Recruitment Policy and Procedures

Preamble

NTPC subscribes to the belief that efficiency, effectiveness and success of the organisation depends largely on the skills, abilities and commitment of the employees who constitute the most important asset of the organisation.

NTPC is therefore resolved to provide a framework of policies which will enable the Organisation to attract the right talent for the jobs and make it available at the right time and in right number with the ultimate objective of ensuring optimum and effective utilisation of the human resources in a climate of satisfaction, development and growth.

In pursuance of the above objectives and consistent with the Company's social and national obligations, NTPC hereby makes the following policy statement to be called NTPC RECRUITMENT POLICY AND PROCEDURES to govern, regulate and generally facilitate recruitment of personnel in the Projects, Offices and Establishments of the Company.

1.0 Preliminary

1.1 The policy statement and the rules and procedures made hereunder will be applicable to recruitment and selection of employee of all classes and categories irrespective of whether they are against regular, temporary, casual, or trainee posts, unless specifically stated otherwise.

1.2 Classification of employees into regular, temporary, casual and trainee for the purpose of this policy will be the same as defined in the Company's Service Rules and Standing Orders.

2.0 Manpower Planning and Budgeting

2.1 In all Divisions and Projects of the Company, before the end of August every year, each Department will review the adequacy or otherwise of the available manpower with reference to the tasks and targets and determine the additional requirements of manpower in qualitative and quantitative terms for the immediately following financial year.

2.2 Based on the requirements of additional manpower of the individual departments, the detailed manpower plan for the financial year will be prepared jointly by the Planning and Personnel Departments for the Division as a whole giving specific details of each new posts other than casual posts and justification therefor and this manpower plan containing details of

expenditure involved will form a part of the overall Manpower Budget of the Division.

2.3 The requirements of casual and other contingent staff will not form a part of the Manpower Budget as the same will be shown only in terms of estimate of expenditure to be incurred in respect thereof as a part of the Works Budget.

2.4 Annual manpower plans including the additional manpower requirements along with all relevant details and estimated cost involved for all the Divisions/ Projects will be consolidated into an integrated Company Manpower Plan which will form a part of the annual budget to be submitted for approval of the Board of Directors.

2.5 On approval by the Board, these manpower plans will constitute sanction for creation of posts including posts of trainees and form the general basis of recruitment during the financial year.

3.0 Creation of Posts

3.1 Notwithstanding the Board's overall sanction for the creation of posts as above, specific sanction for each new post from the competent authority will be necessary before initiation of action for filling the posts and the competent authority will issue the necessary sanction depending on the requirements from time to time during the year within the approved budget sanction and manpower plans subject, however, to policies and directives that may be issued by the Board of Directors and/or Chairman and Managing Directors, as the case may be.

3.2 For the purpose of according sanction to the creation of regular, trainee and temporary posts in different categories within the approved budget provisions and approving appointments to such posts, the following will be the competent authorities to be referred to hereinafter as the Appointing Authority5.

Posts 

Authority 

  

(a) (a)                 Top posts, as per Board's resolution under Agenda item 5-4, other than posts to which appointments are made by the President

 (b) (b)                 All executive posts in the level of

E7  (c) (c)                 All executive posts including

Executive Trainees other than those included in (a) & (b) above.

  

Board of Directors   

Chairman & Managing Director   

Director (HR) 

(d) All non-executive posts including trainees

GM (HR) at Corporate Centre, Head of Division at Project

 3.3 In respect of casual posts for a duration of not more than 30 days. Heads of

Department not below the rank of Deputy General Manager will be the appointing authority who will, however, consult the HR Department prior to the issue of such sanctions.

Provided that no extension will be granted to any employee in such casual posts beyond 30 days, whether with a break of service or without, except with the approval of the Appointment Authority as prescribed in Clause 3.2.

3.4 While the authority competent to sanction creation of posts will have the flexibility to appropriate posts as between various functions under his control subject to overall provisions in the budget, no non- executive post shall be created unless such post is included in the approved budget and manpower plans except with the prior approval of the Chairman & Managing Director who may accord the necessary approval only in exceptional cases. Proposals for creation of such posts not covered by the annual manpower plan will be accompanied by full justifications and explanation of reasons and circumstances due to which the necessary provision could not be made at the time of formulating the annual manpower plan.

4.0 Job Title, job Specifications, Role Outline and Pay scales

4.1 Job specifications indicating the eligibility requirements in terms of minimum educational and/or professional qualifications, length, nature of quality of experience, upper age limit etc. and a general outline of the role and responsibilities will be laid down in respect of each job title along with the pay scale or consolidated daily/monthly wage rate in which the posts in the

category will be operated.

4.2 To ensure uniformity and consistency, such job titles, job specifications and role outlines together with the pay scale applicable in respect of all categories of posts will be issued by the Corporate Centre from time to time with the approval of the Chairman and Managing Director.

4.3 No appointment shall be made to any post in the Company unless the person fulfills the minimum eligibility requirements and conforms to the specifications prescribed for the post except where general relaxations are made in the case of reserved vacancies for candidates belonging to Scheduled Castes, Scheduled Tribes, other backward classes, Ex-servicemen and other special categories.

 

Provided, however, that in special and exceptional cases appointments may be made subject to the approval of the Appointing Authority in relaxation of the prescribed specifications where the Appointing Authority is satisfied that such relaxation is essential in the interest of the Company.

5.0 Induction Levels

5.1 Keeping in view the need for induction of experienced personnel during the formative stage of a new organization, recruitments in NTPC during the initial years may take place at levels of the organizational hierarchy but, while manning the positions it should be ensured as far as possible that the number inducted in higher grades within a cadre is proportionately smaller than the number inducted in the lower grades.

5.2 At the appropriate stage of the growth of the organization, recruitments will be restricted by and large to the induction levels as specified in Schedule I, so as to ensure that prospects of career growth of existing employees are in no way impaired.

5.3 Infusion of new blood to the executive and supervisory cadres will be through the Executive Trainee and Diploma Trainee Schemes under which training based on specific requirements of the Company will be imparted to the fresh professional graduates and diploma holders to be recruited on a regular annual basis.

6.0 Agencies for Recruitment

6.1 All recruitment to the executive cadres inclusive of executive trainees for all Divisions and Projects of the company will be centralized in the Corporate Center and dealt with by the Corporate HR Division.

6.2 Until such time as the Company's Projects do not have their separate training facilities, all recruitments of Diploma training scheme will be done by the Corporate HR Division.

6.3 In respect of all other non-executive personnel, recruitments will be done by the HR Department of the Division/Project concerned.

7.0 Sources and Modes of Recruitment

7.1 For recruitment of professional personnel in Company's executive cadre including executive trainees, selection, will be made on all India basis and for this purpose, the posts to be filled will be duly notified through press advertisements and Company Notice Boards and/or through circulars issued to Government Departments and Public Sector Undertaking where suitable candidates of the required expertise are expected to be available.

7.2 In respect of recruitment to non-executive posts carrying a maximum basic pay of Rs. 1250/- per month (DPE OM No. 2(48)/91-DPE (WC) dt. 6.4.92) and below all vacancies will be notified to the Employment Exchanges in terms of Employment Exchanges (Compulsory Notification of Vacancies) Act. 1959.

Provided that notifications for recruitment to reserved vacancies will also be issued to Association concerned. Copies of notification may also be sent simultaneously to the Central Employment Exchange and other employment exchanges in the neighbouring district within the state and Government and Semi- government organisations and/or the positions may be advertised in the local press subject, however, to the condition that all things being equal, preference will be given to suitable candidates sponsored by the concerned Employment Exchange.

 7.3 In respect of recruitment to non-executive posts carrying a basic pay of above

Rs. 2500/- per month, recruitment will be made from the region comprising the State in which the Division/Project/Establishment concerned is located and the neighboring States and for this purpose notification for filling the vacancies will be issued in the newspapers and also to the employment exchanges of the region through the Central Employment Exchange in addition to the Notice Board in the Company's premises.

Provided that recruitment may be made to such posts from outside the region where the appointing authority is satisfied that suitable candidates in adequate number may not be available within the region. Provided that to facilitate recruitment to the reserved vacancies, copies of such notifications will also be issued to the various agencies and associations as stated above.

 

7.4 In addition to the above induction of executive and specialist non-executive personnel may be made as deemed necessary and appropriate by the authority competent to create the posts from one or more of the following sources :

(a) deputation from Central/State Governments/ Electricity Boards and Public Sector Organisations where suitable personnel on terms offered by the Company may not be available at the right time from other sources where the time and cost involved in processing recruitments through open advertisements may not be justified in view of the number or nature of posts to be filled.

(b) campus interview and recruitment to the posts in the grade of Rs.12000- 12500 and Executive Trainees from reputed engineering/management institutions to be specified.

(c) candidates located through personal contacts and talent survey, only in respect of posts requiring specialist knowledge and expertise and/or exceptional qualification and merit subject to approval by the Appointing Authority.

 

8.0 To fill Job Openings by Selection from within

8.1 The internal candidates who fulfill all eligibility requirements may be considered along with other candidates.

Provided, however, that they should not have been considered for a similar position in any of the Departments/ Units of the Company and found unsuitable in the course of one year preceding the time of the current recruitment.

8.2 For being considered for selection from within the organization on the basis of internal circulars for a job opening in a particular grade, employees in the next lower grade only will be eligible.

8.3 Subject to fulfillment of minimum eligibility requirements and other prescribed criteria, directly recruited regular employees including deputationists will be considered eligible for selection to a post in open competition with external candidates.

8.4 Applications of all internal candidates will be forwarded to the HR Department by the Head of the Department who should give in his forwarding statement:

(a) Comments on the suitability of the candidates for the post applied for.

(b) Assessment of the performance of the candidate.

(c) Remarks whether or not candidate can be released in case he is selected without detriment to the job currently being handled by him.

9.0 Preference for Candidates Belonging to Scheduled Castes/ Scheduled Tribes/Other backward Classes/Ex-Servicemen, Displaced Persons etc.

9.1 Towards the fulfillment of the Company's social and national obligations it will always be NTPC's endeavour to provide gainful employment on a preferential basis to the members of the economically backward classes, ex- servicemen, persons uprooted from the project areas and other unfortunate sections of the society and for this purpose the directives of the Government concerning reservation of vacancies and special concession to be allowed to such candidates will be most strictly and conscientiously adhered to. Details of the directives currently in force are given in Schedule II.

10.0 Application Formalities

10.1 No appointment other than appointments on deputation will be made in the Company except on the basis of an application giving details and particulars as may be prescribed from time to time.

 

10.2 While as a rule, for all recruitments applications should be in the forms prescribed for different categories from time to time as far as possible, applications on plain paper may also be resorted to wherever necessary keeping in view the urgency for manning the post and the lead time involved.

10.3 Unless specifically exempted by the appointing authority, all applications for job positions in the Company will be accompanied by a Demand Draft of the value of Rs.50/- for executive posts, Rs.250/- for the posts of executive trainees and Rs. 10/- for non-executive posts other than those covered by the Employment Exchanges (compulsory Notification of Vacancies) Act, 1959.Provided that candidates belonging to Scheduled Castes and Scheduled Tribes and Ex- servicemen will be exempted from the payment of application fees.

10.4 In the case of all recruitments based on open advertisements and public notifications, there will be a last date for the receipt of application after which no application will be entertained for the posts advertised except, with the approval of the appointing authority who may permit applications to be entertained after the expiry of the last date in special cases if he is satisfied that there is good and sufficient cause and justification for such relaxation.

1 1 . 0 , Forwarding of Applications of Candidates from Government and Public Undertakings

1 1 . 1 Consistent with the guidelines issued by the Bureau of Public Enterprises vide BPE's Memo No.2 (172)/71- BPE (GM) dated August 18, 1971 NTPC will accept applications only if they are forwarded through proper channels in respect of persons employed in the Central and State Governments and in those Public Undertakings whose rules provide for carry forward of gratuity, leave, provident fund and other benefits or transfer on movement to another organization in the public sector with the consent of both the organizations concerned.

Provided, however, that applications from candidates from public undertakings referred to above may be accepted without being forwarded through proper channels if the candidate submits a declaration along with the application stating that if selected for appointment in NTPC on terms acceptable to him :

(a) (a)                 he will be agreeable to forego the benefits of carry forward of leave, gratuity etc; and

(b) (b)                he will be able to produce a 'No Objection Certificate' and secure due release from his present organization within the stipulated notice period.

1 1 . 2 In respect of candidates from public undertakings who, despite the aforementioned guidelines from BPE, do not provide for carry forward of leave, gratuity and other benefits even in respect of persons whose applications are forwarded through proper channel, applications may be entertained directly as in the cases of candidates from private sector organizations and the requirement of proper channel will not apply.

 

11.3 Applications submitted through proper channel may be processed on the basis of advance copies but the candidate, if and when called for interview, must submit a 'No Objection Certificate' from his present employer which must also state that he will be relieved in the event of his selection for appointment in NTPC.

11.4 In respect of candidates from Government and public sector organisations who apply through proper channel, HR department will obtain copies of the annual appraisal reports or their abstracts in NTPC's reference check forms which will be placed before the Selection Board during or after interview but before the finalisation of the panel of selected candidates.

12.0 Requisition of Manpower

12.1 The respective departments will forward their manpower requirements in prescribed requisition forms to the HR Department through the respective Appointing Authority competent to sanction creation of posts indicating therein the last dates by which placement of personnel is desired for different posts keeping in view the normal lead time for recruitment.

12.1.1 Presently recruitment is banned except in those areas where vacancies are approved by the Director (HR) after the approval is put up justifying the requirement.

12.2 The requirements will be examined with reference to the sanctioned manpower in the budget by the HR Department who, before proceeding with recruitment, will verify whether the post/ posts can be filled :

(a) (a)               out of acceptable transfer requests pending, if any.

(b) (b)               recommended inter-functional adjustments of posts.

(c) (c)               record of surplus staff (internal) suitable for deployment.

(d) (d)               executive trainees, diploma trainees and other trainees /

apprentices whose completion of training coincides with the

requirements.

13.0 Processing of Applications

13.1 All applications received against a specific notification/ advertisement will be subjected to a preliminary scrutiny by the HR Department who will ensure that:

(a) Applications are duly completed and accompanied by the prescribed application fees and were received within the permitted time.

  

(b) (b)                 Age of the applicant is within the prescribed limit., (c) (c)                 Qualifications and experience of the candidates conform to

those prescribed

(d) (d)                 Applications have been submitted 'Through Proper Channel' whenever required.

(e) (e)                 In the case of candidates from Schedule Castes and Scheduled Tribes, OBC, Ex-Servicemen etc. application is accompanied by a certificate to that effect from the competent authority.

13.2 The applications that fulfill the prescribed requirements after preliminary scrutiny as above will be listed and forwarded to the Department concerned for further scrutiny with a view to selecting for test/interview only those candidates who are considered suitable in terms of nature and quality of technical knowledge and professional expertise required for each specific post.

13.3 On completion of the screening by the function concerned, the Head of the Department will forward to the HR Department the list of candidates considered eligible for test/interview, spelling out clearly the criteria adopted for screening and the basis of rejection of applications in each case.

13.4 While the applications will be screened at the appropriate executive level depending upon the grade of the post to be filled, it is advisable for the Head of the Department concerned to ensure as far as practicable that the scrutiny is carried out by the Officer of the Department who will be participating in the selection process as the expert member in the Selection Board representing the Department.

13.5 After the applications are finally screened, HR Department will prepare a final list of eligible candidates in order of merit based on the criteria determined in the course of earlier scrutiny and other relevant factors keeping in view the reserved vacancies and the special relaxation for candidates belonging to Scheduled Castes and Scheduled Tribes etc. and this short list after approval by the appointing authority or the officer to whom powers in this behalf are delegated will form the basis for candidates being called for selection test and/or interview.

13.6 Relaxation in advertised criteria, in critical areas, is allowed based on the merit and requirement with the approval of the competent authority as per Delegation of Powers.

14.0 Selection Process and Constitution of Selection Boards

14.1 Various selection methods like trade tests, written tests, group discussions etc. may be employed depending on the requirements of the job for which selection is being made and for this purpose, the HR Department

association with the concerned Department wherever necessary will evolve and prescribe uniform methods of selection in all Units for similar jobs.

14.2 All direct appointments to every post in the Company, whether regular, temporary, trainee or casual, except appointments on deputation from Government organisations and public sector undertakings, will be made only, on recommendation of a duly constituted Selection Board/ Committee.

14.3 All appointments to the executive and managerial cadres of the Company including Executive Trainees will be made on the recommendations of the NTPC Central Selection Board, guidelines for the constitution of which are given in Schedule III.

1 4 . 4 All appointments to posts in various non-executive categories including Diploma Trainees/Apprentices will be made on the basis of recommendations of Selection Boards/Committees constituted for the purpose which must include representatives from the following sources at the appropriate executive level depending on the posts:

(a) (a)                Concerned Department/Function

(b) (b)                HR Department

(c) (c)                District/Local Administration at appropriate level but not below the rank of Deputy collector/Sub-Divisional Officer/Magistrate.

14 .5 The Selection Boards/Committees will be constituted by the HR Department in each case with the approval of the Appointing Authority.

14 .6 Honorarium and reimbursement of boarding and lodging expenses may be made to Members of the Selection Boards/ Committees from outside the organisation as per rates and rules in this regard laid down by the Corporate Centre from time to time.

NOTE: It should be ensured while constituting selection committees that the members of the selection committee are not related (close or distant) to the candidates appearing in the interview.

15.0 Interviews and Role of Selection Board

15.1 The candidates included in the short-list of rated applications referred to in Clause 13.5 above will be called upon to undergo a prescribed selection process which may consist of:

(a) (a)                 an interview before the Selection Board, or

(b) (b)                 a test and/or group discussion followed by an interview of all candidates before the Selection Board, or

(c) an elimination test and/or group discussion followed by an interview before the Selection Board of only those who qualify in the test and/or group discussion.

15.2 All candidates called for interview who come from places beyond a distance of 32 kms will be reimbursed actual expenses incurred on travel to and from the place of interview on production of money receipt, or any other supporting documentary evidence in respect of the onward journey, limited to :

I class/ACC I class return rail fare/return air fare by the shortest route 

For all executive posts in the salary grade of Rs.19500- 25600 and above 

  

I class/II class AC Sleeper return rail fare by the shortest route 

For executive posts in the salary grade of Rs.12000-17500 and above 

  

Second class return rail fare by the shortest route

For executive posts in the salary grade of Rs.10750-16750 Including Executive

  

  Trainees and all non- executive posts including Diploma, and other Trainees under company's Training Scheme 

The shortest route for this purpose will be from the place to which the interview call letter was mailed to the appointed place of interview or the place from where the actual journey commenced, whichever is nearer.

15 .3 The call letters to the candidates for appearing for interview before the Selection Board, to be issued by registered post or under certificate of posting, not later than ten clear days before the date of interview should, inter alia state clearly the post and the grade/grades for which the candidate will be considered and other formalities that he will be required to comply with prior to the interview.

15.4 In the case of recruitment for vacancies reserved exclusively for the Scheduled Castes/Schedule Tribes and OBC separate interviews exclusively for candidates belonging to these communities will be held before the Selection Board which should include, whenever possible, a member of Scheduled Castes and Scheduled Tribes or a Manager of the Corporation belonging to any of these communities as required under the Presidential directives issued in this regard.

15.5 HR Department will make available to the members of the Selection Board the following documents and particulars regarding the candidates called for interview :

(a) A copy of the advertisement/notification together with the specific requirements and the duties and responsibilities of the posts.

(b) Bio-data of each candidate.

(c) Applications in original.

(d) Appraisal reports and comments of forwarding authority in the case of internal candidates.

(e) Annual appraisal reports wherever available in the case of candidates from Government and public sector organizations whose applications have been forwarded through proper channel.

(f) (f)                Results of Tests/Group Discussions held prior to interview, if any.

 

(g) Special information, if any, relevant to Selection regarding any candidate

15.6 Apart from participating generally in the selection process, the representative of the HR Department in the Selection Board will have the following specific responsibilities:

(a) At the commencement of the proceedings of the Selection Board he will brief the members generally on the specific requirements, responsibilities and remuneration for each post, approximate number of suitable candidates to be selected and empanelled for immediate and further requirements and any other matter relating to the Selection.

(b) While the specialist/technical members of the Selection Board will be primarily concerned with the suitability of the candidates in terms of knowledge, skill expertise and technical and professional competence, it will be the primary responsibility of the HR representative to call the attention of the Board to the attitudinal, motivational and personality aspects relevant to the job requirements.

(c) He will ensure consistency in the selection standards, starting salaries, status and seniority keeping in view the existing position with the organization and comparative position prevailing generally in the open market and particularly in similar organizations in the government and public sector.

(d) He will assist the Board in the negotiation of the terms including starting salary, grade, seniority, status, time allowed for joining etc. and furnish relevant information regarding allowances, benefits, amenities, career prospects, service rules and other allied matters if and when asked for by any candidate.

(e) At the end of each interview he will review and seek feedback on availability/non-availability of adequate number of proper kind of candidates for the particular job and the need for development and training of such personnel internally.

15.7 Keeping in view the qualifications, experience, results of tests/group discussion, if any and other relevant facts vis-a-vis the specific requirements of the posts and on the basis of the standards of technical skill, professional competence and overall personality factors as assessed from the candidates performance in the interview, the Selection Board will assign a final percentage marks to each candidate considered suitable and recommend a panel of names of all such suitable candidates in order of merit on the basis of the marks so assigned.

Provided that when two or more candidates secure equal marks they will be empanelled in the chronological order of their dates of birth, the oldest being placed first among them.

Provided also that in respect of the reserved vacancies, the Board will draw up and recommend a separate panel of names of suitable candidates belonging to Scheduled Castes, Scheduled Tribes and other Backward Classes.

15.8 While making its recommendations of names of suitable candidates, the Selection Board may make special mention of the following wherever appropriate :

(a) The amount of starting basic salary in cases where initial pay is to be fixed above the minimum of the grade.

However due to problems of anomaly in pay fixation arising out, the pay fixation norms for new entrants being followed are as under :

FOR CANDIDATES FROM PSUs FOLLOWING IDA PATTERN :

The pay being drawn in the previous organisation is protected and a joining benefit, upto a maximum of amount equivalent to 2 increments at the minimum of the scale the offer to be made, is allowed. Next annual increment in the previous organisation, if due within next six months, is also accounted for.

FOR CANDIDATES FROM GOVT./PSUs FOLLOWING CDA PATTERN: 

The pay is arrived at by adding the intended joining benefit as above with the existing basic pay and fixing at the stage available in the relevant scale of pay of NTPC. The difference of DA is taken care of by allowing Personal Adjustment.

FOR CANDIDATES FROM PRIVATE SECTOR : 

Two types of salary payments are resorted to by the private companies (i) Pay structure clearly defined i.e. Basic Pay, DA, HRA etc. and (ii) consolidated pay. The practices evolved to deal with such cases are :

 

(i) For candidates joining from organizations where defined pay structure is available, the amount on which provident fund deductions are made is protected by offered basic pay + Dearness Allowance. No joining benefit is allowed.

(ii) For candidates joining from organizations where consolidated pay system is prevalent, up to 80% of consolidated salary is protected by basic pay + Dearness Allowance.

(b) Any remarks regarding accelerated promotion to the next higher grade

subject to satisfactory performance in exceptional cases of candidates who are too senior to start afresh in the grade to which they are selected but not senior enough for selection to the higher grade for reasons of internal company policy.

(c) Area/areas of specialization and strength where the candidate would be best suited.

(d) Any other recommendation/remark considered relevant and necessary in respect of any candidate.

16.0 Operation of Panel of Selected Candidates

The Central Selection Board, based on the merit and performance of the candidate during the interview, awards marks to them by consensus. Based on fulfilling the criteria for length of service advertised for each level and also on the marks awarded by the CSB, the candidates are placed on the panel at appropriate level, Separate panels are drawn for General, SC/ST and OBC categories. The minimum qualifying marks required for placement in panel for different categories of candidates are :

General Category 55%OBC Category 50% SC/ST Categories 45%

1 6 . 1 The panel of candidates in order of merit as recommended by the Selection Board, on approval by the Appointing Authority, will form the basis for issue of offers of appointment.

16.2 The functional panel of selected candidates will normally remain valid and operative for a period of six months from the date of approval and on expiry of this period it will cease to operate unless decided otherwise by the appointing authority for reasons to be recorded in writing.

16.3 Based on the panel as recommended by the Selection Board, HR Department will issue offers of appointment to one or more candidates in the

order given in the panel depending on the number of posts as sanctioned by the appointing authority from time to time.

16.4 Where there is a separate panel of selected candidates from the Scheduled Castes and Scheduled Tribes in respect of vacancies exclusively reserved for them, the model roster prescribed by the Government (see Schedule IV Appendix I & II) will be followed while making offers of appointment.

17.0 Offers of Appointment

1 7 . 1 HR Department will issue the offers of appointment in the prescribed form in duplicate and the contract of appointment will be completed on receipt of the

letter of acceptance along with the copy of offer duly signed by the candidate.

17.2 Based on the length of notice period, for release from the present employment as indicated in the application form or during interview and depending on the urgency of filling the vacant post, the offer of appointment will state the last date by which the candidate must join the Company failing which the offer of appointment will be deemed to have been withdrawn unless an extension of the last date has been granted by the appointing authority prior to the expiry of the joining time as indicated in the offer appointment.

17.3 Upon approval by the competent authority, offers of appointments are sent by Registered Post giving 30 days time for joining. However, extension in joining upto four months based on the merit of the case, after approval of the competent authorities, is also allowed.

18.0 Medical Fitness

18.1 Nobody will be appointed to any post in the Company whether regular, temporary, trainee or casual unless he is declared physically fit as per the medical fitness standards prescribed for the post after a medical examination by the Company's authorised medical officer/officers at the time of appointment in the Company's service.

19.0 Joining Formalities

19.1 Employees on the first appointment to the Company's service will furnish to the HR Department copies of documents and other details and particulars as given in Schedule V.

19.2 In case of recruitment to executive and supervisory posts, prescribed application blanks will include a column for the candidates to give names of two references to whom, in the event of selection of the candidate, reference will be made in the prescribed form for eliciting their views and opinions on the suitability of the candidate for employment in the Company.

19.3 On appointment of a person in the Company, the District authorities concerned will be requested to verify and report on the antecedents of the person in the prescribed attestation form, in terms of directives issued by the Government from time to time in this regard.

Provided, however, that such verification of antecedents may not be insisted upon in the case of persons employed in the Government/Semi-Govt. Organizations and Public Sector Undertakings, immediately prior to the appointment in NTPC, subject to the condition that in the case of persons coming from Semi-Government Organizations and Public Sector Undertakings, satisfactory evidence is made available in support of the fact that due verification of antecedents was made at the time of their appointment to the Semi-Government Organization or Public Sector Undertaking, as the case maybe.

20.0 Interpretation and Amendments

20.1 In case of any doubts arising with regard to any of the provision in the Recruitment Policy and Procedures and in the cases not covered by these rules, final authority of interpretation will vest in the Chairman and Managing Director whose decision will be final.

21.0 Appointment on Ad-hoc Basis

21.1 Despite our efforts to induct personnel through regular employment, need arises in critical areas to induct personnel on ad-hoc basis to meet the shortfall of personnel in exigencies of work.

21.2 In areas where requirement of personnel is not of regular nature i.e. requirement is not likely to continue for a long time.

21.3 The main areas to meet the requirement of short durations are Medical, Resettlement and Rehabilitation, MGR and Sociologist.

21.4 Duration of Employment

21.4.1 The appointment on ad-hoc basis is done initially for a period of six month to one year and can be extended upto a maximum period of two years on merits of each case with the approval of the Competent Authority. However, in exceptional circumstances, engagement on ad-hoc basis beyond a period of two years can be made with approval of Director (HR).

21.4.2 The Competent Authority for appointment in Projects is Executive Director of the concerned region for ad-hoc posts in executive cadre and for non-executives General Manager of the Project. For appointments on ad-hoc basis done from Corporate Center in executive cadre the Competent Authority is Director (HR)

21.4.3 With respect to the cases not covered above, CMD would be the Competent Authority.

21.5 Selection Procedure

21.5.1 Doctors/Sociologists/IGS Facilitators on ad-hoc basis are inducted through selection process as done in cases of regular employment i.e. by Advertisement or notification to relevant Institutions.

21.6 Compensation Package

21.6.1 21.6.1                           The rate of compensation to the persons engaged on ad-hoc basis is fixed by Corporate Center with the approval-of the Competent Authority. The present rates of compensation (w.e.f. 1.8.2001) are as under :

Sociologists engaged on adhoc-basis

Sl.no Adhoc-post Compensation (Rs.)

Remarks

 1 Sociologists engaged on adhoc-basis

10,000/- In addition, medical facilities for self and rent free accommodation (bachelor's accommodation at Projects) is also admissible.

 

Medical consultants engaged on ad-hoc / visit basis:

Sl. No.

QUALIFICATION/ EXPERIENCE

PAYMENT FOR AD-HOC DOCTORS (P.M.)

PAYMENT FOR VISITING DOCTORS (PER VISIT BASIS)*

1. MD/MS in relevant Specialty

Rs.15,000/-p.m. Rs.1000-1100per half day visit* (Max. Rs.15000/-p.m.) limited to 15 half day visits in a month.

2. MBBS + 1 year Exp. Or MBBS + PG Dip. In relevant specialty.

Rs.12000/-p.m ---

3. Homeopathic Degree/Diploma of not less than 4 years duration as included in the II schedule of Homeopathic Central Council Act, 1973 with 2 years post internship experience. Valid license to practice is essential.

Rs.9500/-p.m. Rs.625-700/-per half day visit* (Max. Rs.9500/-p.m.) limited to 15 half day visits in a month.

4. Ayurvedic Degree/Diploma of not less than 4 years duration as

Rs.9500/-p.m. Rs.625-700/-per half day visit* (Max. Rs.9500/-p.m.) limited to 15 half day visits in a month.

prescribed for appointment as Medical Officer in the Govt., with 2 years post internship experience. Valid license for practice is essential.

       MD/MS doctors or Homeopathic and Ayurvedic doctors having established practice of 8 years and above shall only be engaged as a visiting consultant.

       Doctors engaged on ad-hoc basis may also be given medical facilities for self and rent free accommodation (bachelor’s accommodation at Project)

 

22.0 Delegation of Powers Relating to Various Activities in Recruitment

Delegation of Powers relating to recruitment shall be as per relevant clauses of Section VI & VII-A of the DOP.

 

SCHEDULE -1

Induction Levels :

Non-Executives

Unskilled Group W 0 level

Skilled Group & equivalent Secretarialand Clerical Staff W3 & W4 levels

Supervisory & equivalent Categories SI & W7 levels

Executives

Executive E1 / E 2 level

SCHEDULE-II

Concessions To Candidates Belonging To The Scheduled Casts/Tribes:

Reservation of posts, as per the rosters prescribed by the Government

i) For direct recruitment on all-India basis:

a) By open competition (i.e through UPSC or by means of open competitive test held by any other authority) Scheduled Casts 15% Scheduled Tribes 7 1/2 % and OBCs as per the roster given in Appendix-I.

b) Otherwise Scheduled Casts 16 2/3%, Schedule Tribes 7 1/2% and OBCs as per the roster given in Appendix II.

ii) For direct recruitment made on local regional basis, as in the roster given in Appendix III.

The upper age limit will be enhanced by 5 years in case of all cadres/groups for SC/ST categories and by 3 years for OBC Categories.

Though the level of qualifications shall not be lowered, the degree of attainment in these qualifications shall be lowered, for SC/ST categories only e.g. if the prescribed standard is a first class degree, it will be relaxed to a degree.

For SC/ST categories the experience will be relaxed by :

- -                          a maximum of one year if prescribed-experience is 3 to 5 years.

a maximum of two years if prescribed experience is 6 to 10 years.

No application Fee is required to be paid by candidates belonging to SC/ST categories provided a copy of caste certificate is enclosed with the application.

In case of written test and interview, 10% relaxation in marks is allowed to candidates belonging to SC/ST/OBC categories.

Under no circumstances will the units exceed these limitations unless the Chairman & Managing Director directs to alter these limitations depending on whether or not the possibilities of fulfilling obligations in this regard are remote.

Concessions To Persons Displaced From The Areas Acquired For the Project:

In lower scales preference should be given to persons displaced as a result of setting up new units, particularly in backward and tribal areas specially to SC/ST.

 

Reservations Of Posts For Ex-Servicemen And Dependents Of Those Killed In Action

1. 1.                Reservation of vacancies : For direct recruitment 141/2% of the vacancies in each of the categories of class III posts and 241/2% of vacancies in each of the categories of Class IV posts.

2. 2.                Relaxation regarding age limits and educational qualifications will be as per the directive of the Governement.

SCHEDULE III

NTPC Central Selection Board will be set up with the following constitution :

a) One member from amongst persons of eminence and integrity with a suitable background in selection of personnel such as retired members of UPSC or former Chief Executive/Heads of reputed organizations. He could be appointed on a part time but continuing basis as Consultant or on a fee and-expenses basis.

b) Appointing Authority or any of his nominees from amongst officers in senior-most managerial cadres in the Corporate Office.

c) General Manager/Head of the Unit or Division concerned or in the case of Corporate Office, Head of the Division concerned.

d) Not less than one specialist Adviser in the concerned specialization whether from within or outside the Corporation.

e) Representative of HR Department

Chairman of the Board will be the member from (a) above or in his absence in special cases, Chairman of the Corporation or any of his nominees not below the rank of Deputy General Manager.

  

SCHEDULE -IV

APPENDIX -I

MODEL ROSTER FOR POSTS FILLED BY PROMOTION

-------------------------------------------------------------------------------------------------------------------------------

Points in Whether Points in Whetherthe Roster Unreserved the Roster Unreserved

or Reserved or Reserved

-----------------------------------------------------------------------------------------------------------------------------------------------

1 Scheduled Caste 21 Unreserved 2 Unreserved 22 Scheduled

Caste 3 Unreserved 23 Unreserved 4 Scheduled Tribe 24 Unreserved 5 Unreserved 25 Unreserved 6 Unreserved 26 Unreserved 7 Unreserved 27 Unreserved 8 Schedule Caste 28 Scheduled

Caste 9 Unreserved 29 Unreserved10 Unreserved 30 Unreserved11 Unreserved 31 Scheduled Tribe12 Unreserved 32 Unreserved13 Unreserved 33 Unreserved14 Scheduled Caste 34 Unreserved15 Unreserved 35 Unreserved16 Unreserved 36 Schedules

Caste17 Scheduled Tribe 37 Unreserved18 Unreserved 38 Unreserved19 Unreserved 39 Unreserved20 Unreserved 40 Unreserved

----------------------------------------------------------------------------------------------------------------------------------------------

NOTE : 1. If there are only two vacancies to be filled in a particular year, not more thanone may be treated as reserved and if there be only one vacancy, it would betreated as unreserved. If, on this account a reserved point is treated asunreserved, the reservation may be carried forward to the subsequent three recruitment years.

2. 2.              For direct recruitment on All India basis through open competitive examinationa 200 point roster has been introduced affording reservation to SC (15%), ST(7'/2%) and OBCs (27%). Model roster at (APPENDIX- 1A).

 

APPENDIX -I (A)

MODEL 200 POINT ROSTER FOR THE POSTS FILLED BYDIRECT RECRUITMENT ON ALL INDIA BASIS BY OPEN COMPETITION

Points Whether Unreservedor Reserved in the roster 

Points Whether Unreservedor Reserved in the roster 

Points Whether Unreservedor Reserved in the roster 

1. Scheduled Castes2. Unserved3. Scheduled Tribe4. Unreserved5. Other Backward Classes6. Unreserved7. Scheduled Caste8. Unreserved9. Other Backward Classes10. Unreserved11. Other Backward Classes12. Unreserved13. Scheduled Castes14. Unreserved15. Other Backward Classes16. Unreserved17. Scheduled Tribes18. Unreserved19. Other Backward Classes20. Unreserved21. Scheduled Caste22. Unreserved23. Other Backward Classes24. Unreserved25. Other Backward Classes26. Unreserved27. Scheduled Castes28. Unreserved29. Other Backward Classes"30. Unreserved31. Scheduled Tribes32. Unreserved33. Other Backward Classes34. Unreserved35. Scheduled Castes36. Unreserved 

37. Other Backward Classes38. Unserved39. Other Backward Classes40. Unreserved41. Scheduled Castes42. Unreserved43. Other Backward Classes44. Unreserved45. Scheduled Tribes46. Unreserved47. Other Backward Classes48. Unreserved49. Scheduled Castes50. Unreserved51. Other Backward Classes52. Unreserved53. Scheduled Castes54. Unreserved55. Other Backward Classes56. Unreserved57. Scheduled Tribes58. Unreserved59. Other Backward Classes60. Unreserved61. Scheduled Castes62. Unreserved63. Other Backward Classes64. Unreserved65. Other Backward Classes66. Unreserved67. Scheduled Castes68. Unreserved69. Other Backward Classes70. Unreserved71. Scheduled Tribes72. Unreserved 

73. Other Backward Classes74. Unreserved75. Other Backward Classes76. Unreserved77. Scheduled Caste78. Unreserved79. Other Backward Classes80. Unreserved81. Scheduled Castes82. Unreserved83. Other Backward Classes84. Unreserved85. Scheduled Tribes86. Unreserved87. Other Backward Classes88. Unreserved89. Scheduled Castes90. Unreserved91. Other Backward Classes92. Unreserved93. Scheduled Castes94. Unreserved95. Other Backward Classes96. Unreserved97. Scheduled Tribes98. Unreserved99. Other Backward Castes100. Unreserved101. Scheduled Castes102. Unreserved103. Other Backward Classes104. Unreserved105. Other Backward Classes106. Unreserved107. Scheduled Castes108. Unreserved 

 

MODEL 200 POINT ROSTER FOR THE POSTS FILLED BYDIRECT RECRUITMENT ON ALL INDIA BASIS BY OPEN COMPETITION

 

Points Whether Unreservedor Reserved in the roster 

Points Whether Unreservedor Reserved in the roster 

Points Whether Unreservedor Reserved in the roster 

109. Other Backward Classes110. Unserved1 1 1 . Scheduled Tribes112. Unserved1 1 3. Other Backward Classes1 14. Unserved115. Scheduled Castes116. Unreserved1 1 7. Other Backward Classes1 18. Unserved119. Other Backward Classes120. Unserved121. Scheduled Castes122. Unserved123. Other Backward Classes124. Unserved125. Scheduled Tribes126. Unserved127. Other Backward Classes128. Unserved129. Scheduled Castes130. Unserved131. Other Backward Classes132. Unserved133. Scheduled Castes134. Unreserved135. Other Backward Classes136. Unserved137. Scheduled Tribes138. Unserved139. Other Backward Classes 

140. Unserved141. Scheduled Castes142. Unserved143. Other Backward Classes144. Unserved145. Other Backward Classes146. Unserved147. Scheduled Castes148. Unserved149. Other Backward Classes150. Unserved151. Scheduled Tribes152. Unserved153. Other Backward Classes154. Unserved155. Scheduled Castes156. Unserved157. Other Backward Classes158. Unserved159. Other Backward Classes160. Unserved161. Scheduled Castes162. Unserved163. Other Backward Classes164. Unserved165. Scheduled Tribes166. Unserved167. Other Backward Classes168. Unserved169. Scheduled Castes170. Unserved 

171. Other Backward Classes172. Unserved173. Scheduled Castes174. Unserved175. Other Backward Classes176. Unserved177. Scheduled Tribes178. Unserved179. Other Backward Classes180. Unserved181. Scheduled Castes182. Unserved183. Other Backward Classes.184. Unserved185. Other Backward Classes186. Unserved187. Scheduled Castes188. Unserved189. Other Backward Classes190. Unserved191. Scheduled Tribes192. Unserved193. Other Backward Classes194. Unserved195. Scheduled Castes196. Unserved197. Other Backward Classes198. Unserved199. Unserved200. Unserved 

  

  

  

 

APPENDIX -II

MODEL ROSTER FOR THE POSTS FILLED BY DIRECT RECRUITMENTON ALL INDIA BASIS OTHERWISE THAN BY OPEN COMPETITION

Points Whether Unreservedor Reserved in the roster 

Points Whether Unreservedor Reserved in the roster 

Points Whether Unreservedor Reserved in the roster  

1. Scheduled Caste2. Unreserved3. Scheduled Tribe4. Unreserved5. Other Backward Classes6. Unreserved7. Scheduled Caste8. Unreserved9. Other Backward Classes10. Unreserved1 1 . Other Backward Classes12. Unreserved13. Scheduled Caste14. Unreserved15. Other Backward Classes16. Unreserved17. Scheduled Tribe18. Unreserved19. Scheduled Caste20. Unreserved21. Other Backward Classes22. Unreserved23. Other Backward Classes24. Unreserved25. Scheduled Caste26. Unreserved27. Other Backward Classes28. Unreserved29. Scheduled Tribe30. Unreserved31. Scheduled Caste32. Unreserved33. Other Backward Classes34. Unreserved35. Other Backward Classes36. Unreserved37. Scheduled Caste38. Unreserved39. Other Backward Classes40. Unreserved 

41. Scheduled Caste42. Unreserved43. Scheduled Tribe44. Unreserved45. Other Backward Classes46. Unreserved47. Scheduled Castes48. Unreserved49. Other Backward Classes50. Unreserved51. Other Backward Classes52. Unreserved53. Scheduled Caste54. Unreserved55. Other Backward Classes56. Unreserved57. Scheduled Tribe58. Unreserved59. Scheduled Caste60. Unreserved61. Other Backward Classes62. Unreserved63. Other Backward Classes64. Unreserved65. Scheduled Caste66. Unreserved67. Other Backward Classes68. , Unreserved69. Scheduled Tribe70. Unreserved71. Scheduled Caste72. Unreserved73. Other Backward Classes74. Unreserved75. Other Backward Classes76. Unreserved77. Scheduled Caste78. Unreserved79. Other Backward Classes80. Unreserved 

81. Scheduled Caste82. Unreserved83. Scheduled Tribe84. Unreserved85. Other Backward Classes86. Unreserved87. Scheduled Caste88. Unreserved89. Other Backward Classes90. Unreserved91. Other Backward Classes92. Unreserved93. Scheduled Caste94. Unreserved95. Other Backward Classes96. Unreserved97. Scheduled Tribe98. Unreserved99. Scheduled Caste100. Unreserved101. Other Backward Classes102. Unreserved103. Other Backward Classes104. Unreserved105. Scheduled Caste106. Unreserved107. Other Backward Classes108. Unreserved109. Scheduled Tribe110. Unreserved111. Scheduled Caste112. Unreserved113. Other Backward Classes114. Unreserved115. Other Backward Classes116. Unreserved117. Other Backward Classes118. Unreserved119. Other Backward Classes120. Unreserved  

  APPENDIX-III 

ROSTER SHOWING THE POINTS TO BE RESERVED FORSCHEDULED CASTES, SCHEDULED TRIBES AND OBCS IN A 100 POINTROSTER WHERE RECRUITMENT IS MADE ON A LOCAL OR REGIONAL

BASIS

-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Sl.No. Name of State/Union Territory Actual points to be reserved in a 100 point roster for SC/Percentage of reserva- ST/OBCtion of SC/ST/OBC

1, 

2. 

3. 

4. 

1. 

Andhra Pradesh15 SC/6 ST/27 OBC 

SCSTOBC 

1,7, 13,19,25,31,37,43,49,55,63,69,77,83,89(15) Points3,23,39,59,79,95(6) Points5,9,11,15,17,21,27,29,33,35,41,45,47,51,53,57,6165,67,71,73,75,81,85,87,91,93(27) Points 

2. 

Assam6 SC/1 1 ST/27 OBC 

SCSTOBC

 

3,19,33,53,73,89(6) Points1,9, 21, 29, 39, 49, 57, 67, 75, 85,93(11) Points5,7,11,15,17,23,27,31,35,37,41,43,47,51,55,59,61,65,69,71,77,79,31, 83,87,91, 95(27) Points 

3. 

Bihar15 SC/9 ST/26 OBC 

SCSTOBC 

1,7,13,19,27,33,39,43,51,57,63,69,77,83,89(15) Points3, 15,25,37,47, 59,67,79,93(9) Points5,9,11,17,21,23,29,31,35,41,45,49,53,55,61,65,71,73,75,81,85,87,91,95,97,99(26) Points. 

4. 

Gujarat7 SC/14 ST/27 OBC 

SCSTOBC 

3,17,31,45,59,73,87(7) Points1,7,15,21,29,35,43,49,57,63,71,77,85,91(14) Points5,9,11,13,19,23,25,27,33,37,39,41,47,51,53,55,61,65,67,69,75,79,81,83,89,93,95(27) Points. 

5. 

Haryana19 SC/Nil ST/27 OBC 

SCSTOBC 

1,5, 11,15, 21,25, 31, 35, 41, 45, 51, 55,61, 65, 71, 5,81,85,89(19) Points.Nil3,7,9,13,17,19,23,27,29,33,37,39,47,49,53,57,63,67,69,73,77,79,83,87, 89,93, (27) Points 

6. 

Himachal Pradesh25 SC/5 ST/20 OBC 

SCSTOBC 

1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,77,81,85,89,93,97(25) Points3,23,43,63,85(5) Points7, 11, 15,19,27,31,35,39,47,51, 55,59,67,71,75,79,87,91,95,99(20) Points 

7. 

Jammu & Kashmir9 SC/13 ST/27 OBC 

SCSTOBC 

3,15,27, 37,47, 59,69,83,93(9) Points1,9, 17, 25, 33,41, 49, 57, 65, 73, 81, 89,97(13) Points5,7,11,13,19,21,23,29,31,35,39,43,45,51,53,55,61,63,67,71,75,79,85,87,91,95,99(27) Points 

8. 

Karnataka15 SC/5 ST/27 OBC 

SCSTOBC 

1,7,13,19,27,33,39,45,51,57,63,69,77,83,89(15) Points3,29,53,79,93(5) Points5,7,11,13,19,21,23,29,31,35,39,43,45,51,53,55,61,63,67,71,75,79,85,87,91, 95,99(27) Points 

  

ROSTER SHOWING THE POINTS TO BE RESERVED FORSCHEDULED CASTES, SCHEDULED TRIBES AND OBCS IN A 100 POINT

ROSTER WHERE RECRUITMENT IS MADE ON A LOCAL OR REGIONAL BASIS

 

1. 

2. 

3. 

4. 

9. 

Kerala10 SC/1 ST/27 OBC 

SCSTOBC 

1,9, 19,29,39,49,59,69,79,89(10) Points3(1) Points5,7,11,15,17,21,23,27,31,35,37,41,45,47,51,55,57,61,65,71,73,77,81,85, 91, 95, 99(27) Points 

10. 

Madhya Pradesh14 SC/23 ST/13 OBC 

SCST OBC 

3, 11, 19, 23,31, 35,43, 51, 59,63, 71,75,83, 87(14) Points1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,77,81,85,89(23) Points.7,15,27,39,47,55,67,79,91,93,95,97,99(13) Points 

11. 

Maharashtra7 SC/9 ST/27 OBC 

SCSTOBC 

3,17,31,45,59,73,87(7) Points1,11, 23,33,43,55,67,79,91(9) Points5,7,9,13,19,21,25,27,35,37,39,41,47,51,53,57,61,65,69,71,75,81,83,89,93,95,99(27) Points 

12. 

Manipur1 SC/27 ST/22 OBC 

SCST OBC 

3 (1) Points1,5,9,13,17,19,23,25,29,33,37,41,45,49,53,57,61,67,71,75,79,83,85,89,91,95,97(27) Points7,11,15,21,27,31,35,39,43,47,51,55,59,63,65,69,73,77,81,87,93,99(22) Points 

13. 

Meghalaya1 SC/44 ST/5 OBC 

SCST  OBC  

3(1) Points1,5,9,11,13,15,17,19,21,23,27,29,31,33,35,37,39,41,45,47,49,51,53,55,59,61,63,65,67,69,71,73,75,77,79,81,83,85,87,89,91,93,95,97(44) Points7,25,43,57,99(5) Points 

14. 

MizoramNil SC/45 ST/5 OBC 

SCST  OBC 

Nil1,3,7,9,11,13,15,17,19,21,23,25,27,29,31,33,35,37,39,41,43,45,47,49,51,55,59,61,63,65,67,69,71,73,75,77,79,81,83,85,87,89,93,95,99 (45) Points5,53,57,91,97 (5) Points 

15. 

Orissa15 SC/23 ST/12 OBC 

SCST OBC 

3,11,19,23,31,35,43,51,59,63,71,75,83,87,95(15) Points1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,81,85, 89(23) Points7,15,27,39,47,55,67,79,91,93,97,99(12) Points. 

16. 

Punjab27 SC/Nil ST/23 OBC 

SC STOBC 

1,5,9,13,17,19,23,25,29,33,37,41,45,49,53,57,61,67,71,75,79,83,85,89, 91, 95,97(27) PointsNil3,7,11,15,21,27,31,35,39,43,47,51,55,59,63,65,69,73,77,81,87,93,99(23) Points 

17. 

Rajasthan17SC/12ST/21 OBC

SCSTOBC

1,7,13,19,25,31,37,43,49,55,61,67,73,79,85,91,97 (17) Points3,11,21,27,35,45,51,59,69,75,83,93 (12) Points5,9,15,17,23,29,33,39,41,47,53,57,63,65,71,77,81,87,89,95,99(21) Points

     

 

ROSTER SHOWING THE POINTS TO BE RESERVED FOR SCHEDULED CASTES, SCHEDULED TRIBES AND OBCS IN A 100 POINT ROSTER WHERE RECRUITMENT IS MADE ON A LOCAL OR REGIONAL

BASIS

1. 

2. 

3. 

4. 

18. 

Sikkim6 SC/23 ST/21 OBC 

SCST OBC 

3,23,41,59,77,93 (6) Points1,5,9,13,17,21,27,31,35,39,45,49,53,57,61,65,69,75,79,83,87,91,95(23) Points7, 11, 15,19, 25,29,33,37,43,47, 51, 55,63,67,71, 73,85,89,97,99(21) Points 

19. 

Tamil Nadu19 SC/1 ST/27 OBC 

SC

STOBC 

1,5,11,15,21,25,31,35,41,45,51,55,61,65,71,75,81,85,91(19) Points3 (1) Point7,9,13,17,23,27,29,33,37,43,47,49,53,57,59,63,67,69,73,77,79,83, 87,89,93,95,99(27) Points.

20. 

Tripura15 SC/29 ST/6 OBC 

SCST OBC 

3, 11, 17,23,31, 37,45,53,59,65,71,77,83,89,95(1 5) Points.15,9,13,15,19,21,27,29,33,35,39,41,47,49,51,55,61,63,67,69,73,75,79,81,85,87,91,93(29) Points7,25,43,57,97,99(6) Points 

21. 

Uttar Pradesh21 SC/1 ST/27 OBC 

SC STOBC 

1,5,11,15,21,25,31,35,41,45,51,55,61,65,71,75,81,85,89,95,99 (21) Points3 (1) Points7,9,13,17,19,23,27,33,37,39,43,47,49,53,57,59,63,67,69,73,77,79, 83,87,91,93,97(27) Points 

22. 

West Bengal22 SC/6 ST/22 OBC 

SC STOBC 

1,5,9,13,17,21,27,31,35,39,45,49,53,57,61,65,69,75,79,83,87,9 1(22) Points3,23,43,63,85,97(6) Points7,11,15,19,25,29,33,37,41,47,51,55,59,67,71,73,77,81,89,93,95,99(22) Points 

Union Territories

'l. 

Andaman Nicobar IslandsNil SC/12 ST/27 OBC 

SCSTOBC 

Nil .1,9,17,25,33,43,51, 59,67,75,83,93(12) Points3,7,11,15,19,21,27,29,31,35,39,45,47,53,55,61,65,69,71,77,79,81,85,89,95,97,99 (27) Points 

2. 

Chandigarh14 SC/Nil ST/27 OBC 

SCSTOBC 

1,7,15,21,29,35,43,49,57,63,71,77,85,91(14) PointsNil3,5,9,13,17,19,23,27,31,33,37,41,45,47,51,53,59,61,67,73,79,81,87,89,93,95,99(27) Points 

3. 

Dadra and Nagar Haveli2 SC/43 ST/5 OBC 

SCST  OBC 

3,53(2) Points1,7,9,11,13,15,17,19,21,23,25"27,29,31,33,35,37,39,41)43,45,47,51,57, 59,61,63,65,67, 69,71, 73,75, 77,79,81,83,85, 87 ,89,91, 93,97(43) Points5,49,55,95,99(5) Points 

4. 

Daman & Diu2 SC/1 ST/27 OBC 

SCSTOBC 

1,49(2) Points3 (1) Points5,9,11,15,17,21,25,29,35,39,43,47,53,55,57,61,65,69,71,73,77,79, 83,87,91,95,99 (27) Points 

5. 

Pondicherry16 SC/Nil ST/27 OBC 

SC

ST

OBC 

1,7, 11, 19, 25, 31, 37, 45, 51, 57, 63,69, 75, 81, 87,93(16) PointsNil3,5,13,15,21,23,27,33,35,39,41,43,47,49,53,59,61,65,67,73,77,79, 85,89,91,95,99(27) Points. 

 

N.B.

1. In respect of Arunachal Pradesh, Nagaland and Lakshdweep there is no change in the existing reservation rosters.

2. For Goa, the reservation rosters will be the same is given in respect of the Union Territory of Daman and Diu.

3. For Delhi, the rosters as prescribed for recruitment on all-India basis is to be followed. SC

—Scheduled Castes, ST—Scheduled Tribes, OBC—Other Backward Classes

SCHEDULE -V

Joining Formalities:

In case of appointments to regular scale of pay the employees jointing the Organization will report to the HR Department of the Unit he is joining and will furnish the following:

i) Joining report

ii) ii)                   A written undertaking regarding his:

a) Marital Status b

)

Home-town

c) Immovable property d)Employment of Spouse in

Embassy or Foreign mission

iii) Medical fitness certificate

iv) Attested copies of bio-data

v) Attested copies of certificates and testimonials

vi) A character certificate from a gazetted officervii) Release and pay certificates in case if employees from

Government/ Public Sector Undertakings.

viii) Attestation Forms for verification of the antecedents.

Those appointed as Trainees will be required to execute and furnish bonds, undertaking to complete the training course and thereafter to serve the Company for a minimum period as laid down in the bond.

  

RECRUITMENT UNDER EXECUTIVE TRAINEE SCHEMES

1. 1.                                          PREAMBLE1.1 1.1                                         The magnitude of Executive Manpower requirements along

with the imperatives of highly sophisticated technical and professional know-how pioneered and utilized by NTPC necessitates induction of fresh graduates, post graduates in different disciplines in response to the existing and emerging needs of different functional areas on a long-term basis. Also the professional management systems and styles introduced by the organization requires, for furtherance and sustenance a core of home-grown professionals, equipped with the requisite role-related skills and imbued with a sense of commitment.

1.2 It is felt that in areas where the experienced personnel from other organizations meeting the needs of potential assignments on the job cannot be recruited, it would be desirable to initiate company's own Executive Trainees Scheme, subject to obtaining a critical size for the trainee batches by bunching requirements.

1.3 NTPC subscribes to the belief that a personnel Selection Programme combining the different types of tests, group tasks along with the normal selection method of personal interviews will go a long way in strengthening the objectivity and fairness of recruitment efforts.

 

The Company has got three broad training schemes - Engineering Executive Trainees, Finance Trainees & HR Trainees. Depending on the needs identified by the Corporate HR department on a long-term basis and based on responses to the feedback as to the availability on the recruitment front, Trainees in various other areas like EDP, Satellite Communications, Civil, Chemistry etc. may also be inducted.

2. PROJECTION OF REQUIREMENT

2.1 The requirement of trainees to be inducted in different disciplines will be projected by the Industrial Engineering Group of Corporate Centre. While finalising the requirement the overall vacancy position, attrition rate, internal promotions through Departmental Promotion Committee and the future requirement for projects on the anvil will be kept in view.

3. 3.                                             ADVERTISEMENT

3.1 Advertisement for Executive Trainee Schemes will be released by Executive Trainee Recruitment Group of the Corporate Personnel Division. The Advertisement will be issued in major National Dailies covering all the Regions of the country for wide circulation. This Advertisement will be a small insertion while the comprehensive Advertisement will be issued in the 'Employment News’.

 

3.2 In view of the computerized application processing ET Group will ensure that the advertisement proforma is such as to render application processing amenable and easy for computerization.

3.3 Attracting correct responses and image building of the organization through such advertisement are of special importance in case of ET schemes. A fresh graduate on the threshold of embarking upon a career must be provided with sufficient and correct information about goals, achievements and perspectives of the organization.

3.4 3.4                                      Along with this, to attract more talent and enlarge choice of selection ET Group will approach colleges of repute in relevant fields to display advertisement prominently in their campus. Art pull of the ET advertisement will be sent to SC/ST agencies also so as to enlist a large response from candidates belonging to SC/ST categories.

3.5 3.5                                      In order to give a fair chance to deserving internal talent for improving cadre and prospects, a circular will be issued to all Regions/Projects for forwarding application of suitable internal candidates who wish to apply for ET schemes. HR Department at the unit level will verify the entries made by such candidates in their applications.

The minimum qualifications required and the relaxation given to internal candidates in eligibility criteria will be as follows :

Area 

Qualification (General Candidates) 

Qualification (Dept. Candidates) 

 Engineering (Electrical Mechanical, C&I Civil, Comp. Science, Sat. Com.) 

 B.E with 65% marks inAggregate* Age 27 Years as on 1st January   

AMIE with 50% marks

No Age Bar

 

HR 

2 Yrs. full time PG in Pers. MGMT./MSW/MBA with 60% marks. Age-27 years 

50% Marks. No Age Bar

Finance 

CA / ICWA /MBA Finance Age-27 years 

50% Marks. No age bar 

  

  

  

 (A candidate, on selection, is allowed to join only after his final year results have been declared and he has secured not less than the prescribed marks).

 

4. RELAXATION TO SC/ST CANDIDATES

Relaxation in age and marks will be allowed to candidates, belonging to SC/ST, Such candidates will be exempted from payment of application fee also. Second class rail fare/bus fare (to and fro) for appearing in the test will be paid restricted to the nearest test center from the mailing address by the shortest route. The amount admissible shall be paid immediately after the test.

5. Screening and registration of Applications 

5.1 5.1                                        Screening and registration of applications will be done by the ET group. Screening and registration will involve the following steps :

(i) Opening applications & Segregating on basis of General/SC/ST/OBC/ Departmental categories.

(ii) Giving registration numbers

(iii) Sending postal orders to Finance for necessary action,

(iv) Sending all applications received for data entry.

(v) Verification of data entry.

(vi) Generation of rejection list, allocation of roll numbers and preparation of admit cards after screening against eligibility criteria.

5.2 Call letters will be despatched in such a manner that those for farther areas are despatched first and gradually the nearer areas are covered.

6. NATURE OF THE TEST

6.1 Objective Type Test (OT)

  The OT will have 170 multiple-choice questions with four alternatives against each. The duration will be regulated in such a manner that not more than 1 minute is given for attempting a question.

6 .1 .1 For Engineering Executive Trainees :

The test will have two parts :

(i) Technical Knowledge Test (TKT) consisting of 110 questions specific to the discipline of engineering and 10 questions common to all disciplines

The questions will have standard of a bachelor's degree course in engineering in any recognised university/institute. Efforts will be made to cover as broad a spectrum of the syllabus as possible. The questions common to all disciplines of engineering will be of the standard of higher secondary examination with physics, chemistry and mathematics as subjects. The emphasis in TKT will be on gauging the candidates knowledge of the fundamentals of the respective disciplines, while TKT (common part) will seek to test the candidate's knowledge of the general principles/laws/axioms of mathematics, statistics, physics and chemistry. The paper will have the standard of the paper set for GATE (General Aptitude Test in Engineering) conducted by the IITs.

(ii) Executive Aptitute Test:EAT will have questions on English vocabulary, verbal comprehension, numeracy,

abstract

reasoning, data

interpretation

and inferential

reasoning, EAT

will have the

standard of the

Common

Admission Test

(CAT)

conducted by

IIMs for

admission to

the post-

graduate

programmes, in

Management

(i) Finance Knowledge Test (FKT) consisting of 120 questions covering all aspects of

Financial

Management

like Balance

sheet, Profit &

Loss, Budget,

Cost control,

Audits,

Company Law

etc. The

questions in

FKT will have

the standard of

CA /ICWA /

MBA Finance

examinations

(ii) Executive Aptitude Test (EAT) will be as per details given in 6.1.1(ii).

6.1.4 6.1.4                                         HR Executive Trainees

(i) HR Knowledge Test (HRKT) will consist of 120 questions covering all aspects of HR Management like Manpower Planning, 

Recruitment, IR, Labor Laws, Welfare, HRD, OB and General Management.

The questions in HRKT will have the standard of an MBA examination of a recognized

University/Institute.

(ii) (ii)              Executive Aptitude Test

As per the details given in item 6.1.1 (ii)

7. QUESTION BANK

Question Bank in respect of each of the disciplines will be maintained by the dealing officer under strict secrecy. The question bank will give indication against each question, the source and if used, the year in which the particular question was used.

8. TEST VENUES

The ET Group will approach various institutions for using their infrastructure such as building, staff etc. for the test as soon as the Advertisement is released. ET Group will communicate its requirements and on finalization of center

allocation of candidates enrolled send confirmation to the venues along with , roll number summary and 50% advance.

 

9. APPOINTMENT OF CHIEF TEST CO-COORDINATORS AND ASSISTANTTEST CO-COORDINATORS:

ET Group will identify Chief Test Co-coordinators and Test Coordinators for venues for ET selection tests. These Coordinators will be informed of their functions in detail at the Corporate Center before test. Test Coordinators' Manual will be issued to them containing all necessary information and guidelines to conduct the test in desired and effective manner. Coordinators will be handed over bundles of question and answer sheets as well as other test material to be carried to test venues.

10. SELECTION PROCEDURE :

10.1 The All India Selection Test will be held in various cities as decided depending on the previous years enrolled numbers.

10.2 The test will be administered both in Hindi and English i.e. the test booklets will be bilingual.

10.3 The duration of test for answering 170 questions will be 2 hours from 10.00 a.m. to 12.00p.m.

 

10.4 To ensure uniformity in the conduct of test clear guidelines along with announcements etc. for test invigilators have been framed which shall be strictly followed in each venue.

1 1 0 EVALUATION AND SHORT LISTING FOR INTERVIEW

1 1 . 1 All the test material will be returned to the ET Group along with the used answer sheets by the Chief Test Coordinators for various venues. The answer sheets will be opened and counted, after segregation into disciplines.

11.2 The merit lists will be drawn discipline wise and cut-off scores will be marked for determining the number of candidates to be called for Interview. The general principles to be followed in this regard are as under :

1. All questions carry equal marks. The weightage ascribed to the answers will be as follows :

(i) (i)               No response 0(ii) (ii)              Correct response +1(iii) Wrong response -1/3

(iv) Multiple response -1/3

*Candidates indicating more than one response to a particular question.

2. By and large, 5 candidates will be called against each identified vacancy for the different trainee schemes.

3. Those securing less than 40% in TKT/FKT/HRKT as the case may be and 30% in EAT will be eliminated from the zone of consideration for interview, for SC/ST candidates this criterion will be relaxed to the tune of 25% relative to that for general category candidates.

4. Merit list of candidates to be called for selection interviews will be determined by order of their merit of both TKT/FKT/HRKT, as the case may be, and EAT scores, subject to the provison laid down in point number 3 above.

5. The cut off point in each discipline will be determined keeping in view 5:1 ratio and the number of drop outs from the zone of eligibility on account of a score lesser than the threshold scores.

12. CONSTITUTION OF THE CENTRAL SELECTION BOARD :

Constitution of the Central Selection Board (CSB) for the

 

Chairman An eminent person of the level of Ex- Chairman of PSU/SEB, Ex-Secretary to Govt. of India, Ex-Director of NTPC.

Members 2 internal experts in the relevant discipline

1 HR representative

1 SC/ST/representative

The CSB members will be provided inputs on interviewing techniques with special emphasis on assessment of Personality Traits identified for ETs. The CSB will specifically allot marks for individual personality traits and the total aggregate will constitute the marks obtained by a candidate. The total marks alloted to the Interview will be 30. The traits identified for ETs are as under :

1. Effective Intelligence : The capacity to handle practical situations. It consists of:

(a) Analytical Ability - The ability to grasp the essentials to formulate effective plan of action.

(b) Resourcefulness - The capacity to innovate and improvise in unforseen situations.

(c Planning - The capacity to anticipate situations and develop effective action.

2. 2.                     Social/Team Building: It comprises of:

(a) (a)                 Networking ability with colleagues

(b) (b)                 Ability to influence and direct the activities of the team towards

achievement of the goal.

(c) Ability to form a purposeful and cohesive team

(d) Ability to develop and encourage team members

3. Communication

Ability to put across one's ideas adequately with ease and clarity. It comprises of logical presentation of ideas and capacity to put across ideas precisely and convincingly

4. Initiative:

Ability to originate action of one's own. It includes anticipation of exigencies and initiating appropriate action without being prompted.

5. Learning Capabilities :

Ability to gather information from a wide variety of sources : identifying and actively looking for relevant data for a work situation.

6. Physical Agility :

(a) Willingness to exert physically in the interest of work instead of resorting to convenient (chair borne) short cuts

(b) Physical and mental stamina to withstand long and monotonous working hours.

13. INTERVIEW FEEDBACK

The candidates will be asked to give a feedback of the interview they had with the CSB, highlighting the major facets probed and offering a self-critique of their performance. The feedback will be passed on to the CSB, for their information.

14. PRINCIPLES OF EMPANELMENT

(1) No candidate securing less than 40% marks in the interview will be empanelled. SC/ST candidates will be given a relaxation of 25% relative to that of General category candidates.

(2) In case of a tie in the overall score, the order will be determined on the basis of their scores in Objective Test, if the tie still persists, the order will be determined on the basis of dates of birth or the percentage of marks secured at graduation, as may be decided by the competent authority.

15 ISSUANCE OF OFFERS

The number of offers of appointment that will be issued will bear a relationship to the past years figures regarding acceptance of offers and final joining status.

The final place of posting after successful completion of training will be mentioned in the offer of appointment based on the vacancies at various projects / stations given by the Industrial Engineering group of Corporate Center.

Along with the offers of appointment, the service agreement bond Proforma (cyclostyled on Rs. 100/- non judicial stamp paper and water mark paper) will be sent with detailed guidelines on how to fill up the bond. The non-judicial stamp paper will be bought in the name of the individual trainee for the purpose of executing service agreement bond with NTPC Proforma is given in Annexure. Basic pay of the internal candidates who have become eligible to be offered appointment will be fixed as per relevant provisions in pay fixation rules.

16. MEDICAL EXAMINATION

16 .1 Constitution of the medical examination board will be as follows :

1. 1.                     Company's Medical Officer

2. 2.                     An ophthalmologist

3. 3.                     ENT Specialist

16.2 The pathological tests and X-Rays will be arranged to be done by a Hospital/ Clinic empanelled for this purpose, or at one of NTPC's hospitals in the plant.

16.3 In case a candidate is declared permanently unfit by the Medical Board, his offer of appointment shall stand cancelled and withdrawn. In case a candidate is declared temporarily unfit, he will be allowed to join only after he undertakes corrective treatment/therapies including surgery and is declared fit by the Medical Board later on.16.4 In case of any doubt on the part of the Medical Board as to the

conclusiveness of its

findings, the candidate will be referred to the All India Institute of Medical Sciences/Guru Nanak Eye Center for a final opinion. The Medical Board's verdict in case of each candidate shall be final and binding. Marginal variations from the standards and norms for medical fitness, condoned by Medical Board, will be approved on case-to-case basis by competent authority.

17. JOINING

17.1 Personal files for each trainee will be created by the ET Group with the original bio-data form seen by the CSB and other forms including attestation form submitted by them at the time of joining. The service agreement bond will be accepted by the dealing officer with proper witnesses and will be passed on to the Establishment Group, after issue of appointment orders indicating the employee numbers of trainees.

17.2 The personal files of the trainees issued appointment order will be passed on to the Training Group at PMI.

18. DATA BASE ON THE PROFILE OF THE TRAINEE

Depending on the requirements specified by Management or envisaged by the ET Group, a reliable and adequate data base on the Trainee characteristics over the years will be maintained by the ET Group. All efforts will be made to computerize such information so that data interpretation can be obtained in various forms.

19 INDUCTION

After completing all the recruitment formalities, the trainees report at the Power Management Institute and on joining they will be given a detailed briefing about the training plan. Training Kits, ties/scarves will also be distributed.

The training programme will commence with a formal inauguration by the Hon'ble Minister of Power followed by one week of Induction and Orientation module at Corporate Center to acquaint the trainees about the Corporation's aims, objectives, plans and functions of various departments.

On completion of Induction and Orientation programme, trainees will be divided in small groups based on the total joined to undergo further training at various Project Training Institutes like Singrauli, Koba, Ramagundam, Farraka, Vindhyachal and PMI which are fully equipped with necessary infrastructure for training.

20. STRUCTURE OF TRAINING SCHEME

The total training scheme will be in a modular form. The design of modules will be done keeping in mind the specific requirements of different functions like Operation, Maintenance, Erection and service functions like HR, Finance etc. The training inputs shall consist of a mix of both formal and on-the-job components. The three components of the training scheme are :

(i) Common Modules (Mech., Elect., & C&I) 15.5weeks

(ii) Modules specific to individual disciplines 21.0 weeks

(iii) Directed-on-job training 15.5 weeks 

(A minor variation from the above in the period of modules for HR & Finance)

21. METHODOLOGY OF TRAINING 

Depending upon the module objectives and contents, the methodology consists of:

(i) Lecture sessions (ii) Group exercises

(iii) (iii)                Case studies

(iv) (iv)                Site training

 

(v) (v)               Workshop

(vi) Practical

(vii) (vii)          Project work

22. EVALUATION SYSTEM

22.1 Depending on the type of module and the related instructional techniques, a suitable evaluation will be suggested for every module. The various types of evaluation methods to be used are :

(i) (i)                  Written test (Objective/Descriptive)(ii) Viva Voce 

22.2 The trainee has to secure a minimum of 50% marks in each of the modules, Mid Term Appraisal and Final Appraisal. If the trainee does not clear the modules (common/specific) in first attempt, one more opportunity will be given for re-appearing in the modules he has failed. If he does not clear even after re-appearing or fails during the Final Appraisal, the training will be extended by a minimum of 3 months.

22.3 The feedback of performance will be intimated to the trainees after every module in terms of Grades. The grading system will be as follows :

(i) Above 70% A Grade(ii) 61 to 70% B Grade

(iii) 50 to 60% C Grade(iv) Below 50% F Grade

22.4 The total marks evaluated in the entire training period is 2000 and the broad break-up of these marks under different components are :

(i) Common Modules 950 marks(ii) Specific Modules 575 marks(iii) Mid Terms Appraisal 150 marks(iv) DOJ Training 225 marks(v) Final Appraisal 100 marks

22.5 Mid Term Appraisal will be conducted after about 6.5 months of the initial training, wherein ETs will be appraised by a Board consisting of GM/AGM and members from OS, Engineering and Projects (HR and Finance for PETs and FETs respectively) to decide their area for Directed on Job Training.

 

22.6 Directed on Job Training provides valuable hands-on experience for building job confidence in the trainee. The trainees will be given specific assignment/ project work to complete during the DOJ training and their performance will be evaluated during the above period.

22.7 The trainees will be appraised by the Interview Committee headed by GM/ AGM, members from OS, Engineering and Projects (HR and Finance for PETs and FETs respectively). The ranking of the trainees will be done discipline wise on merit determined by marks obtained in various modules, Directed on Job Training and Final Appraisal. The trainees will be informed about their performance (Rank) after the Final Appraisal in the respective discipline before issue of the Absorption Orders as executives in their relevant disciplines.

23. PRINCIPLES REGARDING POSTING OF TRAINEES 23.1 On successful completion of training no ET will be posted to Corporate Centre

for a minimum period of 3 years from the date of his absorption as executive, enabling him to have a site exposure.

23.2 In order to have a balanced mix of ETs, for each project, 50% of the requirement will be met by ETs belonging to the same Region and the rest 50% will be met by ETs of other Regions.

23.3 There will be no mutual transfer for 3 years or till next promotion whichever is later,

24. Extension of training

24.1 If the trainee does not secure minimum marks as mentioned in para 21 above the training will be extended by a minimum of 3 months.

24.2 In terms of Appointment Order issued to trainees and in terms of para 1 at page 2 of the Bond executed by the trainee, the training period can be extended at the Discretion of Management on grounds of misconduct. Training on this account can be extended for a period of 6 months.

24.3.1 24.3.1                            If a trainee avails of Extra Ordinary Leave on medical grounds his training will be extended by an equal number of days of EOL taken. While requesting for EOL the trainees will have to submit all the medical treatment papers. In cases where EOL is availed on grounds other than medical the training period will be extended by double the EOL period.

25. SELECTION OF GOLD AND SILVER MEDALLISTS

25.1 To generate healthy competition amongst the trainees, Gold and Silver medals will be awarded to the Best and 2nd Best trainee of the group. Other meritorious trainees will be awarded with merit certificates.

25.2 For selection of merit holders amongst the trainees who have been regularised as executives, the total marks scored by them out of 2000 will be aggregated. The first ten, in case the total number of trainees is more than 100 and first five in case the number is less than 100 (not more than 2 ETs from one group) will be selected and evaluated based on performance rating, group discussion followed by an interview by the Committee of Directors. The trainees assessed to be Best and 2nd Best will be eligible for awarding Gold and Silver medals respectively and the remaining merit holders will be awarded merit certificates.