Shri Shankaracharya Institute of Professional Management and Technology, Raipur
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Recruitment and Selection Policy

Service - Rule Book

Service Rules

Content

  • 1. Preamble
  • 2. Modes of Appointment
  • 3. Responsibilities
  • 4. General Terms, Rules, Regulations, and Code of Conduct
  • 5. Other Benefits and Facilities
  • 6. Provision of Higher Studies
  • 7. Conflict of Interests
  • 8. Confidentiality

1. Preamble

The following ordinances to govern service and conduct of teaching and non-teaching staff shall apply to all the employees in the institute. After the appointment, an employee becomes a member of the mighty fraternity of the institution. Hence, it is obligatory on the part of the employee to contribute physical, moral, and intellectual vitality and the ability for the growth and well-being of the institute.

2. Modes of Appointment

The following ordinances to govern service and conduct of teaching and non-teaching staff shall apply to all the employees in the institute. After the appointment, an employee becomes a member of the mighty fraternity of the institution. Hence, it is obligatory on the part of the employee to contribute physical, moral, and intellectual vitality and the ability for the growth and well-being of the institute.

  • a. The date of the appointment is effective from the date of joining.
  • b. Confirmation of the appointment is subject to approval by University (in case of faculty members) and successful completion of the probationary period.
  • c. The appointment is subject to the condition that a candidate does not provide any false declaration or willful suppression of any material facts. It is the sole responsibility of the candidate to inform the institute if he/she has entered into any agreement in the past (either oral or written) that may affect the current assignment adversely.
  • d. The offer of appointment is subject to the verification of all testimonials in original as laid down by the University and/or Institution.
  • e. One month’s notice or one month’s pay (total emoluments) instead of the notice period is required in case of resignation from service.
  • f. Any application for outside employment/assignment will have to be forwarded through proper channel or after obtaining NOC from the management.
  • g. Faculty appraisal and performance evaluation: Faculty appraisal is conducted annually for the continuous assessment of the teaching and learning process which enables the faculty members to identify them for various training programs/ development programs/ workshops/ higher education etc. Decisions related to annual increment, incentives, and awards are taken based on objective data presented in the performance appraisal.

Process:

Self-appraisal and evaluation form is provided to every Head, the form contains three parts:

Part A: To be filled by the individual faculty;

Part B: To be filled by respective Heads; and

Part C: To be filled by the Principal as to award grade as Excellent/ Very Good/ Good/ Satisfactory/ Needs Improvement and to be countersigned by the Chairman (BG).

Implementation:

  • 1. Faculty members awarded “Satisfactory grade, and above” become eligible for annual Increment.
  • 2. Faculty members who fall under “Needs Improvement” grade in the performance appraisal are not eligible for annual increment. They are informed about the areas and measures for improvement.
  • h. The superannuation age of retirement will be 65 years.
  • i. During special occasions viz., college events, inspections, examinations, campus recruitments, etc., one may be required to perform additional tasks beyond working hours and routine work. Hence, an employee is required to be present in the institute or any other location in any of the shifts, as may be required by the situation keeping in view the urgency or requirement for imparting the quality education.
  • j. The appointed candidates will be governed by the general terms and conditions of service as laid down by the management/governing body from time to time and are subject to modifications following the change in institute policies.

3. Responsibilities:

  • a. In commensurate with the designation, department, and office, an employee is expected to perform all responsibilities efficiently and diligently to ensure excellent results.
  • b. No employee shall take part in or subscribe to or assist in any way, any movement which tends to promote feelings of hatred or enmity between different classes of citizens of the Indian Union or to disturb public peace.
  • c. No employee shall engage in activities directly or indirectly that will harm the reputation and image of the institute. He/she should be vigilant to uphold the prestige and virtues of the institution.
  • d. An employee may be required to undertake travel for any work assigned by the institute for which travel expenses will be reimbursed as per the rules of the institute.
  • e. An employee is also required to extend necessary help and support for updating/upgrading departmental laboratories, manuals, and equipment following the need and necessity of students’ learning to cope up with the vision of the institute.
  • f. Teaching and non-teaching staff may be required to perform additional activities and any other work/responsibilities as assigned by the management from time to time, as part of the duty.
  • g. An employee is expected to understand the scope and intent of the policies. In case, any situation or incident so arises which could have any potential impact or has resulted in a violation of policies or the terms of employment, an employee shall immediately bring it to the notice of respective Head of Department/Principal for initiating remedial measures.

4. General Terms, Rules, Regulations, and Code of Conduct:

All the employees must abide by the general terms, conditions, and code of conduct of the institute as enumerated below, which are subject to modification from time to time without any prior notice.

  • a. Usual college timing is from 9 am to 3:20 pm from Monday to Saturday. But the office remains open till 4:30 pm. Every 1st and 3rd Saturday of a month is a holiday apart from all Sundays. However, 5th Saturday if it falls in any month, will be a normal working day.
  • b. Personal grooming and attire should be formal, simple, and strictly in accordance with the institute decorum and decency. For the reference of one and all, it should be as under, as far as possible.
    For Gents - Formal Clothing. (Jeans, t-Shirts, sports shoes, etc. are NOT allowed, except on special occasions).
    For Ladies - Formal Clothing. (Jeans and t-shirts, Eye-catching make-up, glittering accessories, etc. are NOT allowed, except on special occasions).
  • c. Smoking and consumption of alcohol are prohibited. In case, anyone found to be under influence of any such item it shall immediately be brought to the notice of respective Head of Department/Principal for initiating appropriate disciplinary action.
  • d. All teaching and non-teaching staff must refrain from subjecting any student to fear, trauma, anxiety, mental, emotional, physical harassment, and gender abuse.
  • e. Teaching staff must adapt to teaching as per the individual needs of the students and plan out systematic efforts to encourage them to actualize their potential and talent as far as possible.
  • f. In addition to studies, teaching staff must inculcate and stimulate in the minds of students, sense of values such as social ethics, intellectual aptitude, and moral binding, etc.
  • g. All teaching and non-teaching staff must be impartial to all students, irrespective of their caste, creed, religion, gender, economic status, disability, language, and place of birth.
  • h. It is imperative on the part of teaching staff to strive continuously for his/her professional and educational development to reap the benefits of the latest advancements in different areas of knowledge and also in their pedagogy, which will equip him/her to engage the students with updated knowledge by using modified pedagogical practices. The study of newspapers, magazines, reference journals and books in the field of specialization, debates with colleagues on different themes of education, undertaking research and experimentation, participation in seminars, conferences, workshops, etc. are some of the strategies which one is expected to use to move upwards in the professional hierarchy. All teaching (as well as non-teaching) staff must agree to strive for continuous professional/ educational/ academic elevation and hence contribute towards the progress of the institute.
  • i. A teacher cannot give his/her best to the student community if he/she does not display pride, respect, and dignity of the profession chosen. Such feeling must, therefore, be imbibed thoroughly and should always reflect in all faculty and staff members.
  • j. All employees must refrain from making unsubstantiated allegations against colleagues and higher authorities. One should avoid making derogatory remarks about colleagues, especially in the presence of students, other teachers, officials, or parents.
  • k. All employees should refrain from engaging themselves in private tuition or private teaching activities for the students of the institute.
  • l. All employees are expected to refrain from accepting any gift or favor that might impair or appear to influence professional decisions or actions thereby damaging the personality and respect of the individual.
  • m. All employees must maintain the confidentiality of information concerning colleagues and their respective departments and NOT discuss or share such information with an unauthorized person.

5. Other Benefits and facilities:

  • a. All employees are entitled to leaves, holidays, and working hours as applicable for that particular academic session. Leave account shall be maintained by the Registrar Section as per the guidelines laid down in the Leave Rules document.
  • b. All the employees are entitled to summer vacations as declared by the Principal and as per guidelines laid down in the Leave Rules document.
  • c. All employees are provided to and fro bus facility from a place nearest to their place of residence to the institute, free of cost.
  • d. An employee can avail of the mess facility at a discounted price.
  • e. An employee may use the gymnasium, music room, sports facilities at the institute during leisure timings, provided no work is pending with them.
  • f. An employee will be eligible for some perquisites, if any, as applicable to their department and designation and / or based on functional requirements as determined by the institute.
  • g. Employees are entitled to participate in the institute’s Provident Fund (PF) as per the Employees’ Provident Funds Scheme, 1952 (SRO 1509, dated 2-9-1952).
  • h. Employees are eligible for the institute Group Insurance policy cover.
  • i. Employees are eligible for special performance incentives, subject to their performance, and as decided by the management.
  • j. Service Records of each employee of the institute shall be maintained by the Principal’s office. Separate personal files of the employees shall be maintained by the Principal's office. Adverse remarks, if any, shall be communicated to the concerned employee who will be entitled to represent against such remarks to the management within one week of the communication of such remarks. The orders passed by the management in this behalf shall be final.

6. Provision for Higher Studies Undertaken by Teaching Staff:

SSIPMT being a prime hub of technical education in the State of Chhattisgarh, the management is happy to encourage its teaching fraternity to boost up their abilities, professional skills, and knowledge by enrolling themselves for higher studies. At the same time, it is expected that such faculty members continue to contribute to the development of the institution. Hence, when one proceeds for higher studies while availing leave from the institute, they must be on the role of this institution for at least a couple of years after the attainment of degree.

Permission for pursuing higher education will be granted to the aspirants purely on the application received first come first serve basis and recommended by the Head concerned and subject to approval from Principal.

7. Conflict of Interest:

  • a. All employees are required to engage themselves exclusively in the work assigned by the institute and shall not take up any independent or individual assignments (whether the same is part-time or full time) directly or indirectly without the express written consent of the Principal of the institute.
  • b. All employees must ensure that they shall not directly or indirectly take part in any activity or have any interest in or perform any services for and on behalf of any person who is involved in activities detrimental to the interest of the institute.
  • c. The Conflict of Interest Policy also refers to the need on employee’s part, during his/her employment with the institute (irrespective of the circumstances of or the reasons for the cessation) not to solicit :
    • I. Accepting employment to any competitor/employer or other firms.
    • II. Associating with or performing services of any type for any third party or other institution.

8. Confidentiality:

  • a. In consideration of the opportunities, training, and access to new techniques and know-how that will be made available to the employees, they are required to comply with the confidentiality policy of the institution. Therefore, they must maintain information of confidential nature as secret and not disclose it to anyone, except as may be required under the obligation of law or as desired by the institute. This clause shall endure during employment and beyond the cessation of your employment with the institution (irrespective of the circumstances of, or the reasons for, the cessation).
  • b. During an individual’s tenure in SSIPMT, he/she will be expected not to disclose any information about the educational secrets of the institute to any outsider.
  • c. Since the employees become an inseparable functional identity of the organization while being employed here, all the study materials, laboratory equipment, models, manuals, reference books/papers, etc. of the institute which is being conceived severally or jointly with others and the results so emanated from the work performed. in compliance with the policies of SSIPMT, are intellectual properties of the institute.

Leave Rules

1. Preamble:

The Institute provides liberal leave benefits to its employees. However, leave cannot be claimed as a matter of right. In case of exigency in the institute leave of any kind may be refused, revoked, or curtailed by the authority empowered to grant it. In case of non-availing of any sort of leave during an academic session, such staff-members shall be suitably honored/rewarded by the Management in due course.

2. Casual Leave (CL):

  • I. Every employee is eligible to avail 13 days of casual leave in an academic session (from 1st July to 30th June). However, during the first year of service, an employee may be allowed CL of 1 day per month.
  • II. After successful completion of 1 year of service, if the reason(s) enumerated are so genuine, maximum 06 days Casual Leave shall be granted at a time to an employee.
  • III. CL cannot be clubbed with Medical Leave.

If an employee intends to avail casual leave, an application on that count should be submitted in advance duly recommended by the Head concerned. Due to exigency, if an employee fails to apply in person, before proceeding on CL, it could be sent through a colleague or a third person. At least the Head concerned, or the Registrar office should invariably be informed telephonically by the incumbent about his/her remaining on CL well before the beginning of classes.

3. Duty Leave (DL):

The management can sanction duty leave for participation in academic program viz., seminar, conference, workshop, examinations, FDP, STTP, refresher courses, etc. or cultural/sports events to academic personnel or any such works as entrusted and done by a non-academic employee at CSVTU, AICTE, DTE or any government office. Duty leave can be availed by such personnels for any such assignment by the institute.

4. Medical Leave (ML):

  • I. A regular employee is eligible to avail 20 half day’s pay for leave on medical grounds per academic session, which can be computed to 10 days full pay leave on the successful completion of one year service. Medical Leave up to 03 days will be granted without medical certificate only at the discretion of the management. If the period of ML is more than 03 days including holidays in between, the application should be supported with an unfit certificate issued by a medical practitioner duly registered under the Medical Council of India; and fitness certificate at the time of resumption of duty should also be submitted subsequently.
  • II. ML cannot be combined with any other leave. However, prefix and suffix can be allowed. Intermittent availing of Casual and Medical leave is not admissible.
  • III. ML is cumulative with no upper limit.

5. Maternity Leave:

A female employee is eligible for maternity leave for a maximum period of 120 days, twice in the service period. This leave can also be availed in case of a miscarriage. As a special case, a leave of upto 45 days may be granted to the female employee on the adoption of an infant child.

6. Paternity Leave:

After the successful completion of 1 year, a male employee is eligible for a paternity leave of 10 days, twice in his service period.

7. Marriage Leave:

SSIPMT is benevolent in granting seven days Marriage Leave (once during the service period) to the employee for one’s own marriage, provided the applicant must have completed at least 01 year of service. The application should invariably be routed through the controlling authority at least seven working days in advance along with a marriage invitation card for reference.

8. Compensatory Off (C-Off):

An employee is allowed to avail compensatory off against his work assigned by the college on a holiday. An employee must avail C-Off within 2 months of the date of duty.

9. Study Leave:

For Pursuing Ph.D.:
Those who are pursuing Ph. D. will be granted 50 days full pay leave in the total span of the Ph.D. course (to be availed in 3 years; maximum in 4 years after permission from management). This will include leave for theory/practical examinations, presentation, attending classes, etc., a total of which not exceeding 10 days at a time.

For Pursuing PG Course:
Those who are pursuing M. Tech. will be granted 40 days full pay leave in the total span of the M. Tech. course. This will include leave for theory/practical examinations, presentation, attending classes, etc., a total of which not exceeding 20 days leave in a year.

For Pursuing UG Course:
A staff member who is pursuing any UG program will be granted leave on the date of the exam on submission of a self-attested copy of the time table and Admit Card, after the recommendation of their Head /In-charge.

Guidelines to Apply for Study Leave:

  • Employees who aspire to pursue higher studies should take proper permission before enrolling in a program.
  • An employee must submit supportive documentary proofs to the Registrar Section before availing study leave.
  • An employee should submit a written application duly approved by the Head concerned and sanctioned by the Management, 07 days before proceeding for work related to higher studies.
  • An employee must ensure that there is no adverse impact on the academic work and the curriculum is completed well in time.
  • No compensatory off other than the study leave will be granted against the classes conducted on holidays to complete the syllabus or for course revision.
  • Ph.D. aspirants should submit their research schedule duly approved by the Guide to the Management well before the commencement of the session for the grant of any leave on that count.

10. Vacation and Earned Leaves (EL):

Employees are expected to be present on duty on the last working day before vacation and the first working day after vacation. However, in extraordinary circumstances, vacation leave may be allowed to be combined with regular leave (CL/C-off) at one end of the vacation with the prior approval of the sanctioning authority.

Promotion Rules

1. Preamble:

This policy governs the internal promotion of teaching and non-teaching staff of the institute to encourage high-quality teaching, research, and institutional commitment.

2. Teaching Staff (Faculty Members):

a). Eligibility:

A probationary period is normally required for all individuals appointed to regular faculty ranks before confirmation. It is recommended to adopt the following eligibility scheme for Teaching Staff in totality which is prevalent at SSIPMT.

The Eligibility conditions may be modified at the discretion of the Management, in the following cases:

  • Faculty with outstanding performance
  • Faculty with a track record of misconduct
  • Faculty whose annual increments are on hold/delayed/deferred for want of fulfillment of academic commitments.

b). Procedure:

Faculty appraisal is conducted annually for continuous assessment of the teaching-learning process which enables to identify the faculty members for various training programs/ development programs/ workshops/ higher education etc. and who distributes it to each faculty member of the department to make decisions towards annual increment, incentives and/or awards.

Process: and/or
Self-appraisal and evaluation form is provided to every HOD, The form contains three parts:

Part A: To be filled by the individual faculty

Part B: To be filled by respective HOD; and

Part C: To be filled by the Principal, to award grade as Excellent/ Very Good/ Good/ Satisfactory/ Needs Improvement and to be countersigned by the Chairman (BG).

Implementation:

  • 1. All those faculty members awarded Satisfactory grade, and above are under the eligibility of annual increment.
  • 2. For faculty members, graded as Needs Improvement, the annual increment can be ceased. Such faculty members are informed about their weaknesses and suggested to take measures for improvement.

c). Grievance Redressal:

All faculty members have the right to express their grievance related to promotion to the Grievance Redressal Cell which is functional in the institute.

3. Non -Teaching Staff:

The annual increment applies yearly to all the non-teaching staff of the institute, administrative staff, laboratory/workshop staff, maintenance staff, and hostel maintenance staff.

a). Eligibilityand Procedure:

After the successful completion of one year, a non-teaching staff member becomes eligible for promotion. Promotions shall always be subject to an appropriate vacancy in the higher grades, except when the management, at its discretion, enhances a job at a given grade to a higher grade. It is also based on the recommendations by the incharge or head. A promotion must always lead to an enhanced responsibility in the organization. The employee will have the potential, beyond mere eligibility, to take up higher role/responsibility.

Note: Note: The above are only eligibility criteria. Mere eligibility for promotion does not entitle one to promotion. The management may in exceptional circumstances relax or extend the eligibility criteria, at its discretion.

For Teaching staff:

  • Recruitment Requisition from Departmental Heads for vacant posts:

    Requirements for Vacancies from various departments is sent to the Principal. The requirement includes the job description and specification along with the required number of candidates.

  • Assessing the need of position:

    This includes establishing the purpose of the position to be filled. The institution's goals and mission statement is clearly defined and is understood prior to conducting a search for qualified individuals. It also emphasizes the people oriented nature of the organization.

  • Advertising the position:

    The institute advertises for the discipline wise and cadre wise vacant posts in the local as well as one or two national level newspapers. One original copy of advertisement is sent to the university.

  • Receiving Job application form/ CVs/ Resumes:

    All CVs or resumes are collected by the due date and a primary screening is done.

  • Reviewing already submitted CVs / Resume/Referrals:

    Review of referrals and also the application/ resumes submitted to registrar section by aspirants are reviewed for their inclusion in recruitment process.

  • Writing to university for selection committee for conduction of Interview (as per Statute 19): Before this step, initial screening is done:

    Then the institute writes to the University for Nomination of the selection committee members for interviewing the candidates. The norms are followed as per Statute 19.

  • Conducting Selection procedure via Interview and demo:

    Once the applicant pool has been screened and individuals to be considered are identified, interview schedule is made and is confirmed with all individuals who will be involved in the interview process (also a final copy of the schedule to the candidate, the interviewers, and the search committee members is provided)

  • Reference check and verification:

    One of the most crucial but often neglected steps in the hiring process is reference checking. Reference checks is done for those candidates who have advanced to the finalist stage and who are under serious consideration for the job.

  • Receiving and forwarding merit list and recommendations from selection committee:

    Recommendations of the selection committee in the form of minutes is sent to the university.

  • Joining of Final selections (offer letter and letter of joining):

    Once a qualified candidate or candidates has been recommended, the HR contact them and make the job offer.

  • Intimating University regarding joining of the faculties:

    The joining of the faculties is intimated to the university along with the written contract prescribed in the appendix of statute 19 (ann 3) within one month from the date of joining of the faculty.

  • Receiving Approval of new joiners from university (Rest selections will be in waiting list):

    The approval to the selection of candidates will be done on the basis of the vacant seats positions given in prescribed format.

Non-Teaching Staff

  • Recruitment Requisition for vacant posts:

    Vacancy from various departments is sent to the Principal. The requirement includes the job description and specification along with the required number of candidates.

  • Assessing the need of position:

    This includes establishing the purpose of the position to be filled. The institution's goals and mission statement is clearly defined.

  • Advertising the position:

    The institute advertises for the vacant posts in the local as well as one or two national level newspapers.

  • Receiving Job application form/ CVs/ Resumes:

    All CVs or resumes are collected by the said date and a primary screening is done. If no application or resume is received for any post the institute shall have to re advertise for such posts or else referrals or previously submitted applications are considered.

  • Reviewing already submitted CVs / Resume/Referrals:

    Review of referrals and also the prior submitted application/ resumes are reviewed for recruitment process.

  • Conducting Interview:

    Once the applicant pool has been screened and persons are identified, interview schedule is made and is confirmed with all individuals (also a final copy of the schedule to the candidate, the interviewers, and the search committee members is provided)

  • Reference check and verification:

    Reference checks are done for the shortlisted candidates. In this the documents supporting qualifications, experiences, ot other skills are checked and verified.

  • Announcing the result and intimating the final selection:

    After confirmation of the candidate’s credentials, the list of final selections is made. The selected candidates are contacted by the HR personnel and are informed for the same.

  • Joining of Final selections (offer letter and letter of joining):

    Once candidates are finalized, HR make the job offer with the preferred person.

Supporting Staff:

  • Recruitment Requisition for vacant posts:

    Vacancy for various positions is sent to the Principal. The requirement includes the type of work along with required number of candidates.

  • Assessing the need of position:

    This includes what is the purpose or requirement of the position to be filled.

  • Reviewing submitted bio-data:

    Along the year the candidates visit and submit their bio data in the registrar section. So when the vacancy appears then these froms are reviewed. Also through reference the database is collected.

  • Conducting Interview:

    Once the candidates are screened and persons are identified, interview schedule is made and communicated to them.

  • Personal Verification:

    The documents supporting qualifications, experiences, or other skills are checked and verified. Like for Drivers, driver’s license for Heavy Vehicle is checked etc. Police Verification form is also asked to be filled for some positions.

  • Joining of Final selections (letter of joining):

    Once candidates are finalized, HR make the job letter for the preferred person and are intimated about starting salary, starting date, length of contract, employee benefits etc. All the conditions and rules is communicated to the candidate.

Leaves / Vacation

The Institute provides liberal leave benefits to its employees. However, leave cannot be claimed as a matter of right. In case of exigency in the Institute/ University, leave of any kind may be refused, revoked or curtailed by the authority empowered to grant it. In case of non-availing of any sort of leave during an academic session, such staff-members shall be suitably honoured/rewarded by the Management in due course.

  • Casual Leave (CL):

    An employee, on successful completion of one year service is eligible to avail 13 days casual leave in an academic session (from 1st July to 30th June).

  • Duty Leave (DL):

    The management can sanction duty leave for participation in academic programme viz., seminar, conference, workshop, examinations, FDP, STTP, refresher courses etc. or cultural/sports events to an academic personnel or any such works as entrusted and done by a non-academic employee at CSVTU, AICTE, DTE or any government office.

  • Medical Leave (ML)/ Half Pay Leave (HPL):

    A regular employee is eligible to avail 20 days half pay leave on medical ground per year, which can be commuted to 10 days full pay leave on successful completion of one year service.

  • Maternity Leave:

    A female employee is eligible for maternity leave for a maximum period of 90 days, twice in the service period.

  • Paternity Leave:

    After the successful completion of 1 year, a male employee is eligible for paternity leave of upto 10 days, twice in the service period.

  • Special Casual Leave (SPCL):

    SSIPMT is benevolent to grant seven days special casual leave (once during the service period) to its employees for self-marriage, provided the applicant must have completed at least 02 years of excellent service.

  • Compensatory off (C-Off):

    An employee is allowed to avail compensatory off against his work assigned by college in any of the holiday with recommendation of the HoD.

  • Study Leave:

    For Ph. D. 50 days full pay leave in the total span of the Ph.D.

    For M. Tech. 40 days full pay leave in the total span of the M. Tech. course.

  • Vacation and Earned Leaves (EL):

    • Vacation Staff:

      Vacation Staff – All teaching and Lab staff: The Institute declares summer vacations in each calendar year. Vacation staff member who has completed 01 year of service is eligible for 30 days of vacation. Staff members with less than 01 year of service will only be eligible for 10 days of vacation.

    • Non-Vacation Staff:

      Non-Vacation Staff – All administrative staff including Principal, HODs, Registrar Section/HR Section, Accounts Section, Public Relations Office, Training & Placement Office, Student Section, Exam Section, Hostel Wardens, Admission team

      Non-vacation staff member who has completed 01 year of service is eligible for 30 days of earned leave per year.

      Maintenance & Transport staffs are eligible for 20 days of earned leave per year after completion of 01 year service, 10 days of earned leave in first year of service.

Promotion Policy:

Faculty Members: The assessment is based on a well-defined system for faculty appraisal for all the assessment years:

  • Faculty Self-Assessment:

    A Faculty Self-Assessment format has been designed and provided in the department which has to be filled by each faculty members then by the respective HoD and lastly by the Principal. This process occurs confidentially.

  • Feedback received from Students:

    As faculty feedback has also been taken by the students once in a semester the analysis is done based on the remarks received by the students.

  • Faculty Increment:

    On the basis of self-assessment score the increment takes place.

Non-Teaching Staff:

This policy is applicable to all the non-teaching staff of SSIPMT including but not limited to administrative staff, laboratory/workshop staff, maintenance staff and hostel maintenance staff.

  • Eligibility:

    After successful completion of probation period of one year, non-teaching staffs becomes eligible for annual promotion. Promotions shall always be subject to appropriate vacancy in the higher grades, except when the management, at its discretion, enhances a job at a given grade to a higher grade. A promotion must always lead to an enhanced responsibility in the organization. The Employee shall have the potential, beyond mere eligibility, to take up higher role / responsibility.

  • Procedure:

    List of eligible employees shall be sent to respective HODs for their recommendation. The recommendations shall then be submitted to Principal and Chairman of the institute. After review by the management, the promotion letters will be signed and issued by the Principal.

Note: The above are only eligibility criteria. Mere eligibility to promotion does not entitle one to promotion. The management may in exceptional circumstances relax or extend the eligibility criteria, at its discretion.