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					      Orissa Industrial Infrastructure Development Corporation
                                     A GOVERNMENT OF ORISSA UNDER TAKING
                                    (Incorporated Under Orissa Act 1 of 1981)
      IDCO TOWERS, JANPATH                                     Telephone              :      254 2784
      Bhubaneswar-751 022 (India)                              EPABX                  :      254 3804
                                                               Fax                    :      0674-254
                                                                                                 2956
      IDCO: P&A: EST:E-RRP-6/                  2380                                   DT. 16.02. 2004


                                        OFFICE ORDER

                   In supersession of all previous and relevant circulars regarding sub-delegation of powers,
for smooth and effective management of this Corporation, Managing Director has been pleased to sub-
delegate powers to the Sub-ordinate Officers of the Corporation as under :-
Sl.                SUBJECT                        AUTHORITY                               LIMITS
No.
I. ADMINISTRATIVE POWERS
1.      Application for alienation        General Manager (P&A) with            Full powers
        and acquisition of land           prior approval of M.D
2.      Sanction of Leave and
        Allowances:                       Chief General Manager /               Full powers
        a) Sanction of Casual             General Manager /
           Leave in favour of sub-        Divisional Head
           ordinate officers and
           staff
        b) Sanction of Earned             General Manager ( P&A)                Full powers upto the rank
           Leave, Maternity Leave,                                              of JGM and Divisional
           Commuted           Leave,                                            Heads      and     Group-A
           Medical Leave.                                                       officers of field divisions.
                                          Divisional Head                       Full powers in case of
                                                                                sub-ordinate Group- B, C
                                                                                & D employees subject to
                                                                                maximum leave of 120
                                                                                days only in each case at
                                                                                a time.




                                                     R.I.Act
     c) Sanction of Conveyance         General Manager ( P&A)   Full powers upto the rank
        Allowance                                               of JGM for both office
                                                                rate and field rate.
                                       Divisional Head          Full powers in case of
                                                                sub-ordinate employees
                                                                at field rates only after
                                                                sanction      of     rate    of
                                                                conveyance          allowance
                                                                by GM(P&A).
     d) Sanction of Servant            General Manager (P&A)    Full powers upto the rank
        Allowance.                                              of JGM
     e) Sanction of House Rent         General Manager (P&A)    Full powers upto the rank
        Allowance                                               of JGM
     f) Sanction of Medical            General Manager (P&A)    Full powers upto the rank
        Allowance                                               of JGM
     g) Sanction of encashment         General Manager (P&A)    Full powers upto the rank
        of un-utilised leave                                    of JGM
     h) Sanction of time bound         General Manager (P&A)    Full powers upto the rank
        advancement scale of                                    of Deputy Manager
        pay
3.   Sanction of T.A. advance          Chief General Manager/   Full powers for all sub-
                                       General Manager          ordinate officers upto the
                                                                rank of JGM.
                                       Divisional Head          Full powers for all sub-
                                                                ordinate      officers      and
                                                                sanction to self upto Rs.
                                                                1000/- per month.


4.   Approval        of        Tour    Chief General Manager/   Full powers for all sub-
     programmes       and       tour   General Manager          ordinate officers upto the
     diaries inside the State                                   rank     of        JGM      and
                                                                Divisional Heads.




                                                 R.I.Act
                                           Divisional Head        Full powers for all sub-
                                                                  ordinate officers and staff
                                                                  of division.
5.   Pay        advance,        festival   General Manager(P&A)   Full powers upto the rank
     advance          and         other                           of   JGM       ,    Divisional
     temporary advances                                           Heads        and     Group-A
                                                                  officers of field divisions.
                                           Divisional Head        Full powers in case of
                                                                  sub-ordinate group- B, C
                                                                  &    D      employees       of
                                                                  division.
6.   Sanction         of        annual     General Manager(P&A)   Full powers upto the rank
     increment                                                    of   JGM       ,    Divisional
                                                                  Heads        and     Group-A
                                                                  officers of field divisions.
                                           Divisional Head        Full powers in case of
                                                                  sub-ordinate group- B, C
                                                                  &    D      employees       of
                                                                  division.
7.   Purchase of stationeries,             General Manager(P&A)   Upto Rs. 5,000/- in each
     printing               materials,                            case subject to budget
     furnitures etc.                                              provision.
                                           Divisional Head        Upto Rs. 2,000/- in each
                                                                  case subject to budget
                                                                  provision.
8.   Telephone,         Fax       bills,   General Manager(P&A)   Full powers in respect of
     Water/       Electricity     bills,                          Head office subject to
     postage stamps, franking                                     prescribed         entitlement
     expenses etc.                                                ceilings and the budget
                                                                  provision.




                                                     R.I.Act
                                           Divisional Head                   Full powers in respect of
                                                                             Division office subject to
                                                                             prescribed      entitlement
                                                                             ceilings      and   budget
                                                                             provision.
9.    Minor repair bills of type-          General Manager(P&A)              Upto Rs. 1,000/- in each
      writers,     telephone,       fax,                                     case
      duplicating         machines,        Divisional Head                   Upto Rs. 500/- in each
      calculators and other office                                           case
      equipments
10.   Repair and maintenance of            Chief General Manager/            Upto Rs. 5,000/- in each
      computers           and        its   General Manager                   case subject to budget
      accessories and purchase                                               provision.
      of consumables                       Divisional Head                   Upto Rs. 2,000/- in each
                                                                             case subject to budget
                                                                             provision
11.   Management of vehicles               As per the rules of upkeep and maintenance of Corporation
      a) Vehicle maintenance               vehicles vide office order no. 431/83 dated 11.10.83 as
                                           amended from time to time.
      b) Purchase of POL, motor            Divisional     Head,   Central    Full powers subject to
          parts,        payment       of   Store /                           prescribed ceilings within
          taxes, insurance and             Divisional Head                   the budget provision.
          entry tax.
12.   Approval of entertainment            As per entertainment rules of the Corporation.
      expenditure
13.   Forwarding application of            General Manager (P&A)             Full powers
      Group-       B,     C     &     D    Divisional Head                   Full powers in case of
      employees           to        take                                     Group- C & D employees
      admission into educational                                             of division
      institutions              without
      detrimental to their duties.


14.   Purchase of technical /              General Manager (P&A) shall       Full powers subject to



                                                        R.I.Act
      reference books                purchase      books          on   budget provision.
                                     requisition from concerned
                                     General Manager/ Divisional
                                     Head. However, CGMs can
                                     purchase the books directly
                                     and   send    the    bills   to
                                     GM(P&A) for payment.


15.   Payment of advertisement       General Manager ( P&A)            Full powers
      bills and bills for purchase
      of books and periodicals
      where prior approval of
      MD is available


16.   Sanction of Misc. Court        General Manager (P&A)             Upto Rs. 2,000/- in each
      and legal expenses                                               case.


II. FINANCIAL POWERS
1.    Issue of cheques, pay          General Manager (Fin)             Full powers
      orders bank drafts etc.        Divisional Head                   Upto Rs. 7.50 lakhs

2.    Sanction    of    contingent   Non-Recurring:-
      expenditure.
                                     Chief General Manager             Upto Rs. 5,000/- for field
                                                                       divisions in each case
                                                                       subject       to    budget
                                                                       provision
                                     General Manager (P&A)             Upto Rs. 2,000/- for
                                                                       Head office in each case
                                                                       subject       to    budget
                                                                       provision.




                                                R.I.Act
                                     Divisional Head           Upto Rs. 2,000/- for field
                                                               division in each case
                                                               subject       to     budget
                                                               provision.
                                     Recurring:-
                                     Chief General Manager /   Upto Rs. 2,000/- per
                                     General Manager           month subject to budget
                                                               provision
                                     Divisional Head           Upto Rs. 1,000/- per
                                                               month subject to budget
                                                               provision.
III. WORK EXECUTION POWERS
1.    Approval of Tender Call        Chief General Manager     Full powers with prior
      Notice       and    Tender                               administrative approval.
      Schedules                      Divisional Head           Upto Rs. 3.00 lakhs with
                                                               prior technical sanction
                                                               and           administrative
                                                               approval.


2.    Publication of tenders /
      Quotations
         a)Invitation of tenders /   Chief General Manager/    Full powers
         quotations upto Rs.         General Manager/
         1.00 lakh by wide           Divisional Head
         circulation          not
         requiring         paper
         publication for works
         covered               by
         Administrative
         Approval
      b) Above Rs. 1.00 lakh by      Chief General Manager     Full powers




                                               R.I.Act
         publishing                 in   Divisional Head                 Upto Rs. 3.00 lakhs
         newspapers for works
         covered                   by
         Administrative
         Approval         as      per
         guidelines            issued
         separately from time to
         time for publication of
         tender notices.
3.   Approval of rates based on          Chief General Manager (Civil)   Full powers
     analysis                            & Chief General Manager
                                         (P&C)
                                         Divisional Head                 Upto Rs. 3.00 lakhs
                                                                         within      the   approved
                                                                         administrative cost
4.   Technical      sanction        of   Chief General Manager           Full powers with prior
     estimates                                                           administrative approval.
                                         Divisional Head                 Upto Rs. 3.00 lakhs with
                                                                         prior         administrative
                                                                         approval.
5.   Power       to        sanction      Chief General Manager           Upto Rs. 10.00 lakhs for
     estimates for purchase of                                           works already approved
     store, tools and plant                                              by MD.
     required for work already
     approved.
6.   Determining           earnest       Chief General Manager/          Full powers
     money      deposit        against   General Manager/
     tender notices                      Divisional Head
7.   Fixing price for tender             Chief General Manager/          Full powers
     papers                              General Manager/
                                         Divisional Head
8.   Technical      sanction        of   Chief General Manager/          Full powers
     repair works subject to             General Manager



                                                   R.I.Act
      scheme        having   prior
      approval of MD.
9.    Purchase of materials on       Chief General Manager/        Upto Rs. 3.00 lakh in
      DGS&D rate or EPM rate         General Manager               each case.
      for sanctioned work            Divisional Head               Upto Rs. 1,00,000/- in
                                                                   each case
10.   Purchase of materials for      Chief General Manager/        Upto Rs. 50,000/- in each
      maintenance work               General Manager               case.
                                     Divisional Head               Upto Rs. 25,000/- in each
                                                                   case
11.   Purchase of small tools        Chief General Manager/        Upto Rs. 5,000/- in each
      furniture for site and other   General Manager               case    with   total   not
      equipments and materials                                     exceeding ¼% of cost of
      required for works                                           work
                                     Divisional Head               Upto Rs. 2,000/- in each
                                                                   case    with   total   not
                                                                   exceeding ¼% of cost of
                                                                   work
12.   Purchase of stationery etc.    Chief General Manager/        Upto Rs. 1,000/- in each
      required        for     site   General Manager               case not exceeding Rs.
      chargeable to work                                           20,000/- per annum
                                     Divisional Head               Upto Rs. 500/- in each
                                                                   case not exceeding Rs.
                                                                   8,000/- per annum per
                                                                   division.
13.   Emergency purchase with        Chief General Manager/        Upto Rs. 5,000/- in each
      certificate              for   General Manager               case
      reasonableness of prices.      Divisional Head               Upto Rs. 2,000/- in each
                                                                   case
14.   Passing of bills for works     Chief General Manager/        Full powers.
      and purchases                  General Manager/ Divisional
                                     Head




                                               R.I.Act
15.   Acceptance of Tenders /    Chief General Manager            Upto Rs. 10.00 lakhs with
      Quotations for works and                                    recommendation of Head
      materials                                                   office      level        Tender
                                                                  Committee.
                                 Divisional Head                  Upto Rs 3.00 lakhs with
                                                                  recommendation               of
                                                                  Divisional level Tender
                                                                  Committee.
                                 However, existing provision relating to approval of tenders
                                 upto Rs. 10.00 lakhs by MD on recommendation of CGM
                                 without reference to the Head office level Tender
                                 Committee would continue in exceptional cases in view of
                                 urgency of execution of works for which reasons shall be
                                 recorded in writing.
16.   Deviation statements       Chief General Manager            25% (within sanctioned
                                                                  administrative approval)
                                                                  subject to condition that
                                                                  the total value does not
                                                                  exceed the sanctioned
                                                                  estimate       and        rates
                                                                  approved            by      the
                                                                  competent authority. The
                                                                  deviation           statement
                                                                  should be duly checked
                                                                  by a Finance Officer of
                                                                  the      Corporation        not
                                                                  below the rank of a
                                                                  Manager.




                                            R.I.Act
                                   General Manager         10% (within sanctioned
                                                           administrative approval)
                                                           subject to condition that
                                                           the total value does not
                                                           exceed the sanctioned
                                                           estimate     and         rates
                                                           approved         by       the
                                                           competent authority. The
                                                           deviation        statement
                                                           should be duly checked
                                                           by a Finance Officer of
                                                           the    Corporation        not
                                                           below the rank of a
                                                           Manager.
17.   Grant of extension of time   Chief General Manager   Full powers for works
      in respect of works.                                 upto Rs. 10.00 lakhs
                                                           with   penalty      as    per
                                                           contract agreement. In
                                                           case of waiver / reduction
                                                           of penalty approval of
                                                           MD will be obtained.
                                   Divisional Head         Full powers for works
                                                           upto Rs. 3.00 lakhs with
                                                           penalty as per contract
                                                           agreement. In case of
                                                           waiver / reduction of
                                                           penalty, approval of CGM
                                                           will be obtained.
18.   Power to split the works     Chief General Manager   Upto Rs. 10.00 lakhs with
                                                           prior approval of MD.
                                   Divisional Head         Upto Rs. 3.00 lakhs with
                                                           prior approval of CGM.




                                             R.I.Act
Note:- Administrative approval for all works shall only be issued by Head Office with prior approval of
        Managing Director.
                This order shall come into force with immediate effect.
                                                                      By order of Managing Director
                                                                                  Sd/-
                                                                          General Manager (P&A)


Memo No.      2381     Dated 16th February, 2004.

                Copy to All Chief General Managers/ General Managers / Joint General Managers /
Managers / Divisional Heads / Finance Division / All Divisions of Head office / OSD to M, IDCO for
information and necessary action.
                                                                                    Sd/-
                                                                    General Manager (P&A)
c.c. to guard file




                                                  R.I.Act
                                                                                        Annexure-I

ORISSA INDUSTRIAL INFRASTRUCTURE DEVELOPMENT CORPORATION METHOD
OF RECRUITMENT AND CONDITIONS OF SERVICE OF STAFF REGULATIONS, 2001.

1.         SHORT TITLE

           These Regulations may be called “The Orissa Industrial Infrastructure
           Development Corporation Method of Recruitment and Conditions of Service of
           Staff Regulations, 2001”.

2.         COMMENCEMENT.

           These Regulations shall come into force from the date as specified by an order of the
           Board.

3.         SCOPE AND APPLICATION

           These Regulations shall apply to all duty posts of the Corporation except:

     (a) Posts filled up by employees on deputation from the State or Central Govt. or other
           Corporations or Organizations

     (b) Posts filled up purely on a part time basis or on contract basis.

     (c)   Posts filled up by persons re-employed after superannuation of service.

     (d) Contingent Workers.

     (e) Any other category of persons whom the Board may by order specifically exclude
           from the operation of all or any of the provisions contained in these Regulations.

4.         DEFINITIONS.

           In these Regulations unless the context otherwise requires: -

     (a) “Corporation” means the Orissa Industrial Infrastructure Development Corporation.

     (b) “Board” means the Board of Directors of Orissa Industrial Infrastructure Development
           Corporation.

     (c)   “Chairman” means the Chairman of the Orissa Industrial Infrastructure Development
           Corporation.

     (d) “Managing Director” means the Managing Director of the Orissa Industrial
           Infrastructure Development Corporation.




                                            R.I.Act
     (e) “Appointing Authority” the Chairman in respect of Group-A posts and the Managing
           Director in respect of all other posts.

     (f)   “Direct Recruit” means a person recruited to a post on the basis of a competitive
           examination or interview or both by the Selection Committee and other than by
           promotion.

5.         CONSTITUTION OF CADRE :

               The staff of the Corporation shall be classified into the following four Groups.

                   (a) Group- A                                    (c)   Group- C

                   (b) Group- B                                    (d)   Group- D

               The various types of posts covered by the above groups are shown in Schedule-I
               appended to these Regulations, provided that the class in respect of any other
               post shall be as specified by the Board.

6.         CADRE STRENGTH.

               The Board shall determine from time to time the number of posts of various
               categories and create as many posts in each category as needed in respect of all
               groups of posts.

7.         FORECAST OF VACANCIES

               The Managing Director shall determine on the first day of January of every year
               the number of vacancies that may arise in each group taking into consideration
               the number of persons due to retire on superannuation and the number of posts
               to be created under new schemes or expansion of old schemes. He shall make
               necessary arrangements to obtain approval of the Board for creation of such
               posts. As soon as the posts are created, steps shall be taken to fill up the posts
               by recruitment of suitable persons.

8.         RECRUITMENT.

     1)    The posts shall be filled up by

           a. Direct recruitment; or

           b. Promotion of persons already in the service of the Corporation; or




                                              R.I.Act
           c. Deputation from the State or Central Government or a State or Central
             Government undertakings; or

           d. Recruiting the services of qualified persons on contract basis for specific periods on
             either full time or part time basis.

      2)     The Chairman shall decide by which the aforesaid modes of vacant posts are to be
             filled up provided that prior approval of the Board shall be taken before filling up
             posts.

      3)     The Board may prescribe the general and technical qualifications needed for filling
             up the posts by direct recruitment and where no such qualifications are prescribed,
             the Chairman may fix the same.

9.         CONSTITUTION OF THE SELECTION COMMITTEE.

               The Chairman shall constitute one or more selection committees for the purpose
               of making appointments to all posts except Group-D posts and nominate not less
               than three members to each such committee and entrust to them the task of
               recruitment of personnel from open market and filling up of posts by promotion
               of the employees already in service provided that he shall be the Chairman of the
               Selection Committee constituted for Group-A posts and the Managing Director
               shall be the Chairman of the Selection Committee constituted for selection of
               Group-B & Group-C posts and if there is a Chairman-cum-Managing Director, the
               Chairman & Managing Director shall be Chairman of the Selection Committee for
               Group-A, Group-B and Group-C posts. The General Manager (P&A) shall be the
               Chairman of the Selection Committee for selection of Group-D posts.

10.            NOTIFICATION OF VACANCIES

               The vacancies may be notified to the Employment Exchange under provision of
               Employment Exchange (Compulsory Notification of Vacancies) Act to sponsor the
               names of suitable candidates. The vacancies may also be advertised in
               newspapers as an alternative. The advertisement should indicate the job
               specification, the qualification and experience expected from the applicants and
               the reservation of posts for S.T and S.C candidates, SEBC, Women, Ex-
               servicemen and Handicapped & Sports persons.

11.            TEST AND INTERVIEW FOR SELECTION.




                                              R.I.Act
           The Board shall decide the modality for selection of different candidates. They
           are also to decide the procedure to holding the interview and conducting the
           written test etc. if any. The merit list prepared on the basis of approved vacancy
           available in a particular grade shall be kept reserved in the office of the
           Corporation for a period of one year along-with other ancillary documents,
           relevant in conducting such recruitment.

12.        RESERVATION OF POSTS FOR PERSONS BELONGING TO SCHEDULED
           CASTE, SCHEDULED TRIBE, EX-SAERVICEMAN , HANDICAPPED SEBC
           AND WOMAN PERSONS.
           The number of posts to be reserved for Scheduled Caste and Schedule
           Tribe candidates at the time of direct recruitment or promotion shall be in
           accordance with the norms prescribed under the Reservation of vacancies
           in posts and services (for SC & ST persons) Act and Rules made there
           under.   Reservation     of    posts    for   SEBC,   Woman,     Ex-Serviceman,
           Handicapped persons at the time of direct recruitment will be as per
           principles fixed by Government from time to time.

13.        POWER OF APPOINTMENT

           In all cases, where it is decided under Regulation 8(2) to fill up vacancies by
           direct recruitment, appointment to Group-A posts will be made by the Chairman
           and appointments to Group-B and Group-C posts will be made by the Managing
           Director on the recommendation of the Selection Committee subject to the
           stipulation prescribed in Regulation 11 and 12. The Managing Director shall
           decide from time to time the manner of recruitment to Group-D posts.

14.        CRITERIA FOR SELECTION OF CANDIDATES.

           The Selection Committee shall see that the candidate selected satisfies the
           stipulations mentioned below: -

      a)   S/he possesses prescribed general and technical qualification and experience.
           The period of experience shall be calculated with reference to the date specified
           in the notification/advertisement.




                                         R.I.Act
      b)      The candidate is above 21 years and below 32 years of age, provided that
              relaxation in age as granted to persons belonging to Scheduled Caste and
              Scheduled Tribes, SEBC, Women, Ex-servicemen and Handicapped persons by
              the State Government may be allowed by the Corporation .

              Provided further that the Chairman may relax the upper age limit in respect of all
              posts for reasons to be recorded in writing.

      c)      The upper age limit prescribed under clause (b) above shall be calculated with
              reference to the date on which the vacancy is notified and advertised.

      d)      The date of birth as recorded in the School Leaving Certificate or the
              Matriculation Certificate shall be recorded for the purpose of proof of age.

      e)      The candidate should have of good character.

      f)      Be of sound health, good physique and free from organic defects or bodily
              infirmity.

      g)      Have not more than one wife living.

15.        MEDICAL CERTIFICATE

              No candidate directly recruited shall be appointed to a post in the service of the
              Corporation unless he is found medically fit for discharging the duties and to that
              effect he shall be required to produce a certificate of medical fitness from any of
              the authorized medical attendants/Doctors in the employment of the Corporation
              and/or any Medical Officer of the State Government not below the rank of
              Assistant Surgeon.

16.        ANTECEDENTS:-

           a) Initial Regular appointments should be subject to verification of antecedents, as
              may be prescribed by the Corporation from time to time.

           b) Appointment of any person in the Corporation shall be liable to be terminated
              summarily at any time of his service, if it is found that s/he has given false or
              incorrect information regarding her/his antecedents, age, community, education,
              experience etc. subject to providing adequate opportunity to show cause against
              such termination.

17.        PROBATION.




                                           R.I.Act
           Every candidate appointed to the post for the first time in the service of the
           Corporation shall be treated as on probation for a period of one year, provided
           that the Chairman may reduce the period of probation for reasons to be recorded
           in writing. The appointing authority may extend the period of probation by not
           more than three years. During the period of probation or extended period of
           probation, the services of the candidate may be terminated following the
           provisions    of   OIIDC Employees    Conduct,   Discipline,   Appeal   & Service
           Regulations- 1996.

18    DIS-QUALIFICATION:

      a) Where vigilance / disciplinary action has been initiated against an Employee
           otherwise eligible for promotion or s/he has been placed under suspension, DPC
           shall consider his case but record its recommendation separately which shall be
           placed in a sealed cover.

      b) If the employee is completely exonerated of the charges, s/he will be promoted
           from the due date if recommended by the DPC and will also be paid arrears of
           salaries and allowance. Where the employee is not completely exonerated, the
           promotion if recommended by the DPC, shall not be given effect to and her/his
           case for promotion will be considered by the next DPC in the normal course and
           having regard to the penalty imposed on her/him.

      c)   No candidate shall be eligible for appointment and no employee shall be entitled
           to continue in the Corporation service if s/he has been convicted by a Court of
           Law for any offence involving moral turpitude under Indian Penal Code, Criminal
           Procedure .

19.   TRAINING:-

      i) Every Employee will be required to undergo such training or course conducted in-
           house and outside as may be prescribed by the Management or Appointing
           Authority.

      ii) The Employee who is required to undergo any training or course may be required
           to execute a bond to serve the Corporation for such period as may be prescribed
           which shall not exceed 12 months for every one month of training or course
           subject to an maximum of three years after completing the training or course.
           Failure to serve the Corporation for the stipulated period will render the




                                       R.I.Act
             Employee liable to refund the emoluments paid to him during the training period.

          iii) Every Employee on training will be considered to be on duty and be provided
             with benefits and allowances as decided by the Management or Appointing
             Authority.

          iv) Every Employee will undergo any training whether specialized or technical or
             managerial as deemed fit by the Competent Authority.

          v) An Employee found to be guilty of unbecoming conduct will be liable to be
             discharged from the training course even before the completion of the period of
             training. Such an Employee will be liable to refund full amount of the
             emoluments paid to him during the period of training.

20        PROMOTION.

     1.      The Selection Committee constituted under Regulation-9 shall consider the cases
             of promotion of existing employees to the next higher grade. For this purpose,
             the Selection Committee shall meet as and when necessary and prepare a select
             list of employees fit for promotion to fill up the vacancies in the various grades.
             The case of employee who is not found fit once by the Committee shall not be
             overlooked subsequently simply because he was not found fit on the earlier
             occasion. Such an employee should invariably be considered afresh on the
             subsequent occasions along with other eligible employees.

     2.      After acceptance of recommendations of the Selection Committee, orders for
             promotion to Group-A posts shall be passed by the Chairman and to other posts
             by the Managing Director.

     3.      Any employee who is aggrieved by an order of promotion may represent his case
             to the Board in case the post claimed for promotion is a Group-A post and to the
             Chairman in other cases.

     4.      The avenues of promotion for the various categories of employees and the
             criteria fixed for the same shall be as may be prescribed by the Board subject to
             the following general conditions:




                                          R.I.Act
      a) An employee must have put minimum five years of service in the lower grade
             before he is considered for promotion to the next higher grade except the
             persons eligible for promotion to the following posts:-

      i.         Joint Manager/Manager/Deputy General Manager – Minimum 4 (four) years
                 of services in the lower posts

      ii.        Joint General Manager/General Manager/Chief General Manager - Minimum 3
                 (three) years service in the lower posts.

      b)      For the posts in Group-C, the criteria for promotion shall be merit with due
             regard to seniority.

      c) For all posts in the Group-B and Group-A, promotion shall be selection on the
             basis of suitability and merit, having due regard to seniority.

      d) Cases of promotion will be taken up subject to availability of vacancies.

      e) Notwithstanding anything mentioned above, statutory concessions, if any,
             prescribed under Orissa Reservation of vacancies in posts and services ( for SC,
             ST ) Act shall be honored.

21.   BASIS OF PROMOTION;-

      1. CCRs of proceeding five years are to be taken into consideration. In case of non-
             availability of CCRs of any year, the CCRs of the equal number of previous years
             shall be taken into consideration.

      2. Rating of performance:- Performance rating of Employee on the basis of the
            entries in their CCRs may be made as follows:

                 Outstanding                A+
                 Very Good                  A
                 Good                       B
                 Average                    C
            In case of other expressions   used in the CCR such expressions may be reduced to
            one of the above categories as per the following equivalence.

                 Excellent / Extraordinary/ Brilliant-   Very Good
                 Fair / Satisfactory                     Good




                                            R.I.Act
3. Selection Criteria:-

      For all categories of posts the process of selection with zone of consideration of
      3 times of the available vacancy for general candidates and 7 times for SC/ST
      candidates shall be followed.

      An Employee having at least four A+ and one A during last 5 years shall be
      treated highly meritorious and be given higher position than others. In case of
      more than one Employee obtaining equal grade, position in the merit list shall
      be fixed as per the seniority.

      In case of Employee against whom disciplinary / criminal proceedings are
      pending but his case is recommended for promotion, the recommendations for
      promotions is to be kept in sealed cover as per IDCO office memorandum no.
      20908 dated 14.9.94

      In case of an Employee against whom major punishment has been awarded on
      account of departmental proceeding or in criminal proceeding within the last
      five years shall not be eligible for promotion.




                                  R.I.Act
4. SUITABILITY:- For Group-A :

(a)   For the post of Joint General Manager and above the officer securing minimum
      2“A” grades and 1 “B” during last three years shall be eligible to be promoted
      to the rank of Joint General Manager/ General Manager / Chief General
      Manager.

      Since those three categories of posts come under Senior Management and
      carries higher responsibilities, people having capability / supervising ability and
      bright carrier shall be considered for promotion.

(b)    Deputy General Managers / Managers / Joint Managers .- An Officer securing
      minimum two „A‟ grade and two „B‟ grades during last four years shall be
      considered for promotion to the next higher posts.

For Group-B :

      For promotion to Group-B categories of posts an Employee should have
      minimum „B‟ grading on an average during the last five years. Employees
      having adverse entry in any one year in the CCR during the last five years shall
      not be eligible for promotion.

      On an average can be arrived at through a system of award marks against the
      ratings as follows:-

1.
                                       Outstanding
                                           „A+‟
                                        5 marks


2.
                                       Very Good
                                           „A‟
                                        4 marks


3.
                                          Good
                                           „B‟
                                        3 marks


4.
                                        Average
                                  R.I.Act „C‟
                                        2 marks
For Group-C ;-

     An employee securing 4 „C‟ grade during last five years shall not be treated as
     suitable for promotion.

     For promotion to Group-C posts an employee has to secure minimum 2 „B‟
     grades in any two years during last five years for making her/him suitable for
     promotion. Employees having adverse entries shall not be considered for
     promotion.

     No CCR is maintained for Group-D employees. For promotion from Group-D to
     Group-C posts, criteria for selection shall be purely on the basis of seniority
     subject to un-suitability for the post due to punishment in criminal /
     departmental   proceeding     or   pendenancy   of   criminal   /   departmental
     proceedings.




                                 R.I.Act
5. EXPERIENCE:-

    Minimum experience as provided for in the Orissa Industrial Infrastructure
    Development Corporation Method of Recruitment and Conditions of Service of
    Staff Regulations, 2001 will be one of the necessary conditions for considering
    some one for promotion

    The Regulation 8(3) read with 20 (4) prescribed that an employee of any cadre
    must have put in for at least 5 years of service in the lower post before s/he is
    considered for promotion to the next higher post, unless the Board for special
    reasons orders to the contrary.

    However certain relaxation in the eligibility conditions for managerial posts as
    follows have been inducted in the line of the instructions of P.E. Department
    communicated in their resolution no. 3169 dated 16.8.1995

Sl. No.
Name of the Posts
Minimum length of service required in just below post for promotion

                                         1
Assistant manager
                                      5 years


                                         2
Deputy Manager
                                      5 years


                                         3
Joint Manager
                                      4 years


                                         4
Manager
                                      4 years


                                         5
Deputy General Manager
                                      4 years


                                         6
Joint General Manager
                                      3
                                R.I.Act years

                                         7
22.   VALIDITY OF PANEL;

            All panels shall be valid for one year. The panel will be deemed to have
            become valid from the date of the proceeding is approved by the Competent
            Authority and the instructions regarding validity of panels will apply to both in
            respect of panels constituted against open selections or departmental
            promotions.

23.   DEPUTATION OF STATE OR CENTRAL GOVT. EMPLOYEES:-

      (1) The Chairman shall decide which of the posts shall be filled up by getting suitable
            employees on deputation from Central or State Government or from Central or
            State Government Undertakings in view of the expertise and specialized
            knowledge needed for a particular post or a group of posts.

      (2) After orders of Chairman are obtained, the Managing Director shall take steps to
            bring the services of suitable employees on deputation.

      (3) The designation of the employees brought on deputation shall be as determined
            by the Chairman, subject to the general principles laid down by the Board.

24.   RECRUITMENT OF QUALIFIED PERSONS ON CONTRACT BASIS.

      (1) The Chairman may where he feels it expedient to do so order for securing the
            services of a qualified person on contract basis to fill up a post on either full
            time or part time basis.

            Provided that such appointment shall not be for a period of more than one year
            at a time.

      (2)   The remuneration and other terms of appointment of a person engaged on
            contract basis shall be as fixed by the Chairman.

25.   SENIORITY.

      (1)   Inter-se-seniority of employee in a particular grade shall be fixed according to
              the order of merit in which her/his name is placed by the Selection
              Committee at the time of direct recruitment or promotion and not according
              to the date on which he joins the post subject to the condition that the
              selected candidate on direct recruitment joins his post not later than 120
              days (One hundred twenty days) from the date of issue of appointment
              order.



                                       R.I.Act
      (2)   Where vacancies are filled up both by direct recruitment and by promotion of
              existing employees the seniority of the promoted candidates shall be fixed
              above the candidates directly recruited during the year.

26.   GRADATION LIST.

            A gradation list of employees in a particular grade shall be prepared and
            circulated among all the concerned employees. Objections, if any, filled by the
            employees within 30 days from the date of circulation shall be duly considered
            by the Managing Director and disposed of after which, the gradation list shall
            be finalized.

            An aggrieved employee may appeal against the decision of the Managing
            Director passed on his objection petition to the Chairman whose orders thereon
            shall be final.

27.   TRANSFER

      1.    Every Officer/staff of the Corporation including Officer/staff on deputation to this
            Corporation, shall be liable for transfer to any place(s) of business/project
            sites/Divisions of the Corporation or any other place of work related to the
            Corporation and the Officer/staff shall duly served at such offices/places of
            work.
      2.    The Chairman-cum-Managing Director/Managing Director, being the competent
            authority, in respect of all Officer/staff of the Corporation, may depending upon
            the     exigencies   of   the    works    transfer   an   Officer/staff   to   any   such
            office/division/project sites.
      3.    An Officer/staff may be required to serve for a minimum period of 3 (three)
            years at a particular station. However the competent authority may transfer any
            of the Officer/staff before the aforementioned period on administrative grounds
            and in the interest of the Corporation.
      4.    Annual transfer would be made during the transfer season i.e. from the month
            of April to June every year. Transfer beyond the transfer season would be
            minimum and made on administrative grounds and in the interest of the
            Corporation. Transfer of Officer/staff can also be made in the event of
            promotion/suspension/retirement and closure of project sites.
      5.    In case the transfer of an officer/staff is made on her/his representation, no
            Transfer T.A would be admissible.



                                            R.I.Act
      6.    For annual transfer during the transfer season, all Departmental Heads/
            Divisional Heads of the Corporation should assess performance of existing
            officers and staff, the additional requirement of staff and surplus staff
            depending upon the work-load for the coming year and furnish proposal to the
            Corporate Office by March- 15 for general reshuffle of employees.
      7.    The concerned Departmental Head/Divisional Heads would see that one
            Officer/staff posted under their control would not continue in a particular
            seat/assignment for more than 3 (three) years except in exceptional cases.
      8.    Request    of an Officer/staff for transfer before 3 (three) months     of her/his
            posting in a particular Division/project site can only be entertained on the
            specific ground/administrative ground to be recorded in writing on case to case
            basis.
      9.    Representation of Officer/staff posted in KBK districts, who have served there
            for more than 3 (three) years in a continuous spell and employee retiring within
            two years can be considered sympathetically.
      10.   An Officer/staff, under orders of transfer shall be relieved maximum within
            seven days time by the concerned controlling officer on receipt of the transfer
            order.
      11.   No leave would be granted to the Officer/staff under orders of transfer and the
            transferred Officer/staff would join in her/his new place of posting immediately.
      12.   As per OIIDC Employees Conduct, Discipline, Appeal and Service Regulations,
            1996 an Officer/staff would not get outsiders to canvass/interfere on her/his
            behalf. S/he should file representation for transfer through proper channel only
            to the Competent Authority.

28.   SUPERANNUATION AND RETIREMENT

      (1)   The retirement age of the employees of the Corporation shall be 58 years
            provided that the Chairman may in case of Group-A officers and Managing
            Director in case of all other employees review their performance before
            completion of their 50th and 55th years of service to assess if they are suitable
            to hold their posts.




                                       R.I.Act
      (2)   An employee who has attained the age of 50th and 55th years of age may be
            retired on giving him three months notice or pay in lieu thereof if s/he is not
            found suitable to be continued in employment.

            An employee who attained the age of 55 years may elect to retire by giving
            three months notice of her/his intention to retire. The Board is to lay down the
            procedure for effecting such premature retirement.

29.         A record of service and Confidential Character Roll shall be maintained
            in respect of each employee in such form and in such manner as may be
            prescribed by the Managing Director from time to time.

30.         If any doubt arises as regards the interpretation or applicability of any of
            these Regulations, the matter shall be referred to the Board whose decision
            thereon shall be final.

31.         Appointment and promotions made in the Corporation prior to the
            enforcement of these Regulations shall be deemed to have been made under
            these Regulations and all the existing employees of the Corporation shall be
            governed by them.

32.         Notwithstanding anything contained in any of the Regulations, the Government
            may from time to time issue such directives as they may consider necessary
            in regard to the recruitment and promotion of staff and those directives shall
            be binding on the Corporation for immediate implementation.




                                       R.I.Act

				
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