Frequency of Selection
- Selection for appointment to Group B posts should be held once in two years.
- Vacancies for two years should be assessed taking into account the vacancies in regular cadre (both permanent and temporary), as also in the construction and work-charged cadre/posts.
Eligibility
- Group C employees in Pay Band PB2 (9300-34800) with Grade Pay Rs. 4200 and above with 3 years in the grade (including services in the corresponding pre-revised grades).
- When persons are from different streams, an integrated seniority list is prepared.
- In the integrated seniority employees Pay Band PB2 with Grade Pay Rs. 4600 will be placed above those with Grade Pay Rs.4200. In either category relative seniority of employees will be determined with respect to the length of non-fortuitous service in the Grade Pay Rs. 4600 or Rs.4200 as the case may be.
- In personnel branch all those eligible and volunteering for selection are called for written test.
Selection Procedure
The selection is based on a written test to adjudge the professional ability, viva-voce and assessment of record of service by the Selection Committee. The marks allotted and the qualifying marks under the different heads are as follows:-
Prescribed papers |
Max. Marks |
Qualifying Marks |
Remarks |
One paper on Professional subject and Establishment And Financial Rules. |
150 |
90 |
Out of 150 marks, the professional subject will carry at least 100 marks. |
RECORD OF SERVICE AND VIVA-VOCE |
|||
|
Max. Marks |
Qualifying Marks |
|
i) Viva-voce |
25 |
30 (including at least 15 marks in the record of service) |
|
ii) Record of service |
25 |
|
( Ref 3)
- The question paper for the written test should have a practical bias i.e. it should be designed to test the ability of candidates to tackle the practical problems they are likely to face rather than their theoretical knowledge.
- Ten percent of the total marks allotted for testing the professional ability should be set apart for questions on official language policy and official language rules. Questions on Official Language will not be compulsory.
- Personality, Address and Qualities of Leadership should be assessed at the viva-voce test.
- The panel is prepared with those getting 80% and above as 'outstanding' and 60% to 79% as 'others'.
- The panel should consist of employees who had qualified in the selection, corresponding to the number of vacancies for which the selection was held. Employees securing the gradation 'Outstanding' will be placed on top followed by those securing the gradation, 'good' interse seniority within each group being maintained.
- In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel.
Field of consideration of eligible employees will be determined as follows:
Vacancies | Emloyees to be considered |
1 | 6 |
2 | 8 |
3 | 10 |
4 or more | 3 times no of vacancies |
- In case of SC/ST employees field of consideration may be expanded to 5 times if not available.
- After notice of selection issued, if any employee gives unwillingness in writing field of consideration may be expanded to include additional employees.
- A model Timetable has been suggested by Railway Board as follows:
Working out vacancies | 31 December every year |
Drawing up integrated seniority list | 31 December every year |
Issuing a notice and circulation of seniority list | 2 weeks |
Written examination | 4 weeks |
Supplementary examination for absentees | 2 weeks |
Arranging a viva-voci | 2 weeks |
Arranging a supplementary viva-voci | 2 weeks |
Finding of selection board submitted to GM for approval | 2 weeks |
Publishing panel | 2 weeks |
Delayed selection
If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows:
- Number of vacancies for each selection should be assessed separately.
- Field of consideration of eligible employees should be assessed separately starting from earliest selection.
- Separate panel for each selection.
Currency of Panel
- The panel will be current for a period of 2 years from the date of approval of the competent authority or till a fresh panel on the basis of next selection becomes available whichever is earlier.
Refusal of Promotion
An employee empanelled for promotion to Group 'B' refusing promotion, when his turn arises should be debarred for promotion for one year and if after one year, he refuse promotion again, his name should be deleted from the panel.
References
1. Chapter 2 of Indian Railway Establishment Manual
2. E(GP)2005/2/61 dated 14.9.2006
3. Railway Board's letter No. E(GP)/2005/2/69 dated 5.1.06