TENDERS

13 C.M.D. - 10000-400-12000

(Rs.) (w.e.f. 1.7.92) (Rs.)

4.2 With the revision of pay scales from time to time the Code Nos. shall remain unchanged. Only the corresponding pay scales shall be deemed to have been replaced.

RECRUITMENT

5.0 The Recruitment & Promotion Policy as approved by the Board of Directors in the 30^th Meeting held on 01.06.1979 in respect of Executives and Non-Executives is at Annexure-1 Pay Scales in respect of Executives from time to time are at Annexure-IA and pay scales in respect of Non-Executives from time to time are at Annexure-1B.

5.2 The posts under the Company shall be filled in by resorting to one or more of the following sources :

i) From outside candidates (through Employment Exchange) as per the provisions of the Employment Exchange (Compulsory Notification of Vacancies) Act, 1959 and by resorting to open market through advertisement in the press or who meet the prescribed job specifications, subject to instructions issued by the Central Government from time to time.

ii) By engagement of Graduate Engineer Trainees and their subsequent absorption in the prescribed scales of pay shall be made in accordance with the approved schemes.

From the internal candidates belonging to different disciplines who meet the prescribed job specifications.

For internal recruitment, the candidates will be subjected to test and/ or interview and their general performance would also be taken into consideration based on their personal records and annual confidential reports in respect of whom the same are maintained.

By deputation of persons from Central / State Govts. Or Public Sector Enterprises with the Company and their absorption.

Promotion of existing employees of the Company from the next lower posts / scales subject to meeting the prescribed standards.

The percentage of posts in each grade and category to be filled in by direct recruitment and promotion shall be as indicated below. As a rule, for filling up vacancies, promotion, quota shall be utilized first and then only direct recruitment quota.

RATIO OF DIRECT RECRUITMENT / PROMOTIONS

Direct Recruitment to all posts shall be made only on the recommendations of the appropriate Selection Committee to be constituted with the approval of the Appointing Authority. Normally the Selection Committee shall consist of atleast 3 Executives the Head of the Department where the vacancy occurs or his representative, Head of the Personnel Department or his representative and Head of the Finance Department or his representative. In case where the selection has to be made in specialized fields, experts from outside may also be associated to assist the Selection Committee in its ……………………..

ii) The level of the members of the Selection Committee should normally be two levels higher than the post for which selections are to be made.

The Selection Committee may recommend Advance Increments upto a maximum of five to the selected candidates for reasons to be recorded in writing.

The qualifications, experience, etc., for filling up posts in various cadres shall be as shown in the Annexure-I to these Rules. These may be varied only with the approval of the Chairman-cum-Managing Director.

All vacancies to be filled in by direct recruitment and notifiable under the Employment Exchange Compulsory Notification of Vacancies) Act, 1959 shall be notified to Employment Exchange. (According to Ministry of Industry, Department of Public Enterprises Office Memorandum No. (43)/91-DPE(WC) dated 6.4.1992, at present, recruitment to posts carrying scales of pay, the maximum of which does not exceed Rs.2,500/- per month are to be made only through National Employment Service. Other sources of recruitment can be tapped only after the Employment Exchanges issue non-availability certificates).

Posts which are to be filled up through open recruitment and also those for which candidates with requisite qualifications and experience are not available with the Employment Exchange in respect of which “Non-availability Certificate” has been issued by the Employment Exchange (including selection of candidates for engagement as Graduate Engineers), shall be advertised in important Local and / or National Dailies with large circulation.

Note : Selection of suitable candidates for engagement as Graduate Engineer Trainees may also be done by a Selection Committee to be constituted by the Appointing Authority from reputed Engg. / Management Institutes through campus interviews.

Employees in the service of the Company may apply in response to advertised posts if they fulfil the prescribed qualifications and experience. Serving employees are not required to pay fee as prescribed for applying. The prescribed age limits will not apply in such cases.

In case of exceptionally qualified candidates, the Appointing Authority may keeping in view the job requirements grant relaxation in respect of age and / or length of experience provided suitable candidates with prescribed qualifications and experience are nor available.

6.9 SCRUTINY OF APPLICATIONS AND NUMBER OF CANDIDATES TO BE CALLED FOR INTERNVIEW FOR EACH VACANCY

All applications received will be registered in the Recruitment section of the Personnel Department. After scrutinizing all applications received in time, such number of candidates as is considered appropriate out of those prima facie suitable will be called for interview / test. The number of candidates called for interview shall ordinarily be 5 to 6 for each vacancy.

Candidates attending interviews for any post in the Company may be reimbursed Rail fare as detailed below through the shortest route from their nearest Railway Stations to the place of interview and back subject to their furnishing the ticket numbers issued by the Railways :-

Wherever rail link is not there, actual bus fare will be reimbursed, on the production of bus tickets. No other allowances / expenses of any nature will be reimbursed. No TA will be paid to the candidates who fail to -

In case the application is not forwarded through proper channel. This is applicable to the candidates working in Govt. departments or Public Sector Undertakings. (This fact shall be brought to the notice of the concerned candidates in the interview letter itself).

Note : 1) Candidates sponsored by the Local Employment Exchange and called for interview will not be entitled to reimbursement of travel expenses.

2) Departmental candidates called for interview from outstations shall be reimbursed travel expenses as per their entitlement under the T.A. Rules of the Company.

The Selection Committee may hold interviews and / or written tests or trade test as may be considered necessary, to adjudge the suitability of the candidates.

The Selection Committee shall assess the comparative merits of the candidates on the basis of their qualifications, previous experience, performance in test / interview and all other material information with reference to the suitability of candidates for the post.

The Selection Committee shall prepare a panel of candidates considered suitable for employment in the order of merit and submit through Personnel Department to the Appointing Authority for approval.

A person who has not attained the age of 18 shall not be admitted into the service of the Company.

Directives of Central Government regarding reservation policy and age relaxation etc. for SC, ST, other Backward Classes, Ex-servicemen, Orthopadically Handicapped persons etc., issued form time to time shall be allowed.

Offers of appointments shall be issued by registered post upto number of vacancies available and the requirement to fill up the same in the order of merit from the approved panel with the approval of the Appointing Authority.

Joining time on first appointment will normally be allowed for a period upto 30 days. On reasonable grounds and on a written request form the candidate this period may be extended by the Appointing Authority for a maximum period of 3 months. In very exceptional circumstances it may further be extended for another 3 months at the discretion of the Appointing Authority.

In case a selected candidate, to whom an offer of appointment has been made for post in the Company, fails to report for duty within the stipulated time, the offer of appointment issued to him will automatically stand withdrawn and cancelled.

The panel of selected candidates will normally be valid for a period six months from the date it is approved by the Appointing Authority. The panel may be revalidated, wherever considered necessary by the Appointing Authority for a further period not exceeding six months. The panel will, however, stand automatically lapsed, if in the meantime, a departmental candidate(s) eligible for consideration for promotion to the post, against the promotion quota.

7.0 DEPUTATION OF PERSONNEL FROM CENTRAL / STATE GOVERNMENT OR PUBLIC SECTOR ENTERPRISES

In cases of filling up a particular post where suitable candidates with adequate qualifications and expertise are not available within the Company and further, if in the opinion of the Competent Authority, the post is of such a nature that even the advertisement is not likely to produce the right of candidates.

When a post is to be filled in by deputation, no organization will normally be approached to land a particular person by name but such relevant particulars will be supplied to the concerned organization as will be enable it to suggest name / names of suitable person(s) for the post in question.

The terms & conditions and period of deputation which shall be mutually settled between the parent department of the deputationist, subject to the guidelines received from Government of India.

In each individual case of deputation, the Company, atleast 3 months before the expiry of the deputation period shall have to decide whether the deputationist has to be continued deputation or given an option for absorption, depending upon the exigencies of the work of the Company, or otherwise to revert him to his parent department.

No person shall be appointed in the service of the Company unless such a person has been certified by a Company’s Medical Officer duly qualified and registered medical practitioner or medical board, approved by the Company, to be medically fit to discharge his duties.

Appointment of any person in the service of the Company or his continuance in service, shall be subject to his character and antecedents being verified and found satisfactory, in the prescribed manner. In case of a person appointed from the Government or other Public Sector Enterprises, the Company may accept the verification of character and antecedents done by his previous employer.

All Executives on appointment other than those on deputation from Govt. or Public Sector Enterprises shall be on probation for a period of one year excepting in the case of non-executive categories of employees for whom the period of probation shall be six months.

The period of probation of an employee, based on his performance and / or conduct may be extended by the Appointing Authority beyond the original period by not more than six months at a time for reasons to be recorded in writing. The maximum period for which the probation can be extended shall be upto one year.

On satisfactory completion of the period of probation, the employee shall be regularized in the post, but shall not be regarded as having been automatically regularized unless an order to this effect is issued to him in writing.

If during the probation period or extended period of probation, the performance, progress and / or general conduct of an employee are not found to be satisfactory or upto the standard required for the post, his services will be liable to be terminated at any time without assigning any reason.

PROMOTIONS

The guiding principles underlying the promotion policy of the Company air at providing and maintaining appropriate resources and environment for the effectiveness, efficiency and satisfaction of its employees and motivating them to apply and develop their abilities and capacities to achieve the objectives of the Organisation. It will be the policy of the Company to provide its employees with appropriate opportunity, encouragement and career growth, consistent with their contribution to the growth of the Organisation on the basis of the following basic principles.

a) To ensure fairness, consistency and uniformity in the matter of promotion of employees in the Company.

b) To provide broad equality of opportunity in growth and career prospects ; and

c) To create and sustain the morale of the employees by informing them of the kind of career promotion opportunities that exist in the organization and the basis of and the manner in which such promotions will be effected.

Keeping in view the changes in internal conditions and external environments, the Company may at any time and at its discretion make any changes in the promotion policy, if it is satisfied that such changes are necessary in the overall interest of the organization.

Promotions shall be made as and when vacancies occur in the various cadres of the organization against the promotions quota, provided eligible/ suitable departmental candidates are available within the Company and there is requirement to fill up the posts.

Promotion shall mean movement of employee from a post in a lower grade to a post in the next higher grade along the promotion channel; skipping of scales is not allowed.

Employees in the service of the Company who fulfil the prescribed job specifications such as qualifications and experience, shall be eligible for consideration for selection through direct recruitment alongwith outsiders, provided they have satisfactorily completed the period of probation in their present posts and they apply for the same.

Percentage of vacancies in each grade / category to be filled up by promotion shall be as indicated in Para 6/1 however at the discretion of the Competent Authority the posts, where reserved for direct recruitment, may be filled in by considering promotion of departmental candidates who are ripe enough and fall in the zone of promotion before resorting to direct recruitment over and above the quota fixed for promotion.

Employees shall be considered for promotion strictly in accordance with the approved channels of promotions for each category of posts.

Employees to be considered for promotion to the next higher posts should have the requisite qualifications and experience as laid down in the schedules annexed to these Rules. The experience may however, be relaxed in certain exceptional cases by the Competent Authority, on the specific recommendations of the duly constituted Departmental promotion Committee which shall record the reasons for such relaxation in its proceedings.

13.4 CONSIDERATION OF DEPARTMENTAL CANDIDATES FOR PROMOTION TO NEXT HIGHER GRADES

The selection of employees who fall in the zone of promotion to posts shall be subject to screening by departmental promotion committee with reference to their performance as reflected in their Annual Appraisal Reports, qualifications, length of service in the present grade, performance in the interview etc., required fro effective functioning in higher posts.

EXECUTIVES

Board at its 89^th meeting held on 11.10.91 approved the revised Organisation structure in respect of Executives with Clusters consisting of 4 levels (Annexure-II). Subsequently, the above clusters have been reclassified to suit the job requirements as also responsibilities at each levels by a circular resolution of the Board approved on 23.07.91 (Annexure-III). The Executives organization structure in the Company w.e.f. 1.1.92 is as follows :

Organisation Grade Revised Scale (Rs.) Level

Dy. Manager E3 10750-300-16750

Sr. Manager E5 13600-350-18500

Chief Manager E7 16000-400-18500

CGM E10 18500-450-23900

Executive Director E11 20500-500-26500

Besides this, in the above Circular Resolution dated 23.7.92, Board of Directors approved the minimum period of qualifying service normally required to be put up by an Executive before he becomes eligible for promotion to next highest grade as shown below. Further it was also resolved in said Resolution that the above revision shall come into effect from 01.07.1992.

EXECUTIVE ORGANISATION STRUCTURE

Grade for considering for promotion

E 2 to E 3 2 years

E 3 to E 4 3 years

2 ½ yrs. for Sr. Manager under stagnation promotion approved by Board in its Sub-committee Meeting held on 10.11.95 (Annexure-IV)

E 6A to E 7 Not stipulated.

E 8 to E 9 Not stipulated

As per the above promotion policy, Executives are considered for promotions only when clear vacancies arise and subject to confirmation, clearance from the vigilance, medical fitness and company’s needs. All promotions made in accordance with this policy will be from one scale of pay to the next, without skipping any scale of pay.

No employee shall be promoted unless he had served for a minimum period of two (2) years, within each level and 3 years subject to availability of vacancy from one level to another.

Any employee not found fit for promotion at the meeting of the DPC, shall be considered afresh at its next meeting.

Promoted candidates will be on probation for a period of 6 months from the date of assuming charge of the promoted post. If the performance of the probationer is not found satisfactory, he shall be reverted to the lower post.

No employee under suspension or against whom disciplinary proceedings have been or are about to be initiated shall be promoted until he is unconditionally reinstated or exonerated.

Wherever in the interest of the work it is felt necessary to fill a vacancy, the appointing authority may at its discretion fill these posts temporarily by promotion on officiating basis where the vacancy is at the next higher grade and by placing the employee in full additional charge of the vacant post of the same level provided that :

i) the period of such officiating will not be counted for the purpose of seniority in that grade.

ii) if an executive gets regular promotion while officiating for the higher post, his eligibility in the higher scale will be counted from the day he gets his regular promotion.

iv) On return of the Officer from leave / training, etc., the executive officiating in the higher post will be reverted to his original scale of pay.

Any employee who is aggrieved by an order of promotion in the grade that he has been superseded may appeal and represent his case to the appointing authority through proper channel. The appointing authority may take such action as may be considered necessary to install confidence among the employees regarding the justice and fairness in the Selection process. Decision of the appointing authority shall be communicated within one month from the date of receipt of the appeal.

In order to provide and maintain appropriate resources and environment for the effectiveness, efficiency and satisfaction of employees and to motivate them to apply and develop their abilities and capabilities to achieve the objectives of the Company, Board of Directors at their 52^nd meeting held on 12.4.83 approved rules regulating promotion of employees from the non-executive cadre to the executive cadre of the company with a stipulation that 33 1/3% of the vacancies in the induction grade of the Executive cadre be reserved for promotions from non-executive cadre. The Rules of promotion from Non-executive posts are at Annexure-V.

As per the promotion policy from non-executive to executive cadre, an employee has to complete minimum three (3) years service in the principal grade of Supervisory category subject to fulfilling other stipulated conditions i.e., one year pre-selection training, vacancy, test and interview; ACRs and clearance from vigilance angle.

PROMOTION RULES

As per the approved Promotion Policy, employees are considered for promotions only when clear vacancies arise and subject to the Company’s needs.

For each main grade, two subordinate grades are available. To develop local skills to the extent possible, normally recruitment is made in the lowest subordinate grade. After the employee acquires the necessary skill, he is considered for promotion to the next higher subordinate grade. This is continued till the main grade is attained.

An employee may be considered for promotion to the next higher grade in the respective category provided he puts in the requisite years of experience as detailed below :-

Category Grade level (Rs.) Eligibility period

1900-3040 to 1930-3130 2 years

NOTE : As regards promotions from category to category, the same will be dealt as per the Vacancy based promotion policy which is at Annexure-VI.

The employees are considered for promotion from one grade to next grade within the same category subject to fulfillment of the requisite qualifications and after having put in a minimum two (2) years experience in the present grade. The service period will be reckoned from the date of joining the Company against a permanent vacancy and subject to his confirmation as a permanent employee on satisfactory completion of probation period and training.

No employee under suspension or against whom disciplinary proceedings have been made or about to be initiated shall be promoted until he is unconditionally reinstated or exonerated.

The promotion is subject to fulfillment of the required qualifications and experience and subject to passing the departmental training / trade tests or oral tests whichever is applicable.

At the request of the Recognised Union (E-245), Management introduced vacancy based promotion policy within the non-executive category with effect from 18.9.91 by signing an Agreement between Management and the then Recognised Union (E-245). The circular issued by Management about vacancy based Promotion Policy within the Non-executive category is at Annexure-IV.

PART – V

In pursuance of the Memorandum of Settlement signed between Sponge Iron India Limited and Sponge Iron India Limited Employees Union (E-245) (Recognised Union) on 26.5.97 Management introduced “Seniority Rules” within the Non-Executive category vide Circular No.SI/PERS/9299/1539/97, dt.15.11.97. The details of the “Seniority Rules” are furnished below :

Seniority of persons appointed by Direct Recruitment as well as promotees within the Non-Executive category is to be determined with reference to he date of their joining the post for which they are selected / promoted. If two persons join on the same day, one in the forenoon and the other in the afternoon, the one who joined in forenoon becomes senior. If one or more persons join in the same grade on the same forenoon or afternoon, then their inter-se-seniority is to be fixed as follows :

a) If there is a tie, the inter-se-seniority position of the employees concerned have to be looked in the next below grades / posts and, if necessary upto the date of their initial appointment in SIIL.

b) If there is a tie, even on the date of initial appointment in SIIL in the type as mentioned at (a) above, the person senior in age would be considered as senor in service and not by the merit list prepared by the Selection Committee at the time of their initial appointment in SIIL.

c) Between employees appointed to the same grade by direct recruitment and by promotion on the same forenoon / afternoon of the same date, those appointed by promotion are to be deemed as senor to those appointed by direct recruitment.

d) Seniority of employees transferred from one trade to another trade in the same category at the request of the employee, will be reckoned from the date of his transfer to the new trade. This should be made clear to the employee and an undertaking to be obtained.

e) Seniority of employees transferred by the Management on its own from one trade to another in the same category due to exigencies of work will remain unaltered i.e., will be protected.

f) The division / office forwarding the request of employees for transfer from one division to the other should obtain a written undertaking from the employee that he agrees that the transfer, if agreed to will be on loss of seniority in the grade for all purposes. A copy of such undertaking should be enclosed to the request.

g) Employees transferred from one Division to the other at the instance of the Management due to exigencies of work will be eligible for protection of seniority in the grade.

The seniority of an employee demoted / reverted to the lower grade shall in the case of employee directly recruited to the higher grade be reckoned from the date of his appointment to the higher grade and in the case of an employee promoted / appointed to the higher grade from the lower grade from the date of his original appointment to the lower grade to which he has subsequently been demoted.

If such a demoted / reverted employee is subsequently promoted / appointed to the grade from which he was demoted, the service rendered by the employee in the grade prior to reversion / demotion shall be taken into account while fixing his seniority in the higher grade after such promotion / appointment.

Combination of Divisions for the purpose of Seniority in Non-Executive category

An understanding has been reached between SIIL and SIIL Employees Union (E-245) (the then recognized Union) on 18.12.1992 on the combination of Divisions for the purpose of Seniority in the Non-Executive category and the same is reproduced below :

“Minutes of the Meeting with the representatives of the recognized union (SIIL Employees Union, E-245) held at Regd. Office on 18.12.1992 at 1100 hrs. in the office of Chief General Manager”.

Sl. No.	Category	Method of Recruitment
Sl. No.	Category	Direct Rectt. (%)	Promotion (%)
1.	Non-Executive to Executive Cadre	66 ^2/3%	33 ^1/3%
2.	Skilled to Supervisory cadre	50%	50%
3.	Semi-skilled to Skilled cadre	25%	75%
4.	Un-skilled to Semi-skilled cadre	75%	25%
5.	Un-skilled cadre	100%	-

CODIFICATION OF SCALES OF PAY

For the sake of convenience in identifying the levels and referring to various scales of pay for all categories of posts, both for Executives and Non-executive cadres, existing in the Company, shall bear the following code Nos :-

CODIFICATION OF EXECUTIVE PAY SCALES (W.E.F. 01.01.1992)

Sl. Code Pre-revised Revised

Level No. No. Designation Scale of pay Rs. Scale of pay

(w.e.f.01-01-1992)

Level-I 1 E.0. Jr. Manager Gr.B 2200-100-3600 3500-150-6200

- do - 2 E. 1 Jr. Mgr. Gr.A 2500-120-4300 4000-175-3150

- do - 3 E.2 Asst. Mgr. 2900-125-4775 4500-175-7300

- do - 4 E.3 Dy. Mgr. 3100-130-3750- 4800-200-5800-

140-5150 225-8275

Level-II 5 E.4 Manager 3700-140-5800 5400-225-6300-

250-9050

- do - 6 E.5 Sr. Mgr. 4000-150-5950 5800-250-9300

- do - 8 E.6A AGM/Chief Mgr. 5200-160-6000- 7000-275-8100-

Level-IV 9 E.7 Dy. Genl. Mgr. 5600-175-7175 7500-300-9900

- do - 10 E.8 General Manager 6250-175-7475 8250-300-10050

- do - 11 E.9 Chief Genl. Mgr. - 8500-300-10300

(from 01.04.1995)