1. OBJECTIVES To meet CAREER ASPIRATIONS of Officers & Staff (DR & Promotee) To keep the Cadre Strength at OPTIMUM size to meet the functional requirements of the organisation To harness the work EXPERIENCE of staff and Group ‘B’ officers for manning Junior & Middle Management levels To ensure EFFECTIVE MANNING of posts in future taking into account higher attrition rates, expansion plans, etc.

2. ASSUMPTIONS Regular Promotion after Group ‘A’ Service JAG 9 Yrs. SAG21 Yrs. HAG29 Yrs. Average age of DR at entry level = 26 yrs. (34 yrs. of Gp. ‘A’ Service available) Promotion from Gp. ‘C’ to Gp. ‘B’ through Seniority (30%) and LDCE (70%) Average age profile of LDCE Gp. ‘B’ = 30-35 yrs, Induction to Group ‘A’ at 41 yrs. DITS assigned at 36 yrs. (24 yrs. of residual Gp. ‘A’ Service)

3. ASSUMPTIONS contd….. Average residence in HAG for DR = 5 yrs. LDCE Promotees will rise upto SAG with average residency of 3 yrs. PROMOTEE TO OCCUPY ALMOST 50% OF SAG Attrition rate for DR = 1% p.a. Attrition rate for Promotee (LDCE) = 3% p.a. (initially due to leaving the organisation and later due to retirement)

4. PROJECTIONS Projected Cadre Strength - Due to expansion and upgradation of posts Expected No. of Units = 100 (including 80 divisions) GradeProjected Strength*Existing Strength HAG & above500250 SAG2,0001,400 Senior Scale (SS)6,0004,350 Junior Scale (Gp. B)8,0007,500 TOTAL22,50018,350 Approximately

5. PROJECTIONS contd….. Annual Recruitment Plan LDCE PROMOTEES TO GET INDUCTION AFTER 8 YRS. IN GROUP ‘B’ WITH WEIGHTAGE OF 5 YRS. IN DITS GROUPs FROMTONos. Group ‘C’Group ‘B’LDCE= 1,500 Seniority = 450 DRJr. Scale (Gp. ‘A’)130 LDCE PromoteeGroup ‘A’ Induction960* * 3% attrition on 1050)

6. PROJECTIONS contd….. Required Cadre Strength GradesNos. Group ‘B’ Promotee Seniority450 x 31,350 LDCE1,005 x 33,015 Sub Total4,365 Junior/Senior Scale DRs125 x 81,000 LDCE766 x 96,900 Sub Total7,900 TOTAL (Gp. ‘B’ + JS + SS)12,265

7. PROJECTIONS contd….. Required Cadre Strength GradesNos. JAG (Jr. Admn. Grade) DRs115 x 121,380 LDCE Promotee413 x 124,950 Sub Total6,330 SAG (Sr. Admn. Grade) DRs105 x 9945 LDCE Promotee310 x 3930 Sub Total1,875 HAG (Higher Admn. Grade)100 x 5 (DRs)500 TOTAL { Gp. ‘A’ (16,605) + Gp. ‘B’ (4,365) }20,970

8. PROJECTIONS contd….. Annual Intake GradesPROMOTEEDRTotal SeniorityLDCE Group ‘B’4501,050-1,500 JS / SS-9601301,090 JAG-575120695 SAG-310110420 HAG--100

9. NEED FOR MODIFIED RECRUITMENT AND CAREER PLAN  Deficiencies in existing structure  Group ‘B’ selections yield fewer meritorious and young candidates  Stagnation in Group ‘B’ before regular induction in Group ‘A’ – average of 10 years  Career aspirations of neither segment (DR and promotee) are met with former stagnating in SAG and latter retiring in SS/JAG/SG

10. ACTION PLAN Rationalisation of Group ‘B’ Selections Changing the ratio of selection and LDCE from 70:30 to 30:70 with 30% selections based on seniority with rejection of unfit. Fixing the intake at different levels Intake in Group ‘B’ will be 800 per year (existing 650) Direct Recruitment to Jr. Scale(Gr. ‘A’) to be reduced from 411 per year to 130 Induction of Group ‘B’ officers into Group ‘A’ to be fixed at 390 per year (existing 411)

11. ACTION PLAN Contd…… Designing the Career Progression Regular JAG promotion after 9 years of Gr. ‘A’ service, SAG after 21 years and HAG after 29 years. Average residency in HAG for DRs will be 5 yrs Average residency of promotees (through LDCE) will be 3 years. Promotees to occupy a higher percentage of SAG posts (as against existing 0.8%) Promotees (through seniority) will retire in Gr’B’ Projection of cadre strength Required cadre strength at different grades as already projected to support the modified Recruitment and Promotion