Appointment and Promotion

(1.1.1) Appointment of personnel with scientific designations having non-scientific qualifications.

This matter was considered by the Governing Body at its meeting held on 15th July, 1967 and the Governing Body decided that in regard to the persons with scientific designations without scientific qualifications, the Vice-President, Council of Scientific & Industrial Research may appoint a small Committee to review all the past cases. The Governing body also decided that in future no such appointments should be made.

Attention is drawn to Bye-law 75(a) of the Bye-laws under which the scales of pay applicable to the Officers and establishments in C.S.I.R. shall not be in excess of those prescribed by the Government of India for similar personnel. As pay follows the nature of work and duties and not designation, many of these posts created and appointments made are themselves open to question as being violation of this Bye-law.

It is therefore requested that the Governing body's directive that no appointment in future should be made of a person to a post with scientific designation without scientific qualifications, may please be strictly observed, especially, and apart from the directive of the Governing Body, such appointments will be liable to be considered invalid as violating Bye-law 75(a) of the Bye-laws of the C.S.I.R.

(CSIR letter No. 16(8)167-E.I., dated 15th November, 1967)

(1.2) Ad-hoc Appointments

(1.2.1) Sub : Ad-hoc appointments in the CSIR.

According to revised Bye-Law 67-A(b) of the Bye-Laws of the CSIR, the Director-General, Scientific & Industrial Research or the Director of the Lab./lnstt. may, in consultation with the DG-CSIR in exceptional cases, appoint a candidate of proven merit to a Scientific or technical post of or below the rank of Senior Scientific Officer, Grade I, subject to the condition that the post shall be advertised within six months of such appointment and selection made in accordance with the provisions of the bye-laws. The Vice- President, Council of Scientific & Industrial Research has been pleased to order that all such ad-hoc appointments should invariably be regularised within six months of the date of appointment and that the proposal for any extension thereafter shall not be sanctioned. These instructions may kindly be noted for future guidance.

(CSIR letter No.3(1)164-E-I, dated 5th May. 1965)

(1.2.2) Sub : Ad-hoc Appointments

The Director-General has given careful consideration to the question of laying down certain guidelines which will be useful in making proposals for ad-hoc appointments. Accordingly, he has, in consultation with the Financial Adviser, Council of Scientific & Industrial Research, formulated a set of guidelines. These are enclosed for your guidance while making recommendation in future for ad-hoc appointments

(CSIR letter No.3(15)165-E-I, dated 17-10-1966)

Guidelines for making ad-hoc appointment

In making ad-hoc appointment under Bye-laws 67(A) (a) and 67(A)(b) of the Bye-laws of the CSIR the following guidelines may be kept in mind:

  1. No proposal for ad-hoc appointment may be made in cases where duties do not involve research, design or development.
  2. Ad-hoc appointments are not to be made without prior approval of Director General.
  3. Ad-hoc appointments are not to be recommended in the cases of persons already in the Scientists' pool and the persons already in employment in the CSIR or other organizations of the Government, Universities or Private Industry in the country.
  4. Ad-hoc appointments should be recommended against vacant posts. If no vacant post is available, a temporary post may be created to accommodate the ad-hoc appointee for a fixed period not exceeding one year subject to availability of funds in the sanctioned budget allotment of the establishment. Such an appointment should even usually be absorbed against a regular post of the establishment.
  5. Ad-hoc appointments may be recommended only in exceptional cases of candidates of proven merit in scientific and technical posts. It is expected that the candidates will be of such caliber that they will walk through any selection committee.
  6. The post should be advertised simultaneously with the offer of ad-hoc appointment and the regular selection to the post in accordance with the established procedure must be completed within six months of such appointment.
  7. An ad-hoc appointment may not be recommended for a candidate, when it is known that he is not likely to join within a period of three months from the date of offer. In such cases, it is desirable for the post to be advertised and the candidates in question considered by the Selection Committee in the normal course.
  8. Higher initial pay in the sanctioned scales may be recommended to an ad-hoc appointee, by the appointing authority, commensurate with his scientific and technological attainments and experience. Such, a proposal will be dealt with in accordance with the rules.
  9. In submitting proposals for ad-hoc appointments, the heads of Labs./Insts./ Organizations, may kindly furnish the reasons and establish the urgency of making such appointments indicating the sanctioned vacant posts against which the appointments are proposed. It is necessary to establish clearly why the normal procedure of advertisement and selection may be by passed, and more than anything else, how the candidate is of such exceptional merit and the organization would stand to benefit by his appointment on ad-hoc basis.

(1.2.3) Sub : Adhoc appointments-Procedure to be followed

The guidelines to be observed for making ad-hoc appointments were communicated to you through this Office Circular No.3(15)/65-E-I dated the 17th October, 1966. It is evident there from that no ad-hoc appointment against a non-technical post is permissible. In cases where the ad-hoc appointments against scientific or technical posts become quite unavoidable in the interest of research work, the guidelines contained in the circular letter mentioned above have to be strictly followed.

Instances have come to the notice of the Director-General, Scientific & Industrial Research in which the ad-hoc appointments have been made even against non- technical posts and even without obtaining the prior approval of the Director-General. Further it is found that those ad-hoc appointments are not regularised within six months as per rules. The practice is contrary to Bye law 67(A)(b) of the CSIR according to which the post should be advertised within six months of the ad-hoc appointment and selection made in accordance with the provisions of the Bye-laws.

It is, therefore, requested that Bye-law 67(A)(b) as also the guidelines already conveyed to you may kindly be followed strictly in future while making the ad-hoc appointments against scientific or technical posts and prior approval of the Director-General, SIR may kindly be obtained in all these cases.

(CSIR letter No.7(168)/70-E-I. dated 21st August 1971)

(1.2.4) Appointment to higher post during the period of probation.

The question whether the persons who are on probation may be allowed to officiate against higher posts even on pro-tempore basis, has been under consideration of the Council of Scientific and Industrial Research for some time past. It has now been decided that as such appointments imply satisfactory work in the existing post on which the employee concerned are on probation and as it also carries an implied acknowledgment of their competence to hold higher posts during the probationary period, the persons belonging to the administrative and accounts cadres who are on probation will be barred to officiate against a higher post, even in a short term vacancy till they satisfactorily complete their probationary period.

(CSIR letter No.31(7)/71-E.I, dated 23rd December, 1971)

(1.2.5) Sub: Pro-tempore officiating appointments against the administrative/ accounts - clatification- reg.

It has been observed that the procedure being followed by the National Labs/ Instts. in the matter of making pro- tempore officiating appointments in short term vacancies against administrative posts has not been uniform. It is, therefore, clarified for information of all National Labs/ Instts. that pro-tempore officiating appointments in such cases may be made on the following general principles:-

  1. Officiating appointments can be made only if the duration of the vacancy exceeds 45 days. Where, however, an officiating appointment becomes inevitable in a vacancy of 45 days duration or less no pecuniary benefit will be admissible to the person concerned.
  2. Whenever a vacancy arises the senior most person in the line of promotion in the eligible cadre should be considered for officiating appointment.
  3. If the senior most person is not available due to (a) he being already officiating against some other short-term vacancy or (b) being on leave/ foreign service etc. and is not likely to return to duty by the time of commencement of vacancy in question, the person next to him in the eligible cadre may be given the officiating appointment.
  4. Whenever an officiating appointment is made in accordance with (iii) above, it should continue for the entire duration of the leave vacancy including the extended period of leave if any and should not be discontinued in between even though the senior person may later become available on account of (a) termination of his officiating appointment against some other post or (b) his return from leave etc.

These orders may be noted and followed in future. Cases already decided may not be reopened.

It may be noted that no officiating appointments are permissible against newly created posts.

(CSIR letter No.8(7)-2/65-E-II, dated 14th Jan. 1974)

(1.2.6) Sub: Proposals for pro-tempore officiating appointments in short-term vacancies.

The CSIR have been receiving requests from the National Laboratories/Institutes proposing pro-tempore officiating appointments of local cadre staff against short- term vacancies in the common cadre posts in the Laboratories/ Institutes.

It has been observed that in many cases such proposals are incomplete in as much as that they do not contain certain relevant information such as seniority of the individual, whether his CRs have adverse entries, and whether any disciplinary proceedings are contemplated or pending against him.

With a view to enabling this office to process the proposals with celerity, it is requested that the proposals for pro-tempore officiating appointments may contain a certificate to the effect that

  1. The individuals recommended is the senior-most in his cadre;
  2. He has completed his probationary period;
  3. There is nothing adverse in his confidential reports; and
  4. No disciplinary proceedings are pending or contemplated against the individual.

CSIR Letter No33(1)/82-E-1, dated 3rd Nov., 1982.

(1.2.7) Delegation of powers arrangement for pro-tempore officiating appointment against posts included under the CSIR Administrative Services (Recruitment and Promotion) Rules.

  1. The Vice-President, Council of Scientific and Industrial Research vide O.M.No.3(257)/67-E.III dated 23.11.1967 was pleased to approve that: -
    1. The short term appointments upto level of Assistants/Senior Accountants may be made by Directors/Secretary in National Laboratories/Institutes/Central Office and appointments already made by them may be deemed to have been made under the said Rules;
    2. and

    3. The short term appointments from the level of Section Officers and above may be made by DGSIR-and appointments already made by him may be deemed to have been made under the said Rules.
  2. Since the delegation of above powers, there have been changes in (i) scale of pay; (ii) designations of some category of posts; (iii) appointing authorities. Accordingly the matter was examined and the DG-CSIR with the approval of V.P., CSIR, under Bye-Law 80 of the Rules & Regulations and Bye Laws of CSIR, has been pleased to decide that:
    1. All pro-tempore officiating appointments upto the grade of Rs. 650-1200 against the short-term vacancies in respect of posts included in the Administrative Services (Recruitment and Promotion) Rules may be approved by the Heads of all National Laboratories/Institutes by making local arrangement;
    2. and

    3. The short-term appointments beyond the grade of Rs. 650- 1200 may be referred to CSIR for approval as hithertofore.
  3. The exercise of the powers in para 2 above by the Heads of all National Laboratories/Institutes will be subject to the following conditions :-
    1. The employee has satisfactorily completed his probationary period of one year from the date of appointment on regular basis in the grade. Wherever the probationary period has been curtailed the benefit of pro-tempore officiating promotion will accrue only after expiry of one year of service on regular basis.
    2. No vigilance case is pending contemplated against such employee:
    3. CR of the employee is satisfactory and the candidate so considered for pro-tempore officiating promotion is adjudged fit;
    4. Pro-tempore officiating appointment to the post of P.S. (except the post of P.S. to DGSIR) will not be permissible as such, posts are being operated on non- functional basis;

Pro-tempore officiating appointment will be strictly on seniority-cum-fitness basis subject to stipulation in (ii) and (iii) above. In the event of any departure from the principle of seniority due to record of service being unsatisfactory or otherwise, the matter may be referred to CSIR for a decision.

(CSIR letter No. 33(98)/84-EI, dated lst February, 1984)

(1.2.8) Ad-hoc appointments - Need for avoiding the same.

As per instructions from the Government of India, Ministry of Home Affairs, Department of Personnel & Administrative Reforms contained in their O.M. No.39021/35/78-Estt (D) dated 24th November, 1979, I am directed to state that henceforth the terminology of 'pro-tempore officiating arrangement "will be substituted by "ad-hoc arrangement" and will be subject to the following conditions:-

  1. Term "pro-tempore" officiating arrangement will not be used.
  2. The ad-hoc arrangement will be in the same cadre as is being done now in the case of pro-tempore officiating arrangements
  3. The ad-hoc arrangement will be strictly on Seniority-cum- fitness basis subject to the condition that the individual concerned has not been adjudged unfit for promotion. Period of ad-hoc arrangement will not count for seniority.
  4. The adhoc arrangement will continue till further orders or a person joins on regular basis whichever is earlier.
  5. All ad-hoc arrangements will be made with the approval of the authority competent to make regular appointments to the post or posts in which ad-hoc arrangement is to be made or by the authority authorised to make the ad-hoc arrangements (CSIR Circular No. 33(98)/84-EI, dated 1.2.1984)

The above instructions which will only apply for Administration, Accounts, Stenographers & Stores/Purchase Cadres may be noted for strict compliance.

(CSIR letter No.33(98)/84-EI, dated 19th March. 1984)

(1.2.9) Adhoc appointment - Revision of Instructions.

Reference this office letter of even number dated 18th April, 1988 (not printed) containing revised instructions for ad-hoc appointments. These instructions inter- alia, contained the following guidelines for making ad-hoc appointments: -

  1. Where there is an injunction by a Court Tribunal directing that the. post may not be filled on a regular basis and if the final judgement of the Court/Tribunal is not expected early and the post also cannot be kept vacant.
  2. Where the D.R. Quota has not been filled and the Recruitment Rules also do not provide for filling it up on transfer or deputation temporarily and the post cannot also be kept vacant.
  3. In short term vacancies due to regular incumbents being on leave/deputation, etc. and where the posts cannot be filled as per para 2(v) and cannot also be kept vacant.

In such exceptional circumstances where ad-hoc appointments are to be resorted to, the following conditions inter-alia have been laid down :-

  1. The total period for such appointment/promotion on ad-hoc basis should be limited to one year only;
  2. Only those Officers who fulfil the eligibility conditions prescribed in the recruitment rules should be considered for ad-hoc appointment. If, however, there are no eligible officers, necessary relaxation may be obtained from the competent authority in exceptional circumstances.

It has come to notice that these guidelines have not been scrupulously followed by various Labs./Instts. for making ad-hoc appointments.

In order to obviate any administrative or legal implications, it has been decided that all ad-hoc appointments may be made strictly in accordance with the guidelines, as contained in Govt. of India's OM No. 28036/8/87ESTT (D), dated 30th March, 1988. Any deviation thereof will be taken serious note of.

(CSIR letter No. 17(142)/91-E.I., dated 20th December, 1991)

(1.2.10) Ad-hoc appointments/ promotions.

Reference CSIR Circular letter No. 17(142)/91-EII, dated 20.12.1991.

  1. In accordance with the instructions, ad-hoc appointments /promotions could be considered only against purely short-term vacancies in the same cadre from among the eligible Officers in the direct line of promotion in the feeder grade strictly on seniority-cum-fitness basis. The total period for such ad-hoc appointments/promotions is limited to one year only. The practice of giving the break periodically and then appointing the same person on an ad-hoc basis is not permissible.
  2. It has also been observed that these instructions are not being followed strictly by some of the Labs./Instts. in as much as
    1. ad-hoc promotions are allowed to continue beyond the maximum permissible period of one year;
    2. same persons are promoted after giving a break; and
    3. some times employees who are not holding the feeder grade in the direct line of promotion (such as promoting an officer from Stenographic cadre against a vacant post in general administration cadre or a general Administration cadre officer against a vacant post in Stores & Purchase Cadre, &etc.) are being promoted on ad-hoc basis which is not permissible.
  3. Such violations of the extant instructions create administrative wrangles and invite all sorts of problems, unnecessary court cases, etc. and have, therefore, to be viewed very seriously.
  4. It is requested that the instructions/guidelines issued by the GOI/CSIR on the subject should be strictly followed by all concerned while considering the proposals for making any ad-hoc appointments/promotions against short-term vacancies.

(CSIR letter No. 14(6)/22/88-E.II, dated 30th September, 1993)

(1.2.11) Guidelines are issued in cases where powers are delegated to Laboratories; in the case of Controller of Administration appointments, whether on regular or on ad-hoc/officiating basis, continue to be made by us in the CSIR Hqrs. We have, therefore, not felt it necessary to issue any guidelines in this regard.

However, as regards the issues raised by you we had considered these matters and had taken a view thereon. Since according to the Recruitment Rules only the A.O./Sr.F&AO/SPO are eligible, there is no question of making officiating arrangements of any Scientist or any other functionary who does not belong to one of these three cadres. Though, according to the Recruitment Rules, promotions are to be made on the basis of an All India Seniority, short-term officiating arrangements are usually made by the CSIR on a local basis. So the principle in selecting any one of these functionaries for officiating appointment will be the inter se seniority amongst themselves. However, proposals would have to come to us in the Headquarters for issue of necessary orders

It is possible that a case may arise when none of these functionaries is in position, or very junior officials are holding these three posts. In that case, of course, some ad-hoc arrangements will have to be made. We expect the Directors to make a suitable recommendation in these cases to us so that a proper decision can be taken.

(CSIR DO. No.33(114)/88-E-I, dated 3rd July, 1991).

(1.3) Compassionate appointment of son/daughter/near relative of deceased Government Servant-Consolidation instruction.

(1.3.1) The Government of India have reviewed the scheme of compassionate appointments and in suppression of earlier OMs on the subject, have issued consolidated instructions as contained in their office Memorandum No.14034/1/77-Estt(D), dated 23.5.78. (not printed). It has been decided that these instructions may now be followed in the CSIR and its Laboratories/Institutes henceforth.

In order to lay down a uniform procedure for dealing with the cases of compassionate appointments the following further guidelines may kindly be adhered to:

  1. The appointments to posts of LDC or any other Group 'C' post of comparable rank may be approved by the Directors of the National Laboratories/Institutes under their own powers as "Head of Department" in accordance with the provisions and subject to the conditions mentioned in the Govt. of India O.M. as mentioned above. For making appointments to Group 'D' Posts, prior approval of the DG-CSIR may be obtained by the laboratories/Institutes for filling up of such posts in relaxation of the ban imposed thereon.
  2. Prior approval of the DG-CSIR is also necessary in the following types of cases:-
    1. where relaxation of qualifications is involved.
    2. where there is an earning member in the family, and it is proposed to appoint another member of the family on compassionate grounds.
    3. where belated appointments are involved, i.e. appointments to be made after a period of two years of the death of the CSIR employee.
  3. For the purpose of making reservations upto 3% of posts falling vacant in a calendar year, technical, auxiliary technical and administrative post's in Group 'C' and technical and non-technical posts in Group 'D' will be treated as separate cadres, While referring cases to this office, suitable Justification may please be given invariably.

(CSIR letter No. 17(108)/76-E.II, dated 24th August, 1978

(1.3.2) Compassionate appointment of son/daughter/near relative of deceased Government Servant-Consolidated instruction.

The Government o f India have further reviewed the scheme of making compassionate appointments and in suppression of their earlier office Memorandum No. 14034/1/77-Estt(D) dated 23.5.78, have issued revised consolidated instructions as contained in their Office Memorandum No. 14014/1/77-Estt.(D). dated 25.11.1978 (not printed). It has been decided that these instruction may be followed in the C.S.I.R. and its Laboratories/Institutes henceforth, in suppression of our earlier letter of even number dated 24.8.78 on the subject.

In order to lay down a uniform procedure for dealing the cases of compassionate appointment, the following further guidelines may kindly be adhered to:-

  1. Prior approval of the Director General, C.S.I.R. is also necessary in the following types of cases
    1. for filling up of a post in Group 'C' if it is lying vacant for more than six months;
    2. for filling up of all Group 'D' posts in relaxation of the ban imposed thereon by Vice-President, C.S.I.R.;
    3. where relaxation of qualifications is, involved;
    4. where there is an earning member in the family, and it is proposed to appoint another member of the family on compassionate grounds, and
    5. Where belated appointments are involved, i.e. appointments to be made after a period of two years of the death of the C.S.I.R. employee.
  2. It may also please be ensured that the number of such posts do not exceed substantially and significantly 50% of the vacancies in any calendar year, after allowing reservations for Scheduled Castes/handicapped persons and other prescribed categories.

(CSIR letter No. 17(108)/78-E.11, dated, 6th July, 1979)

(1.3.3 ) Compassionate appointment of son/daughter/near relative of deceased Government servant-Consolidated instructions.

Reference CSIR Circular letter No. 17(108)/78-E.II, dated 6th July, 1979. CSIR have since reviewed the position with a view to eliminating routine references to CSIR Headquarters and it has been decided that henceforth all cases of compassionate appointments will also be dealt with and decided at Lab. level strictly in accordance with the Govt. instructions. The following points may kindly be specially kept in view :-

  1. According to the Govt. of India instructions, relaxation of qualification is permissible only in the case of widow. Therefore, no relaxation of qualification may be granted in any other cases
  2. All compassionate appointment whether in category 'C' or category 'D' will be made only against clear vacancies arising in a laboratory/Instts. after 1-6-1986. In any case, no vacancy existing in a lab./Instts., prior to 1-6-1986, will be utilized for offering compassionate appointment
  3. In case a dependent of an employee of a Lab/lnstt. seeks employment on compassionate grounds in another Lab./Institute, the request may be considered in consultation with the Labs./Instts. concerned.
  4. Each Lab./lnstt. will ensure that number of such posts where compassionate appointments are made do not exceed substantially and significantly by 50% of the vacancies in any calender year after allowing reservation for SC/ST/Handicapped personnel and other prescribed categories.

(CSIR letter No. 5(14)/87-E.II, dated 3rd April, 1987.)

(1.3.4) Compassionate appointments - Clarification Reg.

Reference DO letter No.2/89/91-SC/ST, dated 15th July 1992 from Joint Secretary(Adm) conveying instructions of DG-CSIR in the matter of filling up of posts and inter-alia clarifying that there was no ban on filling up of backlog vacancies earmarked for SC/ST categories under the Special Recruitment Drive. (Please see para 3.1.8)

  1. The Govt. of India has now decided that there will be no ban on making compassionate appointments; a copy of Govt. of India O.M. No. 14014/22/92-Estt.(D), dated 25th January 1993 is enclosed for your ready reference. (not printed)
  2. You are requested kindly to follow these instructions subject to observance of guidelines instructions issued by CSIR from time to time in the matter.

(CSIR letter No. 17(108)/78-E.II, dated 16th February, 1993.)

(1.3.5) Compassionate appointment of son/daughterlnear relative of deceased Government servant-consolidated instructions.

Reference :

  1. Letter No.5(14)/87-E.II, dated 3.4.1987 delegating powers for making compassionate appointment to the Heads of Labs./lnstts.; and
  2. Letter No. 17(108)/78-E.II, dated 7th/I2th July, 1987 forwarding a copy of DPT No. 14014/6/86- Estt.(D) dated 30.6.87 containing latest consolidated guidelines for making compassionate appointments.

Prior to decentralisation of powers, all proposals for compassionate appointments were being considered at the CSIR Hqrs. with a view to examining them within the instructions/guidelines laid down by the Government of India and for maintaining uniformity in the matter of clearance of such appointments. However, it has been noted for some time that after decentralisation of this work in 1987 some Labs./lnstts. are not following these instructions/guidelines; in some cases, such appointments are made in higher grades. Such decisions are not in keeping with the spirit of these instructions/guidelines of Government of India.

It may kindly be noted that compassionate appointments in deserving cases could be made only in the initial grades against Group-C or Group D posts and the persons so appointed should have academic/technical qualifications and experience laid down for such posts. The concession should be extended only in really deserving cases after taking into consideration the number of dependents, assets and liabilities left by the deceased employee, benefits received by the family under various welfare Schemes etc.

It is, therefore, emphasised that the appointment on compassionate grounds shall be considered only in deserving cases and are made at the initial grades of Group-C or Group-D, as the case may be, depending upon the qualifications etc. possessed by the family member (s) of the deceased employee. However, if in any exceptional case, it is considered necessary to offer appointment at higher grades of Group-C or Group-D, the appointment should be made only with the prior approval of the DG CSIR, for which the proposal with all necessary details/documents should be referred to CSIR for clearance.

(CSIR letter No. 17(108)/78-E.II, dated 20th September, 1993.)

(1.3.7) Sub: Appointment of Son/Daughter/Close relatives for Group 'C' & 'D' post on compassionate Grounds.

Reference: CEERI,Pilani letter No. 11(52)/78-Estt., dated 18.11.1992 and subsequent reminder, dated 11.12.19925 it is informed that:-

  1. There is no ban on filling up of vacant posts in Group 'C' & 'D' on compassionate grounds subject to fulfilment of Govt. of India/CSIR instructions issued from time to time.
  2. Regarding filling of posts falling vacant due to resignation/retirement/death on or after imposition of ban, prior approval of DGSIR is necessary before notifying and/or filling of vacancies already notified prior to.issue of ban instructions except those meant for filling up through DPC System.

(CSIR Letter Nol4(14)/90-E.II(U-2), dated 28th Dec., 1992 addressed to CEERI, Pilani.)

(1.4) Appointment of close relatives.

(1.4.1) For the past sometime we have been receiving some complaints in regard to the appointments of close relatives of the CSIR Officers and Staff (in the laboratories) who are alleged to have been given undue preference or favours in the matter of such appointments. I also find that such close relation are also being recruited in the CSIR organisations from time to time. While it may be, that in most of these cases the appointments have been made with due regard to the prescribed procedures and the merits of each individual, it is nevertheless of paramount importance that we should not only be just and fair in the matter, we also give the appearance of being just and fair to all concerned.

While there is, and can be, no bar on the employment etc. of close relatives who are eligible and meritorious, the process of selection should be impartial and free from any possible accusation of favouritism. It is essential that the concerned officers should dissociate themselves completely from the process of selection where their own close relatives are involved. To avoid criticism I personally feel that close relatives should not as a general proposition be allowed to work in the same laboratory/institute, although this may not be possible in every case. In any case, it would make for good order and expedience if in all such cases the Director concerned obtains clearance from me giving adequate details prior to the issuance of the appointment orders to such persons.

(CSIR D.O. No.,CSIR/O&M./18/57, dated 4th Sep., 1978 addressed by DGSIR to the heads of all National Labs./Instts.)

(1.4.2) Appointment of close relatives.

Clearance from D.G.S.I.R. is required for all categories of posts including Class Ill & IV on first appointment. If already employed, clearance from D.G.S.I.R. will also be required on subsequent promotions.

(CSIR D.O. No. 1/40/78-O&M., dated 19th October, 1978)

(1.4.3) Guidelines regarding appointment of Close Relatives of the CSIR Officers/Staff in CSIR Labs./Insits./Headquarters.

It has been decided that while appointing close relations of CSIR employees, the following guidelines should be observed:

  1. Relations would include wife/husband/son/daughter/brothers/sisters/sons-in-law/daughters-in-law and those who could be termed as blood relations.
  2. No employee may be associated in any way with the process of selection of such close relatives at any stage and in recruitment process where a close relative of an employee is an applicant.
  3. In order to know whether an applicant is related to an employee in the Laboratory it will be necessary to include a suitable column in the application form for this purpose.
  4. While carrying on the process of selection no relaxation in respect of prescribed qualifications/experience should be extended in the case of such close relatives.
  5. While preparing the list of candidates for interviews/test for the purpose of Selection Committee, the fact that the candidate is a relative of a CSIR employee should be prominently brought to the notice of the Committee. Any member of the Committee as also staff, who is related to the candidate should abstain from the Selection process.
  6. In all such cases, no offer of appointment should be made before prior approval of the DGSIR has been obtained.

In respect of such appointments of Class IV category, the approval of Executive Committee of the respective Lab./Institute may be obtained.

In respect of promotions of relations already employed made in accordance with the prescribed procedures, the approval of EXECUTIVE COMMITTEE may be obtained.

(CSIR letter No. 1/41/78-O&M, dated, 22nd February, 1980)

(1.4.4) The above guidelines are applicable in respect of those cases of appointments or promotions where the incumbent is having a relative in that particular Lab./Institute and not in CSIR as a whole. The term "CSIR employee" appearing in serial No. 5 of the guidelines would therefore apply to the CSIR employees of the concerned Laboratory/Institute.

(CSIR D.O. No. 1/40/78-O&M, dated, 4th June, 1980)

(1.4.5) Guidelines regarding appointment of close relatives of the C.S.LR. Officers/staff in C.S.LR. Labs./Instts./Hqrs.

The guidelines notified vide this office letter No. 1/41/78-O&M, dated 22.2.1980 are to be followed in cases of appointment of close relatives of CSIR Officers/Staff in the Labs./Instts./Headqrs.

In view of the detailed procedure laid down, you are requested kindly to ensure that appointment letters to persons whose close relatives are employed in the same Labs/Instt. are not issued till such time clearance is obtained from D.G.S.I.R. or Ex. Committee as the case may be.

(CSIR letter No. 1/40/78-O&M, dated 13th November, 1980)

(1.4.6) Clarification on the guidelines regarding appointment of close relatives.

Clarification on the guidelines regarding appointment of close relatives
1 2 3

While carrying on the process of selection no relaxation in respect of prescribed qualification/experience should be extended in the case of such close relatives.

In all such cases (while appointing close relative of CSIR employees) no offer of appointment should be made before prior approval of the DG-CSIR has been obtained.

As per provision for relaxation in qualification and/or experience in the advertisements the Screening Committee quite often recommends relaxation of qualifications and/or experience. It is felt that the candidates related to the employees of the Institute should be treated at par with the other candidates and if any relaxation is given to other candidates. the same treatment should be given to the candidates related to the employees so as to meet the ends of natural justice.

In some advertisements some desirable qualifications, experience are prescribed. It is for clarification whether lack of desirable qualifications/experience will amount to relaxation of qualification/experience in case a candidate not possessing such desirable qualifications/experience is called for interview though he meets the essential qualifications /experience.

There are cases where departmental candidates are selected in direct recruitment who are related to some of the other employees of the Institute. In some cases the employees of the Institute related to the candidates are either holding equivalent or lower posts. In such cases, the question of obtaining clearance from the DGSIR should not arise because in such cases there is no question of other employee exercising any influence on the members of the Selection Committee or in the process of selection.

The Candidate related to an employee of the National Lab./lnstt. concerned should be treated at par with other candidates and if any relaxation is called for and approved by the Director on general basis with reference to the circumstances of a particular case in accordance with the provisions made to this effect in the respective advertisement, similar relaxation can be given 'to the candidates related to the employees provided such relaxation does not arise out of the fact that employees' wards are also being considered.

Where desirable qualifications /experience are prescribed in the advertisement in addition to essential qualifications/experience, desirable qualification /experience, if lacking, does not amount to relaxation of qualification /experience. This will apply to a candidate related to an employee of the laboratory/Institute as well. It is, however, needless to emphasis that due weightage should be given in the process of selection to the candidates possessing both essential and desirable qualifications and experience over those candidates not possessing desirable qualifications/experience.

Clearance of the DG-CSIR is necessary for appointment of departmental candidates selected through advertisement even though the employees to whom they are related may be holding equivalent or lower posts in the Laboratory/Institute.

(CSIR letter No. 1140/78-0&M, dated 15.12.1980)

(1.4 7) Guidelines regarding appointment of close relatives of the CSIR Officers/staff in CSIR Labs/Instt./Headqrs.

The detailed guidelines on the subject mentioned above have been circulated to all the Laboratories Institutes vide, this Office letter of even number dated 22nd February 1980. Certain clarifications on the subject were also issued vide this office letters of even number dated 13th November, 1980 and 15th December, 1980.

A number of proposals are being received from various National Laboratories/Institutes for D.G.'s approval which involve relaxation of advertised qualifications and experience in respect of close relatives of CSIR employees. It has been observed in some cases that the response to the. advertisement had been adequate but the candidates selected did not fulfil essential qualifications. It has, therefore, not been possible for the DGSIR to give necessary clearance in such cases. When response to advertisements is adequate, there should normally be no question of recommending relaxation to candidates not possessing the requisite qualifications and experience. In cases where the response is inadequate, it would be desirable to re-advertise the posts.

(CSIR letter No. 1/41/78-O&M, dated 6th July, 1981)

(1.4.8) Reference instructions/guidelines issued by the CSIR from time to time for appointment of close relations of the officers and staff of the CSIR and its National Laboratories/Institutes

It has been noted for some time that these instructions /guidelines are not being followed properly. Many times the relationship is either not reflected in the applications or the same is missing in the synopsis prepared for consideration of the candidates called for interview by the Selection Committee. This not only defeats the purpose for which these instructions/guidelines have been issued but also entails lot of correspondence with the Labs./Instts. which ultimately results in delay in clearance of proposals.

In order to cut down delay in processing proposals it is necessary that all such proposals are sent to CSIR Headquarters with complete details. 1 am accordingly, enclosing a set of copies of the following instructions/guidelines issued from time to time for information, guidance and compliance by all administrative functionaries in the Labs./lnstts.

  1. DO No.CSIR/O&M/18/57 dated 4.9.1978;
  2. DO No. 1/40/78-O&M dated 19.10.1978
  3. No. 1/41/78-O&M dated 22.2.1980
  4. DO No. 11/40/78-O&M dated 4.6.1980
  5. No. 1/40/78-O&M dated 13.11.1980
  6. No. 1/40/78-O&M dated 15.12.1980
  7. No. 1/41/78-O&M dated 6.7.1981

It may also be ensured that the following clause is inserted in the application form, if not already included or while inviting applications on plain paper, the element of relationship should be got prominently reflected.

"Are you related to any of the employees of CSIR or its National Labs./Instts.?

If yes, please give details."

While forwarding the proposals to CSIR for approval of the competent authority, necessary information be invariably provided in the check list, a copy of which is also enclosed.

(CSIR letter No. 1/41/78-O&M, dated, 24 September, 1991.)

Check-list for appointment of a close relation in CSIR Service.

  1. Name of Lab./Instt.
  2. Name of person selected with posts/Grade & Group while giving full pay scale.
    1. Whether reserved for SC or ST or general candidate as per reservation roster
    2. If reserved for a SC/ST candidate whether, SC/ST member was associated with Screening/Selection Committee
  3. Name and designation of the relation working in the same Institute.
  4. Whether advertised qualifications conformed to those prescribed under rules
  5. Qualifications possessed by the
      Selected candidate
      Whether application received within prescribed date
  6. Whether the appointee fulfils laid down qualifications or requires relaxation
  7. Copy of Advertisement (page)
  8. Copy of synopsis (page)
  9. Copy of proceedings of Selection Committee (page)
  10. Original application of selected candidate (page
  11. Whether relationship reflected in
  12. Qualifications possessed by the
    1. Selected candidate
    2. Whether application received within prescribed date
  13. Whether the appointee fulfils laid down qualifications or requires relaxation
  14. Copy of Advertisement (page)
  15. Copy of synopsis (page)
  16. Copy of proceedings of Selection Committee (page)
  17. Original application of selected candidate (page
  18. Whether relationship reflected in
    1. Application form (page)
    2. Synopis (page)
  19. Whether appointment proposed on initial basic pay or with advance increments in the grade
  20. If advance increments recommended whether candidates had requested for higher pay in his application or not. If yes, how many advance increments?
  21. Whether Certificate of not associating with selection process and influencing
  22. Selection Committee members furnished by the Institute?

  23. Whether Panel is valid (one year validity)
  24. Remarks.

Signature of COA/AO of the Lab.

(1.4.9) Appointment of close relatives of the officers and staff of CSIR - Extension of the scope of the term 'Close-relations'-re.

The matter concerning extension of the scope of the term 'close relations' as defined inter-alia, in this office letter No. 1/41/78-O&M dated 22nd February, 1980 has since been re-examined.

It has now been decided with the approval of DG, SIR to bring within the ambit of the term 'Close relations' the brother-in-law (wife's brother/sister's husband) and sister-in-law (brother's wife). Accordingly, cases of appointment/promotion of such 'close relations' of CSIR employees would also be covered under the extant instruction on the subject, re-iterated in the aforesaid letter, dated 24th September, 1991.

(CSIR letter No. 1 (40/78-O&M, dated, 13th April, 1992.)

(1.5) Appointment of foreign nationals in Scientific & technical Cadres of CSIR.

(1.5.1) The Governing Body of CSIR at its 114th meetings held on 9.9.1987 has accorded approval to the guidelines on appointment of foreign nationals in Scientific & Technical posts of CSIR. The guidelines duly approved by the Governing Body are enclosed for your kind information, guidance & necessary action.

(CSIR letter No.3(42/6)/86-E.II, dated 16th November, 1987)

Annexure - 1

Guidelines on Appointment of Foreign Nationals inScientific & Technical Cadres of CSIR

The following guidelines are laid down for appointment of non-Indians in Scientific & technical posts of CSIR :

  1. Appointment of a non-Indian shall be made only in very exceptional circumstances on contract for the minimum period necessary. During the tenure of the non-Indian so appointed, suitable steps should be taken to get the local people trained with his/their guidance.
  2. A citizen of Nepal & Bhutan will not be treated as a non- Indian. With regard to appointment of a Tibetan refugee and refugees from West Pakistan, Burma, Sri Lanka etc., Government of India's instructions issued from time to time on the subject will be strictly followed.
  3. Prior approval of the Vice-President, CSIR shall invariably be obtained before making an offer of appointment to a non- Indian
  4. Before appointment of a non-Indian, requisite information about the person proposed for appointment shall be sent to the Director, Intelligence Bureau for their examination/clearance.
  5. Prior concurrence of the Dept. of Economic Affairs, Ministry of Finance will also be obtained in each and every case of appointment of a non-Indian.
  6. Remuneration to a non-Indian shall be paid in Rupees in India and the remittances to home country shall be regulated as per Government of India orders issued from time to time
  7. Verification of character & antecedents shall be done through Ministry of Home Affairs as per Government of India orders.
  8. Pre-medical examination for physical fitness will be required as per Rule (4) of Supplementary Rules, as applicable to Indian counterparts.
  9. Payment of T.A. on first appointment will be regulated as per Government of India orders dated16.3.1967 given under Rule 105 of the Supplementary Rules, as applicable to their Indian counterparts working abroad.

(1.6) Engagement of Consultants

(1.6.1) Sub: Scheme for engagement of Consultants - Fixation of fee of retired employees of the Central Govt etc appointed as full time Consultants.

Reference this Office Endorsement No.31(78)81-Gen dt. 28.12.88 circulating the Office Memorandum No.16014/12/86.Estt. (Allowances) dated 15-12-88 from the Govt. of India, Ministry of Personnel, Public Grievances and Pensions (Department of Personnel and Training). The doubt has been raised by some Labs. whether the fee of the consultant can be fixed upto the ceiling of Rs.4000/- per month over & above the pension & relief irrespective of the last pay drawn.

It is hereby clarified that the fee of the Consultants may be so fixed subject to a ceiling of Rs.4000/- per month as to ensure that the fee together with pension would not exceed the last pay drawn.

(No.33(97)/83-EI, dated 20th February, 1989)

(1. 6.2) Sub: Scheme for engagement of Consultant

Reference OM No.21011/18-Estt. (Allow) dated 8th October, 1990 on the subject cited above which inter-alia makes the following modifications as a part of streamlining the existing scheme:

  1. The strength of Consultants should, as before, be restricted to 10% of the total number of posts at the level of Joint Secretaries and above within the Ministry/ Department.
  2. The period of appointment may be upto two years in case the consultant is an outside expert.
  3. If a retiring employee of the Ministry department is to be appointed, 'the maximum period should be limited to six months and the number of such retirees appointed should not exceed two in number at any time. Also the post held by the retiring employee should be kept vacant until he completes the work as Consultant.

In order to ascertain whether the strength of Consultants engaged by various Labs . /Instts . exceeds the restriction of 10% of the total number of posts at the level of Jt. Secretary and above in the CSIR, we shall feel grateful if you could kindly send us the information as per the enclosed format at a very early date so as to enable us to obtain relaxation, if any. Similarly, in future, all such proposals for engagement of Consultants may kindly be referred to this office for necessary action at (i) above.

(DS(CO)5A/91, dated 10th June, 1991)


Name of Consultant

Purpose of Engagement

Period upto which engaged

No. of Officers in your Lab. at Jt.Secy. level and above.

(1.6.3) Sub: Appointment of Consultant for sponsored projects.

The Governing Body recognising the emerging specialised markets and global competition and consequently the need for CSIR to enlarge its marketing network to supplement the in-house efforts has in its 131st Meeting held on 29th July -1993, approved the engagement of consultants for business development and marketing on following terms & conditions:

1. Eligible Consultant(s)

The consultant(s) could be any legal entity, individual(s)/group of specialists/experts. corporate entities

Such as firms/companies/societies/trusts etc. Individuals who are regular employees of Government/Semi-Government/Public Sector organisations to be engaged as consultants, could be taken on deputation/foreign service basis, as applicable.

2. Scope

Scope of consultants' services could interalia cover assistance to the laboratory in:

  1. Envolving of business plans and strategies;
  2. Forecasting of technology;
  3. Carrying out market/demand surveys;
  4. Evaluation and upscaling of technology;
  5. Tying up with design engg. consultants/companies, financial institutions and other agencies for packaging the laboratory knowledge base;
  6. Identifying and developing market(s)/client(s) for the knowledgebase;
  7. Negotiations and contracting of the knowledgebase;
  8. International marketing of knowledgebase;
  9. Designing and developing publicity material/campaigns for knowledge base;
  10. Any other function to be assigned by Director/DG.CSIR as the case may be.

NOTE :Consultant(s) cannot be engaged for seeking and securing Contracts/sponsored R&D and funds from Govt. Departments/Agencies, UN and other International Aid Agencies, Public Sector Undertakings/Enterprises.

3. Selection of Consultant(s)

The selection of consultants is to be done by a Committee comprising Director, Chairman of Research Council of the laboratory and an expert in the area to be nominated by the Director. In case of urgency, the decision of the members of the Committee can be obtained by circulation of the proposal by the Director.

4. Terms of Consultancy

  1. General Terms
    1. The consultants shall be engaged for a specific job assignment.
    2. The roles, rights and responsibilities of consultants will be well defined;
    3. The maximum age limit for an individual consultant, including those retiring/retired S&T personnel from Govt. Departments/Ministries shall be 65 years; and
    4. The period of engagement of consultant could be upto one year only; any extension shall be reviewed and approved by the Committee at (3) above upto a maximum of another one year.
  • Payment terms
  • The Payments/fees and details thereof shall be decided by the Committee at (3) above; however any payment above Rs. 20 lakh per year would need the approval of DG, CSIR. DG would refer such cases for advice to a Committee comprising DG, CSIR, Chairman of relevant TAB and one expert nominated by DG.

    5. Agreement

    1. Terms and conditions of the agreement.
      The agreement with consultant(s) should interalia specify:
      1. Details of job assignment to be undertaken by the Consultant(s);
      2. Details of facilities, assistance data etc. if any, to be provided by the laboratory;
      3. Details of expenditure to be reimbursed, fees to be paid and mode of payment indicating the value, Periodicity, linkages to stages of performance etc.;
      4. Duration of the Assignment;
      5. Secrecy/confidentiality to be maintained by consultant(s) and their staff of the information disclosed by the laboratory and acquired during the course of consultancy by the consultant(s);
      6. Disclaimer by consultant(s) on claims/rights in:
      • any intellectual property/information/data/prototype resulting or acquired during consultancy
      • and

      • any money receipts accruing or received during or consequent to utilisation/commercialisation of the said intellectual property, information, data, prototype etc.;
    2. Mechanism for resolution of disputes between the consultant(s) and CSIR/Laboratory.
  • Approval of agreement
  • Director of the laboratory shall be the competent authority for approval of the agreement(s) with Indian consultant(s). For agreement(s) with foreign consultant(s), prior approval of DG, CSIR will be necessary.

    6. Validity of the Scheme

    The scheme for engaging consultant(s) shall become effective from 1st April 1994 and is only upto 31st July 1995 in the first instance. Thereafter it shall be reviewed by the GB for its further continuance or otherwise.

    7. Feedback

    The information on consultant(s) engaged and the agreement entered into covering interalia the specific activity, duration and fee to be paid shall be sent to Head, Technology Utilisation Division at CSIR Hqrs. within one month of engaging the consultants, for reporting to the GB.

    (CSIR Letter No9/203/94-TU & 13/47/93-TU March 11, 1994.)

    (1.6.5)Sub: Engagement of retired employees on contract.

    It has been observed that the retired employees of CSIR are being engaged on contract basis for the work of a seasonal or occasional nature. In this connection your kind attention is again invited to this office circular letter of even number dated 19.4.84 which is self- explanatory.

    In view of the above, it is requested that retired employees should not be engaged for the work of a seasonal or occasional nature such as driving or similar other routine purposes.

    (CSIR Letter No. 17(133/1)/83-E.II(U-3), dated 27 Dec., 1988)

    (1.7) Pool Officers - Service Benefits

    (1.7. 1) Pool Officer - Carry forward of service benefits.

    Reference NCL Pune letter No.19(2)/E.II-66, dated the 16th December 1966 regarding carry forward of service benefit of Pool Officers on their appointments against supernumerary posts or against regular posts on selection. It is informed that the Pool Officers are treated as Temporary Council servants and are thus entitled to all benefits of their services excepting seniority on their appointments either against supernumerary posts or against regular posts on selection.

    (CSIR letter No. 16(95)/66-E.I, dated. the 2nd February, 1967.)

    (1.7.2) Protection of pay of Pool Officer on their selection.

    The question of fixation of pay of Pool Officers on their regular appointment against regular post in the Laboratory/Institute has been under consideration for sometime. Since the placement under Scientist Pool is not a regular service the pay of a Pool Officer on his regular selection against an advertised post in a Laboratory/Institute of the CSIR is normally fixed at the minimum of the scale. This sometimes results in a reduction in the emoluments of a Pool Officer who has been in the CSIR fold and rendered satisfactory service.

    Having regard to the experience of such Officers within the CSIR, the Director General, SIR has been pleased to order that when a Pool Officer is appointed on regular basis, the Selection. Committee in the Laboratories/Institutes may inter-alia take into consideration his basic pay as a Pool Officer also while recommending the pay-fixation mode in their report.

    (CSIR letter No.5/37/83-E.II.. dated, the 9th November, 1983)

    (1.8) Other Misc. Orders

    (1.8.1) Forwarding of application of departmental candidate

    It has been observed that the applications of departmental candidates in response to the advertisements issued by the Central Office of Council of Scientific and Industrial Research are more often received after the prescribed date is over. It is not correct to entertain applications received after the last date. It has been decided that applications of departmental candidates in response to CSIR advertisements should be received in this office within the last date prescribed for receipt of applications as notified in the advertisement. In no case the applications of departmental candidates which are received through proper channel after two weeks from the last date of receipt of applications will be entertained.

    (CSIR letter No.3(3)-17/69-PL, dated 20th August, 1969)

    (1.8.2) Verification of character and antecedents in respect of Scientist 'F' and Directors.

    In accordance with the existing procedure action for verification of character and antecedents of all the Officers and staff appointed in the National Laboratories/Institutes is required to be initiated by the Laboratories/Institutes themselves prior to or at the time of appointment of the incumbent as the case may be. It has now been decided that the Verification of character and antecedents in respect of candidates selected for appointment to the posts of Directors and Scientists 'F' will be done by concerned administrative section in the CSIR Secretariat. Verification of character and antecedents in respect of the officers and staff upto the level of Scientist 'E' will, however, continue to be done by the respective Laboratories/Institutes themselves.

    (CSIR letter No.5(l/71 -O&M, dated, 20th June, 1972.)

    (1.8.3) Sub: Appointment of Contract Officers - period of renewal of Contract.

    Reference this office circular letter No.5/1/58-PC dated 28th May, 1958 conveying the decision of Governing Body of CSIR that appointments to all posts of Senior Scientific Officers Grade II (now Scientist 'B') and above will be made on contract basis for a period of six years.

    Doubts were expressed in some quarters as to the period for which the renewal/extension of contract in such cases was to be made. This matter was put up to the Governing Body. It has been decided with the approval of the Governing Body that renewal/extension of contract in such cases, wherever necessary, will be made on six-yearly basis. However, for administrative reasons, the renewal of contracts for shorter periods could also be considered.

    (CSIR Letter No 16(9)/61-E.II, dated 5th July, 1975.)

    (1.8.4) Utilisation of Employment Exchange services by CSIR for recruitment to the post of Lower Division Clerk and Class IV Staff.

    You would kindly recall that CSIR had issued order in their letter No.9(5)/66-PL, dated 22nd December, 1973, directing its National Laboratories/Institutes to utilise the services of the Employment Exchange for recruitment of LDC. as well as Class IV staff. The said orders were withdrawn subsequently by CSIR in their letter of even number, dated 3rd, January, 1974. Thereafter, this. issue has been examined in detail.

    Under the Employment Exchange (Compulsory Notification of Vacancies) Act, 1969, CSIR is obliged to notify all its vacancies to the Employment Exchange. Further, the Ministry of Labour & Employment have been consistently pressing CSIR that all its Laboratories/Institutes should utilise the employment exchange for filling up all vacancies including Scientific & technical posts. It was in this context, that decision was arrived at on 10th September, 1973 in an inter-departmental meeting - CSIR & DG, L&E that::-

    1. CSIR and its National Laboratories/Institutes will utilise the Employment Exchange service for recruitment of Lower Division Clerks as well as Class IV staff. Other sources of recruitment for these categories of staff will be resorted to only after obtaining non-availability certificate from the Employment Exchange concerned.
    2. CSIR will also explore the possibilities of utilising the Employment Exchange service to fill certain specified posts other than LDC (equivalent to Class III) such as those of Laboratory Assistant, Technicians, Mechanics, Lift Operator, etc.

    In this connection kind attention is invited to Rule 9 of part II (General Group) of the CSIR Administrative Services (Recruitment & Promotion) Rules 1965 which deals with the mode of recruitment to the posts of Lower Division Clerk. Para 6 of Part V of the said Recruitment Rules inter-alia provides that posts in the categories of LDC may also be filled at the discretion of the Controlling Authority through Employment Exchange without advertisement.

    In view of the statutory provisions of the Employment Exchange (Compulsory Notification of Vacancies) Act, 1969, and the decisions arrived at the Inter-departmental meeting held on 10th September, 1973, you are requested kindly to fill all the posts of Lower Division Clerk and the Class IV Staff through Employment Exchange only. Other sources of recruitment may be resorted to only after obtaining non-availability certificate from the Employment Exchange concerned.

    (CSIR letter No.9(5)/66-PL, dated 6th Dec., 1976)

    (1.8.5) Recruitment to the posts in National Institutes.

    The Director-General, Scientific and Industrial Research has decided that in all advertisements of posts, both for CSIR Headquarters and its National Laboratories/Institutes, the following para should invariably be incorporated in future :

    "Applications from employees working in Government Departments, Public Sector Organisations and Government funded research agencies will be considered only if forwarded through proper channel and with a clear certificate that the applicant will be relieved within one month of receipt of the appointment orders."

    (CSIR letter No.2(Misc)/83-PL, dated 12th August, 1983)

    (1.8.6) The question of reducing the time involved in the processing of advertisement for the posts advertised by CSIR Hqrs., has been under consideration for some time past. Accordingly, it has now been decided by the DGSIR as under:

    1. Draft advertisements in the prescribed format may be sent to CSIR Hqrs., in duplicate. This format has been circulated to Laboratories/Institutes vide CSIR letter of even number dated 18th November, 1983;
    2. The Directors may send their recommendations regarding constitution of Selection Committee along with the draft advertisements.

    It is hoped that the simultaneous action on the part of Laboratories/Institutes coupled with expeditious action at the CSIR Hqrs. will cut down delay in finalisation of selection at the CSIR Headquarters.

    (CSIR letter No.2(Misc.)/83-PL, dated 2nd March, 1984)

    (1.8.7) Recruitment against advertised posts.

    One of the major time consuming steps in making recruitments against advertised posts is the preparation of the precise/synopsis of the candidates for submission to the Members of the Selection/Screening Committees. The simplification of this procedure has been under consideration.

    With a view to saving time, a format has been designed by the CSIR which should accompany the application form of the candidates/Scientists dulyfilled. This format should be detachable with perforated margin so that the same could be photo copied and included, in the material for Members of the Selection/Screening Committee.

    The Laboratories/Institutes, may also consider adoption of this synopsis sheet at their end.

    (CSIR letter No.2(Misc)/83-PL, dated 8th-March,- 1984)