Establishment Notes by Multi Disciplinary Zonal Training Institute Trichy, Southern Railway, Summary of all topics

1. 1
MULTI DISCIPLINARY ZONAL
TRAINING INSTITUTE
SOUTHERN RAILWAY
TIRUCHCHIRAPPALI
ESTABLISHMENT
RULES
STUDY MATERIAL

2. 2
INDEX
S.No. Subject Page
01 Indian Railways Organizational Set Up 04
02 Single File System 11
03 Personnel Management 13
04 Man Power Planning 15
05 Recruitment 25
06 Appointment on Compassionate Grounds 31
07 Reservation Rules 35
08 Promotions and Selections 45
09 Seniority Rules 60
10 Fixation of Pay, ACP & MACP 63
11 The persons with Disabilities (Equal opportunities, Protection of Rights
and Full Participation) Act, 1995.
74
12 Pass Rules 77
13 Leave Rules 85
14 Hours of work and period of rest rules (HOWPOR / HOER) 93
15 Conduct Rules 99
16 Discipline and Appeal Rules 106
17 Settlement benefits / Pension Rules 113
18 Welfare Measures 119
19 Children Education Allowance 122
20 Industrial Relations, PNM, FNM, JCM, PREM 125
21 Allotment and Retention of Railway Quarters, HRA 130
22 Transfers 139
23 Factories Act 144
24 Employees Compensation Act 148
25 Industrial Disputes Act 150
26 Payment of Wages Act 153
27 Minimum Wages Act 155
28 Trade Unions Act 156
29 Staff Grievances 158
30 Canons of Financial propriety 160
31 Railway Budget 161
32 Audit 164
33 Official Language Policy 166
34 Ex-Gratia Lumpsum Compensation 171
35 Disability Pension / Family Pension 174
36 House Building Advance 177
37 Special Voluntary Retirement Scheme 185
38 New Pension Scheme 186
39 The Right to Information Act 189
40 Pay Bills on Computer 193
41 Composite Transfer Grant 196
42 National Holiday Allowance 197
43 Personal Computer Advance 198

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44 Allowances 199
45 Daily Allowance / Travelling Allowance 201
46 Breach of Rest Allowance and Constant Attendant Allowance 204
47 Running Allowance Rules 205
48 Transport Allowance 206
49 Risk and Matrix Allowance 210
50 Technical Resignation 213
51 Legal Matters, Central Administrative Tribunal 218
52 Grievance Redressal Machinery / Nivaran / CPGRAMS 228
53 Store Keeping Procedures 230
54 Works Programme 241
55 Charter 243

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ESTABLISHMENT RULES
INDIAN RAILWAYS ORGANISATIONAL SET UP
Minister for Railways – Shri Piyush Goyal
Minister of State for Railways – Shri Suresh Chinnasbasappa Angadi
Railway Board: Railway Board was constituted by a resolution of Government of India on
18.02.1905. It is the chief administrative and executive body assisting the Railway Minister in
the discharge of his assignments. Some important functions of the Railway Board are-
Policy Formulation
Planning
Budgeting
Project Implementation
Inter Railway Co-ordination
Inter Ministry Co-ordination
The Railway Board consists of-
CHAIRMAN, RAILWAY BOARD &
[CHIEF EXECUTIVE OFFICER (CEO) –
SHRI SUNEET SHARMA
Chairman Railway Board is responsible for policy decisions, Intelligence, planning, security,
vigilance, public relations etc. CRB also advises the Government of India in the matters of
Railway policy.
MEMBERS
DEPARTMENT NAME
MEMBER (INFRASTRUCTURE) SANJEEV MITTAL
MEMBER (OPERATIONS & BUSINESS DEVELOPMENT) SANJAY KUMAR MOHANTY
MEMBER (TRACTION & ROLLING STOCK) RAHUL JAIN
MEMBER (FINANCE) NARESH SALECHA
OFFICER ON SPECIAL DUTY & DIRECTOR GENERAL
DIRECTOR GENERAL (RPF) DIRECTOR GENERAL (RHS)
DIRECTOR GENERAL (HR) DIRECTOR GENERAL (SAFETY)
ADDITIONAL MEMBERS
ADVISERS

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SECRETARY - Sushant Kumar Mishra
PRINCIPAL EXECUTIVE DIRECTORS,
JOINT DIRECTORS,
DIRECTORS
DEPUTY DIRECTORS
SECTION OFFICERS
STAFF
Attached offices to Railway Board
Research Designs and Standards Organization, Lucknow, Uttar Pradesh.
Railway Liaisons Office with the Directorate-General of Supplies and Disposals, New Delhi.etc.
Subordinate offices to Railway Board
National Academy of Indian Railways, (Railway Staff College) Vadodara, Gujarat.
Indian Railways Institute of Civil Engineering, Pune, Maharastra.
Indian Railways Institute of Signal Engineering Technology, Secunderabad.
Indian Railways Institute of Mechanical and Electrical Engineering, Jamalpur, Bihar.
Indian Railways Institute of Electrical Engineering, Nasik, Maharastra.
Indian Railways Institute of Transport Management, Lucknow, Uttar Pradesh.
Jag Jivan Ram Railways Institute of Railway Protection Force, Lucknow, Uttar Pradesh.
Railway Recruitment Boards - 21
Railway Rates Tribunal.
Railway Claims Tribunal.
Railway Labour Tribunal etc.
Centralized Training Institutions.
Sl.
No.
ZONAL RAILWAYS -
18
HEADQUARTERS STATE DIVISIONS - 68
1 Central Railway Chhatrapathi
Shivaji Maharaj
Terminus, Mumbai
Maharastra Mumbai, Bhusawal, Pune,
Solapur, Nagpur
2 Eastern Railway Kolkotta West Bengal Howrah, Sealdah, Asansol,
Malda
3 East Central Railway Hajipur Bihar Danapur, Dhanbad,
Mughalsarai, Samastipur,
Sonpur
4 East Coast Railway Bhubaneshwar Odisha Khurda Road, Sambalpur,
Rayagada
5 Metro railway Kolkotta West Bengal
6 Northern Railway Delhi, Baroda
House
Union Territory New Delhi, Ambala, Firozpur,
Lucknow NR, Moradabad
7 North Central Railway Allahabad Uttar Pradesh Allahabad, Agra, Jhansi
8 North Eastern
Railway
Gorakhpur Uttar Pradesh Izzatnagar, Lucknow NER,
Varanasi
9 Northeast Frontier
Railway
Maligaon,
Guwahati
Assam Alipurduar, Katihar, Rangiya,
Lumding, Tinsukia
10 North Western
Railway
Jaipur, Rajasthan Rajasthan Jaipur, Bikaner, Ajmer, Jodhpur
11 Southern Railway Chennai,
Tamilnadu
Tamilnadu Chennai, Tiruchchirappalli,
Madurai, Salem, Palakkad,

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Thiruvananthapuram
12 South Central
Railway
Secunderabad,
Telungana
Telungana Secunderabad, Hyderabad,
Nanded
13 South Coast Railway Visakhapatnam,
Andhra Pradesh
Andra Pradesh Vijayawada (Waltair merged),
Guntur, Guntakal
14 South Eastern
Railway
Kolkotta, West
Bengal
West Bengal Adra, Chakradharpur,
Kharakpur, Ranchi
15 South East Central
Railway
Bilaspur Chhattisgarh Bilaspur, Raipur, Nagpur SEC
16 South Western
Railway
Hubbali Karnataka Hubbali, Bengaluru, Mysuru
17 Western Railway Churchgate,
Mumbai
Maharastra Mumbai WR, Ratlam,
Ahemedabad, Rajkot,
Bhavanagar, Vadodara
18 West Central Railway Jabalpur Madhya Pradesh Jabalpur, Bhopal, Kota
Each Zonal Railways functions under-
GENERAL MANAGER – Shri JOHN THOMAS
ADDITIONAL GENERAL MANAGER
PCMD, SDGM & CVO, PCOM, PCCM, PCSO, PCE, PCME, PCEE, PCSTE, PFA, PCPO,
PCMM, PCPLO, PCPRO, PCSC.
Zones are further divided into 68 Divisions, Workshops and Extra Divisional Offices. Divisional
administration set up functions under-
DIVISIONAL RAILWAY MANAGER
ADDL. DIVISIONAL RAILWAY MANAGER
CMS, Sr. DEN, Sr.DME, Sr.DEE, Sr. DSTE, Sr.DSO, Sr.DOM, Sr.DCM, Sr.DFM,
Sr.DPO, SR.DMM, DSC, PRO,
SENIOR SCALE OFFICERS
JUNIOR SCALE OFFICERS / ASSISTANT BRANCH OFFICERS, ASSISTANT OFFICERS
SR. SECTION ENGINEERS, CHIEF INSPECTORS / CHIEF OFFICE SUPDT.
STAFF
PRODUCTION UNITS
HODs,
DEPUTY HODs,
SENIOR SCALE OFFICERS AND
JUNIOR SCALE OFFICERS / ASSISTANT- OFFICERS
SR. SECTION ENGINEERS, CHIEF INSPECTORS / CHIEF OFFICE SUPDT.
STAFF

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UNIT HEADQUARTERS
01 Chittaranjan Locomotive Works, near Mihijam Bihar and
West Bengal Border (Current 3 – Phase Electric
Locomotives Manufactured in CLW.
Chittaranjan, West Bengal
02 Integral Coach Factory. Perambur, Tamil Nadu
03 Diesel Locomotive Works, Diesel Electric Locomotive
WDM2.
Varanasi, Uttar Pradesh
04 Rail Wheel Factory (Wheel & Axle Plant) Yelahanka, Karnataka
05 Rail Coach Cactory. Kapurthala, Panjab
06 Modern Coach Factory Raebareli, Uttar Pradesh
01 Diesel Modernization Workshop, Diesel Component Works,
Diesel Locomotive Modernization Works,
Patiala, Panjab
OTHER IMPORTANT ORGANISATIONS
MTP Metropolitan Transport Project or Metro Railway Project Chennai
COFMOW Central organization for Modernization of Workshops. New Delhi
CORE Central organization for Railway Electrification. Allahabad, Uttar Pradesh
CRIS Centre for Railway information systems. New Delhi
IRCA Indian Railways Conference Association. New Delhi
RITES Rail India Technical & Economic Services Limited. Gurgaon, New Delhi
IRCON
Indian Railways Construction International Limited
(Indian Railways Construction Company Limited)
New Delhi
IRFC Indian Railways Finance Corporation. New Delhi
CONCOR Container Corporation of India Limited. New Delhi
KRCL Konkan Railway Corporation Limited.
CBD Belapur, Navi
Mumbai
DFCCI Dedicated Freight Corridor Corporation of India Ltd. New Delhi
IRCTC Indian Railway Catering and Transport Corporation New Delhi
RAILTEL Rail Tel Corporation of India Limited Gurgaon, New Delhi
CRP Circular Railway Project
RTM Railway Transport Museum
PSU Public Sector Undertakings
CWNCERT
Country Wide Network of Computerized Enhanced
Reservation and Ticketing system
NDLS, BB, HWH & MAS
01 Operating Chief Operations Manager PCOM Sr.DOM
02 Engineering Chief Engineer (Civil) PCE Sr.DEN(Co-ord.)
03 Mechanical Chief Mechanical Engineer PCME Sr.DME
04 Electrical Chief Electrical Engineer PCEE Sr.DEE

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05 Signal and
Telecommunication
Chief Signal & Telecommunication
Engineer
PCSTE Sr. DSTE
06 Accounts Principal Financial Advisor PFA Sr.DFM
07 Commercial Chief Commercial Manager PCCM Sr.DCM
08 Personnel Chief Personnel Officer PCPO Sr.DPO
09 Stores Controller of Stores PCOS DMM
10 Medical Chief Medical Director PCMD CMS
11 Safety Chief Security Commissioner PCSC DSC
12 Vigilance Senior Deputy General Manager SDGM
13 Audit Principal Chief Audit Officer PCAO Sr.DAO
14 Traction Sr.DTE
Railway Recruitment Boards
A Ahemadabad, Gujarat Allahabad Ajmer 03
B Bangalore, Karnataka Bhopal Bhubaneswar, Odisha Bilaspur 04
C Chennai, Tamilnadu Chandigarh 02
G Gorakhpur, Uttar Pradesh Guwahati 02
J Jammu & Srinagar, Jammu &
Kashmir
01
K Kolkatta, West Bengal 01
M Malda Mumbai Muzafarpur 03
P Patna, Bihar 01
R Ranchi 01
S Secuderabad, Andhara Pradesh Siliguri 02
T Thiruvananthapuram, Kerala 01
Total 21
CONTENTS OF REFERENCE BOOKS
Indian Railway Establishment Manual Volume. I – 1989 Edition.
Chapter Subject
1 Recruitment, Training, Confirmation and Re-employment.
2 Promotion for Subordinate Staff.
3 Seniority.
4 Scales of Pay.
5 Percentage of Posts.
6 Pay, Increment and efficiency bar.
7 Compensatory and other Allowances.
8 Dearness Allowances.
9 Running Allowances.
10 Arrears claim and recoveries of over payment.
11 Advances.
12 Change of Name.
13 Medical De-categorised Staff Alternate Appointment
14 Forwarding of Applications for outside Railways.
15 Terms for Railway Servants, substitutes in Temporary Services.

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16 Holidays and Special Casual Leave.
Appendix
1 Training of IRAS Probationers.
2 Qualifying examination for Accounts Clerks and Accounts Assistants.
3 Qualifying exam for promotion for Section Officers, Inspector of Station
Accounts and Stores.
4 Promotion, Confirmation for Stock Verifiers.
Indian Railway Establishment Manual Volume II - 1990 Edition
Chapter Subject
17 Railway Quarters and Recovery of Rent.
18 Attachment of Pay and Allowances.
19 Apprentices.
20 Casual Labour.
21 Staff Car.
22 Staff Welfare.
Schooling and Educational Facilities.
Railway Institutes.
Holiday Homes.
Convalescent Homes.
Scouts.
Canteens.
Handicraft Centre and Vocational Training Centres.
24 Co-operative Stores.
24 Grants -in – Aid.
25 Recognition of Service Associations of Railway Servants.
26 Staff Council and Negotiating Machinery.
INDIAN RAILWAY ESTABLISHMENT CODE VOLUME I - 1985
Chapter Subject
1 General
2 General conditions of Service, Recruitment, Promotion.
3 Termination of service.
4 Extension and Re-employment.
5 Leave Rules.
6 Medical Attendance and Treatment Rules.
7 Law suits against Railway Servant.
8 Staff Benefit Fund.

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9 Provident Fund Rules.
10 State Railway Gratuity.
11 Joining time.
12 Compensation for Injuries and Loss of Personal Property.
Appendix
1 The Railway Services (Conduct) Rules 1966.
2 Submission, Receipts, Transmission of Petition to President.
3 Compassionate Fund of Government Of India.
4 Provident Fund Act.
5 Study Leave Rules.
6 Delegation of Powers by President of India.
7 Concordance.
INDIAN RAILWAY ESTABLISHMENT CODE VOLUME II -1990
Chapter Subject
13 Railway Fundamental Rules Pay and Increments.
14 Dearness and other Compensatory Allowances.
15 Over Time and other Running Allowances.
16 Travelling Allowances.
17 House Rent and Compensatory (city) Allowance.
18 Retirement.
19 Confidential Reports.
20 Foreign Service and Deputation.
SINGLE FILE SYSTEM: The main purpose of the single file system is to have the full picture of
a subject in one file itself.
A Single file contains two parts, namely the correspondence portion on the left hand side
and noting portion on the right hand side. There should be no noting on the letters attached
to the files on the left hand side, except endorsement of Officers calling for file, marking
previous reference numbers and references to other files. A file cover can run upto 300
folios. When a file grows to bigger size, another volume of the file should be opened with a
fresh file cover. These fresh files will bear the same file number and the volume number is also
indicated. The first volume is not marked as Volume I.

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On the noting side of the file, only foolscap sheets should be used. Both sides of a sheet should
be used for noting. The pages on the noting side are referred to as pre page and the letters on
the left hand side of the file are referred to as Folio.
The filing procedure should facilitate easy collection of information, apart from eliminating
possibility of manipulation at a later date. Folio number should be written in red and rounded at
the right side top corner. In case a letter has more than one sheet, individual folio numbers
should be given to each sheet.
In order to have easy access to letters and their replies, the dealing clerk should mark back
references and forward references on the letters. There may be a reference to an earlier
correspondence in the text of a letter and by underlining the same in red, respective folio
numbers may be indicated. In some cases, the back reference may be in a different file, in such
case the folio number and the case file number should be indicated.
Whenever a letter is put up with a noting, the clerk should examine the issue in the light of
provisions of codes, manual and extant orders duly using their intelligence in analyzing the
issue and come up with suggestions to help the officer to take a decision faster. The noting
should be presented in a logical way and also the events in chronological order. The dealing
clerk should ensure that there are at least one or two blank papers on the PP side while passing
the file from one official to another. The dealing clerk should mend the files, which are damaged,
before putting up the same. While putting up the noting, the folio numbers should be cross
connected to avoid attaching flags. In case a link file is necessary, the folio number and the file
number should be indicated in the noting and the noting should confirm “Linked file
no……………….is attached”. All important letters should reach the concerned file without any
delay.
The letter issued from the file should be condensed preferably in one page. The wording should
be short, but express the meaning fully. Whenever a draft letter is put up for approval in the file,
references to folio number of the earlier correspondence should be indicated on the draft. This
should be continued even at the time of putting up the fair copy for the signature of the Officer.
Railway abbreviations should not be used in the letter addressed to outsiders and the
expression should be courteous. Invariably in all the letters the name and designation of the
officer signing the letter should be mentioned, as the indication increases the sense of
responsibility of the Officer and enhances the credibility of the letter at the receiving end.
Replies to important letters should be dispatched with the approval of the competent authority
duly indicating in the letter that this is issued with the approval of........... If somebody else signs
the letter. Always the office copy of the letter should also have the copies of enclosures.
However if the enclosures are already available in the same file at least the folio number should
be indicated under the enclosure list of the office copy. It is always better to refer the letter no.
of the addressee in a reply letter. The dealing clerk should issue self-contained reminders
without waiting for the instructions from the officers.
In order to avoid the loss of files in transit, when a file leaves a branch and is going to another
branch, movement of the file has to be recorded to locate it later. On the cover of each file, the

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name of the dealing clerk and the supervisor with their designation may be written. Papers of
same size (A-4) may be used for making letters and notes. While using computer stationery the
perforated edges may be removed so as to get paper of proper size.
All correspondences to SR / PU / Other Units would be through Official NIC email. All
fresh instructions are to be uploaded on the home page of SR / PU / Other Unit website for at
least 15 days and subsequently the same may be transferred to the designated location on the
website. All correspondence to Board and other offices may be made through email, instead of
forwarding hard copies. [PBC No.234/2018]
Advantages of single file system
There is a system of maintaining one file for one subject.
The filing procedure is systematic.
Entire subject is contained in one file.
Correspondences between branches are considerably reduced.
Delay due to interchange of correspondence is avoided.
Views of another branch are obtained in the file.
File linking is reduced.
Workload of the clerk is reduced.
Disadvantages of single file system
Delay due to circulation.
Possibility of loss of file in transit.
Operation of parallel files due to urgency.
PERSONNEL MANAGEMENT AND OBJECTIVES OF PERSONNEL DEPARTMENT: From a
small beginning in 1853, Indian Railway Network today, is the largest Public Sector Undertaking
in our country where around 13 lakhs of employees are working. With the increase in the size
of the Railways and growth consciousness of the workers, Men have become the most
important factor in Railways. Unlike Machines, Human beings act and react favourably or
otherwise when engaged in diverse working conditions and in tiresome jobs.
This may be for want of scope of advancement in one’s career, for want of due attention from
supervisors in matters connected with service conditions or while facing situations, favourable or
unfavorable off the job conditions. Background of all these actions and reactions, favourable or
unfavorable is personnel problems. In order to face the problems with Human approach, it is

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desirable that a Personnel Department manned by experts on personnel matters would function
in big organizations.
Functions of Personnel Management
Man power planning.
Recruitment.
Training and development.
Placement.
Transfer.
Performance Appraisal.
Promotions and demotions.
Guidance on disciplinary matters.
Wage and salary administration.
Industrial peace.
Grievances redressal and welfare activities.
Incentives and financial aids.
Settlement and pension.
Arranging and maintaining post retirement benefits.
Personnel managers control the human factor in an Industry intelligently for getting the best
result from the workers by developing their capabilities. Personnel Manager aims at creating a
team spirit and sense of discipline amongst workers.
Personnel Officers will relieve the departmental officers from the workload in personnel matters
to the extent possible. However, the departmental officer should have the main say in the
placement of workers to ensure best utilization, economy and efficiency.
The Personnel Officer is also receptive to suggestions given by Departmental Officers on
transfer to maintain efficiency and discipline. The Personnel Officers and Departmental Officers
are jointly responsible for the efficient working of the administration.
Although the Departmental officers are relieved of Personnel work to a great extent after setting
up of Personnel Department, they should also maintain close touch with their employees,
receive their grievances on personnel matters and arrange to dispose of the same with the help
of Personnel Officer duly keeping in view the rules and regulations laid down.
The Personnel Officers are also Welfare Officers who will concentrate on various Welfare
activities such as promotion of sports, management of Holiday Homes, Institutes, Co-operative
societies and canteens etc. Personnel Officer should see that the legitimate interest of the
workers is protected and none of the workers feel that his needs remain unattended to.
Personnel Officers should take utmost care and interest in maintaining Industrial peace, keeping
good relations with trade unions and help in maintaining congenial atmosphere for smooth
working.
Personnel Supervision: Productivity depends on technological factors and job performance.
Job performance is based on morale and motivation to work. A satisfied worker will certainly
help in creating a good morale, but that alone may not lead to high productivity unless it is

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accompanied by a good motivation, which may be judged only on the workers attitude towards
of the objectives of the organization.
Management should be vigilant towards the attitude of the workers and it should analyze on the
causes for negative approach of the workers in their performance with a view to overcome
them. The management has to analyze and diagnose the needs of the workers for the purpose
of achieving organizational objectives by maintaining close contact with the workers.
Generally Personnel Department’s role is to communicate and implement policies. They should
play an important role by providing the required expertise in maintaining close industrial
relations by liasioning with the Technical Executives.
Personnel Department activities do not end with staffing, once staff are assembled they must be
properly trained to suit the job requirements and also motivated and satisfied. Personnel
Officers need orientation to anticipate future challenges and equip themselves. Thus the role of
Personnel Officers has grown in scope and importance.
MANPOWER PLANNING: Manpower planning is a process which aims to have the right
number of staff at right places with right type of skills at right times to enable the
organization to achieve its short term and long term goals. In other words, manpower planning
is the system, which ensures the manpower availability at a given point of time.
Manpower planning means establishment of job specifications or the qualitative requirements of
jobs to determine the number of people required and to find supply source.
Manpower recruitment is related to matching the personal qualities of employees with the job
requirements.
Job analysis and Job description: Job analysis means analyzing the corporate plans,
objectives, finance, investments, products, marketing etc. with the trend of turnover, promotion
patterns, transfers, qualifications, training, experience, performance standards and performance
actual.

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Job description includes job design, job specifications, job enlargement, job enrichment, job
responsibilities etc. When these elements are co-related, the job demand is known. Job
analysis, job specification and job design are the important factors involved in human resource
development and manpower planning.
Assessment of Manpower in Railways
In open line, factors like normal wastage, death, deputation, dismissal, creation of assets
and posts, leave reserve, rest givers, yardsticks etc., influences the assessment of
manpower.
In construction projects, performance evaluation and review technique, phasing of work etc., are
used to assess the manpower.
There have been dynamic change in the technology and modernization, electrification,
computerization, mechanization of track maintenance etc. are taking place at fast rate to meet
the challenges of traffic requirements in Indian Railways. To meet the challenges of the
changing environment, systematic manpower planning is essential. Therefore a category-wise
analysis of staff should be carried out, to identify surplus and to arrange manpower in the areas
of need. This adjusts the surplus in one category to other categories, where there is demand.
Manpower planning ensures that the existing manpower is utilized to the maximum possible
extent.
Manpower planning emphasize on training to different categories of staff to improve the skill and
to increase productivity. This step reduces the availability of unskilled staff, increase productivity
and maximize manpower utilization. Regular conversion training programmes reduce the
wastage of manpower due to changeover. The staffs are also deputed for refresher course,
conversion course, promotional course etc. with the aim to develop organizationally effective
personnel with pride in their work and faith in management.
The primary objective of the manpower planning is to ensure the availability of the required skill
and to reduce wastage. When the manpower availability is clearly known arrangements can be
easily made to cater to the additional needs of manpower as indicated in the forecasts.
Normally, the field officers responsible for executing the job are responsible for the manpower
planning.
CONCEPTS IN MAN POWER PLANNING
INTRODUCTION: The factors that constitute any organization that engaged in production or
business are Men, Money, Machines, Materials and Methods. Machines are assets which
depreciate with service and become scrap. Manpower is an asset and able to change, to grow
and to enlarge his value.
MAN POWER PLANNING: Basically MPP involves and locating ‘a job for a man’ as well as
preparing ‘a man for a job’. MPP is a process which aims to have the right number of men at
the right places with right type of skills required to enable the organization to achieve its goal.
The MPP consists of recruitment of men and transforming the men to the organization
requirement. Thus MPP may be defined as a strategy for the procurement, development,
allocation and utilization of human resources.
OBJECTIVES OF MPP
To ensure the human resources currently employed.
To plan future man power needs.
To anticipate reduncies and avoid unnecessary situation.
To determine proper training levels.

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BENEFITS OF MPP
Reducing man power costs.
Getting best contribution from the employees.
Motivating the existing employees.
Developing the existing manpower.
MPP IN INDIAN RAILWAYS: The efficiency of the railways is expressed in terms of operating
ratio. The OR represents the percentage of working expenses to gross earnings.
OR = Working Expenses x 100
Gross earnings
If the percentage is less than 100 it means the particular zonal railway is making a profit and if
the percentage is more than 100, then the particular railway is making a loss.
The expenses on staff are more and any reduction will make the railway a better operating ratio.
Expenses on account of other components like fuel, material and service cannot be reduced.
OR & MPP
In order to control the expenses on staff, the concept of MPP can be utilized. The concept of
MPP involves (a) Quantity control and (b) Quality Development.
QUANTITY CONTROL: It does not mean to reduce the manpower but aims at having a
potential and effective personnel. To control the quantity of manpower, the following methods
are used in railways:
a) Rightsizing the strength
b) Restriction in intake (1:1 for death cases & 1/3 of NR & VR cases)
c) Benchmarking, Work-study and other MPP tools.
d) Identification of redundancies and effective redeployment.
e) Reclassification.
QUALITY DEVELOPMENT: The quality of the employees can be developed in the following
ways in order to control the expenses on staff:
Training.
Motivation.
Incentives, Awards, etc.
Introduction of GDCE.
Cadre restructuring.
Introduction of DRQ in higher grades.
MPP AUTHORITIES
Railway Boards Member / staff
MPP Directorate
Efficiency & Research Directorate

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Zonal Headquarters CPO
Nodal Officers nominated for each
Department of the zonal railway
Divisions ADRM
Workshops CWM
BENCHMARKING: The unit transportation cost in the Indian Railway has to be reduced in order
to compete with the ever increasing road transport. The expenses on staff constitute 45% of
the total expenditure. Therefore it is urgently necessary to reduce the expenses on staff.
Bench Mark is a method to reduce the expenses on staff scientifically by rightsizing the
manpower.
CONCEPT OF BENCH MARK
Establishing goals based on best practices in an industry.
Best-in-Class performance is to be studied and implemented in all activity centers to improve
productivity and quality.
It is the search for and implementation of best practices.
It is humble enough to accept that somebody else is better and it is wise enough to learn from
them and then match or even surpass them.
It is one of the tools of TQM to facilitate continuous improvement.
STEPS IN BENCH MARK
Decide what to Bench Mark.
Introduce – System of measurement.
Compare with the Best.
Learn from the Best.
Match or surpass the best.
By comparing with the Best Activity Centre, the available manpower in a particular area can be
identified as LESS or EXCESS. In case of LESS strength, the manpower can be increased and
in case of EXCESS strength, the posts can be surrendered. Thus bench marking offers a
scientific method to increase staff productivity in which everybody wins – the Staff,
Management, Indian Railways, and Nation.
Bench Mark Yard Stick
(1)
(2)
(3)
(4)
(5)
It is a TQM
Continuous learning of worker on the
job
Compare with the Best to Identify ways
to improve
Dynamic – changes with innovations
Economy with increasing work load
It is a Scientific Management
Assumes standard workers with limited
performance
Standard time calculated by conducting
time study
Static – difficult to change
Linear increase manpower with work load

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VACANCY BANK REGISTER: Due to modernization and computerization in all departments of
Indian Railway, the staff have been rendered surplus. Further due to the introduction of Bench
Mark concept also staff have been rendered surplus.
On the other side, the Indian Railway is expanding and new projects are being started. It leads
to creation of new posts.
Whenever posts are surrendered, the mean pay value is credited into Vacancy Bank. The
vacancy banks are being maintained department wise at the Divisional, Extra-divisional level,
Zonal Railway and Railway Board level. When posts are surrendered, 50% of the mean pay
value credited to Division, 25% to the HQ and 25% to Railway Board level. Posts which are
rendered surplus due to redundant activities will not qualify for accountable in vacancy bank.
The posts in Workshops are created / surrendered on periodical review and therefore monetary
value of surrendered posts should not be credited to the vacancy bank which is similar to
creation / surrender of posts of running staff which is based on Annual Review.
In every proposal for creation of post, the CPO / DPO will indicate the availability of mean pay
value available in the vacancy bank register.
CREATION OF POSTS
(1) The posts can be created in the following:
(a) posts required for maintenance of new assets
(b) new activities arising from changes in the pattern of working / modernization /
technical up gradation including provision of computer.
(2) Posts can be created only with matching surrender in the ratio of 1.5 : 1 (viz.) to say
in term of monetary value, the ratio of the mean pay value of the post to be created
to the posts to be surrendered shall be 1 : 1.5
(3) GM / DRMs have powers to create Group C and D posts.
(4) Powers for creation of posts for Workshops and Extra-divisional units are rests with GM only.
(5) The post has to be created subject to the overall target of 1% reduction in MP.
CREATION OF POSTS
Railway Board has banned creation of all posts of Gazetted and Non-Gazetted staff in the open
line (i.e. on Revenue Account)
The General Managers are permitted to create Non-Gazetted posts with Finance Concurrence
in the under mentioned cases without matching surrenders.
Creation of posts of running category, as a result of review of half yearly Power Plan.
Creation of stipendiary posts of apprentices to be absorbed against regular vacant posts, at the
end of apprenticeship period.
Creation of posts for dealing with claim cases arising out of major Railway accident to the extent
permitted by Railway Board.
Trainee reserve posts for initial recruitment training are allowed to be created for the categories
of Diesel / Electric Assistants / ASM.
General Managers have full powers for the creation of non-gazetted posts for operation and
maintenance of new / additional assets with matching surrender.

19. 19
In Group “B” posts of Civil Engineering, Mechanical Engineering, S&T Engg., Electrical
Engineering and Traffic departments are treated as Safety Categories.
DRMs may be allowed to create non-gazetted Group ‘C’ & ‘D’ posts required for maintenance
and operation of new assets on 1:1 basis i.e. by surrendering 1 post in a particular level and
creating a fresh post in same / lower level with GM’s approval.
For creation of posts of Ticket checking staff, 50% of the matching surrender will be from the
Vacancy Bank of respective GM and balance 50% of matching surrender from Board’s Vacancy
Bank.
VACANCY BANK
For dealing with matching surrenders, a vacancy bank shall be operated at Divisional and
Headquarters.
For the purpose of working out the monetary value of the posts being surrendered only the
mean pay of Pay Matrix – corresponding level and dearness allowance as on the date of
creation / surrender of posts should be taken into account.
Mean Pay of surrender of posts in the Pay level.
Divisional Vacancy Bank
This will be operated by Sr. DPOs / DRMs and vetted by every month by DAOs / Sr.DAOs
concerned.
This account is credited with 75% money value of the surplus posts surrendered.
As a result of initiative and work study undertaken by the division for locating pockets of surplus.
25% of money value of such posts shall be credited to headquarter vacancy bank.
The entire amount on account of closure of steam loco sheds, good sheds, parcel office, yards
or induction of the tamping machines shall be transferred to Headquarters vacancy bank.
DRMs are permitted to create provisionally with the concurrence of associated finance, new
posts in the division for operating and maintaining new / additional assets through Divisional
Vacancy Bank.
Ex-Post facto sanction of General Manager with PFA (FA & CAOs) concurrence shall be
requested in every case.
A monthly report duly signed by Sr.DAO, Sr.DPO and DRM shall be sent to CPO and the PFA
(FA & CAO).
Headquarters Vacancy Bank: All proposals for creation of new posts through Headquarters
vacancy bank shall be examined by HODs and vetted by AGMs before they are sent PFA (FA &
CAO) for finance concurrence.
The HODs shall duly take into account the effect of innovation and sophistication in technology
on the need for the Additional Manpower.
He shall give due regard to the need for improvement in productivity in the context of
progressive modernization and sophistication.
All proposals will require prior sanction of General Manager.
This account will be credited by the account received from Divisional Vacancy Bank as well as
money value of the posts surrendered from the organizations controlled by headquarters.
No post can be created unless matching money value is made available from Divisional /
Headquarters Vacancy Bank. The major proposal for which matching surrenders cannot be
offered by the Zonal Railways should be referred to Railway Board after obtaining PFA (FA &
CAOs) concurrence and personal approval of General Manager.

20. 20
To keep a proper accountable of surplus posts and their utilization a Bank of surplus (Vacancy
Bank) should be maintained as under.
Vacancy Bank Railway Board: 25% of the money value of all posts surrendered in the Zonal
Railways such as Division Workshops and extra Divisional Units can be transferred to Railway
Board for crediting to the Railway Vacancy Bank.
The Scheme of restructuring is to be a self financing and expenditure neutral proposition while
crediting money value in the Railways / Railway Board’s Vacancy Bank, it may be ensured that
surrenders made to the extent of providing matching money value for restructuring are not
credited to the vacancy bank.
RBE No.127/2016 Creation of posts for new assets – “Pool of Surrendered Posts”
Manpower planning requires continuous review of sanctioned strength in view of changes in
technology, working systems and redundancies. It is also necessary to plan judiciously to meet
the requirement of posts for manning and operating new assets, especially in safety categories.
Hence, in respect of currently identified redundancies, there is a need to identify and maintain a
“Pool of Surrendered Posts”. This will help avoid initiating any recruitment action, even
inadvertently, for the posts put in this surrendered pool. Existing instructions provide for
creation of posts through matching surrender and by utilizing the money value available in the
Vacancy Bank with the Zonal Railways / PUs etc. In cases, where the Zonal Railways / PUs are
unable to provide money value on their own, proposals required to be sent to the Railway
Board.
Powers had already been delegated to DRMs to meet the requirement of posts in safety and
operational categories for new assets on a 1:1 basis, with the approval of the General Manager.
[RBE No.45/2016]
In order to empower the Zonal Railways to meet the requirement of additional posts for new
assets and for safety and operational activities within their own resources and taking recourse to
the above new concept of “Pool of surrendered Posts”, the following instructions are issued.
These powers are to be exercised by judicious review of existing and required manpower.
Identification of “Pool of Surrendered Posts”
At the beginning of every financial year, each GM / DRM shall carry out a Zero Based Review of
all posts appearing in the Book of Sanctions, the total workload and decide in consultation with
PHODs / Branch Officers, as the case may be, the posts which are required to be operated and
the posts which are not required to be filled up immediately or are not required to be operated.
Such vacant posts should be identified with due diligence and these should be segregated from
BOS and shown in a separate “Pool of Surrendered Posts”. Concurrently, surrender
memorandum duly indicting therein the Division / Unit, Department, Category / Designation of
the post, Pay Band, Grade Pay, the date of credit to this Pool, without indicating money value of
the post surrendered for those segregated posts, may also be issued before adding the same to
the surrendered pool. If some such posts are currently filled up, action needs to be taken as per
para (B) below.

21. 21
Posts which have been lying vacant for long periods and for which no indents have been placed
and are no longer required to be filled up as per current needs should also be included in this
“Pool of Surrendered Posts” an taken out from the Book of Sanctions (BOS) by issuing
surrender memorandum as mentioned above. All these posts shall be maintained in the “Pool
of Surrendered Posts”. Recruitment action against these posts shall not be initiated.
This exercise should be completed in respect of all departments and categories controlled by
the Division / Railway, within the first month of the financial year i.e. by 30th
April every year.
A similar exercise to identity the vacancies should be continuously undertaken in the PUs also
and posts identified which are no more required, either due to phasing out / modernization of
production line or outsourcing. These posts should also be taken out from BOS and shown in
“Pool of Surrendered Posts” and concurrent surrender memorandum issued as mentioned
above. The money value of these posts can also be utilized to create the posts in safety /
operational categories for new assets / new PUs / expansion of existing PUs in the same
manner as explained at para (C) below.
While indentifying “Pool of Surrendered Posts” as above, it may be ensured that promotional
prospects of the existing employees, who are having avenue of promotion to these posts as per
recruitment rules, are not adversely affected.
Once identified, certification of “Pool of Surrendered Posts” and revised Book of Sanctions
along with issue of surrender memorandum as mentioned above will be done by Personnel and
Accounts Officers.
A Register listing posts in the “Pool of Surrendered Posts” should be maintained, duly indicating
therein the Division / Unit, Department, Category / Designation of the post, Pay Band, Grade
Pay, the date of credit to this Pool and date of debit from this Pool, by way of withdrawal / re-
designation along with suitable remarks and singed yearly by the Personnel and Accounts
Officers. The format for this register is enclosed as Annexure
Creation of Supernumerary Posts: The posts which may be manned, but which may not be
needed or will not be needed in the near future, should also be identified and converted into
supernumerary posts. Supernumerary posts should be created for not more than 6 months and
the surplus staff should necessarily be re-deployed within this 6 months period. For such of the
supernumerary posts, where surplus staff are re-deployed within this 6 months period, the
substantive posts can be put in the “Pool of surrendered posts” and other posts may be created
only in Safety / Operational categories as are needed for new assets” without routing it through
the vacancy bank as per procedure indicated in para (C) below.
Utilization of “Pool of Surrendered Posts” and Supernumerary Posts: The posts included
in the “Pool of Surrendered Posts”, can be used to create safety category posts needed for new
assets only. In no case can it be used to create non-safety category posts. Posts cannot be
withdrawn from this ‘Pool’, to meet statutory requirements or for Vigilance or Security
organizations etc, as Railway Board alone is competent for creation of posts in these
departments.

22. 22
Safety category posts or other operational posts which are to be created out of this surrendered
pool can be done in the pay band and grade pay as that of the surrendered posts or other posts
in different grade pay as per equivalent money value basis at any given point of time. The
money value of both surrender and creation will be calculated simultaneously and at the time of
creation only as per currently applicable money value and not the historical costs when it was
put in the pool of surrendered posts.
In a Division, utilization of pool of surrendered posts as per ‘A’ and ‘B’ above and creation of
new posts in various grades as per requirement within a unit or from one Unit to another or from
one Department to another, can be done by DRMs with concurrence of associate Finance. This
will now not require GM’s approval as was required by Board’s Letter No. E (MPP) / 2003 / 1 /88
dated 05.04.2006. [RBE No.45/2006]
Utilization of posts included in “Pool of Surrendered Posts” from one Division / Workshop to
another Division / Workshop can be permitted by GM with concurrence of associate Finance.
Board can also order transfer of money value by surrender of posts from “Pool of Surrendered
Posts” from any Zonal Railway / PU to another, when Board decides that the Recipient Zonal
Railway / PU is in need of the same for creation.
Requirement of posts for new Production Units and Workshops which have come up recently,
will be met from Vacancy Bank of the Railways as identified and ordered by the Board.
Posts identified for surrender by Railway Board or identified for surrender due to Work Study
Reports, shall not be used for creation on the basis explained in para (C) herein. On surrender,
their money value shall continue to be credited to the Vacancy Bank as per extant orders with
25% share going to Railway Board.
The accountable of the posts in the “Pool of Surrendered Posts” will be maintained by the CPO
for the Zonal Railway / PU and the Sr. DPO for the Division, as the case may be. The proposals
shall be processed by the Personnel branch and routed through Associate Finance at Divisions
/ Zonal levels as the case may be.
GENERAL
The recognized Unions / Staff Council may be kept informed.
This issues with the concurrence of Finance Directorate of the Ministry of Railways.
PROFORMA of Register “Pool of Surrendered Posts”
Railway: Division / Unit: Department:
S
N
Pos
t
Loca
tion
Contr
olling
Autho
rity
Grad
e &
Grad
e Pay
(VI
PC)
Vaca
nt
Since
(MM/
YYYY
)
Date
transf
erred
to
“Pool
(Ref.
No. &
Rea
sons
for
Tran
sfer
in:
Post
transfe
rred
out of
“Pool”
to
Deptt./
Reaso
ns for
Transf
er out:
Creati
on /
Date
of
Creati
on /
transf
er
Mo
ney
Val
ue
at
the
tim
Utiliz
ed
on
whic
h
Rail
way
Re
ma
rks

23. 23
Date) Not
Nee
ded
Locato
n (Ref.
No.&
Date)
Transf
er as
per
Board
order
e of
Cre
atio
n /
Tra
nsf
er
Divn.
/PU
Hereinafter referred to as “Pool”
Note: 1. Statement will have different pages for different Departments. 2. This Statement
should be updated yearly ad duly singed by Personnel & Accounts. 3. It should be formally put
up GM / DRM periodically.
Calculation of Money Value of posts surrendered and crediting Surplus Bank on implementation
of 7th
Central Pay Commission [RBE No.133/2016 – PBC No.166/2016]
In view of implementation o 7th
CPC recommendations w.e.f. 01.01.2016, “For the purpose of
working out the monetary value of the post being surrendered, only the mean pay of the same in
a particular level in 7th
CPC mentioned in the Pay Matrix and dearness allowance as on date
should be taken into account for calculation of mean value”.
The above is explained with the following illustration of surrender of a post in level-7 of the
7th
CPC matrix:-
6th
CPC Pay
Band + GP
Level as per
7th
CPC Pay
Matrix
Pay
Structure as
per Level
Mean Pay of the level
PB-II 09,300-
34,800
+ Grade Pay
4600
Level -7 44,900 –
1,42,400
44,900 + 1,42,400 = 1,87,300
2 2
= 93,650 +(17%) = 93,650+15,921=1,09,571
PB-II 09,300-
34,800
+ Grade Pay
4200
Level - 6 35,400 –
1,12,400
35,400 + 1,12,400 = 1,47,800 = 73,900
2 2
= 73,900 + (17%) = 73,900+12,263=82,463/-
Money Value = Mean Pay + Dearness Allowance as on relevant date
Similar calculation may be adopted for posts surrendered w.e.f. 01.01.2016 and Vacancy Bank
may be accordingly modified.
RBE No. 52 / 2018 / Revised Policy for Creation of Posts. [RBE No.127 / 2016] Manpower
Planning requires continuous review of sanctioned strength in view of changes in technology,
working systems and redundancies. Therefore, the requirement of posts for new assets and
additional workload, especially in safety categories should be examined judiciously.

24. 24
DRMs had been delegated powers to create posts for new assets in safety categories from the
“Pool of Surrendered Posts” [RBE No. 127 / 2016]
2. There have been requests to further liberalize powers in this regard. The following
instructions are now issued in continuation of [RBE No. 127 / 2016]
(a) GMs may create safety as well as other than safety category posts even for existing
assets by utilizing the ‘Vacancy Bank’. If posts had not been created for such assets
earlier.
(b) DRMs may create safety as well as other than safety category posts from the “Pool of
Surrendered Posts” on a 1:1 basis only for new assets.
(c) Proposals for creations from Board’s vacancy Bank should be sent to Board with a clear
certificate that the Railway / PUs does not have any money value in its Vacancy Bank.
(d) Proposals for creation from Board’s Vacancy Bank sent to Board should have due
justification, with certification of the money value in the vacancy Bank of the concerned
Railway / PU and a certificate that there is no feasibility of surrendering any post on a
1:1 basis also.
3. The above delegation will be reviewed after one year keeping in view the actual creation of
posts done by the Railways. The above powers vested with GMs / DRMs shall not be re-
delegated.
RBE No.198 / 2018: Posts indentified for surrender due to work study reports 15% of the money
value for any post surrendered now onwards though work study reports should be transferred to
Railway Board.
Normally minimum 50% share will be kept for Division and 35% for HQ.
GMs can further increase the share of the Divisions, if they want.
DRMs may create safety as well as other than Safety Category posts from the ‘Pool of
surrendered posts’ on a 1 : 1 basis for new assets as well as existing assets.
RECRUITMENT:-
Group ‘A’: Group ‘A’ officers are recruited through UPSC and are placed in various organized
services of the Railways such as IRPS, IRTS, IRAS, IRSE, IRSME, IRSS, IRSSE, IRSEE, IRMS
etc. Some officers are recruited directly as special class apprentices. They are then imparted
training in Railway Training Centre at Jamalpur. This mode of recruitment is restricted to
Mechanical Department only. Against some isolated posts in Security department direct
recruitment is made through UPSC. Some officers are recruited by special recommendation and
subsequently regularized by UPSC through selection. Eligible Group ‘B’ officers are also
regularly placed in Group ‘A’ in accordance with the prescribed percentage after they are
selected by a Departmental Promotional Committee, which includes an UPSC member.
Group ‘B’: The recruitment to Group ‘B’ service is made through selections from the eligible
Group ‘C’ employees. 70% of the assessed vacancies are filled by regular selection and 30% of

25. 25
the vacancies are filled by LDCE. Group ‘B’ posts in Civil Engineering, Mechanical Engineering,
Electrical Engineering, S&T Engineering and Transportation are treated as safety categories for
the purpose of empanelment, medical examination, etc.
Group ‘C’: Railway Recruitment Board makes majority of the recruitment to Group ‘C’. Normally
such recruitments are made to initial grades. Recruitment is also made by GM on
Compassionate Grounds, Handicapped / Cultural/ Sports / Scouts quota, SC/ST special drive,
etc.
IREM VOL.I, Chapter I, Section-B, Sub-Section III (Recruitment and Training) – Rules
governing the filling up posts in Transportation (Traffic) Department. [RBE No.22 / 2018]
I TRASPORTATION (TRAFFIC) DEPARTMENT
(i) STATION MASTERS
122. (1) The Posts in the category of Station Master in Level-6 Rs.35,400-1,12,400/- shall be
filled as under.
(i) 60% by Direct Recruitment from amongst persons having the qualification of Graduation,
through RRBs.
(ii) 15% by Limited Departmental Competitive Examination (LDCE) from amongst staff working
in Operating and Commercial Departments in Level-1 to 5 with an upper age limit of 45 years
(50 years in case of SC/ST) and qualification of Graduation subject to the condition that staff in
Level-1 have rendered a minimum of 5 years regular Railway Service, shortfall, if any, against
the quota being made good by direct recruitment, and
(ii) 25% by General Selection from amongst employees possessing the qualification of
Matriculation and working as Shunting Jamadars, Shunting Masters, Cabinmen
Grade-1 Switchmen, Sr. Signallers and Sr. Train Clerks in Level-4 and Leverman Gr-
1, Pointsmen – Gr.1, Shuntman Gr.1, Cabinman Gr,II and Train Clerks all level-2
with an upper age limit of 45 years (50 years in the case of SC/ST, shortfall if any,
against if any, against the quota being made good by LDCE at the above. This age
limit will be subject to the exception at Para-3 below. Staff in Level-1 [erstwhile 6th
CPC GP Rs.1800 may be allowed to appear with qualification of Matriculation
and 5 years of regular service.
[2] Qualifications etc for direct recruitment are as under:
(i) Education: A University degree on its equivalent Diploma in Rail Transport and
Management from the Institute of Rail Transport will be an additional describe
qualification.
(ii) Age: Between 18-30 years.
(iii)Training & Stipend: Training period is 75 days. Stipend Rs.35,400/- [RBE No.133 / 2018]

26. 26
(3) Upper age limit for promotion of Switchmen (and Levermen and Cabinmen, wherever they
are considered in lien of Switchmen) as SM against in lien of Switchmen) as SM against 25%
Quota set apart for them will be 50 years.
(4) Channel of Promotion / Higher grades: The next higher grade posts available in this
category in the normal channel of promotion will be that of Station Superintendent in
Level-7 scale Rs.44,900 -1,42,400 (6th
CPC GP Rs.4600)
Note: All the posts of Station Superintendent in Level-7 - 44,900 -142400 will be filled up 100%
by promotion through Selection from the feeder grade of Station Master.
RECRUITMENT OF STAFF LEVEL-1: Recruitment to all Group-C (in LEVEL-1) will be done
directly by Railway Recruitment Cell of the Zonal Railways instead of RRB. The Recruitment
Cell at HQ will be headed by Chairman (Dy.CPO) RRC& APO (Recruitment) and assisted by
Group-C staff. Recruitment of all Divisions / Workshops / Production Units and other
organizations falling within the territorial jurisdiction of the Zonal Railway will be clubbed
together and considered as one Recruitment Unit.
Recruitment shall be done at an interval of two years. The vacancy is assessed after
adding anticipated vacancy for the next two financial years on the accrued vacancy as on 1st
of
April of the year of recruitment. The educational qualification shall be Matriculation or ITI or
equivalent. The age limit for recruitment is 18-28 years (now 28+2+2) and relaxable up to 3
years for OBC and 5 years for SC/ST candidates.
Future recruitments [Level-1 of the Pay Matrix of the 7th
CPC] (RBE No.31/2018) in Technical
departments (i.e.) Civil, Mechanical, Electrical and S&T Departments) will be made on the basis
of the minimum educational qualifications of 10th
pass plus National Apprenticeship Certificate
(NAC) granted by NCVT or 10th
pass plus ITI in terms of instructions issued vide RBE No.73/2017.
[RBE No.148/2018]
Detailed employment notice shall be published in leading local newspapers and an ‘Indicate
Notice’ be published in the Employment News and National Newspapers. Candidates have to
apply on line only along with self attested copies of SC/ST/OBC certificates.
The candidates have to give their option to a maximum of three in order of preference for the
Division / Workshops / Production Units / Other organizations. In case of combined examination
for more than one category, then the candidate should also specify his preference for the posts.
No change of option is permitted at any stage later. Recruitment shall be conducted under the
overall supervision of Chairman/RRC. Question Paper will be set by Chairman/RRC and printed
with questions jumbled in four to five series.
The selection consists of Written Test, Physical Efficiency Test and Medical Examination.
The written examination question paper is consisting of 150 multiple choice objective type of two
hours duration, printed in Hindi, English and Regional language(s). The candidates have to
answer the questions on the duplicate type Optical Mark Reader (OMR) sheets. The evaluation
of answer scripts shall be done through computers. Minimum pass mark is 40% for OC and
30% for SC/ST and OBC candidates

27. 27
PET is a qualifying test and passing of PET is mandatory. The number of candidates called
for PET should be two times the number of vacancies. Call letter shall be sent to candidates 3
weeks prior to commencement of PET under Business Post.. In the PET, male candidates
should be able to run for a distance of 1000 metres in 4 minutes 15 sec in one chance and the
female candidates should be able to run for a distance of 400 metres in 3 minutes 10 sec. in
one chance. The entire proceedings of PET are to be video graphed so as to ensure
transparency and the identification of bonafide candidates taking part in PET. PET will be held
in the Divisions of the concerned Railway and DRM will be overall in-charge for the conduct of
PET. PET will be supervised by Selection Committee of three Assistant Scale Officers
nominated by DRM. More than one Committee can be nominated as per requirement. List of
successful candidates qualifying PET will be signed by each member of the Selection
Committee.
The panel will be based strictly on merit position obtained in the written examination. Currency
of panel shall be for a period of 2 years from the date of publication. The currency of the
panel may be e tended by one year by GM in case of administrative exigencies.
The recruitment to posts in GP 1800 is also made by empanelling the eligible casual labourers,
substitutes, Compassionate Grounds appointment, Handicapped / Cultural/ Sports / Scouts
quota, SC/ST special drive appointment etc.
General conditions (Group C Level): Direct recruitments to Group C (above 1800 Level-1)
posts are made through RRBs. RRB makes recruitment on local/regional or All India basis.
Regional/ local recruitment is resorted for recruitment to lower grade posts for which RRB or
respective Railway Administration issues notifications in English/Hindi/regional language as
decided. All India basis recruitment is resorted for higher grade posts for which notification is to
be issued in all leading newspapers.
Notification of RRB is normally issued during May/June. A time limit of at least 6 weeks is
allowed from the date of advertisement for submitting applications. In the notifications conditions
regarding scheme of examination, scale of pay, qualification, age, number of vacancies,
training, stipend etc., are shown. Application forms of RRB are in English and Hindi.
The Nodal RRB in every Railway makes recruitment for ex-servicemen.
Reservation as prescribed is followed for recruitment of SC/ST/OBC candidates. 4% of
vacancies on identified categories are reserved for physically handicapped employees. A
reservation of 20% of vacancies in Group D (in GP 1800) and 10% of vacancies in Group C
(above 1800 GP) posts are provided for Ex-servicemen. Normal age limit for recruitment is 18 to
25 years and 18 to 28 years for Group D (in GP 1800) and Group C (above 1800 GP) posts
respectively. Age relaxation by 5 years is allowed for SC/ST and by 3 years for OBC
candidates. Serving Government employees also enjoy age relaxation. The age of the
candidate is reckoned at the time of applying and is not considered at the time of joining.

28. 28
A candidate, who has more than one wife living, is not eligible for appointment. A person who is
not able to declare his age should not be appointed in Railways. While entering the date of birth
the source or authority is also to be entered.
Candidates recruited are sent for medical examination before directing them for job or training.
Different Medical classifications are prescribed in the Medical Manual for the purpose of Medical
examination. All appointments are on probation for two years. The probationary period
commences from the date of regular appointment and not from the date of training.
Testimonials are verified at the time of interview and also at the time of joining. SC/ST
candidate failing to produce community certificates are appointed provisionally. Their services
are liable for termination, if they do not produce the community certificate within the time
allowed.
Henceforth for appointment against sports quota in Technician – III, the minimum education
qualification for direct recruitment to the post of Skilled Artisan in Grade Rs1.1,900/- should be
prescribed as 10th
pass. However, the training period for such Sports quota appointees will be 3
(three) years, unless they pass ITI qualification in the relevant Trade, in which case it will be 6
months. [RBE No.98 / 2019]
MINIMUM EDUCATIONAL QUALIFICATION FOR OPEN MARKET RECRUITMENT TO
VARIOUS POSTS ON THE RAILWAYS.
Henceforth following categories in Non-Technical Popular Categories (NTPS) will have the
revised qualification as shown in the table below.
Sl. No. Category of Post
GENERAL DEPARMENTAL COMPETITIVE EXAMINATION [GDCE] [RBE No.112 / 2018]
The scheme of GDCE for filling up 25% of the Direct recruitment quota vacancies in
Certain Group “C” categories which have Direct Recruitment quota of 25% or more (except
the categories of Law Assistants, Catering Supervisors and the Accounts Departments)
was introduced w.e.f. 20.08.1993 [RBE No.129 / 1993], initially for a period of one year.
The currency of the scheme has since been extended from time to time and was last extended
upto 31.03.2020. [RBE No.57 / 2018]
Powers have been delegated to GMs to increase the percentage of GDCE from 25% to 50%
of Direct Recruitment quota vacancies in individual cases as per needs. [RBE No.09 / 2002]
GMs have been given powers to increase the percentage of GDCE from 25% upto 50% in
individual cases as per needs. [RBE No.26/2016]
To fill up 25% of net direct recruitment vacancies for which indents are otherwise required
to be placed before RRB.
All Regular railway employees irrespective of department possessing prescribed
qualification for Direct Recruitment working in grades lower than the grades / pay scale
for which GDCE is being conducted are eligible to appear in GDCE selection for all categories.
[RBE No. 72 / 2017 & 129 / 1993]
All Regular railway employees irrespective of department possessing prescribed qualification for
Direct Recruitment working in same grade / pay scale for which GDCE is being conducted are
eligible to appear in selection for GDCE from Non-Safety to Safety category posts as well as

29. 29
Safety to Safety Categories / pay scale for which GDCE is being conducted are eligible to
appear in GDCE selection for all categories. [RBE No. 61/2017, 72 / 2017 & 129 / 1993]
Reservation Quotas prescribed for SC / ST will be applicable for GDCE. [RBE No.129/1993]
Maximum age limits for General Candidates is 40 years and for SC / ST is 45 years. [RBE
No.129/1993]. It has been increased maximum age limit for General Candidates is 42 years,
45 years for OBC and 47 years for SC / ST. [RBE No.165 /2001 and PBC No.206 / 2018]
Regular Group ‘C’ and Group ‘D’ staff of the Production Units who fulfill the stipulated
eligibility conditions are also permitted to appear in GDCE whenever conducted by the Zonal
Railways for filling up the vacancies in different Group ‘C’ categories. The Zonal Railways
should therefore, ensure that copies of notifications of selection under GDCE, whenever issued
by them are invariably endorsed to all the Production Units, so as to enable the employees of
the Production Units also to apply for such selections, through proper channel, along with
eligible employees of the selections, through proper channel, along with eligible employees of
Zonal Railway concerned. [RBE No.09 / 2002]
Examination for all posts is to be conducted in single stage only in view of small number
of Railway employees appearing against the same. [RBE No.60 / 2015]
GDCE will comprise of a written test followed by viva-voce and the panels will be formed
strictly in the order of merit. [Vivo-voce stands deleted lr. Dated 07.08.2003)]
The standard of examination shall be like that of Direct Recruitment to avoid any dilution
of the cadre. If suitable candidates do not become available in adequate number as a result of
GDCE, the shortfall will be made good by direct recruitment through Railway Recruitment
Board.
The GDCE is to be conducted by the RRCs.
The date for GDCE is to be fixed by Railway Recruitment Cells (RRCs) of the Railway in
consultation with CPOs and Chairman of respective RRBs.
Question Papers for GDCE is to be provided by respective RRBs, but evaluation shall be
done by RRCs on the basis of answer keys provided by the former. However, instead of 3
sets of Question Papers, only one set of the same will be provided by RRBs to RRCs for
GDCE. All other recruitment related activities will be performed by Chairman of respective
RRCs. [RBE No.113 / 2014]
Zone of consideration for GDCE will encompass staff belonging to all the Departments /
Branches in a Division / Workshop / Headquarters-Office / Extra Divisional Office / Production
Unit as the case may be subject to their applying through proper channel in response to the
notification for GDCE. [RBE No. 129 / 1993].
Wherever, the vacancies remain unfilled in Promotion Quota, the same may be carried
forward to LDCE / GDCE, if any, and unfilled vacancies of LDCE / GDCE may be carried
forward to direct recruitment quota for the next year / next selection. In case there is no LDCE /
GDCE for that post, the unfilled vacancies may be diverted to direct recruitment quota of the
upcoming year. [RBE No.97 / 2014]
The channel of GDCE and LDCE can be availed by the young, talented and qualified staff
working in lower grades for fast tract progression to higher grades.
A large number of vacancies in the Railways remain unfilled and the Railways are not
making timely use of the scheme of GDCE and LDCE for filling up vacancies, which is adversely
affecting the motivation of the employees.
Railways should ensure making use of these schemes liberally to fill up the vacancies timely by
checking out suitable action plan for the same. [RBE No.112 / 2018]
The currency of the GDCE scheme for a further period of 2 years i.e. upto 31.03.2020. [RBE
No.57/2018]
Railways who want to conduct GDCE online may do so with the condition that expenditure for
conduct of these ONLINE (i.e. computer based test) exams will be borne by Railway itself.
[RBE No.19/2017]

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Question Papers for GDCE are to be set only in English and Hindi and not in any other
language (s) [RBE No.149 / 2019]
Test
Written test and panel strictly as per order of merit.
Standard of examination will be same as that of RRB.
Seniority in the cadres will be same as that applicable for direct recruitment.
Pay Fixation in case of Running Staff.
Pay element of Running Allowance will not be considered for the purpose of fixation of pay of
running staff on their appointment to the posts under GDCE. [RBE No.186/2005, 132/2006]
APPOINTMENT ON COMPASSIONATE GROUNDS: Appointments on compassionate
grounds are made to the wards of the Railway servants who die while on duty or who are
medically incapacitated or who die in harness while in service or who are missing.
Normally the father of the family is taken as the breadwinner. However in the case where both
the husband and wife are employed in Railways, appointment on compassion is given on
account of the death of either husband or wife whichever occurs first. There is no bar in giving
such appointment to the husband of the female Railway servants on the same conditions.
Appointment on compassionate ground is made preferably to the widow or widower. Where the
widow / widower cannot take up employment, son / daughter / Adopted child / Dependent in the
case of Bachelor / Spinster / Married or widowed or divorced daughter with GMs approval are

31. 31
considered for appointment. Minor son is also considered even though at the time of the event
there is a daughter attained majority and or a major son is already employed.
The benefit of compassionate appointment is not admissible to the near relatives. When
compassionate appointment is given to an adopted son or daughters it should be ensured that it
is legally valid, the adoption is legally recognized under the personal law, governing the Railway
servant, and the adoption process has been completed and has become valid before the death /
incapacitation of the employee.
Grades of appointment: Compassionate appointments are normally made in recruitment of
grades of non-technical popular categories. No appointment on compassionate grounds can
be made in intermediate grade. Appointment on compassionate ground is also not normally
permissible in categories like Traffic / Commercial / Engineering Apprentices where the element
of direct recruitment is proportionately less. Where a candidate is found eligible for Group-C
posts but not offered the same for want of vacancy may also be considered for apportionment in
Erstwhile Group-D posts on the condition that they will be considered for Group-C posts as and
when vacancy arises.
Pay: Pay is fixed as usual in terms of rules in force. However in rare cases of distress pay may
be fixed at a higher stage with the approval of the Railway Board.
Time limits
Normally all the appointments on compassionate ground should be made within five years
from the date of occurrence of the event entitling the ward for compassionate appointments.
This period of five years can be relaxed up to 25 years (by GM) provided that-
The circumstances to the case warrant relaxation of the time limit.
The request is for first son / daughter and is made within two years after attaining majority.
The widow of the employee has not remarried.
The benefit of compassionate appointment was not given at any time to any other member of
the family.
Priority
The following is the priority followed in making appointments on compassionate grounds.
Dependents of employees who die or totally crippled while on duty.
Dependents of employees who die in accidents while in service.
Dependents of employees who are totally incapacitated.
Educational qualifications: Normally the persons seeking appointment on compassionate
ground should fulfill the conditions of the eligibility related to educational qualifications
prescribed for apportionment. However in the cases of merit the Railway Board on the
recommendations of the General Manager can relax it on the conditions-
The prescribed qualification should be acquired in a period of two years.
Such persons will be confirmed only after acquiring the qualification.
Such persons will be considered for promotion only after acquiring the qualification.
Such persons will be ranking junior to all persons promoted before he acquires the prescribed
qualifications.
Matriculation is the qualification prescribed for Level - I and it is relaxed in the case of widows
where they can perform duties satisfactorily.

32. 32
Candidates who have passed 10th
standard but it is not in possession of technical qualification
i.e. National apprenticeship Certificate (NAC) granted by NCVT or ITI or courses / Trade,
Diploma, the prescribed qualification for technical and commercial (catering) departments, viz.,
Civil Engineering, Mechanical, Electrical, S&T Departments and Commercial Catering Level-I
can be considered for appointment, providing them on job training for a period of six months.
[RBE No.195/2017]
Age relaxations: Persons seeking appointment on compassionate ground should fulfill the
conditions of the eligibility related to age prescribed for appointment. However the upper age
limit may be freely relaxed on merits of the case. The General Manager may also relax the
lower age limit of 18 years in exceptional cases up to one year for Group-C posts. The
Divisional Railway Managers for Erstwhile Group-D posts can make such relaxation. Relaxation
of the lower age limit beyond one year requires the approval of Railway Board.
Procedure: The candidates applying for appointments on compassion will be subjected for a
suitability test by a committee of officers, one of whom will be a Personnel officer. The suitability
is adjudged by a test and it need not be rigid. Failed candidates are given an additional chance
to pass the examination and a third chance is given rarely to widows with the approval of the
General Manager. Appointment is finally made subject to availability of vacancies, medical
examination, production of certificates etc.
General Managers consider the requests for compassionate appointments to the wards of
casual labour who dies while on duty and is eligible for compensation under WCA. Similar
consideration is also shown in the case of a casual labour who has attained temporary status.
Such wards of casual labour are appointed as casual labour or substitute.
Compassionate appointments to the wards of Gazetted officers are considered by the General
Manager.
While making compassionate appointments to the dependents of bachelor / Spinster Pass,
Ration card, report of the Welfare Inspector and the family composition declared by the
employee in the Pass declaration register etc. are verified.
Cases of missing employees are considered after two years provided FIR has been lodged
with Police and it is certified that the employee could not be traced. The benefit is not admissible
where the employee has less than two years of service to retire or where the case appears to
be a fraudulent one or on the grounds that the employee has gone abroad / engaged in terrorist
activities. Payment of settlement dues in the case of missing employees should be delinked
from the appointment.
Authorities competent to make appointments on compassionate grounds: The power to
make compassionate appointments is vested in the General Manager. General Manager may
re-delegate this power to the Divisional Railway Manager and also to Heads of Extra Divisional
Units, who are in Level -1 subject to such control, as he may like to impose on the exercise of
power by those authorities. The wards of missing employee’s also re-delegated to DRM. [RBE
No.145 / 2018] The upper age limit may be freely relaxed on merits of the cases.

33. 33
In the cases of appointments of Group “C” posts the powers may be exercised by the Chief
Personnel Officer in consultation with the Heads of Departments concerned. In the cases of
Group ‘D’ posts the power to make such appointments should be delegated to the Divisional
Railway Managers.
General Manager may also exercise powers in regard to appointment of dependents of
Gazetted Officers on Compassionate grounds provided the appointments are made in the
recruitment grades viz. Office Clerk, Ticket Collectors, Commercial Clerks, etc. etc.
The powers of making appointments on compassionate grounds in normal circumstances have
been delegated to DRMs / CWMs and in certain cases approval from GM / Railway Board
should be obtained. In making appointments on compassionate grounds, Divisional Railway
Managers may relax age limit in the case of appointment to Erstwhile Group ‘D’ posts. Where
ever DRM / CWM is competent to make the appointment on compassionate grounds, they may
grant relaxation in upper age limit also.
General Manager’s permission is to be obtained in the case of-
Appointment to married / divorced / widowed daughter.
Appointment to the wards of Casual Labour.
Appointment to the wards of Gazetted Officers.
Relaxation of lower age limit up to one year. [The lower age limit of 18 years normally required
for appointment in Government may also be relaxed upto one year with the personal approval of
the General Manager]
Third chance to the widows to appear suitability test. etc.
Railway Board’s permission is to be obtained in the case of-
Cases more than 25 years old.
Relaxation of lower age limit beyond one year. [Relaxation of the lower age limit beyond one
year will require the approval of the Ministry of Railways]
Relaxation of educational qualification.
Fixation of higher pay and any other deviations from the normal rules.
DRM / CWM may transfer where the candidate requests for appointment on compassionate
grounds from parent Division / Workshop of Railway servant to other Division / Workshop cases
complete in all respect to the Division / Workshop from their Division / Workshop directly without
routing them through Headquarters of Zonal Railways, where the candidate desires to be
appointed. Admissibility of the compassionate grounds appointment may be examined at
parent Division / Workshop of the ex- Railway servant. All other appointments process to be
duly completed at the accepting unit. [RBE No. 134/2018]

34. 34
RESERVATION RULES
History of Reservation: More than 235 million men and women described as scheduled caste
and scheduled tribes have been suffering for centuries as suppressed classes. They were
denied of human dignity and were treated as bonded labourers. For several centuries the SCs,
STs were subjected to discrimination among human beings and have been prevented from
taking up education, entering places of worship etc. and subjected to exploitation and
humiliation. They were treated as untouchable although they were utilised as labourers for the
society. Thus, though SCs /STs were made to serve the society, they were denied equality with
others. Therefore, were educationally, economically and socially backward in the society.
During the British Rule the Government thought of giving some relief to the suppressed
Scheduled caste along with Anglo Indians, by earmarking certain percentage of vacancies in
Government services by the way of reservation. During this period there was no such

35. 35
reservation in favour of scheduled tribes. Taking in to consideration the very poor status of SCs
and STs in the societies, When India attained Independence, the founders of Constitution made
the following safeguards for the betterment of these communities such as -
Social, Educational, cultural and religious safeguards.
Political safeguards.
Economic safeguards.
Safeguards for public employment in Government services.
Some of the important provisions laid down in the Constitution of India in this regard are listed
below.
Article 14: Equality before law – State shall not deny to any person equality before the law or
equal protection of the laws with in the territory of India.
Article 15: Prohibits discrimination on grounds of religion, race, caste, sex, place of birth, and
makes special provision for the advancement of any educationally backward class or citizens or
the SC/STs.
Article 16: Equal opportunity in matters of public Employment -
1. There shall be equal opportunity for all citizens in matters relating to employment or
appointment to any office under the State.
2. No citizen shall on the grounds of religion, race caste, sex, decent, place of birth,
residence or any of them be ineligible for or discriminated against in respect of any
employment of office under the State.
3. Nothing in this Article shall prevent the State from making any provision for the
reservation of appointments of posts in favour of any Backward Class or Citizen,
which in the opinion of the State is not adequately represented in the service under
the State.
Article 17: Untouchability is abolished and it’s practice in any form is forbidden. Enforcement
of any disability arising out of ‘Untouchability’ shall be an offence punishable in accordance with
the law.
Article 29: Protection of interest of minority: No citizen shall be denied admission in any
educational institution maintained by the State or receiving aid out of State fund on the grounds
of religion, race, caste, language or any of them.
Article 46: The State shall promote with special care educational and economic interest of the
weaker section of the people and in particular for the SCs /STs and shall protect them from
social injustice and all forms of exploitation.
Article 335: Provides that the claims of members of SCs /STs shall be taken into consideration,
consistently with the maintenance of the efficiency of the administration in making the
appointment in services and posts in connection with the affairs of the Union or of a State.

36. 36
Article 339: Provides for the control of the Union over the administration of scheduled areas
and welfare of the SCs/STs, providing appointment of the commission to report or the
administration of the scheduled areas and welfare of the SCs/STs, in the State.
Article 341 & 342: Empowers the President to declare particular castes, race or tribes as
SCs/STs. It also empowers the Parliament to include or exclude any caste, race tribe as SC/ST
by a notification. Under these constitutional provisions reservations in the public services have
been provided for the SCs/STs from 13.09.1950 at the rate of 12.5% & 5% respectively
wherever posts were filled up by open competition on All India basis. Wherever posts were filled
up by recruitment on All India basis otherwise than on open competition, 16 2/3% & 5%
reservation was provided for SC/ST respectively. Even before 13.09.1950, 12.5% reservation
was available for SCs in Government services.
After 1961 census the above percentages were revised as under with effect from 15.03.1970
according to the proportion of population of SCs and STs to the total population.
Recruitment made on All India basis by open competition.
SCs 15% STs 7.5%
Recruitment made on All India basis otherwise than by open competition.
SCs 16 2/3% STs 7.5%
Recruitment made on local/ regional basis:
SCs 15% STs 7.5%
Mandal Commission recommendations: As per the recommendations of Mandal
Commission, 27% of Direct Recruitment Quota vacancies in civil posts/Services under the
Government of India are reserved for other backward classes with effect from 8.9.1993,
certain classes of persons among OBCs as specified in schedule who belong to creamy Layer
are excluded from the purview of this 27% reservation for OBCs.
List of persons coming under creamy layer
1. Persons holding constitutional posts.
2. Persons employed in Group- A service in Central and State Government.
3. Persons employed in Group- B service in Central and State Government.
4. Employees of public sector undertakings holding posts equivalent to Group A & B
service in Central and State Government.
5. Persons employed in Armed Forces including Para-military forces holding the rank of
colonel and above.
6. Professionals such as Doctors, Lawyers, Chartered Accountant, Income tax consultant,
Financial or Management consultant, Civil Engineer, Architect, Computer specialist, Film
artists and other Film professionals, Authors, Sports person, Sports professional, Media
professional or persons in any other vocation of similar status.
7. Persons engaged in Trade, Business and Industry.

37. 37
8. Property owners- Agricultural holdings such as Plantations, Coffee, Tea, Rubber Mango,
citrus, Apple etc., vacant land and buildings in urban areas and urban agglomeration.
9. Income/wealth test.
RBE No.127/2018: Sons and daughters of persons having gross annual income of Rs.1 lakh or
above for a period of three consecutive years would fail within the ‘Creamy layer’ and would not
be entitled to get the benefit of reservation available to the Other Backward Classes.
The aforesaid limit of income for determining the creamy layer status was subsequently raised
to Rs.2.5 lakh, Rs.4.5 lakh Rs.6 lakh and Rs.8 lakh respectively. (CPSE – Central Public Sector
Enterprises)
Application of reservation in Recruitment: In terms of the constitutional provisions,
reservations in public services have been provided for SCs/STs and OBCs in recruitments in the
following cases.
Permanent appointments and appointments likely to become permanent or to continue
indefinitely in recruitment grades or posts both in initial and intermediary grades wherever
applicable.
Temporary appointments in each grade or post including leave vacancies for 45 days or
more.
The percentages reserved for SC/ST/OBCs in various recruitments to be followed with effect
from 08.09.1993 are given below.
Percentage of reservation in Recruitment
Sl.No METHOD OF RECRUITMENT SC ST OBC
1 Regional basis 15% 7.5% 27%
2 All India basis by open competition 15% 7.5% 27%
3 All India basis otherwise than by open
competition
16 2
/3% 7.5% 27%
Normally for any recruitment, basic minimum standard is fixed in case of competitive
examination, merit lists are drawn subject to fulfillment of this basic minimum standard and
candidates are empanelled to the extent of number of vacancies according to the merit order.
The cut off point for the general merit list is normally well above the basic minimum standard. In
the process, those who are empanelled in the general merit list will not be adjusted against the
reserved quota.
Those SC/ST/OBC candidates who could not come in the merit list, but have obtained the basic
minimum standard should be empanelled / appointed against the reserved vacancies. In other
words, those enlisted in the merit list to the extent of unreserved vacancies even if they belong
to SC/ST/OBC, are not counted against reserved vacancies.

38. 38
Relaxation in Recruitment: The following relaxations are admissible in recruitment for
reserved community candidates.
Maximum age limit prescribed for Direct Recruitment is relaxed up to 5 years for SC/ST
candidates 3 years for OBC candidates. In the case of apprentices maximum age is relaxed
up to 30 years. SC/ST candidates are fully exempted from payment of Fees / costs for
admission to any recruitment examination / selection. Free passes are issued to SC/STs to
travel by train when summoned for written test / interview in connection with recruitment.
SC/ST Candidates should be examined / interviewed in separate block.
In the event of non-availability of SC/ST candidates with basic minimum standard, candidates
who have obtained lower position in examination can be recommended except where it is
considered that the minimum standard necessary for maintenance of efficiency is not to be
lowered. If SC/STs are not available as required even by applying the relaxation, candidates of
these communities who fulfill the minimum educational qualification laid down in the
employment notice should be recruited in Non-technical / Quasi-technical categories in Group
‘C’ & Group ‘D’ to be filled by Direct Recruitment without written examination and such
candidates should be given in service training. In respect of written examination, interview, in
order to fulfill the quota earmarked to OBCs relaxation of standards may be provided as in the
case of SC/ST candidates wherever necessary.
In case of SC/ST candidates who appear for interview for recruitment, there will be no
prescribed qualifying marks either for the aggregate or for individual items such as personality,
intelligence, physique, previous experience etc. They shall be asked simple questions to
ascertain whether they are capable of meeting the requirements of the job. The merit list will be
drawn based on the marks obtained in the written test. In certain identified categories where
practical experience has been prescribed as minimum qualification to Group- C categories, it
shall be reduced, relaxed or waived.
Physical standard for appointment as Rakshaks and Sub-inspectors in the Railway Protection
Force of SC/ST candidates are relaxed as under.
COMMUNITY HEIGHT CHEST
EXPANDED
WEIGHT
SC 160cm 76.20cm 50kg
ST 150cm 76.20cm 48kg
While nominating selection committee members for recruitment, a member from SC/ST is also
associated.
Relaxation in Training and Appointment:- SC/ST Apprentices and trainees in the
categories of JEs, SSEs, SSE(C&W) (TXRs) Commercial clerks, Ticket collectors, Account
Clerks, ASMs etc., who do not complete their training successfully in the first attempt are given
second chance with stipend and a third chance without stipend, to enable them qualify in the
training.

39. 39
In respect of Non-safety categories, 10% relaxation of marks is granted in qualifying
examination at the end of training as against the qualifying marks of 50% for the unreserved
and for OBCs. SC/STs are declared as passed provided they obtain 40% of marks.
General Managers are vested with special powers to recruit SC/ST candidates without
reference to RRB to make good the short fall in SCs/STs.
When SC/STs are recruited and directed for medical examination, a special endorsement is
made in the medical requisition as “If He / She is not found suitable for the medical classification
required for the category for which he / she has been recruited, he / she should be further
medically examined and indicated for which category he / she is found fit”, so as to enable the
administration to provide suitable alternative appointment.
As far as possible, they should be posted to a place nearer to their place of residence. If it is
not feasible they may be posted in a place where the administration can provide them quarters.
Even in the case of Casual Labourers / substitutes who have rendered 5 years of service when
found medically unfit for a particular category, they may be accommodated in any other
suitable shortfall vacancies where they are fit.
In recruitment there is no question of de-reservation. In a category where both direct recruitment
and promotional quota are involved, and if there is any shortfall in either of the quota it can be
exchanged and adjusted later, duly making necessary remarks in the reservation roster register.
Supersession of SC / ST employees in Promotion: Supersession means a supersession of
a senior SC/ST employee by a junior employee either reserved or unreserved community. GM
reviews the cases of suppression of SC/ST employees in promotion based on selection.
Supersession of promotion in non-selection posts are reviewed by HOD concerned in Head
Quarters, by DRM in Divisions and by CWM in workshops.
Retrenchment: Any retrenchment is made in the inverse order of the reservation roster
register.
Extent of Reservation in Promotions: There is no reservation of posts for OBCs in the matter
of promotions. In the case of SC/ST employees reservation is permissible for promotions within
Group ‘C’ (in GP 1800) services, promotions from ‘C’ (in GP 1800) to ‘C’, within Group ‘C’ from
Group’ C’ to Group B services and in posts filled by competitive examinations limited to
departmental candidates whether against selection posts of non selection posts, where the
element of Direct Recruitment does not exceed 75%, permanent posts, temporary posts likely to
be made permanent or likely to be continued indefinitely and also for short term vacancies of 45
days or more. Reservation is also to be made wherever adhoc promotions are made
against vacancies of 45 days or more. In respect of Gazetted cadre reservations is
permissible for adhoc promotions of Group ‘B’ Officers to Senior Scale.
Reservation rule is applicable to all vacancies irrespective of the background of occurrence,
whether they are by normal retirement or otherwise or on account of cadre restructuring.

40. 40
Reservation is not applicable for posts filled on tenure basis such as work study inspector,
vigilance inspectors and instructors of training centre. Reservation is also not permissible for
filling up of vacancies of less than 45 days duration, for posts filled by transfers or by
deputation.
SC/ST candidates promoted on their own merit and seniority should not be counted as
reserved candidates. It has been further laid down that SC/ST candidates can be placed on the
panel / select list even in excess of the reserved quota in case such candidates qualify against
general posts on merit / seniority. These SC/ST candidates should be excluded for the purpose
of counting the available SC/ST while computing the reserved quota.
In the case of reserved community employees, it is required to be indicated clearly as to
whether they are empanelled against SC or ST point or against unreserved vacancy based on
merit and seniority. This would enable for an easy compilation by the cadre officer to exclude
those SC/ST who have been empanelled on their own merit and seniority while computing the
available SC/ST candidates and decide the reservation to be made for the selection / suitability
test.
Promotion to non-selection posts: In order to regulate promotion of SC/ST employees in
Railway services post based roster is adopted to ensure the percentage of reservation in
promotion @ 15% & 7.5% for SC/ST respectively.
Promotion from Group-C to Group-B other than Security Department: Promotions are
ordered in the order of seniority after the process of selection and the zone of consideration is
1:3 except in the case of Personnel Department. If SC/STs are not available for consideration
for the reserved vacancies the field may be extended upto 5 times of the number of vacancies
and only SC/ST employees coming within the extended field should be considered.
Pre-promotional training in safety categories: In safety categories, SC/STs required to
attend selection for promotion from Group ‘C’ to Group ‘B’ and within Group ‘C’ are given pre
promotional training for 3 to 4 weeks at MDZTI and other training institutions.
Consideration in selection to safety posts: SC / ST employees securing 60% of marks in
professional ability and 60% in aggregate excluding seniority marks (60% of 85 = 51 marks) are
to be declared as qualified for empanelment / promotion against reserved vacancy.
In the absence of qualified reserved candidates, the reserved shortfall vacancies can be carried
forward to the next year. There is no provision to fill up safety category selection posts on
relaxed standard or on ad-hoc measure from best among the failed SC / ST candidates.
Selection in non-safety categories: Reserved community candidates who qualify without
applying relaxation are to be considered first and for the remaining reserved vacancies SC / ST
employees with relaxed standards are to be considered.
In such cases SC/ST candidates securing 50% of marks in professional ability and 50% in
aggregate excluding seniority marks (50% of 80=40%) are declared as qualified for
empanelment for promotion against the reserved posts.

41. 41
Even after adopting this scheme, if there are reserved vacancies still remaining, such vacancies
should be filled upon ad-hoc measure for a period of 6 months by promoting the best among
failed SC/ST candidates who secured minimum of 20% marks in each item of consideration.
During the period of ad-hoc promotion they should be given in-service training and their
performance should be assessed on completion of 6 months to decide whether they are fit to
continue. If found fit to continue, their names should be placed in the panel at the bottom and if
found unfit they will be reverted.
General conditions applicable to selection & non-selection posts: SC / ST candidates who
have qualified according to their merit / seniority without applying any relaxation and empanelled
/ enlisted to the extent of number of unreserved vacancies should not be counted while
computing reserved community employees.
While filling up of non- selection posts including artisan posts other than safety, there is 10%
relaxation in qualifying marks wherever written test or Trade test is conducted for promotions
against reserved vacancies.
In Trade test, SC/ST employees need to secure only 30 marks out of 60 in practical and 11
marks out of 40 in oral test for promotion against reserved post.
Reversion: Since promotions are made in an order against post earmarked or on replacement
the reversions which become necessary on shrinkage of the cadre should also be made only in
the inverse order.
Postings on promotion: As far as possible SC / ST Employees on promotion may be posted in
the same station or where the Administration can provide Quarters.
Conversion from neither community: The following records are to be produced for
conversion and conversion will be given effect by the administration only from the date of
submission of all these certificates. Publication in local Newspaper. Certificates from the
concerned recognized mutt heads or religious institutions. Gazette publication. Acceptance
certificate from community elders. Revised community certificate from the appropriate
Tahsildar.
Allotment of Railway quarters:- Railway Quarter to the extent of 10% of Type I & II & 5% of
Type III & Type IV belonging to non-essential pool should be allotted to SC/ST employees
working at Head Quarters of the Zonal Railway / Division, production Units and in other areas
where the number of quarters are 50 or more.
For the purpose of allotment, two waiting lists are maintained viz., one general Waiting list for all
employees and another special waiting list for SC / ST for allotment against 10% & 5% quota.
The SC / ST employees, who are senior enough in a general waiting list in their turn, must be
given allotment from the general quota.
The special list will operate only in the accommodation provided on the general Waiting list falls
short as the 10% & 5% as the case may be.
A member of SC / ST should be as far as possible be associated with the Housing Committees
for allotment of quarters.
Educational facilities: The following concessions are given to SC / ST in the matter of
admission to the Educational Institutions run by Railways. 20% of seats (15% for SC and 5% for

42. 42
ST) are reserved for SC / ST with inter change provision between SC / ST, if sufficient
candidates do not apply from one or the other. Where admissions are restricted to candidates
who obtain certain minimum percentage of marks and not merely passing qualifying
examination there may be 5% reduction in the pass mark for the SC/ST candidates.
Miscellaneous concessions: SC / ST employees are permitted to represent their grievances
directly to the National Commission for SC/ST, New Delhi. No prior permission is necessary for
sending such representation.
Separate grievances register for SC/ST should be maintained at all stations and offices to
enable them to record their grievances.
Notice Boards in work spots, office room accommodation with telephone and provision of
informal meetings with officers for redressal of grievances are some of the concessions given to
SC/ST employees.
Post based reservation: Prior to operation of post based rosters w.e.f 10.02.1995. Vacancy
based rosters have been prescribed in order to implement the Government’s policy relating to
the reservation of jobs for Scheduled Castes and Scheduled Tribes. The application of
reservation on the basis of these rosters was called in the question before the courts. The
constitution bench of the Supreme Court in the case of R.K. Sabharwal Vs. State of Punjab as
well as Union of India Vs J.C. Malik had held that the reservation of jobs for SC / ST / OBCs
should apply to the posts and not to the vacancies. The court further held that the vacancy
based rosters can operate only till such time as the representation of the persons belonging to
the reserved categories, in a cadre, reaches the prescribed percentage of reservation.
Thereafter, the rosters cannot operate and vacancies, released by retirement, resignation,
promotion etc. of the persons belonging to the general and the reserved categories are to be
filled by the appointment of the persons from the respective category so that the prescribed
percentage of reservation is maintained at all times.
The Court also held that persons belonging to reserved categories, who are appointed on the
basis of merit and not on account of reservation, are not to be counted towards the quota
meant for reservation.
With a view of bringing the policy of reservation in line with the law laid down by the Supreme
Court, it has been decided that the existing 40 point vacancy based rosters of promotional
categories shall be replaced by post based rosters.
Post based reservation rosters - While preparing the new post based rosters for promotional
categories or grades, the following points of practical importance should always be borne in
mind.
The post-based promotion roster will be effective from 10.02.95.
The names of the incumbents in the grade as on 10.02.1995 are to be entered against the post
based roster and all incumbents are to be fitted in a best fit manner duly ear-marking the