The Ministry has provided a link on its websie for the Ad-hoc promotion to Junior Grade of IIS Group 'A' (pre-revised pay scale of Rs. 8000-13500) at the web address given below:
http://www.mib.nic.in/writereaddata\html_en_files\orders\order.html
Unfortunately the link doesn't take one anywhere.
The good thing is, our friend Surendrababu Gummalla has uploaded the promotion list of IIS Grade III to Grade II (Senior Grade Group B to Junior Grade Group A)at the following web address:
http://www.scribd.com/doc/14126361/Promotion-List-of-IIS-Officers.
So friends, now all of us can go to the link o see the promotion list till the blog administrator gets the pages scanned and uploaded right here.
CONGRAULAIONS TO ALL THOSE WHO GOT PROMOTION...!!!
(...AND WE DO REMEMBER THAT THREE PEOPLE HAVE BEEN LEFT OUT.)
Wednesday, August 26, 2009
Thursday, April 30, 2009
POINTS TO BE FOLLOWED BY THE CADRE CONTROLLING AUTHORITIES WHILE FORMULATING PROPOSALS FOR CADRE REVIEW OF GROUP ‘A’ SERVICES
POINTS TO BE FOLLOWED BY THE CADRE CONTROLLING AUTHORITIES WHILE FORMULATING PROPOSALS FOR CADRE REVIEW OF GROUP ‘A’ SERVICES
1. The proposal for cadre review may be formulated in accordance with the guidelines and instructions issued by the Department of Personnel and Training and Department of Expenditure. If there are any deviations, full justification therefore may be given.
2. The proposal should begin with a brief background of the Service and the development which have taken place since last cadre review.
3. It should contain the requisite data in prescribed proforma.
4. All contents may be chapterised suitably.
5. The abbreviations used in the proposal may be clubbed alphabetically in a list at the end of the proposal.
6. Full justification may be given individually for each upgradation/creation of posts, especially those at S.A.G. and higher levels.
7. While sending cadre review proposals to Department of Personnel & Training, the Cadre Controlling Authorities may indicate precisely the functional requirements of various categories of posts and group them in terms of duties and responsibilities. This can be done by conducting a general job evaluation exercise, which would help in ensuring that different grades in a cadre reflect distinctly different level of functions and that higher posts do have higher level of duties and responsibilities.
8. The existing level of stagnation vis-à-vis that after the proposed cadre review may be brought out clearly.
9. Various kinds of reserves may be shown separately (Training, Deputation, Probation, and Leave).
10. The existing training facilities and proposed augmentation, if any, may be indicated.
11. The existing strength and proposed strength (grade/pay-scale wise) may be given in a tabular statement.
12. Different mode of recruitment/promotion to various grades may be indicated.
13. All Instructions of the Government concerning downsizing the Government are duly taken into account.
14. Confirmation to the effect that the proposal will not result in any increase in the overall strength of the cadre or in introduction of new scales / grades.
15. Matching savings may be provided from within the cadre and financial implications of the proposal (which should be budget neutral) should be amplified.
16. If the posts in the lowest grade are proposed to be abolished, its effect, if any, on the promotion prospects of the incumbents of the feeder posts may be indicated.
17. While forwarding the cadre review proposals of Group ‘A’ Services, it may be ensured that cadre review of feeder posts from Group ‘B’, ‘C’ and ‘D’ be completed beforehand, so as to reflect the impact of the same on the induction into Group ‘A’ Services, whenever the same is envisaged in the Statutory Rules.
18. The position of a pending SIU Report, if any, may be stated. The concerned Ministry/Department should give a certificate that there is no ongoing SIU study having a bearing on posts covered in the Cadre Review Proposals and that no recommendations of SIU study pertaining to the cadre are pending implementation.
19. The position regarding applicability or otherwise of NFSG instructions to the Service may be brought out.
20. The status of the recommendations of the Sixth Central Pay Commission, if any, about the Service, may be given.
21. A copy each of the latest Civil List of the Service and the latest Service Rules (Recruitment Rules) together with all amendments may be enclosed.
1. The proposal for cadre review may be formulated in accordance with the guidelines and instructions issued by the Department of Personnel and Training and Department of Expenditure. If there are any deviations, full justification therefore may be given.
2. The proposal should begin with a brief background of the Service and the development which have taken place since last cadre review.
3. It should contain the requisite data in prescribed proforma.
4. All contents may be chapterised suitably.
5. The abbreviations used in the proposal may be clubbed alphabetically in a list at the end of the proposal.
6. Full justification may be given individually for each upgradation/creation of posts, especially those at S.A.G. and higher levels.
7. While sending cadre review proposals to Department of Personnel & Training, the Cadre Controlling Authorities may indicate precisely the functional requirements of various categories of posts and group them in terms of duties and responsibilities. This can be done by conducting a general job evaluation exercise, which would help in ensuring that different grades in a cadre reflect distinctly different level of functions and that higher posts do have higher level of duties and responsibilities.
8. The existing level of stagnation vis-à-vis that after the proposed cadre review may be brought out clearly.
9. Various kinds of reserves may be shown separately (Training, Deputation, Probation, and Leave).
10. The existing training facilities and proposed augmentation, if any, may be indicated.
11. The existing strength and proposed strength (grade/pay-scale wise) may be given in a tabular statement.
12. Different mode of recruitment/promotion to various grades may be indicated.
13. All Instructions of the Government concerning downsizing the Government are duly taken into account.
14. Confirmation to the effect that the proposal will not result in any increase in the overall strength of the cadre or in introduction of new scales / grades.
15. Matching savings may be provided from within the cadre and financial implications of the proposal (which should be budget neutral) should be amplified.
16. If the posts in the lowest grade are proposed to be abolished, its effect, if any, on the promotion prospects of the incumbents of the feeder posts may be indicated.
17. While forwarding the cadre review proposals of Group ‘A’ Services, it may be ensured that cadre review of feeder posts from Group ‘B’, ‘C’ and ‘D’ be completed beforehand, so as to reflect the impact of the same on the induction into Group ‘A’ Services, whenever the same is envisaged in the Statutory Rules.
18. The position of a pending SIU Report, if any, may be stated. The concerned Ministry/Department should give a certificate that there is no ongoing SIU study having a bearing on posts covered in the Cadre Review Proposals and that no recommendations of SIU study pertaining to the cadre are pending implementation.
19. The position regarding applicability or otherwise of NFSG instructions to the Service may be brought out.
20. The status of the recommendations of the Sixth Central Pay Commission, if any, about the Service, may be given.
21. A copy each of the latest Civil List of the Service and the latest Service Rules (Recruitment Rules) together with all amendments may be enclosed.
Saturday, January 17, 2009
RANDOM THOUGHTS- TO KEEP THE HOPES ALIVE
Friends,
It is heartening to see the over-whelming response on this blog. One of our friends could not read the name as it is in Malayalam) has sent three comments on a post.
He has raised the questions we all come across at some point of time while thinking of our career progression as Information and Media professionals. Yes, bitter experiences make a person think cautiously. WE ALL ARE TRYING AT OUR LEVEL BEST TO KEEP OUR HOPES ALIVE.
THE CADRE REVIEW FILE IS MOVING AT A SLOW PACE, BUT WE SHOULD NOT LOOSEN OUR GRIP ON THE THREAD OF HOPE, HOWEVER THIN IT MAY BE! (being poetic, wow!!!)
WE ALL ARE FREE TO ASK RELEVANT QUESTIONS IN RTI TOO.
Folks, after this intro, I put forth the comments
കുടിയൻ പരമു said...
"My friends,I retired from the service very recently, but the shocking injustice and pain my service career gave me hurts me even now.
I might sound a bit discouraging due to my experiences, my sympathies are with you. I also sincerly wish that something good happens in the Cadre Review."
October 26, 2008 11:27 PM
കുടിയൻ പരമു said...
"It is truly a long cherished dream come true. Shattered we are across the length and breadth of the nation, but now nothing should stop us from uniting for the common cause. To fight against injustice, non recognition and suppression. The saying goes that one who knows how will always have a job, but the one who know why? will be the boss. It's high the know how people start thinking why? as well. It is a great beginning. Rumors are around that some efforts are on at the ministry to recommend a higher scale for the 6500 scale. It would be nice if someone with information update all on the developments if any and what proposal is being attempted. Let's be democratic and transparent, we got not many victories to share in the past.
But in the future we shall certainly reap the fruits of our efforts."
October 3, 2008 9:44 PM
"Well, dear friends, some valuable information from reliable sources. It is really shocking that the hand that should have nurtured has chosen to strke heavily on us on our Cader review. 'SHOCKING IT IS'
The initial proposal was to scrap the Grade-IV scale (5500) and give them 6500 and 8000 to Grade-III. (The comments on this were very unfavourably remarked on).
Now hope (that too very feeble) hinges on gettng 8000 after 4 years in 6500 for Grade-111. I know many of us won't be surprised if nothing comes through.
Some time back, the recruitment for Grade-IV has been handed over to the SSC from the UPSC.
The Key remains in our success to expose those who thwart our survival (better not to talk of progress in Group B)and reflect the true state of affairs at the concerned level.
1. Can anyone with a lawyer friend seek advice whether Group B has the right under RTI to call for remarks of media heads and the Ministry officials on Cadre Review, also of other concerned officials on promotion and stagnation in Group-B service.
2. Can any of us prepare a comparatitive report on the time taken for promotion and renumeration disparities with Group -A.
If we belong to the IIS, why not be treated equally at least for promotional opportunities. Do we have a case of unequal opportunites in the same service?"
October 26, 2008 11:07 PM
It is heartening to see the over-whelming response on this blog. One of our friends could not read the name as it is in Malayalam) has sent three comments on a post.
He has raised the questions we all come across at some point of time while thinking of our career progression as Information and Media professionals. Yes, bitter experiences make a person think cautiously. WE ALL ARE TRYING AT OUR LEVEL BEST TO KEEP OUR HOPES ALIVE.
THE CADRE REVIEW FILE IS MOVING AT A SLOW PACE, BUT WE SHOULD NOT LOOSEN OUR GRIP ON THE THREAD OF HOPE, HOWEVER THIN IT MAY BE! (being poetic, wow!!!)
WE ALL ARE FREE TO ASK RELEVANT QUESTIONS IN RTI TOO.
Folks, after this intro, I put forth the comments
കുടിയൻ പരമു said...
"My friends,I retired from the service very recently, but the shocking injustice and pain my service career gave me hurts me even now.
I might sound a bit discouraging due to my experiences, my sympathies are with you. I also sincerly wish that something good happens in the Cadre Review."
October 26, 2008 11:27 PM
കുടിയൻ പരമു said...
"It is truly a long cherished dream come true. Shattered we are across the length and breadth of the nation, but now nothing should stop us from uniting for the common cause. To fight against injustice, non recognition and suppression. The saying goes that one who knows how will always have a job, but the one who know why? will be the boss. It's high the know how people start thinking why? as well. It is a great beginning. Rumors are around that some efforts are on at the ministry to recommend a higher scale for the 6500 scale. It would be nice if someone with information update all on the developments if any and what proposal is being attempted. Let's be democratic and transparent, we got not many victories to share in the past.
But in the future we shall certainly reap the fruits of our efforts."
October 3, 2008 9:44 PM
"Well, dear friends, some valuable information from reliable sources. It is really shocking that the hand that should have nurtured has chosen to strke heavily on us on our Cader review. 'SHOCKING IT IS'
The initial proposal was to scrap the Grade-IV scale (5500) and give them 6500 and 8000 to Grade-III. (The comments on this were very unfavourably remarked on).
Now hope (that too very feeble) hinges on gettng 8000 after 4 years in 6500 for Grade-111. I know many of us won't be surprised if nothing comes through.
Some time back, the recruitment for Grade-IV has been handed over to the SSC from the UPSC.
The Key remains in our success to expose those who thwart our survival (better not to talk of progress in Group B)and reflect the true state of affairs at the concerned level.
1. Can anyone with a lawyer friend seek advice whether Group B has the right under RTI to call for remarks of media heads and the Ministry officials on Cadre Review, also of other concerned officials on promotion and stagnation in Group-B service.
2. Can any of us prepare a comparatitive report on the time taken for promotion and renumeration disparities with Group -A.
If we belong to the IIS, why not be treated equally at least for promotional opportunities. Do we have a case of unequal opportunites in the same service?"
October 26, 2008 11:07 PM
Subscribe to:
Posts (Atom)