1. AICTE revised the pay scales and terms of service for teachers at diploma level technical institutions based on recommendations from the central pay commission.
2. The revised pay scales and terms are applicable to all diploma level technical institutions under AICTE's purview from January 1, 1996.
3. The notification details the new cadre structure, pay scales, qualifications, recruitment process, career advancement scheme, workload, superannuation age and other terms of service for teachers.
Bhel summer training (industrial training) reportRatnesh Ahirwar
Bhel summer training (industrial training) report-This report contain latest and important information about BHEL Bhopal unit and very helpful to engineering students.
This document provides an in-plant training report from February 16, 2017 to March 17, 2017 by Group 10, MT 2017 at Heavy Engineering Corporation Limited (HEC) in Dhurwa, Ranchi, Jharkhand, India. It includes an acknowledgment, index, introduction to HEC, details about HEC's journey, products such as steel and metallurgical plant equipment, mining and mineral processing equipment, machine tools, defense and strategic sectors equipment, and heavy castings and forgings. It also discusses HEC's plant layout and facilities, work flow, quality control standards, and organization chart.
covered all types of companies meeting plus essentials to make the meeting a valid meetings, cases related to the meetings, powers of board & tribunal to call the meetings
Computer application for testing (contact and non-contact)Ghassan Alshahiri
This document discusses computer applications in manufacturing measurement systems. It covers topics like contact and non-contact measurement tools, techniques, and considerations when choosing tools. It also discusses how computer systems perform measurements using sensors, analog to digital conversion, and programming. The document compares contact and non-contact methods, describing technologies like CMMs, laser scanners, and structured light scanners. It notes advantages and disadvantages of different methods and considerations for software for inspection.
The internship opportunity with HMT Machine Tools Limited was a great chance for learning and professional development. Therefore, I consider myself as very lucky individual as was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
- Infosys has plans to expand its training facility in Mysore from accommodating 4,000 trainees to 10,000 trainees.
- Wipro Spectramind provides educational support called SEED to help talented employees pursue higher education so they are not lost to the business.
- LG Electronics requires its staff to complete two training modules per month with tests and provides prizes every three months to encourage learning.
Significance of training and development - Manu Melwin Joymanumelwin
Training is crucial for organizational development and success. An employee will become more efficient and productive if he is trained well. Training and development are very vital in any firm that aims at progressing. Training simply refers to the process of acquiring the essential skills required for a certain job.
The document is a log book for students completing an external attachment at JKUAT. It provides instructions for students to record their daily activities, submit weekly reports summarizing their work, and submit a final report at the end of the attachment. It details the requirements for log book contents, including recording the departments and sections worked in each day and weekly summaries of theory and practical work covered. Students must get the log book signed weekly by their industry supervisor and the log book will be reviewed when the training supervisor visits.
Bhel summer training (industrial training) reportRatnesh Ahirwar
Bhel summer training (industrial training) report-This report contain latest and important information about BHEL Bhopal unit and very helpful to engineering students.
This document provides an in-plant training report from February 16, 2017 to March 17, 2017 by Group 10, MT 2017 at Heavy Engineering Corporation Limited (HEC) in Dhurwa, Ranchi, Jharkhand, India. It includes an acknowledgment, index, introduction to HEC, details about HEC's journey, products such as steel and metallurgical plant equipment, mining and mineral processing equipment, machine tools, defense and strategic sectors equipment, and heavy castings and forgings. It also discusses HEC's plant layout and facilities, work flow, quality control standards, and organization chart.
covered all types of companies meeting plus essentials to make the meeting a valid meetings, cases related to the meetings, powers of board & tribunal to call the meetings
Computer application for testing (contact and non-contact)Ghassan Alshahiri
This document discusses computer applications in manufacturing measurement systems. It covers topics like contact and non-contact measurement tools, techniques, and considerations when choosing tools. It also discusses how computer systems perform measurements using sensors, analog to digital conversion, and programming. The document compares contact and non-contact methods, describing technologies like CMMs, laser scanners, and structured light scanners. It notes advantages and disadvantages of different methods and considerations for software for inspection.
The internship opportunity with HMT Machine Tools Limited was a great chance for learning and professional development. Therefore, I consider myself as very lucky individual as was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
- Infosys has plans to expand its training facility in Mysore from accommodating 4,000 trainees to 10,000 trainees.
- Wipro Spectramind provides educational support called SEED to help talented employees pursue higher education so they are not lost to the business.
- LG Electronics requires its staff to complete two training modules per month with tests and provides prizes every three months to encourage learning.
Significance of training and development - Manu Melwin Joymanumelwin
Training is crucial for organizational development and success. An employee will become more efficient and productive if he is trained well. Training and development are very vital in any firm that aims at progressing. Training simply refers to the process of acquiring the essential skills required for a certain job.
The document is a log book for students completing an external attachment at JKUAT. It provides instructions for students to record their daily activities, submit weekly reports summarizing their work, and submit a final report at the end of the attachment. It details the requirements for log book contents, including recording the departments and sections worked in each day and weekly summaries of theory and practical work covered. Students must get the log book signed weekly by their industry supervisor and the log book will be reviewed when the training supervisor visits.
Technology absorption refers to a firm acquiring technological knowledge and capabilities from external sources. It involves various phases: adoption, where the technology is modified for the buyer's needs; adaptation, where further changes are made to suit local conditions; absorption, where the technology is unpacked and investigated; and optimization, where usage is improved. The process of technology absorption in a project involves formulation, execution, adaptation, absorption, and improvement stages. Benefits include avoiding repeated collaborations, developing ability to unpackage technologies, savings in foreign exchange, and building self-reliance.
Bharat Electronics Limited (BEL) : Training ReportAmber Bhaumik
Bharat Electronics Limited (BEL) is a state-owned electronics company in India that was established in 1954 to meet the specialized electronics needs of the Indian defense services. It has since grown into a multi-product, multi-technology company serving customers in diverse fields in India and abroad. BEL started with manufacturing communication equipment and has expanded into areas like radars, semiconductors, integrated circuits, batteries, and more to support defense and development programs. It currently has nine manufacturing units across India and regional offices to procure components from overseas. BEL is recognized as a Navratna PSU for its achievements and contributions to India's defense sector.
This report is a short description of our one week internship carried out as a component of the BE programme. The internship was carried out within the company Vignesh Vidyuth Controls in 2016. Since we are interested in transformers and their manufacturing process, the work was concentrated on manufacture, design, and mainly testing of the produced transformers.
This document outlines the requirements for foreign companies operating in India. It states that within 30 days of establishing a place of business in India, foreign companies must register with the Registrar and provide documents including a list of directors and the secretary. It also requires foreign companies to file annual financial statements and returns according to Indian accounting standards, and have their Indian accounts audited by a chartered accountant in India. Non-compliant companies may face investigation.
Design for Assembly/Design for Manufacturing (DFMA) for 988H LWL,
Rapid Improvement Workshop (RIW) for 988H Large Wheel Loader (LWL),
KITTING done for 777D, Work Stations - 1, 2, 3,
Paint Before Assembly (PBA) for Hydraulic Excavator (HEX),
5S Auditing for 777D, Work Stations 1 to 11,
SPAGHETTI mapping for 777D, Work Station -1.
This document discusses the applicability of Secretarial Standards 1 and 2 to Tata Hitachi Construction Machinery Company Private Limited (THCM).
Secretarial Standards 1 covers board meetings and committee meetings, setting guidelines around convening meetings, circulation of agenda, quorum, attendance, and minutes. Secretarial Standards 2 covers general meetings, providing guidance on notice, presence of directors/auditors, proxy voting, and minutes.
Adhering to the Secretarial Standards brings benefits like uniform corporate practices, enhanced transparency, and strengthened corporate governance for THCM. Compliance with the standards is mandatory under the Companies Act for listed and other prescribed companies.
Technological Advancement & Present engineering practices in indiaNirjhar Chakravorti
In the new century, the whole concept of living hood is redefining, and so is engineering. The approach towards engineering needs to be revisited. Engineering as an education and as profession needs to be relooked. Especially potential developing countries like India must redefine engineering practices to capture leverages it is getting in the new century.
This document discusses the tendering process for procurement of goods by the government of India. It outlines the key rules and regulations that govern public procurement as per the General Financial Rules 2017. These include promoting transparency, fairness and competition. It describes the different tendering methods like open/limited tender, e-procurement, rate contracts etc. It provides thresholds for different tendering processes based on the estimated value of procurement. The overall objective is to ensure efficiency, economy and public accountability in government spending.
This document provides information on various topics related to company management, including boards of directors, managing directors, managers, and company secretaries.
It begins by defining a board of director and outlining qualifications, disqualifications, appointment processes, rights, duties, powers, meetings, and removal of directors. It then discusses the roles of managing directors and whole-time directors, including their appointment, remuneration, and vacation from office. Finally, it provides a brief overview of the responsibilities of company secretaries.
The main objectives of human factors design are:
1. To consider how humans will interact with and use products by researching anthropometrics and ergonomics.
2. To measure human physical characteristics, abilities, and limitations to design products that are safe and comfortable for all users.
3. To use data on human physical and cognitive abilities to create designs that minimize risk of injury and maximize usability.
Provision related to audit and auditor Companies Act, 2013Paresh Vadher
The document summarizes key aspects of the Companies Act 2013 in India related to auditing. It outlines 27 sections from the Act pertaining to appointment, eligibility, duties and responsibilities of auditors. Some highlights include requirements for auditor appointment, qualifications and tenure, auditor duties to review accounts and report on financial statements, restrictions on non-audit services provided, and penalties for non-compliance.
Position, power and duty of Director under Companies Act,2013Saurabh Agarwal
This document provides an overview of the position, powers, and duties of directors under the Companies Act 2013 in India. It discusses key topics such as the definition of a director, composition of the board of directors, appointment of directors including independent directors, the position of directors as agents and trustees, duties of directors, liability of directors, and powers of the board of directors. The duties of directors include acting in good faith, exercising independent judgment, avoiding conflicts of interest, and prioritizing the interests of the company and stakeholders over personal interests. Directors can be held jointly or individually liable for acts prejudicial to the company's interests, such as tax liabilities or fraudulent business conduct. The board has powers to make calls on shareholders,
An extraordinary general meeting (EGM) is a meeting other than the annual general meeting that is usually called to deal with urgent matters. An EGM can be convened by the board of directors, directors on requisition by shareholders holding at least 10% of shares, the requisitionists themselves if the board fails to call a meeting within 45 days, or the tribunal if deemed impracticable to hold a meeting otherwise. The board must give at least 21 days notice for an EGM unless 95% of shareholders consent to shorter notice. If requisitioned, the board must call an EGM within 45 days and it must be held within 3 months.
The document provides guidelines for writing a seminar report, including formatting instructions for aspects like page dimensions, binding specifications, font styles, and report section order and content. Key sections should include an abstract, table of contents, chapters on the topic's introduction, literature review and conclusions, and a references list. Appendices can include supplementary information. Headings, tables and figures must correspond to the referenced text.
CETPA Infotech Pvt. Ltd is an ISO certified training company that offers summer vocational training programs in software, embedded systems, and other technologies. The training is designed to prepare students for placements by teaching industry-relevant skills. CETPA has trained over 45,000 students over 9 years across multiple locations in India and abroad. The document provides details on CETPA's training programs, schedules, fees, and registration process.
This document discusses resolutions of companies under Pakistani law. It defines resolutions as decisions made at meetings and describes three types of resolutions: ordinary resolutions which pass with a simple majority, special resolutions which require 75% of votes, and resolutions requiring special notice which require advance notice and may pass with a simple or super majority. It provides examples of when each type of resolution is required, such as altering company documents or voluntary winding up which require special resolutions, and appointing auditors which can require resolutions with special notice.
The document discusses the formation of companies in India including the definition of a company, stages of company formation, and key company documents. It notes that a company is formed when a group of people come together to exploit business opportunities by combining resources. The main stages of formation are promotion, name selection, incorporation by registering documents, and raising share capital. Key documents include the Memorandum of Association, which defines the company, Articles of Association, which covers internal regulations, and the Prospectus, which provides details for public share offerings.
DATE: 2018.10
This is the second and last internship for mechanical engineers in R&D. ME400 summer practice course in METU (ODTÜ).
This report includes all my personal observations and actions in Emek R&D as a mechanical engineering student during 20 business days.
- Purchasing meetings for required components
- Selection of electro-mechanical components
- R&D management stages
My personal observations:
1. General R&D Cycle: It covers how Emek Arge handles a research project and intermediate steps.
2. Projects of Emek R&D: Information about past and current projects of the Emek R&D.
My personal actions:
1. Factory Tour: Some images and videos of products and environment of the manufacturer company. All related digital media will be provided on demand.
2. Staubli Meeting: Notes on the related meeting are compiled in this section. All the related information about the meeting was compiled in an extra document. But some important actions were included in this report as well.
This document provides an overview of articles of association for companies in India. It defines articles of association and explains that they prescribe internal rules for a company's management, business conduct, and other operations. The key points covered include:
- Articles of association establish a contract between members and the company regarding membership rights and obligations.
- They must be subordinate to a company's memorandum of association.
- The Companies Act specifies different model forms of articles for different types of companies.
- Articles of association typically include provisions governing share capital, directors, meetings, financial matters, and winding up procedures.
- They require signatures by subscribers and authorization for any changes in a manner specified in the Companies Act.
The document provides a list of 100 recommended piano sheet music pieces for students to play in 4 hand piano duets, including works by Bach, Schubert, Gershwin, and others. All of the pieces are available from Sheet Music Plus. The list includes classical, folk, movie soundtrack, and Broadway show adaptations arranged for two pianists to play together.
The photographer chose photo 1 for their fashion spread because it shows the entire outfit and conveys that one can look good while enjoying playing the piano. Other photos were rejected for reasons such as the outfit not being fully visible, the model and dog not looking in the same direction, missing props like the dog, or the dog not looking at the piano as instructed.
Technology absorption refers to a firm acquiring technological knowledge and capabilities from external sources. It involves various phases: adoption, where the technology is modified for the buyer's needs; adaptation, where further changes are made to suit local conditions; absorption, where the technology is unpacked and investigated; and optimization, where usage is improved. The process of technology absorption in a project involves formulation, execution, adaptation, absorption, and improvement stages. Benefits include avoiding repeated collaborations, developing ability to unpackage technologies, savings in foreign exchange, and building self-reliance.
Bharat Electronics Limited (BEL) : Training ReportAmber Bhaumik
Bharat Electronics Limited (BEL) is a state-owned electronics company in India that was established in 1954 to meet the specialized electronics needs of the Indian defense services. It has since grown into a multi-product, multi-technology company serving customers in diverse fields in India and abroad. BEL started with manufacturing communication equipment and has expanded into areas like radars, semiconductors, integrated circuits, batteries, and more to support defense and development programs. It currently has nine manufacturing units across India and regional offices to procure components from overseas. BEL is recognized as a Navratna PSU for its achievements and contributions to India's defense sector.
This report is a short description of our one week internship carried out as a component of the BE programme. The internship was carried out within the company Vignesh Vidyuth Controls in 2016. Since we are interested in transformers and their manufacturing process, the work was concentrated on manufacture, design, and mainly testing of the produced transformers.
This document outlines the requirements for foreign companies operating in India. It states that within 30 days of establishing a place of business in India, foreign companies must register with the Registrar and provide documents including a list of directors and the secretary. It also requires foreign companies to file annual financial statements and returns according to Indian accounting standards, and have their Indian accounts audited by a chartered accountant in India. Non-compliant companies may face investigation.
Design for Assembly/Design for Manufacturing (DFMA) for 988H LWL,
Rapid Improvement Workshop (RIW) for 988H Large Wheel Loader (LWL),
KITTING done for 777D, Work Stations - 1, 2, 3,
Paint Before Assembly (PBA) for Hydraulic Excavator (HEX),
5S Auditing for 777D, Work Stations 1 to 11,
SPAGHETTI mapping for 777D, Work Station -1.
This document discusses the applicability of Secretarial Standards 1 and 2 to Tata Hitachi Construction Machinery Company Private Limited (THCM).
Secretarial Standards 1 covers board meetings and committee meetings, setting guidelines around convening meetings, circulation of agenda, quorum, attendance, and minutes. Secretarial Standards 2 covers general meetings, providing guidance on notice, presence of directors/auditors, proxy voting, and minutes.
Adhering to the Secretarial Standards brings benefits like uniform corporate practices, enhanced transparency, and strengthened corporate governance for THCM. Compliance with the standards is mandatory under the Companies Act for listed and other prescribed companies.
Technological Advancement & Present engineering practices in indiaNirjhar Chakravorti
In the new century, the whole concept of living hood is redefining, and so is engineering. The approach towards engineering needs to be revisited. Engineering as an education and as profession needs to be relooked. Especially potential developing countries like India must redefine engineering practices to capture leverages it is getting in the new century.
This document discusses the tendering process for procurement of goods by the government of India. It outlines the key rules and regulations that govern public procurement as per the General Financial Rules 2017. These include promoting transparency, fairness and competition. It describes the different tendering methods like open/limited tender, e-procurement, rate contracts etc. It provides thresholds for different tendering processes based on the estimated value of procurement. The overall objective is to ensure efficiency, economy and public accountability in government spending.
This document provides information on various topics related to company management, including boards of directors, managing directors, managers, and company secretaries.
It begins by defining a board of director and outlining qualifications, disqualifications, appointment processes, rights, duties, powers, meetings, and removal of directors. It then discusses the roles of managing directors and whole-time directors, including their appointment, remuneration, and vacation from office. Finally, it provides a brief overview of the responsibilities of company secretaries.
The main objectives of human factors design are:
1. To consider how humans will interact with and use products by researching anthropometrics and ergonomics.
2. To measure human physical characteristics, abilities, and limitations to design products that are safe and comfortable for all users.
3. To use data on human physical and cognitive abilities to create designs that minimize risk of injury and maximize usability.
Provision related to audit and auditor Companies Act, 2013Paresh Vadher
The document summarizes key aspects of the Companies Act 2013 in India related to auditing. It outlines 27 sections from the Act pertaining to appointment, eligibility, duties and responsibilities of auditors. Some highlights include requirements for auditor appointment, qualifications and tenure, auditor duties to review accounts and report on financial statements, restrictions on non-audit services provided, and penalties for non-compliance.
Position, power and duty of Director under Companies Act,2013Saurabh Agarwal
This document provides an overview of the position, powers, and duties of directors under the Companies Act 2013 in India. It discusses key topics such as the definition of a director, composition of the board of directors, appointment of directors including independent directors, the position of directors as agents and trustees, duties of directors, liability of directors, and powers of the board of directors. The duties of directors include acting in good faith, exercising independent judgment, avoiding conflicts of interest, and prioritizing the interests of the company and stakeholders over personal interests. Directors can be held jointly or individually liable for acts prejudicial to the company's interests, such as tax liabilities or fraudulent business conduct. The board has powers to make calls on shareholders,
An extraordinary general meeting (EGM) is a meeting other than the annual general meeting that is usually called to deal with urgent matters. An EGM can be convened by the board of directors, directors on requisition by shareholders holding at least 10% of shares, the requisitionists themselves if the board fails to call a meeting within 45 days, or the tribunal if deemed impracticable to hold a meeting otherwise. The board must give at least 21 days notice for an EGM unless 95% of shareholders consent to shorter notice. If requisitioned, the board must call an EGM within 45 days and it must be held within 3 months.
The document provides guidelines for writing a seminar report, including formatting instructions for aspects like page dimensions, binding specifications, font styles, and report section order and content. Key sections should include an abstract, table of contents, chapters on the topic's introduction, literature review and conclusions, and a references list. Appendices can include supplementary information. Headings, tables and figures must correspond to the referenced text.
CETPA Infotech Pvt. Ltd is an ISO certified training company that offers summer vocational training programs in software, embedded systems, and other technologies. The training is designed to prepare students for placements by teaching industry-relevant skills. CETPA has trained over 45,000 students over 9 years across multiple locations in India and abroad. The document provides details on CETPA's training programs, schedules, fees, and registration process.
This document discusses resolutions of companies under Pakistani law. It defines resolutions as decisions made at meetings and describes three types of resolutions: ordinary resolutions which pass with a simple majority, special resolutions which require 75% of votes, and resolutions requiring special notice which require advance notice and may pass with a simple or super majority. It provides examples of when each type of resolution is required, such as altering company documents or voluntary winding up which require special resolutions, and appointing auditors which can require resolutions with special notice.
The document discusses the formation of companies in India including the definition of a company, stages of company formation, and key company documents. It notes that a company is formed when a group of people come together to exploit business opportunities by combining resources. The main stages of formation are promotion, name selection, incorporation by registering documents, and raising share capital. Key documents include the Memorandum of Association, which defines the company, Articles of Association, which covers internal regulations, and the Prospectus, which provides details for public share offerings.
DATE: 2018.10
This is the second and last internship for mechanical engineers in R&D. ME400 summer practice course in METU (ODTÜ).
This report includes all my personal observations and actions in Emek R&D as a mechanical engineering student during 20 business days.
- Purchasing meetings for required components
- Selection of electro-mechanical components
- R&D management stages
My personal observations:
1. General R&D Cycle: It covers how Emek Arge handles a research project and intermediate steps.
2. Projects of Emek R&D: Information about past and current projects of the Emek R&D.
My personal actions:
1. Factory Tour: Some images and videos of products and environment of the manufacturer company. All related digital media will be provided on demand.
2. Staubli Meeting: Notes on the related meeting are compiled in this section. All the related information about the meeting was compiled in an extra document. But some important actions were included in this report as well.
This document provides an overview of articles of association for companies in India. It defines articles of association and explains that they prescribe internal rules for a company's management, business conduct, and other operations. The key points covered include:
- Articles of association establish a contract between members and the company regarding membership rights and obligations.
- They must be subordinate to a company's memorandum of association.
- The Companies Act specifies different model forms of articles for different types of companies.
- Articles of association typically include provisions governing share capital, directors, meetings, financial matters, and winding up procedures.
- They require signatures by subscribers and authorization for any changes in a manner specified in the Companies Act.
The document provides a list of 100 recommended piano sheet music pieces for students to play in 4 hand piano duets, including works by Bach, Schubert, Gershwin, and others. All of the pieces are available from Sheet Music Plus. The list includes classical, folk, movie soundtrack, and Broadway show adaptations arranged for two pianists to play together.
The photographer chose photo 1 for their fashion spread because it shows the entire outfit and conveys that one can look good while enjoying playing the piano. Other photos were rejected for reasons such as the outfit not being fully visible, the model and dog not looking in the same direction, missing props like the dog, or the dog not looking at the piano as instructed.
Sheet music the complete piano player easy blues[1]Jr Medina
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise stimulates the production of endorphins in the brain which elevate mood and reduce stress levels.
The document discusses the history and development of artificial intelligence over the past 70 years. It outlines some of the key milestones in AI research including the creation of logic theories, machine learning algorithms, and neural networks. Recent advances in deep learning now allow AI systems to perform complex tasks like image recognition and natural language processing.
Poco Piano For Young Children Series: A PreviewDavid Ngo
The document discusses a presentation given by Margaret O'Sullivan Farrell and Ying Ying Ng on strategies for effective piano learning for young children. It summarizes their Poco Piano method, which takes a systematic approach to teaching technique, rhythm, reading, musicianship and theory. Key aspects of the method include preparation pages that break skills into components, colorful illustrations and activities, and correlating lessons to other Poco Studio materials.
This document contains a collection of selfies taken by various people around the world throughout 2015 and early 2016. The selfies showcase people celebrating holidays and events, taking pictures with celebrities, visiting tourist attractions, and more. Locations where the selfies were taken include Egypt, New York, Berlin, Hollywood, India, Los Angeles, England, Brazil, South Korea, Ukraine, China, Mexico, and the Vatican.
This document outlines amendments made by the University Grants Commission to regulations regarding the minimum qualifications for appointment of teachers and other academic staff at universities and colleges.
Key amendments include: requiring selection procedures to incorporate transparent, objective and credible methodologies for analyzing applicant merits; capping the maximum API score claims allowed in various research and publication sub-categories; and revising clauses related to selection committee procedures, Vice Chancellor qualifications, and the API scoring framework.
The amendments are meant to further ensure standards are maintained in higher education faculty recruitment and promotions.
This document outlines amendments made by the University Grants Commission to regulations regarding the minimum qualifications for appointment of teachers and other academic staff at universities and colleges.
Key amendments include: requiring selection procedures to incorporate transparent, objective and credible methodologies for analyzing applicant merits; capping the maximum API score claims allowed in various research and publication sub-categories; and revising clauses related to selection committee procedures, Vice Chancellor qualifications, and the API scoring framework.
The amendments are meant to further ensure standards are maintained in higher education faculty recruitment and promotions.
This circular revises and updates the compensation and position classification plan for faculty positions in state universities, colleges, higher education institutions, and technical education institutions in the Philippines. It establishes new rules and regulations for implementing the revised plan based on a modified common criteria for evaluation of faculty positions. Key changes include revising the point allocation system used to determine faculty ranks, limiting top ranks to the Associate Professor level, adjusting quotas for certain ranks, and prescribing guidelines for appointment and promotion processes.
The document outlines new common norms established by the Government of India to standardize skill development programs across ministries and departments. Key points:
- A Common Norms Committee was formed with representatives from relevant ministries and states to update and revise common norms for skill development programs.
- The committee will harmonize functioning of skill development schemes, review training costs, funding norms, course categorization, and oversight of training providers.
- Common norms were established for topics like skill development definition, alignment with skills framework, input standards, outcomes, funding rates and mechanisms, monitoring and evaluation. Standardized processes aim to increase uniformity and quality of skill training nationally.
Free Training and Certification for school dropouts and existing worker by Government of India through ITIs of all over western India with the scheme name as SDI on MES
This document outlines the recruitment and promotion policy of Artificial Limbs Manufacturing Corporation of India (ALIMCO). It details the recruitment process for trainees and regular employees. It discusses manpower planning, job classifications, recruitment procedures, selection process, and reservation policies. The recruitment of trainees involves written tests, interviews, stipends during training, absorption after successful completion, and a bond for 3 years of service. Regular recruitment can be through direct recruitment or transfers on deputation. The selection process involves shortlisting applications and reimbursing travel costs for interviewed candidates depending on the level of the position.
The document summarizes India's Skill Development Initiative (SDI) scheme, which aims to provide vocational training to various target groups to address the shortage of skilled labor. Key aspects include identifying skills needed by industry, developing curriculum and training programs, certifying skills through independent assessing bodies, and reimbursing training and testing costs. The goal is to train one million people over five years across 349 identified skills.
SLA SERVICE LEVEL AGREEMENT
Including recruitment procedure. This procedure supports the implementation of the School’s Recruitment Policy. The
Procedure intends to outline clear processes and the division of responsibility for the
operation of recruitment exercises in the School.
The Procedure is underpinned by best-practice guidelines on specific topics that
provide advice to managers on key aspects of recruitment and selection.
Scope
The Procedure applies to all vacancies of six months duration or over. As modified
below, these arrangements apply to teaching-only and research-only posts.
These procedures do not apply to the appointment of Graduate Teaching Assistants;
due to the nature of the role, such vacancies are advertised internally only to relevant
This document outlines the new curriculum for 3-year diploma programs in mechanical engineering in Andhra Pradesh. It was created through a collaborative process involving polytechnic faculty, industry representatives, and academic experts. Key aspects of the new C-20 curriculum include an increased focus on practical skills, revised lab and workshop content, the addition of 6 months of industrial training, and alignment with NBA accreditation guidelines. The goal is to produce graduates with strong technical skills who meet industry needs.
This document outlines draft regulations from the University Grants Commission (UGC) in India on minimum qualifications for appointment of teachers and other academic staff in universities and colleges. Key points include:
1. Revising pay scales and other service conditions for university and college teachers in line with central government decisions.
2. Setting minimum qualifications for positions like Assistant Professor, Associate Professor, Professor, and academic staff in libraries and physical education.
3. Requiring a Ph.D. for appointment and promotion to Associate Professor and Professor, and making it mandatory for direct recruitment of Assistant Professors by 2021.
4. Continuing to require qualifying in the National Eligibility Test (NET) or other accredited tests
The document announces a vacancy notice for regular recruitments in technical, marketing, finance, and legal departments at RailTel Corporation of India Limited. It provides details of 69 total vacancies across 19 job roles from Deputy Manager to Senior Manager levels. The vacancies are divided into two groups - Group I focuses on technical roles while Group II covers IT roles. The notice gives information on eligibility criteria, age limits, reservation details, important dates, and application process. Selection will involve online written exams conducted separately for each group.
This document outlines the academic regulations for M.Tech, MBA, and MCA programs at a university. It discusses the vision, admission process, program structure, grading system, course registration requirements, attendance policies, assessment procedures, and declaration of results.
The key details are:
- The vision is to provide quality education and help all students succeed. Programs aim to develop students with technical skills and ethical values.
- Admission is based on guidelines from MHRD. Some seats are reserved for foreign students.
- Programs have core and elective courses and last 4-6 semesters depending on full or part-time. A minimum of 75-125 credits is needed to graduate
BARC Scientific Officer Recruitment 2022: Applications Open for Graduates, Sa...RajeshKKumar1
This document provides information about recruitment of Scientific Officers through the Bhabha Atomic Research Centre Training Schools. It outlines two training schemes: the Orientation Course for Engineering Graduates and Science Postgraduates (OCES) and the DAE Graduate Fellowship Scheme for Engineering Graduates and Physics Postgraduates (DGFS). Successful completion of either training scheme guarantees employment as a Scientific Officer in the Department of Atomic Energy. The selection process involves an online examination and interview. Eligible candidates must have a B.E./B.Tech degree or integrated M.Tech in listed engineering disciplines or an M.Sc in listed science disciplines with minimum 60% aggregate marks.
This document is a proposal from Maharashtra Institute of Management & Technical Studies (MIMTS) to conduct an SAP-HR workshop for students at the recipient's college. MIMTS outlines the objectives, goals, benefits, and structure of the proposed 2-day SAP-HR workshop. It also provides details on participant eligibility, requirements to host the workshop, fees, and introduces MIMTS as an experienced training organization. The proposal seeks to establish a beneficial partnership between MIMTS and the college to provide quality HR training to students.
The document summarizes the Technical Education Quality Improvement Program Phase III (TEQIP-III) in India. The objectives of TEQIP are to help engineering institutions achieve excellence, support development plans through networking and community services, and improve the effectiveness of technical education management. TEQIP-III will build on reforms from previous phases and focus on improving quality and equity in low-income states. It will provide grants to support around 200 selected institutions and aims to improve learning outcomes, research, and employability through activities like faculty development, industry collaboration, and infrastructure upgrades. Progress will be monitored based on common indicators in memorandums of understanding between participating institutions and the government.
The document outlines PTCL's internship policy, which aims to provide students opportunities to apply their academic knowledge in a real work environment. The internship program will last 8-10 weeks and be offered three times a year. Interns will participate in a 2-3 day orientation and then be placed in various PTCL departments related to their field of study. Selection will be based on merit, with top students from recognized universities invited to apply. Interns will receive a stipend of Rs. 5,000 per month and be expected to complete projects during their tenure. Upon completion, interns will receive a certificate from PTCL.
This document provides information about the revised 2016 curriculum for diploma courses in Andhra Pradesh. Some key points:
- The curriculum was revised by a committee to better align with industry needs and improve student employability. It incorporates recommendations from industry experts.
- Key changes include introducing industrial training, fundamentals of IoT, modern subjects, CISCO certification training, improved practical and communication skills training, and outcome-based learning.
- The curriculum structure was changed to 3-3.5 year duration with the first year as year-wise and remaining semesters in pattern. Exams, attendance rules, and readmission policies are also outlined.
This document provides information on the revised 2016 curriculum for diploma courses in Andhra Pradesh. Some key points:
- The curriculum was updated based on recommendations from a committee that reviewed needs of local industries and recommendations to enhance student employability.
- Revisions include introducing topics like Internet of Things, modern industry-relevant subjects, and Cisco certification training for some courses.
- Greater emphasis is placed on practical skills, with more practical content and outcome-based learning.
- Other changes involve increasing English communication skills training, introducing new labs, and aligning content with environmental guidelines and use of CAD software.
- Rules cover admission criteria, medium of instruction, attendance requirements, examination scheme and passing marks
This document outlines the key changes to the curriculum for diploma courses in Andhra Pradesh starting in 2016. Some of the main changes include:
1. The curriculum is now designed in a semester pattern instead of being year-wise, though the first year remains year-wise.
2. All diploma courses now include a 6 month to 1 year industrial training placement.
3. New subjects like fundamentals of internet of things (IOT) and modern industry-relevant topics have been added.
4. Life skills and communication skills labs have been introduced to all branches to improve employability.
More emphasis is now placed on practical skills and labs over theoretical content to better prepare students for industry needs
1. AICTE NOTIFICATION
REVISED PAY SCALES
AND
SERVICE CONDITIONS
DIPLOMA LEVEL
TECHNICAL INSTITUIONS
ALL INDIA COUNCIL FOR TECHNICAL EDUCATION
Indira Gandhi Sports Complex
I.P. Estate, New Delhi -110 002
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ALL INDIA COUNCIL FOR TECHNICAL EDUCATION
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F.No. 1-65/CD/NCE/98-99 Date: December 30, 1999
To,
The Secretaries
Dealing with Technical Education
Of All State Govts. And Union Territories
Sub. : Recommendations of the All India Council for Technical Education (AICTE)
regarding revision of pay Scales and Service Conditions of Teachers of
Technical Institutions (Diploma).
Sir,
You are aware that the All India Council for Technical Education ( AICTE) has been
established by an ACT of parliament for proper planning and co- ordinated Development,
regulation and maintenance of Norms and Standards in the Technical Education System
throughout the Country. Consequent upon revision of Pay Scales based on the recommendations
of the Central with pay commission, AICTE formulated a revision of pay Scales and Service
Conditions for Diploma Level Technical Institutions in the Country. The recommendations of
AICTE were sent to Govt. of India for approval. The Govt. of India examined these
recommendations and suggested that the revised pay Scales and service Conditions may be
circulated and appropriate action. Accordingly the recommendations of the AICTE are hereby
communicated to all concerned.
These recommendations are applicable to all Diploma Level Technical Institutions falling under
the purview of the All India Council for Technical Education.
` Your faithfully,
(R.S. Nirjar)
Member Secretary (AICTE)
Copy forwarded for Information and appropriate action to the following :
1. All Directors of Technical Education of the States and union Territories.
2. All the principals of the Technical Institutions (Diploma) under the purview of ACITE.
3. All the Regional officers of ACITE at Calcutta, Mumbai, Kanpur, Chennai, Chandigarh,
Bhopal and Bangalore.
4. The Deputy Secretary Deptt. Of Education, MHRD, Govt, of India, Shastri Bhawan, New
Delhi-110001.
2
3. AICTE NOTIFICATION ON REVISION OF PAY- SCALES
AND ASSOCIATED TERMS AND COMDITIONS OF SERVICE OF
TEACHERS, LIBRARIANS AND PHYSICAL EDUCATION
PERSONEL FOR DIPLOMA LEVEL
TECHNIAL INSTITUTIONS
1.0 PREAMBLE
The Government of India, Ministry of Human resource Development, Department of
Education has issued orders vide letter No-37-104/95-TS-II, dated October 9, 1998 and of even
No. dated January 14,1999 implementing a Scheme of revision of pay scales of teachers of
degree level Technical Institutions, following revision of pay scales of Central Government
employees on the recommendation of Fifth Central pay Commission. The Government orders
require that ACITE notify other terms and Conditions of Service of such teachers with the
approval of Ministry of Human Resource development.
In line with the revised pay- Scales of teachers of degree level technical institutions and the
associated service conditions, ACITE has now revised the pay- scales and associated service
conditions of teachers of teachers, librarians and physical education personnel in diploma level
technical institutions, with the concurrence of Ministry of Human resource Development. The
revised pay scales and associated service conditions are given in this notification.
2.0 COVERAGE
2.1 Scope:
The provisions of this notification apply to teachers, librarians and physical education
personnel in diploma level technical institutions, covered under the ACITE Act.
2.2 Date of Effect:
The revised pay- Scales, Career Advancement Scheme and incentives for higher
qualification given in this notification shall be effective form january1, 1996. All other terms and
conditions come into force with effect from the date of this notification.
2.3 State Government Institutions and Private Aided Institutions:
Taking into account the local conditions, a State Government may implement the revised
pay- scales from a date later than January1, 1999 and /or implement pay- Scales other than those
given in this notification, but which are not higher than the pay- scales given in Tables (Appendix
A-1, 2 and 3). Which the scheme is to be implemented, should be furnished to the All India
Council for Technical Education for its approval.
3
4. 2.4 Self- financing Institutions:
The pay- Scales, qualifications and other associated terms as given in this notification shall
be applicable to all self- financing (private un- aided) institutions.
3.0 CADRE STRUCTURE
For each Diploma level institutions there shall be one post of Director/ Principal. In
addition each Department shall have one post of Head of Department. The other Cadres shall be
as given in
Table 3.1
TABLE 3.1
CADRE STRUCTURE OF
DIPLOMA LEVEL INSTITUTIONS
Level Cadre
I Lecturer
II Senior Lecturer
The ratio of Senior Lecturers to Lecturers shall be 1:3.
The required total strength of teachers in the institutions including Heads of Departments will be
determined by the Staff/ Student ratio as per ACITE norms.
In addition to the Cadre Structure given in Table 3.1, the Career Advancement Scheme shall
provide for the following teaching positions but within the overall sanctioned strength of each
Department:
i) Lecturer (Senior Scale)
ii) Lecturer (Selection Grade)
4.0 PAY-SCALES
The revised pay- scale for teachers of diploma level technical institutions are given in
Tables (Appendix A-1 and 2).
5.0 QUALIFICATIONS
1. The prescribed minimum qualifications and experience requirements for various teaching
posts in diploma level technical institutions are given (Appendix-B).
2. Where qualifications and experience prescribed for a post in this pay revisions are higher
than the qualifications and experience prescribed by ACITE for that post prior to this
revision.
4
5. (i) The revised qualifications and experience will be required only for fresh appointees to
that post and will not be insisted on for existing incumbents working on those positions.
(ii) For open selection to a higher cadre position through advertisement internal candidates
presently working in lower position will be exempted form the prescribed higher
qualification and experience to the extent that they will be required to possess only the
qualifications and experience prescribed by ACITE prior to this pay revision. This
relaxation will be available only for a period of 5 years from the date of issue of this
notification. Thereafter, internal candidates must also possess the qualifications and
experience prescribed in this notification.
3. Teachers already in service prior to January1, 1996 and who at the time of their
recruitment possessed only a second class in their degree at Bachelor’s or Master’s Level (but
met all the qualification requirement prescribed by ACIET at the time of their recruitment) Shall
be exempted from the requirement of First Class for the Degree they had at the time of their
recruitment.
6.0 RECRUITMENT
Recruitment to all cadre posts shall be strictly based on merit by open selection through
open advertisement at national level.
7.0 FOR HIGHER QUALIFICATION INCENTIVES
(a) At the time of recruitment as Lecturers,
(i) Four advance increments will be admissible to those who hold ph. D. Degrees, and
(ii) Two advance increments will be given to those who hold M. Phil. Degree in Science /
Humanities and to those who hold M.E./M.Tech. Degree.
(b) A teacher with M.E./M.Tech,. who does not have a ph.D. Degree will be eligible for two
advance increments as and when he /she acquire a ph. D .degree in his / her service
career.
(c) A lecturer with ph. D. will be eligible for two advance increment when he/ she moves
into the grade of Lecturer ( Selection Grade) through Career Advancement Scheme or is
appointed as Head of Department.
CAREER ADVANCEMENT
8.1 General:
(a) Career Advancement provided for movement of
5
6. Career to Lecturer (Senior Scale)
(ii) Senior Lecturer /Lecturer (senior scale ) to Lecturer ( Selection Grade)
(b) For promotion under Career Advancement Scheme,
(i) The candidate must have consistently satisfactory performance appraisal reports.
(ii) Assessment and selection would be made by a selection committee, as required for normal
selection by the respective institution.
(iii) The prescribed teaching/ contact hours of a teacher selected promoted under the Career
Advancement Scheme shall remain the same as that of the substantive post he / she is
occupying.
ACITE, would in due course, specify the guidelines for the selection process and the composition
of the selection Committee for promotion under Career Advancement Scheme. Until the ACITE
scheme is announced, Selection Committees same as prescribed for direct recruitments to the
corresponding posts may be used for such promotions.
8.2 Lecturer (Senior Scale) :
A Lecturer will be eligible for placement as Lecturer (senior Scale), through a process of
selection if he / she has:
(i) Completed 6 years of service after regular appointment as a Lecturer, with relaxation of 2
years for these with Ph. D. and one year for those with M. Phil / M.E./M.Tech.,
(ii) Participated in one orientation course / induction training and one refresher course or
industrial training of aggregate duration of 8 weeks, or has undertaken other appropriate
continuing education or training programmes of comparable quality and duration as may
be specified or approved by ACIET. Those with ph. D. degree would be exempted from
these course/ training requirements.
8.3 Lecturer (Selection Grade) :
A Senior Lecturer / Lecturer (Senior Scale) who has a Master’s degree and 5 years
experience as senior Lecturer of Lecturer (Senior Scale), and has consistently satisfactory
performance appraisal reports will be eligible to be placed as Lecturer (Selection Grade), subject
to the recommendation of the Selection Committee.
9.0 COUNTING OF QUALIFYING SERVICE FOR CAREER ADVANCEMENT
9.1 Counting of Service within the present Institution:
The duration of service in temporary capacity / contract appointment / ad –hoc
appointment/ leave vacancy can be counted for promotion to Senior Scale / Selection Grade
provided that:
6
7. (a) The tenure of such appointment was one year or more than one year, without any break:
(b) The incumbent with the prescribed selection procedure as laid down by concerned Board
of Governors/ Institution’s regulation/ Directorate of Technical Education / State
Government/ Central Government ;
(c) The concerned Lecturer possessed the minimum qualification prescribed by ACITE for
appointment as Lecturers;
(d) The incumbent was selected to the regular post in continuation of service in a temporary
capacity/ contract appointment / ad hoc appointment / level vacancy without any break.
9.2 Counting of Service outside the Institution:
Previous continuous service , as a Lecturer or equivalent in college , national laboratory, or
other scientific organizations such as CSIR, ICAR, DROD etc., or in any public sector industrial
undertaking may be counted for placement of Lectures in senior scale/ selection Grade provided
that :
(a) The posts were in an equivalent grade/ scale of pay as the post of a Lecturer:
(b) The qualifications for the posts were not lower than the qualifications prescribed by
ACITE for the post of Lecturer;
(c) The posts were filled in a accordance with the prescribed selection procedures as laid
down by the Board of Governors/ institutions regulations/ Directorate of Technical
Education / State Government / Central Government:
(d) Ad hoc service / service in contract appointment / leave vacancy was of a continuous
duration of not less than one year and further provided that :
(i) The incumbent was appointed on the recommendation of a duly constituted selection
Committee; and
(ii) The incumbent was selected to the regular post in continuation of the as hoc / contract/
temporary appointment.
(e) The concerned Lecturer has possessed all the minimum qualifications prescribed by
ACITE for appointment as Lecturers.
10.0 TEACHING DAYS
Every institution will have at least 180 full teaching days per year (or 90 full teaching days
per semester). “Teaching days” here shall mean actual class room/ laboratory contact teaching
days and shall not include days of examinations/ sports etc.
7
8. 11.0 WORKLOAD
Workload of a teacher should not be less than 40 hours a week, of which teaching contact
hours should be as follows:
Principal - 6 hours/week
Heads of Department / Lecturers (Selection Grade) - 14 hours/week
Senior Lecturers/Lecturers (Senior Scale) - 16 hours/week
Lecturers - 18 hours/week
For the above stipulation, two tutorial hours/ two laboratory hours will be counted as one
teaching hour.
12.0 SUPERANNUATION AND RE- EMPLOYMENT
The age of superannuation of teachers in diploma level technical institutions would be 62
years and thereafter no extension of service shall be given. However, an Institute may re-employ
a superannuated teacher up to 65 years of age in accordance with the existing provision (s) in the
Statutes/ Memorandum of Association and Rules/ Schemes, Regulations and Bye- laws of the
Institute, as the case may be.
The age of superannuation of Librarians, Physical Education personnel and such other
employees of technical institutions who are treated at par with the teachers and whose age of
superannuation was 60 years, will now be62 years. However, there is no provision of re-
employment for such category of staff.
13.0 JOB RESPONSIBILITY
The job responsibilities of teachers of diploma level technical institution are given
(Appendix c).
14.0 ACCOUNTABILITY
14.1 Pay Revision as an Integrated Package:
Better compensation package, and performance and accountability are inter- related, and
one cannot be had without the other. Performance appraisal and accountability shall be an
integral part of this pay revision package.
8
9. 14.2 Performance Appraisal:
An open, transparent and objective performance Appraisal System comprising self-
appraisal, peer evaluation and student evaluation shall be implemented .AICTE would evolve
guidelines for this purpose.
15.0 EFFECTIVE DATE, FITMENT FORMULA AND ALLOWANCES
15.1 Effective Date:
The revised scales of pay as contained in Tables (Appendix A-1,2and 3) are effective from
January 1, 1996.
15.2 Fitment Formula:
Pay with effect form January 01,1996 in the revised scale of pay will be fixed after giving
the benefit of one increment for every three increments earned in the pre-revised Scales as
stipulated in Rule 7 of Central Civil Service ( Revised pay) Rules, 1997, and governed by other
relevant provisions of Central Civil Service ( Revised pay) Rules, 1997 as applicable.
15.3 Arrears:
The payment of arrears will be made in one installment.
15.4 Allowances:
(i) Central Government/State government/Government- Aided Institutions
Central Government/State government/Government- Aided Institutions shall provide
Dearness Allowance, City Compensatory Allowance, House Rent Allowance, Special
Compensatory Allowance, Training Allowance, Transport Allowance, Education Assistance and
other Allowances to technical teachers at rates applicable to Central/ State Government
employees.
(ii) Self- Financing Institutions
Self-Financing Institutions shall provide Dearness Allowance and other Allowances,
Medical Facilities/ Group Health Insurance, Leave Encashment Facilities, Pension and other
Retirement benefits (GPF-cum- Gratuity Scheme or CPF- cum –Gratuity Scheme) and group
Insurance at rates not lower than those available to teachers (or corresponding employees) in the
respective State Government Service.
15.5 Pay Fixation of Lecturers (Selection Grade):
The fixation of pay of Lecturers (Selection Grade), under the Career Advancement
Scheme, and Heads of Departments in the pre-revised Scale of Rs. 3700-125-4900-150-5700 who
were selected strictly in accordance with rules and regulations framed by AICTE and who were
in position as Lecturers (Selection Grade) or as Head of Department as on 01-01-1996, will be
made in a manner that they get their pay fixed at the minimum of Rs. 14940/- in the revised scale
of Rs. 12000-420-18300 as and when they complete five years in the grade.
9
10. 16.0 OTHER TERMS AND CONDITIONS OF SERVICE OF TEACHERS
16.1 General
(a) The implementation of the revised scales will be subject to the acceptance of all
conditions mentioned in the scheme including revised qualifications and recruitment
proceed procedures as well as of the other terms and conditions issued by the AICTE in
this behalf.
(b) The State Governments/ Institutions are required to amend their Statutes. Memorandum
of Association, Rules/ Schemes, Regulations, Bye- Laws, as the case may be, in line with
the Scheme forth with.
(c) Anomalies, if any, in the implementation of the scheme may be brought to the notice of
Directorate of Technical Education of respective State Government for clarification.
A Standing Committee will be constituted by Directorate of Technical Education of
respective State Governments for dealing with anomalies which may arise from time to
time during implementation of the Scheme of Revision of pay Scales.
(d) The State Governments , after taking local conditions into consideration, may also decide
in their discretion, to introduces scales of pay different from those mentioned in the
scheme, and may give effect to the revised scales of pay from January 1, 1996 or a later
date. In such cases, the details of the modification proposed either to the scales of pay or
the date from which the scheme is to be implemented, should be furnished to the AICTE.
16.2 Reimbursement of Cost of Books:
Teachers may be reimbursed 75% of the cost of relevant books and journals, limited to a
maximum reimbursement or Rs. 3,000 per annum.
16.3 Reimbursement of Professional Society Membership Fee:
Teachers may be reimbursed 85% of the annual membership Fee on National /
International professional Society.
16.4 Reimbursement of Cost of Personal Computer:
Teachers may be entitled for the reimbursement of 75% of cost a personal Computer.
16.5 Reimbursement of TA/DA / Registration Fee for Conferences for presenting
Technical Papers:
Teachers may be reimbursed the expensive incurred for Registration Fee and TA/DA for
presenting technical papers at one National Conference every year and one International
Conference every 3 years.
16.6 Pension and other retirement benefits:
Teachers may be given pension and other retirement benefits at rate applicable to Central/ State
Government employees.
10
11. 16.7 Medical Facilities, Group Insurance, Leaves and LTC:
Medical Facilities, Group Insurance, Group Insurance Scheme, all types of leave,
leave encashment facilities and LTC may be given on the pattern applicable to Central / State
Government employees.
16.8 TA/DA Rules:
TA/DA rules in accordance to Central / State Government norms may be adopted.
Consultancy:
The guidelines given at (Appendix D) may be followed for sharing of income from
Consultancy.
16.10 Opportunities for Higher Studies:
In the interest of improving the guilty of faculty it is recommended that at any time up to
15% of the sanctioned faculty strength may be allowed study leave for acquiring Master’s or
ph.D.degree, and for industrial training .
16.11 Special Benefits for Women:
Option for part-time employment, provision for career interruption, preferential
accommodation and provision of Day-care Centers in the institutions may be provided , if
possible.
Apart from the above, all other special benefits extended to women employees in the
Government as recommended by the Fifth Central pay Commission may be extended to women
teachers in technical institutions.
11
12. TABLE A-1
SCALES OF PAY FOR TEACHERS FOR DIPLOMA LEVEL TECHNICAL INSTITUTIONS
SI. No. Category Existing pay- Scales (Rs.) Proposed Pay – Scales (Rs.)
1. Lecturer 2200-75-2800-100-4000 8000-275-13500
2 Senior Lecturer 3000-100-3500-125-5000 10000-325-15200
3 Head of Deptt. 3700-125-4950-150-5700 12000-420-18300
4 Principal 4500-150-5700-200-6300 16400-450-20000
TABLE A-2
SCALES OF PAY FOR TEACHING POSITIONS UNDER CAREER ADVANCEMENT
SCHEME FOR DIPLOMA LEVEL TECHNICAL INSTITUTIONS
SI No. Category Existing pay- Scales (Rs.) Proposed Pay – Scales (Rs.)
1. Lecturer 3000-100-3500-125-5000 10000-325-15200(Senior Scale)
2. Lecturer 3700-125-4950-150-5700 12000-420-18300(Selection Grade)
The revised scales of pay for Librarians and physical Education personnel are given in Table A-3
TABLE A-3
SCALES OF PAY FOR LIBRARIANS AND PHYSICAL EDUCATION INSTRUCTORS (PEI)
FOR DIPLIMA LEAVEL TECHNICAL INSSTITUTIONS
SI No. Category Proposed Pay – Scales (Rs.)
1. Librarian/ Lecturer Physical Education 8000-275-13500
Instructors (P.E.I)
2. Librarian (Senior Scale)/ Lecturer (Senior Scale)/ 10000-325-15200
Physical Education Instructor (Senior Scale)
3. Librarian (Selection Grade)/ Lecturer (Selection
Grade)/ Physical Education Instructor (Selection 12000-420-18300
Grade)
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13. APPENDIX-B
QUALIFICATIONS & EXPERIENCE
FOR THE TEACHING POSTS IN
DIPLOMA LEVEL TECHNICAL INSTITUTIONS
(ENGINEERING / TECHNOLOGY PROGRAMMES)
Sl. No Cadre Qualifications Experience
1. Lecturer First Class Bachelor’s Degree in
appropriate branch of Engineering/ No requirement
Technology
OR
First Class Master’s Degree in
appropriate branch for Teaching
posts in Humanities & Sciences.
2. Senior Lecturer First Class Bachelor’s Degree in 5 years experience
appropriate branch of Engineering/ in teaching / industry /
Technology research at the level of
OR Lecturer or equivalent.
First Class Master’s Degree in
appropriate branch of Humanities &
Sciences.
3. Head of Department Master’s Degree in appropriate
branch of Engineering / Technology 5 years experience in
with First Class at Master’s or teaching / industry /
Bachelor’s Leavel. research at the level of
OR Lecturer or equivalent
Ph.D.with First Class Master’s
Degree in appropriate branch of
Humanities & Science.
NOTE : Candidates from industry/
profession with a Bachelor’s Degree
in appropriate branch of
Engineering / Technology (Master’s
Degree in the case of Humanities &
Science) and with recognized
professional work equivalent to
Master’s degree in the case of
Engineering / Technology & ph.D.
degree in the case of Humanities &
Science as the case may be , & 5
years experience will also be
eligible , for the post of Head of
Department.
13
14. 4. Principal Qualification and Experience 15 years experience in
teaching out of which
Master’s Degree in appropriate at least 5 years shall be
branch of Engineering / Technology at the level of Head of
with First Class at Master’s or Department of
Bachelor’s Leavel. equivalent.
OR
Ph.D. in appropriate branch of of 10 years experience in
Engineering/Technology Technician teaching out of which
Education. at least 5 years shall be
NOTE: Candidates from at the level of Head of
industry/ with Department of
First Class Bachelor’s Degree in equivalent.
appropriate branch of Engineering /
Technology , & with industrial
experience which is equivalent to
Master ‘s degree, with total 15 years
of experience of which at least 5
years would be at a leavel
comparable with Head of
Department, will also be eligible.
14
15. APPENDIX - C
JOB RESPONSIBILITIES OF TEACHERS
(Diploma Level Technical Institution)
ACADEMIC RES & CONSULTANCY ADMINISTRATION EXTENSION
(1) (2) (3) (4)
Teaching Diploma & R & D work on industrial Assisting in Institution / Assisting in extension
post – diploma courses problems & projects Department services to the industry
including lectures, Administration.
laboratory & tutorials Planning & its
implementation
Students Assessment & Publication of Technical Organising R & D work Contributing to
Evaluation including papers in industrial problems & community activities.
Examination work of the projects
State Board of Technical
Education.
Planning & Promotion of industry Academic & Public relations &
implementation of institution collaboration & Administrative interaction with
instruction in laboratory industry oriented R & D. management of institution community
Developing Resource Organising & coordinating Preparation of project Providing non formal/
Material & Curricula consultancy services proposals for funding distance mode of
education for benefit of
community
Design & developing of Providing testing / repair Development, Promotion of entrepre
laboratory instructions Services administration & neurship & job creation
management of
institutional facilities.
Participation in the Co- Providing academic & Dissemination of
curricular & Extra- administrative leadership knowledge
curricular activates
Student guidance & Monitoring & evaluation Technical support to
counseling & helping of academic activities in socially relevant
their character the institution. projects
development
Innovation in technician Participation policy &
education & evaluation system planning at State,
Regional & National level
for development of
technical education
Providing leadership in Assisting in resource
teaching Diploma & mobillisation for the
Post Graduate Diploma institution.
courses.
Promoting & Maintaining
coordinating Continuing Accountability,
Education Activates Developing, updating &
maintaining MIS
Self development To Conduct performance
through Up- gradation of appraisal
Knowledge & skills.
And any other relevant work assigned by the Head of the institution.
15
16. APPENDIX –D
RECOMMENDED GUIDELINES FOR COMSULTANCY
1) Institutions should actively encourage and support the faculty in taking up consultancy
(and testing) work. Teachers should actively liaise with industry to attract projects,
particularly those which have elements of industrial problem – solving, student
involvement and educative value.
2) There would not be any limit on the quantum of consultancy work a teacher can take up
or the remuneration he can earns, so long as this is done with the concurrence of the
Competent Authority and without prejudice to the other duties and responsibilities of the
teacher or to the interest of the institution and the students. While working out the fees/
charges for carrying out the consultancy project, suitable methods of estimation should be
used. These would include either.
a) Fixing a percentage of the total cost of the project, as in the case of architectural projects
Structural Engineering design projects, etc.or.
b) Estimates worked out on the basis of required man – hour input at different levels and
expenditure to be incurred on purchase of materials, use of outside labour, use of outside
consultants, computer charges, etc.
Suitable charges for overheads up to 15 % should be added to the cost estimated as
above, to cover indirect costs such as use of electricity, building space, stationery, etc.
This amount should to to the revenue account of the institution.
3) There are two major types of consultancy assignments generally undertaken by faculty.
Type-I involves participation of teacher of group of teachers who use institutional
infrastructural facilities such as workshop, laboratories, computer, etc. for the work.
Type-II involves participation of teacher (s) without using any institutional infrastructure.
In both cases, there generally is some direct expenditure involved consisting of purchase
of material, use of outside labour/ expertise, etc.
4) A suggested pattern for the sharing of the net revenue (after meeting all expenses and
remitting the 15 % overhead to the revenue account of the institution) from consultancy
work is as given below:
Consultancy Project of Type – I:
a) 50 % to the Development Found of the Institution
b) 50 % to be shared by the team involved with the work including supporting staff.
16