The document discusses the promotion process within the Indian Railways, detailing the criteria for selection and non-selection promotions based on merit and seniority, alongside the responsibilities of various authorities. It includes the formation and roles of selection boards, assessment of vacancies, and guidelines for conducting evaluations and tests for candidates. Additionally, it outlines provisions for reservation in promotions and special considerations for SC/ST employees.

1. PROMOTION

2. Promotion
• Promotion generally involves
– Movement from one post (lower) to another
(higher) in hierarchy
– Assumptions of higher duty and responsibility
– Enhanced financial benefits
– As a result of selection/non-selection

3. Basis of promotion
.Seniority
.Merit
.Seniority & Merit

4. Method of promotion
• Selection
• Non-Selection

5. Selection
• Primacy of merit
• Concept of zone of consideration
• Concept of benchmark

6. Non-selection
• Promotion based primarily on seniority
• Employees are considered in 1:1 ratio

7. Power to frame rule Gr. C & D
• 123. The Railway Board have full powers to
make rules of general application to Group C &
Group D railway servants under their control.
• 124. The General Managers of Indian Railways
have full powers to make rules with regard to
railway servants in Group C & D under their
control provided they are not inconsistent with
any rules made by the President or the Ministry
of Railways.

8. Classification of posts
.Selection Post
.Non-selection Post

9. Selection & non-selection post
• The posts are declared as selection or non-
selection for the purpose of promotion by the
Railway Board
• Selection posts are those that are filled on
promotion by the positive act of selection
• Non-selection post are filled by promotion of the
senior most employee. Suitability being judged
on the basis service record and/or departmental
test if required
• Trade test is a suitability test

10. Selection & general selection
• Selection and general selection: In general
selection ,there is no restriction on calling
the no of employees. It is conducted by
calling option from employees fulfilling the
prescribed eligibility conditions. In
selection employee are called in 1:3 ratio
• Frequency of selection
• Stages in selection

11. Stages of selection
• Assessment of vacancies, approval
&notification
• Pre-selection training of SC/ST
• Formation of selection board
• Process of selection
• Formation of panel
• Amendment of panel
• Currency of the panel

12. Assessment of vacancies
• Existing vacancies & anticipated
vacancies
• Anticipated vacancies(15 months in cadre
post and 24 months in ex cadre)
• Vacancies reported by construction & RE
are also to be taken into account
• Assessment of vacancy to be approved by
the competent authority

13. Reservation in promotion
• Vacancy based reservation
• Post based reservation
• At present, post based reservation is applicable
• Ultimately assessment of vacancy to be
category wise & to be notified after approval of
competent authority
• DRM/ADRM in division, HOD in zonal office &
CWM (if SAG) in workshop are competent
authority

14. Formation of selection board
• Collective responsibility of all members
• Minimum three member in the selection board
• JAG board for 5500-9000 and above post & senior scale
board for other posts
• One member must be a personnel officer who can be a
rank below
• One member from a department other than that for
which selection is held
• A member from SC/ST community , must if there is
reserved vacancy/ reserved category employee is
appearing
• A member should have working knowledge of Rajbhasha

15. Process of selection
• Written test must for all selection
exception-passenger loco pilot, passenger
guard, motorman & gang mate
• Setting of Question Paper
• Conduct of examination
• Evaluation of Answer Sheet
• Viva-voce if present
• Evaluation of service record/performance
record

16. Setting of Question Paper
• Paper setting official must be part of the board
and of the dept for which selection is being held
• Minimum 10% mark on official language and it
should be optional
• Objective type question should be 50%(45 to
55%) exception A/C dept
• Test should be designed to test the practical
problem an employee is likely to face on
promotion
• Paper should be bilingual
• Option of Hindi in Written Test & Viva if present

17. Setting of Paper contd. ..
• Objective Type Questions:
– No corrections allowed:
• Cutting
• Overwriting
• Erasing
• Scoring off a ticked answer
• Modifying the answer in any way
– Objective type questions comprises:
• Multiple choice questions
• Answer in yes or no
• Fill in the blanks(maximum four words)
• Match the following, and
• Any other type for which answer in one word/phrase can be
given

18. Setting of paper contd. ..
• If more than one paper then 60% in each
paper
• In one paper if more than one parts then
60% in the entire paper and not part wise
• Paper should indicate both total marks as
well as mark for each question
• Separate space for objective type in
answer sheet desirable

19. Coding of Answer Sheet
• Coding & decoding to be done by PO in-
charge of the dept.
• Answer sheet in the custody of the PO in-
charge
• In the case of personnel dept. other than
the evaluating officer

20. Evaluation of answer sheet
• Official of the board and of the same dept
for which selection is held
• No cutting and erasing
• No use of pencil for marking
• Uniformity of evaluation be ensured
• No individual grace mark be awarded
• If extra question is attempted then
attempted in last to be ignored

21. Supplementary selection
• Should be attended by the same official as far as
possible
• Normally not more than one
• supplementary selection to cater to the
absentees
• Second supplementary only with the approval of
the CPO
• Grounds of supplementary selection:
• Non-intimation/late intimation
• Sickness certified by authorized railway doctor
• Non-relieving by administration

22. Delay in evaluation
• Answer sheet to be evaluated promptly
• Delay if exceeding two month should be
reported to DRM
• Delay beyond three month be reported to
GM

23. Formation of panel
• Consideration of DAR/criminal
proceedings
• Factor/headings for consideration
• normal selection post and general
selection post
• Certain relaxation for SC/ST
• Safety and non-safety category

24. DAR/criminal proceedings
• An employee is under suspension
• Major proceeding(any proceeding for
promotion from B to A & onwards) is
pending
• Prosecution for criminal offence is pending

25. Factors/Headings to be accounted
• Professional ability: written and/or viva
• Record of service
• Seniority
• Aptitude test

26. Factors/Headings Maximum
Marks
Qualifying Marks
(i) Professional ability 50 30
(ii) Record of service 30 -
(iii) Seniority 20 -
Total
100 60

27. Record of service
• CR for the last 3 years to be considered
• Though Board has not issued mandatory
instructions the following marking for CR can be
done:
-O:5
-VG:4
-G:3
-A:2
Mark can be increased or decreased for award
/punishment. Service Book should also be
scrutinized

28. Formation of panel
• Panel to be formed in order of merit from
those obtaining 60% & above in
professional ability & aggregate in general
selection
• Selection- Panel to be formed in order of
seniority from those obtaining 60% &
above in professional ability & aggregate
after considering outstanding employees

29. Relaxation for SC/ST:Safety category
• Pre-selection training is to be given to
SC/ST category employees
• For empanelment of SC/ST , 60% in
professional ability and 60% in aggregate
excluding mark for seniority is required
• No other relaxation for SC/ST in safety
category

30. Relaxation for SC/ST:Non-safety
category
• For SC/ST category, 50% in professional
and 50% in aggregate excluding seniority
if sufficient employee not available as per
general norm
• Best among failure
• Minimum 20% marks for consideration
under best among failure norm

31. Amendment of panel
• Approval of panel by the competent
authority & amendment by the next
authority

32. Currency of panel
• Two years from the date of approval