Common Coal Cadre All

"t\ ~t~ 9.~'~

~~

c1l \(\

Common Coal Cadre and operation of executive establishment in coal india limited and its subsidiary companies

.•.•.

Second Edition : With amendments upto 30.11,1984

I I

,'i

I

J

j

'Ii

I

COAL

'.

INDIA

10, NETAJI SUBHAS ROAD

I

CALCUTTA 700001

,:~.',.,,~ ',' .. ':.~ ."""" ..,__",' _ ""', ',,_.,.', il!.~ ..,"'",,~,'.,_ .....•..

"~-":"'~:';':~t:"::'>~·,1~~"!:iJ:~~~4i~~·,i:~~ig,~:'¥~~~ "..;C;"i~~~"li~'I'i!iJ:!I..·ill,;"j'~".·>';~;~~~,j;i&;IIi~'lit~,~iii. -'"''-''-'''''';'-',1''' i:;""J" '" ""!l;h,liJ1;:"I!",.';"';'&\la,lIi;I,.;IieX..;lch -

!

,,13 ~

.- J20 ~

1

22- >""'1:: bur> /:c 2.'j-~ "D(-'

2-):T9f~

6 >()/= ;3 oelSD

I~

Revised salary Structure for Medical Officers (from 1.275) 51.

Pay structure

.Revised Scales

Scales then Existing

No.

1.

Rs. 350-25-500-30-590-EB30-800-E B-30-830-35-900

(j)

(iil

Rs. 450·30-660-EB-40 50-1250

2.

-1100-

(I)

(ij)

3.

of executives

stands revised with effect from

(a) Rs. 600-40-1000-EB-50·1300

The existing GDMO GR. II/Assistant Medical Officers having less than 2 years post-qualification experience were placed in the scale. of Rs. 675-30-1035-40-1235. The existing GDMO Gr. II/Assistant Medical Officers having a minimum of two years post-qualification experience were placed in the scale of Rs. 725-401325. Rs. 725-40-1325 for those who were drawing a basic pay of Rs. 6601- and below in the existing scales and those not selected under (ii) below. Rs. 1050-50-1650 for those who have crossed the stage of Rs. 660/- in the existing scale on selection basis.

(j)

Rs. 1050-50-1650

(ii)

Specialists in the existing scale of Rs. 600-1300, who have not crossed the stage of Rs. 1000/(Rupees one thousand) in the existing scales will be entitled to a minimum starting basic

for

and 1.8.1!

!. --.-----------------------------

Grade

Scales of pay effective from

Revised scales of pay with

1.2.1979

effect from

to 31.782

Rs 750-40

E-1

Rs. 1300-60-1600-100-1800

It has also been decided to introduce

Rs. 1130-50-1380-60-1800~1

E-2

Rs. 800-50-1400

E-3

Rs. 1100-50-1700

Rs. 1680-60-1800-100-2700

E-4

Rs. 1400-50-1950

Rs. 2200-100-2900

E-5

Rs. 1600-75-2200

Rs 2400-100-3200

E-6

Rs. 1900-100-2500

Rs. 2700-100-3500

E-7

Rs. 2050-100-2650

Rs. 2800-100-3600

E-8

Rs. 2250-100-2750

Rs. 3000-100-3700

E-9

Rs. 250Q-100·3000

Rs. 3500-100 40000

Pay structure revised with effect from 1.8.82 years i. e. upto 31.7.1987

1.

Existing scales of pay (Rs.) 2

1 E-1

1-1-

1030-50-1380-60-1800100-2000. 1130-50-1380-60-1800-

Rs. E-2 E-3 E-4 E-5

Rs. 1550-60-1850-75-2075.

E-7 E-8 E-9

shall remain operative for a period

O(t~- :(39 O£,/- 5750-175-7325 2800-100-3600 6000-175-7400 3000-100-3700 - /9'7(:,0{- -.1.,::>'000("6250-175-7475 3500-100-4000 -::J..O',;;ljt'l- - :J.{;':7b()/~ 7250-200-8_2_50 The revision shall be effective from 1 ..1-1987.

E-6

in the Medical

discipline.

2.

Fitment

Amount

_"idiiiJ:{~~i#~~U'~H:'f

••

~~~~~.ftl·

_

:

Tbe figures in colum (4) above would be the admissible to the executives who were on3the rolls of 31-12-1986 and continued to be on roll thereafter.

···d

01

Revision of Pay Scales : The revised pay scales would be as under

Grade

Rs. 1350-50-1750 for specialists who have crossed the stage 01 Rs. 10001- in the existing scale.

the scale of Rs. 1850-100-2450

Rs 1030-50-1380'60-1800-10'

1350

IM-~~OO (b) Rs. 600-40-1000-EB-50-1300

1 .8.1982

non-specialists.

pay of Rs. 11001- in the scale of 1050-1650.

4.

1.2.1979

detailed below :

fitment amount tbat and its subsidia:

elL

•••••

,.........~J~_------..

~ •..•..•

1

"I"

Chapter II CREATION OF POSTS AND STANDARD

2.1

Chapt

DESIGNATIONS

RECRUITMENT

Creation of Posts The following revisions to the delegation of powers in regard to creation of posts have been approved by the CIL Board in its meeting held on 23.2.1983 : (i)

Coal India Board

-

3.1

In terms of para 12 of the Government of India, Ministry of Energy, Departl Coal, letter No. 380Qllj1174-CAF, dated 27 September, 1975, recruitmeI personnel at the level of executives would be made by Coal India Limited, OI of the subsidiary companies will indicate their specific requirement of executiv. proforma given at Annexure III [I]. On receipt of such requisition, Coal Indil quarters will initiate necessary recruitment action.

3.2

Initial

Full powers for creation of all posts below Board level the maximum of whose scale of pay does not exceed Rs. 4000/- (as revised w.e.f. 1.8.1982).

OJ)

Chairman-cum-Managing Director, Coal India Ltd

.

Full powers for crQation of all posts' upto E-6 for executives provided the posts are in the manpower budget approved by the Board.

Oii)

Board of Subsidiary Companies

-

Full powers uptograde' E7. Full powers for posts included in the sanctioned project reports/advanced action reports.

(iv)

Chairman-cum-Managing Directors, Subsidiary Companies

-

Full

powers

upto

E4 for

.

(:.rovided the posts are in the manpower

.!

budget Boards. approved Full powers by the for all respe,at\~ .SeCtetat\es •. '

411

~.12

•.

, . "

.

>'

•••..

- '.•..•.

,

.'

•

, , •

, • , ,.•

~

According to the existing practice, Private Secretaries bave promotional aven.l only upto E-3 grade after which they have no channel of promotion. In view of t limited scope for them it has been deCided to allow them promotional opportunil in estate discipline for discharging general management functions subject to th fulfilling other stipulation according to the cadre scheme 'for estate'discipli Relaxation to the under-graduates at the discretion of the cadre controlling authol \T\ =ce'Qtiofia\ callell all available in tb~ foregoing para, viz., para 4.10;6 will a be available to the Private Secretaries I Secretarll;", \"nne1l.u, \."1 \(,) ="':1 '0•• _ ••n~ Probation Officers promoted from one executive grade to the other shall be on probatior a peri04 of one year, which may be extended at the dis~~etionof the ,~anagem On successful cOllwletion of the p~obation period, thaexecutive concerned be confirmed in writing by an order with the approval of the coml?ete~t autho The procedure in this regard will be as explained in para 3.17.. Is.!iU~of PrQ(llo~ion Orde~s.Giving Effect.ive Ret,rospective are necessarily for assu~ption of higher rcspl bilities, issuing p~omotion orders giving retrospective effect' will not be' in 0 The question of giving retrospective effect, when such officers had not OCC\ higher positions and discharged higher responsibilities, therefore, does not Even in cases where, due to exigencies of work, an officer was asked to disci higher responsibilities prior to the approval of the OPC proceedings and iSSl promotion orders, such cases are to be dealt with separately under·' the I allowance rules and not by giving pro~otions retrospectively. Vigilance CleAP,Me J\s prQqlotions tc?higher grades

4.13 (a)

Wh~never an 'officer is transferred from one company to another the transf company should inform details of any depar~mentai I vigilance case pending a the executive concerned, to the company to which the executive is trans'rerred. (b) Before issuing promotion orders (In the basis ot the recommendation of a priate Departmental Promotion Committee, clearance from the vigilanc depa of t~e concerned company should be obtained. In case an executive has more than two companies during the period of last five years, clearlLUcefre vigilance departments of all the companies where the employee had v previously should be obtained before issue of promotion order. (c) In the case of e}tecutives in E-5 and above grades details of \lll pending vigi departmental proceedings should be intimated· to the Personnel' Division ( India headquarters, so that these facts are placed before the·D~p~rtllldntal ] tion Committee and the Committee is aware of all the facts at the time c ~c;liberations.

4,14 ~el'l~ral IlQr Jurth~g1.li4elines Apnex1.lr\lsIV (2)

((Il),

(ll), (c), (d)

(rt,

(e) may be se

(23 )

I

'5i•.~.· .. ..,,;.,....-~ .jl1I.;._' ..

I

-

-"",,,_ •..,,,.,,,~._,,",;;':';;:;:;'~',,,"._-,-,,"~~,-, --,'--,"--'

With the nationalisation of coal mines in two spells, one in respect of coking coal mines and formation of Bharat Coking Coal Ltd. and another in respect of noncoking coal mines and formation of Coal Mines Authority Limited, three sets of executives were brought together, viz.

integrating the seniority of the four groups of officers, the cases of all eligible off should be considered by the OPCs irrespective of the number of vacancies in higher post, and recommendations for promotion would be mainly in orde merit. Once they are recommended for Ipromotion. the OPC should deten the order of merit of those found suitable for promotion, which will form the I for promotion to the next higher grade and for evolving inter-se seniority on promoted grade in due course.

(i) Executives borne on NCDC cadre : (ii)

Executives taken over from coking coal csector : and 5.6

:iii) Executives taken over from . in the CMAL,

the

Subsequently, Coal Board was abolished and tbe officers of Coal Board (forming a fourth set) came to be absorbed in CMAL and BCCL with effect from 1st April, 1975.

(A) Seniority in Respect of Officers in the Grade of E-4 and Below (i) Wherever there is an established seniority in the grades of E-4 and below, seniority position should be followed.

Formation of Coal India Limited with effect from 1st November, 1975 and the constitution of common coal cadre necessitated integration of these four groups of executives into one main stream.

In respect of officers, whose seniority position has not been determined. the foil; procedure shall be followed:

OJ)

(a) The officers. who have not been promoted at least once after their initial absofl of taken over officers (i.e. 1.7.1972 or 1.8.1973 and 1.5.1973 in respel NCDC officers), will be the senior-most in the list and they should be clu

The seniority of NeDe officers got gradually evolved on the basis of the date of entry of the individual officers in a particular gra