Reservation and Promotions
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1. Reservation for
Scheduled Castes (SCs) and Scheduled Tribes (STs)
This section elaborates
on the reservations and concessions provided to Scheduled Castes (SCs) and
Scheduled Tribes (STs) in government employment, focusing on recruitment,
promotions, relaxations, and procedural aspects.
Definition of SCs/STs
Eligibility:
Ø Must
belong to a caste or tribe declared by the Central Government.
Ø SCs
are required to follow Hinduism, Sikhism, or Buddhism. STs may practice any
religion.
Ø Individuals
not born into SC/ST communities cannot claim such status through marriage.
Changes in Religion:
Ø SCs
who convert to other religions lose their status but can regain it if they
reconvert and are accepted by the community.
Marital Status:
Ø A
person retains their SC/ST classification regardless of marrying someone from a
different community.
Certification
Requirements
Caste Certificates:
Ø Must
be issued by designated authorities, including District Magistrates,
Collectors, or Revenue Officers.
Ø The
certificate must verify caste/community and residency of the individual.
Provisional Appointments:
Ø Allowed
if the candidate cannot produce the certificate immediately but must provide it
within a reasonable time frame.
Verification:
Ø Verification
delays must not obstruct pensionary benefits.
Ø Verification
must be completed within six months of an employee joining service.
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Reservation
in Recruitment
Direct Recruitment: Percentage
Reserved:- 15% for SCs. 7.5% for STs. Categories:
All-India Open
Competition: 15% for SCs and 7.5% for STs with a
200-point roster.
Local Recruitment:
Percentages vary based on the region.
Eligibility for Reserved
Vacancies:
Ø SC/ST
candidates selected on merit are adjusted against unreserved vacancies.
Ø Separate
interviews are conducted for SC/ST candidates to ensure fair assessment.
Reservation
in Promotions
Applicability:
Ø Promotions
for SCs and STs are reserved in Groups 'B', 'C', and 'D' and from Group 'B' to
the lowest rung of Group 'A'.
Ø Applies
when direct recruitment does not exceed 75% of total vacancies.
Mandatory Conditions:
Ø Quantifiable
data must be collected to demonstrate underrepresentation.
Ø Reservation
rosters must be maintained.
Ø Administrative
efficiency should not be compromised during promotions.
Duration: Reservations in
promotions continue until adequate representation is achieved in each cadre.
Relaxations
and Concessions
Age Relaxation:
Maximum age limit increased by 5 years for SC/ST candidates in all recruitment
processes.
Examinations:
Ø Relaxed
minimum standards for exams/interviews if sufficient candidates are not
available.
Ø Qualifications
or required marks are not relaxed but shortfall may lead to appointing the
best-eligible SC/ST candidates.
Fee Exemption: Full
exemption from fees for examinations and recruitment processes.
Special Training: Candidates
selected with relaxed standards are provided in-service training to help them
match the performance of other recruits.
Misuse
of SC/ST Status
False Claims:
Ø Strict
penalties, including dismissal or removal from service, for those securing jobs
using fake caste certificates.
Ø For
permanent government servants, a formal inquiry under CCS (CCA) Rules, 1965, is
mandatory.
Verification Safeguards: Appointment
orders specify that appointments are conditional upon certificate verification.
False claims lead to immediate termination.
Other
Guidelines
Roster Maintenance:
Ø Recruitment
and promotion rosters must reflect the reserved percentages (15% SC and 7.5%
ST).
Ø Adjustments
made to correct excess or shortfall over time.
Reporting Change of
Religion: SC candidates must inform authorities immediately
upon changing their religion.
Monitoring: Liaison
Officers are appointed in each ministry to ensure compliance with reservation
policies and address grievances.
Practical
Implementation
Specific Orders:
Orders ensure streamlined
processes for appointing SC/ST candidates, such as:
Ø Separate
interviews.
Ø Additional
training for those selected with relaxed standards.
Cross-verification:
Ø Coordination
between state governments and appointing authorities to validate
caste/community claims promptly.
2.
Reservation for Socially and Educationally Backward Classes (OBCs)
The section on
reservations for Other Backward Classes (OBCs) discusses their eligibility,
scope of reservation, conditions, relaxations, and administrative measures.
Below is an expanded explanation:
Definition
of OBCs
Eligibility Criteria:
Ø Castes
or communities listed in both the Mandal Commission Report and State Government
lists.
Ø Central
Government publishes lists of OBCs eligible for reservation benefits.
Exclusion of the Creamy
Layer:
Ø OBCs
belonging to the Creamy Layer are excluded from reservations.
Ø The
Creamy Layer is defined by an income threshold; currently, families earning an
annual income of ₹8 lakhs or more are classified under this category.
Ø Income
includes salary, business profits, agricultural income, and other sources.
Ø The
threshold does not include income from agricultural land.
Certification:
Ø Candidates
claiming OBC status must provide a certificate from designated authorities.
Ø Certification
must confirm the individual does not belong to the Creamy Layer.
Scope
of Reservation
Percentage Reserved:
Ø 27%
of vacancies in direct recruitment for civil posts and services under the
Government of India are reserved for OBCs.
Exemptions:
Ø No
reservations for OBCs in promotions.
Ø Scientific
and technical posts responsible for conducting or directing research (beyond
the lowest Group 'A' grade) are exempt from reservations.
Reservations in
Autonomous Bodies:
Ø Ministries
and Departments must ensure OBC reservations are implemented in autonomous
bodies and institutions under their jurisdiction.
Sub-Quota for Minorities:
Ø A
sub-quota of 4.5% for minorities (as defined under Section 2(c) of the National
Commission for Minorities Act, 1992) exists within the 27% OBC reservation.
Relaxations
and Concessions
Age Relaxation:
Ø OBC
candidates are granted a relaxation of 3 years in the maximum age limit for all
posts.
Minimum Standards:
Ø Relaxation
in written examinations or interview standards is allowed for OBC candidates,
similar to provisions for SC/ST candidates.
Ø Standards
are relaxed only when sufficient candidates are unavailable, ensuring the
shortfall is addressed without compromising performance standards.
Meritorious Candidates:
Ø OBC
candidates selected on merit (meeting the same standards as general category
candidates) are not adjusted against the 27% quota. They compete for unreserved
positions.
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Reservation
Rosters
Post-Based Roster:
Ø Reservation
points are fixed in rosters (e.g., 200-point or 120-point rosters) for various
recruitment methods.
Ø Adjustments
ensure the representation of OBCs aligns with the prescribed percentage.
Monitoring:
Ø Rosters
are reviewed periodically to address shortfalls or excess representation
through future recruitments.
Administrative
Measures
Liaison Officers for
OBCs:
Ø Separate
Liaison Officers are appointed in each ministry and department to oversee the
implementation of OBC reservation policies.
Responsibilities include:
Ø Scrutinizing
statistical data.
Ø Ensuring
grievances related to OBC reservations are resolved promptly.
Reservation in Public
Sector and Autonomous Institutions:
Ø Ministries/Departments
must include OBC reservation clauses in the rules or articles of association
for public sector enterprises and autonomous bodies.
Benefits
and Relaxations in Context
Educational
Qualifications:
Ø Relaxation
in educational standards or grades is permitted when an adequate number of OBC
candidates are unavailable for certain posts.
Ø Candidates
meeting relaxed standards are selected when they are otherwise found fit.
Fee Exemptions:
Ø Like
SC/ST candidates, OBCs are exempted from paying fees for recruitment and
examination conducted by government agencies.
Challenges
and Safeguards
Verification of OBC
Status:
Ø Certificates
are verified to prevent misuse. Appointments are conditional upon verification
of the candidate’s OBC status and Creamy Layer eligibility.
Ø False
claims result in immediate termination and legal action.
Grievance Redressal:
Ø Ministries
and departments are required to establish mechanisms for handling complaints
related to OBC reservations.
Monitoring
and Reporting
Data Maintenance:
Ø Statistical
data on OBC representation in various posts and services must be maintained and
reviewed annually.
Ø Departments
upload OBC reservation data to a centralized platform to ensure transparency.
Training for Officers:
Ø Liaison
Officers are trained to efficiently manage OBC reservation policies, ensuring
compliance with government guidelines.
This
detailed elaboration highlights the comprehensive framework for implementing
OBC reservations while addressing socio-economic disparities. The measures are
designed to ensure fairness, prevent misuse, and maintain the integrity of the
system.
3.
Reservation for Economically Weaker Sections (EWS)
This section outlines the
provisions for reservations in employment for Economically Weaker Sections
(EWS) of the society, focusing on eligibility, scope, implementation, and
procedural details. Introduced to provide opportunities to individuals not covered
under other reservation schemes, EWS reservations aim to reduce economic
disparities in society.
Eligibility
Criteria for EWS
Family Income Threshold:
Ø Gross
annual family income should be below ₹8 lakhs.
Income includes:
ü Salaries.
ü Agricultural
income.
ü Business
profits.
ü Other
sources.
ü The
income considered is for the financial year preceding the application year.
Asset Ownership:
Ø Families
must not own or possess the following:
ü Agricultural
land measuring 5 acres or more.
ü Residential
flat measuring 1000 sq. ft. or more.
Ø Residential
plots:
ü 100
sq. yards or more in notified municipalities.
ü 200
sq. yards or more in non-notified municipalities.
Definition of Family:
Ø Includes
the applicant, their spouse, parents, siblings below 18 years, and children
below 18 years.
Note: Ownership
of property by any family member counts towards eligibility.
Scope
of Reservation
Reservation Percentage:
Ø 10%
of direct recruitment vacancies in civil posts and services under the
Government of India are reserved for EWS candidates.
Ø This
is in addition to the existing reservations for SCs, STs, and OBCs.
Applicability:
Ø The
reservation applies to all direct recruitment vacancies notified on or after
1st February 2019.
Exemptions:
Ø Scientific
and technical posts that meet specific conditions can be exempted from EWS
reservations.
Ø Ministries/Departments
must provide justification for exemptions and seek approval from the
appropriate authorities.
Non-Carry Forward of
Vacancies:
Ø EWS
reservations are treated as "current year reservations."
Ø Unfilled
EWS vacancies in a recruitment year are not carried forward to subsequent
years.
Merit-Based Adjustments:
Ø EWS
candidates selected on merit without availing of relaxed standards are adjusted
against unreserved vacancies.
Ø Only
those selected under reservation are counted towards the EWS quota.
Certification
Requirements
Income and Asset
Certificate:
Ø EWS
benefits can only be claimed by producing an Income and Asset Certificate.
Certificate issuing
authorities:
Ø District
Magistrates/Collectors.
Ø Sub-Divisional
Officers or equivalent officials.
Ø Verification
of the certificate includes reviewing income and property documents.
Conditional Appointments:
Ø Appointment
orders specify that the appointment is provisional, subject to verification of
EWS certificates.
Ø False
claims lead to immediate termination of services.
Implementation
Mechanism
Monitoring and Reporting:
Ø Government
establishments are required to implement EWS reservations in their recruitment
processes.
Ø A
designated Liaison Officer monitors compliance and addresses implementation
challenges.
Grievance Redressal:
Ø A
senior officer in each government establishment is appointed as the Grievance
Redressal Officer.
Responsibilities include:
Ø Maintaining
a register for complaints.
Ø Resolving
grievances related to EWS reservations within two months.
Roster Maintenance:
Ø Separate
reservation rosters are maintained for EWS candidates as part of the direct
recruitment roster.
Relaxations
and Concessions
Standards and
Suitability:
Ø Relaxation
of qualifying standards for exams/interviews may be applied to fill vacancies
if sufficient EWS candidates are not available.
Ø However,
there is no relaxation in minimum eligibility criteria.
Fee Exemptions:
Ø EWS
candidates are often exempted from paying application and examination fees for
government recruitment processes.
Special
Provisions
Benchmark Disabilities
and EWS:
Ø EWS
candidates who also qualify as persons with benchmark disabilities (PwBD) are
considered for vacancies identified for PwBDs within the EWS quota.
Horizontal Adjustments:
Ø EWS
candidates are adjusted against their respective categories (e.g., SC, ST, OBC,
or General) in the broader reservation roster when applicable.
No Duplication:
Ø EWS
reservations are mutually exclusive from SC, ST, and OBC reservations.
Ø Candidates
cannot claim benefits under EWS if they are eligible for reservations under any
other category.
Benefits
of EWS Reservations
Inclusivity:
Ø Addresses
socio-economic disparities by providing opportunities to economically weaker
sections not covered by other reservation schemes.
Representation:
Ø Enhances
diversity in the workforce by enabling economically disadvantaged individuals
to participate in government services.
Fairness:
Ø Promotes
meritocracy by allowing EWS candidates to compete for unreserved positions
based on their performance.
Challenges
and Safeguards
Verification of Claims:
Ø Rigorous
verification processes ensure that only eligible candidates benefit from EWS
reservations.
Ø Certificates
are scrutinized for authenticity.
Preventing Misuse:
Ø Conditional
appointments and mandatory document verification deter false claims.
Awareness and
Accessibility:
Ø Dissemination
of information about EWS reservations and the certification process is
essential to reach eligible beneficiaries.
This comprehensive
framework for EWS reservations ensures that economically disadvantaged sections
gain fair representation in government jobs while maintaining transparency and
accountability.
4.
Post-Based Reservation Rosters
Post-based reservation
rosters are a critical mechanism for implementing and managing reservations
across various categories in government employment. They ensure equitable
representation of Scheduled Castes (SCs), Scheduled Tribes (STs), Other
Backward Classes (OBCs), Economically Weaker Sections (EWS), and other reserved
groups in alignment with prescribed percentages.
Introduction
to Post-Based Reservation Rosters
Definition:
Ø A
post-based roster is a reservation mechanism where reservation points are fixed
based on the total number of sanctioned posts in a cadre rather than vacancies.
Ø It
operates on the principle of maintaining reserved and unreserved posts
proportionate to the prescribed reservation percentage.
Purpose:
Ø Ensures
compliance with reservation policies.
Ø Maintains
transparency and consistency in representation across categories.
Ø Prevents
overrepresentation or underrepresentation of reserved groups.
Applicability:
Ø Applies
to direct recruitment and promotions in government services.
Ø Separate
rosters are maintained for each type of recruitment and for different
categories of posts.
Principles
of Post-Based Rosters
Fixed Reservation Points:
Ø The
roster system pre-determines specific points in the sequence of posts for
reserved categories (e.g., SC, ST, OBC, EWS).
For instance, in a
200-point roster for direct recruitment:
Ø 30
points are reserved for SC (15%).
Ø 15
points are reserved for ST (7.5%).
Ø 54
points are reserved for OBC (27%).
Ø 20
points are reserved for EWS (10%).
Replacement Principle:
Ø Vacancies
caused by retirements, resignations, or other exits are filled by candidates of
the same category that previously occupied the position.
Ø The
roster operates on a replacement basis, ensuring continuity of representation.
Proportionate
Reservation:
Ø Reserved
posts in a cadre must align with the percentage of reservation mandated by
policy.
Ø Total
reservation for all categories should not exceed 50%, except in exceptional
cases like those for persons with disabilities.
Category-Specific
Rosters:
Ø Separate
rosters are maintained for:
ü Direct
recruitment.
ü Promotions.
ü Different
groups (e.g., Group A, B, C, MTS).
ü Preparation
and Maintenance of Rosters
Initial Setup:
Ø Each
government department prepares a roster based on cadre strength.
Ø Representation
is adjusted to align with existing numbers of SC, ST, OBC, and other reserved
categories.
Updates and Adjustments:
Ø Rosters
are updated as and when cadre strength changes due to expansion or reduction.
Ø Adjustments
are made to address any excess or shortfall in representation.
Separate Rosters for
Different Groups:
Ø Rosters
are maintained for each grade and group of posts (e.g., Group A, B, C).
Ø Additionally,
separate rosters exist for local recruitment and All-India recruitment.
Explanatory Notes:
Ø Rosters
include detailed explanatory notes to guide their operation.
For example:
Ø Posts
filled by transfer or deputation are excluded.
Ø SC/ST/OBC
candidates selected on merit are shown against unreserved points.
Examples
of Reservation Rosters
200-Point Roster (Direct
Recruitment):
Ø Reserved
points for SC, ST, OBC, and EWS are predetermined.
Ø Points
for unreserved categories fill the remaining positions.
Ø Reserved
points for SC (e.g., 7, 15, 27), ST (e.g., 14, 28), and OBC (e.g., 4, 8) are
interspersed across the sequence.
120-Point Roster (Local
Recruitment):
Ø For
smaller cadres, a 120-point roster is used.
Ø Reserved
points are similarly distributed:
· SC:
20 points (16.66%).
· ST:
9 points (7.5%).
· OBC:
31 points (25.84%).
Operation
of Rosters
Direct Recruitment:
Ø Posts
are filled according to the roster sequence, ensuring representation for all
reserved categories.
Ø For
example, if the 10th point is reserved for EWS, it must be filled by an EWS
candidate when vacant.
Promotions:
Ø A
separate 200-point roster is maintained for promotions, reserving 15% for SC
and 7.5% for ST.
Ø OBC
reservations are not applicable in promotions.
Small Cadres (Up to 13
Posts):
Ø Special
rosters are used for small cadres to manage representation effectively.
Ø Reserved
points are limited but ensure compliance with reservation policies.
Ø Key
Guidelines for Roster Management
Merit-Based Adjustments:
Ø SC/ST/OBC
candidates selected on merit are adjusted against unreserved points.
Initial Adjustment:
Ø For
the initial operation of a roster, existing representation in the cadre is
assessed.
Ø Excess
representation is adjusted through future recruitments.
Exclusions:
Ø Posts
filled by transfer or deputation are not included in the roster.
Ø Temporary
appointments lasting less than 45 days are also excluded.
Statistical Monitoring:
Ø Data
on reserved and unreserved posts is maintained and reviewed regularly.
Ø Departments
must report roster data annually to central monitoring authorities.
Benefits
of Post-Based Rosters
Fair Representation:
Ø Ensures
proportional representation for reserved categories across all grades.
Transparency:
Ø Fixed
points and clear guidelines make the system transparent and auditable.
Flexibility:
Ø Adjustments
to rosters accommodate changes in cadre strength and address discrepancies.
Challenges
in Implementation
Cadre Strength
Fluctuations:
Ø Changes
in the number of sanctioned posts require frequent roster updates.
Monitoring and
Compliance:
Ø Departments
must ensure rosters are maintained and operated correctly, which can be
administratively challenging.
Avoiding
Overrepresentation:
Ø Care
must be taken to prevent exceeding prescribed reservation limits.
Conclusion:
Post-based reservation
rosters are essential for implementing reservation policies effectively. By
systematically aligning representation with reserved percentages, these rosters
ensure fairness, compliance, and consistency in government recruitment and promotions.
With robust mechanisms for monitoring and adjustment, they serve as a
transparent and accountable system for managing diversity in the workplace.
5.
Reservation for Persons with Benchmark Disabilities (PwBD)
This section outlines the
provisions for reservations, accommodations, and protections for persons with
benchmark disabilities (PwBD) under the Rights of Persons with Disabilities
(RPwD) Act, 2016. It ensures equitable representation in government jobs while
promoting an inclusive workplace.
Definition
and Eligibility
Benchmark Disability: Defined
as a disability with at least 40% impairment or as certified by a competent
medical authority.
Categories of
Disabilities Eligible for Reservation:
(a)
Blindness and Low Vision.
(b)
Deaf and Hard of Hearing.
(c)
Locomotor Disability, including: Cerebral palsy, leprosy cured, dwarfism, acid
attack survivors, muscular dystrophy.
(d)
Intellectual Disabilities, including: Autism spectrum disorder, specific
learning disabilities, mental illness.
(e)
Multiple Disabilities, including deaf-blindness.
Scope
of Reservation
Reservation Percentage: 4%
of total vacancies in direct recruitment across Groups 'A', 'B', and 'C' are
reserved for PwBD.
Distribution:
Ø 1%
each for (a), (b), and (c).
Ø 1%
for combined (d) and (e).
Identification of
Suitable Posts:
Ø Ministries
and departments are responsible for identifying posts suitable for PwBD.
Ø An
expert committee with representation from PwBD groups must review and update
the identified posts every three years.
Applicability:
Ø Applies
to all government establishments and public sector undertakings.
Ø Reservations
do not apply to promotions; they are limited to direct recruitment.
Exemptions
Exemption Conditions:
Ø Specific
cadres or establishments may be exempted if the nature of work is unsuitable
for PwBD.
Ø Approval
must be obtained from the Department of Empowerment of Persons with
Disabilities (DEPwD) in consultation with the Chief Commissioner for PwD.
Special
Provisions for PwBD
Non-Discrimination:
Ø Government
establishments cannot discriminate in hiring, employment conditions, or
promotions.
Ø Employees
acquiring disabilities during service cannot be dismissed or demoted.
They are instead:
Ø Shifted
to suitable posts with the same pay and benefits.
Ø Retained
on a supernumerary post if no alternative is available until a suitable post
opens or retirement age is reached.
Reasonable Accommodation:
Ø Establishments
must provide necessary adjustments to enable PwBD to perform their duties,
including:
· Accessible
workplace infrastructure.
· Assistive
devices and technologies.
· Flexible
work arrangements.
· Certification
Requirements
Certificate of
Disability:
Ø Issued
by competent medical authorities designated by the government.
Ø Required
for availing reservation benefits.
Verification:
Ø Candidates
must present the certificate during the recruitment process.
Ø Appointing
authorities may verify or re-verify certificates if needed.
Roster
Management
100-Point Vacancy-Based
Rosters:
Ø Separate
rosters are maintained for Groups 'A', 'B', and 'C'.
The roster divides
vacancies into 4 blocks:
· 1st
Block: Points 1–25.
· 2nd
Block: Points 26–50.
· 3rd
Block: Points 51–75.
· 4th
Block: Points 76–100.
Points 1, 26, 51, and 76
are reserved for PwBD categories (a, b, c, and d/e).
Adjustments for
Non-Identified Posts:
· If
a reserved point falls on a post unsuitable for PwBD, the next suitable vacancy
is reserved within the same block.
· Unfilled
vacancies in one block are carried over to the next block.
Horizontality of
Reservation:
Ø PwBD
reservations are horizontal, meaning they cut across vertical reservations (SC,
ST, OBC, General).
Ø PwBD
candidates are placed in their respective categories (e.g., SC-PwBD, OBC-PwBD).
Implementation
Mechanisms
Grievance Redressal:
Ø Each
government establishment appoints a Grievance Redressal Officer to handle
discrimination complaints.
Ø Complaints
are resolved within two months, and the outcome is communicated to the
complainant.
Liaison Officer:
Ø Appointed
in every department to monitor PwBD reservation implementation.
Annual Reporting:
Ø Establishments
upload data on PwBD representation annually to centralized portals.
Relaxations
and Concessions
Age Relaxation:
Ø PwBD
candidates are eligible for standard age relaxations, often aligned with those
for SC/ST/OBC categories.
Standard of Suitability:
Ø Relaxed
standards are applied for exams or interviews when sufficient PwBD candidates
are unavailable.
Ø Relaxation
applies only if candidates meet basic eligibility and are not unfit for the
role.
Fee Exemption:
Ø Exempted
from application and examination fees for government recruitment exams.
Horizontal
Adjustments
General Provisions:
Ø PwBD
candidates selected on merit compete for unreserved vacancies.
Ø Reserved
vacancies are filled from among candidates with benchmark disabilities who may
not meet general standards but meet relaxed ones.
Interchange of
Categories:
Ø If
vacancies for a specific disability category remain unfilled, they can be
interchanged among the four categories (a, b, c, d/e).
Ø Further
unfilled vacancies are carried forward for up to two years.
Medical
Examination
Special Considerations:
Ø Medical
Boards evaluating PwBD candidates must consider the suitability of the post and
the specific disability.
Ø Conditions
for certification and fitness standards must align with the RPwD Act.
Training
and Awareness
Capacity Building:
Ø Establishments
are required to provide orientation and skill training to PwBD employees.
Ø Liaison
Officers undergo special training to ensure effective implementation of
policies.
Sensitization:
Ø Programs
are conducted to create awareness among employees and management about the
rights and capabilities of PwBD.
Benefits
of PwBD Reservation
Inclusive Workforce:
Ø Ensures
representation of PwBD in public employment, promoting equality and inclusion.
Empowerment:
Ø Enhances
opportunities for PwBD to contribute actively to society.
Barrier-Free Work
Environment:
Ø Promotes
accessible and adaptive workplaces, benefiting all employees.
Challenges
in Implementation
Identification of Posts:
Ø Delays
in identifying suitable posts may limit opportunities for PwBD.
Awareness:
Ø Lack
of awareness about PwBD rights and provisions can hinder their effective
implementation.
Verification:
Ø Ensuring
authenticity of disability certificates while maintaining privacy and dignity.
This framework reflects a
robust and inclusive policy designed to address the unique needs of persons
with disabilities, ensuring fair representation and equal opportunities in
government jobs.
6.
Reservation for Meritorious Sportspersons
This section focuses on
reservations and concessions granted to meritorious sportspersons in government
jobs. The aim is to recognize their achievements and contributions in national
and international sports while integrating them into civil services. Below is a
detailed breakdown:
Eligibility
Criteria
Sporting Achievements: Individuals
who meet any of the following criteria are eligible:
ü Represented
India or a State in National or International Competitions in recognized
sports/games.
ü Represented
their University in Inter-University Tournaments conducted by the
Inter-University Sports Board.
ü Represented
their State School Team in the National Sports/Games conducted by the All-India
School Games Federation.
ü Awarded
National Awards for Physical Efficiency under the National Physical Efficiency
Drive.
Recognized Sports/Games: The
reservation applies to individuals participating in a broad range of recognized
sports, such as:
ü Traditional
Sports: Archery, Kabaddi, Kho-Kho.
ü Olympic
Sports: Athletics, Badminton, Boxing, Wrestling.
ü Indoor
Sports: Chess, Table Tennis, Carrom, Snooker.
ü Para
Sports: Games included in the Paralympics and Para Asian Games.
A comprehensive list is
outlined in government orders and updated periodically.
Scope
of Reservation
Extent of Reservation:
Ø No
fixed percentage of reservation is prescribed.
Ø Ministries/Departments
may recruit meritorious sportspersons up to 5% of vacancies in a recruitment
year.
Ø Reservations
are in addition to existing reserved categories (SC, ST, OBC, PwBD, etc.) but
must not exceed the overall reservation cap of 50%.
Posts Covered:
Ø Primarily
applies to Group 'C' posts filled through direct recruitment.
Ø No
reservations for Group 'A' and Group 'B' posts.
Ø Applicable
to posts outside the UPSC examination process.
Placement in Reservation
Roster: Sportspersons are adjusted against the reservation
roster points of the community/category they belong to:
Ø For
instance, if a sportsperson belongs to SC, they are adjusted against the SC
quota point.
Recruitment
Procedure
Application Process:
Ø Applications
are accepted directly by Ministries/Departments or routed through Employment
Exchanges.
Ø Candidates
must submit relevant certificates issued by authorized sports bodies or
government organizations.
Verification: Certificates
validating sports achievements must be authenticated by:
Ø The
Indian Olympic Association.
Ø Sports
Federations recognized by the Ministry of Youth Affairs and Sports.
Ø Ministries
may verify additional eligibility criteria, such as educational qualifications.
Appointment:
Ø Candidates
who meet the qualifications and eligibility criteria can be directly recruited.
Ø Recruitment
may be made by relaxing standard procedures, such as competitive exams, to
accommodate exceptional achievements.
Relaxations
and Concessions
Age Relaxation: Maximum
age limits are relaxed as follows:
Ø 5
years for General category.
Ø 10
years for SC/ST candidates.
Ø 8
years for OBC candidates.
Applies to all Groups of
Civil Services posts filled otherwise than through competitive exams
conducted by UPSC.
Educational
Qualifications:
Ø Minimum
educational qualifications can be relaxed if the candidate’s sports
achievements are extraordinary.
Ø For
certain non-technical posts, basic literacy and numeracy may suffice, provided
the individual is otherwise deemed suitable.
Fee Exemptions:
Ø Sportspersons
are often exempted from paying application and examination fees for recruitment
tests.
Special
Provisions
Additional Vacancies:
Ø Up
to 5% of the total vacancies may be reserved for sportspersons, subject to
availability.
Ø This
provision does not apply to promotions.
Recognition of Para
Sports:
Ø Para-sports
categories are explicitly included to ensure representation of
differently-abled sportspersons.
Priority Consideration:
Ø In
cases of tie or equal qualification, preference is given to candidates with
higher levels of sports achievements (e.g., international representation over
national representation).
Sports-Specific Rosters:
Ø Some
departments may maintain separate rosters for sports recruitment based on
demand or representation needs.
List
of Recognized Sports
Recognized sports
include, but are not limited to:
ü Individual
Sports: Athletics, Swimming, Weightlifting, Shooting, Wrestling, Chess.
ü Team
Sports: Hockey, Football, Cricket, Volleyball, Basketball.
ü Traditional
Sports: Kabaddi, Kho-Kho, Mallakhamb.
ü Emerging
Sports: Roller Skating, Rugby, Triathlon.
Post-Recruitment
Benefits
Career Progression:
Ø Sportspersons
recruited under this scheme are treated at par with their colleagues for future
promotions and career advancements.
Ø No
separate preference is given in promotions based on sports credentials.
Continued Sports
Engagement:
Ø Departments
often allow sportspersons to represent the organization or state in
competitions, with full leave and financial support.
Ø This
ensures ongoing contribution to sports.
Recognition and Rewards:
Ø Sportspersons
may receive awards, scholarships, or incentives from the government based on
their performance and representation.
Challenges
in Implementation
Verification of
Achievements:
Ø Ensuring
authenticity of sports certificates is critical to prevent misuse.
Ø Coordination
with national and state-level sports bodies may face delays.
Lack of Awareness: Many
eligible sportspersons are unaware of the provisions, leading to
underutilization of the scheme.
Subjectivity in
Selection: Recruitment decisions may involve
subjective assessments, especially when achievements are considered equivalent
to qualifications.
Limited Posts:
Ø With
the reservation limited to Group 'C' posts, higher-level opportunities for
sportspersons in government jobs are restricted.
Ø Benefits
of Reservation for Sportspersons
Recognition of Talent: Acknowledges
and rewards the hard work and dedication of sportspersons at national and
international levels.
Inclusivity in
Employment: Provides a platform for sportspersons to
secure stable government jobs while continuing their sports careers.
Promotion of Sports: Encourages
participation in sports by offering long-term career benefits.
Conclusion: The
reservation policy for meritorious sportspersons reflects the government’s
commitment to promoting sports and recognizing excellence. By ensuring reserved
opportunities in government jobs, it supports athletes in building stable
careers while continuing to represent the nation in sports. Regular updates to
the recognized sports list and streamlined verification processes are crucial
for the effective implementation of this policy.
7.
Reservation for Ex-Servicemen
This section provides a
comprehensive framework for granting reservations, relaxations, and concessions
to ex-servicemen in government jobs. The policy recognizes their service to the
nation and aims to facilitate their reintegration into civilian employment.
Definition
of Ex-Servicemen
Who Qualifies as an
Ex-Serviceman?
Ø A
person who has served in any rank (combatant or non-combatant) in the Regular
Army, Navy, or Air Force of the Indian Union.
Includes those released
under the following conditions:
Ø On
medical grounds attributable to military service.
Ø Due
to circumstances beyond their control, with a pension or other disability
benefits.
Ø On
completion of their engagement, including Short Service Commissioned Officers
and Emergency Commissioned Officers.
Territorial Army
personnel are also eligible if:
Ø Retired
directly from the Army Postal Service with a pension.
Ø Released
on medical grounds attributable to military service.
Exclusions: Those
dismissed or discharged for misconduct or inefficiency are not eligible.
Scope
of Reservation
Percentage Reserved:
Ø 10%
of vacancies in Group 'C' posts.
Ø 20%
of vacancies in Group 'D' posts.
These reservations are
only for direct recruitment and do not apply to promotions.
Carry-Forward Rule:
Ø Unfilled
reserved vacancies for ex-servicemen are carried forward to the next
recruitment year.
Ø If
vacancies remain unfilled even after the carry-forward period, they are treated
as unreserved vacancies.
Placement in the Roster:
Ø Ex-servicemen
are adjusted against the category they belong to (e.g., SC, ST, OBC, General)
in the recruitment roster.
Reservation in First
Civil Employment:
Ø Reservation
benefits are available only once for the first civilian job.
Ø After
securing a government job, the individual is no longer considered an
ex-serviceman for future reservations.
Eligibility
for Concessions
Age Relaxation: Ex-servicemen
are entitled to relaxation in upper age limits:
Ø 3
years plus the length of military service rendered.
Ø Additional
relaxation for SC/ST/OBC candidates as per their category.
For Group 'A' and 'B'
posts: 5 years age relaxation for candidates with at least 5
years of military service who are released on completion of their assignment.
Educational
Qualifications: Relaxations in qualifications are
provided:
Ø For
Group 'D' posts, ex-servicemen with three years of military service are exempt
from minimum educational qualifications.
Ø For
Group 'C' posts, a matriculate ex-serviceman with 15 years of service is deemed
eligible for posts requiring graduation, provided the post doesn’t demand
specialized qualifications.
Fee Exemptions: Ex-servicemen
are exempted from application and examination fees for government jobs.
Priority for Disabled
Ex-Servicemen:
§ Disabled
ex-servicemen whose disability is attributable to military service are given
Priority-I status in recruitment.
§ Up
to two dependents of disabled servicemen (e.g., spouse, children) can be
granted Priority-II status.
Recruitment Procedure:
Notification of
Vacancies:
Vacancies are notified
to:
§ Director
General (Resettlement).
§ Rajya
Sainik Boards and Zilla Sainik Boards.
§ Ex-servicemen
cells and employment exchanges.
Application Requirements:
Candidates must provide:
§ Discharge
certificate from the armed forces.
§ Self-declaration
that the individual qualifies as an ex-serviceman.
§ Details
of military service, including length and nature of engagement.
Selection Process:
§ Ex-servicemen
are assessed for suitability based on relaxed standards when applicable.
§ Their
military service and associated skills are taken into consideration.
Special
Provisions
Retention of Benefits: Ex-servicemen
who apply for jobs before securing civilian employment retain their reservation
benefits for these applications, even if they join a job before the selection
process concludes.
Adjustment Against Open
Category: Ex-servicemen selected on merit without availing of
relaxed standards are counted against unreserved (general) vacancies.
Medical Fitness: Medical
fitness certificates issued by defense medical boards are considered sufficient
for recruitment.
Travel Concessions: Ex-servicemen
called for interviews receive travel allowances similar to those provided to
SC/ST candidates.
Relaxations
and Concessions
Age Relaxations: For
Group 'C' and 'D' posts filled through employment exchanges:
Up to 45 years for
disabled ex-servicemen (50 years for SC/ST).
For competitive exams
conducted by UPSC for Group 'A' and 'B' posts: 5 years age relaxation for
ex-servicemen.
Standard Relaxation: If
sufficient candidates are not available, standards of selection may be relaxed.
Special Concessions for
Disabled Ex-Servicemen:
§ Priority
in recruitment to Group 'C' and Group 'D' posts.
§ Families
of disabled servicemen are also prioritized for employment.
§ Placement
and Adjustments
Roster Placement: Selected
ex-servicemen are placed in the roster point corresponding to their category
(e.g., SC, ST, OBC, General).
Horizontal Reservation:
§ Ex-servicemen
reservation is horizontal, cutting across vertical reservations like SC, ST,
and OBC.
§ Adjustments
ensure compliance with both horizontal and vertical quotas.
Monitoring
and Compliance
Liaison Officers: Officers
responsible for SC/ST reservations also oversee the implementation of
ex-servicemen reservations.
Grievance Redressal: Complaints
regarding non-compliance are addressed by designated grievance officers in each
department.
Annual Reporting: Departments
must report data on ex-servicemen recruitment to central monitoring
authorities.
Post-Recruitment
Benefits
Support for Career
Growth:
§ Ex-servicemen
are treated equally with other employees for promotions and career
advancements.
§ No
special reservation is provided in promotions.
Integration with Civil
Services: Departments often provide additional training or
orientation programs to help ex-servicemen transition to civilian roles.
Retention of Military
Benefits: Ex-servicemen retain their pension, healthcare, and
other military benefits while employed in civilian jobs.
Challenges
in Implementation
Awareness: Many
ex-servicemen are unaware of the full range of benefits, leading to
underutilization of the scheme.
Verification: Ensuring
authenticity of claims can be time-consuming, especially for dependents of
ex-servicemen.
Limited Career
Opportunities: Reservations are restricted to Group 'C'
and 'D' posts, limiting opportunities for highly qualified ex-servicemen.
Balancing Quotas: Adjusting
ex-servicemen reservations within the overall 50% reservation cap poses
logistical challenges.
Conclusion: The
reservation policy for ex-servicemen recognizes their service to the nation and
provides meaningful support for their reintegration into civilian life. By
offering age relaxations, fee exemptions, and priority placements, the system
ensures that their sacrifices are rewarded. Continuous monitoring, streamlined
processes, and better awareness campaigns are essential to maximize the impact
of this policy.