Master Circular No.51 : Part-VII : Reservation For SC/ST In Promotions

Part-VII : Reservation For SC/ST In Promotions

Reservation For SC/ST In Promotions. Posts for the purpose of promotion have been classified as Selection and Non-Selection posts.

(A)    Reservation For SC/ST In Promotions : Selection Posts:

(1)    In the case of posts filled by promotion based on Selection, the percentages of reservation in favour of Scheduled Castes and Scheduled Tribes are as under:

	Description	SC	ST
(i)	Through limited departmental competitive examination in or to Group ‘B’, ‘C’ and ‘D’ in grades of posts in which the element of direct recruitment, if any, does not exceed 75 per cent.	15%	7.5%
(ii)	By selection to and within Group C and from Group ‘C’ to Group ‘B’ and from Group ‘B’ to the lowest rung of Group ‘A’ provided the element of direct recruitment, if any, does not exceed 75 per cent.	15%	7.5%

Note:

(1)    In promotion by selection to posts within Group ‘A’ which carry an ultimate salary of Rs.5700 per month or less, the Scheduled Castes/ Scheduled Tribes officers who are senior enough in the zone of consideration for promotion so as to be within the number of vacancies for which the select list has to be drawn up, would be included in that list provided they are not considered unfit for promotion.

[Authority: D.O. No.1/10/74 Estt. (SCT), 23.12.1974 from Department of Personnel and A.R.]

(2) In departments where there are no Junior Scale posts viz, Stationery and Printing, Chemical and Metallurgical Security etc., promotions from Group ‘B’ are made straight to Senior Scale. In these departments, the Senior Scale happens to be the lowest rung in Group ‘A’ services and as such reservation quota for Scheduled Castes / Scheduled Tribes has to be applied in such promotions.

[Authority: No.75-E(SCT)15/23, 16.07.1975 & RBE No.158/1989, No.89-E(SCT)I/25/21, 20.06.1989]

(3) Percentage of reservation as above are also applicable to Railway Construction Projects and Development Organizations when posts in higher scales of pay are filled by promotion on the basis of Selection from among the staff already working in these Organizations.

[Authority: No.E(SCT)73 CM 15/27, 06.04.1976]

(4) The promotion quota as above should be provided in promotion to ex-cadre posts such as Passenger Guides, Welfare Inspectors, etc., which are filled from amongst staff drawn from more than one branch.

[Authority: No.E(SCT)71 CM 15/18, 04.02.1971]

(2)    Zone of consideration:

(i)     In all selections for promotion to Group ‘B’ and from Group ‘B’ to Group ‘A’ Junior / Senior Scale in various departments, the zone of consideration will be determined as under:

No. of vacancies	No. of employees to be considered
1	5
2	8
3	10
4 or more	10 + twice the No. of vacancies in excess of 03 vacancies

 

If in the field determined by the above sliding scale, the number of Scheduled Caste employees available does not correspond to the number indicated above, the field may be extended for Scheduled Caste candidates only to five times the number of total vacancies. Similarly, if the Scheduled Tribe candidates are not available equal to the number indicated above, the field may be extended for Scheduled Tribe candidates only to five times the number of total vacancies. If both Scheduled Castes and Scheduled Tribes candidates are not available corresponding to three times the number of vacancies reserved for them, then the field should be extended to five times the number of vacancies both for Scheduled Castes and Scheduled Tribes candidates. The Scheduled Castes and Scheduled Tribes candidates getting empanelled from the extended zone will be placed in the panel in accordance with their gradation and seniority.

[Authority: No.E(GP)81/1/18, 09.4.1981, 04.09.1982 & 25.07.1983, D.O.P. O.M. No.22011/8/75 Estt.(D), 24.12.1980 & O.M. No.22011/1/90-Estt.(D), 12.10.1990].

(ii)    In case of promotions within Group ‘C’ in non-safety categories, the number of reserved community candidates to be called (zone of consideration) will be three times the number of vacancies reserved for the Scheduled Castes and Scheduled Tribes upto one grades below the grade of selection.

[Authority: RBE No.28/1987, No.E(NG)I/85/PM 1/13 (RRC), 19.02.1987]

(iii)   However, in safety categories posts of Groups ‘C’ and ‘D’ employees will be required to put in a minimum of 2 years of service in the relevant grade before promotion to higher grade and zone of consideration will be confined only to one grade below the grade of selection.

[Authority: No.E(NG)I/75/PM 1/44, 31.05.1982 & 21.09.1982]

(3)  In the case of filling selection posts in Group ‘C’ and Group ‘D’, calculation of vacancies will be as under:-

(a)    For selection posts within the cadre, the existing vacancies plus those anticipated, during the course of next one year should be taken into account. For unforeseen contingencies 20 per cent of the anticipated vacancies only (not existing vacancies) should be added to the existing and anticipated vacancies.

(b)    For selection posts in the construction organization 50 per cent of the number of posts which exist in the grade under consideration and higher grades for a period of one year which exist in the grade and which are likely to continue should be taken into account.

(c)    For ex-cadre posts, actual vacancies plus those anticipated to occur in 2 years should be considered.

[Authority: No.E(NG)I-80 PM 1-21, 25.01.1983]

(4)    (i)     In case of Groups ‘C’ and ‘D’ posts, once the panel is formed including adequate number of Scheduled Castes and Scheduled Tribes candidates, promotions should be made in the order of panel position except in the case of Scheduled Castes and Scheduled Tribes who are promoted as per the reserved points of the roster.

[Authority: No.E(SCT)68 CM 15/10, 19.01.1972]

Reserved candidates of the same panel for selection posts can be adjusted against the reserved points accruing or filled up at subsequent dates.

[Authority: No.82-E(SCT)/42/7, 31.08.1982]

(ii)    In case of promotion to Group ‘B’ the Scheduled Castes and Scheduled Tribes candidates appearing on the panel should be promoted in accordance with their merit position. In this way, if the Scheduled Castes and Scheduled Tribes candidates appearing at the bottom of the panel do not get promotion for want of vacancies during the life of the panel, extension of the life of the panel should be sought from the competent authority.

[Authority: No.83-E(SCT)41/2, 14.09.1984]

(5) Conservancy staff:

Group ‘D’ conservancy staff will be eligible for promotion as Hospital Attendants in scale Rs.775-1025 (RPS) and X-Ray Attendants in Scale Rs.800-1150 (RPS) on the basis of practical aptitude test followed by selection. Staff not working in Hospitals, if selected, will be posted first in Hospitals in the same grade and then promoted as Hospital Attendant / X-Ray Attendant.

[Authority: No.E(NG)67 CMP/6, 04.03.1968 & RBE No.170/1986, No.PC-IV/86/Imp./Schedule/1, 24.09.1986]

(B)    Reservation For SC/ST In Promotions : Non-selection Posts:

(1)    In the case of posts filled by promotion on the basis of seniority-cum-suitability, the percentages of reservation in favour of Scheduled Castes and Scheduled Tribes are as under:-

Description	SC	ST
Made on the basis of seniority-cum-suitability in Group ‘A’, ‘B’, ‘C’ and ‘D’ provided the element of direct recruitment does not exceed 75 per cent effective from.	15	7½
[Authority: No.E(SCT)72 CM 15/5, 11.01.1973]

Note:-

(1)    Reservations for Scheduled Caste/Scheduled Tribe are applicable in all Departments while filling up Sr.Scale Group ‘A’ vacancies on seniority-cum-suitability basis where direct recruitment in Sr.Scale is not more than 75 per cent.

[Authority: No.78-E(SCT)/15/13, 19.05.1982 & No. 84-E(SCT)I/25/21 dated 22.6.1987]

(2)    Provisions of reservations should be extended to Scheduled Castes/Scheduled Tribes in Railway Construction Projects and Development Organizations when posts in higher scales of pay are filled by promotion on the basis of seniority-cum-suitability from among the staff already working in these Organizations.

[Authority: No.E(SCT)73 CM 15/27, 06.04.1976]

(2)    Zone of consideration:

(i) Safety categories posts – seniority-cum-suitability / Trade test:

In the case of promotions made on the basis of seniority-cum-suitability through trade tests, the zone of consideration in respect of Scheduled Castes and Scheduled Tribes will be the next lower category with a minimum of 2 years of service as in the case of “others”. The number of candidates to be called from the reserved communities would be equal to the number of vacancies reserved for each community separately. If any of the candidates so called for suitability / trade test is declared unsuitable for promotion, further candidates to meet the shortfall would be called up in continuation and so on, subject to the condition that the original test and the continuation test(s) should all be completed within 6 months. If the period is exceeded, any further test will assume the character of fresh suitability test/ trade test for which those who had failed in the original test would also be called. The actual promotions in Groups ‘C’ & ‘D’, in the case of posts filled on the basis of seniority-cum-suitability, will be made in accordance with the Roster point. Reserved candidates of the same select list for non-selection posts can be adjusted against the reserved point occurring or filled up at subsequent dates.

[Authority: No.E(SCT)72 CM 15/5, 11.01.1973, No.82-E(SCT)/42/7, 31.08.1982 & No.E(NG)I/75/PM 1/44, 31.05.1982]

(ii) Non-safety category posts:

The procedure for promotion is the same as for safety category posts. Like general candidates, if Senior Scheduled Caste/Scheduled Tribe candidates fail, the next senior-most Scheduled Caste / Scheduled Tribe candidates should be called for suitability test in continuation upto 6 months. If still there is a shortfall of Scheduled Caste/Scheduled Tribe candidate as per 40-point roster, the best among the failed Scheduled Caste / Scheduled Tribe should be promoted for 6 months on adhoc basis, for in-service training. At the end of 6 months, based on his working report the candidates will be considered for empanelment or otherwise.

[Authority: No.E(SCT)/74CM15/34, 31.08.1974 & No.82-E(SCT)/2/278, 20.08.1983]

(3) The number of candidates to be called for suitability test for non-selection posts in respect of Group ‘C’ and Group ‘D’ categories, should be equal to the number of existing vacancies plus those anticipated during the next 4 months.

[Authority: No.E(NG)I-76-PM-1-21 (PNM/NFIR), 02.02.1983]

(4)   Accounts Department:

The promotion of Appendix 3 (I.R.E.M.) examination passed Scheduled Caste / Scheduled Tribe employees to posts of Accountants, I.S.As. and T.I.As. should be regulated strictly according to the roster points irrespective of the year of passing the examination i.e., for a post reserved for Scheduled Castes/Scheduled Tribes, a candidate from these castes should be picked up even from lower down the list of qualified hands empanelled irrespective of the year in which they have qualified and promoted in preference to other community employees holding higher position on that list.

[Authority: No.E(SCT)/71 CM 15/51, 25.01.1972]

(5)  In the case of promotion of Appendix 2 (IREM) passed Grade II Clerks, reservation in favour of the Scheduled Castes / Scheduled Tribes is to be provided. There would be no need to prepare separate Select Lists. Promotions shall be made as per roster points.

[Authority: No.E(SCT)/72 CM 15/5, 26.03.1974]

(1)  Certain posts as indicated in Annexure-I have been categorized as Safety Posts in (1) Civil Engineering (2) Electrical Engineering (3) Mechanical Engineering (4) Signal & Telecommunications and (5) Operating Deptt.

[Authority: No.E(NG)I-75/PM 1/44, 31.05.1982]

(2) (i) Reserved quota vacancies for SCs/STs are not to exceed 50% of total assessed vacancies.

(ii)    Reservation is applicable in ad hoc promotions made for 45 days or more against leave vacancy for pending selection test.

[Authority: No.E(SCT)68 CM 15/12, 16.03.1974, No.E(SCT)74 CM 15/23, 17.08.1974]

(iii)   Reserved quota for SC/ST was being determined as per reserved point of 40-Point Roster upto 16.06.1992 but w.e.f. 16.06.1992 the reserved quota for SC/ ST is determined on percentage basis i.e. 15% for SCs and 7.5% for STs on the total strength of posts in a category. In case permissible quota for SC/ST is complete as per 15% for SCs and 7.5% for STs in a category, then no more reservation is to be made or calculated in that category. In case there is deficiency in permissible quota of 15% for SCs and 7.5% for STs, then deficiency is to be filled up as per 40-Point Roster including the backlog, if any. However, the total reservation quota should not exceed 50% of total assessed vacancies.

(iv)   Fraction of 0.5 or above will be taken as one and fraction less than 0.5 shall be ignored.

(v)  SCs/STs passing with relaxed standard shall be placed below these candidates who have passed with general standard.

(vi)  Although preference is given to SC/ST candidates who are passing with general standard as relaxation in marks is allowed in Non-Safety Posts in professional ability as well as in aggregate for those SCs/STs who are appearing against their reserved quota vacancies. In Safety Posts, no relaxation of marks is admissible in professional ability, but relaxation is allowed in aggregate as SC/STs have to obtain 51/85 (100 less 15 of seniority = 85), while general candidates have to obtain 60 out of 100 marks in aggregate.

Note: Safety posts are those posts which have been identified as such by the Railway Board from time to time.

(Please see Annexure-I).

(vii)  General Manager has been empowered to enhance the marks of SCs/STs to the extent he deems fit.

[Authority: D.O. No.E(SCT)74 CM 15/35, 05.11.1974]

(3)    Selection Board

(i)     For selection post in the scale of Rs. 1600-2660 above, the Selection Board will consist of officers of Junior Administrative rank. For all other selection posts, the Selection Board will consist of officers not lower in rank than Senior scale. In either case, the Selection Board may include Personnel Officer in the next lower rank, shall, nevertheless, be equal member of the Selection Board.

(ii)    When Selection Board consists of only 3 Members, none of the members be directly subordinate to any other.

[Para 218-(c) & (b) of IREM]

(iii)   Inclusion of a SC/ST officer in the Selection Board is not necessary when only general candidates are in the zone of consideration to fill up unreserved vacancies. However, the inclusion of a SC/ST officer in the Selection Board is necessary when SC/ST candidate is within the zone of consideration to fill up the unreserved vacancies.

[Authority: No.83-E(SCT)42/1, 14.04.1985]

(4)  Relaxation and concessions for SC/STs

There is no relaxation in marks for SC/STs in Group B selection against 70% for Safety Posts in five Departments namely (1) Civil Engineering (2) Mechanical Engineering (3) Elect. Engineering (4) Signal & Telecommunications and (5) Operating Department. However, best amongst failure scheme is applicable to SC/ST candidates in Non-Safety Departments like Commercial, Stores, Accounts and Personnel. SC/ST candidates who secure minimum 20% marks separately in written test, viva-voce, record of service and also in aggregate are considered under this scheme for a period of six months on adhoc, and if their six-monthly working report is found to be satisfactory after a review by General Manager, they are placed on the approved panel below all the candidates empanelled earlier, without subjecting them for any further selection/test. Consequently, SC/ST candidates securing less than 20 % marks in written test need not be called for viva-voce test and would not thus be eligible for being considered for promotion on ad hoc basis under the scheme of “best amongst the failure for SC/ST”.

(5)    Review

In case available SC/ST candidates failed and their quota vacancies remain unfilled then “Review” should be made of the performance of those failed candidates for which marks obtained by the failed SC/ST candidates with their CRs, copy of selection proceedings etc. are to be sent to the Railway Board for getting the review done at Minister’s level.

(6)    Limited Departmental Competitive Examination in Group ‘B’ Post

(i)     This Limited Departmental Competitive Examination is held against the 30% quota vacancies.

(ii)    For the LDCE selection, the qualifying marks for pre-qualifying test is 40%. However, in Non-Safety category posts, the qualifying marks for SC and ST candidates is 3/5th i.e., 24 % marks.

(iii)   In the main examination also there is relaxation for SC/ST candidates in Non-Safety category. The SC/ST candidates can qualify with 3/5th of the general qualifying marks i.e., with 36%. With introduction of this, the scheme of promoting best amongst the failed SC/ST candidates is dispensed with.

(iv) Carry forward is allowed for next three Recruitment Years and Exchange is allowed in third subsequent Recruitment Year.

(v) As regards viva-voce and record of service in Non-Safety category posts, since the qualifying marks are to be reckoned for the two processes together, the SC/ST candidates are now required to secure at least 18 marks therein as against 60 marks prescribed for General Community candidates.

[Authority: RBE No.189/92, No.92-E(SCT)I/25/2, 13.11.1992]

(7)    The procedure for determining the reserved quota has been revised by Railway Board vide their letter No.89-E(SCT)I/49/5 (Pt.) dated 16.6.1992 (RBE 97/1992). The procedure contained therein is provisional and shall continue to be followed till final judgment is delivered by the Supreme Court in the case of J.C.Mallick v. Union of India pending with them.

(8)    Relaxation and concessions admissible to SC/STs in promotion

(i)     Separate examination and interview

Candidates belonging to SC/STs shall be;

(a)    Examined in a separate block;

(b)    Interviewed in separate sittings / on a different day; and

(c)    As far as possible be interviewed ahead of others.

[Authority: No. E(SCT)70 CM 15/15/1, 19.11.1970]

Note:- The SC/ST candidates need not be interviewed in a separate block when they are considered against the Un-reserved vacancies.

[Authority: No.83-E(SCT)42/1, 14.04.1983]

(ii)    Concessions in qualifying marks

Qualifying marks in promotion to Group ‘C’ posts for general candidates and SC/ST candidates shall be as given below:

		Safety Category*		Non-safety Category
		General Standard	Relax standard	General Standard	Relax standard
A	Selection
1	Written Test	21/35 (60%)	21/35 (60%)	21/35 (60%)	10/35
		30/50 (After adding marks of seniority notionally)	30/50 (After adding marks of seniority notionally)
2	Professional ability	30/50	30/50	30/50	25/50
3	Aggregate	60/100	51/80 (Excluding marks of seniority)	60/100	42.5/85 (100-15 of seniority)
B	Trade Test
1	Practical Test	36/60 (60%)	36/60 (60%)	36/60 (60%)	50/60 (60%)
2	Oral Test	15/40	15/40	15/40	11/40
3	Suitability Test	50%	50%	50%	40%

*Only those posts are treated as Safety Posts which have been notified as such by the Railway Board.

In Non-Safety category, best amongst failure scheme is introduced vide Board’s letter No.E(SCT)74 CM 15/34 dated 31.08.1974. However, the same has been modified in the year 1989 and SC/ST who obtains 20 % marks each in written test, viva-voce, record of service and 20% in aggregate and who get highest marks are promoted on ad hoc basis for a period of 6 months.

[Authority: No.E(SCT)68 CM 15/10, 13.07.1970, No.E(SCT)70 CM 15/6A, 29.07.1970,

No.E(SCT)70 CM 15/6, 31.08.1971, No.E(SCT)71 CM 15/37, 30.07.1971 & 18.10.1973,

No.E(NG)I-72 PM 1/158, 16.04.1974, No.E(SCT)74 CM 15/34, 31.08.1974,

No.83-E(SCT)41/1, 03.08.1984 & RBE No.119/1989, No.88-E(SCT)I/23/1, 03.05.1989]

(iii)   The following relaxations are granted for appointment of SC/ST candidates to the post of Console Operators:

(a)    Minimum academic qualifications in the case of SC/ST candidates will be Matriculation or Higher Secondary.

(b)    The upper age limit prescribed for SC/ST shall he 45 years as against 40 years for general candidates.

(c)    The minimum period of service for eligibility for promotion within Group C shall be two years in the immediate lower grade irrespective of whether the employee belongs to reserved community or not.

Service for this purpose shall be the service actually rendered on regular basis. Service rendered on ad hoc basis shall, however, be taken into account for this purpose if it is followed by regularization without break.

[Authority: RBE No.28/1987, No.E(NG)I-85/PM 1-13(RRC), 19.02.1987]

(d)    In the aptitude test, the SC/ST candidates will have to get at least ‘A’ or ‘B’ grade.

[Authority: No.E(SCT)73 CM 15/32, 08.05.1974]

(iv)   SC/ST candidates undergoing training course in the Zonal Training Schools in non-safety categories are allowed relaxation of 10% in the minimum qualifying marks.

[Authority: No.82-E(SCT)25/13, 22.06.1983]

(v)    The concession in qualifying marks is granted only to fill up reserved vacancy. The SC/ST candidates have to obtain the minimum marks fixed for general candidates to fill up the unreserved vacancies.

(vi)   Where a junior SC/ST employee qualifies in the selection of non-safety categories as per general standards laid down i.e., 60% marks and a senior SC/ST employee passes with marks of relaxed standard i.e., 50% for placement against reserved vacancy, the selection committee should first draw a list of candidates who can be empanelled by applying the general standard for qualifying a selection and empanelment. This list should be checked up whether this contains the required number of candidates belonging to SC and ST as per the 40 Point Roster. In case of deficiency, the same should be made good by including the other reserved candidates who pass by applying the relaxed standards. The SC/ST employees qualifying with relaxed standard should be placed on the panel after those who have qualified with general standard. The candidates empanelled under best amongst the failed policy should be placed at the bottom of the panel.

[Authority: No.83-E(SCT)42/1, 14.04.1983]

(vii)  The promotion to posts classified as selection posts (both in safety and non-safety categories), those SC/ST candidates who qualify the promotion test with general standard with marks of seniority should be empanelled first and the deficiency, if any, in the reserved quota should be made good by such candidates as have qualified with relaxed norms i.e., excluding marks of seniority in aggregate.

[Authority: No.90-E(SCT)I/25/3, 21.09.1990]

(viii)  The concession of 10 % marks in the minimum qualifying marks is admissible in Appendix II and Appendix III examinations also conducted by the Zonal Railways and Railway Board. The SC/ST candidates securing 35%/30% marks as against 45%/40% marks prescribed as general standard will be treated as having qualified the Appendix examinations for promotions in Accounts Department. The best amongst the failed, however, will not apply in these examinations.

(ix)  The promotion of Appendix passed SC/ST employees of Accounts Department to higher posts should be regulated strictly according to the Roster Point irrespective of the year of passing the examination.

[Authority: No.E(SCT)71 CM 15/51, 25.01.1972 & No.E(SCT)72 CM 15/5, 26.03.1974]

10. Ad-hoc Promotions

Pending selection / suitability test if ad hoc promotions are required to be made, the following guidelines should be followed to ensure that the claims of staff belonging to SC/ST are also duly considered.

(i)     Ad hoc promotions should be considered only against vacancies in excess of 45 days.

(ii)    In cases where reservations orders for SC/ST are applicable to vacancies for periods in excess of 45 days, all the vacancies should be placed on the appropriate Roster, and the number of vacancies falling to the share of Scheduled Caste/Scheduled Tribe if vacancies were to be filled on regular basis should first be identified.

(iii)   Since ad hoc promotions are made on the basis of seniority-cum-fitness, all the SC/ST candidates covered in the relevant seniority list within the total number of vacancies against which ad hoc promotions are to be made, should be considered in the order of their general seniority, on the principle of seniority-cum-suitability and if they are not adjudged unfit, they should be promoted on ad hoc basis.

(iv)   If, however, the number of SC/ST candidates found fit within the range of actual vacancies is less than the number of vacancies identified as falling to their share if the vacancies were filled on a regular basis vide (ii) above, then additional SC/ST candidates to the extent required should be located by going down the seniority list provided they are eligible and found fit for such ad hoc promotions.

(v)    The ad hoc promotees have to be replaced by regular candidates at the earliest opportunity. Accordingly, when regular promotions are made subsequently reversion of the ad hoc appointees should take place strictly in the reserve order of seniority and no concessions are to be given to the SC/ST candidates at the time of such reversions.

(vi)   When the number of SC/ST candidates found fit are less even after considering the additional SC/ST candidates by going down the seniority list, then the number of vacancies reserved for them, in that case formal de-reservation by the competent authority and carry forward of reservations is not required before the post is filled by ‘others’ on ad hoc basis.

(vii) No separate Roster Register is required to be maintained for ad doc promotions pending selection/suitability test. However, the record of ad hoc promotions should be kept in the Roster Register maintained for regular promotions as explained in Board’s letter referred below.

[Authority: No.83-E(SCT)/23/1, 19.09.1983]

(viii)  Promotion to and within Group ‘C’ and Group ‘D’, from Group ‘C’ to Group ‘B’

(a)    In non-safety category posts filled by selection, if the requisite number of SC/ST employees are not empanelled, the best among the failed SC/ST employees are to be promoted for six months on ad hoc basis against reserved vacancies as per Roster Points and their cases reviewed after six months by the competent authority for inclusion or otherwise in the final panel.

(b)    The above scheme of promoting best amongst failed SC/ST candidates is also applicable to the posts (non-safety) filled on the basis of seniority-cum-suitability. Like general candidates, if senior SC/ST candidate fails in the suitability test, the next senior-most SC/ST candidates should be called for suitability test in continuation up to six months. If still there is a shortfall of SC/ST candidate as per 40 Point Roster, the best among the failed SC/ST candidates should be promoted for six months on ad hoc basis for in-service training against reserved vacancies as per the Roster Points and their cases reviewed after six months by the competent authority for inclusion or otherwise in the final panel.

[Authority: No.E(SCT)74 CM 15/34, 31.08.1974, No.83-E(SCT)42/1, 14.04.1983 & No.82-E(SCT)2/273 dated 20.08. 1983]

(c)    Such of the SC/ST candidates found suitable after six months, ad hoc promotion need not be subjected to further selection/suitability tests. On their empanelment they should be assigned position on the panel below those who had already been empanelled provisionally.

[Authority: No.E(SCT)74 CM 15/34, 29.04.1977 & No.81-E(SCT) 15/60, 22.12.1981]

(d)    In the combined cadre of Operating and Commercial Departments of Group ‘B’ posts, best among the tailed SC/ST candidates should be promoted on ad hoc basis in Commercial Department for six months against reserved vacancies and included in the final panel if their performance report is satisfactory.

[Authority: No.81-E(SCT)15/26, 15.04.1982]

(e)    The cases of SC/ST candidates promoted on ad hoc basis for six months, as mentioned above should be reviewed in case of Group D and Group C by the authority competent to approve the panel based on their working report for six months. If the competent authority is satisfied that the candidates have come up to the requisite standard, their names should be included in the final panel. In case the competent authority does not approve their inclusion in the final panel, the case should be put up to the General Manager through SPO (RP) for a review. Vacancies should be dereserved only if the General Manager does not find them suitable for inclusion in the panel.

[Authority: No.E(SCT)74 CM 15/34, 12.08.1976]

(f)    In case of ad hoc promotion of SC/ST employees to Group ‘B’, the suitability or otherwise of the candidates for inclusion in the panel based on their performance at the end of six months, should be determined by the General Manager and not by any lower authority. The case should be put up to General Manager through SPO (RP).

[Authority: No.E(SCT)74 CM 15/34, 12.08.1976]

(g)    The above scheme of promoting best among the failed SC/ST candidates, against reserved vacancies will not be applicable in promotion from Group ‘C’ to Group ‘B’ based on the Limited Departmental Competitive Examination.

[Authority: No.82-E(SCT)41/6, 15.11.1983]

(ix)   (a)    In ad hoc promotions from Group ‘C’ to Group B and Group ‘B’ to the lowest range of Group ‘A’, if SC candidate is not available against reserved vacancy, the same can be filled by ST candidate and vice versa.

[Authority: No.77-E(SCT)/15/34, 10.06.1977]

(b)    In case of ad hoc promotion to senior scale Group ‘B’, SC/ST employees will be considered against reserved vacancies regardless of their seniority position.

(x)    Retrenchment/Reversion

The adjustment necessary in respect of SC/ST at the time of retrenchment/reversion follow from the concept of reservation itself. The percentage of reservation is implemented by application of the prescribed Roster. Since appointments are made in the order of Roster, tile retrenchment/reversion which becomes necessary in shrinkage of the cadre has also to be made in the inverse order of the Roster i.e., an employee of SC/ST community who is lower down in the panel and is consequently junior in the cadre, is to be retained in preference to his seniors provided he has been appointed against an earlier point in the Roster.

[Authority: No.E(SCT)65 CM 15/10, 21.10.1965]

11.  Promotion of Non-Gazetted Group ‘C’ Staff to Non-Selection Posts

(i)     For promotion to Non-Selection Posts, the list of eligible candidates has to be drawn on the basis of 1X Formula. For this purpose, the list should be drawn strictly as per seniority of the eligible candidates. As far as SC/STs are concerned, if they are not falling in the seniority of eligible candidates then SCs/ STs available in lower seniority of that category can be picked up against the vacancies reserved for them. In case senior SC/ST fails, junior SC/ST may also be considered in continuation test which should be completed within a period of 6 months.

(ii)    The select list is valid for a period of one year, but his period can be extended by another 6 months to enable such of the officers included in the select list, as could not be appointed to the higher posts during the normal period of one year, to be appointed during the extended period.

[Authority: No.E(SCT)74 CM 15/9, 07.06.1974]

(iii)   The revised procedure laid down in Board’s circular letter No. 89-E(SCT)I/ 49/5(Pt.) dated 16.6.1992 (RBE No.97/1992) will also apply in determining the reserved posts filled on seniority-cum-suitability.

Annexure-I
(Safety Category Staff)
Operating Department	Civil Engineering Department	Signal & Telecommunication Department	Mechanical / Electrical Department
Transportation Inspectors	Bridge Inspectors	Signal Inspectors	Driver/ Assistant Driver/ Diesel Assistant/ Motorman/ Tower Wagon Driver/ Motor Trolley Driver
ASMs/Cabin ASMs/Station Supdt. (Non-gazetted)/SMs/Dy. SSs	Permanent Way Inspectors	Elect. Signal Maintainer and Mechanical Signal Maintainers	Power Controller/ Traction Loco Controller/ Traction Power Controller/ Traction Sub-Station Operator
Guards	Asstt. Foreman-cum-Operator (Plassermatic Tie Temping)	Asstt. Shop Superintendent (Axle Counter Production and Inspection, Production and Overhauling of Relays, Tokenless Block Instrument Testing)	Loco Foreman/ Asstt. Loco Foreman/ Electric Foreman/ Asstt. Shop Supdt./ Chargeman (OHE Substation/ Remote Control/ Loco Train Lighting, Air Conditioning (Coach), Mech. Foreman/Asstt. Mech. Foreman, Chargeman (Loco)/E.M.U. Running Sheds).
Yard Masters/AYMs/Yard Foreman	Operator-cum-Chargeman (Tie Tamping)	Relay Inspectors	Boiler Inspector, Boiler Foreman/Asstt. Boiler Foreman, Boiler-maker Chargeman
Switchmen and Shunting Jamadars	Section Mate, Keyman and P. Way Misery		Train Examiner (Mech/Elec/EMU/Loco)
Section Controllers/Dy. Chief Controllers/Chief Controllers	Asstt. Shop Supdt. (Bridge Workshops)		Traction Foreman/ Traction Foreman (Running)
Safety Counsellors/Safety Inspectors			Engine Examiner/Lubricating Supervisor
			Loco Inspectors/ Drilling Instructors
			Carriage Foreman/Wagon Foreman
			Carriage and Wagon Inspector
			Shunter