Why 50 % in Group ‘A’ Posts?. Presentation from NRPOA By- RAM KISHORE President.

Slides:

Advertisements

Similar presentations

The Five Working Groups Faculty Development Scaling-Up Post-Graduate programmes and 1.Research & Development 2.Innovation 3.Industry - Institute Interaction.

Advertisements

Funding Mechanisms to Ensure Stability, Innovation and Sustainability in Higher Education Arthur M. Hauptman IUA Symposium-21 st Century Universities Dublin,

30th March, 2009GIPSA1 3 RD ROUND DISCUSSIONS WITH UNIONS/ASSOCIATIONS OF GIPSA MEMBER COMPANIES ON AT HYDERABAD.

Finance Establishment. Finance function is implicit and universal in nature. We exercise finance function, consciously or other-wise in our personal life.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Civil Service Performance Assessment in Lithuania: Current.

DPC PROCEDURES -V.Natarajan

1 Purpose  In the light of the Constitutional mandate and the decisions of the Supreme Court pertaining to the rights of the SC/ST candidates, it is utmost.

1 BUDGET Process of Data entry for Number Statements.

Civil Service Reform in Georgia In this presentation: Primary objectives of the Reform Reform Methodology Improving legislation Draft Civil Service.

College Strategic Plan by Strategic Planning and Quality Assurance Committee.

Chapter 5 Human Resource Planning and Recruitment

SUMMARY AUDIT WND ACCOUNTS FBR. FBR.. -1n 1974 some of the changes were made in its functions -The post of the chairman was created -Revenue division.

Productivity, Investment in Human Capital and the Challenge of Youth Employment THE ROLE OF VARIOUS SOCIAL ACTORS IN THE FIELD OF YOUTH EMPLOYMENT IN RUSSIA.

Perdana Leadership Foundation - CEO Forum 2014 TAKING MALAYSIAN PRODUCTIVITY FROM THE INDUSTRIAL ERA TO THE KNOWLEDGE ERA Stewart Forbes Executive Director,

Business Aims & Objectives

MEANING OF MUTUAL FUNDS :- A Mutual Fund is a financial intermediary that pools the savings of investors for collective investments in a diversified portfolio.

A PAPER ON BUDGETING AND BUDGETARY CONTROL PRESENTED TO SONU OFFICIALS 24 th April 2015 BY M KARUE Finance Officer.

Federal Department of the Environment, Transport, Energy and Communications DETEC Federal Office for the Environment FOEN SPP as a way to leverage more.

PROMOTION FROM GROUP ‘B’ TO GROUP ‘A’ Jitendra Singh Former Secretary General/IRPOF.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Public Sector Pensions in Germany Seminar on “Social Rights.

STAFFING VAIBHAV VYAS.

PRESENTATION OUTLINE 1. Introduction 1.1 Concept of HRM 1.2 key functions of HRM 1.3 HRM operating systems 2. HRM in County Public Service 3.The Role.

Dr Odysseas Michaelides Auditor General of the Republic June 2014 The role of the SAIs in times of economic crisis Audit Office of the Republic of Cyprus.

RESERVATIONS LEGISLATIVE CONSENT FOR SC/ ST FOR OBCs

I.There are FOUR groups of staff on Indian Railways. They are:- GROUP AUPSC GROUP BUPSC & RANKERS’ QUOTA & LDCE. GROUP C RRB RESPECTIVE UNITES GROUP D.

DPC Procedure for promotion from Gr ‘B’ to ‘A’ Railway officers

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins November 19, 2014 Environment of Human Resource Management in Nepal Krishna Raj Lamichhane.

Public Sector Enterprises in Nepal Mr. Ram Kumar Sharma Member, National Planning Commission of Nepal.

1 Ministry of Education Initiative for Developing Effective Program Management and Administration Capacity at the National and Sub-national Levels.

1 World Health Organization, Geneva Identifying human resources information needs for ART programmes World Health Organization Human Resources for Health.

A new start for the Lisbon Strategy Knowledge and innovation for growth.

Role of Stakeholders in promoting competition and consumer protection reforms Cornelius Dube Capacity Building workshop for stake holders for the effective.

1 DPC Procedure for promotion from Gr ‘B’ to ‘A’ Railway officers Complied By Er. Mahesh C.Yadav Dy Director/Signal /RB & General Secretary Railway Board.

Finance presentation to Blackpool Health Overview and Scrutiny Committee.

OBJECTIVES To meet CAREER ASPIRATIONS of Officers & Staff (DR & Promotee) To keep the Cadre Strength at OPTIMUM size to meet the functional requirements.

Human Resource © 2015 albert-learning.com Human resource.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU Trends in pay systems for public servants across OECD Member.

PRESENTATION TO PORTFOLIO COMMITTEE ON WATER AFFAIRS AND FORESTRY Cindy Damons 28 May 2008 The role of municipalities in managing and giving effect to.

MANPOWER PLANNING.

HRD IN GOVERNMENT ORGANIZATIONS AND PUBLIC SECTOR SUBMITTED TO: Ms. KAMALPREET KAUR SUBMITTED BY: PRABHJOT KAUR M.COM FINAL(3001)

1 MANAGEMENT SERVICES DIRECTORATE. 2 Appointments to Group ‘A’ on Indian Railways 8 organized Group ‘A’ services IRSE, IRSEE, IRSME, IRSSE, IRSS IRTS,

PRESENTATION BY INDIAN RAILWAYS PROMOTEE OFFICERS’ FEDERATION ON 5 th Nov INDUCTION OF GROUP ‘B’ OFFICERS IN JUNIOR TIME SCALE CADRE IN INDIAN RAILWAYS.

Cement Manufacturers’ Association Special Meeting of Standing Linkage Committee (Long Term) for Power, Sponge & Cement Sectors Emphasis on Supply of Domestic.

BUSINESS MANAGEMENT. WHAT IS STRATEGY?  Strategy may be defined as a course of action, including the specification of resources required to achieve the.

Central government in the planning of municipal revenues and controlling financial sustainability in municipalities Audit department 3, Vilnius division,

United Nations Police Standardized best practices Toolkit on Gender Mainstreaming Policing in Peacekeeping.

PERSONNEL MANAGEMENT - IES MCRC, Bandra.. Transfers, Promotions & Voluntary Retirements - Lecture 4.

Meaning of HRM Importance of HRM Objectives and Functions Role of HRM Duties and responsibilities of hrm Typical organization set up.

Changing Pattern of Local Government: Phases of Development Presented by Dr. AMM Shawkat Ali.

Module V MONETARY AND FISCAL To regulate the issue of Bank Notes and keeping of reserves with a view to securing monetary stability in Country and generally.

 Staffing : Staffing is the process, through which competent employees are selected, properly trained, effectively developed, suitably rewarded and their.

Looking For SSC Jobs News And Updates Candidate who are seeking for SSC jobs should be aware of the latest government jobs vacancies through freejobsnews.

REPUBLIKA SLOVENIJA MINISTRSTVO ZA FINANCE 1 PLANNING WAGE BILL EXPENDITURES Saša Jazbec, Director General / Budget Directorate Ministry of Finance Ljubljana,

SKILL UPGRADATION. GROUP MEMBERS: RUKMANI IYER 17 JYOTI MITHBAVKAR25 NILESHWARI NARKHEDE27 JASON RODRIGUES41 VIKAS SHEVADE52.

LGS – HR POLICY.  OVERALL POLICY STATEMENT  The most valued assets of the Service are the people who individually and collectively contribute to the.

Role of Regulatory Bodies in Improving Quality Education By Rashmi Farkiya.

Position Islands on the Career Sea : An Evaluation of the Open Competitive Position System in Korea. By Sangmook Kim, PhD Public Personnel Administration.

Development of mid-level managers: joining forces and promoting common values (introductory session) Estonia Anna Laido.

OF ESTABLISHED PERSONNEL

Session 4 Strengthening Human Skills and Capacities:

Standing Committee on Appropriation Office of the Director-General

6/12/2018 PRESENTATION OF THE ANNUAL REPORT (2015/2016) TO THE PORTFOLIO COMMITTEE ON SOCIAL DEVELOPMENT 12 OCTOBER 2016.

Lack of Motivation in staff & their Attitudes

Appointments to Group ‘A’ on Indian Railways

Budget Formulation: good practices

INDUCTION OF GROUP ‘B’ OFFICERS IN

Personnel decisions Study Unit 4.

MANPOWER PLANNING.

Presentation transcript:

Why 50 % in Group ‘A’ Posts?

Presentation from NRPOA By- RAM KISHORE President

Method of Recruitment of Group ‘A’ Services in Railway Competitive Examination held by the Union Public Service Commission. Promotion of Officers in Group ‘B’ service including officiating Group ‘B’ officers of the service or department. Para-205 of Indian Railway Establishment Code Vol.- I :

Para-209(B)-1of Indian Railway Establishment Code Vol.-I : 1. Group ‘B’ officers with not less than 3 years non- fortuitous service. 2. DPC shall be constituted for this purpose with one Representative of UPSC as Chairman and two representatives of Railway Ministry shall be Members. Codal Provision for Induction in Group ‘A’ from Group ‘B’

Group ‘B’ Quota for induction in Group ‘A’ A- 25 % of Vacancies prior to B-33% of Vacancies since 1954 C- 40 % of Vacancies since Feb.1978 D- 50 % of Group ‘A’ posts since 1997

Quota being given 25 % of the Junior Scale of Group A Posts.

Cadre Structure of Group ‘A’ in Railways. S.N.CadreIRSEIRSEEIRSMEIRSSEIRTSIRSSIRPSIRASTotal 1Member AM /GM PHOD/AGM SAG SG/JAG Sr.Time Scale Jr.Time Scale Jr.Time Scale (Leave Reserve) Total % age of Jr. Time Scale in the cadre % share of Jr.Time Scale earmarked for Gp.B for induction in Gp.A %age of yearly induction of Total Cadre strength

Position of Group ‘B’ Officers (Sr. Scale- Adhoc) as on YearPersonnelAccountsMech.TrafficS&TElect.StoresCivilTOTAL Total

Comparative Position of Group ‘B’ Officers (having more than 10 years service) waiting for Induction in Group “A”. S.N.Deptt. Total Group B officers Quota in Group ‘A’ Average time to be taken (No of Years ) per year 1Accounts Personnel Traffic & Comml Mech Stores S&T Electrical Civil Total Average time taken years The position is indicative of State of affair as the actual induction depends on various factors.

Affects of NOT providing 50% Quota. Time taken in induction in Group ‘A’ is now years service in Group ‘B’ against the eligibility of 3 years and increasing day by day. There is a shortfall of 31% in Group ‘A’ posts as only 19 % (app.)of Total Group ‘A’ posts of Railways are occupied by Group ‘B’ officers after induction in Group 'A’ against their quota of 50% Group ‘B’ Officers are working on Sr. Scale Posts (Group ‘A’) on Ad-hoc basis as on e

Affects of NOT providing 50% Quota. Eligible officers are not available for promotion to JAG in many departments. Administrative functioning is being jeopardized due to non-availability of trained and skilled mangers/officers. Decision making is suffering, leading to loss of avenues of earnings/ reduction in expenditure. Moral of Group ‘B’ Officers is at the lowest level, affecting the overall performance of Railways.

ROLE OF INDIAN RAILWAYS IN THE CHANGING SCENARIO OF INDIAN ECONOMY. Indian Economy is expected to 10% and Indian railway has to play to its role in achieving the same. Indian Railways is also entering in to era of Public Private Partnership in various fields. 11 th Five Year Plan envisages a plan expenditure of Rs.2,51,000 crore, out of which Rs crore shall be generated from internal resources.

REQUIREMENT OF INDIAN RAILWAYS TO MEET THE CHALLENGE IN THE CHANGING SCENARIO OF INDIAN ECONOMY. Require additional posts at JAG level and above for making policies for revenue generation. Require additional posts at JAG level and above to handle huge expenditure. Require additional experienced force of officers at JAG and above to utilize the assets created for the purpose.

Human Resource : A Major Constraint of Railways in achieving the growth targets. Young and talented people are attracted towards the Corporate world, offering them higher pay and perks, which are not available in Govt. Sector. Materialization of Indents for Direct Recruitment of Group ‘A’ officers in various services of Railways through UPSC is about 75 %. Experienced manpower available in the railway as Group ‘B’ officers is totally demoralised and de- motivated as their quota in Group ‘A’ induction is given only half of the stipulated 50% of Group ‘A’ cadre i.e.25% with no true reasons.

Why is it necessary to give 50% of Group ‘A’/ Jr. Scale to Group ‘B’ now ! Shall help in providing eligible officers to man the JAG posts, which otherwise are lying vacant. Shall help in providing additional officers at JAG level to handle huge plan expenditure of 5 th Five Year Plan. Shall meet the requirement of additional experienced force of officers at JAG to utilize the assets created for the purpose. Shall help in bridging the gap between TASK and TALENT and thus, major constraint in achieving of corporate targets of Railways shall be overcome to a great extent.

Because, it is mandatory as per Rly.Board’s guidelines. Not granting is also the violation of Article 16 of the Constitution of India. Shall help in reducing the stagnation in Group ‘B’. Shall help in removing adhocism of Group ‘B’ officers working on Sr. Scale/Group “A” posts with no additional costs, but only to some extent. Shall help in boosting the morale of Group ‘B’ officers to enhance the performance of Railway System.

FINALLY, IT WILL A PROGRESSIVE STEP TOWARDS REMOVAL OF AGE OLD DISCRIMINATION AND TOTALLY UNSCIENTIFIC TWO FOLD CLASSIFICATION OF OFFICERS IN RAILWAYS FOR ITS BETTERMENT.

THANKS !!!