Direct Recruitment PA/SA Examination --LATEST UPDATE as on 05-April-2013

I.	Aptitude Test (Paper I) for Andhra Pradesh, Gujarat, Karnataka, Maharashtra and Tamil Nadu circles is scheduled on 21 April 2013. Admit cards are being dispatched to all eligible candidates. In case you do not receive the Admit Card by 11-April 2013, then you can download the same online fromwww.indiapost.gov.in using Direct Recruitment PA/SA Examination link from 12_April-2013 onwards. You can also report discrepancy in Admit Card data from 12-April-2013 using the link GENERATE ADMIT CARD on the same web site.
II.	Some applicants have been issued Admit card without PHOTOGRAPH. All such applicants may visit the website www.indiapost.gov.in to reconfirm their eligibility. On scrutiny it was found that photograph in case of some applicants was not pasted on the application form. Please note that the candidature for all such applicants is cancelled and they will not be allowed to appear in Aptitude Test (Paper I).
	Click here for :  Direct Recruitment PA/SA Examination -STATUS / ADMIT CARD   EXIT

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CONCESSIONS TO PHYSICALLY CHALLENGED CENTRAL GOVERNMENT EMPLOYEES – A SUM UP

Physically Challenged central Government employees and Disabled Central Government Employees are provided with various concessions in the form of additional Allowance, leave, reduced rate interest, out of turn allotment etc.

Those concessions are listed as follows. Readers are requested to write about additional concessions if any as comments to this article

1. Special Disability Leave

2. Ad Hoc allotment of quarter to Handicapped employee

3. Ad Hoc allotment of quarter to Handicapped employee

4. Reservation for Person with Disabilities

5. Age Relaxation, Fee Concession, and exemption from Typing Test while joining Central Government Service

6. Transport Allowance at double the rates

7. Income Tax Exemption for Physically Challenged and disabled Salaried Class Employees

8. Special Allowance for child care for women with disabilities and Education Allowance for disabled children of Govt. employees

9. Grant of Children Education Allowance at higher Rates

10. LTC facility for an escort accompanying single handicapped Government servant

11. Employees can use own / hired Car for LTC if employee or family member is Physically Challenged and disabled

1. SPECIAL DISABILITY LEAVE

Admissible to all employees- When disabled by injury intentionally or accidentally inflicted or caused in, or in consequence of the due performance of official duties or in consequence of official position.

When disabled by illness incurred in in the performance of any particular duty, which has the effect of increasing liabilities to illness of injury beyond the ordinary risk attaching to the civil post held under the same condition.

The disability should have manifested within three months of the occurrence to which it is attribute and the person disabled had acted with due promptitude in bringing it to notice. The leave sanctioning authority, if satisfied as to the cause of the disability, may relax the condition and grant leave in case where disability has manifested more than three months after the occurrence of its cause.

The disability should be certified by an Authorized Medical Attendant to be directly due to the particular duty. If it has been contracted during service other than with a military force, the leave sanctioning authority should be satisfied that the disability is exceptional in character.

The period of leave will be as certified by an Authorized Medical Attendant subject to a maximum of 24 month.

It may be granted more than once if the disability is aggravated or recurs in similar circumstances at a later date, but the maximum leave in consequences of any one disability should not exceed 24 months.

It may be combined with any other kind of leave.

It willas service for pension.

It will not be debited to the leave account.

The leave salary for the first 120 days will be the pay last drawn and for the remaining period, it will be equal to leave salary during half pay leave, in such cases, beyond the first 120 days the official may take half leave (at his credit) for another 120 days along with the special disability leave simultaneously and get leave salary equal to that on eared leave. The half pay leave so taken will be debited to his leave account.

If the official is entitled to any benefit under the Workmen’s Compensation Act the Employee’s state Insurance Act. The amount of leave salary will be reduced by the amount of benefit payable under the above Acts.

Appointing authors are competent to sanction Special Disability Leave-Rule 44 and 45.

2. SPECIAL CASUAL LEAVE

Special Casual leave not more than 10 days in a calendar year may be granted to attend Conferences/ Seminars/ Training/ Workshop related to Disability and devolvement– related programmers organized at national and State Level agencies, Absence in excess of 10 days may be treated as regular leave due and admissible and it can also combined with regular leave –On dated 14-11-2007.

3. AD HOC ALLOTMENT OF QUARTER TO HANDICAPPED EMPLOYEE

Ad hoc allotment of quarter to handicapped employees will be considered in the following cases:-

- The blind i,.e those who suffer form either of –

(a) Total absence of sight.

(b) Visual Acuity not exceeding 6/90 or 20/200(snellen) in the better eye with correcting lenses.

(c) Impression of the field of the vision subtending an angle of 20 degree or worse.

- The deaf, having hearing loss of more than 90 decibels in the better ear (profoundimpairment)or total loss of hearing in both ears.

- The orthopedicallly handicapped to the extent of 40% and above disability,

- Mentally handicapped / spastic dependents

 4. RESERVATION FOR PERSON WITH DISABILITIES

- Categories -

(a) Blindness or low vision;

(b) Hearing impairment;

(c) Locomoter disability or cerebral palsy. [Includes all cases of orthopedically handicapped persons.]

Reservation is admissible only for those who suffer form not less than 40 percent of relevant disability.

For Direct Recruitment.- admissible for all Groups, viz. Group ‘A’ ,Group ‘B’, Group ‘C’, Group ‘D’.

For promotion – Admissible to Group D and Group c posts only in which the elements of direct recruitment ,if any, does not exceed 75 percent [(i) within Group D (ii) form Group ‘D’ and(iii) within Group C].

Percentage of reservation – Three percent ( 1% for each of the three categories mentioned above). If a candidate of a particular category is not available or if the nature may be vacancy may be exchanged for a vacancy against another among the 3 categories.

Carry forward of reservation.- Unfilled reserved vacancies will be carried forward to the next block in he same year first .unfilled vacancies at the end of the year will be carried forward to the three subsequent year.

5. AGE RELAXATION, FEE CONCESSION, AND EXEMPTION FROM TYPING TEST WHILE JOINING CENTRAL GOVERNMENT SERVICE

 Age:

Central Government Post	Age Relaxation **
For Groups ‘C’ and ’D’   Posts/ services	10 years for recruitment through SSC/Employment Exchange
For Groups ‘A’ and ‘B’ Posts/services	10 years for recruitment through Open Competitive examinations

**5 year in other cases. This age relaxation is applicable to Disabled and Physically Challenged Candidates aspiring for Central Government Jobs. In respect of SC/ST/OBS candidates, this is over and above the admissible  relaxation of 5 years for SC/ST and 3 years for OBC.

Fee:

Physically Challenged and disabled Candidates aspiring for Central Government Jobs are exempted from examination fee / application fee for competitive examination conducted by UPSC / SSC for all posts.

Typing Test:

Physically Challenged Candidates are exempted from passing Typing Test which is mandatory for certain clerical Posts in Central Government Service, if medical board attached to Employment Exchange certifies that candidates who seeks exemption from Typing Test are unable to use typewriting machine.

6. TRANSPORT ALLOWANCE AT DOUBLE THE RATES

The blind or orthopaedically handicapped  employee in terms of this Ministry’s orders vide OM No 21(1) 97-E-II(B) dated 3.10.1997 shall continue to draw Transport allowance at double the normal rates mentioned in the table below. It is also specified by Government that Transport allowance in respect of Physically Challenged and disabled employees in no case, be less than Rs.1000 per month plus the applicable rate of dearness allowance.

The Normal rates of Transport Allowance are as follows.

Employees drawing grade of pay	Rate of transport allowance per month
	13 cities previously classified as ‘A-1’1’A’	Other Places
Grade Pay of  Rs. 5,400 and above	Rs. 3200+DA	Rs. 1600 + DA
(i) Grade Pay of Rs. 4.200, Rs. 4,600 and Rs.,4,800(ii) Grade Pay below Rs.4,200 but drawing pay in the pay band equal to Rs. 7,440 and above	Rs. 1600+DA	Rs. 800 + DA
Grade Pay Below Rs. 4,200 and pay in the pay band below Rs. 7,440	Rs.600+DA	Rs. 400 + DA

Note: Not admissible to Employees who have been provided with facility of Government transport.

7. INCOME TAX EXEMPTION FOR PHYSICALLY CHALLENGED AND DISABLED SALARIED CLASS EMPLOYEES / DEPENDENTS

As per Section 80 U Salaried Class Employee who are partially or totally blind or physically handicapped a sum of Rs.50,000 can be deducted from the total income of the assessee, if he is a person with disability and Rs.75,000 if he is a person with severe disability.Section 80DD allows a deduction to an individual or HUF if the person has incurred in the previous year any expenditure on medical treatment (including nursing), training and rehabilitation of a dependant with a disability or paid or deposited any amount under a scheme framed in this behalf by an insurer for the maintenance of a dependant with a disability.

A person with a disability is one suffering from not less than 40 per cent of a disability (as certified by a medical authority working in a hospital or institution notified by the Government), which could be blindness, low vision, leprosy – cured, hearing impairment, locomotor disability, mental retardation, mental illness.

Hearing impairment, for this purpose, means a loss of 60 decibels or more in the better ear in the conversational range of frequencies.

A person with disability also includes the one suffering from autism, cerebral palsy, mental retardation or a combination of any two or more. Section 80DD allows a deduction of up to Rs 50,000 a year and if the disability is severe, up to Rs 1,00,000 a year. Severe disability means a person with 80 per cent or more of the disability.

8. SPECIAL ALLOWANCE FOR CHILD CARE FOR WOMEN WITH DISABILITIES AND EDUCATION ALLOWANCE FOR DISABLED CHILDREN OF GOVT. EMPLOYEES

Consequent upon the decision taken by the Government on the recommendations made by the Sixth Central Pay Commission for providing extra benefits to women employees with disabilities especially when they have young children and children with disability, the President is pleased to issue the following instructions :-

(a) Women with disabilities shall be paid Rs. 1000/- per month as Special Allowance for Child care. The allowance shall be payable from the time of the child’s birth till the child is two year old.

(b) It shall be payable for a maximum of two children.

(c) Disability means a person having a minimum Disability of 40% as elaborated in Ministry of Welfare’s Notification No.16-18/97-NI.I dated 1.6.2001.(Annexure)

(d) The above limit would be automatically raised by 25% every time the Dearness Allowance on the revised pay structure goes up by 50%.

9. GRANT OF CHILDREN EDUCATION ALLOWANCE AT HIGHER RATES

Children Education Allowance for disabled children of Government employees shall be payable at double the normal rates prescribed. After DA Crossed 50% Children Education Allowance and Hostel Subsidy have been fixed as Rs.15,000 and Rs.45,000 respectively. The rest of the conditions will be the same as stipulated vide OM No. 12011/03/2008-Estt. (Allowance) dated 2nd September, 2008 applicable in respect of Chidren Education Allowance.

10. LTC FACILITY FOR AN ESCORT ACCOMPANYING SINGLE HANDICAPPED GOVERNMENT SERVANT

LTC facility could be allowed for an escort who accompanies a handicapped Govt. servant on the journey subject to the following conditions:-

(i) Prior approval of the Head of the Department concerned is obtained on each occasion.

(ii) The nature of physical disability of the Govt. servant is such as to necessitate an escort for the journey. In case of doubt, the decision of the Head of the Department will be final.

(iii) The physically handicapped Govt. servant does not have an adult family member.

(iv) Any other person who is entitled to LTC does not accompany the handicapped Govt. servant on the journey.

11. EMPLOYEES CAN USE OWN / HIRED CAR FOR LTC IF EMPLOYEE OR FAMILY MEMBER IS PHYSICALLY CHALLENGED AND DISABLED

LTC Rules authorizes the Head of Department to allow use of own / hired car for LTC journey on account of disability of the Government servant or dependent family member after obtaining following documents to avoid misuse of such relaxation:-

(i) Medical Certificate from competent authority.

(ii) Undertaking from Government servant that journey in authorized mode is not feasible and he actually travelled by own car/hired taxi.

Source : punarbhava.in

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Recruitment Rules - Deputation, Qualifying Service, Promotions, Absorption etc.: FAQ by DoPT

No. AB.14017/13/2013-Estt. (RR) (1349)

Government of India

Ministry of Personnel, PG & Pensions (Department of Personnel & Training)

North Block, New Delhi

FAQs on Recruitment Rules

  

1. What are Recruitment Rules?

Ans. Recruitment Rules are rules notified under proviso to Article 309 or any specific statutes for post(s) prescribing inter alia the method of Recruitment and eligibility for such recruitment. It containsnotification part having substantive rules and schedule part (as per prescribed Annexure-I).Recruitment Rules are subordinate legislation and so, they are statutory in nature.

2. What are Service Rules?

Ans. Service Rules are Recruitment Rules for any of the Organized Central Services covering many aspects including constitution of the Service, seniority, probation and other conditions of service.

3. Whether Recruitment Rules are applicable retrospectively?

Ans. The legal position is that the posts are to be filled up as per the eligibility conditions prescribed in the Recruitment Rules in force at the time of occurrence of vacancies unless the Recruitment Rules are amended retrospectively. The practice has however been to give effect to the Recruitment Rules prospectively.

4. Why are Recruitment Rules framed?

Ans. As soon as decision is taken to create a new post/ service to upgrade any post or re-structure any service, the Recruitment Rules/ Service Rules are framed. Any post is filled up as per the provisions of the Recruitment Rules/ Service Rules.

5. Why are Recruitment Rules amended?

Ans. Revision in the Recruitment Rules is made by way of amendment to incorporate changes due to implementation of Central Pay Commission Report, modification of orders/ instructions on the subject, creation/ abolition of posts etc. during the intervening period.

6. How Recruitment Rules are framed/ amended?

Ans. Recruitment Rules for Group ‘A’ & ‘B’ posts/ service are framed/amended by the administrative Ministry/Department in consultation with Department of Personnel & Training, Union Public Service Commission and Ministry of Law (Legislative Department) and approval of competent authority in the Ministry/ Department to be obtained.

7. Why and how are Recruitment Rules relaxed?

Ans. The power to relax clause in the Recruitment Rules/ Service Rules provides the authority to relax the rules in respect of class or category of person.  The administrative Ministry/ Department may resort to relaxation of the rules consultation with Department of Personnel & Training and Union Public Service Commission.

8. Who is competent authority to frame/amend the Recruitment Rules?

Ans. All Recruitment Rules including their amendments should be approved at the level of Minister-in-charge, unless the Minister has by general or special order delegated such approval at a lower level(s).

9. Who is competent authority to frame/amend the Recruitment Rules of Group 'C' posts?

Ans. Administrative Ministries/ Departments are empowered to frame/ amend the Recruitment Rules in respect of Group 'C' posts keeping in view the guidelines/ Model Recruitment Rules issued by this Department on various aspects. In case of deviation from existing guidelines/ Model RecruitmentRules, the concurrence of Department of Personnel & Training is to be obtained.

10. Who is competent authority to relax the Recruitment Rules of Group 'C' posts?

Ans. The Ministries/ Departments are competent to relax the Recruitment Rules for Group 'C' posts. The provisions governing upper age limit or qualifications for direct recruitment should not however be relaxed without prior concurrence of Department of Personnel & Training.

11. What is the format/ procedure to send the proposal for consultation with Department of Personnel & Training for framing/amendment of Recruitment Rules?

Ans. Proposal for framing/ amendment of Recruitment Rules fs r Group 'A' & Group 'B' posts (except Service Rules) is sent to Department f Personnel & Training, first, on-line under Recruitment Rules Framing Amendment and Monitoring System (RRFAMS) of the on-line services of Department of Personnel & Training. After approval of on-line Recruitment Rules in Department of Personnel & Training, the proposal is referred by the Administrative Ministry/ Department in a file with a self-contained note accompanied inter alia the following: -

(i) Check-list for sending proposal to Department of Personnel & Training.

(ii) Copy of the report of freezed on-line Recruitment Rules.

(iii) Draft Recruitment Rules including notification and Schedule 1 (for posts other than those in the Organized Services) in the proforma in Annexure I.

(iv) Supporting particulars in Annexure II (for framing of Recruitment Rules)/ Annexure-III (for amendment of Recruitment Rules), as prescribed in Department of Personnel & Training OM No. AB.14017/48/2010-Estt.(RR) dated 31.12.2010.

(v) Recruitment Rules for the feeder posts(s) and the higher post, if any.

(vi) Present sanctioned strength of the post for which rules are being framed/ amended as also of the lower and higher posts.

12. What are model Recruitment Rules?

Ans. Model Recruitment Rules for a number of common categories of posts have been framed in consultation with Union Public Service Commission, wherever required. While framing/ amendingRecruitment Rules for such posts, the model rules should be adhered to.

13. What is procedure for consultation with Union Public Service Commission?

Ans. After obtaining the concurrence of the Department of Personnel & Training, the Administrative Ministry / Department should refer the draft Recruitment Rules for posts/ services which are within the purview of the Union Public Service Commission in a self-contained letter to the Commission, along with the information in the prescribed proforma (Check list, Annexure II/ Annexure-III etc.). It should be stated in the letter to the Commission whether the clearance of the Department of Personnel & Training (and also the Department of Pension & Pensioners' Welfare were required) ha been obtained in respect of the proposals in question.

14. What is initial constitution clause in Recruitment Rules?

Ans. In cases where a new service is formed and the Recruitment Rules are framed for the first time and that there are officers already holding different categories of posts proposed to be included in the service on regular / long term basis, a suitable 'Initial Constitution' Clause may be inserted in theNotification so as to count the regular service rendered by such officers before the date of notificationof the Rules.

15. Whether reservation, relaxation of age limit and other concessions for special categories of persons are applicable in Recruitment Rules .

Ans. These concessions in recruitments are made applicable by inserting the following 'Saving Clause' in the covering notification of the Recruitment Rules:-

"Nothing in those rules shall affect reservations, relaxation of age-limit and other concessions required to be provided for the Scheduled Castes, the Scheduled Tribes, Ex-servicemen and other special categories of persons, in accordance with the orders issued by the Central Government from time to time in this regard".

16. What is the schedule in Recruitment Rules?

Ans. The schedule of Recruitment Rules of post(s) is a 13 columns table as per prescribed Annexure-I (vide OM No. AB-14017/48/20l0-Esft. (RR) dated 3 1.12.2010) containing details of the post(s) along with method of recruitment and eligibility criteria. The prescribed schedule is used for post(s) which are not covered by any organized service.

17. What is notification part of Recruitment Rules?

Ans. Notification of Recruitment Rules contains the substantive rules which include the provisions related to title, date of commencement, enabling provision for applicability of schedule, disqualification clause, power to relax clause, saving clause and any other rule specific to a post viz, initial constitution clause, liability for all-India Service etc.

18. What are the upper age limits prescribed for Direct Recruitment?

Ans. The upper age limits for different posts depend upon the nature of duties, educational qualifications and experience requirements as prescribed in this Department OM No. AB- 14017/48/201 0-Estt (RR) dated 31 .1 2.2010 (Para 3.7.4.1 & 3.7.4.2).

19. What are relaxations available for upper age limit in direct Recruitment Rules?

Ans. A provision is prescribed in the recruitment rules for relaxation of the upper age-limit for departmental candidates up to 40 years for appointment by direct recruitment to Groups C posts and for Government servants up to 5 years for direct recruitment to Groups A and B posts:

20. How to calculate crucial date for age limit?

Ans. In the case of recruitment through the Union Public Service Commission and the Staff Selection Commission, the crucial date for determining the age- limit shall be as advertised by the UPSC / SSC. In the case of other recruitment, the crucial date for determining the age-limit shall be the closing date for receipt of applications from candidates in India (and not the closing date prescribed for those in Assam etc.).

21. How is the educational and other qualification required for direct recruit fixed?

Ans. The minimum educational qualifications and experience required for direct recruitment may be indicated as precisely as possible and if necessary, into two parts, viz., “Essential Qualifications” and “Desirable Qualifications” taking into account the pay band! grade pay and the nature of duties, and the provisions in the approved Recruitment Rules for similar higher and lower posts in the same hierarchy.

22. Whether the educational qualifications prescribed for direct recruits are applicable to promotees?

Ans. The educational qualifications are not generally insisted upon in the case of promotion to posts of non-technical nature; but for scientific and technical posts, these should be insisted upon, in the interest of administrative efficiency, at least in the case of senior Group A posts in the Pay Band-3 Grade Pay Rs. 6600 and above. Sometimes the qualifications for junior Group A posts and Group B posts may not be insisted upon in full but only the basic qualification in the discipline may be insisted upon.

23. Whether any age limit prescribed for promotion?

Ans. Unless there are any specific grounds, the age limit prescribed for direct recruits are not insisted upon in the case of promotees.

24. When probation for appointment to a post/service in Central Government is prescribed? What is the duration of probation?

Ans. The probation is prescribed when there is direct recruitment, promotion from one Group to another e.g. Group B to Group A or officers re-employed before the age of superannuation. There will be no probation for promotion from one grade to another but within the same group of posts e.g. from Group ‘C’ to Group ‘C’ and for appointment on contract basis, tenure basis, re-employment after superannuation and absorption. The period of probation is as prescribed in this Department OM No. AB-14017/48/2010-Estt (RR) dated 3 1.12.2010 (Para 3.10.1 & 3.10.2).

25. What are the methods of recruitments?

Ans. The different methods of recruitment are:
(a) Promotion
(b) Direct Recruitment
(c) Deputation
(d) Absorption
(e) Re-employment
(f) Short-term contract

26. How is the method of recruitment or percentage of vacancies to be filled by various methods of recruitment decided?

Ans. The percentage of vacancies to be filled by each method that may be prescribed for a particular post or Service depend on a judicious blending of several considerations, e.g.,
(i) the nature of duties, qualifications and experience required;
(ii) the availability of suitable personnel possessing, the requisite qualifications and experience within a cadre. .
(iii) The need for ensuring that suitable incentives exist for the maintenance of an adequate standard of efficiency in the cadre;
(iv) Consideration of the question whether, having regard to the role to be performed by a specified cadre or Service, it is necessary to provide for direct intake of officers at an appropriate level with a view to injecting fresh knowledge and experience that may not be normally available in a particular Service or Department etc.
(v) The proper mix of the six methods of recruitment i.e. (a) promotion (b) direct recruitment (c) deputation (d) absorption (e) re-employment (I) short-term contract (mentioned at (a) to (f) above).

27. What is promotion?

Ans. Promotion is method of recruitment from feeder grade post(s) to higher post in the hierarchy as per the provisions of the Recruitment Rules. If promotion is kept as a method of recruitment, it is also necessary to lay down the number of years of qualif5ring service before the persons in the field become eligible for promotion. Only regular, and not ad hoc, period of service is taken into account for purposes of computing this service.

28. What is Direct Recruitment?

Ans. Direct recruitment is the recruitment which is open to all candidates, eligible as per the provisions regarding age, educational qualification! experience etc. as prescribed in Recruitment Rules.

29. What is Deputation?

Ans. Deputation is a method of recruitment where officers of Central Government Departments or State! UT Governments from outside are appointed to post(s) in Central Government for a limited period, by the end of which they will have to return to their parent cadres. In case of isolated post, it is desirable to keep the method of recruitment of deputation! short term contract as otherwise the incumbents of such posts, if directly recruited, will not have any avenue of promotion! career progression.

30. What is short term contract?

Ans. Short term contract is also a form of deputation where officers from non-
Government bodies e.g. universities, research institutions, public sector undertakings for teaching, research, scientific and technical post(s) can come to Central Government posts.

31. Whether absorption and Deputation are synonymous? What is absorption?

Ans. Absorption and deputation are not synonymous. There is a substantial difference between absorption and deputation. Under the provision absorption, the officer, who initially comes on deputation, may be permanently absorbed in the post! grade if recruitment rules prescribe for absorption as mode of recruitment. Such absorption can be effected only in the case of officers who are on deputation from the Central I State Government.

32. What is composite method of recruitment?

Ans. In cases where the field of promotion or feeder grade consists of only one post, the method of recruitment by “deputation (including short-term contract) / promotion” is prescribed so that the eligible departmental officer is considered along with outsiders. If the departmental candidate is selected for appointment to the post; it is to be treated as having been filled by promotion; otherwise, the post is to be filled by deputation I short-term contract for the prescribed period of deputation / short-term contract at the end of which the departmental officer will again be afforded an opportunity to be considered for appointment to the post.

33. How is field of deputation decided?

Ans. The field for “deputation! short-term contract! absorption should, as far as possible, consist of officers holding analogous posts on regular basis but may be widened to include officers working in the next lower grade also with the qualifying service on regular basis normally prescribed for promotion.

34. How is the period of qualifying service for promotion decided?

Ans. The qualifying service for promotion from one grade to another is necessary so that there is no premature promotion or undue jump in pay and also to ensure that the officer has sufficient opportunity to demonstrate his competence/potential for holding the higher post. The period of qualifying service varies from post to post depending upon the scale of pay and the experience, required for manning the higher post. Broadly, the following qualifying service to be followed is prescribed in this Department OM No. AB1 4017/48/2010-Estt (R.R) dated 31.12.2010 (para 3.12.2).

35. What is the maximum age limit for Deputation?

Ans. The maximum age limit for appointment on deputation (including short term contract) or absorption shall be not exceeding 56 years as on the closing date of receipt of applications.

36. What is the crucial date for determination of eligibility of absorption) deputation?

Ans. The guidelines for crucial date for determination of eligibility for absorption! deputation are as follows: -
(i) In the case of a vacancy already existing at the time of issue of the communication inviting nominations, the eligibility may be determined with reference to the last date prescribed for receipt of nominations in the Ministry/ Department! Organization responsible for making appointment to the post i.e. originating Ministry etc.
(ii) In the case where a vacancy is anticipated, the crucial date for determining eligibility should be the date on which the vacancy is expected to arise.

37. How is Departmental Committee formed?

Ans. When promotion is kept as a method of recruitment, the detailed composition of the Departmental Promotion Committee, with minimum 3 officers, may be indicated. In the case of promotion to Group ‘A’ posts, the Union Public Service Commission shall also be associated. The total strength of DPC including Chairman need not necessarily be an odd number, as the decision is to be taken as a joint one.

38. What are the circumstances in which Union Public Service Commission is to be consulted for recruitment?

Ans. 1.JPSC is required to consult in case of recruitment to all Central Civil Services and Central Civil Posts. Exemption from Consultation with Union Public Service Commission is governed by the Union Public Service Commission (Exemption from Consultation) Regulations, 1958 as amended from time to time and the Central Civil Services and Civil Posts (Consultation with Union Public Commission) Rules, 1999 as amended. Some of the circumstances in which the Union Public Service Commission are to be consulted in making recruitment to the posts are illustrated below: (i) Direct Recruitment,
(ii) Re-employment,
(iii) Absorption,
(iv) Composite method of recruitment (i.e. where the departmental candidate
is to be considered along with outsiders),
(v) In case of deputation — (a) if the field for consideration includes State Government Officers or Group ‘A’ & ‘B’ officers of the Central Government simultaneously and (b) if the field for consideration consists of not only Central/State Government officers but also officers from nonG overnment institutions
(vi) Any relaxation or amendment of the provisions of the Recruitment Rules.

39. Whether recruitment to a post can be made in absence of recruitment rules of a post?

Ans. If there are overriding compulsions for filling any Group A or Group B post in the absence of Recruitment Rules, then the Ministries! Department may make reference to Union Public Service Commission for determination of method of recruitment as a onetime measure for filling up of a post on regular basis.

40. What are the limits for notification of Recruitment Rules?

Ans. The Recruitment Rules or amendment(s) thereto as finally approved by the Union Public Service Commission are required to be notified within a period of 10 weeks from the date of receipt of their advice letter. This time limit should be strictly adhered to.

41. What needs to be done in case where posts are transferred to some other Ministries/ Departments?

Ans. The Ministry/Departments concerned should mutually agree for transfer of the posts and the same should be concurred by Department of Expenditure. Thereafter, the existing RR needs to be de-notified in consultation of Department of Personnel & Training, Union Public Service Commission and Ministry of Law. Suitable recruitment rules in the transferred Department may be framed? amended following due procedure.

Source : www.persmin.nic.in

[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/AB.14017_13_2013-Estt-RR.pdf]

Courtesy : http://karnmk.blogspot.in/

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