(RECRUITMENT AND PROMOTION GUIDELINES)

In exercise of the powers conferred by Sub-Section (1) of Section 6 of the

Airports Authority of India (General Conditions of Service and Remuneration of
Employees) Regulations, 2003, hereby makes the following Guidelines, namely:
Recruitment and promotion Guidelines, 2005.

SECTION-I
GENERAL

1. SHORT TITLE, COMMENCEMENT AND APPLICATION :

1.1 These may be called the Airports Authority of India (Recruitment and
Promotion) Guidelines, 2005.

1.2 These shall come into force on the date of their issuance.

1.3 These Guidelines shall apply to all regular employees of the Authority and
to all persons employed by the Authority on deputation.

2. DEFINITIONS:

In these Guidelines, unless the context otherwise requires -

a) Absorptionist means an employee belonging to the Central or State

Government or Public Sector Undertaking who has been permanently
absorbed in the regular service of the Authority;

b) "Act" means the Airports Authority of India Act, 1994 (55 of 1994), as
amended from time to time;

c) "Appointing Authority in relation to a post means the Authority as

specified in Col. 3 of Annexure-I annexed to the AAI (General Conditions of
Service and Remuneration of Employees) Regulations, 2003;

d) Apportioning means identifying the number of posts in the specified

disciplines by the Competent Authority within the cadre strength, which
need to be filled up at two or more different levels depending upon the
specific requirements of the organization.

e) "Authority" means the Airports Authority of India constituted under section

3 of the Act;

f) "Board means the Board of Members of the Airports Authority of India;

g) "Chairperson" means the Chairperson of the Authority appointed under

Clause (a) of Sub-Section (3) of Section 3 of the Act;

h) "Competent Authority" means the Chairperson or any Whole-Time

Member or any officer authorized by the Chairperson in this behalf by
general or special order;
Human Resource Policies and Procedure Manual Page 27
i) Departmental Candidates means the officials who have been appointed
on regular basis and who hold posts or hold liens on any permanent post of
the Authority;

j) Departmental Promotion Committee means a Committee constituted to

consider promotions in any grade;

k) Employee" means a person appointed by the Authority either on temporary

or permanent basis including the deputationists and trainees on stipend
recruited against regular posts, but does not include a person employed by
the Authority on daily wages, contract or apprentices paid under the
Apprenticeship Act, 1961 (52 of 1961);

l) Executive Posts means the posts in the grade of Junior Executive &
equivalent and above, upto the level of ED & equivalent;

m) Government means the Government of India;

n) Management means the Chairperson or Member or any other Executive

of the Authority so authorized by the Chairperson;

o) "Member" means a Full time Member of the Authority and includes the
Chairperson but does not include an ex-officio Member referred to in Clause
(b) of Sub-Section (3) of Section 3 of the Act.

p) "Month" means the calendar month;

q) Non-Executive Posts means the posts in the grade of Jr. Attendant(NE-1)

and equivalent and above, upto the level of Sr. Supdt.(SG) (NE-10);

r) "Permanent Employee" means an employee who has been appointed by the

Authority against a post which has been sanctioned and who has been
confirmed after completion of probation period satisfactorily;

s) Post means any post against which a person has been appointed on
temporary or permanent basis or on Contract/Deputation;

t) "Probationer" means an employee who has been appointed by the

Authority against a sanctioned post but has not been confirmed;

u) Recruitment Year means the year commencing from 1st January to 31st
December of the year; and

v) "Temporary Employee" means an employee who has been appointed by the

Authority against a temporary post sanctioned for a specified period or
appointed on temporary basis against a permanent post.

Human Resource Policies and Procedure Manual Page 28

3. GRADES AUTHORISED STRENGTH AND ENABLING PROVISIONS:

3.1 The posts included in the various grades/cadres of the Authority, their
group, level and the scales of pay on the commencement of these
Guidelines shall be as specified in Para 4 of these Guidelines.
3.2 After the commencement of these Guidelines, the authorized strength of
the posts in various grades shall be such as may from time to time be
determined by the Authority.
3.3 The Authority may create posts and make additions or deletions to the
strength of the posts in various grades as deemed necessary from time to
time, as provided in the Note under Section 4(2) of AAI (General
Conditions of Service and Remuneration of Employees) Regulations,
2003.
3.4 The Chairperson may with the approval of Authority include any allied
posts other than those included in Para-4 of these Guidelines.
3.5 In exceptional circumstances and beyond delegation of powers, the
Chairperson may with the approval of Authority appoint an officer to an
appropriate grade in the Executive or Non-Executive cadre in a
temporary or in a substantive capacity as may be deemed fit in the
interest of the Authority and fix his seniority in the grade after taking
into account his continuous regular service in the analogous grade. Any
such induction will be reported to the Board at the earliest.
3.6 Re-employment of superannuated Govt. servants/ extension of service of
AAI employees beyond the age of superannuation in exceptional
circumstances can be made in accordance with the Government
guidelines.
3.7 In certain circumstances, appointments may be made on a consolidated
salary as may be determined by the Competent Authority instead of
regular pay-scales enumerated in Para-4 of these Guidelines.

Human Resource Policies and Procedure Manual Page 29

 4. CATEGORISATION OF CADRES/GRADES:
4.1 The posts in Authority are broadly categorized as Executive and Non-
Executive and all in the following groups/levels:

(i) Executives:
Level/ Designation Pay Scales w.e.f. Pay Scales w.e.f. Group
Grade 01.01.1997 ( `) 01.01.2007. ( `)
E-1 Junior Executive & 8600-250-14600 16400-3%-40500 B
equivalent
E-2 Assistant Manager & 10750-300-16750 20600-3%-46500
equivalent
E-3 Manager & equivalent 13000-350-18250 24900-3%-50500
E-4 Sr. Manager & 14500-350-18700 29100-3%-54500
equivalent
E-5 Sr. Manager (SG) (Now 16000-400-20800 32900-3%-58000
Asstt. Gen. Manager) &
equivalent A
E-6 Deputy General Manager 17500-400-22300 36600-3%-62000
& equivalent
E-7 Joint General Manager & 18500-450-23900 43200-3%-66000
equivalent
E-8 General Manager & 20500-500-26500 51300-3%-73000
equivalent
E-9 Executive Director & 23750-600-28550 62000-3%-80000
equivalent
(ii) Non-Executives:
Level/ Designation Pay Scales w.e.f. 01.01.1997 Pay Scales w.e.f. Group
Grade ( `.) 01.01.2007. ( `.)
NE-1 Junior Attendant 4400-75-5300-90-6920 10200-3%-23000 D
& equivalent
NE -2 Attendant & 4900-95-6040-110-8020 11000-3%-24500
equivalent
NE -3 Sr. Attendant 5300-115-6680-135-9110 11500-3%-26000
& equivalent
NE -4 Junior 5500-140-7180-160-10060 12500-3%-28500
Assistant &
equivalent
NE -5 Assistant & 5800-160-7720-180-10960 13400-3%-30500
equivalent
NE -6 Senior 6300-180-8460-200-12060 14500-3%-33500 C
Assistant &
equivalent
NE -7 Supervisor & 6500-200-8900-220-12860 15000-3%-35500
equivalent
NE -8 Superintendent 7200-230-9960-250-14460 16000-3%-38900
(Supdt.) &
equivalent
NE -9 Sr. Supdt. & 8000-260-11120-290-16340 17000-3%-39500 B
equivalent
NE- Sr. Supdt. (SG) 9000-300-18000 18500-3%-40000
10 & equivalent.

Human Resource Policies and Procedure Manual Page 30

4.2 The Authority will have the discretion to change the scales of pay from time
to time.

4.3 Employees recruited in the Authoritys service shall be placed in any of the
approved pay scales of the Authority as prevailing from time to time and
applicable to the post to which recruitment is made, save as provided in Para-
3 of these Regulations.

4.4 The candidate who has applied for a higher post or if he is in the Select Panel
for a higher post can be appointed in a lower post subject to his suitability
and willingness to accept the same.

5. APPOINTING AUTHORITIES:

The Appointing Authorities of various posts have been defined in Annexure-

I of AAI (General Conditions of Service and Remuneration of Employees)
Regulations, 2003, which is reproduced as hereunder:

Appointing Authority
------------------------------------------------------------------------------------------------------
S.NO. Name of the Post Appointing Authority
------------------------------------------------------------------------------------------------------
1. 2. 3.
------------------------------------------------------------------------------------------------------
1. All employees Chairperson
(Group A, B, C and D)

2. All executives of the level Member (Personnel)

Of Senior Manager including and Administration)
B and below

3. All Group B (Non-Executive), C & D Executive Director

Employees at Corporate Head Quarter (Personnel and
And those appointed on all India basis. Administration)

4. Group D employees Dy. General Manager (P)

At Corporate Head Quarter
5. Employees of Group B (Non-Executive), Regional Executive
C & D categories other than mentioned Director at Regional
In 3 above at Regional Offices; Offices/Airport Director at
International Airports International Airports

6. Employees of Group D posts Deputy General Manager

at (a) Intl. Airports/Regional Offices (Personnel)

(b) Other Airports/Stations/Units Deputy General Manager

(Pers)/In-charge of Airport/ Station/Unit.

Human Resource Policies and Procedure Manual Page 31

 SECTION II

DIRECT RECRUITMENT & RELATED MATTERS.

6. INDUCTION LEVELS DIRECT RECRUITMENT (DR) IN

EXECUTIVE & NON-EXECUTIVE CADRES:

6.1 Generally, the intake from outside the Authority through direct
recruitment will be at the following levels called the induction levels:

(i) EXECUTIVE CADRE :

Gr. Level/Grade Designation %age Discipline

A E-6 DGM Upto This is an enabling provision
25% and will be resorted to only
when qualified/ eligible
candidates in the next below
cadre of discipline concerned
are not available for promotion.
A E-3 Manager 25%* Disciplines as per requirement^
B E-1 Junior 75%** Disciplines as per requirement^
Executive

# The detailed qualifications and experience required for posts to be filled

through DR are specified in Annexure-1.

^ The DR positions in Secretarial cadre in E-3 & E-1 levels have been
discontinued.

* In case adequate number of executives are not available from next below
cadre the Management would have discretion to fill up posts from open market
beyond 25% posts earmarked for DR quota.

** Remaining 25% posts of E-1 level will be filled up from departmental non-
executives subject to possessing prescribed induction level qualification and
meeting other norms as prescribed.

(ii) NON- EXECUTIVE CADRE:

Gr. Level Designation %age Discipline

C NE-6 Senior 100% Fin. Hindi, Steno, Land, Law, Medical,
Assistant Store, MT, Operations., PR, TM, ATC,
Communication etc.
C NE-5 Assistant 100% Cargo, Hindi (Asstt.), TM, Operations,
HR, etc.
C NE-4 Junior Assistant 100% Cargo, Civil, Elect., Electronics, Fire,
TM, Land, Store, MT, HR, Planning
etc.
D NE-1 Junior 100% Civil, Elect, TM, Medical, Store, Ops.,
Attendant HR, etc.

Human Resource Policies and Procedure Manual Page 32

6.2 The induction of degree holder Engineer in Communication, ATC,
Electronics and Engineering (Civil) and (Electrical), Fire services be made
as Jr. Executive (E-1) (wherever applicable). After successful completion
of prescribed training, they may be inducted in the cadre.

6.2.1 Pay scales of Jr. Executive (E-1) and Manager (E-3) will be granted
along with other admissible allowances to those appointed by direct
recruitment to Jr. Executive (E-1) and Manager (E-3) grades
respectively instead of stipend.

* However, induction at NE-6 level in ATC, Communication and

Electronics shall be made initially as trainees and, they will be given
stipend and not pay scale till they successfully complete the
prescribed training.

* Note: Refer Order No. Pers./MPP/1/26/1/89 dated 12/11/2009.

6.2.2. The selected trainees before joining shall have to furnish prescribed
amount of bond, wherever applicable.

6.3 The detailed qualification and the kind of experience required for posts
filled through DR will be specified with reference to the requirement of
each post. These are broadly specified in Annexure-I (Executives) &
Annexure-II (Non-Executives). The education qualification / experiences
for direct recruitment / promotions for employees joined prior to
29.08.2011 to the various grades in the executive cadres are indicated in
Annexure-III.

6.4 Direct Recruitment of sports personnel to above categories will be as per

the Sports Policy.

6.5 In case of any requirement for induction of professionally qualified people

as Trainees for a specific period, they will be taken from
Govt./Professional Institutes as recognized by AICTE without any
commitment for regular employment against the sanctioned posts.

7. JOB SPECIFICATIONS:

The job specification for various posts including the induction level posts
will be broadly as per Annexure-1 & II and as may be prescribed by the
Competent Authority from time to time. The job specifications can be
amended from time to time considering the job demand/specialization
required for each cadre/discipline subject to the approval of the
Chairperson.

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8. MODE OF SELECTION:
(i) The mode of selection to be generally observed for recruitment to posts
at the induction levels will be as indicated below:
Levels Cadres Mode of Selection
Group A E-6 Screening which includes written test and
Interview.
E-3 Written Test and Interview.

Group B E-1 Written Test and Interview.

Group C NE-6 Written, Trade Test and Interview as applicable.

NE-5 Written, Trade Test and Interview as applicable.
NE-4 Written, Trade Test and Interview as applicable.

Group D NE-1 Trade Test and Interview

(ii) For recruitment to professional categories i.e. CNS, Electronics,

Finance, Engineering, Law, Technical (Equipment/Technical merged
w.e.f. 20.10.2011), Architecture and CP&MS, the weightage shall be as
follows:
(a) 70% questions on subjects relating to educational qualifications
prescribed for the post; and
(b) 30% on General Knowledge, General Intelligence, General
Aptitude, English, etc.

(iii) For recruitment to all other categories including ATC, the weightage
shall be as follows:
(a) 50% questions on subjects relating to educational qualifications
prescribed for the post; and
(b) 50% on General Knowledge, General Intelligence, General
Aptitude, English, etc.

* Refer Order No. MPP/1126/2010-Vol.I dated 20/04/2010 (CHRM

No.13/2010)

9. CONSIDERATION OF DEPARTMENTAL CANDIDATES AGAINST

OPEN ADVERTISEMENT (I.E. DIRECT RECRUITMENT THROUGH
ADVERTISEMENT AND BY NOTIFICATION TO THE
EMPLOYMENT EXCHANGE.
9.1 Departmental candidates are eligible to compete with the external
candidates provided they fulfil the specification(s) as prescribed for the
post(s) advertised.
9.2 Departmental candidates will be considered along with outsiders on
merit, and may be allowed relaxation in age by maximum 10 years.
* They will also be given due weightage for their relevant experience
within the organization.
* Note: Order No. A.32013/1/2006-MPC dated 01/03/2008

Human Resource Policies and Procedure Manual Page 34

 9.3 Departmental candidates possessing recognized degrees obtained through
part-time / correspondence/distance education mode shall be eligible to
appear in the Direct Recruitment examination conducted against
vacancies at various levels/cadres in the organization.
(Refer Order No. A.60011/59/2010-PP dated 19/04/2012)

Further, as per clarification received from AICTE, regarding approval

status of Degree awarded by deemed universities, vide letter F.No.1-
45/UB/2010 August 05, 2010 which states as hereunder:

It has been policy of AICTE, not to recognise the qualification acquired

through distance education mode at Diploma, Bachelors & Masters level in the
fields of Engineering, Technology including Architecture, Town Planning,
Pharmacy, Hotel Management & catering Technology, Applied Arts & Crafts
and Post Graduate Diploma in management (PGDM). AICTE only recognize
MBA and MCA programme through distance mode.
In light of the above, B.Tech degrees acquired through distance education from
any University / Deemed University are not approved by AICTE.

10. AGE: The maximum age limit for each post will be prescribed in the
Direct Recruitment specifications which will be relaxed as per Govt.
policy in the case of SC/ST/Other Backward Classes, Ex-Servicemen,
compassionate appointment and the employees of the Authority.

10.1 Fee: Fee will be payable for Direct Recruitment / Departmental

Competitive Recruitment or recruitment through interview as
prescribed from time to time.

Women candidates are exempted from payment of fees in Direct

Recruitment, Departmental Competitive Recruitment or recruitment
through interview.
11. FIXATION OF PAY ON DIRECT APPOINTMENT FOR NEW
ENTRANTS/DEPARTMENTAL CANDIDATES:

11.1 NEW ENTRANTS:

11.1.1 Initial pay of a candidate selected for appointment against a
direct recruitment post will ordinarily be fixed at the minimum of
the scale of pay of the post to which he/she is appointed.
However, higher initial pay may be given on the merits of each
case but not exceeding three increments. While recommending
the initial pay fixation on appointment against DR posts to
deserving candidates, the Selection Committee will take into
consideration the qualifications, experience, merit performance in
the interview and the existing emoluments of the candidate.

11.1.2 Where any person appointed to a post to which a time scale is

applicable and he/she has been in service in any Department of
the Central or any State Government or any Public Sector
Undertaking immediately preceding such appointment or there
are other sufficient grounds, the Appointing Authority/Selection
Committee may in its discretion fix the pay of the post at which
the pay was last drawn by him/her in such department or
Human Resource Policies and Procedure Manual Page 35
 undertaking to grant him/her a higher starting salary as may be
deemed proper.
11.2 DEPARTMENTAL CANDIDATES:

11.2.1 Pay of a Departmental candidate selected for appointment to a

higher post in DR quota will be fixed by adding one notional
increment. In case the pay so arrived at is less than the minimum
of the higher pay scale, then the pay of the employee will be
fixed at the minimum of the higher pay scale.

11.2.2. In case a departmental candidate on his appointment to the higher

grade wishes to get his pay in the higher grade fixed after
drawing his next increment in the lower grade, he/she may give
an option within one month of his appointment to the higher
grade. The option once exercised will be final and irrevocable.

11.2.3 The departmental candidates who have appointed under DR

quota are entitled for following benefits:
(a) Transportation of personnel effects, travelling allowance,
packing allowance and transportation of conveyance
allowance as per provisions of AAI TA/DA Regulations
2003 (Excluding transfer grant, DA on transfer & joining
time.)
(b) Reimbursement of fuel allowance, telephone expenses, kit
allowance as per their entitlement / applicable for the post of
manager.
(c) Proficiency allowance will not be payable for first three
months.
(d) Past service rendered by them as Jr. Executives will be
counted for the purpose of grant of HBA & Car Advance /
Computer Advance.
(Refer CPC -25/2010, No.A.60011/49/2010-PP dated
16.08.2010.)

12. RESERVATIONS AND CONCESSIONS TO SC/ST/OTHER

BACKWARD CLASSES, PERSONS WITH DISABILITIES AND
EX-SERVICEMEN.

The directives of the Government concerning reservations of posts and

concessions allowed to candidates belonging to Scheduled
Caste/Scheduled Tribes/other Backward Classes/ Ex-servicemen,
Physically Handicapped persons etc. as notified by the Government from
time to time will be strictly followed by the notified appointing
authorities.

13. SPECIAL DISPENSATION IN DIRECT RECRUITMENT (DR) TO

SPECIFIC CATEGORIES OF PERSONS:
13.1 Certain categories of persons will be allowed special dispensation
in appointments to direct recruitment posts as specified below:
(i) EXPROPRIATED LAND OWNERS :

Human Resource Policies and Procedure Manual Page 36

 Individuals whose land is acquired for setting up the
Authority's Projects and who are consequently deprived of
their livelihood will be given due consideration in
employment against the sanctioned posts in DR quota in
any Group C or D posts provided they meet the
prescribed specifications in accordance with the
Government policy.

(ii) DEPENDANTS OF DECEASED EMPLOYEES :

The dependent of a deceased employee will be eligible for

consideration for appointment in the Authority on need-
cum-economic status basis against an available direct
recruitment vacancy in any Group C or D post
commensurate with his/her qualifications and experience.
Priority will, however, be given to dependents of those
employees who die as a result of an accident while on duty.
The broad parameters which will be considered in this regard
are
a. income of the family of the deceased employee;
b. educational qualifications of the dependent member of
the deceased employee seeking employment;
c. number of dependents, and
d. assets & liabilities left by the deceased employee.

The request for compassionate appointment will be

considered even if the name of a dependent is not sponsored
by the Employment Exchange or if he/she has not applied
against any advertisement provided the applicant is
otherwise eligible. Non-existence of an earning member in
the family of the deceased employee will be an important
criterion in this regard. The Competent Authority may
specify any other parameters, to determine the eligible
criteria. For purposes of this concession, the dependents
mean only sons (or adopted son), unmarried daughters (or
adopted daughter) or widow. Deceased employee means
an employee who dies while in Authoritys service.
Compassionate appointment will not exceed 5% quota of
Direct Recruitment posts in Group C and D grades in a
recruitment year.

While appointing the dependents of the deceased employee

on compassionate grounds, an undertaking may be taken that
they would take care of the family of the deceased employee
and failure to maintain the family may result in termination
of their service by the competent authority.

(iii) OUTSTANIDNG SPORTS PERSONS:

Consistent with the Authoritys objective of all round

development of human personality and to provide
encouragement to the activities and programs of the

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 Authority in the area of sports, sport persons of repute may
be recruited with the prior approval of the Chairperson in
respect of the sports in which the Authority has developed its
own teams for participation in Public Sector Undertaking
Sports tournaments or other tournaments. Such recruitment
will be made only against the sanctioned strength in DR
Quota in accordance with the Sports Policy enunciated by
the Authority subject to the following terms and conditions:

(a) Recruitment of such sports persons will be made

commensurate with their relevant experience and
possessing the qualifications required/specified for entry
to the grade to which he/she is sought to be recruited.
(b) In order to be eligible for selection under this special
recruitment, candidates should have represented the
Country and/or State in a recognized
Championship/Tournament at State, National and/or
International level at least during the three years
preceding the date of appointment.
(c) Physical fitness of such sports persons selected for
special appointment should be of the highest standard
and the upper age limit shall be 25 years.

14. SOURCES OF DIRECT RECRUITMENT (DR):

14.1 Recruitment to posts at induction and other levels will normally be

made from the sources mentioned below.
14.2 Employment Exchanges for posts as prescribed in the Employment
Exchanges (Compulsory Notification of Vacancies) Act, 1959
and/or Government directives issued from time to time.
14.3 Direct recruitment by advertisement in the Press/Electronic Media
14.4 By considering departmental candidates meeting the specified
requirements.
14.5 From reputed Engineering / Management Institutes by Campus
interviews and through GATE (Refer CHRM Circular No.7/2014
dated 12.03.2014).
14.6 Deputationists from the Central/State Governments/Union
Territories and the Public Sector Undertakings.
14.6(1). The deputationists taken through a regular process of
selection may be considered for absorption subject to
meeting the requirement of R&P Guidelines.
14.7 By making reference to recognized Associations/Agencies who
maintain rosters of suitable persons in different skills for
promotion and welfare of Scheduled Castes/Scheduled
Tribes/Other Backward Classes, Ex-servicemen, Persons with
Disability and other similar special categories.

14.8 Any other sources as approved by the Competent Authority in

exceptional circumstances.

Human Resource Policies and Procedure Manual Page 38

 Note: i. AAI has introduced a lateral induction policy to induct
suitable employees from one department to another in
same level.
ii. AAI also has introduced internal deputation policy (IDP-
2014.) to induct suitably employees to different
departments at one level higher.

(Refer Corporate HRM Circular No.02/2014, dated 27.01.2014)

15. PROCEDURE FOR RECRUITMENT TO DR POSTS:

15.1 It will be necessary first to send a requisition to the concerned

Employment Exchange for filling up a DR vacancy in Group
C & D posts in accordance with the instructions prescribed
in Rule 4 of the Employment Exchanges (Compulsory
Notification of Vacancies) Rules, 1960 as amended from time
to time and in case the Employment Exchange fails to make
available suitable candidates within a fortnight, the post may be
advertised.
15.2 Where a post is to be filled by direct recruitment, the respective
HR Deptt. will release an advertisement in the Press inviting
applications from candidates fulfilling the eligibility conditions
of the post. Recruitment will be resorted to only against duly
sanctioned posts as per the requirement of the department
concerned. While releasing the advertisement, the job
specifications, the educational qualifications and experience
required for the post and reservation details shall be clearly
mentioned.
15.3 All posts at E-1 level and above will be considered as
Centralized Cadres and recruitment to these posts will be
made by the Corporate Office.
15.4 All posts upto NE-10 level will be considered as
Region/Corporate Hqrs./Field posts unless otherwise specified
in respect of a particular post and recruitment to these posts will
be made by the appointing authorities concerned.
15.5 All applications for direct recruitment shall be scrutinized by
the HR Department concerned. The HR Department will
prepare a list of applicants who fulfil the prescribed eligibility
conditions and submit the same to the Appointing Authority.
15.6 With the approval of the Competent Authority, a Selection
Committee will be constituted for selection of suitable
candidates. The Selection Committee shall consist of not less
than five members including the SC/ST/Other Backward
Classes representative, representative of minority community
wherever necessary in accordance with the Govt. policy.
Officers on the Selection Committee will be at least two scales
above the post for which the recruitment is to be made.
15.7 The number of candidates to be considered for filling up the
vacancies by direct recruitment will normally be five times the
number of vacancies to be filled and where the numbers of such
candidates are less than five times the vacancies to be filled, all
the qualified candidates shall be considered by the Selection

Human Resource Policies and Procedure Manual Page 39

 Committee. However, where the vacancies to be filled by
direct recruitment are limited and the number of candidates who
apply and fulfil the prescribed criteria are more, the criteria for
selection of candidates may be revised with the approval of the
Competent Authority regarding the number of candidates to be
called for interview.
15.8 The Selection Committee shall judge the suitability of
candidates on the basis of written examination/practical test
where prescribed and/or interview as may be decided by the
Competent Authority.
15.9 The Selection Committee shall submit to the Appointing
Authority a list recommending the names of the candidates
found suitable for appointment in the order of merit.
15.10 The Appointing Authority shall consider the recommendation
of the Selection Committee and pass such orders as deemed fit.
Where the Appointing Authority does not accept any
recommendation of the Selection Committee, the Appointing
Authority shall record the reasons thereof in writing, and
submit the case to Chairperson for a final decision.
15.11 Appointments will be made in the order of merit as given in the
said list and the orders will be issued by the HR Department
concerned.
15.12 After issue of appointment letters according to availability of
vacancies, the names of the remaining candidates in the said list
shall be kept for consideration to fill up vacancies which may
arise in future within one year from the date of approval of
panel by the Appointing Authority subject to its being extended
for a further period not exceeding six months for reasons to be
recorded in writing by the Competent Authority.

SECTION-III

CRITERIA, BENCH-MARK, COMPOSITION OF DPCS FOR PROMOTION

16. CRITERIA AND BENCH-MARK FOR PROMOTIONS TO VARIOUS

GRADES IN EXECUTIVE AND NON-EXECUTIVE CADRES (detailed procedure
is at Annexure-IV):

a) For Promotion from Joint GM(E-7) to GM(E-8) and GM(E-8) to

ED(E-9).
The bench mark for promotions to the grade of GM(E-8) and ED(E-9)
will be VERY GOOD. The officers shall be empaneled in accordance
with the select list drawn by the DPC based on ACRs, length of service
in the next below grade and interview.
For selection to the posts where the criteria is interview, the guidelines
have been modified for two stage screening

b) For Promotion to the level of DGM(E-6) and Joint GM (E-7):

The bench mark for promotions to the grade of DGM (E-6) and Joint GM
(E-7) will be VERY GOOD. (This will ensure element of higher

Human Resource Policies and Procedure Manual Page 40

 selectivity in comparison to promotions to the grades lower than the
aforesaid level where the bench-mark as indicated below, shall be Good
only). The DPC, for promotions to the said grades/posts, will give one of
the following overall gradings to the officers who are in the
consideration zone:

i) OUTSTANDING
ii) VERY GOOD
iii) GOOD
iv) AVERAGE
v) UNFIT

While drawing up the Select Panel for promotion, officers graded as

OUTSTANDING will be placed enbloc senior to the officers who are
graded as VERY GOOD provided they are within the number of
vacancies for which the DPC is held. Since the bench-mark is VERY
GOOD for promotions to the grade of DGM and Joint GM the officers
getting overall gradings lesser than VERY GOOD will not be
empanelled.

c) For promotions from the level of Junior Executive (E-1) to the level
of Sr. Manager (E-4):

For promotions to the post of Asstt. Manager (E-2) up to the grade of Sr.
Manager (E-4), the bench-mark will be GOOD. The DPC, for
promotion to posts/grades in these categories, grade officers as
OUTSTANDING, VERY GOOD, GOOD, AVERAGE and UNFIT as in
Para 16(b) above. While drawing up the Select Panel for promotion,
officers graded as OUTSTANDING will be placed en-bloc senior to
those officers who are graded as VERY GOOD, and the officers graded
as VERY GOOD will be placed en-bloc senior to all the officers graded
as GOOD, provided they are within the number of vacancies for which
the DPC is held. Similarly, for placing Sr. Manager (E-4) to Asstt. Gen.
Manager (E-5) the bench mark will be GOOD.

d) For Promotions in the Non-Executive Grades:

Promotion to all these grades will be on the basis of seniority-cum-fitness

subject to the rejection of UNFIT. The DPC will therefore grade the
officers as FIT or UNFIT on the basis of performance as reflected in
their Performance Appraisal Reports (PARs) for the relevant period, and
subject to qualifying test wherever prescribed.

17. DPC COMPOSITION AND METHODOLOGY OF ASSESSMENT:

17.1 The Departmental Promotion Committee (DPC) will be constituted

for selection of suitable candidates with respect to the level of posts
and the representatives of SC/ST will be included/co-opted wherever
applicable as per the guidelines on the subject. The members of the
DPC will be at least two levels higher than the posts for which the
DPC is conducted wherever possible. Where the posts are to be filled

Human Resource Policies and Procedure Manual Page 41

 up on the basis of interview, an outside expert will also be associated
with the DPC/Selection Committee.

17.2 Each Departmental/Promotion Committee should decide its own

method and procedure for objective assessment of the suitability of
the candidates who are in the consideration zone for promotion.

18. INTERVIEW AND TEST:

18.1 Wherever interviews are prescribed, the weightage would be given to

PAR ratings, seniority and interview in order to ensure greater
selectivity in the matter of promotions and for having uniform
procedures for assessment. DPC should decide its own method and
procedure for objective assessment of the suitability of the candidates.
18.2 Scheme for award of marks by DPC where there is interview:
(1) DPCs, where there is interview, shall prepare the panels for
promotions on the following structured scheme for award of
marks:

(a) There shall be a total of 100 marks, which shall be allocated

as follows:
(i) PARs - 50
(ii) Special Attributes & Experience (SAE) - 25
(iii) Interview - 25
---------
Total 100

Note:- (1) Only those officers who secure a minimum of 40

out of 75 marks (for PARs and SAE) will be called
for interview by the DPC.
(2) Overall pass marks (for PARs, SAE and
interview), where the benchmark is Very Good,
shall be 65%.

(b) Marks for PARs will be as follows:

Marks
Outstanding - 10
Very Good - 8
Good - 6
Average - 3
Note: (1) Where the benchmark is Very Good, at least four
out of five PARs should be Very Good or above.
(2) Maximum marks for PARs will be 50 marks.
(c) For Special Attributes and Experience (SAE), a maximum of
25 marks shall be awarded as follows:
Marks

Experience - 10
Additional/higher qualification - 10
Outstanding contribution/Achievements - 5

Human Resource Policies and Procedure Manual Page 42

 -------
25
-------
(d) During interview, the DPC shall award a maximum of 25
marks taking into account the parameters viz., knowledge of
subject, rules and procedures, qualities/skills and personality.
However, the DPC may not indicate marks for each parameter
separately and may instead choose to award overall marks
only.

(e) (i) The DPC will consider the eligible candidates in two
stages. In the first stage, consideration will be by screening of
candidates for interview through circulation of papers to DPC
members and during the second stage, DPC will formally
meet to interview the candidates.

(ii) Only those officers who secure a minimum of 40 out

of 75 marks (for PAR and SAE) will be called for interview
by the DPC.

(iii) The zone for interview will be 2 x + 4 (x stands for

number of vacancies) and it will be arrived at by screening of
those in the eligibility list in descending order till sufficient
number of candidates equal to the prescribed zone 2x+4 of
those who secure a minimum of 40 out of 75 is reached (after
elimination of candidates who do not get a minimum of 40
out of 75) for consideration by the DPC at the second stage by
interview.

(f) After interview, the DPC will, keeping in view the number of
vacancies, prepare the select panel in terms of the merit
position based on the total marks obtained (for PARs, SAE
and Interview) by those who were assessed suitable, i.e. who
secured a total of 65% marks and above and their seniority
will be determined accordingly.

(g) If after interview sufficient number of officers with the

required benchmark of 65% marks are not available among
those who were called for interview then the DPC will
prepare the select panel in terms of merit position based on
the total marks obtained by those who secured a minimum of
65% marks and above and for the unfilled vacancies, a fresh
DPC will be held in two stages as already stated above. This
DPC will consider eligible candidates starting from the one
who is next to the last candidate already considered by the
previous DPC. Thus, those already considered will not be
considered again by the fresh DPC. This process will
continue till all the unfilled vacancies are filled in the same
year.

Human Resource Policies and Procedure Manual Page 43

 (h) A proforma to be used by DPCs for the above stated purpose
is as per Appendix enclosed with the Corporate Circular No.
13/2010 dated 20.04.2010.

(i) The above procedure shall be applicable for selection to the

ex-cadre posts also where there is interview and benchmark is
Very Good.

(j) *For promotion to the grade of DGM(E-6) and above, while

the benchmark will be Very Good, the DPC shall ensure that
out of the five years PARs, at least four are Outstanding for
grading the officer as Outstanding and at least four are
Very Good or above for grading the officer as Very Good.

* Refer Order No. Pers./MPP/1/26/1/89 dated 12.11.2009.

Refer Corporate HR Circular No.13/2010, letter No.

MPP/1126/2010-Vol.I dated 20.04.2010.

19. FORMATION OF CLUSTERS FOR PROMOTIONS:

19.1 With a view to ensuring regulated promotions and to avoid stagnation

due to lack of adequate promotional avenues, the following clusters in
various grades have been formed:
EXECUTIVES NON-EXECUTIVE

i) E-6 & E-7* NE-8 & NE-9

ii) E-4 & E-5 NE-6 & NE-7
iii) ----------- NE-4 & NE-5**
iv) ------------ NE-1 to NE-3

* Subject to Para-21(iii) of these Guidelines.

** Applicable in grades other than those prescribed in NE-5
grade in Para-6.1(ii) of these Guidelines.

19.2 The promotion of staff in the cluster will be made within the total
number of posts earmarked in the cluster. The posts in the cluster can
be operated at higher level within total number of posts in the cluster.
The promotion of staff from one cluster to another will, however, be
subject to vacancy arising in the higher cluster, and the employee
meeting other norms/specifications prescribed for promotion, from
time to time.
19.3 In case of placements/promotions within the cluster, there will be no
change in the seniority as determined through DPC for entering into
the cluster or the substantive level. For promotion from one cluster to
the next, the eligibility will be considered on the basis of seniority, as
established at the time of entering into that cluster and following set
DPC procedures.
19.4 The reservations for SC/ST/PWD will be followed as per the
Presidential Guidelines at the time of promotions from one cluster to
another.

Human Resource Policies and Procedure Manual Page 44

 SECTION - IV

DEPARTMENTAL PROMOTIONS AND RELATED MATTERS

20. PROMOTIONS IN THE EXECUTIVE & NON-EXECUTIVE

GRADES:

20.1 So as to rationalize inter discipline promotion opportunities, there

will be an exhaustive annual review before commencement of
promotion proceedings by Manpower Advisory Board consisting
of Chairman and Whole-Time Members which will determine the
number of posts required to be filled in various levels/clusters of
different disciplines taking into account the operating sanctioned
strength, men in position and number of eligible candidates in each
grade.

20.2 It will be essential to qualify departmental training

courses/examination for promotion to next higher grade in
disciplines where such qualifying training / examination are
prescribed.

20.2.1 The criteria followed for promotions will be made

applicable in placement/SG also with regard to disciplinary
/vigilance clearance. Also the criteria of benchmark
wherever applicable shall be considered for placement/SG.
(Refer CHRM No.08/13, No.A.60011/41/2013/HRPC dated
02.05.2013)

20.3 Vacancies in different categories of posts in the Authority in the

promotion quota will be filled, as follows:

21. PROMOTIONS - EXECUTIVE GRADES (GROUP A & B POSTS):

GROUP A POSTS:

i) GENERAL MANAGER (E-8) [PRE-REVISED - `20500-26500]

[REVISED ` 51300-73000] TO EXECUTIVE DIRECTOR (E-9)
[PRE- REVISED - `23750-28550] [REVISED- ` 62000-80000] -
100% PROMOTION
General Manager (E-8) with 5 years regular service in the grade will be
eligible for promotion to the grade of Executive Director (E-9) subject to
recommendation of the Selection Committee based on the interview and
prescribed bench-mark of VERY GOOD.

ii) JOINT GENERAL MANAGER (E-7) [PRE-REVISED - `18500-

23900] [REVISED `43200-66000] TO GENERAL MANAGER (E-8)
[PRE-REVISED - `20500-26500] [REVISED `51300-73000] - 100%
PROMOTION

For promotion to the post of General Manager (E-8), any Jt. General
Manager (E-7) with a minimum of one years regular service in the grade
with a combined regular service of five years as Dy. General Manager (E-

Human Resource Policies and Procedure Manual Page 45

 6) and Jt. General Manager (E-7) will be eligible and on the
recommendation of the Selection Committee based on interview and the
prescribed bench-mark of VERY GOOD (ORDER NO.
PERS./MPP/1/26/1/89 DATED 12.11.2009).
Vacancies in posts in the grade of GM and above in the common disciplines
shall be filled as follows (Order No. MPP/1126/2010/Vol.I dated
26.05.2010)*:
(i) The number of vacancies to be filled by promotion in each
common discipline in each grade in both the divisions shall be
combined and officers in the respective feeder grade in both the
divisions shall be considered for promotion.
(ii) A combined eligibility list of officers in the feeder grade in both
the divisions shall be prepared, based on the date of regular
appointment in the feeder grade subject to maintenance of inter-
se-seniority of those belonging to the same division. If the date
of appointment in the feeder grade of an officer in a particular
division is the same as that of an officer in another division, then
their inter-se position shall be determined on the basis of their
date of regular appointment in the lower grade(s) and if it is also
the same, then it shall be decided by their date of birth, i.e., the
elder will be placed above the younger.
(iii) Officers who were appointed to the feeder grade subject to
acquiring passing certain educational qualification shall not be
considered eligible unless they have already acquired/passed the
said educational qualification as on the prescribed crucial date of
eligibility for consideration for promotion.

*Note: i). This has become redundant after implementation of

common seniority w.e.f 01.02.2005 in all grades but
implemented in year 2013.

ii). Vide Circular No.A.60011/7/2014-HRPC date 09.4.2014

CHRM No.16/2014, employees who were appointed prior
to the common R&P guidelines with effect from
01.02.2005 will be eligible as per their the then induction
level qualification(s), etc.

iii) DY.GENERAL MANAGER (E-6) [PRE-REVISED - `17500-22300]

[REVISED ` 36600-62000] TO JOINT GENERAL MANAGER (E-
7) [PRE-REVISED - `18500-23900] [REVISED ` 43200-66000]

a) Promotion with designation against two-third posts of DGM:

Two-third posts of DGM will be operated as Joint GM as a functional
post in the respective discipline. DGMs with three years regular
service in the grade will be eligible for normal promotion against
these posts subject to DPC recommendation based on the prescribed
bench-mark of VERY GOOD.
(Refer Order No. PERS./MPP/1/26/1/89 dated 12.11.2009)

Human Resource Policies and Procedure Manual Page 46

 b) Placement in Joint GM scale as DGM (SG):

DGMs not promoted/covered against vacancies of Joint GMs will be

placed in E-7 scale as DGM (SG) after completion of five years
regular service in the grade subject to the condition that there is no
disciplinary case pending against them and their performance is
satisfactory.

iv. ASSISTANT GEN. MANAGER (E-5) [PRE-REVISED - `16000-

20800] [REVISED ` 32900-58000] TO DY.GENERAL MANAGER
(E-6) [PRE-REVISED - `17500-22300] [REVISED ` 36600-62000]
- 100% PROMOTION (WITH ENABLING PROVISION UPTO
25% DR)
a) (i) *Assistant General Manager (E-5) with 2 years regular
service in the grade will be eligible for promotion to DGM (E-6)
subject to possessing requisite professional/specialized qualification
as may be prescribed for each discipline viz. B.Tech/B.E/MBA or
equivalent and DPC recommendation on the prescribed bench-mark
of VERY GOOD (atleast four out of five ACRs should be
outstanding / very good to rate the officer as outstanding / very good).
*Note: Refer Order No. PERS./MPP/1/26/1/89 dated 12.11.2009.

(ii) In case of non-availability of suitable internal candidates for

promotion to the grade of DGM (E-6), the management will have the
discretion to fill posts upto 25% from outside, on the basis of
prescribed qualifications and experience, as provided in Para-6.1 of
these Guidelines.

v) PLACEMENT IN ASSTT. GEN. MANAGER (E-5) [PRE-REVISED

- `16000-20800] [REVISED ` 32900-58000]:

Senior Managers with 3 years of regular service in the grade will be

placed (with pay fixation benefit)* in the grade of Asstt. Gen. Manager
(E-5) provided that no disciplinary case is pending and performance is
satisfactory.
*In accordance with corporate HR Circular No.18/2013 dated 14.08.2013

vi) MANAGER (E-3) [PRE-REVISED RS.13000-18250] [REVISED `

24900-50500] TO SENIOR MANAGER (E-4) [PRE-REVISED -
`14500-18700] [REVISED ` 29100-54500] - 100%
PROMOTION

Manager (E-3) with 3 years regular service in the grade will be eligible for
promotion to Sr. Manager (E-4) grade, subject to DPC recommendations
based on the prescribed bench-mark of GOOD.

vii) ASSISTANT MANAGER (E-2) [PRE- REVISED `10750-16750]

[ REVISED ` 20600-46500] TO MANAGER(E-3) [PRE REVISED
- `13000-18250] [REVISED ` 24900-50500] - 75% PROMOTION

Human Resource Policies and Procedure Manual Page 47

 Assistant Manager (E-2) with 3 years regular service in the grade will be
eligible for promotion to Manager (E-3) grade subject to DPC
recommendation based on the prescribed bench-mark of GOOD.

*With effect from 01.01.2015, the qualification for promotion to the grade
of Manager (E-3) shall be the qualification prescribed for direct
recruitment as Jr. Executive (E-1). Employees who do not possess the
qualification prescribed for direct recruitment to E-1 shall have to acquire
the said qualification before 01.01.2015

* Refer Order No. PERS./MPP/1/26/1/89 dated 2nd February, 2010.

* 2 yrs. MBA degree obtained by the employees upto 12.01.2012 with

prior permission through Part Time / Distance Education /
Correspondence mode including lateral entry subject to recognition of
DEC/UGC/AICTE may be taken on record.

The MBA degrees being pursued on lateral entry basis beyond 12.01.2012
through any mode shall not be valid for any purpose in the organization

Refer Order No. No. A.60011/59/2010-PP (Pt.I.) dated 02.03.2012

GROUP B POSTS

viii) JUNIOR EXECUTIVE (E-1) AND SR. SUPDT. (NE-9) TO

ASSISTANT MANAGER (E-2):

a) 50% posts of AM (E-2) will be filled by promotion from JE (E-1

level subject to vacancies and meeting other norms. The eligibility
criteria will be three years regular service in the grade.

(b) The remaining 50% posts of Assistant Manager (E-2) will be filled
by departmental promotion from Sr. Superintendent (NE-9) as
follows:

(i) 25% by DPC with eligibility criteria of 3 years regular service

in the grade of NE-9 on the basis of seniority-cum-fitness for
which the qualification requirement will be as prescribed for
NE-6.

(ii) 25% through qualifying test and interview with eligibility

criteria of 3 years regular service in the grade of NE-9 with
qualification as prescribed for NE-6.

(iii) Employees in NE-9 will be placed in E-2 as Selection Grade

on completion of 08 years regular service with pay fixation
benefit w.e.f. 01.02.2010.

Human Resource Policies and Procedure Manual Page 48

 (iv) The seniority of such employees placed in E-2 scale will be
maintained in NE-9 till their promotion as Assistant Manager
(E-2) scale on regular basis.

(v) They shall have All India Transfer liability and their services
will be utilized to discharge the responsibilities of Assistant
Manager and also for multi-skilling

(vi) With effect from 01.01.2015, the qualification for promotion

from Sr. Superintendent (NE-9) to Assistant Manager (E-2)
will be the qualification prescribed for direct recruitment to
NE-6. Those already in the grade of Sr. Superintendent (NE-
9) and do not possess the qualification prescribed for direct
recruitment to NE-6 will have to acquire the said qualification
before 01.01.2015.
Note: Order No. PERS/MPP/1126/1/2006 dated 1/2/2010 &
06.02.2012.

(vii) In case of non-availability of candidates in NE-9, posts of E-2

level can be filled up from E-1 and AAI Board may be kept
informed regarding the need for filling up of posts from E-1
whenever the same is resorted to.
c) 25% of Jr. Executive (E-1) posts will be filled by Non-Executives
from all trades (disciplines) having the qualification prescribed for
direct recruitment to Jr. Executive (E-1) subject to passing written
test, interview and meeting other norms.

d) Where vacancies at E-2 level remain unfilled because of non-

availability of departmental candidates, Management may
introduce a scheme to induct professional/qualified personnel at E-
1 level.

e) The Sr. Supdt.(NE-9) and equivalent not interested for promotion,

not eligible for promotion to E-2 will be placed in NE-10 scale on
completion of 6 years service subject to satisfactory service/PAR
norms.

f) Those who have been placed in NE-10 scale for want of prescribed
qualification and subsequently acquire the requisite qualification
for promotional scale of E-2 can be considered for promotion on
acquiring the additional qualification, subject to norms prescribed.

g) Placement with pay fixation benefit will be allowed from the grade
of Jr. Executive (E-1) to the grade of Asstt. Manager (E-2) on
completion of three years regular service.

h) Anomaly in pay fixation of a senior with reference to his junior

will be decided under FR-22 c (a) (i).
Note: Order No. Pers./MPP/1/26/1/89 dated 12/11/2009).

22. PROMOTIONS - NON-EXECUTIVE GRADES (GROUP B, C AND

D POSTS)

Human Resource Policies and Procedure Manual Page 49

 i) SR. SUPDT.(NE-9) (PRE-REVISED - `8000-16340) (REVISED `
17000-39500) TO SR. SUPDT.(SG) (NE-10)(PRE-REVISED -
`9000-18000) (REVISED ` 18500-40000)
Sr. Supdt. (NE-9) and equivalent, not interested in their promotion or
not eligible for promotion to the Executive posts, will be eligible for
placement in NE-10 scale on completion of six years regular service in
NE-9 grade subject to the condition that no disciplinary case is pending
and the performance is satisfactory.
ii) SUPERINTENDENT (NE-8) [PRE-REVISED - `7200-14460]
[REVISED `16000-38900) TO SENIOR SUPERINTENDENT
(NE-9) (PRE-REVISED - `.8000-16340) (REVISED ` 17000-
39500) - (CLUSTER POSTS)
Superintendent(NE-8) with 2 years regular service in the grade will be
placed in the scale of NE-9 without pay fixation benefit within the
total number of posts sanctioned for NE-8 and NE-9 subject to the
condition that no disciplinary case is pending and the performance is
satisfactory. The posts in the cluster can be operated at the higher level
within the total number of sanctioned posts in NE-8 and NE-9.
Refer: Order No. PERS/MPP/1126/1/2006/325 dated 10.03.2008

iii) SUPERVISOR (NE-7) [PRE-REVISED - `6500-12860]

[REVISED- ` 15000-35500] TO SUPERINTENDENT (NE-8)
[PRE-REVISED - ` 7200-14460] [REVISED ` 16000-38900)

Supervisor (NE-7) with 3 years* regular service in the grade will be

eligible for promotion to NE-8 grade subject to availability of vacancy
with pay fixation benefit against the existing strength as may be re-
appropriated subject to fitness, written test and suitability, wherever
applicable.
Note: Order No. PERS/MPP/1126/1/2006/325 dated 10.03.2008.
The benefit of combined service of 3 years in NE-6/NE-7 for
promotion to NE-8 subject to availability of vacancy is admissible only
to those employees who were in NE-6 prior to 01.08.2001 and not to
others.
Note: Order No. PERS/MPP/1126/1/2010/Pt. dated 27.04.2011.
Supervisor (NE-7) not getting promotion to Superintendent (NE-8) for
want of vacancies may be placed in the NE-8 scale as Supervisor SG
on completion of 6 years service in NE-7 with pay fixation benefit.
Refer: Order No. PERS/MPP/1126/1/2006 dated 06.02.2012

iv) SENIOR ASSISTANT (NE-6) [PRE-REVISED - `6300-12060]

[REVISED `14500-33500] TO SUPERVISOR (NE-7) [PRE-
REVISED - `6500-12860] [REVISED- ` 15000-35500] -
CLUSTER POSTS

Sr. Assistant (NE-6) with 2 years regular service in the grade will be
placed as Supervisor in the pay scale (NE-7) without pay fixation
benefit within the total number of posts sanctioned for NE-6 and NE-7

Human Resource Policies and Procedure Manual Page 50

 subject to the condition that no disciplinary case is pending and the
performance is satisfactory.

The posts in the cluster can be operated at the higher level within the
total number of sanctioned posts in NE-6 and NE-7.

Employees in position as on 31.07.2001 having line of promotion from

NE-6 to NE-8 or NE-6 to NE-9 shall be granted promotion,
accordingly, as one time measure against supernumerary posts in NE-8
or NE-9 as the case may be on completion of 8 years regular service in
NE-6. On such promotion, the employees will be entitled for pay
fixation benefit. However, such promotions will be granted to them
subject to their giving irrevocable written undertaking that they will
follow this channel of promotion. In such cases while the promotion
will be retrospective from the date of eligibility, the actual financial
benefit will be allowed only from 01.02.2010.

On promotion to NE-8/NE-9, as the case may be, the resultant

vacancies in NE-6 will be filled up on the basis of the then prescribed
ration i.e., 40:30:30. Likewise, the number of supernumerary posts
being utilized at NE-8/NE-9 shall cease to exist in the event of the
incumbent vacating that position on account of promotion / transfer/
retirement/ resignation/ death etc.,

The supernumerary posts so created at NE-8 or NE-9 level shall be

adjusted against future vacancies as when they occur.

(i) If officials who were in NE-6 as on 31.7.2001 and had opted for
movement from NE-6 to NE-9 have, despite their option,
moved under cluster from NE-6 to NE-7 and NE-8, they may
also submit their request for promotion as per their original
option in case they are willing to move from NE-6 to NE-8 or
NE-9 directly in place of cluster promotions already availed by
them. However, dual benefit is not permitted.

(ii) In such cases, the benefit of pay fixation in NE-7 and NE-8, if
any, will be adjusted.

(iii) A vacancy register will be maintained to keep a record of such

promotions being made against future vacancies and to ensure
that all such promotions are, in fact, adjusted against future
vacancies, as and when they arise, in terms of CHQ Order No.
A.32015/02/2010-EH/834 dated 09.04.2010.

Refer Order No. Pers./MPP/1126/1/2006 dated 01.02.2010,

14/05/2010 & 06.02.2012.

Human Resource Policies and Procedure Manual Page 51

 The new incumbents appointed in NE-6 scale on or after
01.08.2001 will follow the normal promotion channel i.e. from
NE-6 to NE-7 and onwards.

v) ASSISTANT (NE-5) [PRE-REVISED - `5800-10960] [REVISED

` 13400-30500] TO SENIOR ASSISTANT (NE-6) [PRE-REVISED
- `6300-12060] [REVISED `14500-33500]

a) Criteria for Promotion to NE-6 Scale in applicable

disciplines/posts:

Assistant (NE-5) with 3 years regular service in the grade will be

considered for promotion to Sr. Assistant in NE-6 pay scale with
pay fixation benefit in applicable disciplines/posts subject to
availability of a vacancy and following prescribed selection
process/trade test and DPC recommendations.

Assistant (NE-5) not getting promotion for want of vacancies in

Sr. Assistant (NE-6) may be placed in NE-6 pay scale as
Assistant SG on completion of 6 years regular service in NE-5
with pay fixation benefit.

Refer: Order No. PERS/MPP/1126/1/2006/325 dated 10.03.2008

Order No. Pers./MPP/1126/1/2006 dated 06.02.2012.

b) Criteria for appointment to NE-6 scale against vacancies to

be filled by DR in applicable disciplines/posts :

The departmental candidates possessing the qualification

prescribed for DR will be given opportunity for appointment to
NE-6 scale against vacancies to be filled by DR subject to
qualifying written/trade test and the prescribed selection process,
before resorting to filling up of DR vacancies from outside.

vi) JUNIOR ASSISTANT (NE-4) [PRE-REVISED - `5500-10060]

[REVISED - ` 12500-28500] TO ASSISTANT (NE-5) [PRE-
REVISED - `5800-10960] [REVISED ` 13400-30500] - CLUSTER
POSTS
a) Criteria for Promotion to NE-5 scale in applicable
disciplines/posts :
Jr. Asstt. (NE-4) with 2 years regular service in the grade will be
placed as Assistant in NE-5 pay scale without pay fixation
benefit in applicable disciplines/posts subject to the condition

Human Resource Policies and Procedure Manual Page 52

 that there is no disciplinary case and the performance is
satisfactory.
Similarly, NE-3 employees in position on or before 31.7.2001
and fulfilling entry level qualifications will be considered for
NE-5 scale in applicable discipline/posts where such channel was
available to them subject to completion of 6 years combined
service in NE-3 and NE-4, and subject to passing the prescribed
written/trade test.

b) Criteria for appointment to NE-5 scale against vacancies to

be filled by DR in applicable disciplines/posts:
The departmental candidates possessing the qualification
prescribed for DR will be given opportunity for appointment to
NE-5 scale against vacancies to be filled by DR subject to
qualifying written/trade test and the prescribed selection process,
before resorting to filling up DR vacancies from outside.

vii) SENIOR ATTENDANT (NE-3) [PRE-REVISED-`5300-9110]

[REVISED ` 11500-26000] TO JUNIOR ASSISTANT (NE-4)
[PRE-REVISED - `5500-10060] [REVISED ` 12500-28500]
a) Criteria for Promotion to NE-4 scale in applicable
disciplines/posts :
30% vacancies (15% by DPC and 15% through departmental
examination) will be filled up from Group D employees in NE-
3 in their respective disciplines on completion of three years
regular service in the grade to Group C ( NE-4/NE-5 as the case
may be) subject to meeting prescribed qualification of NE-4,
qualifying written/trade test and the prescribed selection process .

Refer Order No. PERS/MPP/1126/1/2006 dated 01/02/2010.

b) Criteria for appointment to NE-4 scale against 20%

vacancies to be filled by DR in applicable disciplines/posts:
20% of posts in Jr. Assistant (NE-4) level will be filled up
amongst from Group-D employees (all disciplines) having the
requisite DR qualification subject to passing the competitive test.
The employees may be granted age relaxation as per rules
(Relaxation of 10 years be given to eligible departmental
candidates).

Refer Order No. PERS/MPP/1126/1/2006 dated 1/2/2010.

GROUP D POSTS:
The total number of posts in Sr. Attendant (NE-3), Attendant (NE-2)
and Jr. Attendant (NE-1) in each cadre will be operated in the ratio of
40:30:30 respectively.

viii) ATTENDANT (NE-2) [`.4900-8020] TO SENIOR ATTENDANT

(NE-3) [`5300-9110] CLUSTER POSTS:

Human Resource Policies and Procedure Manual Page 53

 The total number of posts in Sr.Attendant (NE-3), Attendant (NE-2)
and Sr.Attendant (NE-1) in each cadre will be operated in the ratio of
40:30:30 respectively (As on 01.02.2010). And not to be equated with
40% upgradation in group D posts w.e.f 01.04.1996
Refer Circular Order No. PERS/MPP/1126/01/2006 dated 01.02.2010
& dated 14.05.2010

The candidates will be considered for placement against these posts on

completion of 4 years regular service in NE-2 grade and passing the
trade test. This will be further subject to the condition that no
disciplinary case is pending and the performance is satisfactory. The
candidates not falling under 40% posts will be placed in NE-3 grade
with pay fixation benefit irrespective of vacancies on completion of 6
years regular service in NE-2 grade.

Sr. Attendant (NE-3) on completion of 6 years regular service in the

grade will be placed as Sr. Attendant SG in the pay scale of NE-4
with pay fixation benefit on the condition that no disciplinary case is
pending and the performance is satisfactory.

Refer Order No. PERS/MPP/1126/1/2006 dated 06.02.2012

ix) JUNIOR ATTENDANT (NE-1) [` 4400-6920] TO ATTENDANT

(NE-2) [`4900-8020] CLUSTER POSTS

Jr. Attendant (NE-1) on completion of 6 years regular service in the

grade will be promoted to NE-2 subject to the condition that no
disciplinary case is pending and the performance is satisfactory.

(x) Wherever pay anomaly exists i.e. junior drawing higher salary than
senior, the same will be decided under FR 22C (a) (i).
Refer Order No. PERS/MPP/1126/1/2006 Dated 1/2/2010.

23. STAGNATION RELIEF SCHEME

The employees who belong either to blind alley cadre or similarly situated who are
not getting promotions will be given benefit of Stagnation Relief Scheme 2014
issued vide CHRM circular no. 40/2014 dated 16.12.2013.

24. CONSIDERATION ZONE:

i) NORMAL CONSIDERATION ZONE:

For the purpose of determining the number of officers to be considered for

promotion against selection posts, the zone of consideration will be as
follows:

No. of Vacancies Normal Zone Zone of Consideration

Human Resource Policies and Procedure Manual Page 54

 for SC/ST
1 5 5
2 8 10
3 10 15
4 12 20
5 and above Twice the No. of 5 Times the No. of
vacancies +4 vacancies.

ii) EXTENDED CONSIDERATION ZONE:

Where sufficient number of officers with required bench-mark are not
available within the zone of consideration, the DPC would place required
number of officers falling within the zone of consideration with the
required benchmark on the select panel and for the unfilled vacancies, a
fresh DPC will be held by considering the required number of officers
beyond the normal-zone of consideration, subject to their fulfilling the
requisite qualifying service and other conditions as per Regulations.

25. CRUCIAL DATE FOR DETERMINING ELIGIBILITY.

(i) The DPC will be held only once in a year between January to March
every year.
(ii) The vacancies for the period from 1st July of the previous year to 30th
June of the current year will be considered.
(iii) The crucial date of eligibility will be 30th June of the current year.
PARs upto previous year will be considered.
(iv) The promotion orders against the anticipated vacancies upto June
every year will be issued on completion of DPC proceedings and
requisite service.
(v) The empanelled official will be allowed to join on promotion only on
completion of requisite period of eligibility service in the lower post.
(vi) The DPC for the grade of GM and above including APD (GM
level)/RED (ED level), will be held separately on need basis to meet
the exigencies.
The above decisions will be followed for the vacancy year 1st July 2010 to
30th June, 2011 onwards.
Refer Order No. MPP/1126/2010(VOL.I) dated 08.02.2011.

26. PREPARATION OF YEAR-WISE PANELS BY DPC WHERE THEY

HAVE NOT MET FOR A NUMBER OF YEARS:

Where for reasons beyond control, the DPC could not be held in a year(s),
even though the vacancies arise during that year (or years), the first DPC
that meets thereafter should follow the following procedures:

a) Determine the actual number of regular vacancies that arose in each

of the previous year(s) immediately preceding and the actual number
of regular vacancies proposed to be filled in the current year
separately.

Human Resource Policies and Procedure Manual Page 55

 b) Consider in respect of each of the years those officers only who
would be within the field of choice with reference to the vacancies of
each starting with the earliest year onwards.
c) Prepare a Select List by placing the select list of the earlier year
above the one for the next year and so on.

27. VALIDITY OF PANEL:

The select panel as recommended by the Departmental Promotion

Committee before implementation will have approval of the Competent
Authority and will be in force for one year subject to its being extended
for a further period not exceeding 6 months for reasons to be recorded in
writing by the competent authority.

28. RESERVATION FOR SC/ST& PH IN PROMOTIONS:

Reservation for SC/ST& PH as provided by the Presidential Directives from

time to time will be strictly followed in the matter of promotions, by the
notified Appointing Authority.

29. CRITERIA FOR FILLING UP EX-CADRE POSTS:

The following will be the criteria for filling up ex-cadre posts: -

(i) The ex-cadre posts in the Authority viz Airport Director etc. will
normally be filled by lateral movement of executives in the identical
scale of pay through a process of selection /interview.

(ii) Placement of executives to ex-cadre posts from next below cadre will
only be resorted to if suitable candidates in the identical pay scale are
not available. In such cases it will be ensured that the candidates
considered for promotion against higher post are otherwise senior
enough to be promoted in their own cadre.

When the officer reverts to his parent department on completion of

his tenure in the ex-cadre post, it shall be ensured that appointment to
ex-cadre post does not result in greater benefit than what the officer
would have earned had he remained within the department.

(iii) Management may introduce appropriate incentives for placement of

officers in ex-cadre posts where executives are placed from a
discipline to multi discipline cadre viz. Airport Director etc. so as to
suitably attract executives for lateral movement. This incentive will
not be available to the executives covered under (ii) above.

30. PROBATION & CONFIRMATION:

In respect of probation and confirmation, the employees will be governed as
per Rule 10 of AAI (General Conditions of Service and Remuneration of
Employees) Regulations, 2003.

31. SENIORITY:

Human Resource Policies and Procedure Manual Page 56

 31.1 GENERAL PRINCIPLES OF SENIORITY:

31.1.1 An employees seniority in first appointment to a post will

be in accordance with the order of merit in the select list
drawn up by the Selection Committee. However, if a
candidate joins more than 180 days after the date of offer,
his seniority will count from the date of joining irrespective
of his position in the select list.

31.1.2 In the case of open selection from different panels formed

as a result of different interviews against the same
advertisement, the inter-se-seniority will be determined in
accordance with the recommendations of the Selection
Committees by interpolating their names with reference to
the merit list(s) drawn/marks obtained, keeping in view the
roster points.

31.1.3 In the case of employees who join the Authority at the

same rank at different points of time, on selection from
different panels and from separate interviews against
different advertisements, a person on selection from the 1st
panel will be considered senior even if he joins later than
another person selected against the subsequent panel.
However, if a candidate from a fresh panel joins more than
180 days after the date of offer, his seniority will be
counted from the date of joining irrespective of the panel
he/she belongs to.
31.1.4 In case the period of probation of an employee is extended
by the Competent Authority, his seniority will count from
the date arrived at by adding extended period of probation
to his date of joining in the post.

31.1.5 Seniority between two persons, whose merit drawn by the

Selection Committee is the same (bracketed) will be
determined on the basis of the date of birth the person
born earlier will be senior in such a case.

31.1.6 The seniority of an employee initially taken on deputation

from another Public Sector Undertaking/Govt. Deptt., and
who subsequently gets absorbed in the Authority will count
from the date of his permanent absorption in AAI.

31.1.7 The relative seniority of direct recruits and of promotes

shall be determined according to the roster/rotation of
vacancies between the two modes based on quota of
vacancies reserved, for that year.

31.1.8. If, to the extent the direct recruits do not become available
in any particular year, the promotees will be bunched
together at the bottom of the seniority list below the last
person from direct recruitment.

Human Resource Policies and Procedure Manual Page 57

 31.1.9 The unfilled direct recruitment quota vacancies will be
carried forward and added to corresponding direct
recruitment vacancies of the next year.

31.1.10 Additional direct recruits selected against the carried

forward vacancies of previous year would be placed en-
bloc below the last promote in the seniority lists based on
the rotation of vacancies in that year.

31.1.11 The seniority of employees changing from one cadre to

another cadre will be regulated in accordance with Govt.
Guidelines.

31.2 MAINTENANCE OF SENIORITY LIST:

31.2.1 For staff upto the scale of `. 9000-300-18000 (Pre-Revised)

(Revised ` 18500-40000) and below, seniority will be
Region/Corporate Hqrs./Metro International Airport-wise.
For this purpose, seniority lists of employees will be
maintained at the Regions/Corporate Hqrs./ International
Airports.

31.2.2 All posts in the grade of `. 8600-250-14600 (Pre-Revised)

(Revised- `. 16400-40500) at E-1 level and above will be
treated as Centralized Cadres for purpose of promotion and
hence the seniority lists will be maintained at the Corporate
Headquarters.

31.3 EXPERIENCES OUTSIDE AAI FOR RECKONING OF

SENIORITY:

Only experience in erstwhile IAAI/erstwhile NAA in AAI before

01.04.1995 will be taken into account for eligibility for departmental
promotion.

SECTION V

PAY & ALLOWANCES

32. PAY ON PROMOTION:

32.1 When an employee is promoted from one post to a higher post in the
service of the Authority, his pay in such post shall be fixed adding
one notional increment. He will also be entitled to the option
highlighted in Para 11.2.2 of these Guidelines.

Human Resource Policies and Procedure Manual Page 58

 32.2 Where an employee is promoted to a post on a fixed pay, he shall be
allowed only such fixed pay.

33. PAY IN THE CASE OF DEPUTATIONISTS FROM

CENTRAL/STATE GOVERNMENT DEPARTMENTS OR PUBLIC
SECTOR UNDERTAKINGS:
The deputationists / absorptionists will be governed by the terms of
deputation/absorption as the case may be.

Human Resource Policies and Procedure Manual Page 59

 SECTION VI

SAVING & REPEAL

34. SAVING:

Nothing contained in these procedures & Guidelines shall effect the

application of any other law, rule or regulation for the time being in force.
Nothing contained in these procedures and Guidelines shall invalidate any
order made or action taken by the Authority or any of its officers in
accordance with the procedures followed before the commencement of these
procedures and Guidelines.

Similarly nothing in these Guidelines shall affect reservations, relaxation of

age limit and other concessions required to be provided for persons
belonging to the SC/ST and other special categories of persons in accordance
with the orders issued by the Government from time to time.
Protective Clause : In accordance with protective clause in Memorandum
of Understanding, Non-executives in the service in a particular grade as on
31.07.2001 will follow the process of selection for moving to the next higher
promotable grade under the then existing Regulations as a one-time measure.

35. INTERPRETATION:
If any doubt arises relating to the correct interpretation of these procedures
and Guidelines, the decision of the competent authority thereon, shall be
final and binding.

36. POWER TO RELAX/AMEND:

Where the Authority is of the opinion that it is necessary or expedient to do

so, it may by order for reasons to be recorded in writing, and in consultation
with the CHAIRPERSON relax/amend any of the provisions of these
Guidelines with respect to any class or category of persons or posts.

37. REPEAL:

All existing rules of promotion and recruitment to various posts in the

Authority shall automatically stand repealed with effect from the date these
Guidelines are issued provided that such repeal shall not affect anything done
or action taken under the rules, before such repeal.

Human Resource Policies and Procedure Manual Page 60

 ANNEXURE-I

THE EDUCATIONAL QUALIFICATION FOR DIRECT RECRUITMENT/

PROMOTION TO THE GRADES OF JUNIOR EXECUTIVE (E-1),
MANAGER (E-3) AND DGM (E-6) W.E.F. 29.8.2011(ORDER NO.
A.60011/57/2011-PP DATED 29.08.2011, 23.09.2011 & 22.02.2012]

S.No. Department Qualification

1. ATC i) Full time regular Bachelors Degree in
Engineering/Technology in the disciplines of Electronics
/Telecommunications / Information Technology.
Or
M.Sc.in Physics/Mathematics/Computer
Science/Electronics.
Or
Regular fulltime Bachelors Degree (Three Years) in
Science (B.Sc) with physics and mathematics from a
recognised University with minimum 60% marks or full
time regular Bachelors degree in Engineering / Technology
(B.E / B.Tech.) in disciplines of Electronics,
Telecommunication/ Information Technology with
minimum 60% marks.
The candidates shall have minimum proficiency in both
spoken and written English of the level of 10+2 standard.
Corporate HRM Circular No:26/2013 dated 19.11.2013.
2. CNS Full-time regular Bachelors Degree in Engg./Tech. in
Electronics/Telecommunications/Electrical with
specialization in Electronics.
3. Civil Full-time regular Bachelors Degree in Engg./Tech. in Civil.
4. Electrical Full-time regular Bachelors Degree in Engg./Tech. in
Electrical.
5. Technical Full-time regular Bachelors Degree in Engg./Tech. in
(Technical & Mechanical or Automobile.
Equipment
merged w.e.f.
20.10.2011 )
6. Operations i) Graduate in Science and full time regular MBA of 2 years
duration.
Or
ii) Full-time regular Bachelors Degree in Engineering.
7. Commercial i) Graduate and full-time regular MBA of 2 years duration
with Marketing specialization.
Or
ii) Full-time regular Bachelors Degree in Engineering.
8. Cargo i) Graduate in Science and full-time regular MBA of 2 years
duration.
Or
ii) Full-time regular Bachelors Degree in Engineering.
9. IT i) Full-time regular Bachelors Degree in Engg./Technical in
Computer Science/Computer Engineering/IT/Electronics

Human Resource Policies and Procedure Manual Page 61

S.No. Department Qualification
Or
ii) Full-time regular Masters in Computer Application
(MCA).
10. Finance B.Com with ICWA/CA/MBA full-time regular (2 years
duration) with specialization in Finance.
11. Fire Full-time regular Bachelors Degree in Engineering. /Tech.
in Fire Engg./Mechanical Engg./Automobile Engg.
The condition of possessing motor vehicle driving license is
amended as under:
The candidate must acquire having vehicle driving license
having two years of induction , failure to do so will make
him ineligible for promotion and to draw third annual
increment onwards.
12. Arch Full time Bachelors degree in Architecture and registered
with Council of Architecture.
13. HR Graduate and full-time regular MBA or equivalent (2 years
duration) with specialization in HRM/HRD/PM&IR/Labour
Welfare.
14. PR Full-time regular Bachelors Degree in Mass
Communication/Journalism/ Literature (Hindi/English) and
Post Graduate Degree/Full-time regular Diploma of two
years in Journalism/Mass Media/Mass Communication.
15. Law Professional degree in Law (3 years regular course after
graduation OR 5 years integrated regular course after 10+2)
and candidates should be eligible to get himself enrolled as
an Advocate in Bar Council of India to do practice in courts
in India
16. CA & CS Graduate with Membership of Institute of Company
Secretaries of India.
17. CP&MS Degree in Industrial Engg. or Engg. Graduate with PG in
Industrial Engg.
18. Eco Planning Post-Graduation in Statistics with Economics or Economic
with Statistics or Mathematics with Statistics/ Master
Degree in Operational Research or B.Sc. Maths with full-
time regular MBA Degree (2 years) in Operational
Research.
19. Cartography Full-time regular Bachelors Degree in Engg./Tech. in Civil.
Or
ii) Degree in Geography and full-time regular Degree/Post
Graduate Diploma in Cartography.
20. Official Post-Graduation in Hindi or in English with English or
Language Hindi respectively as a Subject at Degree Level or Post-
Graduation in any other subject with Hindi and English as
compulsory / elective subject at Degree Level.

Human Resource Policies and Procedure Manual Page 62

1. Percentage of Marks: Minimum 60% marks or equivalent for Bachelors
Degree and also for M.Sc./MBA pass class for CA/ICWA/Company
Secretary.

Note:
Degree/Diploma/Certificate/Membership examination should be :
(i) From a recognized/deemed university or from an apex institution
(IIT/IIM/IIMS/XLRI/TISS, etc.) recognized by Government of India;
and
(ii) In first class/division (60% or above marks)

2. Experience:
The experience requirement for direct recruitment to the grades of Junior
Executive (E-1), Manager (E-3) and DGM (E-6) shall be as follows:
(i) No experience is essential for direct recruitment as JE level (E-1).
(ii) Two years work experience in the executive cadre in the discipline
concerned is essential for direct recruitment to Manager (E-3) level.
(iii) Ten years service in the executive cadre in the discipline
concerned inclusive of five years service at Sr. Manager Level (E-
4 level) or above is essential for direct recruitment to DGM (E-6)
level.

3. Weightage for additional/higher qualification/experience will be given at the

time of interview/DPC/Selection Committee.
4. The qualification/experience prescribed in the R&P Guidelines which were
in vogue before the issue of Order dated 29.08.2011 i.e. those mentioned in
Annexure-I will be followed for promotion of pre-29.08.2011 departmental
candidates to various posts/grades. However, for promotion of those
recruited on or after issue of the order dated 29.08.2011, the
qualification/experience requirements shall be regulated as per the
qualification/experience contained in the order dated 29.08.2011.
5. The departmental candidates possessing recognised degrees obtained through
part-time/ correspondence / distance education mode shall be eligible to
appear in the direct recruitment examination conducted against vacancies at
various levels / cadre in the organisation.( Corporate HRM Circular No:
16/2012 dated 19.4.2012)
Technical and Equipment Directorates have been renamed as Technical
Directorate
** Personnel/Admn. Directorate has been renamed as Human Resource
Management (HRM) Dte. with two wings viz. HR Directorate &
Admn. Department; vide order dated 06.01.2012.
*** House Keeping cadre has been formed part of Terminal
Management.

Human Resource Policies and Procedure Manual Page 63

For filling posts on deputation in Security Directorate, the prescribed qualifications
relaxed vide CHRM Circular No. 32/29013 dated 30th December 2013 as under:

S.No. Cadre/grade Existing Qualification Relaxed Qualification for

deputationists
01 DGM First class graduation Graduate with 10-15 years
(Security) with MBA experience in security related
matters as Lt. Col/Commandant
or equivalent (minimum one year
regular service in the grade)
02 Manager First class graduation Graduate with 3-5 years
(Security) with MBA experience in security related
matters as Captain/Assistant
Commandant or equivalent
(minimum one year regular
service in the grade)
03 Junior Graduation with MBA Graduate with 2 years
Executive experience in security related
(Security) matters as Subedar / Inspector or
equivalent (minimum one year
regular service in the grade)

Note :

a) Relaxed qualification is only for deputation and personnel taken on relaxed

condition will not be absorbed.
b) Relaxation in qualification as above is only for deputation and not any other
mode of recruitment.

Human Resource Policies and Procedure Manual Page 64

 Annexure-II

THE EDUCATIONAL QUALIFICATIONS/EXPERIENCE FOR DIRECT

RECRUITMENT/PROMOTION FOR EMPLOYEES TO THE VARIOUS
GRADES IN THE NON-EXECUTIVE CADRES:

INDUCTIONS AT NE-1
[ Pre-Revised - `. 4400-6920] [ Revised Scale `.10200-23000]
(ORDER NO. PERS/MPP/1126/2/2010 DATED 11TH MAY, 2011 W.E.F.
21.1.2011)

S. Designation Deptt. Qualifications

No. Maximum age: 27 years.
1. Jr. Attendant (Civil/Beldar) CIVIL 10th pass, should have good
physique.
2. Jr. Attendant (Horticulture)/ CIVIL 10th pass, should know the
Mali gardening.
3. Jr. Attendant (Sewer) CIVIL 10th pass, knowledge of related
trade.
4. Jr. Attendant (Electrical)/ ELECT 10th pass, should have good
Wireman physique.
5. Jr. Attendant (House HK 10th Pass.
Keeping)
6. Jr. Attendant (Medical) MEDICAL 10th Pass.
7. Jr. Attendant (Caneman) MM 10th pass, knowledge of related
trade.
8. Jr. Attendant (Store) MM 10th pass.
9. Jr. Attendant (Workshop) MT 10th pass, preferably ITI,
knowledge of related trade.
10. Jr. Attendant (Airport) OPS 10th pass, knowledge of related
trade.
11. Jr. Attendant (Security) OPS 10th pass, should have good
physique.
12. Jr. Attendant (Office) HRM 10th pass.

INDUCTIONS AT NE-4
[Pre-Revised Scale- `. 5500-10060] [ Revised Scale `. 12500-28500]

S. Designation Deptt. Qualifications with 2 years relevant

No. experience in the concerned discipline
Maximum age 30 years.
1. Jr. Asstt. (Cartography) ATM 10th pass + ITI
2. Jr. Asstt. (Fork Lift) CARGO 10th pass, ITI Fitter/Motor Mechanic.
3. Jr. Asstt. (Drawing CIVIL 10th pass, ITI in Civil Dmanship.
Civil)
4. Jr. Asstt. (Carpentry) CIVIL 10th Pass with ITI Trade Certificate.
5. Jr. Asstt. (Laboratory) CIVIL 10th Pass, experience in soil testing
laboratory.
6. Jr. Asstt. (Masonry) CIVIL 10th Pass with ITI in related trade.
7. Jr. Asstt. (Plumber) CIVIL 10th Pass, ITI in related trade.

Human Resource Policies and Procedure Manual Page 65

S. Designation Deptt. Qualifications with 2 years relevant
No. experience in the concerned discipline
Maximum age 30 years.
8. Jr. Asstt. (Drawing- ELECT 10th Pass, ITI in Elect & Mechanic
Electrical) Draughtsmanship.
9. Jr. Asstt. (Lift Operation- ELECT 10th Pass, ITI in related trade.
cum-Mechanic)
10. Jr. Asstt. (ACR) ELECT 10th Pass, ITI Air Condition/Refrigeration.
11. Jr. Asstt. (Aerobridge) ELECT 10th Pass, ITI in Wireman Trade.
12. Jr. Asstt. (Wireman) ELECT 10th Pass, ITI in related trade.
13. Jr. Asstt. (Electronics) ELECTRO 10th Pass, ITI in related trade.
NICS
14. Jr. Asstt. (Fire Services) FIRE Educational Qualification: 10+3 years
approved regular Diploma in
Mechanical/Automobile/Fire with minimum
50% marks;
OR
b. 12th Pass (Regular Study) with 50% marks
Driving License:
a. Valid Heavy Vehicle Driving Licence;
OR
b. Valid Medium Vehicle Licence issued at
least one year before the date of
advertisement.
c. Valid Light Motor Vehicle Licence issued
at least two years before the date of
advertisement.
In case of b & c, on selection the
appointment will be subject to production of
Heavy Driving Licence
Desirable:
Due weightage shall be given to a candidate
possessing any one or more (subject to
maximum limit of the following)
a. Computer Science as subject at 12th class
level;
b. NCC B Certificate
c.Relevant experience in an
aviation/regular/industrial fire service
d. Basic Fire Fighting Training Course from
AAI Fire Training Establishment.
e. Sub-Fire Officer course from National Fire
Service College, Nagpur
(Refer Order No. A.12024/1/2009-EW(Pt.) dated
05.01.2012)
15. Jr. Asstt. (House HK 10th Pass with one year Diploma in
Keeping) Sanitation/Housekeeping.
16. Jr. Asstt. (Patwari) LAND 10th Pass
17. Jr. Asstt. (Surveyor) LAND 10th Pass, ITI in related trade.
18. Jr. Asstt. (Upholstery) MM 10th Pass, knowledge of related trade.

Human Resource Policies and Procedure Manual Page 66

S. Designation Deptt. Qualifications with 2 years relevant
No. experience in the concerned discipline
Maximum age 30 years.
19. Jr. Asstt. (Operator-cum- ELECTR 10th Pass, ITI in Diesel Mechanic/Electrical.
Mechanic) ICAL
20 Jr. Asstt. (Auto MT 10th Pass, ITI in Auto Electrician Trade.
Electrical)
21. Jr. Asstt. (MT) MT 10th Pass, ITI in Auto Mechanic Trade.
22. Jr. Asstt. (Office) HRM Graduate+30/25 W.P.M. Typing Speed
Only under Employment Assistance Scheme.
23. Jr. Asstt. (Drawing-Plg.) PLG. 10th Pass, ITI Architecture/Civil Dmanship.
24. Jr. Asstt. (Photo PLG. 10th Pass, ITI in related trade.
Printing)
25. Jr. Assistant (Driver) MT Essential: 10th Pass, with valid driving licence
(Order No. PERS/MPP/ for the last 2 years for Heavy Motor Vehicles.
1126/1/89(Pt.)/1407 Should be able to rectify starting troubles and
dated 01/12/2008) should have at least elementary knowledge of
repairs. Candidates possessing the higher
qualifications of 10+2 will be given suitable
weightage.
Desirable: Knowledge of local language
/Hindi/English.
Experience: Should have at least 2 years
experience of driving heavy vehicles. Persons
with additional experience of driving/operating
earth moving equipments will be preferred.
Eye Sight :
Distant vision of 6/6 with each eye without
glasses.
Near vision N-5 with each eye with our without
glasses.
(Visual evaluation is for each eye individually).
Colour vision should be normal with as
determined by Ischihara charts.
Field of vision each eye should have full field of
vision as determined by confrontation test.
Hearing Normal

Human Resource Policies and Procedure Manual Page 67

 INDUCTIONS AT NE-5
[Pre-Revised Scale -`. 5800-10960] [Revised Scale `. 13400-30500]
S Designation Deptt. Qualifications
No. Maximum age 30 years.
1. Assistant CARGO Graduate with 2 years relevant experience in
(Cargo Protection) the concerned discipline.
2. Assistant (Telephones) ELECTRONICS Graduate with related trade certificate with 2
years relevant experience in the concerned
discipline.
3. Assistant (Hindi) HINDI Graduate with typing speed 30 wpm with
computer knowledge with 2 years relevant
experience in the concerned discipline.
4. Assistant (Store) MM Graduate plus 40(English) / 30(Hindi) Typing
speed.
5. Assistant (Hostess) OPS. Graduate with computer knowledge s.t.
audition/trade test with 2 years relevant
experience in the concerned discipline.
6. Assistant (Office) HRM Graduate with typing speed 40 wpm with
computer knowledge with 2 years relevant
experience in the concerned discipline s.t.
trade test.
INDUCTIONS AT NE-6
[Pre-Revised Scale- `. 6300-12060] [Revised Scale `. 14500-33500]
S Designation Deptt. Qualifications with 2 years relevant
No experience in the concerned discipline
Maximum age 30 years.
1. Sr. Assistant (ATC) ATC B.Sc./Diploma in Electronics/
Telecommunication /Radio Engineering.
2. Sr. Assistant (Civil) CIVIL Diploma in Civil Engg.
3. Sr. Assistant CIVIL B.Sc. Agriculture/Horticulture
(Horticulture)
4. Sr. Assistant (Statistics)CP&MS PG in Eco./Stat./Maths
5. Sr. Assistant (Elec.) ELECTRICAL Diploma in Electrical Engg.
6. Sr. Assistant ELECTRONICS Diploma in Electronics / Telecommunication
(Electronics) /Radio Engineering. (Order No.
th
MPP/1126/2010-VOL.I) Dated 20 April,
2010.
7. Sr. Assistant FIN. Graduate preferably B.Com. with computer
(Accounts) training course of 3 to 6 months.
8. Sr. Assistant (Hindi HINDI Graduate with speed 80/40 w.p.m. with 2
Steno) years in OL and computer proficiency.
9. Sr. Assistant (Land) LAND Graduate with Dip. In Business Management.
10. Sr. Assistant (Legal) LAW Graduate with LLB.
11. Sr. Assistant (Medical) MEDICAL 10+2 with Diploma (3+1 years) in Nursing &
Midwifery.
12. Sr. Assistant (Stores) MM Graduate, Dip. In Materials Mgmt.
13. Sr.Assistant Workshop) MT 3 years Diploma in Trade (Electrical
/Mechanical /Automobile) with 2 years
experience in the trade.

Human Resource Policies and Procedure Manual Page 68

14. Sr. Assistant (GFS) OPS. Graduate with LMV licence. Dip. In
Management will be preferred.
15. Sr. Assistant (Steno) HRM Graduate with 80/40 w.p.m. with 2 years
experience and computer proficiency.
16. Sr.Assistant(PR)/Liaison PR Graduate, Diploma in PR/Journalism.
Asstt.
17. Sr. Assistant (TM) TERMINAL 10th pass/10+2 with 3 years Diploma in Hotel
(Previously House MANAGEMENT Mgmt OR Graduate with Diploma in
Keeping) Sanitation or Public Hygiene/House Keeping.

Grant of exemption from typing test to persons appointed either by direct

recruitment (including compassionate appointment) or by promotion from Group D
to NE-4/NE-5 as Junior Assistant (HR)/Assistant (HR) as follows provided they
have computer knowledge. (Corporate HRM Circular No. 14/2011 dated
21.03.2011)

(A) When exemption may be allowed

(i) If above 45 years of age on the date of their appointment the exemption
may be granted from the date of their appointment.
(ii) If between the age of 35 years and 45 years at the time of appointment
exemption may be granted on attaining the age of 45 years.
(iii) If below 35 years of age on the date of appointment, may be given
exemption after 10 years of service as Jr. Assistant (HR)/Assistant(HR)
provided they have made two genuine attempts to pass the typing test,
otherwise they may be granted
Note:
(a) The genuine attempts referred to above would be determined by the
Head of the HRM Department keeping in view that mere appearance in the
test or perfunctory attempt would not constitute a genuine attempt.
(b) Whether a person has computer knowledge would be determined by the
Head of the HRM Department.

(B) Release of increments

(i) On such exemption being granted, the increments of affected persons
may be released from the date from which such exemption is granted to
them without any arrears for the period prior to the date of exemption,
such to the retention of normal annual date of increment;
(ii) On their passing the typing test, the increments may be released from the
date of the test without any arrears for the period prior to the date of the
test, subject to retention of the normal annual date of increment.

(C) Eligibility for regularization/confirmation/promotion

Such persons would be eligible for regularization/confirmation in Junior

Assistant (HR) / Assistant (HR) grade or for promotion to a higher grade,
only from a date not earlier than the date of exemption or the date of the test
at which they passed the Typing Test, as the case may be.

Human Resource Policies and Procedure Manual Page 69

 ANNEXURE-III

THE EDUCATIONAL QUALIFICATIONS / EXPERIENCE FOR DIRECT

RECRUITMENT/PROMOTION FOR EMPLOYEES JOINED PRIOR TO
29.08.2011 TO THE VARIOUS GRADES IN THE EXECUTIVE CADRES:

INDUCTION IN E-1 JUNIOR EXECUTIVE LEVEL

[Pre-Revised Scale- `. 8600-250-14600] [Revised Scale-`. 16400-40500]

S. Discipline Qualification
No. Maximum Age-27 years.
1. ATC Engineering degree in Electronics/ Telecommunication/Radio-
Engg./Electrical with specialization in Electronics OR equivalent.
2. Communication Engineering degree in electronics/ telecommunications/Electrical
with specialization in Electronics OR equivalent.
3. Civil Degree in Civil Engg. OR equivalent.
4. Electrical Degree in Electrical Engg. OR equivalent.
5. Technical* Degree in Engineering (Electrical/Mechanical/Automobile) OR
equivalent.
6. Information Degree in Engineering with specialization in
Technology Computers/Computer-Engg./Electronics/IT or equivalent/MCA or
equivalent. B level qualification of DOEACC/Electrical with
specialization in Electronics.
7. Architecture Degree in Architecture OR equivalent.
8. Airport Operation Graduate in science with MBA or equivalent. LMV license
essential.
9. HRM** Graduate with MBA (HRD) or MA with Personnel Mgmt. OR
equivalent.
10. Law Graduate in Law.
11. Public Relations Graduate with Degree/PG Diploma in Journalism/PR OR
equivalent.
12. Economic Planning PG in Econ/Stat/Maths with PG Diploma in Computer
Applications OR equivalent.
13. Finance CA/ICWA, MBA(Finance) OR equivalent.
14. Commercial Graduate in Commerce/Econ/Stat. with
MBA(Marketing/Finance) Degree in Law desirable OR
equivalent.
15. Personal Assistant Graduate with PG Diploma in Personnel Management/HRM+100
w.p.m. shorthand+40 wpm typing. Knowledge of computer.
16. Land Management PG Degree or equiv. in Bus. Admn./MBA or Degree in
Engg./Arch/Law OR equivalent.
17. Cargo Graduate with MBA OR equivalent.
18. Terminal Graduate with MBA/3 years Dip. In HM or HK OR equivalent.
Management***
19. Horticulture M.Sc. in Agriculture OR equivalent.
20. Fire Services Graduate + Grad. IFE or Divisional Officers Course or BE(Fire)
& equiv.+ Valid HTV Licence.
21. Cartography BE(Civil) OR equivalent.
22. Electronics First Class (*) Engineering degree (BE/B.Tech) in
Electronics/Telecommunication/Electronics & Communication

Human Resource Policies and Procedure Manual Page 70

S. Discipline Qualification
No. Maximum Age-27 years.
from a recognized University/deemed University;
OR
Passed in First-Class* Section A and B of the Institution
Examinations (Electronics & Telecommunications) of the
Institution of Engineers (India);
OR
Passed in First-Class* Graduate Membership Examination of the
Institute of Electronics and Telecommunication Engineers (India).

Note: (*) First Class means First-Class/Division with 60% or

above marks. (ORDER NO. MPP/1126/2010-VOL.I) DATED
20TH APRIL, 2010.

INDUCTION IN E-3 MANAGER LEVEL

[Pre-Revised Scale - `. 13000-350-18250] [Revised Scale `.24900-50500]

S. Discipline Qualification with minimum 2 years relevant experience in the

No. concerned discipline
Maximum Age-32 years.
1. HR First Class Graduate with MBA (HRD) or MA with Personnel
Mgmt. OR equivalent.
2. Law First Class Graduate in Law.
3. Public Relations First Class Graduate with Degree/PG Diploma in Journalism/PR
OR equivalent.
4. Economic Planning First Class PG in Econ/Stat/Maths with PG Diploma in Computer
Applications OR equivalent.
5. Finance First Class CA/ICWA, MBA FINANCE Or equivalent.
6. Commercial First Class Graduate in Commerce/Econ/Stat. with MBA
(Marketing/Finance) Degree in Law desirable OR equivalent.
7. Land Management First Class PG Degree or equiv. in Bus. Admn./MBA or Degree in
Engg./Arch./Law OR equivalent.
8. Cargo First Class Graduate with MBA OR equivalent.
9. Airport Operations First Class Graduate in science with MBA OR equivalent LMV
license essential.
10. Terminal First Class Graduate with MBA/3 years Dip. In HM OR
Management equivalent.
11. Communication First class Engineering degree in electronics /telecommunications
/Electrical with specialization in Electronics OR equivalent
AND
Two years work experience.
12. Air Traffic Control First Class Engineering degree in
Electronics/Telecommunication/Radio Engg./Electrical with
specialization in Electronics OR equivalent.
AND
Two years work experience.
13. Technical First Class Degree in Electrical/Mechanical/Automobile Engg. OR
equivalent.
14. Civil First Class Degree in Civil Engg. OR equivalent.
15. Electrical First Class Degree in Electrical Engg. Or equivalent.
16. Horticulture First Class M.Sc. in Agriculture OR equivalent.

Human Resource Policies and Procedure Manual Page 71

S. Discipline Qualification with minimum 2 years relevant experience in the
No. concerned discipline
Maximum Age-32 years.
17. Fire Services First Class Graduate+Grad. IFE or Divisional Officers Course or
BE(Fire) & equiv.+valid HTV License. OR equivalent.
18. Information First Class Degree in Engineering with specialization in
Technology Computers/Computer Engg./Electronics/IT or equivalent/MCA or
equivalent. B level qualification of DOEACC/Electrical with
specialization in Electronics.
19. Architecture First Class Degree in Architecture OR equivalent.
20. Medical First Class MBBS
21. Electronics First Class (*) Engineering degree (BE/B.Tech) in
Electronics/Telecommunication/Electronics & Communication
from a recognized University/deemed University;
OR
Passed in First-Class* Section A and B of the Institution
Examinations (Electronics & Telecommunications) of the
Institution of Engineers (India);
OR
Passed in First-Class* Graduate Membership Examination of the
Institute of Electronics and Telecommunication Engineers (India).
AND
Two years work experience.
Note: -(*) First Class means First-Class/Division with 60% or
above marks.(ORDER NO. MPP/1126/2010-VOL.I) DATED
20TH APRIL, 2010.

22. Cartography First Class BE(Civil) OR equivalent.

Note: The Executives in the cadre of Communications, ATC and Electronics

will be inducted after passing the specialized training/courses.
Considering the specialized nature of job, two years experience will be
required.

Human Resource Policies and Procedure Manual Page 72

 INDUCTION IN E-6 DEPUTY GEN. MANAGER LEVEL
[Pre-Revised Scale - `. 17500-400-22300] [Revised Scale `. 36600-62000]

S. Discipline Qualification with minimum 10 years relevant experience in

No. the concerned discipline
Maximum Age-40 years.
1. HRM First Class Graduate with MBA (HRD) or MA with Personnel
Mgmt. OR equivalent.
2. Law First Class Graduate in Law OR equivalent.
3. Public Relations First Class Graduate with Degree/PG Diploma in Journalism/PR
OR equivalent.
4. Economic Planning First Class PG in Econ/Stat/Maths with PG Diploma in Computer
Applications/MBA OR equivalent.
5. Finance First Class CA/ICWA, MBA FINANCE Or equivalent.
6. Commercial First Class Graduate in Commerce/Econ/Stat. with MBA
(Marketing/Finance) Degree in Law desirable OR equivalent.
7. Land Management First Class PG Degree or equiv. in Bus. Admn./MBA or First
Class Degree in Engg./Arch./Law OR equivalent.
8. Cargo First Class Graduate with MBA OR equivalent.
9. Airport Operations First Class Graduate in science with MBA OR equivalent LMV
license essential.
10. Communication First class Engineering degree in electronics / telecommunications
/Electrical with specialization in Electronics OR equivalent
11. Air Traffic Control First Class Engineering degree in Electronics /
Telecommunication/Radio Engg./Electrical with specialization in
Electronics OR equivalent.
12. Technical First Class Degree in Electrical/Mechanical/Automobile Engg. OR
equivalent.
13. Civil First Class Degree in Civil Engg. OR equivalent.
14. Electrical First Class Degree in Electrical Engg. Or equivalent.
15. Fire Services First Class Graduate plus Grad. IFE or Divisional Officers Course
or First Class BE(Fire) & equiv. plus valid HTV License. OR
equivalent.
16. Information First Class Degree in Engineering with specialization in
Technology Computers/Computer Engg./Electronics/IT or equivalent/MCA or
equivalent. B level qualification of DOEACC/Electrical with
specialization in Electronics.
17. Architecture First Class Degree in Architecture OR equivalent.
18. Electronics First Class degree in Electronics/Telecommunications/ Electrical
with specialization in Electronics OR equivalent.
19. Cartography First Class BE (Civil) OR equivalent.
20. CA & CS Graduate with Membership of Institute of Company Secretaries of
India.

Human Resource Policies and Procedure Manual Page 73

 ANNEXURE-IV

DPC GUIDELINES
As per the provisions of the R&P Regulations, the DPCs are required to be
conducted for different categories of posts falling vacant. The broad guidelines for
conducting the DPCs are as under:

1. CONSTITUTION OF DPC.

(i) The Departmental Promotion Committee will be constituted for

selection of suitable candidates with respect to the level of posts and
the representatives of SC/ST will be included/co-opted. The member
of the DPC will be atleast two levels higher than the posts for which
the DPC is conducted wherever possible. Where the posts are to be
filled up on the basis of interview, an outside expert will also be
associated with the DPC/Selection Committee.

(ii) Each Departmental Promotion Committee should decide its own

method and procedure for objective assessment of the suitability of
the candidates who are in the consideration zone for promotion. In
order to ensure greater selectivity in the matter of promotions and for
having uniform procedures for assessment by the DPCs, the following
guidelines are prescribed:

(a) While merit has to be recognized and rewarded, advancement

in an employees career should not be regarded as a matter of
course, but should be earned by dint of hard work, good
conduct and result oriented performance as reflected in the
Performance Appraisal Reports (PARs), and based on strict
and rigorous selection process.

(b) The average performance should be regarded as routine and

undistinguished. It is only performance that is really note-
worthy which should entitle an employee to recognition and
suitable rewards in the matter of promotion.

(c) Confidential Rolls are the basic inputs on the basis of which
assessment is to be made by each DPC. The evaluation of
Performance Appraisal Reports (PARs) should be fair, just
and non-discriminatory. Hence:

(i) The DPC should consider PARs for equal number of

years in respect of all employees considered for
promotion.
(ii) The DPC should assess the suitability of the employees
for promotion on the basis of their service record and
with particular reference to the PARs in accordance
with the eligibility period prescribed for next higher
post for different levels (If more than one PAR has
been written for a particular year, all the PARs for the

Human Resource Policies and Procedure Manual Page 74

 relevant year shall be considered together as the PAR
for one year).
(iii) Where one or more PARs have not been written for
any reason during the relevant period, the DPC should
consider the PARs of the years preceding the period in
question, and if in any case even these are not
available, the DPC should take the PARs of the lower
grade into account to complete the number of PARs
required to be considered as per para ii(c)-ii above. If
this is also not possible, all the available PARs should
be taken into account.
(iv) No extra weightage will be given by the DPC to the
employee officiating on a higher post on adhoc basis.
(v) The DPC should not be guided merely by the overall
grading that may be recorded in the PARs, but should
make its own assessment on the basis of the entries
made in the PARs particularly in respect of cases
where the overall grading in the PAR may be
inconsistent with the remarks under various parameters
and attributes.
(vi) The proceedings of the DPC shall be legally valid and
can be acted upon notwithstanding the absence of any
of its members, other than the CHAIRMAN provided
that the absentee member was duly invited, but he
absented himself for one reason or the other and there
was no deliberate attempt to exclude him from the
deliberations of the DPC and provided further that the
majority of the members constituting the DPC, are
present in the meeting. However, under no
circumstances DPC should be conducted in the
absence of SC/ST representative.

2. BENCH MARK

(i) The bench mark for promotion from Joint GM to GM and GM

to ED will be Very Good. The officers shall be empanelled in
accordance with the select list drawn by the DPC based on PARs,
length of service in the next below grade and interview.

(ii) The bench mark for promotion to the grade of DGM and Joint
GM will be Very Good. The DPC for promotions to the above
grades/posts, will give one of the following overall gradings to the
officers who are in the consideration zone:-
a) Outstanding
b) Very Good
c) Good
d) Average
e) Unfit

While drawing up the Select Panel for promotion, officers graded as

Outstanding will be placed enbloc senior to the officers who are
graded as VERY GOOD provided they are within the number of

Human Resource Policies and Procedure Manual Page 75

 vacancies for which the DPC is held. Since the bench-mark is
VERY GOOD for promotions to the grade of DGM and Joint GM
the officers getting overall gradings lesser than VERY GOOD will
not be empanelled.

For promotion to the grade of DGM(E-6) and above, while the

benchmark will continue to be Very Good, the DPC shall ensure
that out of the five years PARs, at least four are Outstanding for
grading the officer as Outstanding and at least four are Very Good
or above for grading the officer as Very Good.
Note : Refer Order No. MPP/1126/2010-VolI dated 20.04.2010

(iii) For Promotions to the level of Junior Executive (E-1) to Sr.

Manager (E-4):

For promotions to the post of Asstt. Manager (E-2) up to the grade of

Sr. Manager (E-4), the bench-mark will be GOOD. The DPC, for
promotion to these posts/grades in these categories, grade officers as
OUTSTANDING, VERY GOOD, GOOD, AVERAGE and UNFIT
as above. While drawing up the Select Panel for promotion, officers
graded as OUTSTANDING will be placed en-bloc senior to all the
officers graded as GOOD, provided they are within the number of
vacancies for which the DPC is held. Similarly, for placing Sr.
Manager (E-4) to Asstt. Gen. Manager (E-5), the bench mark will be
Good.

(iv) For Promotions in the Non-Executive Grades:

Promotion to all these grades will be on the basis of seniority-cum-

fitness subject to the rejection of UNFIT. The DPC will therefore
grade the employees as FIT or UNFIT on the basis of performance
as reflected in their Performance Appraisal Reports (PARs) for the
relevant period, and subject to qualifying test wherever prescribed.

3. ELIGIBILITY PERIOD

(i) For promotion to the grade of DGM(E-6) and above, while the
benchmark will continue to be Very Good, the DPC shall ensure
that out of the five years PARs, at least four are Outstanding for
grading the officer as Outstanding and at least four are Very Good
or above for grading the officer as Very Good.
(ii) The recommendations of the DPC can be acted upon only after the
approval of the designated Appointing Authority.
(iii) For preparing a panel relating to the vacancies in a recruitment year,
the latest available records of service of the employees upto the
preceding assessment year will be taken into account by the DPC.
(iv) The procedure for promotion of employees falling in the above
categories as outlined in Regulation No.-26 of the Airports Authority
of India Employees (Conduct, Discipline and Appeal) Regulations,
2003 will be followed.

Human Resource Policies and Procedure Manual Page 76

 (v) In all other cases, all eligible candidates shall be treated at par
irrespective of the fact whether any investigations are pending
/contemplated.
(vi) During the currency of any penalty imposed after the conclusion of a
vigilance case, the officials included in the Select List will not be
promoted. The promotion in such cases will be made effective only
after the expiry of the penalty period.

4. INTERVIEW AND TEST:

Wherever interviews are prescribed, the weightage would be given to PAR ratings,
seniority and interview will be as under:

As per Corporate Personnel Circular 13/2010, File No. MPP/1126/2010-Vol.I dated

20.04.2010,
(1) DPCs, where there is interview, shall prepare the panels for promotions
on the following structured scheme for award of marks:

(a) There shall be a total of 100 marks, which shall be allocated as

follows:
(i) PARs - 50
(ii) Special Attributes & Experience (SAE) - 25
(iii) Interview - 25
Total 100

Note:- (1) Only those officers who secure a minimum of 40 out of 75 marks (for
PARs and SAE) will be called for interview by the DPC.
(2) Overall pass marks (for PARs, SAE and interview), where the
benchmark is Very Good, shall be 65%.

(b) Marks for PARs will be as follows:

Marks
Outstanding - 10
Very Good - 8
Good - 6
Average - 3
Note:- Where the benchmark is Very Good, at least four out of five PARs should
be Very Good or above.
(c) For Special Attributes and Experience (SAE), a maximum of 25
marks shall be awarded as follows:
Marks
Experience - 10
Additional/higher qualification - 10
Outstanding contribution/Achievements - 5
Total 25

(d) During interview, the DPC shall award a maximum of 25 marks

taking into account the parameters viz., knowledge of subject,
rules and procedures, qualities/skills and personality. However,
the DPC may not indicate marks for each parameter separately
and may instead choose to award overall marks only.

Human Resource Policies and Procedure Manual Page 77

 (e) (i) The DPC will consider the eligible candidates in two stages.
In the first stage, consideration will be by screening of
candidates for interview through circulation of papers to
DPC members and during the second stage, DPC will
formally meet to interview the candidates.
(ii) Only those officers who secure a minimum of 40 out of 75
marks (for PAR and SAE) will be called for interview by the
DPC.
(iii) The zone for interview will be 2 x + 4 (x stands for
number of vacancies) and it will be arrived at by screening
of those in the eligibility list in descending order till
sufficient number of candidates equal to the prescribed zone
2x+4 of those who secure a minimum of 40 out of 75 is
reached (after elimination of candidates who do not get a
minimum of 40 out of 75) for consideration by the DPC at
the second stage by interview.
(f) After interview, the DPC will, keeping in view the number of
vacancies, prepare the select panel in terms of the merit position
based on the total marks obtained (for PARs, SAE and
Interview) by those who were assessed suitable, i.e., who secured
a total of 65% marks and above and their seniority will be
determined accordingly.
(g) If after interview sufficient number of officers with the required
benchmark of 65% marks are not available among those who
were called for interview then the DPC will prepare the select
panel in terms of merit position based on the total marks obtained
by those who secured a minimum of 65% marks and above and
for the unfilled vacancies, a fresh DPC will be held in two stages
as already stated above. This DPC will consider eligible
candidates starting from the one who is next to the last candidates
already considered by the previous DPC. Thus, those already
considered will not be considered again by the fresh DPC. This
process will continue till all the unfilled vacancies are filled in
the same year.
(h) A proforma to be used by DPCs for the above stated purpose is
enclosed (Appendix).
(i) The above procedure shall be applicable for selection to the ex-
cadre posts also where there is interview and benchmark is Very
Good.
(j) For promotion to the grade of DGM(E-6) and above, while the
benchmark will continue to be Very Good, the DPC shall
ensure that out of the five years PARs, at least four are
Outstanding for grading the officer as Outstanding and at least
four are Very Good or above for grading the officer as Very
Good.

5. ZONE OF CONSIDERATION:

i) NORMAL CONSIDERATION ZONE:

For the purpose of determining the number of officers to be considered for

promotion against selection posts, the zone of consideration will be as follows:

Human Resource Policies and Procedure Manual Page 78

 No. of Vacancies Normal Zone Zone for Consideration
for SC/ST
1 5 5
2 8 10
3 10 15
4 12 20
5 and above Twice the No. of 5 Times the No. of
vacancies +4 vacancies.

ii) EXTENDED CONSIDERATION ZONE:

Where sufficient number of officers with required bench-mark are not

available within the zone of consideration, the DPC would place required number of
officers falling within the zone of consideration with the required benchmark on the
select panel and for the unfilled vacancies, a fresh DPC will be held by considering
the required number of officers beyond the normal-zone of consideration, subject to
their fulfilling the requisite qualifying service and other conditions as per
Regulations.

6. CRUCIAL DATE FOR DETERMINING ELIGIBILITY.

(i) The DPC will be held only once in a year between January to March
every year.
(ii) The vacancies for the period from 1st July of the previous year to 30th
June of the current year will be considered.
(iii) The crucial date of eligibility will be 30th June of the current year.
PARs upto previous year will be considered.
(iv) The promotion orders against the anticipated vacancies upto June
every year will be issued on completion of DPC proceedings and
requisite service.
(v) The empanelled official will be allowed to join on promotion only on
completion of requisite period of eligibility service in the lower post.
(vi) The DPC for the grade of GM and above including APD (GM
level)/RED (ED level), will be held separately on need basis to meet
the exigencies.
(vii) The above decisions will be followed for the vacancy year 1st July
2010 to 30th June, 2011 onwards.

7. PREPARATION OF YEAR-WISE PANELS BY DPC WHERE THEY

HAVE NOT MET FOR A NUMBER OF YEARS.

Where for reasons beyond control, the DPC could not be held in a year(s),
even though the vacancies arise during that year (or years), the first DPC that
meets thereafter should follow the following procedures:

a) Determine the actual number of regular vacancies that arose in each

of the previous year(s) immediately preceding and the actual number
of regular vacancies proposed to be filled in the current year
separately.

Human Resource Policies and Procedure Manual Page 79

 b) Consider in respect of each of the years those officers only who
would be within the field of choice with reference to the vacancies of
each starting with the earliest year onwards.
c) Prepare a Select List by placing the select list of the earlier year
above the one for the next year and so on.

8. REFUSAL TO ACCEPT PROMOTION.

When an employee on his promotion refuses to accept the promotion or

asked for reversion to a substantive post after accepting promotion, he shall
stand debarred for promotion for a period of two years. Further, on expiry of
two years period, the promotion will not be automatic but the employee will
be considered afresh in the next DPC being held after completion of two
years of debarred period.

Human Resource Policies and Procedure Manual Page 80

 R E F E R E N C E S:

1. Order No. Pers./MPP/1/26/1/89 dated 12/11/2009.

2. Corporate Circular No.13/2010, letter No.MPP/1126/2010-Vol.I dated
20.04.2010.
3. Order No. A.32013/1/2006-MPC dated 01/03/2008
4. Order No. A.60011/59/2010-PP dated 19/04/2012
5. Circular No.A.60011/77/2013-HRPC dated 27.12.2013.
6. Circular No. AAI/EDPA/2-33/2003.
7. Corporate HR No.38/2012, Circular No.A.60011/82/2012-HRPC dated
11.10.2012.
8. Order No. MPP/1126/2010/Vol.I dated 26.05.2010.
9. AICTE Circular F.No.1-45/UB/2010 dated 05.08.2010.
10. Circular No. A.60011/07/2013-HRPC dated 14.08.2013.
11. Order No. PERS./MPP/1/26/1/89 dated 2nd February, 2010.
12. Order No. PERS/MPP/1126/1/2006 dated 1/2/2010.
13. Order No. PERS/MPP/1126/01/2006 dated 01.02.2010 & dated
14.05.2010
14. Order No. PERS/MPP/1126/1/2006 dated 06.02.2012
15. Order No.PERS/MPP/1126/1/2006/325 dated 10.03.2008.
16. Corporate Personnel Circular -25/2010, No.A.60011/49/2010-PP dated
16.08.2010.)
17. Order No.PERS/MPP/1126/1/2010/Pt dated 27.04.2011.
18. Order No.PERS/MPP/1126/1/2006 dated 14.05.2010.
19. Order No.PERS/MPP/1126/2010 (Vol.I) dated 08.02.2011.
20. Circular No. A.60011/61/2013-HRPC dated 17.07.2013
21. CHRM Circular No.7/2014, Circular No.A.60011/129/HRPC/2013 dated
12.03.2014.
22. CHRM No.08/13, No.A.60011/41/2013/HRPC dated 02.05.2013
23. CHRM No.02/2014 dated 27.01.2014.

Human Resource Policies and Procedure Manual Page 81