Provided also that where the appointing authority is an authority
subordinate to the Deputy Chairman and that authority disagrees with such
recommendation in any case, it shall record its reasons for such
disagreement and submit, the case to the Deputy Chairman who shall decide
Provided also that in the case of vacancies of a purely temporary nature
and leave vacancies, if a person recommended by the concerned Selection
Committee, Consultant, or a firm of consultants, as the case may be, for
inclusion in the waiting list referred to in Regulation 19 is not
available, the Chairman or the Deputy Chairman may at his discretion
appoint suitable person in such vacancies for a period not exceeding six
months, subject to the condition that :
(i) no candidate who has completed a total service of six months
shall be re-appointed or continued, unless he is selected by the concerned
Selection Committee, Consultant or a firm of consultants as the case may
(ii) the services of the persons appointed on a purely temporary
basis may be terminated, as soon as a candidate selected by the concerned
Selection Committee, Consultant or a firm of consultants, as the case may
be, is available;
Provided also that in case of immediate necessity and when the waiting
list is used up, a purely temporary appointment may be made by the
Chairman or the Deputy Chairman, pending selection by the appropriate
Selection Committee, Consultant, or a firm of Consultants, as the case may
Pots in Class I, Class II and Class III (Technical) cadres intended to be
filled by direct recruitment shall be advertised and a copy of the
advertisement shall be sent to the Local Employment Exchange. In all other
cases, recruitment through Local Employment Exchange shall be made and
such posts shall be advertised only if the Employment Exchange gives a
Grant of higher starting pay or condonation of physical defects in certain
The Selection Committee, Consultant, or a firm of consultants as the case
may be, may besides recommending candidates as for appointment, also
recommend, in deserving case the grant of a higher starting pay or
condonation of any physical defect in respect of them.
Canvassing support to be disqualification - Any endeavour on the part of a
person or his relations or friends to canvass support by direct or
indirect method for his application for appointment in the Board's service
or for promotion to a higher post shall disqualify him for the appointment
Suppression of facts
- Any candidate who is found to have knowingly furnished any particulars
which are false or to have suppressed material information of character,
which if known, would ordinarily have debarred him from getting an
appointment in the Board's service is liable to be disqualified, and, if
appointed, to be dismissed from service.
Eligibility of existing employees for direct recruitment - When the posts
required to be filled by direct recruitment are advertised, employees
already in service may also apply, provided that they possess the
prescribed qualification and experience.
Conduct of written or practical test in certain cases - The Dy. Chairman
in the case of Class I posts and the Deputy Chairman or the * concerned
General Manager in the case of other posts, may decide whether a written
or a practical test or both should be held and also name the officer who
should hold the said test and the manner in which the test should be held
and other details thereof.
List of approved candidates for appointment
- The Selection Committee,
Consultant or a firm of consultants, as the case may be, may recommend, in
the order of merit, as adjudged by it, the names of the selected
candidates to be kept on waiting list for consideration for appointment to
posts earmarked for direct recruits. Such a list may be deemed to be valid
for a period of 12 months from the date on which the list is finalised.
Such of the candidates on the waiting list as are likely to be offered
appointments in appropriate vacancies within a reasonable period may be
informed that their names have been kept on the waiting list for being
absorbed in vacancies likely to arise in the near future.
Cancellation of appointment orders
- If a candidate selected for the post
earmarked for direct recruits fails to join duty within the date mentioned
in the appointment order and where no such date is mentioned, within 30
days of the date of issue of the appointment order, or within such
extended period as the Dy. Chairman may fix, the appointment order shall
be deemed to have been cancelled.
Payment of travelling allowance for attending interviews:- In the case of
posts filled by direct recruitment, all journeys which the candidates
(including persons already in service on the Board) may have to perform
for the purposes of written and practical test or interview shall be at
their own cost, except in cases where payment of travelling expense
expenses may be allowed by the Deputy Chairman under special
circumstances. Candidates belonging to Scheduled Castes or Scheduled
Tribes called for written and practical tests or interview may be granted
travelling allowance in accordance with the Board's orders from time to
time in this behalf.
Employment of near relatives of deceased employees - Notwithstanding
anything contained in these regulations, the Deputy Chairman * may
dispense with the normal procedure of recruitment prescribed in these
regulations and appoint the legitimate son or daughter or a very near
relative or the surviving spouse of an employee of the Board who dies
while in service, if the person to be so appointed possesses the
prescribed qualifications and experience and is otherwise found suitable.
NOTE : The
reasons for departing from the normal procedure of making appointments
shall be recorded in writing while exercising the power under this
regulation. The object of this provision is to render help to the family
in indigent circumstances.
The Deputy Chairman may appoint any person or persons on a part-time basis
for a specific period, not exceeding two years at a time, and on such
other terms as may be specified by him from time to time.
Procedure for Promotion :
(1) (a) Where promotion is to be made to a 'non-selection' post, the
employee who is seniormost in terms of Regulation 10 of the cadre from
which promotions are made shall be considered for promotion.
(b) Where promotions to be made to a 'selection Post' the field of
selection as per seniority in terms of Regulation 10 shall not be less
than three times and more than five times the number of vacancies subject
to employees with necessary, qualifications and experiences being
available. The Departmental Promotion Committee/Selection Committee may
alter these limits to suit exceptional circumstances. Alteration of zone
consideration should be done with the prior approval of the Deputy
Chairman and not at the discretion of the DPC/Selection Committee.
(2) The following principles and procedures shall normally be observed for
making departmental promotion:
(a) In case of promotion to a selection post :
(i) In case of promotion to a selection post which involves
promotion from a post in lower class to a post in higher class (i.e.
promotion from a Class III to Class II and soon), the Departmental
Promotion Committee Selection Committee shall assess the merit of the
employees for the higher post by considering all relevant records
concerning the employees (including his ACRs) and through test and/or
interview as may be considered necessary, and grade the employees
concerned as 'outstanding', 'very good' and 'good' and arrange their names
in a select list in such a way that all those graded 'outstanding' shall
be senior to those grade-as 'very good' and those graded 'very good' shall
be senior to those graded as "good" and so on. In case of promotion
of an employee involving change of Class from Class IV to Class III, no
test/interview shall ordinarily be held. For such promotions, the
principle and procedure laid down in Clause (a) (ii) below shall be
observed. No employee shall be recommended for promotion to a higher post
unless the Departmental Promotion Committee Selection Committee satisfy
themselves that the candidate possessed necessary aptitude and traits
required for such higher post such a personality, educational
qualifications, experience, initiative, strength of character, integrity
and readiness assume individual responsibility.
In assessing the merits of employees on comparative basis the ability,
initiative, temperament, quality of work sense of responsibility,
integrity etc. of the employee concerned shall be taken into consideration
for a period of time normally for a period not less than three years, for
which over and above the ACRs of the concerned employees, the reports of
three different superior officers on the items mentioned above may also be
taken into account if necessary.
(ii) In case of promotion to 'selection' posts other than mentioned in
Clause (i) above, the Departmental Promotion Committee/Selection Committee
shall assess the merit of the employee for the higher post by considering
all relevant records concerning the employee/including his ACRs/and grade
the employees concerned as 'outstanding', 'very good' and 'good' and
arrange their names in a select list in order of their seniority in such a
way that all those grades 'outstanding' shall be senior on the select list
to those grade as.
Relaxation of qualifications in certain cases of promotion - When a post
is filled by promotion the Selection Committee/the Departmental Promotion
Committee may relax the academic qualifications, if the candidate to be
promoted is otherwise suitable and qualified by reason of adequate
Departmental test for confirmation in certain cases - The Deputy Chairman
may specify, from time to time the number of posts, confirmation in which
shall be subject to the passing of a qualifying departmental test. The Dy.
Chairman may also specify from time to time the details of the qualifying
departmental test such as the procedure for holding the test, the syllabus
for the test, the intervals at which the test shall be held, the maximum
period with which the test shall be passed by the candidates etc.
Reversion due to
failure in departmental tests
- An employee promoted to a post shall pass such qualifying departmental
test, as may be specified by the Dy. Chairman from time to time, within such period, as may be
specified by him, failing which the employee shall be reverted. When the
passing of a test specified as a condition precedent to promotion to a
higher higher post, no employee shall be considered for promotion to such a
post until he passes the prescribed test;
Provided that the
Dy. Chairman may relax the condition for the passing of such test for
special reasons to be recorded in writing in any individual case.
Filling up of vacancies ad hoc -
(a) If no suitable candidate is available for appointment to any
post by promotion from within the Division, the post may be filled by
direct recruitment or transfer from another Division or by deputation of
an officer employed under any other Port Authority in India, the Central
Government, a State Government or any local authority, statutory
undertaking or any Government Company as defined in Section 617 of the
Companies Act 1956 (1 of 1956) or Institutions receiving grants from
Government. In such cases, age limits, qualifications and experience
for appointment shall be prescribed by the Board.
(b) The appointing authority may also make such other temporary
arrangement, as it may deem necessary to fill any post for a period not
exceeding six months.
Deputation - Any employee may be permitted to serve on deputation or on
foreign service under the control of the Central Government or a State
Government, any local authority, statutory undertaking or a Government
Company as defined in the Companies Act 1956 (1 of 1956) or institutions
receiving grants from Government, on such terms as may be agreed upon by
the Board from time to time.
Relaxation of the Provisions of the Regulations on individual cases:-
Notwithstanding anything contained in these Regulations, the Chairman in
the exigencies of work or situations or public interest relax any of the
provisions in these regulations provided that the employee/employees
likely to be affected by such relaxation shall be given on an opportunity
to represent against such decision within specified time and any such
representation submitted by the employee/employees shall be duly
considered by the Chairman. If on such consideration in the opinion of the
Chairman the relaxation is required to be made, the reasons for making
such relaxation shall be recorded in writing and shall take effect on
obtaining approval of the Board.
If any question arises as to the interpretation of these regulations or in
respect of any matter not hereinabove subsequently provided for, the same
shall be referred to the Central Government who shall decide the same.
Saving - Nothing in these rules shall affect reservations, relaxation of
age-limit and other concessions required to be provided for Scheduled
Castes and Scheduled Tribes and other special categories of persons in
accordance with the orders issued by the Central Government from time to
time in this regard.
Management Trainees - The Management Trainees will be absorbed in Haldia as per their qualifications.
[ Vide Regulation 3(e) ]
CLASSIFICATION OF POSTS
(i) Class I Posts :
(a) all posts of Heads of Departments
(b) all posts
carrying pay or scale of pay ( exclusive of allowances ), the maximum of
which is Rs.1980/- *(Pre-revised) or more per month;
(c) all posts not
covered by (a) and (b) especially declared to be Class 1 posts by the
(ii) Class II
(a) all posts not
covered by (i) above carrying pay or scale of pay (exclusive of
allowances) the maximum of which is more than Rs.1679/- (Pre-revised) per
month but less than Rs.1980/- (Pre-revised) per month,
(b) all posts not
covered by (a) especially declared to be Class II posts by the Board.
*(iii) Class III Posts
(a) All posts not covered by (i) and (ii) above carrying pay or
scale of pay (exclusive of allowance), the maximum of which is more than
Rs.1,695/- per month (revised) but does not exceed Rs.2,800/- per month
(b) Posts not covered by (a) especially declared to be Class III
posts by the Board.
(iv) Class IV
Posts :- All posts not covered by (i), (ii), (iii) above carrying
pay or scale of pay, the maximum of which is Rs.1,695/- or below per month
[ Vide Regulation 3(b) ]