope of evahiabon. and order for cancel on af written cenit amber qin eid Weng Wh aac Be ceri ia ‘Whe the poedireob alapeinhe depres cts aes tbe tie ‘ote cumidtes (emplires) i advange. a FTri eT ‘he cooking tbe depertnecal examinations bjt fe the endidles sar be cttuzed, Members of Sdeetion Board x QUESTION PAPER SETTER shold die repuring crmtone qortna/opboes nal erator shad li ei isl ih the ‘ue, bebe staring the eatin, As per Ray Bane’ Ire No son/ERRB)/27 Fd op.o6.201: wich lis ‘ha wba any quston() inh tina up) foun abe core be quo) sux beet from the soe svatns ised of ging ace marl) nd ow creas be ames on PERCENTAGE BASIS Thx sme pipe my be ape fer dpartient svat ba Thefts rot ving follow in lsc and LXE fats rom Ge 10 (Gre may be mad apa or Gros Calecbos LINE. “Incase ret. quits) thesia re some of tht procedure A presi in he S0io(EIRAUa/s7 ltr No ded onohaeu isto be adel aly fr those coucdaes arienptl ha/thove vo have icaret questions oc quits i wrap nse) Till be rps ta ceston mpeg optional questions ‘herein such ih The poet ing filmed prey may ontine ce the ane ny beanie a ee fewest lectin reqeenets: Proviso eatin of ston is eae of wo easher sheild be raeidoned in the ootficalion\ Thank YouProblems in Group B/C Selections: Itis said that better not to select than selecting a bad candidate. This is not the case in Gr'C’ Selections. Here we promote employees, wherever needed, by setting low standards of question papers/ suitability criteria. This results in low quality of personnel at higher levels, consequently affecting the efficiency of Organization. This is mainly due to lack of proper training and skill updation needed to man the higher posts. Hence a comprehensive calendar of training programmes at regular intervals for every employee of each category while in service is needed. The quality and frequency of training should be increased rather than indirectly lowering the standards of selection. ‘While training may take away some working time, it will prove beneficial in long run. So a requisite number of training programmes on selected topics should be made compulsory for promotions.There is a tendency to treat a training programme as an official vacation. It is only because training is not taken as a serious business in Railways. Any officer with requisite minimum eligibility criteria can be made trainer whether he is interested/ suited to the job or not. ‘Training Institutes are treated as shunting grounds for field officers for whatsoever reasons. This needs an attitude change not only at the part of trainees but also at the part of trainers, administrators and controlling officers. A separate service viz. IRPS has been created for HR Management in Railways. and it should be given its mandate for which it has been created. All the training programmes should invariably be supervised and coordinated by Personne! Department which is entrusted with the Welfare works & the betterment of Railway employees. Only Technical Trainers should be from the department from where the trainees are drawn or outside specialists in the field.* Group D Selections: Gr'D' as per 6" CPC should not be recruited or selected in the Govt. Organisations. So the procedure of Gr'C’ selections should be made applicable to these selections. However, in Railways not all the works can be made outsourced and also not all the works at this level can be performed by the RRB selected candidates ‘who are more desk-job oriented fellow. So for such works we need to select those persons who are willing to do manual works with requisite level of professional knowledge. Hence RRC can still do its job for such posts with a selection procedure which not only advertises the nature of job very clearly to potential applicants but also select physically superior fellows fulfilling the requisite professional ability. For this purpose the written test can be a screening exam with a weightage on final selection along with the PET being weighted as well (on the patterns of Mains Exam & Personality Test of UPSC where all the candidates appearing in Mains Exam are not subjected to the Personality Test).