1 CHAPTER 1 INTRODUCTION 1.1.

This exercise for cadre review of subordinates of Border Roads Organization has been undertaken in compliance to the guidelines for Cadre Review issued by the Government of India, Department of Personnel and Training (Planning Division) for the manpower projections and recruitment planning to bring about rationalization of the existing cadre structures with a view to improve the efficiency, morale and effectiveness of the cadre. 1.2 A Board of Officers was constituted by Directorate General Border Roads vide their Order No. 12801/Cadre Review/ DGBR/11/EG2 dated 16 Oct 2008 (copy appended as Appendix - A) to carry out the Cadre Review in respect of different categories of subordinate staff. The composition of the Board is as under: Presiding Officer : Shri IR Mathur, SE (Civ) SG Chief Engineer HQ CE (P) DEEPAK Shri SK Verma Executive Engineer (Civil) TP Dte/HQ DGBR Shri Jaswant Singh Executive Engineer (E & M) NFSG TA Dte/HQ DGBR Shri AK Das, Jt Dir (Admn) T&C/HQ DGBR Shri Suresh Kumar Jt Dir (Admn) HQ CE (P) Himank

Members:

:1

In attendance

:1

Col AK Das Commander GREF Centre _______________ Jt Dir (Med) HQ DGBR - (for Medical Cadre) Contd P/2

2 3 Lt Col PK Nanda Joint Director (Sig Section) HQ DGBR - (for Signal Cadre) Shri CM Arora Senior Administrative Officer SO-2 (Pers) Project Chetak - (for Steno, Store and Clerical Cadre ) Shri HK Patnaik Senior Administrative Officer HQ DGBR

Member Secretary

1.3

The terms of reference of the board are as under: (a) Total study of the Organisation will be made which will include inter-alia

the posts currently existing, job contents and the workload of each post, the effect of implementation of the proposal for creation of posts on the Organisation at pattern now and in future. (b) A minimum of 3 Tier hierarchical promotion avenues in accordance with

the Govt. policy be evolved for each cadre, to the extent possible. Avenue to reach Officer level up to two ladders for exceptionally brilliant persons from each cadre should be opened, to the extent possible, provided suitable education and other essential qualifications criterion is met with. (c) The cadre strength at each level, for promotion, should be planned so that

pace of progression is comparable in different categories. (d) Inter-se-seniority between different cadres, particularly at the senior level

like Superintendent Buildings and Roads, Superintendent Electrical and Mechanical, Office Superintendent, Superintendent Stores and Superintendent (Non Technical) etc., be given due consideration and firm recommendations made. (e) Board will also examine each post. Recommend merger, amalgamation,

pruning and abolition of the some of such categories which have lost utility due to socio-economic change, change in departmental environment or technical innovation. Due consideration is compromising efficiency. given to reduce number of trades without

Contd P/3

(f)

The Board will examine the isolated categories where promotion to next

grade is not possible, efforts may be made to identify posts after taking into account the qualifications and experience, duties and responsibilities attached to these posts for merging them with the existing cadres. In case it is not possible to merge them in the existing or proposed hierarchical structure, these posts should not be filled up by direct recruitment but by transfer on deputation so that the incumbents of such posts do not stagnate.

(g)

All increase or decrease in each cadre should be reflected in the Unit/ HQ

establishment with suitable justification for proposed changes.

(h)

Re-structuring of ranks in some categories where anomalies have arisen

due to existing pay scales.

(i)

Recommendations may be made in certain cadres/ posts like Medical, Fire

Fighting and Miscellaneous cadres, which are difficult to manage because of their small strength, limited promotional avenues and lack of training facilities within the department. Possibility to draw such personnel from Army or other Organizations may be considered. The overall effect on the Manning Policy due to the proposals should also be brought out.

(j)

The financial effect due to the complete cadre review will be worked out

and reflected in the final recommendations.

(k)

Board will ensure proper matching saving, for the creation/ up-gradation of

posts, are provided for, by the surrender of posts in the same group or of posts in the immediate line of promotion. Financial effect should be well within the matching savings offered.

Contd P/4

4 1.4 The Board held its first meeting during 17 to 19 December 2008 and meetings on subsequent days. The Board held informal discussions with different Directorates and Sections of Directorate General Border Roads and welcomed suggestions from all possible sources. A number of applications, petitions and representations were received at HQ DGBR and have been considered by the Board. The Presiding Officer had the opportunity to discuss the issue with Chief Engineers and Staff to have first hand knowledge about the practice being followed with regard to matters relating to terms of reference. The Board had the benefit of the suggestions of the Chief Engineers of the Projects. Commandant GREF Centre offered valuable proposals/ suggestions. Staff Selection Board, MES, CPWD and NDMC were contacted and documents relevant to our subject (s) have been obtained/ extracted. The draft cadre review was also put in BRO website for the information and suggestions of the personnel, if any. The suggestions so received, have also been considered by the Board of Officer for finalization of Board proceedings. The valuable suggestions of the Senior Officers have been incorporated in the recommendations. 1.5 The Terms of Reference for the Cadre Review covers a wide range of interconnected aspects and these has not been considered in isolation. For the purpose of this report, various aspects have been clubbed and discussed under broad subject-areas, as mentioned below: S.No. 1. 2. 3. 4. 1.6 Subject-Area Cadre Review Categories Review of multi-disciplinary Seniority and ranking Revision of Recruitment and Promotion Rules. Financial Implication.

Chapter 2 gives broad introduction to the Border Roads Organisation, necessity for Cadre Review and approach from the view point of complete manpower planning, functional and structural considerations, adherence to accepted norms and the need for requirement of a cost oriented Orgnisation. The Cadre Review of main categories are discussed in Chapter 3 to 10. The cadre review of skilled, semi skilled and unskilled categories have been discussed in Chapter 11. Chapter 12 lists out the summary of the recommendations of the Board for each of the Terms of Reference. Contd P/5

5 CHAPTER 2 CADRE REVIEW OBJECTIVE AND APPROACH 2.1 INTRODUCTORY NOTE

2.1.1 Border Roads Organisation was set up in March 1960 for the expeditious execution of Roads Works for development of communications in North and North-Eastern Border areas of the country. Bulk of the work included in the programme of Border Roads Development Board is carried out departmentally by the units and formations in the General Reserve Engineer Force (GREF). This special pattern of Organisation has been evolved basically modeled on the pattern of Army. Some of the Orders and rules of the Organisation are incorporated in the Border Roads Regulations. 2.1.2 Director General Border Roads (DGBR) is the head of the BRO assisted by Addl Director General from GREF (Organisation chart enclosed at Appendix -1). Chief Engineers of the Projects are in-charge of the respective Project sectors of the country where works have been entrusted to the Border Roads Organisation. The Chief Engineer in turn controls two to three Task Forces. The Task Forces are provided with Road Construction Coys, supporting units and functional platoons/units for creation of Product or Service. In addition to Task Forces, formations like GREF Centre & Records, Base Workshops, Store Divisions etc., function directly under DGBR. Subsequent to restructuring in the Organisation, in Dec 2006 the strength in the Organisation underwent change. The actual strength of the Organisation had sharply depleted. The cabinet committee on security sanctioned recruitment of personnel, despite of overall ban on fresh recruitment. The strength was revised vide BRDB letter No. F.BRDB/06/118/2005-GE-1 dated 20 Dec 2006 and is as under:Previous Auth Holding Officers Sub-ordinates Total 1203 35659 36945 Revised Auth Strength 1899 40747 42646

Contd P/6

6 At present there are 89 categories of subordinate staff in the Organisation. The same has come down to 61 categories with merger of grades in 6th CPC. The BOO has also recommended deletion of some cadres which are having very few personnel on roll of BRO and can be managed by other categories. 2.2 BACK GROUND OF CADRE REVIEW

2.2.1 Guidelines for the Cadre Review of Group B, C & D were issued by the Govt. of India, Department of Personnel and Training (Planning Division) O.M. No. F.2./1/ 87/PP dated 23 Nov 1987 as per the recommendations made by the Fourth Pay Commission. The First ever Cadre Review of GREF Subordinates, since inception of the Organisation during 1960, was completed and Orders were issued vide Govt. of India, Ministry of Surface Transport, Border Roads Development Board No. F.109 (1)/88-Pers/ Vol-II/ 12801/ CR/ DGBR/ EG2. Vol.I dated 15 Feb 1996.

2.2.2 Fifth Central Pay Commission had also considered the Cadre Review and related matters in respect of promotion policy of Group B,C & D employees in its Report Vol-I, and given recommendations in Paragraphs 22.33 to 22.36.for holding of a Cadre Review every five year. In the light of the above recommendations and BRDB I.D. No. BRDB/02/10/2001. GE-II dated 22 March 2001, to have revised thought process, a fresh look for projections and recruitment planning on scientific lines and for rationalizing the existing cadre structure to improve the efficiency, morale and effectiveness of the cadre, a Board of Officers was ordered for carrying out the Cadre Review in respect of subordinate categories vide Directorate General Border Roads Order No. 12801/Cadre Review/DGBR/EG2 dated 02 Sep 2003 and even number dated 09 Sep 2003. However, this Cadre Review could not be finalized in time and in the mean time, 6th CPC was ordered. After acceptance of the 6th CPC Report, a new Board of Officers was detailed as mentioned in Para 1.2 supra. 2.3 APPROACH

2.3.1 Grouping. Border Roads Organisation is carrying out various activities for the fulfillment of the objectives. Each activity is evolved as a discipline by itself with its peculiar concepts and logistics. These activities form into natural groups. Homogeneity of the functions within the group and heterogeneity of the inter group functions is the grouping criteria. Based on this, groups have been formed as under: Contd P/7

7 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Civil Engineering Cadre Draughtsman Cadre Electrical & Mechanical Engineering Cadre Stores Cadre Clerical Cadre Administrative (Non-Technical) Cadre Medical Cadre Signals Cadre Operator (Veh/Eqpt) Cadre Fireman Cadre Stenographer Cadre Hindi Cadre Miscellaneous Cadre (Other categories, Skilled, Semi-skilled and Unskilled). 14. 2.3.2 Thrust Area. Security Cadre Acceptance of recommendations of the Sixth Central Pay

Commission, by the Govt. and the introduction of the Modified Assured Career Progression (MACP) enabling three up-gradations in grade pay, does not end the need for adequate promotion avenues in the cadres based on availability of higher posts in the hierarchy. In BRO, the main thrust is (i) improve the functionability of the Organisation, (ii) increase the productivity and (iii) enhance the quality of manpower. Considerations have been given for the modernization programme, the new challenges and the futuristic planning. The Board has reviewed the requirement of educational qualification and background prescribed in Recruitment & Promotion Rules. There is a requirement to upgrade the quality aspect by induction of candidates having improved educational background and human skill (specialization). This is also necessary in the changed environment when the Deptt is going for modernization and adoption of new systems/technology. 2.3.3. Structure of Cadre Anomalies and infirmities. The board closely examined the present 89 categories (Appendix D) with respect to present hierarchical structure, Recruitment & Promotion Rules, authorized strength and the deployment pattern. The promotional avenues for various categories vary from extreme stagnation to unsatisfactory level. Contd P/8

2.3.4

Financial Implication.

There is no financial effect relating to internal adjustment

of DPC/DR quota. For cases where the restructuring of the units has been incorporated/suggested, by increasing/decreasing the authorization of categories, the financial implications have been worked out (on the basis of capitation rates). These financial implications will be spread over number of years, as implementation will take some time. 2.4 PERIODICITY OF CADRE REVIEW The Board of Officers has made specific recommendation to meet the requirements and challenges being faced by the department at present. The recommendations of 6th CPC have been accepted by the Govt. of India. The Board recommends that the Cadre review exercise may be conducted after every five years as recommended by 6th CPC. Contd P/9

9 CHAPTER-3 CIVIL ENGINEERING CADRE 3. 3.1.1 INTRODUCTION The present Cadre consists of Officers (Civil Engineering Group A & B), Superintendent Building and Roads Grade I/ Grade-II and Overseers and is supported by a well organized group of workers both skilled and unskilled. The Overseers were the junior-most in the cadre and were mostly deployed at platoon level for supervision of work in a sub sector. Overseer functioned under supervision of Superintendent Buildings & Roads Grade I or Grade II and did not have powers to muster labourer, except where workloads are heavy, Overseers had been holding responsibilities of independent sub-sector with power to muster casual paid labourer, after special authorization by Chief Engineer. Next in the ladder are Superintendent Building & Roads Grade-II and Grade-I who are placed at all levels of the Civil Engineering setup i.e. in Functional platoons, Road Construction Coys, Task Forces, Project Headquarters and HQ DGBR. They are deployed for production and supervision of work or at the offices for preparing estimates, technical sanctions, work-plan etc. The difference between

Superintendent Buildings & Roads Grade-II and Grade-I is of the degree of responsibility. Superintendent Building & Roads Grade-I is at the top of this cadre. 3.1.2 On the basis of the recommendations of 6th CPC, the Govt. has merged grades of Diploma holder OVSR and Supdt BR-II. The grades Supdt BR-II and Supdt BR-I are also merged as both the grades have been given grade pay of Rs.4200. As per Govt. of India notification, all posts lying on the same grade pay in the hierarchy are to be merged. 3.2. SALIENT FEATURES OF THE EXISTING CADRE

3.2.1. Hierarchical Pattern. The patterns of the BR category started from Overseer level. There were two categories of Overseer. The one was Diploma in Civil Engineering and other non Diploma holder, personnels promoted through DPC to Overseer from Group C&D trades like Mate, Mason, Carpenter, Ferroprinter based on experience gained in the Deptt. These non Diploma cadre Overseers did not go beyond BR-II in the promotion channel. The Diploma holder Overseer, Supdt BRII and Contd P/10

10 Superintendent Buildings & Roads Grade-I are offered further entry by promotion to Gazetted Group B post of Assistant Engineer (Civil) and ended at the promotion level of Executive Engineer. The pattern of promotion channel upto BR-1 is given below: Supdt B & R Gde-I DPC- 90% DR - 10% Supdt B & R Gde-II DPC- 100% DR - NIL Overseer DR 80% (Diploma holders BR-II only)

(Non Diploma BR-II will not get promotion to BR-1)

DPC - 20 % (50% by Promotion of Gp D with CME Dip and 50% by promotion of Non-Dip)

Mason

Mate

Carpenter

Ferro Printer

DPC- 50% DR- 50%

DPC-100%

DPC-25% Daftry

DPC 100%

DPC-100%

Pioneer DR-100% 3.2.2. Categories & Scales of Pay: This Cadre had the following grades and scales of Pay: Prior to 6th CPC As per 6th CPC Superintendent B/R Gde-I Superintendent B/R Gde-II Rs. 5500- 9000 Rs. 4500- 7000 1. All diploma holder in these three grades will be placed under GP-4200 in PB-2 2. Non-diploma holder in GP-2800 in PB-1 as per BRDB clarification. Contd P/11

Overseer

Rs. 3200- 4900

11 3.2.3 Authorized Strength: The cadre consists of mainly personnels from GREF. Army personnel are also inducted to supplemented strength. The recruitment of Civil Engineering Cadre is either through Departmental Promotion Committee (DPC) or Direct Recruitment (DR) with varying percentage. A portion of total strength of Supdt B&R Gde-I and Supdt B&R Gde-II is filled up by Army Personnel. The present strength of BR cadre is as under: Category (a) (b) (c) Supdt B&R Gde-I Supdt B&R Gde-II Overseer GREF 1067 1744 1186 Army 33 50 Total 1100 1794 1186

Total 3997 83 4080 3.2.4 Department experienced difficulty regarding quality of man-power in the grades of OVSR and BR-II with non-diploma holder personnel like Carpenter, Mate, Ferro printer & Mason, without having sufficient technical qualification, enter into the grade. Govt. has accepted the 6th CPC recommendation of merger of Diploma holder in all the three grades, (i.e., BR-I, BR-II & Overseer) with Grade Pay of Rs.4200 in PB-2. In view of the above, the followings are recommended : 3.2.5 All the Diploma holders in the grades of BR-I, BR-II and Overseer are to be merged and redesignated as Junior Engineer (Civ). 3.2.6 At the entry point of JE, the essential qualification for Direct Recruitment is to be kept as Diploma in Civil /construction Engineering and is recommended to be 100% through direct recruitment. The persons possessing above qualification later on (diploma in civil/construction Engineering) may compete as open candidates by seeking re-appointment. 3.2.7 The special recruitment of graduate engineers as BR-I may be stopped, after merger as JE. They may join against minimum qualification of Diploma. 3.2.8 Carpenter, Mason, Ferro-printer and Mate or any other trades are not recommended as feeder grades to JE due to inadequate technical qualification in trade. 3.2.9 In-service trg, education in B-Tech, as is being provided to officers for M-Tech courses, can be provided to JEs to improve their career prospects. JEs with degree qualification can go up the hierarchy without any limitation. To facilitate this a certain quota not exceeding 5% of auth strength, is recommended to be fixed for in service trg and study leave. Such quota would guard against man-power crunch in the organization. Contd..P/12

12

3.3.1 Suggested modified R&P Rules are enclosed at Annexure (i) 3.3.2 Non-diploma holder Overseer are proposed to be redesignated as Work Assistant in the Grade pay 1900/- PB-1 and Non-diploma BR-II are proposed to be redesignated as Site Supervisor in the GP-2400 in PB-1 and to be held against the strength of JE or Leading Hand (NT) or Supervisor NT-II till wasted out. If, any of them, are able to acquire Diploma qualification, they may be absorbed as JE (Civ) from such date. 3.3.3. Proposed strength in the Civil Engineering Cadre will be as under:Posts Manned by GREF Pers ARMY Pers (Diploma in Civil Engineering) 83 of OVSR proposed TOTAL

Junior Engineer (Civil)

3760 237 posts

3843 to be

surrendered against matching saving in the trade. The hierarchical pattern in the chain of promotion after cadre review is proposed as under:DPC 80% from Group-A Asst Executive The following two AEE(Civ) Engineer posts to be held till wasted out 20% from Group B (i) Site Superviser AE (Civ) Assistant Engineer (BR-II Non Diploma) (ii) Work Assistant (Overseer (DPC 100%) Non-Diploma)

Junior Engineer (Overseer, Supdt BR-II & BR-I) Diploma 3.3.4 Work Assistant may opt for promotion in lateral stream as Supervisor (Administration). Similarly site Supervisor (BR-II non-diploma) may opt for promotion to Supdt (Admn). 3.3.5. The proposed changes in the establishment of Units/Platoons is given in Annexure-I 3.3.6. FINANCIAL IMPLICATIONS: The financial implication of all these categories is enclosed at Appx A. Contd P/13

Direct Recruitment 100%

13 CHAPTER-4 DRAUGHTSMAN CADRE 4.1 4.1.1. INTRODUCTION The Draughtsman forms an important supporting arm of Civil Engineering right from the stage of preparation of Project reports to the actual construction. The success of inception and execution of a Project depends to a great extent on preparation and placement of right kind of sketches, drawings and charts in a report and providing detailed drawings conveying clarity of instructions to the working group. Thus, in Border Roads Organisation the Draughtsman cadre has an important role to play. As the BRO is gearing up to meet new challenges in the field of bridges, buildings and tunnels apart from construction of roads, the Draughtsman are also under pressure now to improve themselves in meeting new demands. 4.1.2. Prior to 6th CPC the Cadre in Border Roads Organisation consisted of Chief Draughtsman (pay scale Rs. 6500-10500), Senior Draughtsman (pay Scale Rs. 5000-8000), Draughtsman Grade-I (Pay Scale Rs. 5000-8000) and Draughtsman Grade-II (Pay Scale Rs. 4500-7000). The Organisation functions through a system of units and sub units to fulfill the task. Chief Draughtsman and Senior Draughtsman are placed in higher formations i.e. HQ DGBR and HQ Projects. Draughtsman Grade-I are placed at the levels of Task Forces and Construction Coys. 4.2 4.2.1 PRESENT CADRE STRUCTURE Hierarchical Pattern Chief Draughtsman DPC 100%

Senior Draughtsman

DPC 100%

Draughtsman Grade-I DPC 100%

Draughtsman Grade-II

DPC- 20% DR-80% (Group C & D possessing diploma course in DMan& Estimating from CME Pune Contd P/14

14 4.2.2. Present authorized strength of the Cadre is given below:Srl No. 1. 2. 3. 4. 5. 6. Grade Chief DMan Senior DMan DMan Grade-I DMan Grade-II DMan Grade-I (Mech) DMan Grade-II (Mech) Strength 02 21 85 86 01 01 196 4.2.3. RESTRUCTURING OF THE CADRE. 4.2.4. Present entry in the DMan cadre in BRO is at the level of DMan Gde-II (Pay Scale 4500-7000) through 80% DR and 20% DPC (by promotion of Gp C & D employees holding diploma in DMan Estimating & Design). Promotion channel available in the Recruitment Rules is as under:DMan-II (86 Nos) (4500-7000) DR 80% DPC 20% DMan-I (85 Nos) (5000-8000) DPC-100% Sr. DMan (21 Nos) (5000-8000) DPC-100% Chief DMan (02 Nos) 6500-10500) DPC-100% Method of Recruitment D P C 100% D P C 100% D P C 100% DR 80% DPC-100% D P C 100% DR 100%

4.2.5. After 6th CPC, the Govt. has given the following Grade Pay/Scales to existing posts in the cadre :(a) (b) (c) (d) 4.2.6 Chief DMan Senior DMan DMan Gde-I DMan Gde-II Rs.4600/Rs.4200/Rs.4200/Rs.2800/-

In the hierarchy above, the feeder grade and the grade below for Senior Draughtsman & Draughtsman Gde-I are in identical pay scale which is anomalous. There should be uniformity in designations and pay scales in the Draughtsman cadre. Cadre structure with designation of posts and pay scales recommended are as in subsequent paras. Contd P/15

15

5.

RECOMMENDATION OF THE CADRE REVIEW BOARD

5.1.1. Draughtsman Grade-II in the PB-1 (5200-20200) Grade Pay 2800 are to be redesignated as Draughtsman. 5.1.2. The separate grade D/Man (I&II) Mech Cadre have only two personnels. This trade is to be merged with DMan Cadre as both cadres are to prepare the drawings. No bifurcation is recommended in the two cadres. 5.1.3. DMan Grade-I in PB-2 (9300-34800) Grade Pay Rs. 4200 and Senior DMan in the same PB are recommended to be redesignated as Senior DMan being in the identical scale. 5.1.4. There are only two posts of CDM. Every Project needs CDM including Rohtang Tunnel Project and STF (Hirak), One CDM each also recommended for Trg Estt and Commandant EBW & WBW. recommended accordingly. 5.1.5. To have three Assured Carrier Progression. Two posts of Asstt Arch have been recommended to be proposed at HQ DGBR. The hierarchical pattern of draughtsman cadre after cadre review is proposed as under:Posts of Twenty Two CDMS have been

Assistant Architect (DPC 100%)

Chief Draughtsman (DPC 100%) Senior Draughtsman (DPC 100%) Draughtsman (DR 100%) 5.1.6. The proposed changes in the establishment of Units/Platoons is given in Annexure-II. 6.1. FINANCIAL IMPLICATIONS

6.1.1. Keeping in view the quality improvement aspects and also for bringing the Draughtsman Cadre at par with other Central Govt. Departments, there will be net saving to the tune of Rs. 124.24 Lakhs per annum shown as per Appx B. Contd P/16

16

CHAPTER-5 ELECTRICAL AND MECHANICAL ENGINEERING CADRE 6.1 INTRODUCTION

6.1.1. Border Roads Organisation deploys large fleet of sophisticated plants and equipments for construction and maintenance of roads to achieve its overall objectives. 6.1.2. Electrical and Mechanical cadre is responsible for operation, maintenance and repairs of the plant, and machineries deployed. This cadre has to provide an effective and efficient equipment management at Project, Task Force and Unit level (s). Electrical and Mechanical Cadre is also responsible to provide the technical support at all levels. 6.2. FUNCTIONAL SET UP

6.2.1. Unit Repair Organisation (URO). The URO comprises of small teams of technical personnel like Vehicle Mechanics, Charge Mechanics and Electricians. These are personnel from RCCs/Platoons and Field Workshops stationed with field units at Platoon/ RCC level depending upon the requirement to carry out on-the-spot minor repairs, attend to preventive maintenance and advise operators and drivers on maintenance etc. They also undertake dismantling/assembling and shifting of equipment from forward areas to the Field Workshops. 6.2.2. Field Repairs. Field repairs include repairs that are feasible within the Project area and do not necessitate back loading of vehicles, plant and equipment to Base Workshops for overhaul or major repairs. They entail change of major assemblies such as engines, axles, gearboxes etc. The workshops are as such equipped with specialized Special Maintenance Tools, test gauges and essential machinery to fabricate minor items required for the machines. A technical store section in the Workshop provides the essential spares back up to such workshops. The stocks are replenished from Store Divisions.

Contd P/17

17 6.2.3. Base Repairs. These are repairs, which cannot be undertaken by Field Workshops . These include complete striping and re-building/overhaul of vehicle, plant, engine and equipments. These are conducted at Base Workshops. Base Workshops also carry out overhaul of Class B Stores like engines, gearboxes, dynamos, starter motors, fuel injection pumps and major unit. 6.2.4. Inventory Support. The maintenance and overhaul spares for plant and machinery are provisioned, stocked and issued by the two Store Divisions. The Eastern Stores Division caters to the requirement of spares of Eastern Base Workshop and Projects Vartak, Dantak, Swastik, Sewak, Setuk, Pushpak, Arunank and Udayak. The Western Store Division meets the requirement of spares of Western Base Workshop and Project Beacon, Himank, Deepak, Sampark, Shivalik, Hirak and Chetak. 6.3.1 Hierarchical Pattern Supdt E&M Gde-I DPC 90% DR - 10% Supdt E&M Gde-II DPC- 100% 90% Ch Elect DPC- 66-2/3% DR - 33-1/3% Electrician DPC- 50% DR 50% V/Mech Welder Turner/ DPC-30% DPC-50% Machinist DR- 50% DR-100% Gp D Pers with CME Diploma Ch Mechanic DPC- 66-2/3% DR - 33-1/3% 10%

Gp C Pers With CME Dip

L/Man

Contd P/18

18 6.3.2. Authorized Strength Sl No. Category Authorized Strength GREF 1. 2. 3. 4. 5. 6. Supdt EM Gde-I Supdt EM Gde-II Ch/Mechanic Ch/Electrician Vehicle Mech Electrician 277 655 1439 130 1212 476 ARMY 10 35 238 29 199 07 TOTAL 287 690 1677 159 1411 483 Method of Recruitment DPC 90% 100% 33-1/3% 33-1/3% 30% 50% DR 10% 66-2/3% 66-2/3% 70% 50%

6.3.3 MAIN OBSERVATION. (a) There are two defined streams at base line Charge Mechanic and Charge Electrician. (b) (c) The development of pyramidal structure is very wide. The feeder grades up to the level of Vehicle Mechanic and Electrician do not form and fit to be part of the Electrical and Mechanical Cadre. 6.3.4. Grouping. The categories Charge Mechanic/Charge Electrician, Supdt EM-II, Supdt EM-I, who are Diploma holders, are to be amalgamated and re-designated as Junior Engineer (E&M); as recommended by 6th CPC and accepted by the Govt. 6.3.5 Reduction of Feeding Categories- There are two streams, which form the DPC quota of Supdt EM-II, Charge Mechanic (1118) and Charge Electrician (106). Charge Mechanic is the main stream and makes the bulk. Charge Electrician has an independent entity based on the specialization of trade. At present the promotion of Matriculate with ITI Charge Mechanic and Charge Electrician is restricted up to the level of Supdt EM-II only. Non-Diploma Holder Charge Mechanic, Charge Electrician, Vehicle Mechanic and Electrician will form a separate base group of the Cadre. Contd P/19

19 6.3.6. Entry System to Main Cadre. The Cadre was built by promotion (DPC) and by lateral recruitments (DR) at levels of Charge Mechanic, Charge Electrician and Supdt EM Gde-I/Gde-II. This multiple entry system hampers the building of a unified cadre from the base line as at each stage Charge Mechanic, Supdt EM GdeI and Supdt EM Gde-II serves as its own base line with varying base and different overtones. 6.3.7. The main Cadre of E &M is to be developed as a unified Cadre with the Junior Engineer as Base and integrating it to the apex Officers cadre. This requires suitably qualified entrants at Junior Engineer (E&M) level. There is a need for adoption of high technology, induction of new equipment and improvement in the equipment management system. 6.3.8. The BOO proposes to amalgamate the Supdt EM-II and Supdt EM-I and Charge Mechanics diploma holders and redesignate them as Junior Engineer (E&M) in the pay scale of Rs. 5000-8000). (Grade Pay Rs. 4200) Entry to the Grade of junior Engineer (E&M), similar to subordinate civil engineer cadre. 6.3.9 Existing and Proposed Cadre Strength in the Electrical and Mechanical Cadre is appended as Annexure G). 7.1 Representations of Machinist have been referred to committee against their promotion to Charge Mechanic. The Machinists are pleading for a separate cadre for them, instead of promoting them as Charge Mechanic. The plea appears to be reasonable to some extent as the Machinists do not have exposure in the field of repair of vehicles. This functional difficulty has been there in case of Welder and Black Smith trades too when promoted to Charge Mechanic and upwards. In view of this, separate recommendation have been made for Machinist and Turner in Para 19.3.5. (Chapter 14) 8.1 RECOMMENDATIONS

8.1.1. No increase/decrease in the overall strength in the Cadre is recommended. 8.1.2. Diploma holder Engineers: -The 6th Central Pay Commission has recommended pay band PB-2 with Grade Pay Rs. 4200/- for the post of E&M-II. The pay commission has also recommended in line with Civil diploma holders, to place all diploma holder engineers in the Grade Pay of Rs. 4200/-. Accordingly, the posts of E&M-I & E&M-II are recommended to be merged and re-designated as JE (E&M) and all diploma holders in the grades of E&M-II & E&M-I including those in the Charge Electrician & Charge Mechanic may be designated as JE (E&M). Contd P/20

20

8.1.3. Direct recruitment of JE (E&M) will be 100% DR with no elements of DPC, as recommended in the Civil Cadre. The Departmental candidates possessing

qualification of Diploma at a later date may apply as open candidates on reappointment basis. 8.1.4. There should be no further direct entry in to the grades of Charge Electrician & Charge Mechanic. The trades of Charge Electrician & Charge Mechanic are required to be continued with ITI qualification, by making it 100% promotional posts, as per ground requirement. 8.1.5. There are many Charge Mechanic and Charge Electrician (Pay Scale Rs.40006000) holding diploma in Electrician and Mechanical Engineering. Therefore, the intake to the post of Junior Engineer (E&M) is recommended in the following ratio:Direct Recruitment (DR) Departmental Promotion (DPC) 80% 20% Charge Mechanic & Charge Electrician possessing Diploma in Electrical & Mechanical Engineering). If Deptt candidates in feeder category is not available, the posts to be filled by Direct Recruitment.

8.1.6. The promotion for non diploma personnels from Charge Mechanic/Charge Electrician to the grade of JE will cease. Promotion from Diploma holder Charge Mechanic/Charge Electrician to junior Engineer (E&M), who enter to the lower trade subsequently, can be made through reappointment. 8.1.7. As recommended in the case of civil cadre, opportunity for in service trg/study leave for B.Tech course with a quota not exceeding 5% of authorized strength, may be provided to JEs so that their career progression can be achieved without any limitation. Contd P/21

21 8.1.8. It is recommended that the Superintendent Electrical & Mechanical Grade-II who are not in possession of Diploma in Electrical & Mechanical Engineering are redesignated as floor supervisor-II in PB1 with present Grade Pay of Rs 2800. This can also facilitate non diploma (ITI passed) Charge Mechanic/Charge Electrician to achieve promotion to Supervisor grade and subsequently to Floor Supervisor grade-I with grade pay of Rs. 4200/-. 9.1. The present and proposed authorization in the Electrical and Mechanical Engineering Cadre is as per Annexure-III. 9.1.2. The Charge Mechanic and Charge Electrician who are possessing diploma in Electrical and Mechanical Engineering will be promoted to the post of Junior Engineer (E&M) with Grade Pay Rs. 4200 and subsequently Assistant Engineer. Entry to post of Charge Mechanic and Charge Electrician will be through DPC by promotion of Vehicle Mechanic and Electrician respectively possessing following qualifications:(a) Educational Qualification (b) Technical Qualification Passed 10 Standard. Passed I.T.I. in Mechanic Motor/ Vehicle/Diesel/IC Engine/Tractor/ Electrical etc. 9.1.3 The hierarchical pattern for the above grade shall be as under :-

Executive Engineer (E&M)

Floor Supervisor Gde-I Grade Pay Rs. 4200/-

Special Grade Grade Pay Rs. 2800/-

Assistant Engineer (E&M) Junior Engineer (E&M) Floor Supervisor Gde-II Grade pay Rs. 2800/Grade-I Grade Pay Rs. 2400/-

(EM-I, EM-II, Charge Mechanic, Charge Electrician with Diploma/Degree)

Charge Mechanic

Charge Electrician

Grade-II Grade Pay Rs. 1900/-

Vehicle Mechanic

Electrician

Welder, Turner, Black Smith Copper and Tin Smith

(Non Diploma Holder Mech) Contd P/22

22 10.1. FINANCIAL IMPLICATIONS: 10.1.1. The promotional aspect of Veh/Mech & Electrician who are ITI qualification was also discussed and gone into details. These trades are at present given promotion as Charge Mech/Charge Elect & go upto E&M-II. The promotion of these non Diploma Ch/Mech and Charge Elect to Supvr level can be assured in the same PB with Grade Pay of Rs 2800 with the post redesignated as Floor Asst Grade-II and next post with Grade Pay of Rs 4200 and Floor Asst Grade-I 10.1.2. The promotional aspects of Welder, Black Smith, Tin Smith etc who do not have promotional channel at present was also considered. They are recommended to be given ACP as given to MTDVR in Ordinary Grade, Grade-II, Grade-I & Special Grade in PB1 with Grade Pay of Rs.1900, 2400 & 2800 respectively. This has also been covered in chapter 14. 10.1.3. The financial implication of all these categories is enclosed at Appx C .

Contd P/23

23 CHAPTER-6 STORES CADRE 11. INTRODUCTION

11.1.1 Material Management is an important management activity. It is primarily concerned with the supply, storage and stock control of incoming materials and utilization. The control of materials in respect of their quality, quantity, timings and costs is one of the basic activities of the Border Roads Organisation as it is engaged in the production and creation of goods or services for the achievement of the overall objectives.

In the Border Roads Organisation the units and sub units tackle the problems of requirement of material, quality and standards, cost, procurement, delivery and storage, development and selection of stores, conservation, utilization, substitution and transportation and handling. Stores Cadre form part of the establishment of various units and sub units. Engineer Stores & Transport Companies, Depots and Divisions are provided to ensure the affective availability, flow, conservation, quality and cost of materials.

11.1.2. Stores Cadre consist of Officers (Stores Officers), Superintendent Stores, Supervisor Stores Grade-I (SS I), Supervisor Stores Grade II (SS II), Store Keeper Technical (SKT) and Store man (SM). It has also support cadre of Gate Keepers. At present BRO is holding only 03 gate keepers in organization. This post can be merged with Pioneer for GREF who can look after the duties of Gate Keepers. The main stream is Store man Store Keeper Technical Supervisor Stores Grade II Supervisor Stores Grade I Superintendent Stores. Store man is the junior most in the cadre and is responsible for store keeping and warehousing. Store Keeper Technical is responsible for the indenting, preservation and maintenance of ledgers and tally cards. At times they work independently and maintain detachments for the receipt and issue of the stores. Supervisor Stores Grade II is responsible for the stock accounting and provisioning. Supervisor Stores Grade I is responsible for Contd P/24

24 provisioning, stock accounting of furniture stores, T&P etc., safe custody in good order and condition of stores including preservation. They also maintain stores accounts and tally cards as prescribed, observe Fire precautions and in general assist the Superintendent Stores. Superintendent Stores is responsible for provisioning, custody, maintenance, preservation, accounting and handling of stores. He is responsible to operate, supplies contracts and transportation. He is also responsible to supervise work of Supervisor Stores Grade I & Grade II. 11.1.3. The board has discussed its main stream Superintendent Stores, Supervisor Stores Grade I, Supervisor Stores Grade II, Store Keeper Technical and Store man with its vertical and horizontal expansion. The board has also discussed to dispense with the post of the category of Gatekeeper, which form part of the overall cadre. 11.2 SALIENT FEATURES OF THE EXISTING CADRE The hierarchical pattern of the cadre is given below: Superintendent Stores DPC 100 %

Supervisor Stores Grade I DPC 100%

Supervisor Stores Grade II DPC 75% DR - 25 %

Store Keeper Technical DPC 80% DR Store man DPC 40% DR - 60% Packer Grade-I (This post has been abolished). - 20% Gate Keeper

90%

10%

DPC 100%

All Matriculate Group D Employees subject to passing departmental Trade Test.

Contd P/25

25 11.2.2 Categories and Scales of Pay Categories (a) (b) (c) (d) (e) (f) Superintendent Stores Supervisor Stores Grade-I Supervisor Stores Grade-II Store Keeper Technical Store Man Gate Keeper Pre-revised 5500-9000 5000-8000 4000-6000 3050-4590 2610-4000 3050-4590 Grade Pay wef 01.01.2006 4200 4200 2400 1900 1800 1900

11.2.3 The Govt. has accepted the 6th CPC recommendation and ordered merger of trades in the hierarchy with same Grade Pay. As such the post of Superintendent Stores & Supervisor Stores Grade I gets merged. 11.2.4. The post of Gatekeeper has an authorized strength of only 3 in the organization. The duties of Gatekeeper are effectively performed by the Pioneers or the other trades. As such the relevance of the post is lost. Thus post is recommended to be abolished. The present holding of Gate Keeper is recommended to last till wasted out on retirement. This trade cannot be merged with storeman as storeman has lower pay scale than Gate Keeper. It cannot be merged with SKT as individuals in Gate Keeper Trade do not have requisite essential qualification required for SKT. 11.2.5. The authorization of personnels with units is given in Appendix H attached.

11.2.6. The cadre consists of Army and GREF Personnel. The break up details for each category is given below:Srl No. Category Authorised Strength GREF 1. 2. 3. 4. 5. Supdt Stores SS-I SS-II SKT Store Man 72 149 250 830 196 ARMY 24 TOTAL 72 149 250 854 196 Method of Recruitment DPC 100% 100% 75% 80% 40% DR 25% 20% 60%

Contd P/26

26

11.3.

HORIZONTAL EXPANSION OF STORES CADRE

11.4.1. Present Structure. Present structure of the Cadre is given below:A.A.O. 25

Supdt Stores (1: 2.73)

63

SS-I

(1: 2.33)

147

SS-II (83)

(1: 2.26)

(250)

333

25%

DR

SKT

1: 3.27 589

(655) 65 1: 0.78 1: 0.29

819

20% DR (164)

S Man 460 Group D Pers

Gate Keeper (19)

Observations of the board are as under: (a) There is no well-defined base line for building up the Cadre.

However, SKT level provides the broadest base. (b) Storeman forms part of the operating management group of the SKT is a mix up of three streams PioneersStoreman - Gate

Cadre very lowly placed and does all works of SKT. (c)

Keeper, direct recruitment. (d) Storeman is the major feeding category to SKT but the strength of

Storeman is only 460 to feed SKT 590 which mean generation of hungry zone. 11.4.2 Entry Points. There are lateral three entries to various categories (i) Storeman direct recruitment 60% (ii) SKT direct recruitment 20% and (iii) SS II direct recruitment 25%. SKT has another entry point from the lineage of Gatekeeper. Contd P/27

27 11.4.3 Multiple entry system dilutes the principle of homogeneity and hampers the building up of a unified cadre from a base line. At present each category, Store man, SKT, SS II forms its own base line. In Multilayer entry system, the career planning and promotion ladder at each level has different width and height with varying overtones, on this system, under-study and training period creates softer zones of productivity, the promotion chances of DPC candidates are badly hurt. The system of multiple entry points is not giving any benefit. The system of key entry point is recommended. The point was deliberated by board and it is recommended to abolish the Storeman trade and merge with SKT. recommended as SKT only. The entry point for these cadres is

11.5.1. Ratio of Promotion. (i)

Ratio of feed to feeder categories is as below:-

Personnel for feeding category for DR and DPC to the Cadre is, by and

large, Matriculation. (ii) Only 83 Nos of direct recruitment are inducted with Diploma in Materials

Management or Diploma in Engineering or 10+2 with Course in Stores Managements. 11.5 QUALIFICATION STANDARD FOR DIRECT RECRUITMENT.

11.5.1 Border Roads Organisation has reached a stage where the materials management has to be gainfully applied in the fields: (i) Linear programming for minimizing distribution and transportation cost and time, (ii) decision making in buying improved items, (iii) determining economic batch production, and (iv) co-relating production scheduling with inventory of raw materials and stores. It is important for the materials managers and stores cadres to get together for more intensive application of new approach, which is bound to result substantial achievement in the future. In order to meet these requirements, there is a definite need to induct men who could be oriented towards this approach. Contd P/28

28 11.5.2 The board has considered the desirability of direct recruitment of ITI holders at SKT level. Recruitment & Promotion Rules prescribe the eligibility of candidates for SKT having educational qualification as Matriculation with 3 years experience in Store establishment. The up gradation of the minimum qualification to 10 + 2 and I T I in Mechanic Motor/Vehicle/Diesel/IC Engines/Tractor, etc, has been considered for reasons as under:(a) BRO is on the path of modernization and up gradation of systems,

which is possible with the induction of qualified candidates. He can appreciate better the new system of inventory control, purchase procedure, qualify analysis, market research, resource development and better selection of supplies. (b) Candidates with technical qualification will have to create a unified

cadre which will move up to higher level. (c) It will ensure a smooth promotion pyramid to the entrants. The

career prospects can be watched. (d) SKTs could be independently deployed to manage detachments and

sub- units. (e) All SKTs will be effectively used by the management to improve

productivity and to have a better upkeep of stores and accountings. 11.5.3. The Board, therefore recommends that the minimum qualification for the direct recruitment of the SKT shall be 10+2. Preference should be given to individual being 10+2 with ITI in Mechanic Motor/ Vehicle/ Diesel / IC Engines/ Tractor etc. 11.6 RECOMMENDATION FOR CADRE REVIEW. 11.6.1 The board recommends decrease in total authorized strength of Storeman 460 Nos. After strength abolition. The present holding of Storeman be upgraded to SKT having 10 years of experience as storeman. The holding of storeman be continued against vacancy of SKT till completion of their qualifying service of 10 years.

Contd P/29

29 2. DPC to SK T be discontinued. New vacancy of SKT to be filled by DR candidates. DR qualification for direct recruitment of SKT shall be 10 +2 and I T I in Mechanic Motor/Vehicle/ Diesel/ IC Engine/ Tractor etc. 3. SKT shall be the key entry point to the Cadre. 4. DR to SS II be reduced to 20% from 25%. 5. Post of Gate Keeper and Storeman be abolished. 6. Post of Superintendent Stores & Store Supervisor Gde-I to be clubbed being same Grade Pay & re designated as Senior Supvr (Stores). 11.7.2 Outline of the revised Recruitment & Promotion Rules for the Cadre is indicated below: (i) (ii) (iii) Storeman Gatekeeper : DR- Nil DR- Nil DPC- Nil DPC- Nil. 10+2 preferably in possession of

Store keeper Technical - DR 100%.

Certificate in Mechanic Motor/ Vehicle/ Diesel/ IC Engine/ Tractor issued by ITI/ ITC/ NCTVT. Supervisor Store DR- 20% Graduate and PG Diploma in Material Management or Inventory Control, or Diploma in Mechanical/ Automobile Engineering. DPC 80% from SKT with minimum 8 years of service as SKT in GREF without any pre-requisite of departmental examination at this level, failing which by direct recruitment. (iv) Senior Supvr Stores Direct recruitment- NIL

- Promotion: 100% from Supvr Stores-II.

11.8

STRUCTURE OF RECOMMENDED CADRE. Internal adjustments have been made in the

11.8.1 Unit Establishment (Restructured).

establishment of units as given in Annexure-IV.

Contd P/30

30 11.8.2 Improvements (a) SKT, SS and Supdt Stores emerges as a unified Cadre with no kinks and

no internal distortions. (b) (c) SKT level comes out as a well-defined Base line. The ratio of promotion in this Stores Cadre will be satisfactory, promotion

from Supdt Stores to Assistant Administrative Officer will in the existing promotion. 11.9 FINANCIAL IMPLICATIONS.

11.9.1 Internal adjustment of DPC/DR will not have any financial effect. 11.9.2 The abolition of Store man has been recommended to be gradual. The present incumbents of Store man will be retained against SKT as Store man in lieu of SKT, till they are liquidated in the normal course of wastage. Therefore, there will not be any immediate financial implication to this effect. However, the increase in the financial budgeting will be gradual and spread over a long period till the present incumbents are either promoted in the regular course or wasted out. There will not be any helper in the form of Storeman to SKT. The posts manned by Storeman above will be manned by SKTs. 11.10.3 Immediate financial effect due to restructuring of unit establishment attached as per Appx D.

11.10 CONCLUSION There is definite and pressing requirement to improve the standard/ level of the Cadre for operational functionability and productivity. There is a saving of Rs. 23.29 lacs per annum. The proposals are recommended for acceptance. Contd P/31

31 CHAPTER-7 CLERICAL CADRE 12.1 INTRODUCTION

12.1.1. The environment of the Border Roads Organisation is a moving panorama; the internal situation, within the enterprise, is in the process of continuous adjustments. Communication is the life force, which lends the dynamics to the Organisation and sets it in motion. The Clerical Cadre forms and operates the medium of written and formal communication in the perspective managerial set-up of Border Roads Organisation. It functions (i) from top downwards (ii) from down upwards and (iii) horizontal and crises-cross among units and sub-units to provide directions to the main line of operation for the fulfillment of the objectives. 12.1.2. The Clerical Cadre consists of Lower Division Clerks (LDC), Upper Division Clerks (UDC), Assistants and Office Superintendent. The LDCs are the junior most in the cadre and are authorized to units and sub-units of the Organisation in order to provide the communication aid. Upper Division Clerks are authorized to units and sub-units as members having experience in creation of the communication medium and formal communication services. The Assistants have been provided to the major units where the case work as well as the data analysis is required to be done to provide feed back to the middle as well as operative management groups. Office Superintendent is provided to the major units like Headquarters Projects, Task Forces, Store Divisions and GREF Centre & Records where the bulk of the communication service is required to be supervised by a senior and experienced member of the Clerical Cadre. 12.2. SALIENT FEATURES OF THE EXISTING CADRE 12.2.1 Hierarchical Pattern. The pattern of the Clerical Cadre actually starts from Lower

Division Clerk (LDC) level. This level is filled up by promotion partly from the Group D and partly by direct recruitment. The upward boundary line of this cadre stops at Office Superintendent. It offers further entry by promotion to Gazetted Group B Assistant Administrative Officer, and thereafter to Administrative Officer and stops at the apex level of Joint Director Administration.

Contd P/32

32 The pattern of the cadre is given below:-

Office Superintendent DPC 100% Assistant DPC 90% Upper Division Clerk DPC 80% DR 20% DPC 10 % Steno -III

Lower Division Clerk DPC 10% DR 90%

Matriculate Gp D employees

12.2.2. Authorized Strength. The Cadre consists of Army and GREF personnel. Recruitment of Clerical Cadre for GREF is either through departmental promotion committee (DPC) or direct recruitment (DR) with varying percentages.

12.2.3

Unit Authorization.

Various categories of the Clerical Cadre, form part of the

unit authorization. The units authorizations are given in (Annx-I to AppxA) attached. 12.2.4. Seniority of various Ranks at present and date of last promotee. The seniority of various categories of the Cadre at present and the date of last promotee is given as under:Sl No. Category Date pf Seniority of individual due for promotion General 1. 2. UDC to Asst LDC to UDC 21.09.1998 02.02.1991 Sch. Caste 05.02.1998 23.02.1995 Sch. Tribe 24.03.1999 09.01.1999

Contd P/33

33

12.2.5. The above shows very late promotion from LDC to UDC & UDC to Assistant. 12.3. HORIZONTAL EXPANSION OF CLERICAL CADRE

12.3.1 Multiple Entry Points. The provision of lateral entry at the level of UDC by way of direct recruitment has been made in the past to infuse better-educated candidates (Graduates) in the overall structure. The minimum qualification of LDC as per draft Recruitment & Promotion Rules is Matriculate or equivalent and must be able to type at a speed of 30 words per minute in English or 25 words per minute in Hindi, The qualifications for direct recruitment at the level of UDC is Graduate of a recognized University or equivalent and should be able to type at a speed of 30 words per minute. Therefore, the direct entry of UDC depends upon the degree of qualification. The lateral entry at Assistants level is by way of promotion of Stenographer Grade-III. The essential qualification of the Stenographer Grade-III is Matriculation or equivalent with trade test at a speed of 40 words per minutes in typing and 80 words per minute in shorthand. 12.3.2. The system of multiple entry points (i) DR- UDC and (ii) DPCStenographer

Grade-III was adopted to suit the conditions prevalent in the past. The merits and demerits of the system are discussed below: (a) Multiple entry system dilutes the principle of homogeneity and hampers building of unified cadre from a base line. (b) The career planning and the promotional ladder of the new entrants to the cadre at the level of UDC and Assistant assume different horizontal and vertical dimensions with varying overtones. (c) The promotion chances of entrants at LDC and UDC are hurt by new entrants at Assistants. The base is being broadened and the ratio of the ranks is disturbed. (d) The LDC (DR) is having minimum qualification as recommended as Matriculate but the trend of the recent recruitment shows that by and large, Graduates are being recruited and that the Graduate candidates are available to fill up the posts of LDCs. Therefore, in reality the entrants at LDC and UDC have no difference in qualification. Contd P/34

34 12.4.4.1. VERTICAL EXPANSION OF CADRE 12.5. Span of Promotion. Key entry point is not well defined as it has multiple entry points. (a) Entrants at LDC level find it difficult to reach the apex level due to the advantageous position of new entrants. (b) New entrants at UDC level pick up the grade of Assistant faster. Their service span as Assistant and upwards comes out to be too large. 12.5.1 The vertical expansion of the cadre suffers from serious set back of a very poor ratio from UDC to Assistant and Assistant to Office Superintendent thereby forming critical zone in the hierarchy of the cadre. 12.6 NEW CHALLENGES AND MOTIVATION.

12.6.1. Main Points for Review Seniority of various Ranks at present and date of last promotee. 12.6.2. The issue of the Cadre comes out from the Paragraphs 12.3.1 wherein seniority of various ranks at present, the dates of last promotion and ratio of promotions have been given. The overall picture is summarized as under: (a) (b) LDC has to put in 18 to 19 years of service to get promotion to UDC. UDC has to put in 11 to 12 years of service as UDC to get promotion to the category of Assistant. 12.6.2 STRENGTHENING MOTIVATION. Motivation is the function of need v/s satisfaction. The resultant behavior of the blocked personnels needs expresses in different kinds of illogical and ineffective behavior at patterns. Therefore, there is a requirement to create and strengthen the motivation to convince the employees of a meaningful future. 12.7. QUALIFICATION FOR DIRECT RECRUITMENT OF LDCs 12.7.1. Recruitment Rules prescribe the eligibility of candidates having educational qualification as Matriculation with proficiency in typing. It was done in the past on the basis of the model derived from Staff Selection Commission in the services of the Central Government. However, there is a change in the environment and that it is to be catered for an updated cadre structure to attract best talent for recruitment to the services. Up gradation of minimum qualification of the clerical cadre of BRO has been considered. Following additional points are brought out:Contd P/35

35 (a) Candidates with 10+2 pass and with higher academic qualification and computer knowledge are available for recruitment, as LDC as the pay and status has been made attractive. (b) The Board recommends unified clerical cadre which is to take the entrants at LDC level and move them right up to officers cadre by expanding the promotional avenues as discussed in preceding paragraphs. (c) BRO is on the path of modernization of its information communication system and in developing an integrated information network, which is possible with the induction of candidates having higher qualifications. (d) Units and sub units of BRO are placed in far-flung areas and have smaller compositions. Therefore, the cadre is to have independent operational level. The entrants in the cadre shall have educational level to develop this by selfstudy of rules, regulations and procedures etc. 12.7.2. The board therefore, recommends that the minimum qualification for the direct recruitment of LDC shall be 10+2 passed with proficiency and practical knowledge in computer typing. 12.8. PROMOTION OF GROUP D PERSONNEL AS LDC.

12.8.1. Recruitment Rules provide filling of 10% posts of LDCs by promotion from GREF employees in Group D on the basis of departmental examination. The same procedure may be continued as per DOP&T instructions.

12.9. RECOMMENDATION FOR CADRE REVIEW 12.9.1 (i) lateral entry by way of promotion of Stenographer Grade-III to Assistant is recommended to be stopped. (Para 12.4.4.) (ii) (iii) Post of LDC shall be key entry point of the Cadre. The minimum qualification for LDC entrants shall be 10+2 pass with proficiency in computer courses. (Para 12.7.2.) (iv) Ratio of strength of LDC and UDC is recommended to be 50:50 by suitably increasing the post of UDC by 276 Nos and decreasing post of LDC by 202 Nos. Contd P/36

36 (v) The merged grades of Assistant and Office Supdt is recommended to be redesignated as Assistant. The number of Assistants is also required to be increased considerably by increasing strength at Pnr Coy, RCCs, TFs and Project HQs in particulars considering the ground requirement. It may be mentioned that the clerical strength existing prior to year 2005 level has come down drastically due to various reasons. However considering its adverse affect on the ground in regards to maintenance of documentation and records the increase at the level of Assistant is highly essential.

(vi)

Consequent upon merger of Assistant and Superintendent it is recommended that the existing Superintendent may continue with their designation till they are wasted out/promoted.

(vii)

For promotion to the post of Assistant Administrative Officer (AAO) there are three feeding channels from streams of Clerical Cadre, Stores Cadre and Adm Cadre (NT). Prior to merger the post of AAO was being filled through DPC from the posts of Office Superintendent, Superintend Stores and Superintendent NT as per existing R&P Rules. However with the merger of grades in said streams the post of AAO can be filled by Assistant, Senior Supervisor Store and Senior Supervisor (Adm).

(viii) With the revolution in the field of communication and consequent awareness of the employees as well as general public, there has been an increase in the number of court cases, which has to be affectively

defended. In addition there has been two major enactments that is the RTI Act and the Gram Nyalaya Act 2008. With these two enactments the level of correspondence, information supply and affective defence is bound to go up. Even before these enactments the administrative work loaded at the level of RCC has been quite high. The Engineers are unable to attend to

Contd P/37

37

these administrative matters effectively due to their pre occupation at the site of construction works. As a result the administrative works/court case are not properly attended to. Considering these aspects it is proposed to place one AAO at each RCC, BCC, SS&TC, legal cell, ESD and WSD. Even in the project level the number is proposed to be increased from one to two. Details of proposal are appended separately. The total net increase in the grade of AAO will be 167 numbers, which is considered reasonable and essential. The same would also take care of the career aspiration of the subordinates staff who are languishing in stagnation.

12.10. STRUCTURE OF RECOMMENDED CADRE 12.10.1 The Units/ Establishment. The restructuring of the unit as in Para 12.2.3 is given in (Annx I to Appx A). 12.10.2 Strength of Proposed Cadre. given in Annexure-V. 12.10.3.Improvements (i) (ii) LDC to Assistant emerges as unified cadre. LDC level comes out as a well defined base line for career Development of the cadre without stagnation. (iii) The promotion from LDC to Assistant follows a normal promotion pyramid. (iv) The ratio of promotion is satisfactory. The strength of the existing & proposed cadre is

12.11.1 CONCLUSION The benefits motivation and essentiality of requirement on account of the Cadre Review have already been discussed. 12.11.2 The financial implication of all these categories is enclosed at Appx E . Contd P/38

38 CHAPTER-8 NON- TECHNICAL ADMINISTRATIVE CADRE 13.1 INTRODUCTION

13.1.1. In Border Roads Organisation, the important task relating to manpower input is to improve productivity by moulding and channeling individual (and group) objective by aligning with the organizational Subjective. This calls for a sustained discipline of personnel, administration and effective deployment of manpower. BRO has a work force of approximately 42,000 personnel. The NonTechnical Administrative Cadre is responsible for assisting, advising and operating matters of discipline, administration and other matters relating to human behaviour and motivation. The cadre is to create a relationship for men for execution of work at site. This cadre is also responsible for general safety of unit lines, maintenance of regimental institutions, welfare measures, general administration, preservation of resources and liaison with other units on matters connected with execution of task assigned to them. 13.1.2 The Non-Technical Administrative cadre (abbreviated NT Cadre) consists of Mate, Leading Hand (L/H), Supervisor Non-Technical Grade-II (NT-II), Supervisor Non Technical Grade-I (NT-I) and Superintendent (Non-Technical). The main Cadre starts from L/Hand but Mate by virtue of its responsibilities also forms a part of this category. However, it is being considered as a feeding category to the main NT Cadre. 13.1.3 This Chapter of NT Cadre discusses the elements consisting of Supdt (NT), Supvr NT Gde-I, Supvr NT Gde-II and L/Hand with its vertical and horizontal dimensions. It is linked with the feeding group (s) and integrated at apex to the Officer Cadre (Assistant Administrative Officer).

Contd P/39

39 13.2. SALIENT FEATURE OF THE CADRE 13.2.1. Hierarchical Pattern. Superintendent (Non-Technical) DPC -50% DEPU -50% Supervisor Non-Technical Grade-I DPC - 60% DR - 40% Supervisor Non-Technical Grade-II DPC - 60% DR - 40% DPC 60% DPC- 80% DR - 20% Leading Hand (NT) DPC- 90% Mate DPC 100% Pioneer DP-10 % Painter Mason DPC-50% DR -50% Pioneer DPC-50% DR -50% Pioneer Mate DPC 100% Carpenter DPC-25% DR- 75% Pioneer Overseer DPC-20% DR- 80% DPC - 40%

Pioneer

Ferro Printer DPC- 100%

Daftry DPC-100%

Pioneer Contd P/40

40

13.2.2. Authorized Strength Authorised Strength Category GREF Supdt Non-Tech 56 ARMY TOTAL 56 DPC DR Method of Recruitment

50% 50% (by Depu) Recommended to be filled up on 100% DPC 60% 60% 80% 40% 40% 20%

Supvr NT-I Supvr NT-II L/Hand (NT)

80 180 315

46 41 55

126 221 370

The Army quota is quite substantial and makes bulk of the cadre. Therefore, its impact in the structure relating to GREF and Army needs separate discussion. 13.2.3. The authorization of Admn (NT) category staff to various formations/units of the Organisation it given in (Annexure-VI to Appx C) 13.2.4. The pay scale of various categories of Admn (NT) is as under: Superintendent Non-Technical Supervisor Non-Technical Gde-I Supervisor Non-Technical Gde-II Leading Hand (Non-Technical) Mate Rs. 5500-9000 Rs. 5000-8000 Rs. 4000-6000 Rs. 3050-4590 Rs. 2650- 4000

13.2.5. Present recruitment Policy. 13.2.5.1 The Book of present recruitment & promotion rules of all categories are attached.

Contd P/41

41 13.2.6 Seniority of Categories Sl No. Category Date of Seniority of individual considered in Last DPC General 1. 2. 3. 4. Supervisor NT-I to Supdt. NT Supervisosr NT-II to Supvr NT-I L/Hand (NT) to Supvr NT-II Mate to L/H (NT) 18.04.1996 09-01-1986 17.06.1986 25.10.1992 Sch. Caste 23.09.1993 15.02.1986 19.03.1986 Sch. Tribe 15.10.1994 -

13.3. PRESENT STRUCTURE ARMY A.A.O. 11 (1: 3.90) Supdt. NT 43 22 Supvr NT-I 46 89 53 (1: 5.58) Supvr NT-II 41 296 107 (107+71)=178 (1: 6.06) L/H (NT) 55 MATE PAINTER PIONEER 649 519 (1: 1.68) 876 9 305 MATE (548) 20197 PAINTER (328) (DR-20%) = 130 DR (40%) 118 (71 DPC FROM OVSR) (107 DPC FROM L/H) 22 (1: 4.04) DPC (50%) 22 GREF

DEPU (50%) 21 DR (40%) 36

Contd P/42

42 13.3.1 Main Observations (a) The horizontal dimensions at levels of NT I, NT II and L/Hand (NT) are

broken into sub groups. (b) In the vertical dimension the promotion curve from L/Hand (NT) to AAO

is slow. The promotion avenues of the DPC candidates is seriously hurt at Supvr NT II and NT I levels. (c) The time dimension is not following a defined pattern due to induction of

varying age groups at different stages. (d) In the quality dimension, the Cadre up to NT II consists of Matriculates

Group D employees promoted from the main stream of Mate/ Leading Hand (NT) as well as Matriculate candidates out of DPC from the Overseer Stream. Thereby major post of the cadre consists of lowly educated candidates. Direct induction for NT-II is graduate level. (e) The provision of cadre of Supdt (NT) on deputation mars the chances of

promotion avenue of Supdt NT-I. This provision recommended to be deleted and 100% provision should be cadred to fill up this post through DPC from the Departmental candidates. 13.3. 13.4.1. HORIZONTAL & VERTICAL DIMENSIONS OF THE CADRE. Multiple Entry Points. The Cadre is built up by lateral entry of direct

recruits at levels L/Hand (NT), NT-II and NT-I. In addition to these direct recruits, the cadre consists of a substantial Army quota at the levels of L/Hand, NT-II and NT-I. Also there is lateral entry at NT II, which is filled by DPC candidates coming from the Group D/ tradesmen Overseer Steam. Consequent to the multiple entry points, the following infirmities are developed: (a) Multiple entry system dilutes the principles of Homogeneity and hampers

the building up of a unified cadre from the base line at each stage of L/Hand, NT II and NT I serves as its own base line. (b) Career planning and promotion ladder of different groups of entrants have

different with the height with varying overtones. (c) The DR entrants devote a good part of the time for under-study and

draining, thereby, reducing the overall effectiveness and productivity.

Contd P/43

43 (d) Promotion chances of entrants at L/Hand level are hurt by new entrants at

the level of NT II and NT I. (e) Every time the candidate finds the base broadened with severity of ratio of

promotion level for higher rank.

13.4.2. Base Line.

Analysis of this multi disciplinary approach indicates the

development of other cadres with following at base lines: Clerical Cadre Stores Cadre LDC (3050-4590)

SKT (3050-4590)

L/Hand (NT) (3050-4590) is analogous to these categories and should be placed at the base line of NT Cadre. The entrants will have fair chance of getting three promotions in the cadre to reach the appx and at least one promotion to Officer Cadre (AAO). Category of Mate is merged with Group C in 6th CPC as Multi Skilled Assistant. Hence, category of mate is recommended to be dispensed with. 13.4.3. Induction ratio at L/Hand level. The total direct recruits to the cadre are L/Hand 130, + NT II- 118, + NT I- 36, + Supdt NT - 22 (Educationists) making a total of 405. It has been considered to increase the direct recruitment of Leading Hand (NT) from 20% to 100% i.e. DR candidates 569 which will be commensurate to the total strength and also this will bring the parity amongst the feeding cadres for promotion to the officer cadre (Assistant Administrative Officer). More so, it will have an added advantage of induction of well-qualified and younger candidates at the L/Hand (NT) level who could be trained and effectively deployed on efficient duties.

Contd P/44

44 13.4.4. Induction of DPC candidates from Overseer Stream. 40% posts of NT II are being filled by candidates from Overseer stream. These candidates are from tradesmen (Matriculate) and Mates (Matriculate) who have been promoted to Overseer based on departmental test. The post of Overseer (DPC quota to Overseer from tradesmen) has now been stopped (Chapter 3 Para 3.7.1.). Mason & Carpenter will be an isolated category and will enjoy the benefit of financial up gradation under ACP Scheme. Hence there is no need for induction to NT II from Overseer stream and recommended to be stopped. The Overseer trade has been merged with JE and hence Overseer trade does not exist. This induction can be dispensed with.

However, existing non Diploma Holder Work Asst/Work Supvr shall be considered for promotion to this cadre till wasted out. 13.6. RESTRUCTURING OF UNITS 13.6.1. The NT Cadre (New redesignated as Admn Cadre) is placed in various units to organize the discipline, general administration and welfare activities. These elements have a direct bearing on the motivation and welfare of men. Therefore, this cadre is to be suitably placed in the units keeping in view the fact that functional superiority of the main activity of the unit is not lost to ensure that the Admn Cadre is not placed unduly at a low level to lose its effectiveness. In view of this, changes in the authorization of units have been recommended as shown in Appendix V for the functional efficiencies. 13.7. RECOMMENDATION FOR THE CADRE REVIEW 13.7.1. 1. The name and Designation of the Cadre and posts in the NT Cadre is to be

changed as under:Existing (a) Supdt. Non-Technical (b) Supvr NT Gde-I (c) Supvr NT Gde-II (d) L/Hand (NT) 2. Supvr (Admn) L/H (Admn). Proposed Senior Supvr (Adm)

Direct recruitment at Supervisor Non-Technical Grade I level to be

abolished. Since these has been merged with Supdt NT (Now Section Officer (Admn) 3. Direct entry Supervisor NT II to be reduced at par with induction of UDC. Contd P/45

45 4. Direct entry L/Hand (NT) to be made by induction of DR 100% instead of 20%. Entry to the L/Hand (NT) through DPC to be abolished. 5. Induction of DPC candidates from Overseer stream for the post of NT II to be stopped. 6. Minimum qualification for direct recruitment of L/Hand (NT) to be 10+2 with or without experience but having NCC B certificate. 7. Restructuring of the units be done by up gradation of authorization of Supdt NT by merging NT-I & Supdt NT cadre are in same grade pay. 8. Intake to the post of Senior Supvr (Adm) to be by 100% promotion instead of 50% through DPC and 50% by Deputation. 13.7.2. Outline of Recruitment & Promotion Rules -Revised Outline of R&P Rules are recommended as per book attached.

13.8

STRUCTURE OF RECOMMENDED CADRE

13.8.1. Improvements (a) Leading Hand (Administration) to Senior Supvr (Adm) emerges as unified

cadre with Leading Hand (Administration) as a defined base line. (b) Time dimension offers an age group of 25 to 45 for effective utilization as

Leading Hand (Administration) to Superintendent (Administration). 13.8.2. Strength of the Proposed Cadre The existing strength and proposed strength is given in Annexure VI.

13.9. IMMEDIATE EFFECT ON PROMOTION. 13.9.1. Increase/ Decrease due to Internal Adjustments With the abolition of intake of 50% by deputation of Superintendent (Administration) and direct recruitment of Supervisor (Administration) Grade-I the number of vacancies will now be available for DPC at Supervisor (Admn) Grade-I level (+53), Supdt (Admn) (+29).

13.10 FINANCIAL IMPLICATION 13.10.1 (a) Financial effect due to adjustment of DPC/DR quota is nil. Contd P/46

46 13.10.2 (b) Financial effect due to restructuring of the units are attached as pr Appx F.

13.10.3 The net saving on account of the Cadre Review of Admn Cadre comes to Rs. 14.59 lacs per anum. 13.11. RECOMMENDATION The benefits motivation and essentiality of requirement on account of the Cadre Review have already been discussed. There is no increase in the financial implication rather there will be net saving of Rs. 14.59 lacs per annum. The Board recommends acceptance of the proposal.

Contd P/47

47 CHAPTER-9 PARA MEDICAL STAFF 14.1 INTRODUCTION 14.1.1. Personnel of Border Roads Organisation are exposed to uncongenial climate and difficult working conditions. Consequently the morbidity and mortality are high. The role of medical and Para medical staff of BRO is, therefore, extremely important in providing comprehensive medical and health care. Their presence in remote and far-flung areas not only provide the qualitative health care in time but also boost up the morale of the men once they are assured of medical cover in the case of any eventuality. The Cadre, therefore, plays a vital role in Border Roads Organisation. 14.2. SALIENT FEATURE OF EXISTING CADRE 14.2.1. In Border Roads Organisation, there are 5 Nos Medical Staging Section, 2 Nos Medical Staging Unit, 58 Nos of Medical Inspection Room and 8 Nos of Dental units forming the basic medical set-up. These units are suitably located in project area according to workload and concentration of manpower. Apart from this major establishment, a fair number of Paramedical staff mainly consisting of Nursing Assistants and Leading Hand (Nursing) are provided with functional Platoons and Road Construction Companies to provide primary medical cover to the sick and wounded at the work site. 14.2.2. Present categories and strength of Para medical staff is as follows: Sl No. 1. 2. 3. 4. 5. 6. 7. Category GREF Supervisor (Nursing & Sanitation) Leading Hand (Nursing) Nursing Assistant Laboratory Assistant Laboratory Assistant (Micro) Blood Transfusion Asstt Operation Room Asstt Total 31 229 230 7 02 0 02 501 Strength ARMY 01 115 85 12 0 02 20 235 TOTAL 32 344 315 19 02 02 22 736

Contd P/48

48

14.2.3. Out of the existing 7 (Seven) subordinate categories, Laboratory Assistant, Laboratory Assistant (Microscopist) Blood Transfusion Assistant, and Operation Room Assistant are of limited strength and have no promotional post. Except for Laboratory Assistant (Microscopist) at present these categories are almost manned by Army Medical Corps. Microscopists are of directly recruited GREF cadre. Balance 3 categories of Nursing Assistant, Leading Hand (Nursing) and Supervisor (Nursing & Sanitation) form the bulk of the medical cadre of the Organisation. However, even these groups have difficulties in forming viable cadre structure due to lack of proper rationalization. The pattern of cadre structure prior to 6th CPC has been as under : Promotional Cadre
th

Isolated Categories

Supervisor (Nursing & Sanitation) 6 CPC (a) Laboratory Assistant 6th CPC (Pay Scale : 4000-6000) G/Pay (Pay Scale: 3200-4900) G/Pay DR- 50% DPC- 50% GREF-40 ARMY- 1 2400/2000/(b) Laboratory Assistant (Microscopists) (Pay Scale: 3050-4590) 1900/Leading Hand (Nursing) (Pay Scale: 4000-6000) 2400/DR-75% DPC- 25% GREF-181 ARMY-115 (c) Blood Transfusion Assistant (Pay Scale: 3050-4590) 1900/Nursing Assistant (Pay Scale: 2610-4000) 1800/DR- 100% DPC- Nil (d) Operation Room Asstt. GREF- 169 ARMY- 75 (Pay Scale: 3050-4590) 1900/14.3. RECRUITMENT AND ENTRY AT PRESENT. 14.3.1. As per existing Recruitment Rules, 1982, the posts in the cadre can be filled by direct recruitment (DR) and through Departmental Promotion Committee (DPC). These are given below:(a) Sanitary Inspector Direct Recruitment: 50%. Contd P/49

49 Matriculate holding Sanitary Inspector Course with 5 years experience as Sanitary Inspector or Passed Class I Course for Sanitary Assistant as laid down in Defence Services Regulation, Qualification Regulation for Soldiers. Promotion: 50% Leading Hand (Nursing) with 5 years regular service in GREF. Should pass test or Sanitary Inspector Course. (b) Leading Hand (Nursing) Direct Recruitment: 25% Matriculate. Possessing recognized Nursing qualification and 3 years experience as Nursing Assistant in Hospital. Must possess basic knowledge hygiene and sanitation or passed Class I course of Nursing Assistant as laid down in Defence Service Regulation, Qualification Regulation for Soldiers. Promotion: 75% Matriculate Nursing Assistant with 5 years service in GREF. (c) Nursing Assistant. Direct Recruitment: 100% Matriculate with Science, passed First Aid Course prescribed by St John Ambulance Brigade conducted by St. John Ambulance Association and has practical experience for one year in a hospital. OR; Matriculate or equivalent. Passed Class 2 Course for Nursing Assistant as laid down in Defence Services Regulations, Qualification Regulation for Soldiers. Possessing Defence Trade Certificate for Nursing Assistant. Or; Matriculate or equivalent passed with 2 years regular service in GREF. Passed Nursing Assistant Class IV course from AMC Centre and School Lucknow and Class III Nursing Assistant Training in a Military Hospital. Promotion: NIL (d) Laboratory Assistant Direct Recruitment: 100% Possessing Laboratory Assistant Certificate issued by I.T.I with one year experience as Laboratory Assistant in a Hospital, Or; Passed Class 1 Course for Laboratory Technician as laid down in Defence Services Regulation, Qualification Regulation for Soldiers. Contd P/50

50 (e) Laboratory Assistant (Microscopist) : Direct Recruitment: 100% Matriculate with Medical Laboratory Technology certificate, OR; Matriculate, Passed Class I course for Laboratory Technician as laid down in Defence Services Regulations, Qualification Regulation for Soldiers. (f) Blood Transfusion Assistant : Direct Recruitment: 100% Civilian Nurse having Matriculate and one year experience as Blood Transfusion Assistant in a Civil Hospital or Blood Bank. Should pass trade test, OR; Matriculate and passed Class 1 course for Blood Transfusion Assistant as laid down in Defence Services Regulations, Qualification Regulation for Soldiers. (g) Operation Room Assistant: Direct Recruitment: 100% Civilian Nurse Attendant who are Matriculate and having 2 years experience as Operation Room Assistant in a Hospital, OR; Matriculate, passed Class 1 course Operation Room Assistant as laid down in Defence Services Regulations, Qualification Regulation for Soldiers/possessing Defence trade certificate for Operation Room Assistant..

Contd P/51

51

14.3.2. Rate of Promotion ARMY Supervisor (N & S) 1 GREF 40 20 (1: 9.05) L/Hand (Nursing) 115 181 45 (1: 3.75) Nursing Assistant 75 169 100% DR (169) 75% DR (136) 50% DR ( 20)

Out of the existing 7 categories in the medical cadre, 4 categories are of isolated posts having no promotional avenue. For remaining 3 categories promotional channel exist, but these are extremely slow due to lack of adequate promotional posts. There is an urgent requirement to create and strengthen motivation of the existing staff to give their best. 14.4. REVIEW BASED ON FUNCTIONAL AND PROMOTIONAL

REQUIREMENTS 14.4.1. DR/DPC Entrants. Consequent to implementation of the recommendations of Sixth Central Pay Commission the pay scale of Feeder grade and Fed grade have become identical, thus the promotion from Leading Hand (Nursing) (Feeder grade Pay Scale Rs. 4000-6000) to Supervisor (Nursing & Sanitation) (Fed grade, pay scale Rs. 40006000) can not be termed as a promotion.

Contd P/52

52

14.4.2. (a)

Recruitment & Promotion Rules provide 25% DR at Leading Hand

(Nursing) and 50% DR at Supervisor (Nursing & Sanitation) levels. (b) It is serious handicap to the promotions. Existing provision from Leading

(Nursing) to Supervisor (Nursing & Sanitation) can not be termed as Promotion in real terms as both the feeder grade and fed grade are in identical pay scale. Therefore, the higher grade is recommended to be placed in the pay band of Grade Pay Rs 4200/-. (c) same (d) The strength of Nursing Assistant does not form viable feeding category to The nature of duty of Leading Hand (Nursing) and Nursing Assistant is

L/Hand (Nursing). There are 169 (GREF) Nursing Assistant as against 181 Leading hand nursing (GREF). (75% DPC) (e) Both Leading (Nursing) and Nursing Assistant are to be Matriculate and

there is very little difference in recruitment rules. 14.4.2. Restructuring and Redesignation of Medical Cadre The apex post in the Medical Cadre is Supervisor (Nursing) and intake is 50% by direct recruitment and 50% through promotion from Leading Hand (Nursing). The structure and pyramid of the medical cadre is full of kinks. The designations of the categories in the Medical Cadre are not in conformity with the job contents and profession. The board recommends the re-structuring/ re-designation of the cadre.

14.5. RECOMMENDATION OF THE BOARD 14.5.1 i) At present there are 315 post of Nursing Assistant with Grade Pay Rs. 1800/- are authorized. It is proposed to decrease it to 266 posts. The posts in the grade pay 1900 like Lab Asst (Micro), BTA, ORA can be are proposed to be merged and redesignated as Sr Assistant (Nursing). The Lab Asst with GP-2000 will

automatically get his GP-2400 after ten years and can be promoted to Supvr (Nurs) with Grade Pay Rs. 2400/- automatically on getting his MACP. ii) LH (Nurs) and Nurs (Sup) to be merged being in same Grade Pay iii) Existing Pharmacist in the Grade Pay of Rs. 2800/- to be placed as Sr Supdt (Nurs) in the Grade Pay of Rs. 4200/iv) In HQ DGBR, One Sr Supdt (Nurs) and Two Nursing Asst have been catered for. Contd P/53

53 v) In HQ Project Sr Supdt & 2 Nursing Asst have been provided. vi) No direct recruitment in the trade of Supvr. vii) Minimum qualification for Nursing Assistant will be 10+2 from Science stream.

(viii) The posts of Laboratory Assistant (Microscopists) be abolished. (ix) The authorization of Laboratory Assistant, Blood Transfusion Assistant and Operation Room Assistant should entirely be filled by Army personnel. (x) Strength of Army personnel shall continue to be as present.

14.5. REVISED RECRUITMENT & PROMOTION RULES. (a) Proposed changes in existing Recruitment & Promotional Rules are attached

as per book. 14.7. REVISED/ RESTRUCTURED STRENGTH OF THE CADRE The authorization of categories in Medical Cadre to various formations/ units of the Organisation it given in Annexure - VII. 14.7.2. Ratio of Promotion ARMY Supvr (Medical) Gde-I GREF 20 100% DPC

Supvr (Medical) Gde-II -

(1: 5.35) 107 (1: 2.35) 100% DPC

Medical Asstt 14.8 FINANCIAL IMPLICATION Appendix G.

164

252

100% DR (252)

14.8.1. The financial implication of the proposal has been worked out as attached as per

Contd P/54

54 CHAPTER-10 SIGNAL CADRE 15.1. INTRODUCTION 15.1.1 Border Roads Organisation is deployed all along the Borders from East to West including Andaman-Nicobar Islands and the deep deserts of Rajasthan. A well-laid communication system forms the lifeline to co-coordinate the working of this Organisation. The communication system is on Department of Telecommunication (DOT) network and/or on separate independent BRO radio network in Department. This communication network as (i) Telephone communication where DOT media available (ii) Telex (DOT Medium) and Radio where no DOT medium available. The communication network is to cater for HQ DGBR, Projects, Task Force, RCCs, Functional/ Service Platoons, other allied units and other

formations/Deptts. The communication essentials are (i) forward and rear radio communication (ii) horizontal and vertical radio message passing/ receiving (iii) local line communication and maintenance of Project Headquarters Exchange and (iv) manning of local exchanges. 15.1.2. The categories of personnel required to carry out the day to day functions of communication fall in three well defined Streams as under : (a) Telephone Communication Stream It consists of (i) Assistant Charge man (Line) Signals, (ii) Leading Hand Signals (Lines), (iii) Telephone Operator (iv) Lineman and (v) Telephone Mechanic. (b) Signal Communication Stream It consists of the sub-groups as under: (i) Radio Operator Sub-Group It has Assistant Charge man Operator (Signals), Leading Hand Signals Operator and Radio Operator. (ii) Radio Mechanic Sub-Group It has Foreman Signals, Charge man Signals and Radio Mechanic. (c) Cipher Supervisor Stream It has (a) Supervisor Cipher Grade-I (Clerk Upper Division Cipher Technical) and (b) Supervisor Cipher Grade-II. Contd P/55

55 15.2. PRESENT CADRE The existing force of signal personnel is as per Appendix to .. Revised as per 6th CPC G/Pay Rs.4200

15.2.1. Strength.

15.2.2. Scale of Pay of categories in Signal cadre. Prerevised 1. 2 3. 4. Foreman Signals Charge man Signals Radio Mechanic Asstt Charge man Signals Operator 5. Assistant Charge man (Lines) Signals 6. 7. 8. Supvr Cipher Gde-I Super Cipher Gde-II Leading Hand Signals (Lines) 9. Leading Hand (Signal Operator) 10. 11. 12. 13. Radio Operator Telephone Operator Line Man Telephone Mechanic Rs. 2610-4000 G/Pay Rs.1800 Rs. 3050-4590 G/Pay Rs.1900 Rs. 4000-6000 G/Pay Rs.2400 Rs. 5000-8000 Rs. 4500-7000

Contd P/56

56 15.3. HIERARCHICAL PATTERN 15.3.1. Telecommunication Stream Assistant Charge man (Lines) Signals GREF- 20 ARMY- NIL DR - NIL DPC- 100% Pay Scale (4000-6000)

L/Hand Signals (Line) GREF- 10 ARMY- 06 DR - 33-1/3% DPC- 66-2/3% Pay Scale (3050-4590)

Telephone Operator GREF- 80 ARMY- NIL DR - 66-2/3% DPC- 33-1/3% Pay Scale (3050-4590)

Lineman GREF- 10 ARMY- 06 DR - 33-1/3% DPC- 66-2/3% Pay Scale (3050-4590) (DR is by promotion of Matriculate Pioneers Subject to passing of a Trade Test.) 15.4. SIGNAL COMMUNICATION STREAM

15.4.1. Sub Group of Radio Communication Stream. The existing pattern of this stream is given below: Forman Signals (ARMY-3) DR-NIL DPC-100% (Pay Sc. (5000-8000) Assistant Charge man Operator (Signals) (GREF-15) Charge man Signals (GREF-22) (ARMY-13) DR- NIL DPC- 100% DR - NIL DPC- 100% (Pay Sc. (4500-7000) Pay Sc.(4000-6000) Leading Hand Signals Operators (GREF-46) DR - NIL DPC- 100% Pay Sc.(3050-4590) Radio Mechanic (GREF-28) (ARMY-10) DR- 75% DPC- 25% (Pay Sc.(4000-6000)

Radio Operator (GREF- 175) (ARMY-117) DR - 100% DPC- NIL Pay Sc. (3050-4590) Contd P/57

57 15.4.2 Present Structure of Radio Operator Sub-Group. This stream is operated by Categories (i) Radio Operator (ii) Leading Hand Signals Operator & (iii) Assistant Charge man Signals Operator. Total Strength is 366. The Army quota with respect to Radio Operator (117) and ACM Signals Operator (13) is quite substantial in proportion to the GREF quota and therefore, we have taken an overview of the functioning of this stream by cumulative strength. The existing structure of this stream is as given below: Assistant Charge man Operator (Signals) 28 DR - NIL DPC- 100% Pay Sc. (4000-6000)

Leading Hand Signals Operators (GREF-46) DR - NIL DPC- 100% Pay Sc.(3050-4590)

Radio Operator 292 DR - 100% DPC- NIL Pay Sc. (3050-4590) 15.4.3. Lineman and Telephone Mechanic Categories. Categories of Lineman and Telephone Mechanic are two categories without technical base. These two categories are in the grade pay of Rs. 1800/-. It is recommended to merge these two grades with Grade of Pioneer. 15.4.4 Leading Hand Signal (Lines), Telephone Operator, Radio Operator and Leading Hand Signal Operator These four trades carry identical grade pay of Rs. 1900/-. All these trades are interchangeable and one can perform the work of another with minimum training where ever is required. As the promotional prospect in all these trades are very bleak, it is proposed to merge all these grades and re-designate as Operator (Communications). Contd P/58

58

15.4.5 Radio Mechanic, Asst Chargeman Signals (Operator), Asst Chargeman Lines (Signals), Supvr Cipher Gde-I & Gde-II All these five trades are having same grade pay of Rs. 2400/-. Out of all these five trades only the Radio Mech trade and Supvr Cipher Gde-II have Direct Recruitment element. If all these grade are merged as there in same grade pay it will result in economy without adversely affecting the functional aspects. It will result in giving career up gradation prospect and bring in uniformity. After merging of these trades it can be re-designated as ACM. The Direct Recruitment to this grade can be limited to twenty percent only to meet the requirement of Radio Mechanic. 15.4.5 Chargeman Signal Chargeman Signal at present is in the grade pay of Rs. 2800/-. Only Radio Mechanic get promotion to this grade as per existing R&P Rules. It is recommended that all the five trades as mentioned in para 15.4.5 with grade pay Rs. 2400/- should make to this grade on promotion. It is recommended that Chargeman Signal can be re-designated as Chargeman. 15.4.6 Pay commission has envisaged three tier promotion in all grades failing which it recommended MACP in three higher grades. Hence for the grade of Operator Communication three tier promotion is envisaged by promotion to ACM Chargeman and Senior Chargeman. Thus Senior Chargeman grade can be introduced with Grade Pay Rs. 4200/- by promotion from the grade of Chargeman. 15.4.7 Personnel in the grades requiring diploma in Engineering Civil/Mechanical are being re-designated as JE Civ/Mech. In the same line the diploma holders in the grades of ACM / Chargeman can be given the grade pay of Rs. 4200/- by redesignating as JE (Communication) with Grade Pay Rs. 4200/-. However the nondiploma holders can be promoted from Chargeman in the Grade Pay of Rs. 2800 to Sr Chargeman in Grade Pay of Rs. 4200/-. In other words a diploma holder in the grade of Rs. 4200/- will be designated as JE (Comn) whereas a nondiploma holder with same grade pay will be designated as Sr Chargeman although both will hold the same appointment against stroke posting of JE (Comn)/Sr Chargeman. 15.4.8 It is recommended that JE (Comn) having diploma qualification can be promoted to the Grade of Asst Comn Officer with grade pay Rs. 4600/- considering that Govt Contd P/59

59 has recommend MACP scheme with tier up gradation. As the personnel will automatically will be entitled to grade pay of Rs. 4600/-, 4800/- and 5400/- on MACP, there will not be any considerable financial loss to the Govt. if the post of Asst Comn Officer and Comn Officer are created against the aforesaid Grade Pay. On the above analogy although no matching saving is actually required for creation of post of Asst Comn Officer and Comn Officer. Another reason why this post of Asst Comn Officer at TF level has been recommended is that at present BRO is getting new works in remote and Border areas particularly on Indo China Border where communication will be a problem. Hence positioning Supervisory Officer to look after the communication needs of the areas of the operation of the TF is considered essential. 15.4.8 Existing Trade Line Man Telephone Mech LH Sig Optr Radio Optr LH Sig Line Telephone Optr Radio Mech ACM Optr Sig ACM line Sig Supvr Cipher-I Supvr Cipher-II Chargeman Sig The overall picture will emerge as under:Auth Strength 35 19 66 331 18 75 53 33 33 16 52 33 0 0 18 Re-designated as Merged Pioneer 490 Proposed Strength with 0 Remarks

Operator (Communication)

457

187

ACM

103

Chargeman Sr Chargeman / JE (Comn) Asst Comn Offr Comn Officer/Capt

20 55 35 19

15.4.6 The existing and proposed R&P Rules are enclosed as per book. 15.4.7. CHANGE IN THE AUTHORISATION IN ESTABLISHMENT OF UNITS The changes proposed in the authorization in Establishment of units are given in the Annexure VIII. 15.4.8. Also earlier process unfortunate by that specialized category of Radio Mechanic did not get even one promotion in his life time. This has been addressed is the cadre review by merging the trade. The proposed structure will be as under:Contd P/60

60

15.4.8 FINANCIAL IMPLICATION 15.4.9 The financial implication of the proposal has been worked out as attached as per appendix H.

Contd P/61

61 CHAPTER-11 OPERATOR & DRIVER CADRE 16.1. INTRODUCTION 16.1.1. During November 1993, based on a CAT decision, the Government of India introduced a promotional scheme for Staff Car Drivers working in the Government of India, vide Department of Personnel & Training Office Memorandum, No. 22036/1/92 Estt (D) dated 30 Nov 1993 (Copy placed as Annexure N). After consultation with the Ministry of Finance and Department of Personnel & Training the provisions of the aforesaid scheme have been made applicable to the following three categories of Drivers/Operators of Border Roads Organisation vide Government of India, Ministry of Surface Transport, Border Roads Development Board letter No. F.114 (8)/898-Pers/12803/AMDT/DGBR/EG2 dated 30 August, 1994, (Copy placed at Appendix O). 16.1.2. The graded structure has further been modified as introduced vide Ministry of Personnel, Public Grievances and Pensions (Department of Personnel and Training) Office Memorandum No. 43019/94/96-Estt(D) dated 15 February 2001. Sl No. 1. 2. 3. 4. Grade Ordinary Grade Grade-II Grade-I Special Grade Pay Scale Rs. 3050-4590 Rs. 4000-6000 Rs. 4500-7000 Rs. 5000-8000 Percentage 30 30 35 05

16.1.3. From the above, it is apparent that the Driver & Operator Cadre has adequate and sufficient promotional avenues. 16.2. We have, however, examined the strength of Drivers & Operators with reference to the Vehicles / Equipments held in the Organisation. There is a need to increase the number of Drivers and Operators in the Organisation by matching reduction from the Group D personnel.

Contd P/62

62 16.2.1. Existing and Proposed Strength in the Cadre is as under:Sl No. 1. 2. 3. Category
GREF

EXISTING
ARMY TOTAL GREF

PROPOSED
ARMY TOTAL

Driver MT OEM Driver RR Total

5180 1876 919 7975

231 80 911

5411 1956 919 8286

5180 1876 919 7975

231 80 911

5411 1956 919 8286

16.2.2. Proposed changes in the establishment of units are shown in the statement at Annexure Q. 16.3. RECRUITMENT RULES 16.3.1. Entry in the Cadre is only at Ordinary grade through Direct recruitment from open market and by promotion from Group C and D employees, as under: (a) Driver MT (Ordinary): Direct recruitment is 80% from the market candidate who have passed 8th Class and in possession of Heavy Driving Licence with 3 years experience, Or, Passed class 3 course for Driver Plant and Mechanical Transport/Driver Mechanical Transport as laid down in Defence Service Regulations, Qualification Regulations for Soldiers. Promotion: 20% by promotion of Group C and D employees who have passed 5th Standard with 5 years regular service in GREF and possessing valid heavy driving licence and subject to passing of a trade test. (b) OEM (Ordinary): Direct recruitment is 80% from the market candidate who have passed 8th Class and in possession of Heavy Driving Licence with 3 years experience in operating Earth Moving Plants and subject to passing of a trade test. Promotion: 20% by promotion of Group C and D employees who have passed 5th Standard with 5 years regular service in GREF and possessing valid heavy driving licence and subject to passing of a trade test. (c) Driver RR (Ordinary): By Promotion only (100%) from Group C and D

employees with 5 years regular service in GREF and possessing valid driving licence for medium vehicles and subject to passing of a trade test. Contd P/63

63

16.4

PROPOSED RECRUITMENT RULES proposed to raised from 8th standard to 10th standard. and to unify the cadre the DPC entry at Ordinary grades level of the above three categories has been recommended to be stopped and complete intake will be through the market with higher qualification i.e. 10th class + Heavy Driving Licence. Proposed Recruitment Rules are as under: (a) Driver Mechanical Transport (i) (Ordinary Grade) 10th Standard passed. Possessing valid heavy

16.4.1.To improve the quality of the Drivers & Operators academic qualification is

driving licence, OR; Passed class 3 course of Driver Plant and Mechanical Transport/Driver Mechanical Transport as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. (ii) Grade-II By promotion from Driver Mechanical Transport Grade-I By promotion from Driver Mechanical Transport

Ordinary Grade in GREF subject to passing of a trade test. (iii)

Grade-II with 5 years regular service as Driver MT Grade-II in GREF subject to passing of a trade test. (iv) Special Grade By promotion from Driver Mechanical Grade-I

with 3 years regular service as Driver MT Grade-I in GREF subject to passing of a trade test. (b) Operator Excavating Machinery (OEM) (i) (Ordinary Grade) 10th Standard passed. Possessing valid heavy

driving licence, OR; Passed class II course of Operator Excavating Machinery as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. (ii) Grade-II By promotion from Operator Excavating Machinery Grade-I By promotion from Operator Excavating Machinery

Ordinary Grade in GREF subject to passing of a trade test. (iii)

Grade-II with 5 years regular service as OEM Grade-II in GREF subject to passing of a trade test. Contd P/64

64 (iv) Special Grade By promotion from Operator Excavating

Machinery Grade-I with 3 years regular service as OEM Grade-I in GREF subject to passing of a trade test. (c) Driver Road Roller (i) (Ordinary Grade) 10th Standard passed. Possessing valid heavy

driving licence, OR; Passed class II course for Driver Plant and Mechanical Transport as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. (ii) Grade-II By promotion from Driver Road Roller Ordinary Grade Grade-I By promotion from Driver Road Roller Grade-II with 5

in GREF subject to passing of a trade test. (iii)

years regular service as Driver RR Grade-II in GREF subject to passing of a trade test. (iv) Special Grade By promotion from Driver Road Roller Grade-I

with 3 years regular service as Driver RR Grade-I in GREF subject to passing of a trade test.

16.5. CONCLUSION Since there is no change in the authorised strength, financial implications not affected. Unit wise existing / proposed authorization attached as per Annx IX and financial implication attached as per Appx I Contd P/65

65 CHAPTER-12 FIREMAN CADRE 17.1. INTRODUCTION 17.1.1. In the past, though the Fireman Cadre played a vital role in certain establishments in Border Roads Organisation in prevention and control of fire yet with the passage of time and proximity of the units to the cities where Government Fire Service Organisation exists, it appeared that the importance of the Fireman cadre lost. However with the induction of new units in Border areas and non-availability of necessary help from near proximity this cadre has to be strengthened to cater for the minimum requirement to safe guard against fire hazards to the man and material of Organization. The above aspect in consideration, the fire cadre has to be strengthened to discharge their roll effectively.

17.1.2. PRESENT CADRE STRENGTH 17.2.1.The authorization of Fireman Category in the following Formations/ Units of the Organisation is as under:Sl No. 1. 2. 3. 4. 5. Category Asstt Fire Supdt Supvr Fire L/H (Fire) Fire Eng Dvr Fireman-I/II Total GREF Centre 1 1 2 4 EBW 1 4 4 4 13 B/Depot 1 1 4 4 18 28 TM Pl 1 3 7 11 Total 1 4 9 11 31 56

Establishment/ units where the Categories of Fire Cadre are authorized are shown in the statement at Annexure R. 17.2.2. At present, as per Recruitment & Promotion Rules, the post of Assistant Fire Superintendent, Supervisor Fire, Leading Hand (Fire), Fire Engine Driver and Fireman Grade-I/II are filled by promotion. Break up details of the strength of each category are shown below:Contd P/66

66

Sl No. 1. 2. 3. 4. 5. 17.3.

Category Asstt Fire Supdt Supvr Fire L/H (Fire) Fire Eng Dvr Fireman-I/II

Authorised Strength GREF 1 4 9 11 31 ARMY TOTAL 1 4 9 11 31

Present Holding 1 1 3 2

Method of DPC 100% 100% 100% 100% 100% DR -

PRESENT PROBLEM WITH THE CADRE

17.3.1. The recruitment at entry point to the Fireman Cadre is at Fireman Grade-II, level which is a Group D post, is mainly from Pioneers. As may be seen from above the channel of promotion is not satisfactory. Keeping in view the 6th CPC recommendation, the Pioneers and Fireman will be of the same grade. Hence the Fireman can be carved out against the strength of Pioneers and can be redesignated as Pioneer (Fire). They can do duties of Pioneer as well as that of a Fireman at the time of need by suitable training under multi-skill programme.

17.3.1.1. RECOMMENDATION OF THE BOARD 17.4.1. The Board recommends: (a) The Board recommends that cadre strength should be suitably beefed up so that they can discharge duties effectively. From present strength of 56 the total

strength may be increased to 344. The promotional separation can be partly met from the MACP introduced by the Govt and partly by increasing the Nos of post in the grade Asst Fire Supdt, Supvr Fire, and Leading Hand (Fire) posts.

Trade Asst Fire Supdt Supvr Fire Leading Fire Fire Engne Driver Fireman

Existing 1 4 9 11 31

Proposed 7 36 43 0 258 Contd P/67

67 (b) Element of fireman cadre has been proposed only in tunnel, GC, GR, SSTC, IESPL, BW & Store Deport.

(c) The category of Fire Engine Driver need not be kept separately as the duties can be discharged by DVR MT.

(d) The basic purpose of keeping a dedicated fireman cadre in the aforesaid establishment is to ensure proper supervision against fire hazards as well as to take the preliminary steps to douse the fire in small scale or even in large scale till help from other sources received.

(e) The changes proposed in the authorization in Establishment of units are given in the Annexure X.

17.5. 17.5.1.

FINANCIAL EFFECT The financial implication of the proposal has been worked out as attached as per appendix J.

Contd P/68

68 CHAPTER-13 STENOGRAPHER CADRE 18.1. INTRODUCTION

18.1.1 Stenographer Cadre forms a part of the overall communication system of the Organisation. In the network of units of the Border Roads Organisation this Cadre is provided to the senior managers as communication aid. The system has wide importance and practical advantage in speeding up disposal of cases as the spoken language can be recorded with 1/6th of the trouble and time that long hand requires. 18.1.2 DOP & T extant orders lays down the scale of stenographic assistance to officers in the subordinate offices of the Govt. of India. Further DOP&T orders dated 9.2.1990 stipulates that the entitlement of the stenographic assistance to officers in the subordinate offices will be linked to the nature of jobs and quantum of work of the officers which is to be determined by Staff Inspection Unit/ IWSU.

18.1.3 In the light of above, the number of posts and level of such posts have to be determined on the basis of studies by SIU/ISWU. Therefore, the proposal in respect of Stenographer Cadre has been delinked from this review and will be dealt with separately in accordance with the DOP&Ts extant orders on stenographic assistance in the Organisation. 18.1.4 Consequent upon issue of Govt. of India, Ministry Personnel, Public Grievances and Pension (Department of Personnel and Training) O. No. 22034/2/92-Estt (D) fayed 06 August, 1999, the Stenographer cadre in Border Roads Organisation was re-structured vide Govt. of India, Ministry of Surface Transport, BRDB letter No. BRDB/06/94/2000-GE.I dated 02 June 2000 18.2.1 The present authorization Vs holding as on 30 Sep 2009 is as under:Trade Sr Pvt Secy Pvt Secy Steno-I Steno-II Steno-III G/Pay 4600 4200 4200 4200 2400 47 82 76 25 55 66 Auth Holding Method of Rectt DPC DPC DPC DPC Direct Recruitment Contd P/69

69 18.2.2 RECOMMENDATION OF THE BOARD 18.2.3 Prior to acceptance of 6th CPC Report, posts of Sr Pvt Secy and Pvt Secy were Group B Gaz and onus were Group C posts. It is recommended for merger of Steno Gde-I and Steno Gde-II level as they are in same grade pay and re-designated as Stenographer Gde-I. Stenographer Gde-III may be redesignated as Stenographer.

The changes proposed in the authorization in Establishment of units are given in the Annexure XI.

FINANCIAL EFFECT 18.2.3 The financial implication of the proposal has been worked out as attached as per appendix K.

Contd P/70

70 CHAPTER-14 HINDI CADRE Introduction 19.1.1 The aim of this board is to suggest measures to rationalise in a manner to lend functional efficiency to Hindi Cadre. 19.1.2 Although BRO was created in 1960 and was made permanent in 1969, Hindi Cadre was introduced in BRO during 1982 with one Hindi Officer, 20 Hindi Translators and 18 Hindi Typists. Keeping in view the workload and Govt emphasis on use of Hindi for official purposes, more Hindi posts were sanctioned according to norms prescribed by the Deptt of Official Language and deployed up to Task Force level. At present following strength of Hindi Staff are authorised in BRO : (a) AD (OL) (PB3 Rs 15600-39100 GP-5400/-) - 3 (1 Dte GBR, 1 for GREF Centre & 1 for Trg School, Pune)

(b) Senior Hindi Translator - 3 (01 Dte GBR & 02 in GREF Centre (PB2 Rs 9300-34800, & Record respectively) GP-4600/-) (c) Hindi Translator (PB2 Rs 9300-34800 GP-4200/-) - 62 (All Projects HQrs, independent Establishment & Task Forces)

19.1.3 Hindi Staff was appointed and posted in Sep 1983. 19.1.4 The Hindi Translators presently held in the post have over more than 19.1.5 Years of service in the Deptt but are stagnating in the absence of promotional avenues . 19.1.6 The existing R&P Rules provide that a Hindi Translator is eligible for promotion to Sr Hindi Translator on completion of 5 years of service. After 8 years of service one is eligible for promotion as Asst Dir (OL) to the Pay Band 3 of Rs 1560039100 with Grade Pay Rs 5400/-. Further Sr Hindi Translator is eligible for promotion as Asst Dir (OL) after 3 years of service.

Contd P/71

71 19.1.7 Separate posts have been created by Rajbhasha Vibhag broadly for translation and implementation work of OL Policy in other Min/Deptt whereas Hindi Staff in BRO have to cater for the duties of both translation as well as implementation. In BRO, apart from translation work of administration/ technical/legal terminology from Hindi to English & vice-versa, Hindi Staff is responsible for arrangement of Hindi Training, Hindi Typing & Stenography to non Hindi knowing staff, organising Hindi Implementation Committee, review of minutes of quarterly Meeting of Official Language Implementation Committee, attend meeting of town Official Language Implementation Committee, Organisation of Hindi Workshop for imparting practical working knowledge to employees, preparation of reference and help literature for Hindi Workshop, compliance of Section 3(3) of Official Language Act, 1963 and ensuring compliance of various other provisions of annual programme envisaged by Department of Official Language. 19.1.8 Since 1986 no cadre review was carried out for Hindi Cadre. However, a proposal for creation of following Hindi Staff is submitted before the Cadre Review Committee for betterment and upgradation of Hindi Cadre. (a) Sr Hindi Translator 19 (01 each at all Project HQ, HQ DGBR, GC & GR)

19.1.9 The Committee of Parliament on Official Language in their first report to the Govt had recommended that various ministries should form their own separate cadre of Hindi Officer/Personnel engaged in translation work in their subordinate offices for implementation of Official Language Policy. This recommendation has been accepted by the Govt with the remarks that Cadre may be formed wherever feasible. 19.2.1 Govt of India, Deptt of Official Language vide their letter No 9/2/97-OL(Services) dt 16 Jun 1999 have also experienced that owing to quantum of Hindi work being done in BRO, Hindi Staff sanctioned is too less and strength needs to be enhanced. Deptt of Official Language have, however, also suggested to create more posts based on Work Study wherever norms do not permit for new creations.

19.2.2 Recommendations of Board To have a rational pyramidal structure it is proposed that 15 posts of Hindi Translators in PB2 (Rs 9300-34800, Grade Pay 4200) be upgraded to Sr Hindi Translator in PB2 (Rs 9300-34800, Grade pay 4600) against surrender of 19 Hindi Translators. 19.2.3 Existing Authorization and proposed strength is given in Appendix-XII.

19.2.4

FINANCIAL EFFECT

19.2.5 The financial implication of the proposal has been worked out as attached as per appendix L. Contd P/72

72 CHAPTER-15 MISCELLANEOUS CATEGORIES 20.1. INTRODUCTION 20.1.1 As Border Roads Organisation is basically a departmental construction agency; bulk of the force consists of skilled and unskilled personnel. The skilled

categories are broadly divided into various cadre sub group according to the functional requirement. Unskilled /semiskilled categories do not fall under such sub group and are spread over units and sub units of the entire Organisation. Unskilled work force of Pioneer, in addition, are grouped undo Pioneer Companies. 20.1.2. 30 categories of skilled/ Semiskilled or unskilled have been review in this Chapter as listed below:(1) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11) (12) (13) (14) (15) (16) (17) (18) Driver Engine Static Driller Welder Operator Tyre Repair Plant (OTRP) Moulder Blacksmith Copper & Tin Smith Turner Machinist Gate Keeper Pattern Maker Ferro printer Mate Pioneer Carpenter Upholster Boot Maker Daftry Contd P/73

73 (19) (20) (21) (22) (23) (24) (25) (26) (27) (28) Mason Painter Tailor Washer man Cook Mess Waiter Masalchi Barber Safaiwala Pipe Fitter

20.2.1 REVIEW 20.2.1. The following aspects have been examined:(a) The skilled/semi skilled & unskilled categories have inherent difficulty in moving up the promotional background and / or formal technical education. (b) The categories are mixed up of Matriculate and non-Matriculate candidates with varying overtones in promotional channel. Therefore, each category has been examined and it is found that in most of the cases promotions are not available and it requires diversification of trade or learning new trade. (c) Due to the applicability of elongated scale of pay, a number of categories have been clubbed together, which dampens the zeal/ motivation for promotions. 20.2.2. The Group D categories are not feeder grade for any specific categories. By virtue of being Group D they can take a chance for promotion to various categories, if they have the requisite qualification and pass the laid down trade test. However, very few personnel have been able to avail such opportunities.

Contd P/74

74 20..3. RECOMMENDATION 20.3.1. As per Assured Career Progression guidelines only those personnel get the benefit of financial up gradation who are otherwise eligible for promotion to higher posts as per the Recruitment and Promotion Rules. However, in case of isolated categories such a condition need not be fulfilled. As such by removing Group D personnel from various feeder grades, all of them will become eligible for financial up gradation irrespective of the fact whether they are otherwise eligible for promotion or not. As such it is proposed that Group D categories may be treated as ISOLATED so that all personnel these categories can avail three financial up gradation under ACP Scheme. 20.3.2. Driver Engine Static: Pay Scale Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 Existing: DR: 33-1/3% Qualification: Direct Recruitment: Certificate in Mechanic Motor/Vehicle/Tractor issued by DPC: 66/3%

ITI/ITC/NCTVT or passed Classed 3 course for Driver Plant and Mechanical Transport as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. Promotion: Pioneer/ Driller with 5 /3 years service respectively subject to passing of a trade test. Recommendation: (i) DR: 100% (ii) Qualification: Direct Recruitment: Certificate in Mechanic Motor/ Vehicle/ Tractor issued by ITI/ITC/NCTVT or passed Class 3 course for Driver Plant and Mechanical Transport as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. Promotion: Not Applicable. (iii) Driver Engine Static be re-designated as Operator Engine Static to job reflected of the job performed. DPC: Nil

Contd P/75

75 (iv) Total Authorizations from 1205 be reduced to 1197 and the authorization of posts in the units be revised accordingly. (v) This category be treated as Isolated. 20.3.3. Driller Pay Scale: Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 Existing: DR 25% Qualification: Direct Recruitment: 5th Standard passed. Practical proficiency by actual test/ trial. Promotion: Mate (2650-4000) with 3 years service and Pioneer (2610-4000) with 5 years service in GREF subject to passing of a trade test. Recommendation: (i) (ii) DR 100% Qualification: DPC Nil DPC 75%

Direct Recruitment: Minimum 10th pass subject to passing of a trade test. Promotion: Not applicable. (iii) Total Authorizations from 69 be reduced to 22 and the authorization of posts in the units be revised accordingly. (iv) This category be treated as Isolated. 20.3.4 (A) Blacksmith: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 25% Qualification: Direct Recruitment: Blacksmith Certificate from ITI/ITC/NCTVT with 1-year experience/ Passed Class 2 course of Blacksmith as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. Promotion: Pioneer/ Mate who have passed 5th Standard with 7 /5 years service respectively subject to passing of a trade test. DPC: 75%

Contd P/76

76 (B) Copper & Tin Smith: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 75% Qualification: Direct Recruitment: Steel Metal Works Certificate from ITI/ ITC/ NCTVT with 1year experience/ Passed Class 2 course for Copper and Tin Smith as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. Promotion: Pioneer/ Mate who have passed minimum 10th pass/ITI with 7 /5 years service respectively subject to passing of a trade test. Recommendation: (i) Duties and responsibilities of both the posts of Black Smith and Copper & DPC: 25%

Tin Smith are identical. Further, the pay scale and qualification for DR and Promotion are also similar. Blacksmith can do the job of Copper & Tin Smith. Therefore, it is recommended that post of Copper & Tin Smith (14) be merged with that of Blacksmith (189) and the strength be brought down to 144. (ii) (ii) Intake to this category will be through direct recruitment only. This category is treated as Isolated.

20.3.5. (A) Turner: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900 DR: 100% Qualification: Direct Recruitment: Turner Certificate from ITI/ITC/NCTVT / Defence Trade Certificate with one year experience/Passed Class II course for Turner as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. (B) Machinist: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900 DR: 100% Qualification: Direct Recruitment: Machinist Certificate from ITI/ ITC/ NCTVT/Defence Trade Certificate with 1-year experience. Passed Class 2 course for Machinist as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. DPC: NIL DPC: NIL

Contd P/77

77 Recommendation: (i) Duties and responsibilities of both the posts of Turner and Machinist are identical. Further, the pay scale and qualification for DR are also similar. Machinist can do the job of Turner. Therefore, it is recommended that posts of Turner (123) and Machinist (25) be merged and the strength will be 114. (ii) This category be treated as Isolated.

20.3.6. Welder: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900 DR: 50% Qualification: Direct Recruitment: Welder (Electrical and Gas) Certificate from ITI/ ITC/ NCTVT/Defence Trade Certificate with 1-year experience, Or; Passed Class 2 course for Welder as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. Recommendation: (i) DR: 100% (ii) Qualification: Direct Recruitment: No Change (iii) The existing strength of 316 be brought down to 270. (iv) This category be treated as Isolated. 20.3.7. Carpenter: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 75% Qualification: Direct Recruitment: Carpenter Certificate from ITI/ITC/NCTVT or passed Class 2 course for Carpenter as laid down in Defence Services Regulations, Qualification Regulations for Soldiers, or, 8th Standard passed with 3 years experience in the trade. Should pass trade test. Promotion: Pioneer with 3 years service subject to passing of a trade test. DPC: 25% DPC: Nil DPC: 50%

Contd P/78

78 Recommendation: (i) DR: 100% DPC: NIL (ii) Qualification: Minimum 10th pass and Carpenters certificate from ITI/ITC/NCTVT Direct Recruitment: No change. Promotion: Not applicable. (ii) Total Authorization is 429 and no change. (iii)This category be treated as Isolated. 20.3.8. Upholster: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 75% Qualification: Direct Recruitment: Passed 5th Standard. Practical proficiency in the trade to be tested by actual trial/ test. Promotion: Boot maker with 3 years service subject to passing of a trade test for Upholster. Recommendation: (i) DR: 100% (ii) Qualification: Direct Recruitment: Minimum 10th Pass subject to passing of a trade test for Upholster. Promotion: Not Applicable (iii) No change in total strength. (iv) This category be treated as Isolated. 20.3.9. Mason: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 50% Qualification: Direct Recruitment: Building Construction/ Brick Mason Certificate from DPC: 50% DPC: Nil DPC: 25%

ITI/ITC/NCTVT with 1-year experience. or passed Class 2 course for Mason as laid down in Defence Services Regulations, Qualification Regulations for Soldiers, or, 8th Standard passed with 3 years experience in the trade. Should pass trade test. Contd P/79

79 Promotion: Pioneer with 3 years service subject to passing of a trade test. Recommendation: (i) DR: 100% (ii) Qualification: Direct Recruitment: Building Construction/ Brick Mason Certificate from DPC: NIL

ITI/ITC/NCTVT or passed Class 2 course for Mason as laid down in Defence Services Regulations, Qualification Regulations for Soldiers. Promotion: Not applicable. (ii) Total Authorizations from 1200 be reduced to 1198. (iii) This category be treated as Isolated. 20.3.10.Painter: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 50% Qualification: Direct Recruitment: Painter Certificate from ITI/ITC/NCTVT/ Defence Trade Certificate or Proficiency in the trade by actual test/ trial. Promotion: Pioneer with 3 years service subject to passing of a trade test. Recommendation: (i) DR: 100% (ii) Qualification: Direct Recruitment: Painter Certificate from ITI/ITC/NCTVT/ Defence Trade Certificate. Promotion: Not applicable. (ii) There is no change in the Authorised strength of 357. (iii) This category be treated as Isolated. 20.3.11.Washer man: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 50% Qualification: Direct Recruitment: Passed 5th Standard. Practical proficiency in the trade to be tested by actual test/ trial. Promotion: Pioneer with 3 years service subject to passing of a trade test. Contd P/80 DPC: 50% DPC: NIL DPC: 50%

80 Recommendation: (i) DR: 100% (ii) Qualification: Direct Recruitment: Minimum 10th pass. Practical proficiency in the trade to be tested by actual test/ trial. Promotion: Not applicable. (iii) This category be treated as Isolated. 20.3.12.Cook: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 50% Qualification: Direct Recruitment: Passed 5th Standard. Practical proficiency in the trade to be tested by actual test/ trial. Promotion: Masalchi, Mess Waiter and Pioneer with 3 years service in GREF in the proportion 30%: 30%: 40% subject to passing of a trade test. Recommendation: (i) DR: 100% DPC: NIL DPC: 50% DPC: NIL

(ii) Qualification: Direct Recruitment: Minimum 10th pass. Practical proficiency in the trade to be tested by actual test/ trial. Promotion: Not applicable. (iii) Total Authorization is 1155. No change in the Authorised strength. (iv)This category be treated as Isolated. 20.3.13.Mess Waiter: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 100% Qualification: Direct Recruitment: 5th Standard. Preferably served in a hotel/ mess on the job for at least 1 year. Promotion: Not applicable. DPC: NIL

Contd P/81

81 Recommendation: (i) DR: 100% DPC: NIL (ii) Qualification: Minimum 10th pass. Preferably served in a hotel/ mess on the job for at least 1 year. Direct Recruitment: Promotion: Not applicable. (iii) No change in the total authorizations of posts (total posts 139). (iv) To be treated as Isolated. 20.3.14.Safaiwala Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 100% Qualification: Direct Recruitment: Nil Desirable: Passed 5th Standard. Promotion: Not applicable. Recommendation: (i) DR: 100% DPC: NIL (ii) Qualification: Minimum 10th pass. Direct Recruitment: Promotion: Not applicable. (iii) No change in the Authorised Strength of 832. (iv) To be treated as Isolated. 20.3.15.Barber: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 75% Qualification: Direct Recruitment: Passed 5th Standard. Practical proficiency by actual trial/ test. Promotion: Pioneer with 3 years regular service in GREF subject to passing of a trade test. For Barber. Recommendation: (i) DR: 100% DPC: NIL Contd P/82 (ii) Qualification: 10th Pass. DPC: 25% DPC: NIL

82 Direct Recruitment: Promotion: Not applicable. (iii) No change in the Authorised Strength of 12. (iv) To be treated as Isolated. 20..3.16.Pipe Fitter: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 50 Qualification: Direct Recruitment: Matriculate. Certificate from ITI/ITC/NCTVT in the trade of Pipe Fitter/ Plumber from a recognized Institute, OR; Ex-serviceman with equivalent Army qualifications in the appropriate trade with 3 years service. Desirable: Matriculate. Three years experience in the appropriate trade in any large / recognized Sanitary ware establishment of repute. Promotion: By promotion from Group D carrying pay scale lower than that of Pipe Fitter, who have passed 8th standard and having 5 years regular service in GREF and subject to passing of a trade test. Recommendation: (i) DR: 100% DPC: NIL (ii) Qualification: Minimum 10th Pass/ITI. Direct Recruitment: No change. Promotion: Not applicable. (iii) No change in the strength. (iv) To be treated as Isolated. 20.3.17.Pioneer: Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800 DR: 100% Qualification: Direct Recruitment: Passed 8th Standard. Promotion: Not applicable. Pioneer has multi-channel promotional prospects. DPC: NIL DPC: 25%

Contd P/83

83 Recommendation: (i) DR: 100% DPC: NIL (ii) Qualification : Minimum 10th Pass/ITI (iii) Direct Recruitment: No change. Promotion: Not applicable. (iv) No change in the Authorised Strength of 8936. (v) To be treated as Isolated. 20.2 POSTS PROPOSED FOR ABOLITION

20.4.1. The following categories have been examined. In the deliberations, it is observed that there is little requirement of these trades now days and these categories have lost their utility in the present context. Therefore, recommended to be abolished: S/No. Category Grade Pay (in PB-1) 1900 1900 1900 1800 1800 1800 1800 1800 1800 1800 1800 1800 1800 1800 1800 Total Nos of Posts 07 09 02 121 05 276 35 62 64 148 12 06 79 46 14 886 Contd P/84 Method of recruitment DR NIL NIL NIL NIL 25% NIL 75% NIL 75% 100% 75% 50% 50% 75% 75% DPC 100% 100% 100% 100% 75% 100% 25% 100% 25% NIL 25% 50% 50% 25% 25%

(i) (ii) (iii) (iv) (v) (vi) (vii) (viii) (ix) (x) (xi) (xii) (xiii) (xiv) (xv)

Operator Tyre Repair Plant Gate Keeper Pattern Maker Ferro Printer Moulder Mate Boot Maker Daftry Tailor Masalchi Barber Pipe Fitter Washer man Upholster Copper & Tin Smith

Total No. of Posts to be abolished

84 20.5. REVISED CADRE STRENGTH. 20.5.1. Revised Cadre strength is given below: Sl No. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. DES Driller Blacksmith Copper & Tin Smith Machinists Turner Welder Carpenter Upholster Mason Painter Washer man Cook Mess Waiter Safaiwala Barber Pipe Fitter Pioneer Total Category Existing Strength 1205 69 189 14 25 123 316 429 46 1200 357 79 1155 139 832 12 06 8936 15132 Proposed Strength 1197 22 138 25 89 270 429 1198 357 1155 139 832 8936 8936

Existing Authorization proposed and strength is given in Appendix-XIII.

Contd P/85

85

20.6.

FINANCIAL EFFECT

20.6.1 The financial implication of the proposal has been worked out as attached as per appendix M.

Contd P/86

86

CHAPTER-16 SECURITY CADRE INTRODUCTION 21.1.1 The different units of the Projects of Border Roads Organisation (BRO) are deployed in remote and extremist/insurgency prone areas of the Country. Due to the scattered nature of civil works the personnel and stores are deployed in remote areas where no security arrangements are available. The local police/ administration are also not available in such sites where works are executed. Due to such nature of environment, the BRO for the safety and security of its own employees and resources should keep dedicated security cadre of its own. PROPOSAL 21.1.2 Personnel trained in Arms & Amn are required to be raised as a security cadre for the BRO. However, BRO does not have adequate infrastructure to train man-power in Arms and Ammunition, the BRO cannot raise such a cadre on its own. This can be easily done by requisitioning TA Bn from Army who are well equipped and trained in Arms & Amn to provide the required security to BROs man and resources.

21.1.3 The following Projects require such security considering their present deployment and works involved:-

Arunank Dantak Pushpak Sewak Udayak Vartak Hirak Beacon Sampark Setuk Contd P/87 Partially required Partially required.

87 21.1.4 The following Projects may not require such security considering their present deployment:Chetak Deepak Himank Shivalik Swastik Rohtang Tunnel 21.1.5 Considering the above, the Organisation requires Ten (TA Battalion) inclusive of the companies there under. At present we have strength of two Bn from TA and three Army Pnr Companies, comprising of a total strength of 2016. The details of their present deployment are shown below:S/No a) b) c) d) Project Arunank Beacon Dantak Hirak Army Pnr Coy Two sec of 1815 PC (Army) = 26 Bn HQ 155 Inf Bn (TA) plus five Coys = 642 Two Sec of 1815 PC (Army) = 29 1563 Pnr Coy (Army) less two sec = 180 One Pl ex 107 Inf Bn (TA) = 29 1816 Pnr Coy One Coy ex 155 Inf Bn (Army) = 200 (TA) =98 One Coy less Pl ex 107 Inf Bn (TA) = 69 Two Coys of 107 Inf Bn (TA) (77+98) = 175 One Coy ewx 107 Inf Bn (TA) = 98 1815 Pnr Coy (Army) less five sec = 132 One sec of 1815 Pnr Coy (Army) = 13 2 Sec of 1563 Pnr Coy (Army) = 20 600 1111 Army TA Coy Armed Sappers 28 09 2 Total Strength 54 651 31 180

e) f) g) h) j) k) l)

Pushpak Sampark Setuk Sewak Swastik Udayak Vartak

39 02 42 83 23 55 -

68 300 111 258 23 153 132

m)

EBW

13

n) o)

GREF Centre HQ DGBR Total

22 305

22 20 2016

Contd P/88

88 21.1.6 Hence considering the existing security strength available with the Organisation, additional seven Territorial Army Battalion may be requisitioned for security need of BRO.

ContdP/89

*****

89

19.6. 19.6.1.

FINANCIAL EFFECT Financial effect on abolition of posts in the miscellaneous categories worked out as under:-

Sl No. (i) (ii) (iii) (iv) (v) (vi) (vii)

Category

Increased (+) -

Decreased (-) 07 09 02 121 05 276 35 62 64 148 12 06 79 46 14 886

Capitation Rates P.M. 21463.00 21463.00 21463.00 20796.00 20796.00 20124.00 20009.00 18933.00 20009.00 20009.00 20009.00 20009.00 20009.00 20009.00 20009.00

Total

O.T.R.P. PB-1 G/P 1900 Gate Keeper PV-1 G/P 1900 Pattern Maker PB-1 G/P 1900 Ferro Printer PB-1 G/P 1900 Moulder PB-1 G/P 1900 Mate PB-1 G/P 1800 Boot Maker PB-1 G/P 1800

(-) 1,50,241.00 (-) 1,93,167.00 (-) 42,926.00

(-) 25,16,316.00 (-) 1,03,980.00 (-) 55,54,224.00 (-) 7,00,315.00 (-) 11,73,846.00 (-) 12,80,576.00 (-) 29,61,332.00 (-) 2,40,108.00 (-) 1,20,054.00 (-) 15,80,711.00 (-) 9,20,414.00 (-) 2,80,126.00 (-)1,78,18,336.00

(viii) Daftry PB-1 G/P 1800 (ix) Tailor PB-1 G/P 1800 (x) (xi) (xii) Masalchi PB-1 G/P 1800 Barber PB-1 G/P 1800 Pipe Fitter PB-1 G/P 1800

(xiii) Washer man PB-1 G/P 1800 (xiv) Upholster PB-1 G/P 1800 (xv) Copper & Tinsmith PB-1 G/P 1800 TOTAL

90 Saving per month Saving per annum : Rs. 1,78,18,336.00 : Rs. 1,78,18,336.00 x 12 = 21,38,20,032.00 Say Rs. 2138.20 lacs per annum. Contd P/84 19.6.2. Financial effect on increase/decrease of posts in the miscellaneous categories worked out as under: Sl Category Increased Decreased Capitation Total No. (+) (-) Rates P.M. 1. 2. 3. 4. DES PB-1 G/P 1800 Driller PB-1 G/P 1800 Blacksmith PB-1 G/P 1800 Copper & Tinsmith PB-1 G/P 1800 Welder PB-1 G/P 1900 Carpenter PB-1 G/P 1800 Mason PB-1 G/P 1800 Painter PB-1 G/P 1800 Cook PB-1 G/P 1800 Safaiwala PB-1 G/P 1800 Barber PB-1 G/P 1800 Pioneer PB-1 G/P 1800 TOTAL 08 47 51 20009.00 20009.00 20009.00 20009.00 (-) 1,60,072.00 (-) 9,40,423.00 (-) 10,20,459.00 ...

7. 8. 10. 11. 13. 14. 15. 17.

46 02 154

21463.00 20009.00 20009.00 20009.00 20009.00 20009.00 20009.00 20009.00

(-) 9,87,298.00 ... (-) 40,018.00

... ... ... ... ... (-) 31,48,270.00

Financial Saving per month : Rs. 31,48,270.00 Saving per annum : Rs. 31,48,270.00 x 12 = 3,77,79,240.00 SAY Rs. 377.79 Lakhs. (1) On abolition of categories (2) On increase/decrease of posts : : Rs. 2138.20 Lakhs Rs. 377.79 Lakhs

91 Total savings p.a. : Rs. 2515.99 Lakhs p.a.

Contd P/87