Full Text
REGD. No. D. L.-33004/99
THE GAZETTE OF INDIA : EXTRAORDINARY
CG-AP-E-19082025-265490
EXTRAORDINARY
PART III—Section 4
PUBLISHED BY AUTHORITY
No. 545] NEW DELHI, WEDNESDAY, AUGUST 6, 2025/ASHADHA 15, 1947
Sr. No. Particulars Page No.
1. General Rules 4-19
SUMMARY OF POSTS
| Name of Post | Group | Core Pay Scale as per 6th CPC | 7th CPC Pay Matrix | Page No. |
| :--------------------------------------------------------------------------------------------- | :---- | :-------------- | :------------ | :----------------- | :------- |
| | | Pay Band (Rs.) | Grade Pay (Rs.) | | |
| **ADMINISTRATIVE / MINISTERIAL SERVICES** | | | | | |
| 1 Registrar | A | 37400-67000 | 10000 | Level 14 | 22 |
| 2 Finance Officer | A | 37400-67000 | 10000 | Level 14 | 23 |
| 3 Controller of Examination | A | 37400-67000 | 10000 | Level 14 | 24 |
| 4 Deputy Registrar | A | 15600-39100 | 7600 | Level 12 | 23 |
| 5 Assistant Registrar | A | 15600-39100 | 5400 | Level 10 | 24 |
| 6 Section Officer | B | 9300-34800 | 4600 | Level 7 | 25 |
| 7 Assistant | B | 9300-34800 | 4200 | Level 6 | 26 |
| 8 Upper Division Clerk | C | 5200-20200 | 2400 | Level 4 | 27 |
| 9 Lower Division Clerk | C | 5200-20200 | 1900 | Level 2 | 28-29 |
| 10 Multi-Tasking Staff | C | 5200-20200 | 1800 | Level 1 | 29 |
| **OTHER ISOLATED ADMINISTRATIVE SERVICES** | | | | | |
| 11 Internal Audit Officer | A | 15600-39100 | 7600 | Level 12 | 30 |
| 12 Public Relation Officer | A | 15600-39100 | 5400 | Level 10 | 31 |
| 13 Law Officer | A | 15600-39100 | 5400 | Level 10 | 32 |
| 14 Training and Placement Officer | A | 15600-39100 | 5400 | Level 10 | 33 |
| 15 Estates Officer | B | 9300-34800 | 4600 | Level 7 | 34 |
| **STATISTICAL SERVICES** | | | | | |
| 16 Statistical Officer / Research cum Statistical Officer | B | 9300– 34800 | 4600 | Level 7 | 35 |
| 17 Senior Statistical Assistant | B | 9300-34800 | 4200 | Level 6 | 36 |
| 18 Statistical Assistant | C | 5200-20200 | 2800 | Level 5 | 37 |
| **SECRETARIAL SERVICES** | | | | | |
| 19 Private Secretary | B | 9300– 34800 | 4600 | Level 7 | 38-39 |
| 20 Personal Assistant | B | 9300– 34800 | 4200 | Level 6 | 40-41 |
| 21 Stenographer | C | 5200 - 20200 | 2400 | Level 4 | 41 |
| **LIBRARY SERVICES** | | | | | |
| 22 Information Scientist | A | 15600-39100 | 5400 | Level 10 | 42-43 |
| 23 Professional Assistant | B | 9300– 34800 | 4200 | Level 6 | 44 |
| 24 Semi Professional Assistant | C | 5200– 20200 | 2800 | Level 5 | 45 |
| 25 Library Assistant | C | 5200– 20200 | 2000 | Level 4 | 46 |
| 26 Library Attendant | C | 5200– 20200 | 1800 | Level 1 | 47 |
| **TECHNICAL/LABORATORY SERVICES** | | | | | |
| 27 Technical Officer / Maintenance Engineer | A | 15600-39100 | 5400 | Level 10 | 48 |
| 28 Senior Technical Assistant | B | 9300– 34800 | 4200 | Level 6 | 49 |
| 29 Technical Assistant | C | 5200-20200 | 2800 | Level 5 | 50 |
| 30 Laboratory Assistant | C | 5200– 20200 | 2400 | Level 4 | 51 |
| 31 Laboratory Attendant | C | 5200– 20200 | 1800 | Level 1 | 52 |
| **INFORMATION AND COMMUNICATION TECH. SERVICES** | | | | | |
| 32 System Manager / Senior System Analyst | A | 15600-39100 | 7600 | Level 12 | 53 |
| 33 System Engineer / Senior Maintenance Engineer | A | 15600-39100 | 7600 | Level 12 | 54 |
| 34 Junior Maintenance Engineer / Networking Engineer | A | 15600-39100 | 5400 | Level 10 | 55 |
| 35 System Analyst/ Programmer/ Computer Programmer/ System Programmer | A | 15600-39100 | 5400 | Level 10 | 56 |
| 36 Senior Technical Assistant (Computer) / Junior Programmer/Assistant Programmer | B | 9300– 34800 | 4200 | Level 6 | 57 |
| 37 Technical Assistant (Computer) | C | 5200-20200 | 2800 | Level 5 | 58 |
| **ENGINEERING SERVICES** | | | | | |
| 38 Superintending Engineer (Civil)/University Engineer | A | 37400-67000 | 8700 | Level 13 | 59 |
| 39 Executive Engineer (Civil) | A | 15600-39100 | 6600 | Level 11 | 60-61 |
| 40 Executive Engineer (Electrical) | A | 15600-39100 | 6600 | Level 11 | 62-63 |
| 41 Assistant Engineer (Civil /Electrical / Mechanical) | B | 9300– 34800 | 4600 | Level 7 | 63 |
| 42 Junior Engineer | B | 9300– 34800 | 4200 | Level 6 | 64 |
| **RAJBHASHA SERVICES** | | | | | |
| 43 Hindi Officer | A | 15600-39100 | 5400 | Level 10 | 65-66 |
| 44 Hindi Translator | B | 9300– 34800 | 4200 | Level 6 | 67-68 |
| 45 Hindi Typist | C | 5200-20200 | 1900 | Level 2 | 68 |
| **SECURITY SERVICES** | | | | | |
| 46 Security Officer | B | 9300– 34800 | 4600 | Level 7 | 69 |
| 47 Assistant Security Officer | B | 9300– 34800 | 4200 | Level 6 | 70 |
| 48 Security Inspector | C | 5200– 20200 | 2800 | Level 5 | 71 |
| 49 Security Assistant | C | 5200– 20200 | 1900 | Level 2 | 72 |
| **GUEST HOUSE/HOSTEL SERVICES** | | | | | |
| 50 Guest House Manager | B | 9300– 34800 | 4200 | Level 6 | 73 |
| 51 Cook | C | 5200– 20200 | 1900 | Level 2 | 74 |
| 52 Kitchen Attendant | C | 5200– 20200 | 1800 | Level 1 | 75 |
| 53 Hostel Attendant | C | 5200– 20200 | 1800 | Level 1 | 76 |
| **TRANSPORT SERVICES** | | | | | |
| 54 Driver | C | 5200-20200 | 1900 | Level 2 | 77 |
CENTRAL UNIVERSITY OF ANDHRA PRADESH, ANANTAPURAMU
NOTIFICATION
New Delhi, the 25th July, 2025
F. No. CUAP/Estt/2024-25/Gazette/35 Cadre Recruitment Rules (CRR) for the Non-Teaching Posts: October
-2023
1. SHORT TITLE AND COMMENCEMENT:
1.1 These Rules shall be called Central University Non-Teaching Recruitment Rules 2023
of “Central University of Andhra Pradesh, Ananthapuramu”.
1.2 These Rules shall come into force with effect from the date of issue of notification
bythe University.
2. DEFINITION:
In these Rules, unless the context otherwise requires:
2.1 ‘Act’ shall mean the “Central Universities Act, 2009” as amended from time to time.
2.2 ‘Executive Council’ shall mean the Executive Council of “Central University of
Andhra Pradesh, Ananthapuramu”.
2.3 ‘Appointing Authority’ in relation to any post in the University shall imply the
authority competent to make appointment to that post under the Act / Statute /
Ordinances / CRRs / Regulations of the University as amended from time to time.
2.4 'Cadre' shall mean the strength of service, or a part of service sanctioned as a separate
unit.
2.5 'Departmental Candidate' shall mean the employee working on regular basis in the
“Central University of Andhra Pradesh” against a substantive post in the University
but does not include an employee working on ad-hoc, daily wage, contract, or
temporary basis.
2.6 ‘Direct Recruitment' shall mean the recruitment made other than by promotion,
deputation or absorption.
2.7 'Government' shall mean the Government of India.
2.8 ‘Non-Teaching Employee’ shall mean an employee of the University other than the
teachers of the University.
2.9 ‘Regular Service’ shall mean the service rendered by an employee in the cadre on a
regular basis and shall not include the service on contract/daily wage/temporary/ad hoc basis.
2.10 'Schedule' shall mean the Schedule(s) appended to these Rules.
2.11 Selection Committee' shall mean a composition of members of Selection Committee as
specified in the Act, Statutes, Ordinances, UGC Regulations, Guidelines or the Cadre
Recruitment Rules of the University.
2.12 Departmental Promotion Committee and Departmental Confirmation Committee shall
mean departmental Promotion Committee and Departmental Confirmation Committee
respectively, as defined in the Schedule 2.
2.13 'Statutes’, ‘Ordinances' and ‘Regulations’ shall mean, respectively, the 'Statute’,
‘Ordinance' and ‘Regulations' of the University under “Central Universities Act,
2009”, for the time being in force and as amended from time to time.
2.14 'University' shall mean“ Central University of Andhra Pradesh” established under
“The Central Universities (Amendment) Act,2019, An Act further to amend the
Central Universities Act,2009”.
2.15 ‘Age’ shall mean the upper age limit as specified in the Schedule 1.
2.16 ‘Notified date’ shall mean the date specified in the Notification.
2.17 ‘UGC’ shall mean the University Grants Commission established under the UGC
Act, 1956.
2.18 ‘SC’ shall mean Scheduled Caste, ‘ST’ shall mean Scheduled Tribe, ‘OBC’ shall
mean Other Backward Class, ‘PwBD’ shall mean Persons with Benchmark
Disability, EWS shall mean Economically Weaker Sections.
2.19 ‘On Probation’ with relation to a person shall mean a person appointed to any post
on probation as specified in these rules.
2.20 ‘Substantive appointment’ shall mean appointment on a substantive post on regular
basis including on probation followed by confirmation.
2.21 (a) ‘Service or Experience’ wherever prescribed under these rules for direct
recruitment shall mean a condition for appointment to any post shall include the
period which the person has worked on such lower post.
(b) ‘Service or Experience’ wherever prescribed under these rules for promotion shall
mean a condition for promotion to any higher post, shall include the period which
the person has continuously worked on such lower post on regular basis.
2.22 ‘Competent Authority’ shall mean the authority competent to exercise
different powers and functions under these Rules.
2.23 All other words and expressions, used herein, but not defined in these Rules, unless
the context otherwise requires, shall have the same meaning as they have been
assigned in the “Central Universities Act, 2009”, Statutes, Ordinances and
Regulations made thereunder or in the relevant rules framed by the Government of
India as amended from time to time.
3. EXTENT OF APPLICATION:
3.1 These Rules shall apply to all appointments of non-teaching posts on
regular/tenure/deputation/promotion basis by the University as the case may be.
3.2 Instructions issued by the Govt. of India/UGC regarding appointment, conditions of
service and admissible emoluments etc. of the non-teaching employees from time to
time shall apply mutatis mutandis with due approval of the Executive Council.
4. CLASSIFICATION OF POSTS:
4.1 Group ‘A’ (Pay Level 10 and above)
4.2 Group ‘B’ (Pay Level 6 to 9)
4.3 Group ‘C’ including Multi-Tasking Staff (MTS) (Pay Level 1 to 5)
5. SCHEDULE:
The number of posts, with classification, Pay-Matrix, details of qualification, experience,
method of recruitment, age limit, etc. for various posts and any other information relevant to
these posts are specified under Schedule-1.
6. APPOINTING AUTHORITY:
The Appointing Authority in respect of various posts in the University shall be as under:
| Appointing Authority | Posts |
| :------------------- | :--------------------------------------------- |
| A Executive Council | Permanent appointment to all Group ‘A’ posts |
| B Vice- Chancellor | (i) Permanent appointment to all Group ‘B’ posts |
| | (ii) Temporary appointment to all Group ‘A’/ Group ‘B’ posts |
| C Registrar | (i) Permanent appointment to all Group ‘C’ posts. |
| | (ii) Temporary appointment to all Group ‘C’ posts. |
7. METHOD OF RECRUITMENT:
The recruitment to various posts shall be made by the Appointing Authority by the following
methods:
7.1. Direct Recruitment
7.2. Promotion
7.3. Deputation/Absorption
7.4. Tenure Appointment
8. AUTHORISED SANCTIONED STRENGTH OF POSTS UNDER VARIOUS CADRES:
8.1 The authorized sanctioned strength of the posts under each of the cadres as on the date of
notification shall be as specified in Scheduled 1 under these rules.
8.2 After notification of these rules, any new post sanctioned by the UGC/MOE from time
to time shall be added to the authorized sanctioned strength of posts under respective
cadres with due approval of the Executive Council of the University.
9. FUTURE MAINTENANCE OF THE CADRE/POSTS:
9.1 All the appointments made through the method of recruitment, mentioned under Rule-7
above, in the University after notification of these rules, shall be made only in accordance
with the provision of these rules. The Executive Council may add any other posts and/or
Cadre as and when any new post/cadre is sanctioned by UGC / MoE. In case of sanction of
new post(s) by UGC/MoE, necessary procedural formalities such as framing of recruitment
rules of such posts (wherever necessary) have to be made and approval of the Ministry of
Education is required to be obtained. The Executive Council may abolish any post under
intimation to UGC. However, for conversion of any post to another post prior approval of
UGC shall be required.
9.2 The seniority of the employees borne in each cadre/post specified in these rules shall be
maintained by the Registrar of the University and/or other officer authorized for the purpose
by the Competent Authority. Notwithstanding anything contained herein, any class or
category of posts and incumbents thereof may be placed in any of the offices or
establishments, as the case may be, by general or specific order(s) of the Vice-Chancellor or
the Registrar.
10. INITIAL CONSTITUTION:
10.1 The employees holding the posts on regular basis in accordance with the prevailing rules i.e.
prior to the commencement of these rules shall be deemed to have been appointed in
accordance with the provisions of these rules.
10.2 The regular continuous service of the personnel mentioned under sub-rule (1) prior to the
initial constitution shall count for the purpose of probation period, qualifying service for
promotion, confirmation and pension scheme as applicable in the service.
11. PROCEDURE TO BE ADOPTED FOR RECRUITMENT:
I. ISSUE OF ADVERTISEMENT:
The vacant posts of permanent nature, posts approved under specific schemes of permanent nature,
the posts of temporary nature likely to continue, tenure/deputation posts, etc. shall be
advertised at an appropriate time, giving at least one insertion in any of the national dailies
and one insertion in the University website. The candidates may fill up the prescribed
application forms along with the details of qualifications, experience and other requirements
as per the procedures to be prescribed by the university and submit the applications duly
completed in all respects along with the prescribed application fees, if any, within the
stipulated time.
A.1.1 Note:
(a) In order to reduce the cost of advertisement, only essential details of the recruitment
including the closing date of the application shall be indicated in the advertisement.
The closing date may be extended at the discretion of the Vice-Chancellor depending
on the exigency of the situation, by notifying on the website only, for which the
interested candidates have to be in constant touch with the website of the university.
(b) In addition to the provisions mentioned at Para 11 (I) above, the University at its
discretion, may request the Employment Exchange to sponsor candidates for posts as
per the prescribed educational qualifications, experience etc.
II. TIME LIMIT FOR RECRUITMENT PROCESS
The university may ensure that the entire recruitment process including and starting from
advertisement, conducting written examination or holding the interview may be completed
within six months. (Ref: DoPT O.M.No.Misc.14017/15/2015-Estt.(RR) dated 11.01.2016 duly
forwarded by UGC to all central universities vide letter No.F.74-1/2017 (CU) dated 16th
October, 2017).
Provided that, if in the opinion of the Vice-Chancellor, the circumstances so warrant, he/she may
extend the time limit for the recruitment process by a maximum period of six months.
III. APPLICATION FORM
(a) Candidates shall be required to download the application forms from the website of the
University or submit the applications in the prescribed format online.
(b) Applications for all the posts shall be entertained only in the prescribed format
(Online/Offline), along with the prescribed fee, payable in favour of the “Central
University of Andhra Pradesh” through online/offline payment.
(c) The schedule of charges for the application form and the prescribed fee shall be
determined by the Vice-Chancellor, from time to time. Concessions in
application/processing fee, wherever provided, shall be as per Govt. of India norms.
(d) Receipt of applications after the closing date:
* The closing date for receipt of applications shall ordinarily be 30 days from the
date of release of advertisement on the university website. However, the Vice
Chancellor may, at his discretion, decide the extension of the closing date forreceipt
of applications, keeping in view the exigency of the situation before the closing
date is over. Incomplete applications, and the applications received after the due
date, shall not be entertained.
* The Vice-Chancellor may, however, allow the acceptance of any application
received after the closing date, subject to production of proof to his/her satisfaction
that the application along with the enclosures and the remittance details, if any was
posted by the candidate on or before the closing date.
* In case the closing date is a holiday, the next working day shall be treated as the
closing date. Incomplete applications and applications not submitted in the
prescribed format, not with the prescribed fee, self-certified enclosures, etc. shall
be summarily rejected.
(e) The application should be addressed to “The Registrar, “Central University of Andhra
Pradesh” in a closed cover super-scribing "Application for the post of
(f) Holding of Written/Skill Tests:
* While filling up the posts under direct recruitment, the University shall hold
thewritten and/or Skill tests for all Group “B" and "C" Non-Teaching posts.
* The written test may comprise Reasoning Ability, Simple Arithmetic, General
Knowledge, Domain Knowledge of the Establishment, Accounts, Examinations,
Language proficiency in English and Hindi, etc. wherever applicable, noting and
drafting etc. and/or skill tests, or any other type of test depending upon the job
requirements (such as posts under Technical/Laboratory services, Engineering,
Information and Communication Technology, Library services etc.) to be decided
by the University.
* The University may conduct written tests in two stages (i) an objective type test
(Paper I) carrying 100 marks, and (ii) a descriptive-type test (Paper II) carrying 100
marks.
* The minimum qualifying marks to be secured in Paper I shall be 40%. The answer
scripts of the candidates for the descriptive test shall be evaluated only in respect of
those candidates who secure the minimum qualifying marks in Paper I. The
candidates who secure 50% marks in Paper II shall be called for the skill
test/interview, wherever applicable.
* The marks allocated for the skill test, wherever applicable, shall be 50 and the
minimum qualifying marks in the skill test shall be 25. The merit list of the
candidates shall be drawn based on the performance in Paper I (Objective Type
Test) and Paper II (Descriptive test) and Interview (wherever applicable) subject to
qualify for the skill test, wherever applicable.
Notwithstanding the above, the University at its discretion may hold single written
test (Descriptive Test) and skill test, wherever applicable, depending upon the number
of candidates, job requirements (such as posts under Technical/Laboratory services,
Engineering, Information and Communication Technology, Library services etc.)
(g) The marks allocated for the interview wherever applicable shall be 20% of the total
marks and shall be added to the marks scored in Paper I and Paper II or single written
(descriptive test) test as the case may be for the preparation of the merit list.
(h) The competent authority to frame the syllabi for the tests, skill tests, modalities for
carrying out the tests, evaluation, etc., shall be the Vice-Chancellor.
(i) Relaxation in qualifying marks or any other relaxation in the test, if any for the reserved
categories shall be extended as per the Govt. of India guidelines as amended from time
to time.
(j) The University may at its discretion adopt appropriate procedures for recruitment to
Group ‘A’ non-teaching posts on similar lines as given above.
12. COMPOSITION AND FUNCTIONS OF THE SELECTION COMMITTEE:
12.1 The Composition of Selection Committee shall be as prescribed in the
Statutes/Ordinances/UGC Regulations/Notifications/Guidelines/Schedule of CRRs.
12.2 The recommendations of the Selection Committee shall be submitted to the Appointing
Authority for consideration and approval.
12.3 If two or more candidates are recommended by the Selection Committee, the
recommendations shall be made in order of merit.
12.4 No recommendation shall be made by the selection committee with any condition
attached to it.
13. QUALIFICATION AND EXPERIENCE:
The qualification (essential and desirable) and experience required shall be as indicated in the
Schedule. The qualification prescribed in the schedule for each of the post shall be the
minimum qualification.
14. AGE LIMIT:
The upper age limit for appointment to various posts shall be as specified in the Schedule.The
crucial date for determining the age shall be the closing date of the application.
15. RESERVATION OF POSTS:
15.1 The University shall strictly follow the instructions of the Government of India in respect
of reservation/relaxation/concessions to various categories in recruitment/promotions, etc.,
pertaining to age, qualifying marks, experience/fees, etc. as amended from time to time.
15.2 The candidate belonging to the reserved categories shall enclose self-attested copies of the
caste/class certificate and/or medical certificate (pertaining to the determination of degrees
of disability in case of PwBD candidates) from the competent authority in the format
prescribed by the Government of India (subject to verification at a later date), failing
which the application shall be rejected.
15.3 A candidate belonging to SC/ST/OBC who has been selected on the same standard as
applied to the General candidates and who appears in the general merit list is to be treated
as own merit candidate. Such candidate will be adjusted against unreserved point of the
reservation roster. In other words, a candidate applying against the unreserved vacancy
cannot be considered for any relaxation.
15.4 When a relaxed standard is applied in selecting an SC/ST/OBC candidate, for example in
the age limit, experience, qualification, extended zone of consideration larger than what is
provided for un-reserved candidates etc., the SC/ST/OBC/PwBD candidates are to be
counted against reserved vacancies. Such candidates would be deemed as un-available for
the consideration against un-reserved vacancies. However, age relaxation given to PwBD
candidates will not be considered as relaxed standard for the above purpose.
Note: Nothing in these Rules shall affect the reservations, relaxation of age limit and
other concessions required to be provided to the Scheduled Castes and Scheduled Tribes
and other special categories of persons in accordance with the instructions issued by the
Central Government from time to time.
Payment of TA: A candidate shall attend the interview at the designated place and time
at his own expenses. However, the outstation candidates belonging to the SC& ST
categories shall be reimbursed to and fro rail fare (sleeper class) for self only by the
shortest route. In case any station is not connected by rail, ordinary bus fare shall be paid
by the shortest route on production of ticket. The above-mentioned concessions shall
not be admissible to those SC/ST candidates who are already in Central/StateGovernment
Service/ or holding any other employment under PSUs/Local Governments/Panchayats.
16. CONSTITUTION AND ROLE OF SCREENING COMMITTEE:
* The Vice-Chancellor may constitute a Screening Committee by including at least one
outside expert in the relevant field, in addition to the internal members.
* The Member-Secretary to the Screening Committee shall be nominated by the Vice
Chancellor. It shall be the duty of the Member-Secretary to place the relevant
documents/rules/guidelines, etc., relating to the selection before the Screening Committee.
* The Screening Committee shall screen the applications and shortlist the candidates in
accordance with the eligibility criteria, prescribed in the advertisement and as per
recruitment rules. Except for the posts of Registrar, Finance Officer, Controller of
Examination, it must be ensured that the ratio ofthe number of vacant posts to be filled and
the number of candidates to be called for interview does not exceed 1:15. In order to
comply with this requirement of maximum ratio, the Screening committee may fix higher
criteria at its discretion for the candidates.
* If minimum three eligible applicants are not available for any vacancy to appear for the
written test/interview, the post shall be re-advertised at-least twice after which the
University may take appropriate action with regard to the selection.
* This condition shall not be insisted upon in case of selection on deputation (without
absorption). In case of posts in which there is a provision for holding a common written
test, all the eligible candidates, subject to the minimum 3, may be called for the written test
notwithstanding the maximum prescribed ratio. However, the successful candidates in the
written test may be called for interview, wherever required in order of merit subject to
maximum ratio of 1:15.
* The Screening Committee(s) may at its discretion, recommend the candidate for the post
on conditional basis and the conditions must be complied with, by the candidate before the
written test/skill test/interview as the case may be. Till such time, the candidature of the
candidate shall continue to remain provisional.
Note: The Acting/In-charge Vice-Chancellor shall not make any appointment to permanent non
teaching positions. However, the Acting/In-charge Vice-Chancellor may constitute a Screening
Committee/Selection Committee for the appointment of temporary posts as per MHRD (now
MoE) letter F. No. 19-58/2014-Desk (U) dated 09/01/2014 subject to approval of the Executive
Council.
17. CONSTITUTION OF SELECTION COMMITTEES / DEPARTMENTAL
PROMOTION COMMITTEES/ DEPARTMENTAL CONFIRMATION
COMMITTEES *
The Constitution of the Selection Committees and Departmental Promotion Committees (DPC)/
Departmental Confirmation Committees* are specified in the Schedule-2. The Vice- Chancellor,
at his discretion, may include the Head or any other senior member of the unit concerned (in
the absence of the Head of the Unit) in the Selection Committee/Departmental Promotion
Committee at the time of selection/promotion to any post in the University. Any other
member/members can also be included in the Selection Committee/Departmental Promotion
Committee as per the GoI/UGC guidelines.
(* Ref: DoPT O.M.No.AB.14017/21/2011-Estt.(RR) dated 10th May, 2013)
A person shall be disqualified for sitting as a member of any Selection/Departmental Promotion
Committee and Departmental Confirmation Committee and from taking part in any
selection/promotion process under these Rules, if he is related to any candidate or there would be
any conflict of interest in case of his association with the selection process. For this purpose, the
University shall obtain an undertaking to this effect from the member concerned prior to the
commencement of the selection process as per Govt. of India norms.
18. QUORUM:
18.1 The Quorum for the Selection Committee/Departmental Promotion Committee/Departmental
Confirmation Committee prescribed under the UGC Regulations/Notifications/Statutes of the
University/Instructions shall be applicable mutatis mutandis as amended from time to time.
18.2 For other posts, two-thirds of the members present shall form the quorum for the meeting of a
Selection Committee, which shall include the Chairperson, the Visitor’s nominee (wherever
applicable), at least one external expert out of the two Experts or at least two external experts
out of three Experts and one representative from the respective prescribed category as per GOI
norms.
19. DIRECT RECRUITMENT BY OPEN SELECTION:
19.1 Wherever the UGC guidelines in respect of any particular non-teaching post are not available or
framed, the University shall frame its own recruitment rules, laying down the qualifications,
experience and nature of duties, etc., according to the requirements and suitability of the post.
19.2 Recruitment to any regular post in the University shall be made on the recommendations of a
duly-constituted Selection Committee, as prescribed under these rules.
19.3 The Chairman shall be entitled to vote at the Selection Committee meeting and, in case ofa
tie, shall have a casting vote.
19.4 In case two or more candidates are recommended for appointment, the recommendation shall be
in order of merit.
19.5 The recommendations of the Selection Committee for Statutory posts shall be placed before the
Executive Council for approval. If the Executive Council is unable to accept the
recommendations made by a Selection Committee, it shall record its reasons and submit the
case to the Visitor for final orders as prescribed under Statutes.
19.6 The recommendations of the Selection Committee for non-statutory Group ‘A’, ‘B’ & Group
‘C’ posts shall be placed before the competent authority as prescribed under these rules for
consideration and approval. In case the recommendations of the Selection Committee are not
accepted, the reason(s) for non-acceptance of such recommendations shall be recorded and
submitted to Executive Council. The power to reject the recommendations of the Selection
Committee shall rest with the Executive Council and the decision of the Executive Council
shall be final.
20. SENIORITY:
The seniority of each candidate in the respective cadre shall be determined on the basis of his/her
position in the merit list recommended by the Selection Committee and in accordance with the
relevant rules of the Govt of India/UGC.
21. APPOINTMENT AND JOINING TIME:
21.1 The appointment of a candidate shall be subject to the verification of antecedents, educational
qualifications, experience and medical fitness.
21.2 An offer of appointment issued by the University should clearly specify the period (which
shall not normally exceed one or two months) after which the offer would lapse
automatically if the candidate did not join within the specified period.
21.3 If, however, within the specified period, a request is received from the candidate for
extension of time, it may be considered by the University but extension beyond threemonths
shall not be ordinarily granted. It may however be granted by the competent authority only as
an exception where facts and circumstances so warrant. In any case extension may be given
only up to a maximum of six months from the date of issue of the original offer of
appointment. An offer of appointment would lapse automatically after expiry of six months
from the date of issue of the original offer of appointment. The candidate who joins within
the above-mentioned period of six months shall have his seniority fixed under the seniority
rules applicable to the service/post concerned to which he/she is appointed, without any
depression of seniority.
22. GENERAL TERMS AND CONDITIONS OF RECRUITMENT:
22.1 Candidate who is already in service shall submit his application through proper channel along
with vigilance clearance certificate from the competent authority. However, he may send an
advance copy of his application and in case his application is not forwarded due to whatever
reasons till the time of written test or interview as the case may be, he/she, should produce a
"No Objection Certificate along with the Vigilance Clearance Certificate in a sealed cover"
from the employer.
22.2 The application for appointment on deputation shall be forwarded by the employer along with
the Annual Performance Appraisal Reports (APARs)/ACR for the preceding five years and
Vigilance Clearance Certificate, duly certified by the Competent Authority.
22.3 It shall be the responsibility of the candidate to ascertain his/her own eligibility for the post for
which he/she is applying in accordance with the prescribed qualifications, experience, etc., and
submit his application duly filled-in, along with the desired information and documents as per
the advertisement. Suppression of factual information, supply of fake documents, providing
false or misleading information or canvassing in any manner on the part of the candidates shall
lead to his disqualification. In case, it is detected at any point of time in future, even after
appointment, that the candidate was not eligible, his appointment shall be liable to termination
forthwith as per this clause. This must be mentioned in the letter of offer and appointment
clearly.
22.4 Acceptance of documents submitted by an applicant shall be subject to verification by the
competent authority at any point of time even after joining the employment. If any document is
found to be false/fake/incorrect either before or after appointment, the document shall be
summarily rejected or action may be initiated against the candidate which shall lead to
cancellation of his appointment, as the case may be.
22.5 The person appointed against any post shall be governed by the Act/Statutes/Ordinances/Rules
of the University and also the CCS (Conduct) Rules, 1964, CCS (CCA) Rule,1965 or any
other rules of the Government of India, as amended from time to time and any other
rule/resolution prescribed specifically for maintaining the conduct of the employees by the
Executive Council of the University.
22.6 The appointment of a candidate shall be subject to verification of character and antecedents by
the competent authority. Until the verification of character and antecedents’ reports are
received, the appointment shall be treated as provisional. In case the report/s with regard to his
conduct, character, antecedents, etc., is found to be unsatisfactory, the appointment shall be
cancelled/terminated forth with.
22.7 Canvassing in any form on behalf of any candidate shall be treated as a disqualification which
shall lead to cancellation of candidature.
22.8 In pursuance of the Letter No. 19-50/2015-Desk-U, dated 22.12.2015, of the M.H.R.D (Now
MoE), there shall be no interview for appointment to the Group ‘C’ and ‘B’ posts. Accordingly,
no interview shall be held for appointment to the Group ‘C’ and Group ‘B’ posts.
22.9 The selected candidate shall produce a medical fitness certificate issued by a Govt. Hospital/or
Govt./CGHS empaneled Hospital duly countersigned by the concerned civil surgeon or the
Medical Superintendent/Director of the concerned hospital for Group B and C post and
certificate from the Medical Board issued by a Govt. Hospital/or Govt./CGHS empaneled
Hospital for Group A post as the case may be prior to his joining.
22.10 The terms and conditions of appointment shall be communicated to the candidate in the form of
‘Offer of Appointment’ to the selected candidates. If the candidate does not accept the terms
and conditions mentioned in the offer of appointment within the stipulated time, the offer shall
be treated as withdrawn.
22.11 The selected candidates shall be required to perform duties as per the Rules of the University, as
amended from time to time. The University shall be free to assign any duty as per the exigency
of the situation at any time even during non-working hours/holidays which the employee shall
have toperform without fail to avoid any disciplinary action.
22.12 The minimum educational qualification and experience, constitution of Selection Committee,
prescribed quota, method of recruitment or any other eligibility criteria, etc. for direct
recruitment or promotion/under career progression scheme, wherever applicable on the posts of
Registrar, Finance Officer, Controller of Examinations, etc. and equivalent posts shall be
governed strictly as per the UGC's guidelines/regulations. Any amendment to the Notification/
Regulations/Guidelines of the UGC/Government of India in future shall be adopted mutatis mutandis by the University for Implementation in supersession of the existing provisions
already adopted and incorporated in these Rules.
22.13 At the time of recruitment, a ‘Service Agreement’ shall be executed between the University and
theemployee concerned and a copy of the same shall be kept with the Registrar. Such service
agreement shall be duly stamped as per the rates applicable.
22.14 The candidate shall bring all original certificates relating to his age, qualifications, experience,
etc. at the time of tests or interview wherever applicable. In case the candidate fails to
submit the original documents for verification of the certified photocopies of the enclosures to
his application, he may not be allowed to appear at the tests/interview and his candidature may
be treated as cancelled without any further communication in this regard.
22.15
(i) The details of the vacancies shall be indicated in the advertisement. The University may also
include the details with regard to anticipated vacancies arising due to retirement of
employee(s) of that particular year or any case of voluntary retirement or resignation for
which the employee has served notice prior to the issue of advertisement shall be included
in the instant advertisement. TheUniversity reserves the right to fill or not to fill up the
posts advertised for any reasons whatsoever. However, the number of posts filled up shall
not exceed the number of posts advertised including anticipated vacancies.
(ii) The University may draw a reserved panel to fill up a post. In case a candidate on higher
merit regrets to join within a period of six months or resigns/dies after joining, within a
period of one year, the offer shall be made to the next candidate in the merit list, (if
otherwise in order), to reduce the delay in filling up of the vacancies. Such a vacancy
should not be treated as fresh vacancy.
(Reference: DoPT OM No.41010/18/97-Estt(B) dated 13th June, 2000)
(iii) The University reserves the right to withdraw an advertisement, either partly or wholly,
atany time without assigning any reason.
(iv) If any advertisement for any post is withdrawn by the University, the application fee
collected from the candidates shall be refunded within a reasonable period of time.
(v) In case of any ambiguity pertaining to the eligibility criteria for any post, the decision
of the Executive Council shall be final.
23. PROMOTION:
23.1 The candidates to be considered for promotion must comply with the prescribed eligibility
criteria as on the date of issue of the notification.
23.2 Promotion is earned by dint of hard work, good conduct, and result-oriented performance,as
reflected in the APARs. Only performance reported ''Good (Grade Point 5)" carrying Pay
Level 11, consistently for the preceding five years shall be taken into consideration by the
DPC. In case of Group ‘A’ post carrying Pay Level 12 or above, persons reported “Very
Good” (Grade Point 7) shall only be considered. Those with "Average Performance", which
is not an adverse remark, shall not be considered for promotion by the DPC. The University
may hold the written/skill tests at the time of promotion of the employees of the University
and fix qualifying marks as per the schedule appended herewith, in addition to the screening
the Annual Performance Appraisal Reports (APAR) for preceding years, depending upon the
length of Qualifying Service. While screening the Annual Performance Appraisal Reports,
the University may also fix any other criteria for consideration of the DPC.
23.3 The DPC should assess the suitability of the employees for promotion on the basis of their
service records and the Annual Performance Appraisal Reports for the preceding five years,
as specified above at clause 23.2.
23.4 In case there is any adverse entry in the APAR, or for want of prescribed score in the APAR,
the case of promotion shall not be considered unless and until the competent authority
expunges such adverse entry. If the competent authority does not expunge the adverse entry
or does not increase the score after review of performance as per procedures, the employee
concerned may have to wait for the required number of reports carrying the prescribed
bench marks as required for the post under these Rules.
23.5 The eligibility criteria, Vigilance Clearance Reports and APAR dossiers, duly completed in
all respects along with the seniority list and results of the written test (if conducted by the
University) of the eligible employees to be considered for promotion, with details of the
number of vacancies, number of posts reserved for SCs/STs/PwBDs, etc. shall be provided to
the DPC for consideration as per GoI rules.
23.6 In the case of "Selection", the zone of consideration of eligible officers extended zone for
SCs/STs/PwBDs to ensure the promotional chances against the reserved quota shall be
decided by the DPC on the basis of the service records of the officers. The normal zone and
the extended zone will be as per the Govt. of India rules.
23.7 The departmental test shall only be qualifying in nature. The DPC shall make its own
assessment of the officers and shall determine the merit of those being assessed for
promotion with reference to the benchmark "Good" i.e. minimum score 5 for all officers up to
the Pay Level 11 and “Very Good", i.e. a minimum score of 7 for all Group 'A' posts up to
the Pay Level 12 and above, accordingly, grade the officers as 'fit' or 'unfit' only. Those who
are graded as 'fit' shall be included in the select panel in order of their inter-se-seniority in the
feeder grade, subject to the availability of regular vacancies. Those employees who are
graded 'unfit' by the DPC shall not be included in the selection panel. There shall be no
supersession in promotion among those who are graded 'fit'. The grading and score are quoted
below:
| S.No. | Grading System and Score in APAR |
| :---- | :--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- |
| (i) | Grade "between 8-10" shall be rated as 'outstanding' and shall |
| | be given a score of 9 for the purpose of calculating averagescores for |
| | appointment/promotion. |
| (ii) | Grade "between 6 and short of 8" shall be rated as 'very good' |
| | and will be given a score of 7 for the purpose of calculating average |
| | scores for appointment/promotion. |
| (iii) | Grade "between 4 and short of 6" shall be rated as ' good' and |
| | shall be given a score of 5 for the purpose of calculatingAverage |
| | scores for appointment/promotion. |
| (iv) | Below 4 shall be given a score of 'zero'. |
(a) The meeting of the Departmental Promotion Committee (DPC) shall ordinarily be convened at
least once a year, which shall depend upon the availability of vacancy.
(b) The administrative authorities shall ordinarily ensure that the information furnished to the
Departmental Promotion Committee are accurate and in proper order in all cases and a
certificate to this effect duly signed by the officer designated for the purpose shall form a part
of the note for the DPC.
(c) Penalties of any kind (major) shall constitute a bar to one's eligibility for promotion or
confirmation as per DoPT guidelines. However, minor penalty of "censure" would notconstitute
a bar on the eligibility and consideration for the purpose of promotion/confirmation unless
otherwise mentioned specifically in the order about such a bar on the eligibility.
(d) The following cases shall be brought to the notice of the DPC:
(i) Employees under suspension;
(ii) In respect of whom a charge-sheet has been issued and disciplinary proceedings are
pending; and
(iii) In respect of whom prosecution for a criminal charge has been pending in the Courtof
Law.
The DPC shall assess their suitability without regard to the disciplinary aspect. The findings of the DPC
shall be kept in a sealed cover as per the fact recorded in the proceedings of the DPC. The same
procedures shall be followed by subsequent DPCs till the disciplinary/criminal cases are concluded. On
conclusion of the case, the sealed cover will be opened. In case the officer is completely exonerated, the
due date of his promotion shall be determined and he will bepromoted notionally with reference to
the date of promotion of his junior and if necessary by reverting the junior most officiating person. If not
exonerated, the recommendations of the DPC in sealed cover shall not be acted upon.
(e) The cases of officers under cloud after clearance by the DPC shall be settled in accordance
with the Government of India rules.
24. FUNCTIONS OF THE DPC:
24.1 The Departmental Promotion Committee (DPC) shall consider and make recommendations
in all cases of Group A, B and C employees. The constitution of DPC for various categories
of posts shall be as prescribed under the Cadre Recruitment Rules of the University.
24.2 While considering the promotional cases, the Departmental Promotion Committee shall
consider the following:
(i) Provisions of the Rules/Act/Statutes/Ordinances/University
Regulations/UGCRegulations/guidelines and GOI Rules as applicable from time to
time.
(ii) Eligibility criteria and relaxations/concessions applicable to the SC/ST/PwBD
categories.
(iii) Work and Conduct Reports
(iv) The Annual Performance Appraisal Reports (APARs) for the preceding five years
along with the Annual Property Returns (APRs) as available with the competent
authority. While screening the Annual Performance Appraisal Reports (APARs), the
DPC may also adopt the criteria with regard to the bench marks as mentioned in the
Statutes/Ordinances/Govt. of India rules.
(v) Vigilance Clearance Report
(vi) Roster points of the cadre(s) as per the reservation policy of the Govt. of India/UGC.
(vii) Performance in the interview/skill test/written test, if conducted by the University as
per rules.
(viii) The DPC is expected to screen the cases and decide the eligibility based on the
aforementioned documents like APARs, Vigilance Clearance Report, Roster,
Recruitment Rules etc.
Note: In case APAR(s) for any particular period has not been written/endorsed by the designated authority
despite the fact that the employee concerned produces the proof of submission of self-appraisal
report(s) duly filled-in for that particular period(s) to the concerned section, the DPC/Screening
Committee shall ignore the report(s) of that particular period(s) and shall take into account the
report(s) of the immediately preceding period(s). It is mandatory on the part of the designated officer
to make entry in the relevant register to be maintained for this purpose and issue proper receipt to the
employee concerned as a proof of submission of the appraisal reports. There shall be proper entry in
the relevant register with regard to each movement of the APAR till the completion of its process.
25. MODE OF PROMOTION:
25.1 The university should strictly adhere to the quota prescribed for Promotion of the eligible
internal candidates as per the Recruitment Rules. In case candidates are not available under
the internal quota and the posts are filled up through direct recruitment in the interest of the
university, future vacancy may be shifted proportionately to the Promotion quota and filled
up out of the eligible internal candidates from the feeder cadre. In the light of the above, the
DPC shall be required to ensure the number of available vacancies under the promotion
quota.
25.2 In addition to the conditions for promotion for the posts, as specified at 23 above, University
may decide the method and procedure to be followed for promotion in respect of any
category of posts. This for this purpose, the University, at its discretion, may opt the fitness-cum seniority or hold written test or other trade/professional tests and fix qualifying marks for any
post to assess the competence in an objective manner. In such cases, association of at least
one external expert shall be mandatory.
25.3 Mere possession of eligibility conditions shall not entitle an employee to be promoted to the
next higher post from the date of his eligibility. After completion of formalities such as
Annual Performance Appraisal Reports (APARs)/ACRs, Vigilance Clearance Report, the
Departmental Promotion Committee may be constituted to evaluate and assess the eligibility
of the employees. The employees shall be considered for promotion based on the
recommendations of the DPC duly approved by the Competent Authority of the University.
25.4 All promotions of the non-teaching staff belonging to Group ‘A’, ‘B’ and Group ‘C’ shall
take effect from the date of joining.
25.5 Qualifying in Typing Test/Skill Test with knowledge of computers shall be the compulsory
requirement for promotion to the post of Lower Division Clerk, Upper Division Clerk,
Assistant, Semi-Professional Assistant, Library Assistant and other positions as identified
from time to time. Further, qualifying in Typing Test/Skill Test with knowledge of computers
shall be the compulsory requirement for all Personal Assistants of the University who shallbe
considered for promotion as Private Secretary as per the eligibility criteria prescribed in these
Rules as prescribed for direct recruitment. The University may impose any condition to be
complied with at a future date failing which the competent authority may order for stoppage
of increment.
26. AD-HOC PROMOTIONS:
In case there is an existing vacancy and no eligible employee is available in the feeder Cadre
for promotion, the competent authority may consider relaxation by a maximum period of one
year at its discretion to promote an employee on ad-hoc basis after completing all procedural
formalities, as laid down under Rule 22 above. However, this arrangement shall not be allowedto
continue beyond one year in case the employee concerned is not considered for regular promotion.
27. PANEL:
The panel drawn for promotion/direct recruitment shall be valid for a period of one year fromthe
date of the meeting of the DPC/date of approval of the recommendations, respectively.
28. MODIFIED ASSURED CAREER PROGRESSION SCHEME (MACP)/CAREER
ADVANCEMENT SCHEME (CAS)/DYNAMIC ASSURED CAREER PROGRESSION SCHEME
The financial up-gradation under the Career Advancement Schemes such as MACP/CAS/DACP
Scheme in respect of non-teaching staff of the University shall be allowed as per the provisions of
the Act/Statutes/Ordinances, Rules of the University and orders/guidelines ofUGC/Government of
India (as amended from time to time) duly adopted by the University.
(a) The Modified Assured Career Progression Scheme (MACPs) of the Govt. of India, duly
communicated for implementation by the UGC in respect of Non-Teaching employees, shall
be effective from 01.09.2008, or as per the eligibility criteria prescribed by the GOI/UGC
from time to time, whichever is later. Similarly, in case of Medical Officer, Dynamic Assured
Career Progression Scheme (DACPs) shall be applicable as prescribed by the Govt. of
India/UGC from time-to-time.
(b) In case of up-gradation of pay scale, up to the level of Joint Registrar or equivalent, the
Registrar shall chair the meeting of the Screening Committee. The Vice-Chancellor shall
nominate at least one external expert and other members representing
SC/ST/OBC/PwBD/Minorities etc. wherever required as per the guidelines of the UGC / GoI.
(c) Any dispute in implementation of the aforementioned Career Advancement Schemes shall be
referred to the University Grants Commission, and the decision of the UGC shall be final.
29. DEPUTATION:
The University may fill up any post on deputation by drawing officers from Govt. of
India/Autonomous Bodies/PSUs as per UGC/GOI Rules. The officer to be considered for deputation
against any post below Pay Level-14 must be less than 56 years of age and Pay Level-14 and above
must be less than 58 years of age. In case the appointment is made on deputation by following the
due process of selection prescribed for the post under the Cadre Recruitment Rules, the incumbent
may be allowed to continue for the period as prescribed by the Govt. of India from time to time or
till he attains the age of superannuation prescribed for that particular cadre, whichever is earlier. An
appointment on deputation may be made initially for a period of three years (except statutory posts)
which may be extended further at the discretion of the Competent Authority subject to satisfactory
performance. The University, however, shall have the right to repatriate all incumbents, including
the incumbents holding the statutory posts, at any time even before the prescribed period in case his
performance, integrity or conduct are found to be unsatisfactory at any stage, in the opinion of the
competent authority.
Ordinarily, no person working on deputation shall be absorbed in any post of the University after
expiry of his period of deputation. In case, it is decided in the interest of the University to absorb any
such person, then the University may take up the matter with his parent organisation for concurrence
after obtaining the option of the employee concerned subject to the condition that the matter of
absorption is specifically mentioned in the advertisement. After obtaining the consent of the parent
department, the case shall be placed before the Competent Authority for a final decision. In case he
is absorbed in the University, he shall be assigned the bottom seniority of that particular cadre as per
the Govt. of India rules.
30. PROBATION:
30.1 In case of direct recruitment, the selected candidate shall be kept on probation for a period as
specified in these rules. The date from which confirmation should be given effect is the date
following the date of satisfactory completion of the prescribed period of probation or the
extended period of probation, as the case may be. The decision to confirm the probationer or
to extend the period of probation as the case may be should be communicated to the
probationer normally within 6 to 8 weeks prior to the completion of Probation period.
Probation should not be extended for more than a year and, in nocircumstances, an employee
should be kept on probation for more than double the normal prescribed period of probation.
The officer will be deemed to have successfully completed the probation period if no order
confirming, discharging or reverting the officer is issued within eight weeks after expiry of
double the normal period of prescribed probation. On completion of the probation period or
any extension thereof, employees shall, if considered fit for permanent appointment, be
retained in the appointments on regular basis and be confirmed against the available
substantive vacancies as the case may be. In case there is no perceivable improvement despite
all this, his/her services shall be discharged by givinghim/her one month's notice in advance
or on payment of one month's salary in lieu of notice. The employee concerned may also
exercise his/her option to resign by giving one month's notice.
As regards other matters relating to probation, the employee will be governed by the
instructions issued by the Government of India in this regard from time to time.
30.2 In the case of promotion to the next higher group, the employee(s) shall be kept on probation
for a period of two years from the date of joining. The appointing authority may at its
discretion, extend the period of probation by one year on ground of non-performance,
misconduct or misbehaviour or if he/she fails to comply with the terms and conditions of the
appointment to the post to which he/she was promoted. In case there is no perceivable
improvement despite all this, he shall be reverted to his parent post, with immediate effect,
and consequently all the employees promoted against the consequential vacancies due to the
promotion of this employee shall be reverted to their respective parent posts, in case they
cannot be adjusted in any other similar vacant posts. However, there shall not be any
probation for promotion within the same group.
Note:
(i) If an employee who has been recruited/promoted to any post, avail himself of
leaveon a piecemeal basis, or at a time for a period of two months or more during
the period of probation, his probation shall be extended proportionately, i.e., equal
to the total period of leave availed by the employee concerned.
(ii) In order to avoid any anomalous situation, all cases of probation of the officials
shouldbe reviewed in every six months. In case, the result of review of performance
of an official is found to be unsatisfactory, or not up to the mark, he shall be
apprised of the consequences of unsatisfactory performance during the period of
probation. Such an appraisal should be issued in advance after which the
performance of the official concerned should be continuously kept under
observation.
(iii) Notwithstanding anything contained in the above-mentioned provision, if a
probationer is placed under suspension during the period of probation, the period of
probation may be extended till such period as the appointing authority deems fit in
the circumstances.
(iv) As for temporary Government servants they should, as a matter of rule, be asked to
resign from the parent department/office at the time of release from the parent
department/office. An undertaking to the effect that he/she will resign from the
parent department/office, in the event of his/her selection and appointment to the
post applied for, may be taken from his/her at the time of forwarding the
application. This procedure is to be followed even in case of a temporary
Government servant applying as a direct recruit for a post in the same organization.
(v) An employee of the University shall be confirmed through Departmental
Confirmation Committee.
(vi) An employee of the University shall not be confirmed on his post unless and until he
signs the ‘Service Agreement’.
(vii) There shall be no probation in the case of an employee appointed to a post on
deputation, tenure or on re-employment after superannuation.
(viii) The appointing authority shall record the reasons in writing while terminating the
appointment of a probationer or extension of the normal period of probation.
31. APPLICATION OF GOVT. OF INDIA RULES/ UGC REGULATIONS:
If any particular provision concerning the qualifications for recruitment and promotion or seniority
under these Rules is silent, the corresponding rules operating in the Govt. of India/UGC, or the
qualifications prescribed by the Govt. of India/UGC shall apply mutatis mutandis.
Further, the Pay Matrix contained in the Schedules for various posts shall be revised as per the
GOI/UGC regulations/guidelines as amended from time to time.
32. POWER TO RELAX:
32.1 Relaxation in age, experience, qualifying marks, etc., may be granted to the candidates
belonging to the Schedule Caste/Schedule Tribes/OBC/PwBD or any other reserved category
for reserved posts as per the UGC/Govt. of India guidelines. A certificate to this effect issued
from the competent authority should be attached with the prescribed application form.
Wherever a relaxation of qualification, including percentage of marks, is permitted under the
UGC/Govt. of India guidelines, such relaxation shall also be considered in appropriate cases
subject to recommendations of the Screening Committee.
32.2 The relaxation in age shall also be given in respect of the following categories as mentioned
against each:
| S.No. | Category of Persons | Extent of age relaxation |
| :---- | :------------------------------------------------------------------------------------------------------------------------------------------ | :-------------------------------------------------------------------------------------------------- |
| 1. | Regular Employees of the Central Govt/State | At par with the Government of India |
| | Govt./ Central Universities/ UGC maintained | Employees as extended under the |
| | deemed to be Universities/ other Central/State autonomous | Government of India rules. |
| | bodies/ organizations/Institutions. | |
| 2. | Ex-Servicemen | |
The upper age limit for appointment of Group ‘C’ posts is relaxable for Group ‘C’ and
erstwhile Group ‘D’ departmental candidates up to 40 years in case of General candidates
and 45 years in case of candidates belonging the SC/ST who has rendered three years
continuous regular service in university in accordance with the instructions or orders issued
by the Govt. of India.
33. DISQUALIFICATION:
The following categories of persons shall not be eligible to apply for any position in the
University:
33.1 who has been convicted by any Court of Law or any criminal proceedings are pending
againsthim;
33.2 Who is a person of unsound mind and questionable conduct or not medically fit to
performhis duties.
33.3 Who has entered or contracted a marriage with a person having a living spouse; Provided
that the Competent Authority of the University may, if satisfied that such marriage is
permissible under the personal law applicable to such person and the other party to the
marriage and there are other grounds for doing so, exempt any person from the
operationof these rules.
33.4 Who is not a citizen of India; and
33.5 Any other category of person disqualified for appointment by the Govt. of India/State
Govt./UGC from time to time.
34. VIGILANCE CLEARANCE:
34.1 Candidate who is already in service shall submit the Vigilance Clearance Certificate
from the employer or his authorised officer, to the effect that no disciplinary/criminal
proceedings arepending or contemplated against him. It shall be directly sent by the
parent department or be handed over to the employee concerned in sealed cover at
the time of written/skilltest/interview as applicable or along with the application.
34.2 Wilful suppression of factual information or any document relating to the eligibility or
otherwise as a candidate, followed by supply of fake documents or misleading statement
or information in the application or tampering with the documents or providing such
information relating to the achievements, caste, educational qualifications, experience or
domicile, etc., the Chief Vigilance Officer of the University shall have the powers to
investigate/inquire into the matter and submit his report to the Vice-Chancellor for
further action at any stage of recruitment process or employment. If any of these acts is
found to be true, the candidate shall be disqualified for appointment to the post or if
already appointed, his/her services shall be liable to be terminated, with immediate effect
after adhering to the procedures.
34.3 Notwithstanding the provisions of para 10 in Schedule 2 of the CRR, wherever, there is
only one sanctioned post in any cadre, the post shall be filled through direct recruitment
only.
35. REMOVAL OF DIFFICULTIES:
If any difficulty arises in the implementation or operation of any of the provision of these rules,
the Vice-Chancellor may, from time to time issue with the approval of the Executive Council,
such general or specific directions but not inconsistent with the provisions of the Act, Statutes,
Ordinances or directives of the Government of India, Ministry of Education/University Grants
Commission, which appear to be necessary for the purpose of removing such difficulty.
36. INTERPRETATION:
Any ambiguity or lack of clarity with regard to any clause of the Rules, the matter may be
referred to UGC for clarification.
37. AMENDMENT OF RULES:
Amendment, modification, changes, withdrawal, suspension and relaxation in any or all of
provisions of these Rules shall be done with prior approval of Govt. of India/UGC.
38. RESIDUARY MATTERS:
In regard to the matters not specified or referred to in these rules, the corresponding
provisions as provided by the UGC for their employees or as prescribed by the Govt. of India
relating to its employees, as amended from time to time, shall be followed. In case anyparticular
provision in these Rules is in conflict with any provision of the UGC Regulations/guidelines or
Govt. of India Orders, shall the provisions of the UGC Regulations/guidelines or Govt. of India
Orders shall prevail.
39. LIABILITY OF OFFICERS TO SERVE ANYWHERE IN INDIA:
The non-teaching employees shall be liable to serve anywhere in India within the jurisdiction
of the University.
40. TERRITORIAL JURISDICTION:
In case of any dispute, the territorial jurisdiction for adjudication shall be the “High Court
of Andhra Pradesh”
41. REPEAL:
All the existing rules and orders in relation to the matters covered under these rules shall stand
repealed but any action already taken pursuant to such existing rules and orders shall be deemed
to have been taken under these rules.
Schedule -I
REGISTRAR
| 1 Name of Post | Registrar |
| :-------------- | :-------- |
| 2 Number of Post | 1 (One) |
| 3 Classification | Group ‘A’ |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 14 |
| 5 Whether Selection or non-selection post | Not Applicable |
| 6 Age Limit for Direct Recruits | Preferably below 57 years |
| 7 Educational and other qualifications required for direct recruits | Essential: |
| | i) Master’s degree with at least 55% of the marks or an |
| | equivalent grade in a point scale wherever grading system |
| | is followed. |
| | ii) At least 15 years of experience as Assistant Professor |
| | in the Academic Level 11 and above or with 8 years of |
| | service in the Academic Level 12 and above including as |
| | Associate Professor along with experience in educational |
| | administration |
| | or |
| | Comparable experience in research establishment and/ or |
| | other institutions of higher education, |
| | or |
| | 15 years of administrative experience, of which 8 years |
| | shall be as Deputy Registrar or an equivalent post. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Not Applicable |
| 9 Period of probation, if any | Not Applicable |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and percentage of the post to be filled by various methods. | Direct/Deputation for a tenure of five years** or till attaining the age of superannuation i.e. 62 years, whichever is earlier |
| | (Eligible for reappointment after observance of due selection |
| | process) |
| 11 In case of recruitment by promotion/ deputation / absorption, grades from which promotion / deputation / absorption to be made | Deputation: Qualifications & Experience: As indicated at col. 7.Grade: Holding analogous post or eight years’ experience at Pay Level-12 Selection Committee: As at column 12. |
| 12 Composition of DPC or Selection Committee | As per Act/Statutes /UGC Notification |
| ** Note: clause 44 Transitional Provisions CU Act 2009– Notwithstanding anything contained on this Act and the Statutes- | |
| (a)---------------XXXXXXXXXXXXXXXXXXXX----------------------- | |
| (b)The first Registrar and the first Finance Officer shall be appointed by the Visitor and each of the said officers shall hold office for a term of three years | |
| FINANCE OFFICER | |
| 1 Name of Post | Finance Officer |
| :-------------- | :------------ |
| 2 Number of Post | 1 (One) |
| 3 Classification | Group ‘A’ |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 14 |
| 5 Whether Selection or non- selection post | Not Applicable |
| 6 Age Limit for Direct Recruits | Preferably below 57 years |
| 7 Educational and other qualificationsrequired for direct recruits | Essential: |
| | i) Master’s degree with at least 55% of the marks or an equivalent |
| | grade in a point scale wherever grading system is followed. |
| | ii) At least 15 years of experience as Assistant Professor in the |
| | Academic Level 11 and above or with 8 years of service in the |
| | Academic Level 12 and above including as Associate Professor |
| | along with experience in educationaladministration |
| | or |
| | Comparable experience in research establishment and/ orother |
| | institutions of higher education, |
| | or |
| | 15 years of administrative experience, of which 8 years shallbe |
| | as Deputy Registrar or an equivalent post. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Not Applicable |
| 9 Period of probation, if any | Not Applicable |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation /absorption andpercentage of the post to be filled by various methods. | Direct/Deputation for a tenure of five years ** or till attaining the age of superannuation i.e. 62 years, whichever is earlier |
| | (Eligible for reappointment after observance of due selectionprocess) |
| 11 In case of recruitment by promotion/ deputation / absorption, grades from which promotion / deputation / absorption to be made | Deputation: |
| | Appointment preferably by drawing officers not below the Level 12 |
| | belonging to the Indian Audit and Accounts services or other similar |
| | organized Services in Central/ State Govt. |
| | or |
| | University System/ Other organisation subject to fulfilment of |
| | qualification as indicated under col. 7 on Deputation for a tenure of5 |
| | years or till attaining the age of 62 years, whichever is earlier. |
| | Note: The Selection Committee for deputation shall be the same as |
| | at column 12. |
| 12 Composition of DPC or Selection Committee | As per Act/Statutes /UGC Notification |
| ** Note: clause 44 Transitional Provisions CU Act 2009– Notwithstanding any thing contained on this Act and the Statutes- | |
| (a)---------------XXXXXXXXXXXXXXXXXXXX----------------------- | |
| (b)The first Registrar and the first Finance Officer shall be appointed by the Visitor and each of the said officers shall hold office for a term of three years | |
| CONTROLLER OF EXAMINATIONS | |
| 1 Name of Post | Controller of Examinations |
| :-------------- | :----------------------- |
| 2 Number of Post | 1 (One) |
| 3 Classification | Group ‘A’ |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 14 |
| 5 Whether Selection or non-selection post | Not Applicable |
| 6 Age Limit for Direct Recruits | Preferably below 57 years |
| 7 Educational and other qualifications required for direct recruits | Essential: |
| | i) Master’s degree with at least 55% of the marks or an |
| | equivalent grade in a point scale wherever grading system |
| | is followed. |
| | ii) At least 15 years of experience as Assistant Professor in |
| | the Academic Level 11 and above or with 8 years of |
| | service in the Academic Level 12 and above including as |
| | Associate Professor along with experience in |
| | educational administration |
| | or |
| | Comparable experience in research establishment and/ or |
| | other institutions of higher education, |
| | or |
| | 15 years of administrative experience, of which 8 years |
| | shall be as Deputy Registrar or an equivalent post. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Not Applicable |
| 9 Period of probation, if any | Not Applicable |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and percentage of the post to be filled by various methods. | Direct/Deputation for a tenure of five years or till attaining theage of superannuation i.e. 62 years, whichever is earlier |
| | (Eligible for reappointment after observance of due selection |
| | process) |
| 11 In case of recruitment by promotion/ deputation/absorption, grades from which promotion/ deputation/ absorption to be made | Deputation: |
| | Qualifications & Experience: As indicated at col. 7. |
| | Grade: Holding analogous post or eight years’ experience at |
| | PayLevel-12 |
| | Selection Committee: As at column 12. |
| 12 Composition of DPC or Selection Committee | As per Act/Statutes /UGC Notification |
| DEPUTY REGISTRAR | |
| 1 Name of Post | Deputy Registrar |
| :-------------- | :--------------- |
| 2 Number of Post (s) | As per the UGC approved sanctioned strength of the University |
| 3 Classification | Group – A |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 12 |
| 5 Whether Selection or non- selection post | Selection |
| | Not applicable in case of Direct Recruitment/Deputation |
| 6 Age Limit for Direct Recruits | 50 Years |
| 7 Educational and other qualifications required for direct | Essential Qualifications: |
| | i. Master’s Degree with at least 55% of the marks or an equivalent |
| | grade in a point scale wherever grading system is followed. |
| | ii. Five years of experience as Assistant Registrar or inequivalent |
| | post in the Pay Level 10 and above. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Age: No |
| | Academic Qualification: Must possess at least Bachelor’s degree |
| | froma recognized University. |
| 9 Period of probation, if any | One year |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation /absorption and percentage of the post to be filled by various methods. | 75% by Direct Recruitment |
| | 25% by promotion, failing which by deputation. |
| | (Ref: MHRD Letter No.1-7/2015-.U.II (2) dated 02/11/2017) |
| 11 In case of recruitment by promotion/deputation /absorption, grades from which promotion/ deputation /absorption to be made | Promotion: Assistant Registrar with five years regular service in Pau |
| | Level 11. |
| | Deputation: Officers holding analogous posts on regular basis or with |
| | five years regular service in Pay Level 11or with eight years |
| | regular |
| | service in Pay Level 10in the Central/State Government, Universities |
| | and other autonomous organizations. |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) 2023 |
| | (schedule II) |
| ASSISTANT REGISTRAR | |
| 1 Name of Post | Assistant Registrar |
| :-------------- | :---------------- |
| 2 Number of Post (s) | As per the UGC approved sanctioned strength of the University |
| 3 Classification | Group – A |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 10 |
| 5 Whether Selection or non- selection post | Selection |
| | Not applicable in case of Direct Recruitment/Deputation |
| 6 Age Limit for Direct Recruits | 40 Years |
| 7 Educational and otherualifications required for direct Recruits | Essential Qualifications: |
| | I. Master’s Degree with at least 55% of the marks or an equivalent |
| | grade in a point scale wherever grading system is followed. |
| | II. The appointment under direct recruitment shall be made through |
| | an All India open competition by conducting a written test and |
| | interview. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Age: No |
| | Qualification: No, but must possess at least Bachelor's degree |
| | from arecognized University/Institute. |
| 9 Period of probation, if any | Two Years |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and percentage of the post to be filled by various methods. | 50% by direct recruitment |
| | 50% by promotion, failing which by deputation/direct recruitment. |
| 11 In case of recruitment by promotion/ deputation / absorption, grades from which promotion /deputation /absorption to be made | Promotion:5 years of regular service as Section Officer / Private |
| | Secretary (pay level 7 & above). |
| | Based on merit from among the eligible candidates having requisite |
| | experience from feeder cadres on the basis of a written test. |
| | Deputation: |
| | Officers holding analogous posts on regular basis or with 5 years |
| | regular service in lower grades position in Level 7/Level 8 in the |
| | Central /State Government, Universities and other autonomous |
| | organizations. |
| | Knowledge of Computer Applications |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) 2023 |
| | (schedule II) |
| SECTION OFFICER | |
| 1 Name of Post | Section Officer |
| :-------------- | :------------- |
| 2 Number of Post (s) | As per the UGC approved sanctioned strength of the University |
| 3 Classification | Group – B |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 7 |
| 5 Whether Selection or non- selection post | Selection |
| | Not Applicable in case of Direct Recruitment/Deputation |
| 6 Age Limit for Direct Recruits | 35 Years |
| 7 Educational and other qualifications required for direct recruits | Essential Qualifications: |
| | i) A Bachelor’s Degree in any discipline from any recognised |
| | Institute/ University. |
| | ii) Three Years’ Experience as Assistant in the Level 6 or eight years |
| | as UDC in Level 4 in any Central / State Govt./ University/ PSU |
| | and other Central or State Autonomous Institutions or holding |
| | equivalent positions in any reputed Private companies/ bank with |
| | annual turnover of at least Rs.200/- Crores or more. |
| | iii) Proficiency in Computer Operation, noting and drafting. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Age: No |
| | Academic Qualification: Yes (As indicated at column 7) |
| 9 Period of probation, if any | Two Years |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and | 75% by Promotion from the cadre of Assistant subject to qualifying the |
| | departmental test, failing which by deputation. |
| 11 In case of recruitment by promotion/ deputation/absorption,grades from which promotion / deputation/absorption to be made | Promotion: 05 years of regular service from the feeder grade of Assistant |
| | in Level 6subject to seniority-cum-fitness with academic qualification as |
| | in Col.7 above. |
| | Deputation: Officers holding analogous post on regular basis or with |
| | three years regular service in Level 6 or equivalent in the Central/ State |
| | Govt. Universities or autonomous organizations and possess the |
| | Bachelor’s degree as prescribed for direct recruits at Col.7 above. |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) 2023 |
| | (schedule II) |
| ASSISTANT | |
| 1 Name of Post | Assistant |
| :-------------- | :-------- |
| 2 Number of Post (s) | As per the UGC approved sanctioned strength of the University |
| 3 Classification | Group – B |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 6 |
| 5 Whether Selection or non- selection post | Non-Selection in case of promotion |
| | Not Applicable in case of Direct Recruitment/Deputation |
| 6 Age Limit for Direct Recruits | 35 Years |
| 7 Educational and other qualifications required for direct recruits | Essential Qualifications: |
| | Bachelor Degree from a recognized University / Institution. |
| | Three Years of experience as UDC or equivalent in the Level 4 in |
| | Central/ State Government/ University/ PSU and other Central / State |
| | Autonomous Bodies or equivalent pay package in the reputed private |
| | Companies/ corporate banks with a minimum annual turnover of at |
| | least Rs.200/- Crores or more. |
| | Proficiency in Typing, Computer applications, noting and drafting. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Age: No |
| | Academic Qualification: Yes (As indicated at column 7) |
| 9 Period of probation, if any | Two Years |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and percentage of the post to be filled by various methods. | 75% by Promotion |
| | 25% by Direct Recruitment (based on written test and skill test) |
| 11 In case of recruitment by promotion/ deputation/absorption,grades from which promotion/ deputation/absorption to be made | Promotion: UDC with 5 years of regular service in Level 4 |
| | according toseniority-cum-fitness. |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) 2023 |
| | (schedule II) |
| UPPER DIVISION CLERK | |
| 1 Name of Post | Upper Division Clerk |
| :-------------- | :----------------- |
| 2 Number of Post (s) | As per the UGC approved sanctioned strength of the University |
| 3 Classification | Group – C |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 4 |
| 5 Whether Selection or non- selection post | Selection |
| | Not applicable in case of Direct Recruitment |
| 6 Age Limit for Direct Recruits | 32 Years |
| 7 Educational and other qualifications required for direct recruits | Essential Qualifications: |
| | 1. A Bachelor’s Degree from any recognized Institute/University. |
| | 2. Two year experience as Lower Division Clerk/ Equivalent posts |
| | in University/ Research Establishment / Central StateGovt./ PSU/ |
| | Autonomous Bodies or equivalent pay package in the reputed |
| | private Companies/ corporate banks with a minimum annual |
| | turnover of at least Rs.200/- Crores or more. |
| | 3. Speed in English Typing @ 35 wpm OR Speed in Hindi Typing |
| | @ 30 wpm |
| | 4. Proficiency in Computer Operations. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | No |
| 9 Period of probation, if any | Two Years |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and percentage of the post to be filled by various methods. | 75% by Promotion |
| | 25% by Direct Recruitment (based on written test and skill test) |
| 11 In case of recruitment by promotion/ deputation/absorption, grades from which promotion/ deputation/absorption to be made | Promotion: |
| | Lower Division Clerk/Hindi Typist with five years regular service |
| | in |
| | Pay Level 2 according to seniority cum fitness failing which by |
| | directrecruitment. |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) 2023 |
| | (schedule II) |
| *The post of Hindi Typist is to be clubbed with LDC for the purpose of Career progression with bottom seniority in future, inter-se-seniority between the two cadre shall be maintained | |
| LOWER DIVISION CLERK | |
| 1 Name of Post | Lower Division Clerk |
| :-------------- | :----------------- |
| 2 Number of Post (s) | As per the UGC approved sanctioned strength of the University |
| 3 Classification | Group – C |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 2 |
| 5 Whether Selection or non- selection post | Selection |
| | Non-Selection for Col. 10 (iii) |
| | Not Applicable for Direct Recruitment |
| 6 Age Limit for Direct Recruits | 32 Years |
| 7 Educational and other qualifications required for direct recruits | Essential Qualifications: |
| | (i) A Bachelor’s Degree from any recognized |
| | Institute/University. |
| | (ii) English Typing @ 35 wpm OR Hindi Typing @ 30 |
| | wpm(35wpm and 30wpm correspond to 10500KDPH/ |
| | 9000KDPH on an average of 5 Key depressions for each |
| | work) |
| | (iii) Proficiency in Computer Operations. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in thecase of promotions | No |
| 9 Period of probation, if any | Two Years |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and percentage of the post to befilled by various methods. | i) 85% by Direct Recruitment through written and skill test in |
| | various components of MS Office particularly in MS Word, MS |
| | Excel, etc. |
| | ii) 10% of vacancies shall be filled up from amongst the Group 'C' |
| | employees in the Level 1 and who possess Senior Secondary |
| | (10+2) or equivalent qualification and have rendered three years |
| | regular service in the grade, on the basis of the departmental |
| | qualifying examination. The maximum age limit for eligibility |
| | for such examination is 45 Years** |
| | Note: The panel shall be valid for a period of one year. |
| | iii. Promotion: 5% of the vacancies shall be filled on seniority- |
| | cum-fitness basis from Group 'C' (MTS) employees who have |
| | five years regular service in posts in the Level 1 subject to |
| | fulfilling the educational qualification of (10+2) or equivalent. |
| | The relaxation of Skill/Typing Test for the promotion from |
| | MTS toLDC shall be governed as per DoPT OM No. |
| | F.o.14020/1/2014-Estt. |
| | (D) dated 22nd April, 2015. |
| 11 In case of recruitment by promotion/ deputation /absorption, grades from which promotion/deputation/ absorption to be made | As in Column No. 10 |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) |
| | 2023 (schedule II) |
| MULTI TASKING STAFF | |
| 1 Name of Post | Multi-Tasking Staff (MTS) |
| :-------------- | :----------------------- |
| 2 Number of Post (s) | As per the UGC approved sanctioned strength of the University |
| 3 Classification | Group – C |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 1 |
| 5 Whether Selection or non-selection post | Not Applicable |
| 6 Age Limit for Direct Recruits | 32 Years |
| 7 Educational and other qualifications required for direct recruits | Essential Qualifications: |
| | 10th Pass from a recognized Board. |
| | OR |
| | ITI Pass. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Not Applicable |
| 9 Period of probation, if any | Two Years |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation /absorption and percentage of the post to be filled by various methods. | Direct Recruitment through Written and Trade Test. |
| 11 In case of recruitment bypromotion/ deputation /absorption, grades from which promotion/deputation/absorption to be made | Not Applicable |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) |
| | 2023 (schedule II) |
| INTERNAL AUDIT OFFICER | |
| 1 Name of Post | Internal Audit Officer (On Deputation only) |
| :-------------- | :--------------------------------------- |
| 2 Number of Post (s) | As per UGC approved sanctioned strength of the University |
| 3 Classification | Group – A |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 12 |
| 5 Whether Selection or non-selection post | Not Applicable |
| 6 Age Limit for Direct Recruits | 56 Years (on deputation) |
| 7 Educational and other qualifications required for direct recruits | Not Applicable |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Not Applicable |
| 9 Period of probation, if any | Not Applicable |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation /absorption and percentage of the post to be filled by various methods. | Deputation |
| 11 In case of recruitment by promotion/ deputation/absorption, grades from which promotion/ deputation /absorption to be made | Deputation: By drawing officers belonging to Audit and |
| | Accounts Services or other similar organized Accounts |
| | Servicesin Central / State Govt., holding analogous posts on |
| | regular basis. |
| | OR |
| | with three years regular service in Level 11 or equivalent in the |
| | area of Audit and Accounts in any Govt. Department/ |
| | Autonomous Bodies. |
| | OR |
| | with five years regular service in Level 10 or equivalent in |
| | the |
| | area of Audit and Accounts in any Govt. Department/ |
| | Autonomous Bodies. |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) |
| | 2023 (schedule II) |
| PUBLIC RELATION OFFICER | |
| 1 Name of Post | Public Relation Officer |
| :-------------- | :--------------------- |
| 2 Number of Post (s) | As per UGC approved sanctioned strength of the University |
| 3 Classification | Group – A |
| 4 Scale of Pay/Pay Band / Grade Pay | Level 10 |
| 5 Whether Selection or non- selection post | Not Applicable |
| 6 Age Limit for Direct Recruits | 40 Years |
| 7 Educational and other qualifications required for direct recruits | Essential Qualifications: |
| | i. Masters' Degree with at least 55% of marks or its equivalent |
| | grade of B in the UGC 7 point scale in Journalism and Mass |
| | Communication from recognized University / Institute. |
| | ii. At least Five years experience in the editorial department/ Centre |
| | of any Central / State Govt. department / PSU / Central / State |
| | Educational Institutions established English/ regional Newspaper |
| | accredited with ABC, National News Agencies, Radio or |
| | Television, Film Media, reputed advertising agencies with |
| | excellent command of speaking in English, Hindi and Regional |
| | Language. |
| | Desirable: |
| | Good working knowledge of computer applications. |
| 8 Whether Age and educational qualifications prescribed for direct recruits will apply in the case of promotions | Not Applicable |
| 9 Period of probation, if any | Two Years |
| 10 Method of recruitment whether by direct recruitment or by promotion or by deputation/absorption and percentage of the post to be filled by various methods. | Direct Recruitment |
| 11 In case of recruitment by promotion/ deputation/absorption, grades from which promotion/ | Not Applicable |
| 12 Composition of DPC or Selection Committee | As per Cadre Recruitment Rules (Non-Teaching Employees) |
| | 2023 (schedule II) |
| LAW OFFICER | |
| 1. Name of Post | Law Officer |
| :-------------- | :---------- |
| 2. Number of Post | As per UGC approved sanctioned strength of theUniversity |
| 3. Classification of the post | Group ‘A’ |
| 4. Scale of Pay/Pay Band/Grade Pay/Pay Level | Level 10 |
| 5. Selection or Non-Selection Post | Not Applicable |
| 6. Age limit for direct Recruits | 40 Years |
| 7. Educational and otherqualifications required for direct recruits | Essential Qualification: |
| | (i) LLB. from a recognized Indian Universities /Institutions |
| | with at least 7 years’ experience of law practice in a Court of |
| | Law in the civil/criminal/service matter duly certified. |
| | (ii) LL.M. from the recognized Indian Universities / |
| | Institutions with at least 55% of marks or an equivalent grade |
| | point in the grade point scale. |
| 8. Whether age & educational qualifications prescribed fordirect recruits will apply in the case of promotees?