1532996786

1

CHAPTER 1

INTRODUCTION

1.1. This exercise for cadre review of subordinates of Border Roads Organization has

been undertaken in compliance to the guidelines for Cadre Review issued by the

Government of India, Department of Personnel and Training (Planning Division)

for the manpower projections and recruitment planning to bring about

rationalization of the existing cadre structures with a view to improve the

efficiency, morale and effectiveness of the cadre.

1.2 A Board of Officers was constituted by Directorate General Border Roads vide

their Order No. 12801/Cadre Review/ DGBR/11/EG2 dated 16 Oct 2008 (copy

appended as Appendix - A) to carry out the Cadre Review in respect of different

categories of subordinate staff. The composition of the Board is as under: -

Presiding Officer : Shri IR Mathur, SE (Civ) SG

Chief Engineer

HQ CE (P) DEEPAK

Members: : 1 Shri SK Verma

Executive Engineer (Civil)

TP Dte/HQ DGBR

2 Shri Jaswant Singh

Executive Engineer (E & M) NFSG

TA Dte/HQ DGBR

3 Shri AK Das,

Jt Dir (Admn)

T&C/HQ DGBR

4 Shri Suresh Kumar

Jt Dir (Admn)

HQ CE (P) Himank

In attendance : 1 Col AK Das

Commander GREF Centre

2 _______________

Jt Dir (Med)

HQ DGBR - (for Medical Cadre)

Contd ……P/2

2

3 Lt Col PK Nanda

Joint Director (Sig Section)

HQ DGBR - (for Signal Cadre)

4 Shri CM Arora

Senior Administrative Officer

SO-2 (Pers) Project Chetak

- (for Steno, Store and Clerical Cadre )

Member Secretary : Shri HK Patnaik

Senior Administrative Officer

HQ DGBR

1.3 The terms of reference of the board are as under: -

(a) Total study of the Organisation will be made which will include inter-alia

the posts currently existing, job contents and the workload of each post, the effect

of implementation of the proposal for creation of posts on the Organisation at

pattern now and in future.

(b) A minimum of 3 Tier hierarchical promotion avenues in accordance with

the Govt. policy be evolved for each cadre, to the extent possible. Avenue to reach

Officer level up to two ladders for exceptionally brilliant persons from each cadre

should be opened, to the extent possible, provided suitable education and other

essential qualifications criterion is met with.

(c) The cadre strength at each level, for promotion, should be planned so that

pace of progression is comparable in different categories.

(d) Inter-se-seniority between different cadres, particularly at the senior level

like Superintendent Buildings and Roads, Superintendent Electrical and

Mechanical, Office Superintendent, Superintendent Stores and Superintendent

(Non Technical) etc., be given due consideration and firm recommendations made.

(e) Board will also examine each post. Recommend merger, amalgamation,

pruning and abolition of the some of such categories which have lost utility due to

socio-economic change, change in departmental environment or technical

innovation. Due consideration is given to reduce number of trades without

compromising efficiency.

Contd ……P/3

3

(f) The Board will examine the isolated categories where promotion to next

grade is not possible, efforts may be made to identify posts after taking into

account the qualifications and experience, duties and responsibilities attached to

these posts for merging them with the existing cadres. In case it is not possible to

merge them in the existing or proposed hierarchical structure, these posts should

not be filled up by direct recruitment but by transfer on deputation so that the

incumbents of such posts do not stagnate.

(g) All increase or decrease in each cadre should be reflected in the Unit/ HQ

establishment with suitable justification for proposed changes.

(h) Re-structuring of ranks in some categories where anomalies have arisen

due to existing pay scales.

(i) Recommendations may be made in certain cadres/ posts like Medical, Fire

Fighting and Miscellaneous cadres, which are difficult to manage because of their

small strength, limited promotional avenues and lack of training facilities within

the department. Possibility to draw such personnel from Army or other

Organizations may be considered. The overall effect on the Manning Policy due to

the proposals should also be brought out.

(j) The financial effect due to the complete cadre review will be worked out

and reflected in the final recommendations.

(k) Board will ensure proper matching saving, for the creation/ up-gradation of

posts, are provided for, by the surrender of posts in the same group or of posts in

the immediate line of promotion. Financial effect should be well within the

matching savings offered.

Contd ……P/4

4

1.4 The Board held its first meeting during 17 to 19 December 2008 and meetings on

subsequent days. The Board held informal discussions with different Directorates

and Sections of Directorate General Border Roads and welcomed suggestions from

all possible sources. A number of applications, petitions and representations were

received at HQ DGBR and have been considered by the Board. The Presiding

Officer had the opportunity to discuss the issue with Chief Engineers and Staff to

have first hand knowledge about the practice being followed with regard to matters

relating to terms of reference. The Board had the benefit of the suggestions of the

Chief Engineers of the Projects. Commandant GREF Centre offered valuable

proposals/ suggestions. Staff Selection Board, MES, CPWD and NDMC were

contacted and documents relevant to our subject (s) have been obtained/ extracted.

The draft cadre review was also put in BRO website for the information and

suggestions of the personnel, if any. The suggestions so received, have also been

considered by the Board of Officer for finalization of Board proceedings. The

valuable suggestions of the Senior Officers have been incorporated in the

recommendations.

1.5 The Terms of Reference for the Cadre Review covers a wide range of

interconnected aspects and these has not been considered in isolation. For the

purpose of this report, various aspects have been clubbed and discussed under

broad subject-areas, as mentioned below: -

S.No. Subject-Area

1. Cadre Review Categories

2. Review of multi-disciplinary Seniority and ranking

3. Revision of Recruitment and Promotion Rules.

4. Financial Implication.

1.6 Chapter 2 gives broad introduction to the Border Roads Organisation, necessity

for Cadre Review and approach from the view point of complete manpower

planning, functional and structural considerations, adherence to accepted norms

and the need for requirement of a cost oriented Orgnisation. The Cadre Review of

main categories are discussed in Chapter 3 to 10. The cadre review of skilled, semi

skilled and unskilled categories have been discussed in Chapter 11. Chapter 12

lists out the summary of the recommendations of the Board for each of the Terms

of Reference.

Contd ……P/5

5

CHAPTER –2

CADRE REVIEW – OBJECTIVE AND APPROACH

2.1 INTRODUCTORY NOTE

2.1.1 Border Roads Organisation was set up in March 1960 for the expeditious execution

of Roads Works for development of communications in North and North-Eastern

Border areas of the country. Bulk of the work included in the programme of Border

Roads Development Board is carried out departmentally by the units and

formations in the General Reserve Engineer Force (GREF). This special pattern of

Organisation has been evolved basically modeled on the pattern of Army. Some of

the Orders and rules of the Organisation are incorporated in the Border Roads

Regulations.

2.1.2 Director General Border Roads (DGBR) is the head of the BRO assisted by Addl

Director General from GREF (Organisation chart enclosed at Appendix -1). Chief

Engineers of the Projects are in-charge of the respective Project sectors of the

country where works have been entrusted to the Border Roads Organisation. The

Chief Engineer in turn controls two to three Task Forces. The Task Forces are

provided with Road Construction Coys, supporting units and functional

platoons/units for creation of Product or Service. In addition to Task Forces,

formations like GREF Centre & Records, Base Workshops, Store Divisions etc.,

function directly under DGBR. Subsequent to restructuring in the Organisation, in

Dec 2006 the strength in the Organisation underwent change. The actual strength

of the Organisation had sharply depleted. The cabinet committee on security

sanctioned recruitment of personnel, despite of overall ban on fresh recruitment.

The strength was revised vide BRDB letter No. F.BRDB/06/118/2005-GE-1 dated

20 Dec 2006 and is as under:-

Previous Auth

Holding Revised Auth

Strength

Officers 1203 1899

Sub-ordinates 35659 40747

Total 36945 42646

Contd ……P/6

6

At present there are 89 categories of subordinate staff in the Organisation. The

same has come down to 61 categories with merger of grades in 6th

CPC. The BOO has

also recommended deletion of some cadres which are having very few personnel on roll of

BRO and can be managed by other categories.

2.2 BACK GROUND OF CADRE REVIEW

2.2.1 Guidelines for the Cadre Review of Group B, C & D were issued by the Govt. of

India, Department of Personnel and Training (Planning Division) O.M. No. F.2./1/

87/PP dated 23 Nov 1987 as per the recommendations made by the Fourth Pay

Commission. The First ever Cadre Review of GREF Subordinates, since inception

of the Organisation during 1960, was completed and Orders were issued vide Govt.

of India, Ministry of Surface Transport, Border Roads Development Board No.

F.109 (1)/88-Pers/ Vol-II/ 12801/ CR/ DGBR/ EG2. Vol.I dated 15 Feb 1996.

2.2.2 Fifth Central Pay Commission had also considered the Cadre Review and related

matters in respect of promotion policy of Group B,C & D employees in its Report

Vol-I, and given recommendations in Paragraphs 22.33 to 22.36.for holding of a

Cadre Review every five year. In the light of the above recommendations and

BRDB I.D. No. BRDB/02/10/2001. GE-II dated 22 March 2001, to have revised

thought process, a fresh look for projections and recruitment planning on scientific

lines and for rationalizing the existing cadre structure to improve the efficiency,

morale and effectiveness of the cadre, a Board of Officers was ordered for carrying

out the Cadre Review in respect of subordinate categories vide Directorate General

Border Roads Order No. 12801/Cadre Review/DGBR/EG2 dated 02 Sep 2003 and

even number dated 09 Sep 2003. However, this Cadre Review could not be

finalized in time and in the mean time, 6th

CPC was ordered. After acceptance of

the 6th

CPC Report, a new Board of Officers was detailed as mentioned in Para 1.2

supra.

2.3 APPROACH

2.3.1 Grouping. Border Roads Organisation is carrying out various activities for the

fulfillment of the objectives. Each activity is evolved as a discipline by itself with

its peculiar concepts and logistics. These activities form into natural groups.

Homogeneity of the functions within the group and heterogeneity of the inter

group functions is the grouping criteria. Based on this, groups have been formed

as under: -

Contd ……P/7

7

1. Civil Engineering Cadre

2. Draughtsman Cadre

3. Electrical & Mechanical Engineering Cadre

4. Stores Cadre

5. Clerical Cadre

6. Administrative (Non-Technical) Cadre

7. Medical Cadre

8. Signals Cadre

9. Operator (Veh/Eqpt) Cadre

10. Fireman Cadre

11. Stenographer Cadre

12. Hindi Cadre

13. Miscellaneous Cadre (Other categories, Skilled, Semi-skilled and

Unskilled).

14. Security Cadre

2.3.2 Thrust Area. Acceptance of recommendations of the Sixth Central Pay

Commission, by the Govt. and the introduction of the Modified Assured Career

Progression (MACP) enabling three up-gradations in grade pay, does not end the

need for adequate promotion avenues in the cadres based on availability of higher

posts in the hierarchy. In BRO, the main thrust is (i) improve the functionability of

the Organisation, (ii) increase the productivity and (iii) enhance the quality of

manpower. Considerations have been given for the modernization programme, the

new challenges and the futuristic planning.

The Board has reviewed the requirement of educational qualification and

background prescribed in Recruitment & Promotion Rules. There is a requirement

to upgrade the quality aspect by induction of candidates having improved

educational background and human skill (specialization). This is also necessary in

the changed environment when the Deptt is going for modernization and adoption

of new systems/technology.

2.3.3. Structure of Cadre – Anomalies and infirmities. The board closely examined the

present 89 categories (Appendix D) with respect to present hierarchical structure,

Recruitment & Promotion Rules, authorized strength and the deployment pattern.

The promotional avenues for various categories vary from extreme stagnation to

unsatisfactory level.

Contd ……P/8

8

2.3.4 Financial Implication. There is no financial effect relating to internal adjustment

of DPC/DR quota. For cases where the restructuring of the units has been

incorporated/suggested, by increasing/decreasing the authorization of categories,

the financial implications have been worked out (on the basis of capitation rates).

These financial implications will be spread over number of years, as

implementation will take some time.

2.4 PERIODICITY OF CADRE REVIEW

The Board of Officers has made specific recommendation to meet the requirements

and challenges being faced by the department at present. The recommendations of

6th

CPC have been accepted by the Govt. of India. The Board recommends that the

Cadre review exercise may be conducted after every five years as recommended by

6th

CPC.

Contd ……P/9

9

CHAPTER-3

CIVIL ENGINEERING CADRE

3. INTRODUCTION

3.1.1 The present Cadre consists of Officers (Civil Engineering Group A & B),

Superintendent Building and Roads Grade I/ Grade-II and Overseers and is

supported by a well organized group of workers both skilled and unskilled. The

Overseers were the junior-most in the cadre and were mostly deployed at platoon

level for supervision of work in a sub sector. Overseer functioned under

supervision of Superintendent Buildings & Roads Grade I or Grade II and did not

have powers to muster labourer, except where workloads are heavy, Overseers had

been holding responsibilities of independent sub-sector with power to muster

casual paid labourer, after special authorization by Chief Engineer. Next in the

ladder are Superintendent Building & Roads Grade-II and Grade-I who are placed

at all levels of the Civil Engineering setup i.e. in Functional platoons, Road

Construction Coys, Task Forces, Project Headquarters and HQ DGBR. They are

deployed for production and supervision of work or at the offices for preparing

estimates, technical sanctions, work-plan etc. The difference between

Superintendent Buildings & Roads Grade-II and Grade-I is of the degree of

responsibility. Superintendent Building & Roads Grade-I is at the top of this cadre.

3.1.2 On the basis of the recommendations of 6th

CPC, the Govt. has merged

grades of Diploma holder OVSR and Supdt BR-II. The grades Supdt BR-II and

Supdt BR-I are also merged as both the grades have been given grade pay of

Rs.4200. As per Govt. of India notification, all posts lying on the same grade pay

in the hierarchy are to be merged.

3.2. SALIENT FEATURES OF THE EXISTING CADRE

3.2.1. Hierarchical Pattern. The patterns of the BR category started from Overseer level.

There were two categories of Overseer. The one was Diploma in Civil Engineering

and other non Diploma holder, personnels promoted through DPC to Overseer

from Group C&D trades like Mate, Mason, Carpenter, Ferroprinter based on

experience gained in the Deptt. These non Diploma cadre Overseers did not go

beyond BR-II in the promotion channel. The Diploma holder Overseer, Supdt BR-

II and

Contd ……P/10

10

Superintendent Buildings & Roads Grade-I are offered further entry by promotion

to Gazetted Group B post of Assistant Engineer (Civil) and ended at the promotion

level of Executive Engineer. The pattern of promotion channel upto BR-1 is given

below: -

Supdt B & R Gde-I

DPC- 90%

DR - 10%

Supdt B & R Gde-II

DPC- 100%

DR - NIL

Overseer

DR 80%

DPC - 20 %

(50% by Promotion of Gp D with CME

Dip and 50% by promotion of Non-Dip)

Mason Mate Carpenter Ferro Printer

DPC- 50% DPC-100% DPC-25% DPC 100%

DR- 50% Daftry

DPC-100%

Pioneer

DR-100%

3.2.2. Categories & Scales of Pay: This Cadre had the following grades and scales of

Pay: -

Prior to 6th

CPC As per 6th

CPC

Superintendent B/R Gde-I Rs. 5500- 9000 1. All diploma holder in

these three grades will be

placed under GP-4200 in

PB-2

Superintendent B/R Gde-II Rs. 4500- 7000

Overseer Rs. 3200- 4900 2. Non-diploma holder in

GP-2800 in PB-1 as per

BRDB clarification.

Contd ……P/11

(Diploma holders BR-II only)

(Non Diploma BR-II will not get

promotion to BR-1)

11

3.2.3 Authorized Strength: The cadre consists of mainly personnels from GREF. Army

personnel are also inducted to supplemented strength. The recruitment of Civil

Engineering Cadre is either through Departmental Promotion Committee (DPC) or

Direct Recruitment (DR) with varying percentage. A portion of total strength of

Supdt B&R Gde-I and Supdt B&R Gde-II is filled up by Army Personnel. The

present strength of BR cadre is as under: -

Category GREF Army Total

(a) Supdt B&R Gde-I 1067 33 1100

(b) Supdt B&R Gde-II 1744 50 1794

(c) Overseer 1186 - 1186

Total 3997 83 4080

3.2.4 Department experienced difficulty regarding quality of man-power in the grades of

OVSR and BR-II with non-diploma holder personnel like Carpenter, Mate, Ferro

printer & Mason, without having sufficient technical qualification, enter into the

grade. Govt. has accepted the 6th CPC recommendation of merger of Diploma

holder in all the three grades, (i.e., BR-I, BR-II & Overseer) with Grade Pay of

Rs.4200 in PB-2. In view of the above, the followings are recommended : -

3.2.5 All the Diploma holders in the grades of BR-I, BR-II and Overseer are to be

merged and redesignated as Junior Engineer (Civ).

3.2.6 At the entry point of JE, the essential qualification for Direct Recruitment is to be

kept as Diploma in Civil /construction Engineering and is recommended to be

100% through direct recruitment. The persons possessing above qualification later

on (diploma in civil/construction Engineering) may compete as open candidates by

seeking re-appointment.

3.2.7 The special recruitment of graduate engineers as BR-I may be stopped, after

merger as JE. They may join against minimum qualification of Diploma.

3.2.8 Carpenter, Mason, Ferro-printer and Mate or any other trades are not

recommended as feeder grades to JE due to inadequate technical qualification in

trade.

3.2.9 In-service trg, education in B-Tech, as is being provided to officers for M-Tech

courses, can be provided to JEs to improve their career prospects. JEs with degree

qualification can go up the hierarchy without any limitation. To facilitate this a

certain quota not exceeding 5% of auth strength, is recommended to be fixed for in

service trg and study leave. Such quota would guard against man-power crunch in

the organization. Contd..P/12

12

3.3.1 Suggested modified R&P Rules are enclosed at Annexure (i)

3.3.2 Non-diploma holder Overseer are proposed to be redesignated as Work Assistant

in the Grade pay 1900/- PB-1 and Non-diploma BR-II are proposed to be re-

designated as Site Supervisor in the GP-2400 in PB-1 and to be held against the

strength of JE or Leading Hand (NT) or Supervisor NT-II till wasted out. If, any

of them, are able to acquire Diploma qualification, they may be absorbed as JE

(Civ) from such date.

3.3.3. Proposed strength in the Civil Engineering Cadre will be as under:-

Posts Manned by

GREF Pers ARMY Pers TOTAL

(Diploma in

Civil Engineering)

Junior Engineer (Civil) - 3760 83 3843

237 posts of OVSR proposed to be

surrendered against matching saving in the

trade.

The hierarchical pattern in the chain of promotion after cadre review is proposed as

under:-

DPC 80% from Group-A

AEE(Civ)

20% from Group ‗B‘

AE (Civ)

Asst Executive

Engineer

Assistant Engineer

(DPC 100%)

The following two

posts to be held till

wasted out

(i) Site Superviser

(BR-II Non Diploma)

(ii) Work Assistant

(Overseer

Non-Diploma)

Direct

Recruitment

100%

Junior Engineer

(Overseer, Supdt

BR-II & BR-I)

Diploma

3.3.4 Work Assistant may opt for promotion in lateral stream as Supervisor

(Administration). Similarly site Supervisor (BR-II non-diploma) may opt for promotion to

Supdt (Admn).

3.3.5. The proposed changes in the establishment of Units/Platoons is given in

Annexure-I

3.3.6. FINANCIAL IMPLICATIONS:

The financial implication of all these categories is enclosed at Appx ‗A‘.

Contd ……P/13

13

CHAPTER-4 DRAUGHTSMAN CADRE

4.1 INTRODUCTION

4.1.1. The Draughtsman forms an important supporting arm of Civil Engineering

right from the stage of preparation of Project reports to the actual

construction. The success of inception and execution of a Project depends

to a great extent on preparation and placement of right kind of sketches,

drawings and charts in a report and providing detailed drawings conveying

clarity of instructions to the working group. Thus, in Border Roads

Organisation the Draughtsman cadre has an important role to play. As the

BRO is gearing up to meet new challenges in the field of bridges, buildings

and tunnels apart from construction of roads, the Draughtsman are also

under pressure now to improve themselves in meeting new demands.

4.1.2. Prior to 6th

CPC the Cadre in Border Roads Organisation consisted of

Chief Draughtsman (pay scale Rs. 6500-10500), Senior Draughtsman (pay

Scale Rs. 5000-8000), Draughtsman Grade-I (Pay Scale Rs. 5000-8000)

and Draughtsman Grade-II (Pay Scale Rs. 4500-7000). The Organisation

functions through a system of units and sub units to fulfill the task. Chief

Draughtsman and Senior Draughtsman are placed in higher formations i.e.

HQ DGBR and HQ Projects. Draughtsman Grade-I are placed at the

levels of Task Forces and Construction Coys.

4.2 PRESENT CADRE STRUCTURE

4.2.1 Hierarchical Pattern

Chief Draughtsman DPC 100%

Senior Draughtsman DPC 100%

Draughtsman Grade-I DPC 100%

Draughtsman Grade-II DPC- 20% DR-80%

(Group C & D possessing diploma

course in D‘Man& Estimating from

CME Pune

Contd ……P/14

14

4.2.2. Present authorized strength of the Cadre is given below:-

Srl No. Grade Strength Method of Recruitment

1. Chief D‘Man 02 D P C 100%

2. Senior D‘Man 21 D P C 100%

3. D‘Man Grade-I 85 D P C 100%

4. D‘Man Grade-II 86 DR – 80% DPC-100%

5. D‘Man Grade-I (Mech) 01 D P C 100%

6. D‘Man Grade-II (Mech) 01 DR 100%

196

4.2.3. RESTRUCTURING OF THE CADRE.

4.2.4. Present entry in the D‘Man cadre in BRO is at the level of D‘Man Gde-II (Pay

Scale 4500-7000) through 80% DR and 20% DPC (by promotion of Gp ‗C‘ & ‗D‘

employees holding diploma in D‘Man Estimating & Design). Promotion channel

available in the Recruitment Rules is as under:-

D‘Man-II D‘Man-I Sr. D‘Man Chief D‘Man

(86 Nos) (85 Nos) (21 Nos) (02 Nos)

(4500-7000) (5000-8000) (5000-8000) 6500-10500)

DR – 80%

DPC – 20% DPC-100% DPC-100% DPC-100%

4.2.5. After 6th

CPC, the Govt. has given the following Grade Pay/Scales to existing

posts in the cadre :-

(a) Chief D‘Man Rs.4600/-

(b) Senior D‘Man Rs.4200/-

(c) D‘Man Gde-I Rs.4200/-

(d) D‘Man Gde-II Rs.2800/-

4.2.6 In the hierarchy above, the feeder grade and the grade below for Senior

Draughtsman & Draughtsman Gde-I are in identical pay scale which is anomalous.

There should be uniformity in designations and pay scales in the Draughtsman

cadre. Cadre structure with designation of posts and pay scales recommended are

as in subsequent paras.

Contd ……P/15

15

5. RECOMMENDATION OF THE CADRE REVIEW BOARD

5.1.1. Draughtsman Grade-II in the PB-1 (5200-20200) Grade Pay 2800 are to be

redesignated as Draughtsman.

5.1.2. The separate grade D/Man (I&II) Mech Cadre have only two personnels. This

trade is to be merged with D‘Man Cadre as both cadres are to prepare the

drawings. No bifurcation is recommended in the two cadres.

5.1.3. D‘Man Grade-I in PB-2 (9300-34800) Grade Pay Rs. 4200 and Senior D‘Man in

the same PB are recommended to be redesignated as Senior D‘Man being in the

identical scale.

5.1.4. There are only two posts of CDM. Every Project needs CDM including Rohtang

Tunnel Project and STF (Hirak), One CDM each also recommended for Trg Estt

and Commandant EBW & WBW. Posts of Twenty Two CDMS have been

recommended accordingly.

5.1.5. To have three Assured Carrier Progression. Two posts of Asstt Arch have been

recommended to be proposed at HQ DGBR. The hierarchical pattern of

draughtsman cadre after cadre review is proposed as under:-

Assistant Architect

(DPC 100%)

Chief Draughtsman

(DPC 100%)

Senior Draughtsman

(DPC 100%)

Draughtsman

(DR 100%)

5.1.6. The proposed changes in the establishment of Units/Platoons is given in

Annexure-II.

6.1. FINANCIAL IMPLICATIONS

6.1.1. Keeping in view the quality improvement aspects and also for bringing the

Draughtsman Cadre at par with other Central Govt. Departments, there will be net

saving to the tune of Rs. 124.24 Lakhs per annum shown as per Appx ‗B‘.

Contd ……P/16

16

CHAPTER-5

ELECTRICAL AND MECHANICAL ENGINEERING CADRE

6.1 INTRODUCTION

6.1.1. Border Roads Organisation deploys large fleet of sophisticated plants and

equipments for construction and maintenance of roads to achieve its overall

objectives.

6.1.2. Electrical and Mechanical cadre is responsible for operation, maintenance and

repairs of the plant, and machineries deployed. This cadre has to provide an

effective and efficient equipment management at Project, Task Force and Unit

level (s). Electrical and Mechanical Cadre is also responsible to provide the

technical support at all levels.

6.2. FUNCTIONAL SET UP

6.2.1. Unit Repair Organisation (URO). The URO comprises of small teams of technical

personnel like Vehicle Mechanics, Charge Mechanics and Electricians. These are

personnel from RCCs/Platoons and Field Workshops stationed with field units at

Platoon/ RCC level depending upon the requirement to carry out on-the-spot minor

repairs, attend to preventive maintenance and advise operators and drivers on

maintenance etc. They also undertake dismantling/assembling and shifting of

equipment from forward areas to the Field Workshops.

6.2.2. Field Repairs. Field repairs include repairs that are feasible within the Project area

and do not necessitate back loading of vehicles, plant and equipment to Base

Workshops for overhaul or major repairs. They entail change of major assemblies

such as engines, axles, gearboxes etc. The workshops are as such equipped with

specialized Special Maintenance Tools, test gauges and essential machinery to

fabricate minor items required for the machines. A technical store section in the

Workshop provides the essential spares back up to such workshops. The stocks are

replenished from Store Divisions.

Contd ……P/17

17

6.2.3. Base Repairs. These are repairs, which cannot be undertaken by Field Workshops

. These include complete striping and re-building/overhaul of vehicle, plant,

engine and equipments. These are conducted at Base Workshops. Base Workshops

also carry out overhaul of Class B Stores like engines, gearboxes, dynamos, starter

motors, fuel injection pumps and major unit.

6.2.4. Inventory Support. The maintenance and overhaul spares for plant and machinery

are provisioned, stocked and issued by the two Store Divisions. The Eastern Stores

Division caters to the requirement of spares of Eastern Base Workshop and

Projects Vartak, Dantak, Swastik, Sewak, Setuk, Pushpak, Arunank and Udayak.

The Western Store Division meets the requirement of spares of Western Base

Workshop and Project Beacon, Himank, Deepak, Sampark, Shivalik, Hirak and

Chetak.

6.3.1 Hierarchical Pattern

Supdt E&M Gde-I

DPC – 90%

DR - 10%

Supdt E&M Gde-II

DPC- 100%

90% 10%

Ch Elect Ch Mechanic

DPC- 66-2/3% DPC- 66-2/3% Gp C Pers

DR - 33-1/3% DR - 33-1/3% With CME Dip

Electrician

DPC- 50%

DR – 50%

V/Mech Welder Turner/ Gp D Pers

DPC-30% DPC-50% Machinist with CME

L/Man DR- 50% DR-100% Diploma

Contd ……P/18

18

6.3.2. Authorized Strength

Sl

No.

Category Authorized Strength Method of

Recruitment

GREF ARMY TOTAL DPC DR

1. Supdt EM Gde-I 277 10 287 90% 10%

2. Supdt EM Gde-II 655 35 690 100% -

3. Ch/Mechanic 1439 238 1677 33-1/3% 66-2/3%

4. Ch/Electrician 130 29 159 33-1/3% 66-2/3%

5. Vehicle Mech 1212 199 1411 30% 70%

6. Electrician 476 07 483 50% 50%

6.3.3 MAIN OBSERVATION.

(a) There are two defined streams at base line Charge Mechanic and Charge

Electrician.

(b) The development of pyramidal structure is very wide.

(c) The feeder grades up to the level of Vehicle Mechanic and Electrician do

not form and fit to be part of the Electrical and Mechanical Cadre.

6.3.4. Grouping. The categories Charge Mechanic/Charge Electrician, Supdt EM-II,

Supdt EM-I, who are Diploma holders, are to be amalgamated and re-designated

as Junior Engineer (E&M); as recommended by 6th

CPC and accepted by the Govt.

6.3.5 Reduction of Feeding Categories- There are two streams, which form the DPC

quota of Supdt EM-II, Charge Mechanic (1118) and Charge Electrician (106).

Charge Mechanic is the main stream and makes the bulk. Charge Electrician has an

independent entity based on the specialization of trade. At present the promotion of

Matriculate with ITI Charge Mechanic and Charge Electrician is restricted up to

the level of Supdt EM-II only. Non-Diploma Holder Charge Mechanic, Charge

Electrician, Vehicle Mechanic and Electrician will form a separate base group of

the Cadre.

Contd ……P/19

19

6.3.6. Entry System to Main Cadre. The Cadre was built by promotion (DPC) and by

lateral recruitments (DR) at levels of Charge Mechanic, Charge Electrician and

Supdt EM Gde-I/Gde-II. This multiple entry system hampers the building of a

unified cadre from the base line as at each stage Charge Mechanic, Supdt EM Gde-

I and Supdt EM Gde-II serves as its own base line with varying base and different

overtones.

6.3.7. The main Cadre of E &M is to be developed as a unified Cadre with the Junior

Engineer as Base and integrating it to the apex Officers cadre. This requires

suitably qualified entrants at Junior Engineer (E&M) level. There is a need for

adoption of high technology, induction of new equipment and improvement in the

equipment management system.

6.3.8. The BOO proposes to amalgamate the Supdt EM-II and Supdt EM-I and Charge

Mechanics diploma holders and redesignate them as Junior Engineer (E&M) in the

pay scale of Rs. 5000-8000). (Grade Pay Rs. 4200) Entry to the Grade of junior

Engineer (E&M), similar to subordinate civil engineer cadre.

6.3.9 Existing and Proposed Cadre Strength in the Electrical and Mechanical Cadre is

appended as Annexure G).

7.1 Representations of Machinist have been referred to committee against their

promotion to Charge Mechanic. The Machinists are pleading for a separate cadre

for them, instead of promoting them as Charge Mechanic. The plea appears to be

reasonable to some extent as the Machinists do not have exposure in the field of

repair of vehicles. This functional difficulty has been there in case of Welder and

Black Smith trades too when promoted to Charge Mechanic and upwards. In view

of this, separate recommendation have been made for Machinist and Turner in Para

19.3.5. (Chapter 14)

8.1 RECOMMENDATIONS

8.1.1. No increase/decrease in the overall strength in the Cadre is recommended.

8.1.2. Diploma holder Engineers: -The 6th

Central Pay Commission has recommended

pay band PB-2 with Grade Pay Rs. 4200/- for the post of E&M-II. The pay

commission has also recommended in line with Civil diploma holders, to place all

diploma holder engineers in the Grade Pay of Rs. 4200/-. Accordingly, the posts

of E&M-I & E&M-II are recommended to be merged and re-designated as JE

(E&M) and all diploma holders in the grades of E&M-II & E&M-I including those

in the Charge Electrician & Charge Mechanic may be designated as JE (E&M).

Contd ……P/20

20

8.1.3. Direct recruitment of JE (E&M) will be 100% DR with no elements of DPC, as

recommended in the Civil Cadre. The Departmental candidates possessing

qualification of Diploma at a later date may apply as open candidates on re-

appointment basis.

8.1.4. There should be no further direct entry in to the grades of Charge Electrician &

Charge Mechanic. The trades of Charge Electrician & Charge Mechanic are

required to be continued with ITI qualification, by making it 100% promotional

posts, as per ground requirement.

8.1.5. There are many Charge Mechanic and Charge Electrician (Pay Scale Rs.4000-

6000) holding diploma in Electrician and Mechanical Engineering. Therefore, the

intake to the post of Junior Engineer (E&M) is recommended in the following

ratio:-

Direct Recruitment (DR) - 80%

Departmental Promotion (DPC) - 20% Charge Mechanic & Charge

Electrician possessing Diploma in

Electrical & Mechanical Engineering).

If Deptt candidates in feeder category

is not available, the posts to be filled

by Direct Recruitment.

8.1.6. The promotion for non diploma personnels from Charge Mechanic/Charge

Electrician to the grade of JE will cease. Promotion from Diploma holder Charge

Mechanic/Charge Electrician to junior Engineer (E&M), who enter to the lower

trade subsequently, can be made through reappointment.

8.1.7. As recommended in the case of civil cadre, opportunity for in service trg/study

leave for B.Tech course with a quota not exceeding 5% of authorized strength,

may be provided to JEs so that their career progression can be achieved without

any limitation.

Contd ……P/21

21

8.1.8. It is recommended that the Superintendent Electrical & Mechanical Grade-II who

are not in possession of Diploma in Electrical & Mechanical Engineering are

redesignated as floor supervisor-II in PB1 with present Grade Pay of Rs 2800.

This can also facilitate non diploma (ITI passed) Charge Mechanic/Charge

Electrician to achieve promotion to Supervisor grade and subsequently to Floor

Supervisor grade-I with grade pay of Rs. 4200/-.

9.1. The present and proposed authorization in the Electrical and Mechanical

Engineering Cadre is as per Annexure-III.

9.1.2. The Charge Mechanic and Charge Electrician who are possessing diploma in

Electrical and Mechanical Engineering will be promoted to the post of Junior

Engineer (E&M) with Grade Pay Rs. 4200 and subsequently Assistant Engineer.

Entry to post of Charge Mechanic and Charge Electrician will be through DPC by

promotion of Vehicle Mechanic and Electrician respectively possessing following

qualifications:-

(a) Educational Qualification - Passed 10 Standard.

(b) Technical Qualification - Passed I.T.I. in Mechanic Motor/

Vehicle/Diesel/IC Engine/Tractor/

Electrical etc.

9.1.3 The hierarchical pattern for the above grade shall be as under :-

Executive Engineer (E&M)

Assistant Engineer (E&M)

Junior Engineer (E&M)

(EM-I, EM-II, Charge

Mechanic, Charge

Electrician with

Diploma/Degree)

Floor Supervisor Gde-I

Grade Pay Rs. 4200/-

Floor Supervisor Gde-II

Grade pay Rs. 2800/-

Charge

Mechanic

Charge

Electrician

Vehicle

Mechanic

Electrician

(Non Diploma Holder Mech)

Special Grade

Grade Pay Rs. 2800/-

Grade-I

Grade Pay Rs. 2400/-

Grade-II

Grade Pay Rs. 1900/-

Welder, Turner, Black Smith

Copper and Tin Smith

Contd ……P/22

22

10.1. FINANCIAL IMPLICATIONS:

10.1.1. The promotional aspect of Veh/Mech & Electrician who are ITI qualification was

also discussed and gone into details. These trades are at present given promotion

as Charge Mech/Charge Elect & go upto E&M-II. The promotion of these non

Diploma Ch/Mech and Charge Elect to Supvr level can be assured in the same PB

with Grade Pay of Rs 2800 with the post redesignated as Floor Asst Grade-II and

next post with Grade Pay of Rs 4200 and Floor Asst Grade-I

10.1.2. The promotional aspects of Welder, Black Smith, Tin Smith etc who do not have

promotional channel at present was also considered. They are recommended to be

given ACP as given to MTDVR in Ordinary Grade, Grade-II, Grade-I & Special

Grade in PB1 with Grade Pay of Rs.1900, 2400 & 2800 respectively. This has also

been covered in chapter 14.

10.1.3. The financial implication of all these categories is enclosed at Appx – ‗C ‗.

Contd ……P/23

23

CHAPTER-6

STORES CADRE

11. INTRODUCTION

11.1.1 Material Management is an important management activity. It is primarily

concerned with the supply, storage and stock control of incoming materials and

utilization. The control of materials in respect of their quality, quantity, timings

and costs is one of the basic activities of the Border Roads Organisation as it is

engaged in the production and creation of goods or services for the achievement of

the overall objectives.

In the Border Roads Organisation the units and sub units tackle the

problems of requirement of material, quality and standards, cost, procurement,

delivery and storage, development and selection of stores, conservation,

utilization, substitution and transportation and handling. Stores Cadre form part of

the establishment of various units and sub units. Engineer Stores & Transport

Companies, Depots and Divisions are provided to ensure the affective availability,

flow, conservation, quality and cost of materials.

11.1.2. Stores Cadre consist of Officers (Stores Officers), Superintendent Stores,

Supervisor Stores Grade-I (SS I), Supervisor Stores Grade II (SS II), Store Keeper

Technical (SKT) and Store man (SM). It has also support cadre of Gate Keepers.

At present BRO is holding only 03 gate keepers in organization. This post can be

merged with Pioneer for GREF who can look after the duties of Gate Keepers.

The main stream is Store man – Store Keeper Technical – Supervisor Stores Grade

II – Supervisor Stores Grade I – Superintendent Stores. Store man is the junior

most in the cadre and is responsible for store keeping and warehousing. Store

Keeper Technical is responsible for the indenting, preservation and maintenance of

ledgers and tally cards. At times they work independently and maintain

detachments for the receipt and issue of the stores. Supervisor Stores Grade II is

responsible for the stock accounting and provisioning. Supervisor Stores Grade I is

responsible for

Contd ……P/24

24

provisioning, stock accounting of furniture stores, T&P etc., safe custody in good

order and condition of stores including preservation. They also maintain stores

accounts and tally cards as prescribed, observe Fire precautions and in general

assist the Superintendent Stores. Superintendent Stores is responsible for

provisioning, custody, maintenance, preservation, accounting and handling of

stores. He is responsible to operate, supplies contracts and transportation. He is

also responsible to supervise work of Supervisor Stores Grade I & Grade II.

11.1.3. The board has discussed its main stream Superintendent Stores, Supervisor Stores

Grade I, Supervisor Stores Grade II, Store Keeper Technical and Store man with

its vertical and horizontal expansion. The board has also discussed to dispense

with the post of the category of Gatekeeper, which form part of the overall cadre.

11.2 SALIENT FEATURES OF THE EXISTING CADRE

The hierarchical pattern of the cadre is given below: -

Superintendent Stores

DPC –100 %

Supervisor Stores Grade I

DPC –100%

Supervisor Stores Grade II

DPC – 75%

DR - 25 %

Store Keeper Technical

90% DPC – 80% 10%

DR - 20%

Store man Gate Keeper

DPC –40% DPC 100%

DR - 60%

All Matriculate Group D Packer Grade-I

Employees subject to passing (This post has been

departmental Trade Test. abolished).

Contd ……P/25

25

11.2.2 Categories and Scales of Pay

Categories Pre-revised Grade Pay

wef 01.01.2006

(a) Superintendent Stores 5500-9000 4200

(b) Supervisor Stores Grade-I 5000-8000 4200

(c) Supervisor Stores Grade-II 4000-6000 2400

(d) Store Keeper Technical 3050-4590 1900

(e) Store Man 2610-4000 1800

(f) Gate Keeper 3050-4590 1900

11.2.3 The Govt. has accepted the 6th

CPC recommendation and ordered merger of trades

in the hierarchy with same Grade Pay. As such the post of Superintendent Stores

& Supervisor Stores Grade I gets merged.

11.2.4. The post of Gatekeeper has an authorized strength of only 3 in the organization.

The duties of Gatekeeper are effectively performed by the Pioneers or the other

trades. As such the relevance of the post is lost. Thus post is recommended to be

abolished. The present holding of Gate Keeper is recommended to last till wasted

out on retirement. This trade cannot be merged with storeman as storeman has

lower pay scale than Gate Keeper. It cannot be merged with SKT as individuals in

Gate Keeper Trade do not have requisite essential qualification required for SKT.

11.2.5. The authorization of personnels with units is given in Appendix H attached.

11.2.6. The cadre consists of Army and GREF Personnel. The break up details for each

category is given below:-

Srl

No.

Category Authorised Strength Method of

Recruitment

GREF ARMY TOTAL DPC DR

1. Supdt Stores 72 - 72 100% -

2. SS-I 149 - 149 100% -

3. SS-II 250 - 250 75% 25%

4. SKT 830 24 854 80% 20%

5. Store Man 196 - 196 40% 60%

Contd ……P/26

26

11.3. HORIZONTAL EXPANSION OF STORES CADRE

11.4.1. Present Structure. Present structure of the Cadre is given below:-

A.A.O. 25

Supdt Stores (1: 2.73) 63

SS-I (1: 2.33) 147

SS-II (1: 2.26) (250) 333 25% DR

(83)

SKT 1: 3.27 (655) 819 20% DR (164)

589 65

1: 0.78 1: 0.29

S Man 460 Gate Keeper (19)

Group D Pers

Observations of the board are as under: -

(a) There is no well-defined base line for building up the Cadre.

However, SKT level provides the broadest base.

(b) Storeman forms part of the operating management group of the

Cadre very lowly placed and does all works of SKT.

(c) SKT is a mix up of three streams – Pioneers—Storeman - Gate

Keeper, direct recruitment.

(d) Storeman is the major feeding category to SKT but the strength of

Storeman is only 460 to feed SKT 590 which mean generation of hungry

zone.

11.4.2 Entry Points. There are lateral three entries to various categories (i) Storeman

direct recruitment 60% (ii) SKT direct recruitment 20% and (iii) SS II direct

recruitment 25%. SKT has another entry point from the lineage of Gatekeeper.

Contd ……P/27

27

11.4.3 Multiple entry system dilutes the principle of homogeneity and hampers the

building up of a unified cadre from a base line. At present each category, Store

man, SKT, SS II forms its own base line. In Multilayer entry system, the career

planning and promotion ladder at each level has different width and height with

varying overtones, on this system, under-study and training period creates softer

zones of productivity, the promotion chances of DPC candidates are badly hurt.

The system of multiple entry points is not giving any benefit. The system of

key entry point is recommended.

The point was deliberated by board and it is recommended to abolish the

Storeman trade and merge with SKT. The entry point for these cadres is

recommended as SKT only.

11.5.1. Ratio of Promotion. Ratio of feed to feeder categories is as below:-

(i) Personnel for feeding category for DR and DPC to the Cadre is, by and

large, Matriculation.

(ii) Only 83 Nos of direct recruitment are inducted with Diploma in Materials

Management or Diploma in Engineering or 10+2 with Course in Stores

Managements.

11.5 QUALIFICATION STANDARD FOR DIRECT RECRUITMENT.

11.5.1 Border Roads Organisation has reached a stage where the materials management

has to be gainfully applied in the fields: (i) Linear programming for minimizing

distribution and transportation cost and time, (ii) decision making in buying

improved items, (iii) determining economic batch production, and (iv) co-relating

production scheduling with inventory of raw materials and stores. It is important

for the materials managers and stores cadres to get together for more intensive

application of new approach, which is bound to result substantial achievement in

the future. In order to meet these requirements, there is a definite need to induct

men who could be oriented towards this approach.

Contd ……P/28

28

11.5.2 The board has considered the desirability of direct recruitment of ITI holders at

SKT level. Recruitment & Promotion Rules prescribe the eligibility of candidates

for SKT having educational qualification as Matriculation with 3 years experience

in Store establishment.

The up gradation of the minimum qualification to 10 + 2 and I T I in

Mechanic Motor/Vehicle/Diesel/IC Engines/Tractor, etc, has been considered for

reasons as under:-

(a) BRO is on the path of modernization and up gradation of systems,

which is possible with the induction of qualified candidates. He can

appreciate better the new system of inventory control, purchase procedure,

qualify analysis, market research, resource development and better

selection of supplies.

(b) Candidates with technical qualification will have to create a unified

cadre which will move up to higher level.

(c) It will ensure a smooth promotion pyramid to the entrants. The

career prospects can be watched.

(d) SKTs could be independently deployed to manage detachments and

sub- units.

(e) All SKTs will be effectively used by the management to improve

productivity and to have a better upkeep of stores and accountings.

11.5.3. The Board, therefore recommends that the minimum qualification for the direct

recruitment of the SKT shall be 10+2. Preference should be given to individual

being 10+2 with ITI in Mechanic Motor/ Vehicle/ Diesel / IC Engines/ Tractor etc.

11.6 RECOMMENDATION FOR CADRE REVIEW.

11.6.1 The board recommends decrease in total authorized strength of Storeman –460 Nos.

After strength abolition. The present holding of Storeman be upgraded to SKT

having 10 years of experience as storeman. The holding of storeman be continued

against vacancy of SKT till completion of their qualifying service of 10 years.

Contd ……P/29

29

2. DPC to SK T be discontinued. New vacancy of SKT to be filled by DR

candidates. DR qualification for direct recruitment of SKT shall be 10 +2 and I T I

in Mechanic Motor/Vehicle/ Diesel/ IC Engine/ Tractor etc.

3. SKT shall be the key entry point to the Cadre.

4. DR to SS II be reduced to 20% from 25%.

5. Post of Gate Keeper and Storeman be abolished.

6. Post of Superintendent Stores & Store Supervisor Gde-I to be clubbed being

same Grade Pay & re designated as Senior Supvr (Stores).

11.7.2 Outline of the revised Recruitment & Promotion Rules for the Cadre is indicated

below: -

(i) Storeman : DR- Nil DPC- Nil

(ii) Gatekeeper DR- Nil DPC- Nil.

(iii) Store keeper Technical - DR –100%. 10+2 preferably in possession of

Certificate in Mechanic Motor/ Vehicle/ Diesel/ IC Engine/ Tractor issued by ITI/

ITC/ NCTVT.

Supervisor Store– DR- 20% Graduate and PG Diploma in Material Management or

Inventory Control, or Diploma in Mechanical/ Automobile Engineering.

DPC – 80% from SKT with minimum 8 years of service as SKT in GREF without

any pre-requisite of departmental examination at this level, failing which by direct

recruitment.

(iv) Senior Supvr Stores Direct recruitment- NIL

- Promotion: 100% from Supvr Stores-II.

11.8 STRUCTURE OF RECOMMENDED CADRE.

11.8.1 Unit Establishment (Restructured). Internal adjustments have been made in the

establishment of units as given in Annexure-IV.

Contd ……P/30

30

11.8.2 Improvements

(a) SKT, SS and Supdt Stores emerges as a unified Cadre with no kinks and

no internal distortions.

(b) SKT level comes out as a well-defined Base line.

(c) The ratio of promotion in this Stores Cadre will be satisfactory, promotion

from Supdt Stores to Assistant Administrative Officer will in the existing

promotion.

11.9 FINANCIAL IMPLICATIONS.

11.9.1 Internal adjustment of DPC/DR will not have any financial effect.

11.9.2 The abolition of Store man has been recommended to be gradual. The

present incumbents of Store man will be retained against SKT as ―Store man in

lieu of SKT‖, till they are liquidated in the normal course of wastage. Therefore,

there will not be any immediate financial implication to this effect. However, the

increase in the financial budgeting will be gradual and spread over a long period

till the present incumbents are either promoted in the regular course or wasted out.

There will not be any helper in the form of Storeman to SKT. The posts manned

by Storeman above will be manned by SKTs.

11.10.3 Immediate financial effect due to restructuring of unit establishment attached as

per Appx ‗D‘.

11.10 CONCLUSION

There is definite and pressing requirement to improve the standard/ level of

the Cadre for operational functionability and productivity. There is a saving of Rs.

23.29 lacs per annum. The proposals are recommended for acceptance.

Contd ……P/31

31

CHAPTER-7

CLERICAL CADRE

12.1 INTRODUCTION

12.1.1. The environment of the Border Roads Organisation is a moving panorama; the

internal situation, within the enterprise, is in the process of continuous

adjustments. Communication is the life force, which lends the dynamics to the

Organisation and sets it in motion. The Clerical Cadre forms and operates the

medium of written and formal communication in the perspective managerial set-up

of Border Roads Organisation. It functions (i) from top downwards (ii) from down

upwards and (iii) horizontal and crises-cross among units and sub-units to provide

directions to the main line of operation for the fulfillment of the objectives.

12.1.2. The Clerical Cadre consists of Lower Division Clerks (LDC), Upper Division

Clerks (UDC), Assistants and Office Superintendent. The LDCs are the junior

most in the cadre and are authorized to units and sub-units of the Organisation in

order to provide the communication aid. Upper Division Clerks are authorized to

units and sub-units as members having experience in creation of the

communication medium and formal communication services. The Assistants have

been provided to the major units where the case work as well as the data analysis

is required to be done to provide feed back to the middle as well as operative

management groups. Office Superintendent is provided to the major units like

Headquarters Projects, Task Forces, Store Divisions and GREF Centre & Records

where the bulk of the communication service is required to be supervised by a

senior and experienced member of the Clerical Cadre.

12.2. SALIENT FEATURES OF THE EXISTING CADRE

12.2.1 Hierarchical Pattern. The pattern of the Clerical Cadre actually starts from Lower

Division Clerk (LDC) level. This level is filled up by promotion partly from the

Group D and partly by direct recruitment. The upward boundary line of this cadre

stops at Office Superintendent. It offers further entry by promotion to Gazetted

Group B Assistant Administrative Officer, and thereafter to Administrative Officer

and stops at the apex level of Joint Director Administration.

Contd ……P/32

32

The pattern of the cadre is given below:-

Office Superintendent

DPC 100%

Assistant

DPC 90% DPC 10 %

Upper Division Clerk Steno -III

DPC 80%

DR 20%

Lower Division Clerk

DPC 10%

DR 90%

Matriculate Gp D employees

12.2.2. Authorized Strength. The Cadre consists of Army and GREF personnel.

Recruitment of Clerical Cadre for GREF is either through departmental promotion

committee (DPC) or direct recruitment (DR) with varying percentages.

12.2.3 Unit Authorization. Various categories of the Clerical Cadre, form part of the

unit authorization. The units‘ authorizations are given in (Annx-I to Appx‘A‘)

attached.

12.2.4. Seniority of various Ranks at present and date of last promotee.

The seniority of various categories of the Cadre at present and the date of last

promotee is given as under:-

Sl

No.

Category Date pf Seniority of individual due for

promotion

General Sch. Caste Sch. Tribe

1. UDC to Asst 21.09.1998 05.02.1998 24.03.1999

2. LDC to UDC 02.02.1991 23.02.1995 09.01.1999

Contd ……P/33

33

12.2.5. The above shows very late promotion from LDC to UDC & UDC to Assistant.

12.3. HORIZONTAL EXPANSION OF CLERICAL CADRE

12.3.1 Multiple Entry Points. The provision of lateral entry at the level of UDC by way of

direct recruitment has been made in the past to infuse better-educated candidates

(Graduates) in the overall structure. The minimum qualification of LDC as per

draft Recruitment & Promotion Rules is Matriculate or equivalent and must be able

to type at a speed of 30 words per minute in English or 25 words per minute in

Hindi, The qualifications for direct recruitment at the level of UDC is Graduate of

a recognized University or equivalent and should be able to type at a speed of 30

words per minute. Therefore, the direct entry of UDC depends upon the degree of

qualification. The lateral entry at Assistant‘s level is by way of promotion of

Stenographer Grade-III. The essential qualification of the Stenographer Grade-III

is Matriculation or equivalent with trade test at a speed of 40 words per minutes in

typing and 80 words per minute in shorthand.

12.3.2. The system of multiple entry points (i) DR- UDC and (ii) DPC- Stenographer

Grade-III was adopted to suit the conditions prevalent in the past. The merits and

demerits of the system are discussed below:

(a) Multiple entry system dilutes the principle of homogeneity and hampers

building of unified cadre from a base line.

(b) The career planning and the promotional ladder of the new entrants to the

cadre at the level of UDC and Assistant assume different horizontal and

vertical dimensions with varying overtones.

(c) The promotion chances of entrants at LDC and UDC are hurt by new

entrants at Assistants. The base is being broadened and the ratio of the

ranks is disturbed.

(d) The LDC (DR) is having minimum qualification as recommended as

Matriculate but the trend of the recent recruitment shows that by and large,

Graduates are being recruited and that the Graduate candidates are

available to fill up the posts of LDCs. Therefore, in reality the entrants at

LDC and UDC have no difference in qualification.

Contd ……P/34

34

12.4.4.1. VERTICAL EXPANSION OF CADRE

12.5. Span of Promotion. Key entry point is not well defined as it has multiple entry

points.

(a) Entrants at LDC level find it difficult to reach the apex level due to the

advantageous position of new entrants.

(b) New entrants at UDC level pick up the grade of Assistant faster. Their

service span as Assistant and upwards comes out to be too large.

12.5.1 The vertical expansion of the cadre suffers from serious set back of a very poor

ratio from UDC to Assistant and Assistant to Office Superintendent thereby

forming critical zone in the hierarchy of the cadre.

12.6 NEW CHALLENGES AND MOTIVATION.

12.6.1. Main Points for Review

Seniority of various Ranks at present and date of last promotee.

12.6.2. The issue of the Cadre comes out from the Paragraphs 12.3.1 wherein seniority of

various ranks at present, the dates of last promotion and ratio of promotions have

been given. The overall picture is summarized as under:

(a) LDC has to put in 18 to 19 years of service to get promotion to UDC.

(b) UDC has to put in 11 to 12 years of service as UDC to get promotion to the

category of Assistant.

12.6.2 STRENGTHENING MOTIVATION. Motivation is the function of need v/s

satisfaction. The resultant behavior of the blocked personnel‘s needs expresses in

different kinds of illogical and ineffective behavior at patterns. Therefore, there is

a requirement to create and strengthen the motivation to convince the employees

of a meaningful future.

12.7. QUALIFICATION FOR DIRECT RECRUITMENT OF LDCs

12.7.1. Recruitment Rules prescribe the eligibility of candidates having educational

qualification as Matriculation with proficiency in typing. It was done in the past on

the basis of the model derived from Staff Selection Commission in the services of

the Central Government. However, there is a change in the environment and that it

is to be catered for an updated cadre structure to attract best talent for recruitment

to the services. Up gradation of minimum qualification of the clerical cadre of

BRO has been considered. Following additional points are brought out:-

Contd ……P/35

35

(a) Candidates with 10+2 pass and with higher academic qualification and

computer knowledge are available for recruitment, as LDC as the pay and

status has been made attractive.

(b) The Board recommends unified clerical cadre which is to take the entrants at

LDC level and move them right up to officer‘s cadre by expanding the

promotional avenues as discussed in preceding paragraphs.

(c) BRO is on the path of modernization of its information communication

system and in developing an integrated information network, which is

possible with the induction of candidates having higher qualifications.

(d) Units and sub units of BRO are placed in far-flung areas and have smaller

compositions. Therefore, the cadre is to have independent operational level.

The entrants in the cadre shall have educational level to develop this by self-

study of rules, regulations and procedures etc.

12.7.2. The board therefore, recommends that the minimum qualification for the direct

recruitment of LDC shall be 10+2 passed with proficiency and practical

knowledge in computer typing.

12.8. PROMOTION OF GROUP ‗D‘ PERSONNEL AS LDC.

12.8.1. Recruitment Rules provide filling of 10% posts of LDCs by promotion from

GREF employees in Group D on the basis of departmental examination. The same

procedure may be continued as per DOP&T instructions.

12.9. RECOMMENDATION FOR CADRE REVIEW

12.9.1 (i) lateral entry by way of promotion of Stenographer Grade-III to Assistant is

recommended to be stopped. (Para 12.4.4.)

(ii) Post of LDC shall be key entry point of the Cadre.

(iii) The minimum qualification for LDC entrants shall be 10+2 pass with

proficiency in computer courses. (Para 12.7.2.)

(iv) Ratio of strength of LDC and UDC is recommended to be 50:50 by suitably

increasing the post of UDC by 276 Nos and decreasing post of LDC by 202

Nos.

Contd ……P/36

36

(v) The merged grades of Assistant and Office Supdt is recommended to be re-

designated as Assistant. The number of Assistants is also required to be

increased considerably by increasing strength at Pnr Coy, RCCs, TFs and

Project HQs in particulars considering the ground requirement. It may be

mentioned that the clerical strength existing prior to year 2005 level has

come down drastically due to various reasons. However considering its

adverse affect on the ground in regards to maintenance of documentation

and records the increase at the level of Assistant is highly essential.

(vi) Consequent upon merger of Assistant and Superintendent it is

recommended that the existing Superintendent may continue with their

designation till they are wasted out/promoted.

(vii) For promotion to the post of Assistant Administrative Officer (AAO) there

are three feeding channels from streams of Clerical Cadre, Stores Cadre

and Adm Cadre (NT). Prior to merger the post of AAO was being filled

through DPC from the posts of Office Superintendent, Superintend Stores

and Superintendent NT as per existing R&P Rules. However with the

merger of grades in said streams the post of AAO can be filled by

Assistant, Senior Supervisor Store and Senior Supervisor (Adm).

(viii) With the revolution in the field of communication and consequent

awareness of the employees as well as general public, there has been an

increase in the number of court cases, which has to be affectively

defended. In addition there has been two major enactments that is the RTI

Act and the Gram Nyalaya Act 2008. With these two enactments the level

of correspondence, information supply and affective defence is bound to go

up. Even before these enactments the administrative work loaded at the

level of RCC has been quite high. The Engineers are unable to attend to

Contd ……P/37

37

these administrative matters effectively due to their pre occupation at the

site of construction works. As a result the administrative works/court case

are not properly attended to. Considering these aspects it is proposed to

place one AAO at each RCC, BCC, SS&TC, legal cell, ESD and WSD.

Even in the project level the number is proposed to be increased from one

to two. Details of proposal are appended separately. The total net increase

in the grade of AAO will be 167 numbers, which is considered reasonable

and essential. The same would also take care of the career aspiration of the

subordinates staff who are languishing in stagnation.

12.10. STRUCTURE OF RECOMMENDED CADRE

12.10.1 The Units/ Establishment. The restructuring of the unit as in Para 12.2.3 is given

in (Annx – I to Appx ‗A‘).

12.10.2 Strength of Proposed Cadre. The strength of the existing & proposed cadre is

given in Annexure-V.

12.10.3.Improvements

(i) LDC to Assistant emerges as unified cadre.

(ii) LDC level comes out as a well defined base line for career Development of

the cadre without stagnation.

(iii) The promotion from LDC to Assistant follows a normal promotion

pyramid.

(iv) The ratio of promotion is satisfactory.

12.11.1 CONCLUSION

The benefits motivation and essentiality of requirement on account of the

Cadre Review have already been discussed.

12.11.2 The financial implication of all these categories is enclosed at Appx – ‗E ‗.

Contd ……P/38

38

CHAPTER-8

NON- TECHNICAL ADMINISTRATIVE CADRE

13.1 INTRODUCTION

13.1.1. In Border Roads Organisation, the important task relating to manpower input is to

improve productivity by moulding and channeling individual (and group) objective

by aligning with the organizational Subjective. This calls for a sustained discipline

of personnel, administration and effective deployment of manpower.

BRO has a work force of approximately 42,000 personnel. The Non-

Technical Administrative Cadre is responsible for assisting, advising and operating

matters of discipline, administration and other matters relating to human behaviour

and motivation. The cadre is to create a relationship for men for execution of work

at site. This cadre is also responsible for general safety of unit lines, maintenance

of regimental institutions, welfare measures, general administration, preservation

of resources and liaison with other units on matters connected with execution of

task assigned to them.

13.1.2 The Non-Technical Administrative cadre (abbreviated NT Cadre) consists of

Mate, Leading Hand (L/H), Supervisor Non-Technical Grade-II (NT-II),

Supervisor Non Technical Grade-I (NT-I) and Superintendent (Non-Technical).

The main Cadre starts from L/Hand but Mate by virtue of its responsibilities also

forms a part of this category. However, it is being considered as a feeding category

to the main NT Cadre.

13.1.3 This Chapter of NT Cadre discusses the elements consisting of Supdt (NT), Supvr

NT Gde-I, Supvr NT Gde-II and L/Hand with its vertical and horizontal

dimensions. It is linked with the feeding group (s) and integrated at apex to the

Officer Cadre (Assistant Administrative Officer).

Contd ……P/39

39

13.2. SALIENT FEATURE OF THE CADRE

13.2.1. Hierarchical Pattern.

Superintendent (Non-Technical)

DPC -50%

DEPU -50%

Supervisor Non-Technical Grade-I

DPC - 60%

DR - 40%

Supervisor Non-Technical Grade-II

DPC - 60%

DR - 40%

DPC 60% DPC - 40%

DPC- 80%

DR - 20%

Overseer

Leading Hand (NT) DPC-20%

DR- 80%

DPC- 90% DP-10 %

Mate Painter

Mason Mate Carpenter

DPC 100% DPC-50%

DR -50% DPC-50% DPC 100% DPC-25%

Pioneer Pioneer DR -50% DR- 75%

Pioneer Pioneer Pioneer

Ferro Printer

DPC- 100%

Daftry

DPC-100%

Pioneer

Contd ……P/40

40

13.2.2. Authorized Strength

Category Authorised Strength Method of Recruitment

GREF ARMY TOTAL DPC DR

Supdt Non-Tech 56 - 56

50%

50%

-

(by Depu)

Recommended to be

filled up on 100% DPC

Supvr NT-I 80 46 126 60% 40%

Supvr NT-II 180 41 221 60% 40%

L/Hand (NT) 315 55 370 80% 20%

The Army quota is quite substantial and makes bulk of the cadre.

Therefore, its impact in the structure relating to GREF and Army needs separate

discussion.

13.2.3. The authorization of Admn (NT) category staff to various formations/units of the

Organisation it given in (Annexure-VI to Appx ‗C‘)

13.2.4. The pay scale of various categories of Admn (NT) is as under: -

Superintendent Non-Technical - Rs. 5500-9000

Supervisor Non-Technical Gde-I - Rs. 5000-8000

Supervisor Non-Technical Gde-II - Rs. 4000-6000

Leading Hand (Non-Technical) - Rs. 3050-4590

Mate - Rs. 2650- 4000

13.2.5. Present recruitment Policy.

13.2.5.1 The Book of present recruitment & promotion rules of all categories are attached.

Contd ……P/41

41

13.2.6 Seniority of Categories

Sl

No.

Category Date of Seniority of individual considered in

Last DPC

General Sch. Caste Sch. Tribe

1. Supervisor NT-I

to Supdt. NT

18.04.1996 23.09.1993 15.10.1994

2. Supervisosr NT-II

to Supvr NT-I

09-01-1986 15.02.1986 -

3. L/Hand (NT)

to Supvr NT-II

17.06.1986 19.03.1986 -

4. Mate to L/H (NT) 25.10.1992 - -

13.3. PRESENT STRUCTURE

ARMY GREF

A.A.O. 11

(1: 3.90)

Supdt. NT 43 DPC (50%) 22

22 (1: 4.04) DEPU (50%) 21

Supvr NT-I 89 DR (40%) 36

46 53 22

(1: 5.58)

Supvr NT-II 296 DR (40%) 118

41 107 (71– DPC FROM OVSR)

(107+71)=178 (107 –DPC FROM L/H)

(1: 6.06)

L/H (NT) 649 (DR-20%) = 130

55 519

(1: 1.68)

MATE 876

PAINTER 9 MATE (548) PAINTER (328)

PIONEER 305 20197

Contd ……P/42

42

13.3.1 Main Observations

(a) The horizontal dimensions at levels of NT I, NT II and L/Hand (NT) are

broken into sub groups.

(b) In the vertical dimension the promotion curve from L/Hand (NT) to AAO

is slow. The promotion avenues of the DPC candidates is seriously hurt at Supvr

NT II and NT I levels.

(c) The time dimension is not following a defined pattern due to induction of

varying age groups at different stages.

(d) In the quality dimension, the Cadre up to NT II consists of Matriculates

Group D employees promoted from the main stream of Mate/ Leading Hand (NT)

as well as Matriculate candidates out of DPC from the Overseer Stream. Thereby

major post of the cadre consists of lowly educated candidates. Direct induction for

NT-II is graduate level.

(e) The provision of cadre of Supdt (NT) on deputation mars the chances of

promotion avenue of Supdt NT-I. This provision recommended to be deleted and

100% provision should be cadred to fill up this post through DPC from the

Departmental candidates.

13.3. HORIZONTAL & VERTICAL DIMENSIONS OF THE CADRE.

13.4.1. Multiple Entry Points. The Cadre is built up by lateral entry of direct

recruits at levels L/Hand (NT), NT-II and NT-I. In addition to these direct recruits,

the cadre consists of a substantial Army quota at the levels of L/Hand, NT-II and

NT-I. Also there is lateral entry at NT II, which is filled by DPC candidates

coming from the Group D/ tradesmen – Overseer Steam. Consequent to the

multiple entry points, the following infirmities are developed: -

(a) Multiple entry system dilutes the principles of Homogeneity and hampers

the building up of a unified cadre from the base line at each stage of L/Hand, NT II

and NT I serves as its own base line.

(b) Career planning and promotion ladder of different groups of entrants have

different with the height with varying overtones.

(c) The DR entrants devote a good part of the time for under-study and

draining, thereby, reducing the overall effectiveness and productivity.

Contd ……P/43

43

(d) Promotion chances of entrants at L/Hand level are hurt by new entrants at

the level of NT II and NT I.

(e) Every time the candidate finds the base broadened with severity of ratio of

promotion level for higher rank.

13.4.2. Base Line. Analysis of this multi disciplinary approach indicates the

development of other cadres with following at base lines: -

Clerical Cadre - LDC (3050-4590)

Stores Cadre - SKT (3050-4590)

L/Hand (NT) (3050-4590) is analogous to these categories and should be

placed at the base line of NT Cadre. The entrants will have fair chance of getting

three promotions in the cadre to reach the appx and at least one promotion to

Officer Cadre (AAO).

Category of Mate is merged with Group ‗C‘ in 6th

CPC as Multi Skilled

Assistant. Hence, category of mate is recommended to be dispensed with.

13.4.3. Induction ratio at L/Hand level. The total direct recruits to the cadre are L/Hand –

130, + NT II- 118, + NT I- 36, + Supdt NT - 22 (Educationists) making a total of

405. It has been considered to increase the direct recruitment of Leading Hand

(NT) from 20% to 100% i.e. DR candidates 569 which will be commensurate to

the total strength and also this will bring the parity amongst the feeding cadres for

promotion to the officer cadre (Assistant Administrative Officer). More so, it will

have an added advantage of induction of well-qualified and younger candidates at

the L/Hand (NT) level who could be trained and effectively deployed on efficient

duties.

Contd ……P/44

44

13.4.4. Induction of DPC candidates from Overseer Stream. 40% posts of NT II are being

filled by candidates from Overseer stream. These candidates are from tradesmen

(Matriculate) and Mates (Matriculate) who have been promoted to Overseer based

on departmental test. The post of Overseer (DPC quota to Overseer from

tradesmen) has now been stopped (Chapter 3 Para 3.7.1.). Mason & Carpenter will

be an isolated category and will enjoy the benefit of financial up gradation under

ACP Scheme. Hence there is no need for induction to NT II from Overseer stream

and recommended to be stopped. The Overseer trade has been merged with JE and

hence Overseer trade does not exist. This induction can be dispensed with.

However, existing non Diploma Holder Work Asst/Work Supvr shall be

considered for promotion to this cadre till wasted out.

13.6. RESTRUCTURING OF UNITS

13.6.1. The NT Cadre (New redesignated as Admn Cadre) is placed in various units to

organize the discipline, general administration and welfare activities. These

elements have a direct bearing on the motivation and welfare of men. Therefore,

this cadre is to be suitably placed in the units keeping in view the fact that

functional superiority of the main activity of the unit is not lost to ensure that the

Admn Cadre is not placed unduly at a low level to lose its effectiveness. In view

of this, changes in the authorization of units have been recommended as shown in

Appendix ‗V‘ for the functional efficiencies.

13.7. RECOMMENDATION FOR THE CADRE REVIEW

13.7.1.

1. The name and Designation of the Cadre and posts in the NT Cadre is to be

changed as under:-

Existing Proposed

(a) Supdt. Non-Technical Senior Supvr (Adm)

(b) Supvr NT Gde-I

(c) Supvr NT Gde-II Supvr (Admn)

(d) L/Hand (NT) L/H (Admn).

2. Direct recruitment at Supervisor Non-Technical Grade I level to be

abolished. Since these has been merged with Supdt NT (Now Section Officer

(Admn)

3. Direct entry Supervisor NT II to be reduced at par with induction of UDC.

Contd ……P/45

45

4. Direct entry L/Hand (NT) to be made by induction of DR 100% instead of

20%. Entry to the L/Hand (NT) through DPC to be abolished.

5. Induction of DPC candidates from Overseer stream for the post of NT II to

be stopped.

6. Minimum qualification for direct recruitment of L/Hand (NT) to be 10+2

with or without experience but having NCC ‗B‘ certificate.

7. Restructuring of the units be done by up gradation of authorization of Supdt

NT by merging NT-I & Supdt NT cadre are in same grade pay.

8. Intake to the post of Senior Supvr (Adm) to be by 100% promotion instead

of 50% through DPC and 50% by Deputation.

13.7.2. Outline of Recruitment & Promotion Rules -Revised

Outline of R&P Rules are recommended as per book attached.

13.8 STRUCTURE OF RECOMMENDED CADRE

13.8.1. Improvements

(a) Leading Hand (Administration) to Senior Supvr (Adm) emerges as unified

cadre with Leading Hand (Administration) as a defined base line.

(b) Time dimension offers an age group of 25 to 45 for effective utilization as

Leading Hand (Administration) to Superintendent (Administration).

13.8.2. Strength of the Proposed Cadre

The existing strength and proposed strength is given in Annexure – VI.

13.9. IMMEDIATE EFFECT ON PROMOTION.

13.9.1. Increase/ Decrease due to Internal Adjustments

With the abolition of intake of 50% by deputation of Superintendent

(Administration) and direct recruitment of Supervisor (Administration) Grade-I

the number of vacancies will now be available for DPC at Supervisor (Admn)

Grade-I level (+53), Supdt (Admn) (+29).

13.10 FINANCIAL IMPLICATION

13.10.1 (a) Financial effect due to adjustment of DPC/DR quota is nil.

Contd ……P/46

46

13.10.2 (b) Financial effect due to restructuring of the units are attached as pr Appx – ‗F‘.

13.10.3 The net saving on account of the Cadre Review of Admn Cadre comes to

Rs. 14.59 lacs per anum.

13.11. RECOMMENDATION

The benefits motivation and essentiality of requirement on account of the Cadre

Review have already been discussed. There is no increase in the financial

implication rather there will be net saving of Rs. 14.59 lacs per annum. The Board

recommends acceptance of the proposal.

Contd ……P/47

47

CHAPTER-9

PARA MEDICAL STAFF

14.1 INTRODUCTION

14.1.1. Personnel of Border Roads Organisation are exposed to uncongenial climate and

difficult working conditions. Consequently the morbidity and mortality are high.

The role of medical and Para medical staff of BRO is, therefore, extremely

important in providing comprehensive medical and health care. Their presence in

remote and far-flung areas not only provide the qualitative health care in time but

also boost up the morale of the men once they are assured of medical cover in the

case of any eventuality. The Cadre, therefore, plays a vital role in Border Roads

Organisation.

14.2. SALIENT FEATURE OF EXISTING CADRE

14.2.1. In Border Roads Organisation, there are 5 Nos Medical Staging Section, 2 Nos

Medical Staging Unit, 58 Nos of Medical Inspection Room and 8 Nos of Dental

units forming the basic medical set-up. These units are suitably located in project

area according to workload and concentration of manpower. Apart from this major

establishment, a fair number of Para–medical staff mainly consisting of Nursing

Assistants and Leading Hand (Nursing) are provided with functional Platoons and

Road Construction Companies to provide primary medical cover to the sick and

wounded at the work site.

14.2.2. Present categories and strength of Para –medical staff is as follows:

Sl

No.

Category Strength

GREF ARMY TOTAL

1. Supervisor

(Nursing & Sanitation)

31 01 32

2. Leading Hand (Nursing) 229 115 344

3. Nursing Assistant 230 85 315

4. Laboratory Assistant 7 12 19

5. Laboratory Assistant (Micro) 02 0 02

6. Blood Transfusion Asstt 0 02 02

7. Operation Room Asstt 02 20 22

Total 501 235 736

Contd ……P/48

48

14.2.3. Out of the existing 7 (Seven) subordinate categories, Laboratory Assistant,

Laboratory Assistant (Microscopist) Blood Transfusion Assistant, and Operation

Room Assistant are of limited strength and have no promotional post. Except for

Laboratory Assistant (Microscopist) at present these categories are almost manned

by Army Medical Corps. Microscopists are of directly recruited GREF cadre.

Balance 3 categories of Nursing Assistant, Leading Hand (Nursing) and

Supervisor (Nursing & Sanitation) form the bulk of the medical cadre of the

Organisation. However, even these groups have difficulties in forming viable

cadre structure due to lack of proper rationalization. The pattern of cadre structure

prior to 6th

CPC has been as under : -

Promotional Cadre Isolated Categories

Supervisor (Nursing & Sanitation) 6th

CPC (a) Laboratory Assistant 6th

CPC

(Pay Scale : 4000-6000) G/Pay (Pay Scale: 3200-4900) G/Pay

DR- 50% DPC- 50%

GREF-40 ARMY- 1 2400/- 2000/-

(b) Laboratory Assistant

(Microscopists)

(Pay Scale: 3050-4590) 1900/-

Leading Hand (Nursing)

(Pay Scale: 4000-6000) 2400/-

DR-75% DPC- 25%

GREF-181 ARMY-115 (c) Blood Transfusion

Assistant

(Pay Scale: 3050-4590) 1900/-

Nursing Assistant

(Pay Scale: 2610-4000) 1800/-

DR- 100% DPC- Nil (d) Operation Room Asstt.

GREF- 169 ARMY- 75 (Pay Scale: 3050-4590) 1900/-

14.3. RECRUITMENT AND ENTRY AT PRESENT.

14.3.1. As per existing Recruitment Rules, 1982, the posts in the cadre can be filled by

direct recruitment (DR) and through Departmental Promotion Committee (DPC).

These are given below:-

(a) Sanitary Inspector

Direct Recruitment: 50%.

Contd ……P/49

49

Matriculate holding Sanitary Inspector Course with 5 years experience as Sanitary

Inspector or Passed Class I Course for Sanitary Assistant as laid down in Defence

Services Regulation, Qualification Regulation for Soldiers.

Promotion: 50%

Leading Hand (Nursing) with 5 years regular service in GREF. Should pass test or

Sanitary Inspector Course.

(b) Leading Hand (Nursing)

Direct Recruitment: 25%

Matriculate. Possessing recognized Nursing qualification and 3 years experience as

Nursing Assistant in Hospital. Must possess basic knowledge hygiene and

sanitation or passed Class I course of Nursing Assistant as laid down in Defence

Service Regulation, Qualification Regulation for Soldiers.

Promotion: 75%

Matriculate Nursing Assistant with 5 years service in GREF.

(c) Nursing Assistant.

Direct Recruitment: 100%

Matriculate with Science, passed First Aid Course prescribed by St John

Ambulance Brigade conducted by St. John Ambulance Association and has

practical experience for one year in a hospital. OR; Matriculate or equivalent.

Passed Class 2 Course for Nursing Assistant as laid down in Defence Services

Regulations, Qualification Regulation for Soldiers. Possessing Defence Trade

Certificate for Nursing Assistant. Or; Matriculate or equivalent passed with 2 years

regular service in GREF. Passed Nursing Assistant Class IV course from AMC

Centre and School Lucknow and Class III Nursing Assistant Training in a Military

Hospital.

Promotion: NIL

(d) Laboratory Assistant

Direct Recruitment: 100%

Possessing Laboratory Assistant Certificate issued by I.T.I with one year

experience as Laboratory Assistant in a Hospital, Or; Passed Class 1 Course for

Laboratory Technician as laid down in Defence Services Regulation, Qualification

Regulation for Soldiers.

Contd ……P/50

50

(e) Laboratory Assistant (Microscopist) :

Direct Recruitment: 100%

Matriculate with Medical Laboratory Technology certificate, OR; Matriculate,

Passed Class I course for Laboratory Technician as laid down in Defence Services

Regulations, Qualification Regulation for Soldiers.

(f) Blood Transfusion Assistant :

Direct Recruitment: 100%

Civilian Nurse having Matriculate and one year experience as Blood Transfusion

Assistant in a Civil Hospital or Blood Bank. Should pass trade test, OR;

Matriculate and passed Class 1 course for Blood Transfusion Assistant as laid

down in Defence Services Regulations, Qualification Regulation for Soldiers.

(g) Operation Room Assistant:

Direct Recruitment: 100%

Civilian Nurse Attendant who are Matriculate and having 2 years experience as

Operation Room Assistant in a Hospital, OR; Matriculate, passed Class 1 course

Operation Room Assistant as laid down in Defence Services Regulations,

Qualification Regulation for Soldiers/possessing Defence trade certificate for

Operation Room Assistant..

Contd ……P/51

51

14.3.2. Rate of Promotion

ARMY GREF

Supervisor (N & S) 1 40 50% DR ( 20)

20

(1: 9.05)

L/Hand (Nursing) 115 181 75% DR (136)

45

(1: 3.75)

Nursing Assistant 75 169 100% DR (169)

Out of the existing 7 categories in the medical cadre, 4 categories are of isolated

posts having no promotional avenue. For remaining 3 categories promotional

channel exist, but these are extremely slow due to lack of adequate promotional

posts. There is an urgent requirement to create and strengthen motivation of the

existing staff to give their best.

14.4. REVIEW BASED ON FUNCTIONAL AND PROMOTIONAL

REQUIREMENTS

14.4.1. DR/DPC Entrants.

Consequent to implementation of the recommendations of Sixth Central Pay

Commission the pay scale of Feeder grade and Fed grade have become identical,

thus the promotion from Leading Hand (Nursing) (Feeder grade Pay Scale Rs.

4000-6000) to Supervisor (Nursing & Sanitation) (Fed grade, pay scale Rs. 4000-

6000) can not be termed as a promotion.

Contd ……P/52

52

14.4.2. (a) Recruitment & Promotion Rules provide 25% DR at Leading Hand

(Nursing) and 50% DR at Supervisor (Nursing & Sanitation) levels.

(b) It is serious handicap to the promotions. Existing provision from Leading

(Nursing) to Supervisor (Nursing & Sanitation) can not be termed as Promotion in

real terms as both the feeder grade and fed grade are in identical pay scale.

Therefore, the higher grade is recommended to be placed in the pay band of Grade

Pay Rs 4200/-.

(c) The nature of duty of Leading Hand (Nursing) and Nursing Assistant is

same

(d) The strength of Nursing Assistant does not form viable feeding category to

L/Hand (Nursing). There are 169 (GREF) Nursing Assistant as against 181

Leading hand nursing (GREF). (75% DPC)

(e) Both Leading (Nursing) and Nursing Assistant are to be Matriculate and

there is very little difference in recruitment rules.

14.4.2. Restructuring and Redesignation of Medical Cadre

The apex post in the Medical Cadre is Supervisor (Nursing) and intake is 50% by

direct recruitment and 50% through promotion from Leading Hand (Nursing). The

structure and pyramid of the medical cadre is full of kinks. The designations of the

categories in the Medical Cadre are not in conformity with the job contents and

profession. The board recommends the re-structuring/ re-designation of the cadre.

14.5. RECOMMENDATION OF THE BOARD

14.5.1 i) At present there are 315 post of Nursing Assistant with Grade Pay Rs. 1800/- are

authorized. It is proposed to decrease it to 266 posts. The posts in the grade pay

1900 like Lab Asst (Micro), BTA, ORA can be are proposed to be merged and

redesignated as Sr Assistant (Nursing). The Lab Asst with GP-2000 will

automatically get his GP-2400 after ten years and can be promoted to Supvr (Nurs)

with Grade Pay Rs. 2400/- automatically on getting his MACP.

ii) LH (Nurs) and Nurs (Sup) to be merged being in same Grade Pay

iii) Existing Pharmacist in the Grade Pay of Rs. 2800/- to be placed as Sr Supdt

(Nurs) in the Grade Pay of Rs. 4200/-

iv) In HQ DGBR, One Sr Supdt (Nurs) and Two Nursing Asst have been catered

for.

Contd ……P/53

53

v) In HQ Project Sr Supdt & 2 Nursing Asst have been provided.

vi) No direct recruitment in the trade of Supvr.

vii) Minimum qualification for Nursing Assistant will be 10+2 from Science

stream.

(viii) The posts of Laboratory Assistant (Microscopists) be abolished.

(ix) The authorization of Laboratory Assistant, Blood Transfusion Assistant and

Operation Room Assistant should entirely be filled by Army personnel.

(x) Strength of Army personnel shall continue to be as present.

14.5. REVISED RECRUITMENT & PROMOTION RULES.

(a) Proposed changes in existing Recruitment & Promotional Rules are attached

as per book.

14.7. REVISED/ RESTRUCTURED STRENGTH OF THE CADRE

The authorization of categories in Medical Cadre to various formations/

units of the Organisation it given in Annexure - VII.

14.7.2. Ratio of Promotion

ARMY GREF

Supvr (Medical) Gde-I - 20 100% DPC

Supvr (Medical) Gde-II (1: 5.35)

- 107 100% DPC

(1: 2.35)

Medical Asstt 164 252 100% DR (252)

14.8 FINANCIAL IMPLICATION

14.8.1. The financial implication of the proposal has been worked out as attached as per

Appendix ―G‖.

Contd ……P/54

54

CHAPTER-10

SIGNAL CADRE

15.1. INTRODUCTION

15.1.1 Border Roads Organisation is deployed all along the Borders from East to West

including Andaman-Nicobar Islands and the deep deserts of Rajasthan. A well-laid

communication system forms the lifeline to co-coordinate the working of this

Organisation. The communication system is on Department of Telecommunication

(DOT) network and/or on separate independent BRO radio network in Department.

This communication network as (i) Telephone communication where DOT media

available (ii) Telex (DOT Medium) and Radio where no DOT medium available.

The communication network is to cater for HQ DGBR, Projects, Task Force,

RCCs, Functional/ Service Platoons, other allied units and other

formations/Deptts. The communication essentials are (i) forward and rear radio

communication (ii) horizontal and vertical radio message passing/ receiving (iii)

local line communication and maintenance of Project Headquarters Exchange and

(iv) manning of local exchanges.

15.1.2. The categories of personnel required to carry out the day to day functions of

communication fall in three well defined Streams as under : -

(a) Telephone Communication Stream – It consists of (i) Assistant Charge man

(Line) Signals, (ii) Leading Hand Signals (Lines), (iii) Telephone Operator

(iv) Lineman and (v) Telephone Mechanic.

(b) Signal Communication Stream – It consists of the sub-groups as under: -

(i) Radio Operator Sub-Group – It has Assistant Charge man Operator

(Signals), Leading Hand Signals Operator and Radio Operator.

(ii) Radio Mechanic Sub-Group – It has Foreman Signals, Charge man

Signals and Radio Mechanic.

(c) Cipher Supervisor Stream – It has (a) Supervisor Cipher Grade-I (Clerk

Upper Division Cipher Technical) and (b) Supervisor Cipher Grade-II.

Contd ……P/55

55

15.2. PRESENT CADRE

15.2.1. Strength. The existing force of signal personnel is as per Appendix … to …..

15.2.2. Scale of Pay of categories in Signal cadre.

Prerevised Revised as per 6th

CPC

1. Foreman Signals Rs. 5000-8000 G/Pay Rs.4200

2 Charge man Signals Rs. 4500-7000

3. Radio Mechanic

4. Asstt Charge man

Signals Operator

5. Assistant Charge man Rs. 4000-6000 G/Pay Rs.2400

(Lines) Signals

6. Supvr Cipher Gde-I

7. Super Cipher Gde-II

8. Leading Hand Signals

(Lines)

9. Leading Hand (Signal

Operator) Rs. 3050-4590 G/Pay Rs.1900

10. Radio Operator

11. Telephone Operator

12. Line Man

13. Telephone Mechanic Rs. 2610-4000 G/Pay Rs.1800

Contd ……P/56

56

15.3. HIERARCHICAL PATTERN

15.3.1. Telecommunication Stream

Assistant Charge man (Lines) Signals

GREF- 20 ARMY- NIL

DR - NIL

DPC- 100%

Pay Scale (4000-6000)

L/Hand Signals (Line) Telephone Operator

GREF- 10 ARMY- 06 GREF- 80 ARMY- NIL

DR - 33-1/3% DR - 66-2/3%

DPC- 66-2/3% DPC- 33-1/3%

Pay Scale (3050-4590) Pay Scale (3050-4590)

Lineman

GREF- 10 ARMY- 06

DR - 33-1/3%

DPC- 66-2/3%

Pay Scale (3050-4590)

(DR is by promotion of Matriculate Pioneers

Subject to passing of a Trade Test.)

15.4. SIGNAL COMMUNICATION STREAM

15.4.1. Sub Group of Radio Communication Stream. The existing pattern of this stream

is given below: -

Forman Signals (ARMY-3)

DR-NIL DPC-100%

(Pay Sc. (5000-8000)

Assistant Charge man

Operator (Signals) (GREF-15) Charge man Signals (GREF-22)

(ARMY-13) DR- NIL DPC- 100%

DR - NIL DPC- 100% (Pay Sc. (4500-7000)

Pay Sc.(4000-6000)

Leading Hand Radio Mechanic (GREF-28)

Signals Operators (GREF-46) (ARMY-10)

DR - NIL DPC- 100% DR- 75% DPC- 25%

Pay Sc.(3050-4590) (Pay Sc.(4000-6000)

Radio Operator

(GREF- 175) (ARMY-117)

DR - 100% DPC- NIL

Pay Sc. (3050-4590)

Contd ……P/57

57

15.4.2 Present Structure of Radio Operator Sub-Group.

This stream is operated by Categories (i) Radio Operator (ii) Leading Hand

Signals Operator & (iii) Assistant Charge man Signals Operator. Total Strength is

366. The Army quota with respect to Radio Operator (117) and ACM Signals

Operator (13) is quite substantial in proportion to the GREF quota and therefore,

we have taken an overview of the functioning of this stream by cumulative

strength. The existing structure of this stream is as given below: -

Assistant Charge man Operator (Signals) 28

DR - NIL DPC- 100%

Pay Sc. (4000-6000)

Leading Hand Signals Operators (GREF-46)

DR - NIL DPC- 100%

Pay Sc.(3050-4590)

Radio Operator 292

DR - 100% DPC- NIL

Pay Sc. (3050-4590)

15.4.3. Lineman and Telephone Mechanic Categories.

Categories of Lineman and Telephone Mechanic are two categories without

technical base. These two categories are in the grade pay of Rs. 1800/-. It is

recommended to merge these two grades with Grade of Pioneer.

15.4.4 Leading Hand Signal (Lines), Telephone Operator, Radio Operator and Leading

Hand Signal Operator

These four trades carry identical grade pay of Rs. 1900/-. All these trades are

interchangeable and one can perform the work of another with minimum training

where ever is required. As the promotional prospect in all these trades are very

bleak, it is proposed to merge all these grades and re-designate as Operator

(Communications).

Contd ……P/58

58

15.4.5 Radio Mechanic, Asst Chargeman Signals (Operator), Asst Chargeman Lines

(Signals), Supvr Cipher Gde-I & Gde-II

All these five trades are having same grade pay of Rs. 2400/-. Out of all these five

trades only the Radio Mech trade and Supvr Cipher Gde-II have Direct

Recruitment element. If all these grade are merged as there in same grade pay it

will result in economy without adversely affecting the functional aspects. It will

result in giving career up gradation prospect and bring in uniformity. After

merging of these trades it can be re-designated as ACM. The Direct Recruitment

to this grade can be limited to twenty percent only to meet the requirement of

Radio Mechanic.

15.4.5 Chargeman Signal – Chargeman Signal at present is in the grade pay of Rs. 2800/-.

Only Radio Mechanic get promotion to this grade as per existing R&P Rules. It is

recommended that all the five trades as mentioned in para 15.4.5 with grade pay

Rs. 2400/- should make to this grade on promotion. It is recommended that

Chargeman Signal can be re-designated as Chargeman.

15.4.6 Pay commission has envisaged three tier promotion in all grades failing which it

recommended MACP in three higher grades. Hence for the grade of Operator

Communication three tier promotion is envisaged by promotion to ACM

Chargeman and Senior Chargeman. Thus Senior Chargeman grade can be

introduced with Grade Pay Rs. 4200/- by promotion from the grade of Chargeman.

15.4.7 Personnel in the grades requiring diploma in Engineering Civil/Mechanical are

being re-designated as JE Civ/Mech. In the same line the diploma holders in the

grades of ACM / Chargeman can be given the grade pay of Rs. 4200/- by re-

designating as JE (Communication) with Grade Pay Rs. 4200/-. However the non-

diploma holders can be promoted from Chargeman in the Grade Pay of Rs. 2800

to Sr Chargeman in Grade Pay of Rs. 4200/-. In other words a diploma holder in

the grade of Rs. 4200/- will be designated as JE (Comn) whereas a non–diploma

holder with same grade pay will be designated as Sr Chargeman although both will

hold the same appointment against stroke posting of JE (Comn)/Sr Chargeman.

15.4.8 It is recommended that JE (Comn) having diploma qualification can be promoted

to the Grade of Asst Comn Officer with grade pay Rs. 4600/- considering that Govt

Contd ……P/59

59

has recommend MACP scheme with tier up gradation. As the personnel will

automatically will be entitled to grade pay of Rs. 4600/-, 4800/- and 5400/- on

MACP, there will not be any considerable financial loss to the Govt. if the post of

Asst Comn Officer and Comn Officer are created against the aforesaid Grade Pay.

On the above analogy although no matching saving is actually required for creation

of post of Asst Comn Officer and Comn Officer. Another reason why this post of

Asst Comn Officer at TF level has been recommended is that at present BRO is

getting new works in remote and Border areas particularly on Indo China Border

where communication will be a problem. Hence positioning Supervisory Officer

to look after the communication needs of the areas of the operation of the TF is

considered essential.

15.4.8 The overall picture will emerge as under:-

Existing Trade Auth Strength Re-designated as Proposed

Strength

Remarks

Line Man 35 Merged with

Pioneer

0

Telephone Mech 19

LH Sig Optr 66

331 490

18

75

Operator

(Communication) 457

Radio Optr

LH Sig Line

Telephone Optr

Radio Mech 53

33

33 187

16

52

ACM 103

ACM Optr Sig

ACM line Sig

Supvr Cipher-I

Supvr Cipher-II

Chargeman Sig 33 Chargeman 20

0 Sr Chargeman /

JE (Comn)

55

0 Asst Comn Offr 35

18 Comn

Officer/Capt

19

15.4.6 The existing and proposed R&P Rules are enclosed as per book.

15.4.7. CHANGE IN THE AUTHORISATION IN ESTABLISHMENT OF UNITS

The changes proposed in the authorization in Establishment of units are given in

the Annexure – VIII.

15.4.8. Also earlier process unfortunate by that specialized category of Radio Mechanic

did not get even one promotion in his life time. This has been addressed is the

cadre review by merging the trade. The proposed structure will be as under:-

Contd ……P/60

60

15.4.8 FINANCIAL IMPLICATION

15.4.9 The financial implication of the proposal has been worked out as attached as per

appendix ―H‖.

Contd ……P/61

61

CHAPTER-11

OPERATOR & DRIVER CADRE

16.1. INTRODUCTION

16.1.1. During November 1993, based on a CAT decision, the Government of India

introduced a promotional scheme for Staff Car Drivers working in the Government

of India, vide Department of Personnel & Training Office Memorandum, No.

22036/1/92 Estt (D) dated 30 Nov 1993 (Copy placed as Annexure N). After

consultation with the Ministry of Finance and Department of Personnel & Training

the provisions of the aforesaid scheme have been made applicable to the following

three categories of Drivers/Operators of Border Roads Organisation vide

Government of India, Ministry of Surface Transport, Border Roads Development

Board letter No. F.114 (8)/898-Pers/12803/AMDT/DGBR/EG2 dated 30 August,

1994, (Copy placed at Appendix ‗O‘).

16.1.2. The graded structure has further been modified as introduced vide Ministry of

Personnel, Public Grievances and Pensions (Department of Personnel and

Training) Office Memorandum No. 43019/94/96-Estt(D) dated 15 February 2001.

Sl No. Grade Pay Scale Percentage

1. Ordinary Grade Rs. 3050-4590 30

2. Grade-II Rs. 4000-6000 30

3. Grade-I Rs. 4500-7000 35

4. Special Grade Rs. 5000-8000 05

16.1.3. From the above, it is apparent that the Driver & Operator Cadre has adequate and

sufficient promotional avenues.

16.2. We have, however, examined the strength of Drivers & Operators with reference

to the Vehicles / Equipments held in the Organisation. There is a need to increase

the number of Drivers and Operators in the Organisation by matching reduction

from the Group D personnel.

Contd ……P/62

62

16.2.1. Existing and Proposed Strength in the Cadre is as under:-

Sl

No.

Category EXISTING PROPOSED

GREF ARMY TOTAL GREF ARMY TOTAL

1. Driver MT 5180 231 5411 5180 231 5411

2. OEM 1876 80 1956 1876 80 1956

3. Driver RR 919 - 919 919 - 919

Total 7975 911 8286 7975 911 8286

16.2.2. Proposed changes in the establishment of units are shown in the statement at

Annexure Q.

16.3. RECRUITMENT RULES

16.3.1. Entry in the Cadre is only at Ordinary grade through Direct recruitment from open

market and by promotion from Group C and D employees, as under: -

(a) Driver MT (Ordinary): Direct recruitment is 80% from the market

candidate who have passed 8th

Class and in possession of Heavy Driving Licence

with 3 years experience, Or, Passed class 3 course for Driver Plant and Mechanical

Transport/Driver Mechanical Transport as laid down in Defence Service

Regulations, Qualification Regulations for Soldiers.

Promotion: 20% by promotion of Group C and D employees who have passed 5th

Standard with 5 years regular service in GREF and possessing valid heavy driving

licence and subject to passing of a trade test.

(b) OEM (Ordinary): Direct recruitment is 80% from the market candidate

who have passed 8th

Class and in possession of Heavy Driving Licence with

3 years experience in operating Earth Moving Plants and subject to passing of a

trade test.

Promotion: 20% by promotion of Group C and D employees who have passed 5th

Standard with 5 years regular service in GREF and possessing valid heavy driving

licence and subject to passing of a trade test.

(c) Driver RR (Ordinary): By Promotion only (100%) from Group C and D

employees with 5 years regular service in GREF and possessing valid driving

licence for medium vehicles and subject to passing of a trade test.

Contd ……P/63

63

16.4 PROPOSED RECRUITMENT RULES

16.4.1.To improve the quality of the Drivers & Operators academic qualification is

proposed to raised from 8th

standard to 10th

standard. and to unify the cadre the

DPC entry at Ordinary grades level of the above three categories has been

recommended to be stopped and complete intake will be through the market with

higher qualification i.e. 10th

class + Heavy Driving Licence. Proposed Recruitment

Rules are as under: -

(a) Driver Mechanical Transport

(i) (Ordinary Grade) – 10th

Standard passed. Possessing valid heavy

driving licence, OR; Passed class 3 course of Driver Plant and Mechanical

Transport/Driver Mechanical Transport as laid down in Defence Services

Regulations, Qualification Regulations for Soldiers.

(ii) Grade-II – By promotion from Driver Mechanical Transport

Ordinary Grade in GREF subject to passing of a trade test.

(iii) Grade-I – By promotion from Driver Mechanical Transport

Grade-II with 5 years regular service as Driver MT Grade-II in GREF

subject to passing of a trade test.

(iv) Special Grade – By promotion from Driver Mechanical Grade-I

with 3 years regular service as Driver MT Grade-I in GREF subject to

passing of a trade test.

(b) Operator Excavating Machinery (OEM)

(i) (Ordinary Grade) – 10th

Standard passed. Possessing valid heavy

driving licence, OR; Passed class II course of Operator Excavating

Machinery as laid down in Defence Services Regulations, Qualification

Regulations for Soldiers.

(ii) Grade-II – By promotion from Operator Excavating Machinery

Ordinary Grade in GREF subject to passing of a trade test.

(iii) Grade-I – By promotion from Operator Excavating Machinery

Grade-II with 5 years regular service as OEM Grade-II in GREF subject to

passing of a trade test.

Contd ……P/64

64

(iv) Special Grade – By promotion from Operator Excavating

Machinery Grade-I with 3 years regular service as OEM Grade-I in GREF

subject to passing of a trade test.

(c) Driver Road Roller

(i) (Ordinary Grade) – 10th

Standard passed. Possessing valid heavy

driving licence, OR; Passed class II course for Driver Plant and Mechanical

Transport as laid down in Defence Services Regulations, Qualification

Regulations for Soldiers.

(ii) Grade-II – By promotion from Driver Road Roller Ordinary Grade

in GREF subject to passing of a trade test.

(iii) Grade-I – By promotion from Driver Road Roller Grade-II with 5

years regular service as Driver RR Grade-II in GREF subject to passing of

a trade test.

(iv) Special Grade – By promotion from Driver Road Roller Grade-I

with 3 years regular service as Driver RR Grade-I in GREF subject to

passing of a trade test.

16.5. CONCLUSION

Since there is no change in the authorised strength, financial implications not

affected. Unit wise existing / proposed authorization attached as per Annx –IX and

financial implication attached as per Appx ‗I‘

Contd ……P/65

65

CHAPTER-12

FIREMAN CADRE

17.1. INTRODUCTION

17.1.1. In the past, though the Fireman Cadre played a vital role in certain establishments

in Border Roads Organisation in prevention and control of fire yet with the

passage of time and proximity of the units to the cities where Government Fire

Service Organisation exists, it appeared that the importance of the Fireman cadre

lost. However with the induction of new units in Border areas and non-availability

of necessary help from near proximity this cadre has to be strengthened to cater for

the minimum requirement to safe guard against fire hazards to the man and

material of Organization. The above aspect in consideration, the fire cadre has to

be strengthened to discharge their roll effectively.

17.1.2. PRESENT CADRE STRENGTH

17.2.1.The authorization of Fireman Category in the following Formations/ Units of the

Organisation is as under:-

Sl

No.

Category GREF

Centre

EBW B/Depot TM Pl Total

1. Asstt Fire Supdt - - 1 - 1

2. Supvr Fire 1 1 1 1 4

3. L/H (Fire) 1 4 4 - 9

4. Fire Eng Dvr - 4 4 3 11

5. Fireman-I/II 2 4 18 7 31

Total 4 13 28 11 56

Establishment/ units where the Categories of Fire Cadre are authorized are shown

in the statement at Annexure R.

17.2.2. At present, as per Recruitment & Promotion Rules, the post of Assistant Fire

Superintendent, Supervisor Fire, Leading Hand (Fire), Fire Engine Driver and

Fireman Grade-I/II are filled by promotion. Break up details of the strength of

each category are shown below:-

Contd ……P/66

66

Sl

No.

Category Authorised Strength Present

Holding

Method of

GREF ARMY TOTAL DPC DR

1. Asstt Fire Supdt 1 - 1 - 100% -

2. Supvr Fire 4 - 4 1 100% -

3. L/H (Fire) 9 - 9 1 100% -

4. Fire Eng Dvr 11 - 11 3 100% -

5. Fireman-I/II 31 - 31 2 100% -

17.3. PRESENT PROBLEM WITH THE CADRE

17.3.1. The recruitment at entry point to the Fireman Cadre is at Fireman Grade-II, level

which is a Group D post, is mainly from Pioneers. As may be seen from above the

channel of promotion is not satisfactory. Keeping in view the 6th

CPC

recommendation, the Pioneers and Fireman will be of the same grade. Hence the

Fireman can be carved out against the strength of Pioneers and can be re-

designated as Pioneer (Fire). They can do duties of Pioneer as well as that of a

Fireman at the time of need by suitable training under multi-skill programme.

17.3.1.1. RECOMMENDATION OF THE BOARD

17.4.1. The Board recommends: -

(a) The Board recommends that cadre strength should be suitably beefed up so that

they can discharge duties effectively. From present strength of 56 the total

strength may be increased to 344. The promotional separation can be partly met

from the MACP introduced by the Govt and partly by increasing the Nos of post in

the grade Asst Fire Supdt, Supvr Fire, and Leading Hand (Fire) posts.

Trade Existing Proposed

Asst Fire Supdt 1 7

Supvr Fire 4 36

Leading Fire 9 43

Fire Engne Driver 11 0

Fireman 31 258

Contd ……P/67

67

(b) Element of fireman cadre has been proposed only in tunnel, GC, GR, SSTC,

IESPL, BW & Store Deport.

(c) The category of Fire Engine Driver need not be kept separately as the duties

can be discharged by DVR MT.

(d) The basic purpose of keeping a dedicated fireman cadre in the aforesaid

establishment is to ensure proper supervision against fire hazards as well as to take

the preliminary steps to douse the fire in small scale or even in large scale till help

from other sources received.

(e) The changes proposed in the authorization in Establishment of units are given

in the Annexure –X.

17.5. FINANCIAL EFFECT

17.5.1. The financial implication of the proposal has been worked out as attached

as per appendix ―J‖.

Contd ……P/68

68

CHAPTER-13

STENOGRAPHER CADRE

18.1. INTRODUCTION

18.1.1 Stenographer Cadre forms a part of the overall communication system of the

Organisation. In the network of units of the Border Roads Organisation this Cadre

is provided to the senior managers as communication aid. The system has wide

importance and practical advantage in speeding up disposal of cases as the spoken

language can be recorded with 1/6th

of the trouble and time that long hand

requires.

18.1.2 DOP & T extant orders lays down the scale of stenographic assistance to officers

in the subordinate offices of the Govt. of India. Further DOP&T orders dated

9.2.1990 stipulates that the entitlement of the stenographic assistance to officers in

the subordinate offices will be linked to the nature of jobs and quantum of work of

the officers which is to be determined by Staff Inspection Unit/ IWSU.

18.1.3 In the light of above, the number of posts and level of such posts have to be

determined on the basis of studies by SIU/ISWU. Therefore, the proposal in

respect of Stenographer Cadre has been delinked from this review and will be dealt

with separately in accordance with the DOP&T‘s extant orders on stenographic

assistance in the Organisation.

18.1.4 Consequent upon issue of Govt. of India, Ministry Personnel, Public Grievances

and Pension (Department of Personnel and Training) O. No. 22034/2/92-Estt (D)

fayed 06 August, 1999, the Stenographer cadre in Border Roads Organisation was

re-structured vide Govt. of India, Ministry of Surface Transport, BRDB letter No.

BRDB/06/94/2000-GE.I dated 02 June 2000

18.2.1 The present authorization Vs holding as on 30 Sep 2009 is as under:-

Trade G/Pay Auth Holding Method of Rectt

Sr Pvt Secy 4600 DPC

Pvt Secy 4200 DPC

Steno-I 4200 47 25 DPC

Steno-II 4200 82 55 DPC

Steno-III 2400 76 66 Direct Recruitment

Contd ……P/69

69

18.2.2 RECOMMENDATION OF THE BOARD

18.2.3 Prior to acceptance of 6th

CPC Report, posts of Sr Pvt Secy and Pvt Secy were

Group ‗B‘ Gaz and onus were Group ‗C‘ posts. It is recommended for merger of

Steno Gde-I and Steno Gde-II level as they are in same grade pay and

re-designated as Stenographer Gde-I. Stenographer Gde-III may be redesignated as

Stenographer.

The changes proposed in the authorization in Establishment of units are given in

the Annexure –XI.

FINANCIAL EFFECT

18.2.3 The financial implication of the proposal has been worked out as attached as per

appendix ―K‖.

Contd ……P/70

70

CHAPTER-14

HINDI CADRE

Introduction

19.1.1 The aim of this board is to suggest measures to rationalise in a manner to lend

functional efficiency to Hindi Cadre.

19.1.2 Although BRO was created in 1960 and was made permanent in 1969, Hindi Cadre

was introduced in BRO during 1982 with one Hindi Officer, 20 Hindi Translators

and 18 Hindi Typists. Keeping in view the workload and Govt emphasis on use of

Hindi for official purposes, more Hindi posts were sanctioned according to norms

prescribed by the Deptt of Official Language and deployed up to Task Force level.

At present following strength of Hindi Staff are authorised in BRO : -

(a) AD (OL) - 3 (1 Dte GBR, 1 for GREF Centre &

(PB3 Rs 15600-39100 1 for Trg School, Pune)

GP-5400/-)

(b) Senior Hindi Translator - 3 (01 Dte GBR & 02 in GREF Centre

(PB2 Rs 9300-34800, & Record respectively)

GP-4600/-)

(c) Hindi Translator - 62 (All Projects HQrs, independent

(PB2 Rs 9300-34800 Establishment & Task Forces)

GP-4200/-)

19.1.3 Hindi Staff was appointed and posted in Sep 1983.

19.1.4 The Hindi Translators presently held in the post have over more than

19.1.5 Years of service in the Deptt but are stagnating in the absence of promotional

avenues .

19.1.6 The existing R&P Rules provide that a Hindi Translator is eligible for promotion to

Sr Hindi Translator on completion of 5 years of service. After 8 years of service

one is eligible for promotion as Asst Dir (OL) to the Pay Band 3 of Rs 15600-

39100 with Grade Pay Rs 5400/-. Further Sr Hindi Translator is eligible for

promotion as Asst Dir (OL) after 3 years of service.

Contd ……P/71

71

19.1.7 Separate posts have been created by Rajbhasha Vibhag broadly for translation and

implementation work of OL Policy in other Min/Deptt whereas Hindi Staff in BRO

have to cater for the duties of both translation as well as implementation. In BRO,

apart from translation work of administration/ technical/legal terminology from

Hindi to English & vice-versa, Hindi Staff is responsible for arrangement of Hindi

Training, Hindi Typing & Stenography to non Hindi knowing staff, organising

Hindi Implementation Committee, review of minutes of quarterly Meeting of

Official Language Implementation Committee, attend meeting of town Official

Language Implementation Committee, Organisation of Hindi Workshop for

imparting practical working knowledge to employees, preparation of reference and

help literature for Hindi Workshop, compliance of Section 3(3) of Official

Language Act, 1963 and ensuring compliance of various other provisions of annual

programme envisaged by Department of Official Language.

19.1.8 Since 1986 no cadre review was carried out for Hindi Cadre. However, a proposal

for creation of following Hindi Staff is submitted before the Cadre Review

Committee for betterment and upgradation of Hindi Cadre.

(a) Sr Hindi Translator - 19 (01 each at all Project HQ, HQ DGBR, GC &

GR)

19.1.9 The Committee of Parliament on Official Language in their first report to the Govt

had recommended that various ministries should form their own separate cadre of

Hindi Officer/Personnel engaged in translation work in their subordinate offices

for implementation of Official Language Policy. This recommendation has been

accepted by the Govt with the remarks that ―Cadre may be formed wherever

feasible‖.

19.2.1 Govt of India, Deptt of Official Language vide their letter No 9/2/97-OL(Services)

dt 16 Jun 1999 have also experienced that owing to quantum of Hindi work being

done in BRO, Hindi Staff sanctioned is too less and strength needs to be enhanced.

Deptt of Official Language have, however, also suggested to create more posts

based on Work Study wherever norms do not permit for new creations.

19.2.2 Recommendations of Board

To have a rational pyramidal structure it is proposed that 15 posts of Hindi

Translators in PB2 (Rs 9300-34800, Grade Pay 4200) be upgraded to Sr Hindi

Translator in PB2 (Rs 9300-34800, Grade pay 4600) against surrender of 19 Hindi

Translators.

19.2.3 Existing Authorization and proposed strength is given in Appendix-XII.

19.2.4 FINANCIAL EFFECT

19.2.5 The financial implication of the proposal has been worked out as attached as per

appendix ―L‖.

Contd ……P/72

72

CHAPTER-15

MISCELLANEOUS CATEGORIES

20.1. INTRODUCTION

20.1.1 As Border Roads Organisation is basically a departmental construction agency;

bulk of the force consists of skilled and unskilled personnel. The skilled

categories are broadly divided into various cadre sub group according to the

functional requirement. Unskilled /semiskilled categories do not fall under such

sub group and are spread over units and sub units of the entire Organisation.

Unskilled work force of Pioneer, in addition, are grouped undo Pioneer

Companies.

20.1.2. 30 categories of skilled/ Semiskilled or unskilled have been review in this Chapter

as listed below:-

(1) Driver Engine Static

(2) Driller

(3) Welder

(4) Operator Tyre Repair Plant (OTRP)

(5) Moulder

(6) Blacksmith

(7) Copper & Tin Smith

(8) Turner

(9) Machinist

(10) Gate Keeper

(11) Pattern Maker

(12) Ferro printer

(13) Mate

(14) Pioneer

(15) Carpenter

(16) Upholster

(17) Boot Maker

(18) Daftry

Contd ……P/73

73

(19) Mason

(20) Painter

(21) Tailor

(22) Washer man

(23) Cook

(24) Mess Waiter

(25) Masalchi

(26) Barber

(27) Safaiwala

(28) Pipe Fitter

20.2.1 REVIEW

20.2.1. The following aspects have been examined:-

(a) The skilled/semi skilled & unskilled categories have inherent difficulty in

moving up the promotional background and / or formal technical education.

(b) The categories are mixed up of Matriculate and non-Matriculate candidates

with varying overtones in promotional channel. Therefore, each category has been

examined and it is found that in most of the cases promotions are not available and

it requires diversification of trade or learning new trade.

(c) Due to the applicability of elongated scale of pay, a number of categories have

been clubbed together, which dampens the zeal/ motivation for promotions.

20.2.2. The Group D categories are not feeder grade for any specific categories. By virtue

of being Group D they can take a chance for promotion to various categories, if

they have the requisite qualification and pass the laid down trade test. However,

very few personnel have been able to avail such opportunities.

Contd ……P/74

74

20..3. RECOMMENDATION

20.3.1. As per Assured Career Progression guidelines only those personnel get the benefit

of financial up gradation who are otherwise eligible for promotion to higher posts

as per the Recruitment and Promotion Rules. However, in case of isolated

categories such a condition need not be fulfilled. As such by removing Group D

personnel from various feeder grades, all of them will become eligible for financial

up gradation irrespective of the fact whether they are otherwise eligible for

promotion or not. As such it is proposed that Group D categories may be treated as

‗ISOLATED‘ so that all personnel these categories can avail three financial up

gradation under ACP Scheme.

20.3.2. Driver Engine Static:

Pay Scale Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

Existing:

DR: 33-1/3% DPC: 66/3%

Qualification:

Direct Recruitment: Certificate in Mechanic Motor/Vehicle/Tractor issued by

ITI/ITC/NCTVT or passed Classed 3 course for Driver Plant and Mechanical

Transport as laid down in Defence Services Regulations, Qualification Regulations

for Soldiers.

Promotion: Pioneer/ Driller with 5 /3 years service respectively subject to passing

of a trade test.

Recommendation:

(i) DR: 100% DPC: Nil

(ii) Qualification:

Direct Recruitment: Certificate in Mechanic Motor/ Vehicle/ Tractor issued by

ITI/ITC/NCTVT or passed Class 3 course for Driver Plant and Mechanical

Transport as laid down in Defence Services Regulations, Qualification Regulations

for Soldiers.

Promotion: Not Applicable.

(iii) Driver Engine Static be re-designated as ‗Operator Engine Static‘ to job

reflected of the job performed.

Contd ……P/75

75

(iv) Total Authorizations from 1205 be reduced to 1197 and the authorization of

posts in the units be revised accordingly.

(v) This category be treated as Isolated.

20.3.3. Driller

Pay Scale: Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

Existing:

DR 25% DPC 75%

Qualification:

Direct Recruitment: 5th

Standard passed. Practical proficiency by actual test/ trial.

Promotion: Mate (2650-4000) with 3 years service and Pioneer (2610-4000) with 5

years service in GREF subject to passing of a trade test.

Recommendation:

(i) DR 100% DPC Nil

(ii) Qualification:

Direct Recruitment: Minimum 10th

pass subject to passing of a trade test.

Promotion: Not applicable.

(iii) Total Authorizations from 69 be reduced to 22 and the authorization of posts

in the units be revised accordingly.

(iv) This category be treated as Isolated.

20.3.4 (A) Blacksmith:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 25% DPC: 75%

Qualification:

Direct Recruitment: Blacksmith Certificate from ITI/ITC/NCTVT with 1-year

experience/ Passed Class 2 course of Blacksmith as laid down in Defence Services

Regulations, Qualification Regulations for Soldiers.

Promotion: Pioneer/ Mate who have passed 5th

Standard with 7 /5 year‘s service

respectively subject to passing of a trade test.

Contd ……P/76

76

(B) Copper & Tin Smith:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 75% DPC: 25%

Qualification:

Direct Recruitment: Steel Metal Works Certificate from ITI/ ITC/ NCTVT with 1-

year experience/ Passed Class 2 course for Copper and Tin Smith as laid down in

Defence Services Regulations, Qualification Regulations for Soldiers.

Promotion: Pioneer/ Mate who have passed minimum 10th

pass/ITI with 7 /5

year‘s service respectively subject to passing of a trade test.

Recommendation:

(i) Duties and responsibilities of both the posts of Black Smith and Copper &

Tin Smith are identical. Further, the pay scale and qualification for DR and

Promotion are also similar. Blacksmith can do the job of Copper & Tin Smith.

Therefore, it is recommended that post of Copper & Tin Smith (14) be merged

with that of Blacksmith (189) and the strength be brought down to 144.

(ii) Intake to this category will be through direct recruitment only.

(ii) This category is treated as Isolated.

20.3.5. (A) Turner:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900

DR: 100% DPC: NIL

Qualification:

Direct Recruitment: Turner Certificate from ITI/ITC/NCTVT / Defence Trade

Certificate with one year experience/Passed Class II course for Turner as laid

down in Defence Services Regulations, Qualification Regulations for Soldiers.

(B) Machinist:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900

DR: 100% DPC: NIL

Qualification:

Direct Recruitment: Machinist Certificate from ITI/ ITC/ NCTVT/Defence Trade

Certificate with 1-year experience. Passed Class 2 course for Machinist as laid

down in Defence Services Regulations, Qualification Regulations for Soldiers.

Contd ……P/77

77

Recommendation:

(i) Duties and responsibilities of both the posts of Turner and Machinist are

identical. Further, the pay scale and qualification for DR are also similar.

Machinist can do the job of Turner. Therefore, it is recommended that posts of

Turner (123) and Machinist (25) be merged and the strength will be 114.

(ii) This category be treated as Isolated.

20.3.6. Welder:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900

DR: 50% DPC: 50%

Qualification:

Direct Recruitment: Welder (Electrical and Gas) Certificate from ITI/ ITC/

NCTVT/Defence Trade Certificate with 1-year experience, Or; Passed Class 2

course for Welder as laid down in Defence Services Regulations, Qualification

Regulations for Soldiers.

Recommendation:

(i) DR: 100% DPC: Nil

(ii) Qualification:

Direct Recruitment: No Change

(iii) The existing strength of 316 be brought down to 270.

(iv) This category be treated as Isolated.

20.3.7. Carpenter:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 75% DPC: 25%

Qualification:

Direct Recruitment: Carpenter Certificate from ITI/ITC/NCTVT or passed Class 2

course for Carpenter as laid down in Defence Services Regulations, Qualification

Regulations for Soldiers, or, 8th

Standard passed with 3 years experience in the

trade. Should pass trade test.

Promotion: Pioneer with 3 years service subject to passing of a trade test.

Contd ……P/78

78

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification: Minimum 10th

pass and Carpenter‘s certificate from

ITI/ITC/NCTVT

Direct Recruitment: No change.

Promotion: Not applicable.

(ii) Total Authorization is 429 and no change.

(iii)This category be treated as Isolated.

20.3.8. Upholster:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 75% DPC: 25%

Qualification:

Direct Recruitment: Passed 5th

Standard. Practical proficiency in the trade to be

tested by actual trial/ test.

Promotion: Boot maker with 3 years service subject to passing of a trade test for

Upholster.

Recommendation:

(i) DR: 100% DPC: Nil

(ii) Qualification:

Direct Recruitment: Minimum 10th

Pass subject to passing of a trade test for

Upholster.

Promotion: Not Applicable

(iii) No change in total strength.

(iv) This category be treated as Isolated.

20.3.9. Mason:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 50% DPC: 50%

Qualification:

Direct Recruitment: Building Construction/ Brick Mason Certificate from

ITI/ITC/NCTVT with 1-year experience. or passed Class 2 course for Mason as

laid down in Defence Services Regulations, Qualification Regulations for Soldiers,

or, 8th

Standard passed with 3 years experience in the trade. Should pass trade test.

Contd ……P/79

79

Promotion: Pioneer with 3 years service subject to passing of a trade test.

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification:

Direct Recruitment: Building Construction/ Brick Mason Certificate from

ITI/ITC/NCTVT or passed Class 2 course for Mason as laid down in Defence

Services Regulations, Qualification Regulations for Soldiers.

Promotion: Not applicable.

(ii) Total Authorizations from 1200 be reduced to 1198.

(iii) This category be treated as Isolated.

20.3.10.Painter:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 50% DPC: 50%

Qualification:

Direct Recruitment: Painter Certificate from ITI/ITC/NCTVT/ Defence Trade

Certificate or Proficiency in the trade by actual test/ trial.

Promotion: Pioneer with 3 years service subject to passing of a trade test.

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification:

Direct Recruitment: Painter Certificate from ITI/ITC/NCTVT/ Defence Trade

Certificate.

Promotion: Not applicable.

(ii) There is no change in the Authorised strength of 357.

(iii) This category be treated as Isolated.

20.3.11.Washer man:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 50% DPC: 50%

Qualification:

Direct Recruitment: Passed 5th

Standard. Practical proficiency in the trade to be

tested by actual test/ trial.

Promotion: Pioneer with 3 years service subject to passing of a trade test.

Contd ……P/80

80

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification:

Direct Recruitment: Minimum 10th

pass. Practical proficiency in the trade to be

tested by actual test/ trial.

Promotion: Not applicable.

(iii) This category be treated as Isolated.

20.3.12.Cook:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 50% DPC: 50%

Qualification:

Direct Recruitment: Passed 5th

Standard. Practical proficiency in the trade to be

tested by actual test/ trial.

Promotion: Masalchi, Mess Waiter and Pioneer with 3 years service in GREF in

the proportion 30%: 30%: 40% subject to passing of a trade test.

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification:

Direct Recruitment: Minimum 10th

pass. Practical proficiency in the trade to be

tested by actual test/ trial.

Promotion: Not applicable.

(iii) Total Authorization is 1155. No change in the Authorised strength.

(iv)This category be treated as Isolated.

20.3.13.Mess Waiter:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 100% DPC: NIL

Qualification:

Direct Recruitment: 5th

Standard. Preferably served in a hotel/ mess on the job for

at least 1 year.

Promotion: Not applicable.

Contd ……P/81

81

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification: Minimum 10th

pass. Preferably served in a hotel/ mess on the job

for at least 1 year.

Direct Recruitment:

Promotion: Not applicable.

(iii) No change in the total authorizations of posts (total posts 139).

(iv) To be treated as Isolated.

20.3.14.Safaiwala

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 100% DPC: NIL

Qualification:

Direct Recruitment: Nil Desirable: Passed 5th

Standard.

Promotion: Not applicable.

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification: Minimum 10th

pass.

Direct Recruitment:

Promotion: Not applicable.

(iii) No change in the Authorised Strength of 832.

(iv) To be treated as Isolated.

20.3.15.Barber:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 75% DPC: 25%

Qualification:

Direct Recruitment: Passed 5th

Standard. Practical proficiency by actual trial/ test.

Promotion: Pioneer with 3 years regular service in GREF subject to passing of a

trade test. For Barber.

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification: 10th

Pass.

Contd ……P/82

82

Direct Recruitment:

Promotion: Not applicable.

(iii) No change in the Authorised Strength of 12.

(iv) To be treated as Isolated.

20..3.16.Pipe Fitter:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 50 DPC: 25%

Qualification:

Direct Recruitment: Matriculate. Certificate from ITI/ITC/NCTVT in the trade of

Pipe Fitter/ Plumber from a recognized Institute, OR; Ex-serviceman with

equivalent Army qualifications in the appropriate trade with 3 years service.

Desirable: Matriculate. Three years experience in the appropriate trade in any

large / recognized Sanitary ware establishment of repute.

Promotion: By promotion from Group D carrying pay scale lower than that of

Pipe Fitter, who have passed 8th

standard and having 5 years regular service in

GREF and subject to passing of a trade test.

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification: Minimum 10th

Pass/ITI.

Direct Recruitment: No change.

Promotion: Not applicable.

(iii) No change in the strength.

(iv) To be treated as Isolated.

20.3.17.Pioneer:

Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800

DR: 100% DPC: NIL

Qualification:

Direct Recruitment: Passed 8th

Standard.

Promotion: Not applicable.

Pioneer has multi-channel promotional prospects.

Contd ……P/83

83

Recommendation:

(i) DR: 100% DPC: NIL

(ii) Qualification : Minimum 10th

Pass/ITI

(iii) Direct Recruitment: No change.

Promotion: Not applicable.

(iv) No change in the Authorised Strength of 8936.

(v) To be treated as Isolated.

20.2 POSTS PROPOSED FOR ABOLITION

20.4.1. The following categories have been examined. In the deliberations, it is observed

that there is little requirement of these trades now days and these categories have

lost their utility in the present context. Therefore, recommended to be abolished: -

S/No. Category Grade

Pay

(in

PB-1)

Total

Nos of

Posts

Method of

recruitment

DR DPC

(i) Operator Tyre Repair Plant 1900 07 NIL 100%

(ii) Gate Keeper 1900 09 NIL 100%

(iii) Pattern Maker 1900 02 NIL 100%

(iv) Ferro Printer 1800 121 NIL 100%

(v) Moulder 1800 05 25% 75%

(vi) Mate 1800 276 NIL 100%

(vii) Boot Maker 1800 35 75% 25%

(viii) Daftry 1800 62 NIL 100%

(ix) Tailor 1800 64 75% 25%

(x) Masalchi 1800 148 100% NIL

(xi) Barber 1800 12 75% 25%

(xii) Pipe Fitter 1800 06 50% 50%

(xiii) Washer man 1800 79 50% 50%

(xiv) Upholster 1800 46 75% 25%

(xv) Copper & Tin Smith 1800 14 75% 25%

Total No. of Posts to be abolished 886

Contd ……P/84

84

20.5. REVISED CADRE STRENGTH.

20.5.1. Revised Cadre strength is given below: -

Sl No. Category Existing

Strength

Proposed

Strength

1. DES 1205 1197

2. Driller 69 22

3. Blacksmith 189 138

4. Copper & Tin Smith 14 -

5. Machinists 25 25

6. Turner 123 89

7. Welder 316 270

8. Carpenter 429 429

9. Upholster 46 -

10. Mason 1200 1198

11. Painter 357 357

12. Washer man 79 -

13. Cook 1155 1155

14. Mess Waiter 139 139

15. Safaiwala 832 832

16. Barber 12 -

17. Pipe Fitter 06 -

18. Pioneer 8936 8936

Total 15132 8936

Existing Authorization proposed and strength is given in Appendix-XIII.

Contd ……P/85

85

20.6. FINANCIAL EFFECT

20.6.1 The financial implication of the proposal has been worked out as attached as per

appendix ―M‖.

Contd ……P/86

86

CHAPTER-16

SECURITY CADRE

INTRODUCTION

21.1.1 The different units of the Projects of Border Roads Organisation (BRO) are

deployed in remote and extremist/insurgency prone areas of the Country. Due to the

scattered nature of civil works the personnel and stores are deployed in remote areas

where no security arrangements are available. The local police/ administration are also

not available in such sites where works are executed. Due to such nature of environment,

the BRO for the safety and security of its own employees and resources should keep

dedicated security cadre of its own.

PROPOSAL

21.1.2 Personnel trained in Arms & Amn are required to be raised as a security cadre for

the BRO. However, BRO does not have adequate infrastructure to train man-power in

Arms and Ammunition, the BRO cannot raise such a cadre on its own. This can be easily

done by requisitioning TA Bn from Army who are well equipped and trained in Arms &

Amn to provide the required security to BRO‘s man and resources.

21.1.3 The following Projects require such security considering their present deployment

and works involved:-

Arunank

Dantak - Partially required.

Pushpak

Sewak

Udayak

Vartak

Hirak - Partially required

Beacon

Sampark

Setuk

Contd ……P/87

87

21.1.4 The following Projects may not require such security considering their present

deployment:-

Chetak

Deepak

Himank

Shivalik

Swastik

Rohtang Tunnel

21.1.5 Considering the above, the Organisation requires Ten (TA Battalion) inclusive of

the companies there under. At present we have strength of two Bn from TA and three

Army Pnr Companies, comprising of a total strength of 2016. The details of their present

deployment are shown below:-

S/No Project Army Pnr Coy Army TA Coy Armed

Sappers

Total

Strength

a) Arunank Two sec of 1815

PC (Army) = 26

28 54

b) Beacon Bn HQ 155 Inf Bn (TA)

plus five Coys = 642

09 651

c) Dantak Two Sec of 1815

PC (Army) = 29

- 2 31

d) Hirak 1563 Pnr Coy

(Army) less two

sec = 180

- - 180

e) Pushpak - One Pl ex 107 Inf Bn

(TA) = 29

39 68

f) Sampark 1816 Pnr Coy

(Army) = 200

One Coy ex 155 Inf Bn

(TA) =98

02 300

g) Setuk - One Coy less Pl ex 107

Inf Bn (TA) = 69

42 111

h) Sewak - Two Coys of 107 Inf Bn

(TA) (77+98) = 175

83 258

j) Swastik - - 23 23

k) Udayak - One Coy ewx 107 Inf Bn

(TA) = 98

55 153

l) Vartak 1815 Pnr Coy

(Army) less five

sec = 132

- - 132

m) EBW One sec of 1815

Pnr Coy (Army) =

13

- - 13

n) GREF

Centre

- - 22 22

o) HQ

DGBR

2 Sec of 1563 Pnr

Coy (Army) = 20

- - 20

Total 600 1111 305 2016

Contd ……P/88

88

21.1.6 Hence considering the existing security strength available with the Organisation,

additional seven Territorial Army Battalion may be requisitioned for security need of

BRO.

Contd…P/89

*****

89

19.6. FINANCIAL EFFECT

19.6.1. Financial effect on abolition of posts in the miscellaneous categories worked

out as under:-

Sl

No.

Category Increased

(+)

Decreased

(-)

Capitation

Rates P.M.

Total

(i) O.T.R.P.

PB-1 G/P 1900

- 07 21463.00 (-) 1,50,241.00

(ii) Gate Keeper

PV-1 G/P 1900

- 09 21463.00 (-) 1,93,167.00

(iii) Pattern Maker

PB-1 G/P 1900

- 02 21463.00 (-) 42,926.00

(iv) Ferro Printer

PB-1 G/P 1900

- 121 20796.00 (-) 25,16,316.00

(v) Moulder

PB-1 G/P 1900

- 05 20796.00 (-) 1,03,980.00

(vi) Mate

PB-1 G/P 1800

- 276 20124.00 (-) 55,54,224.00

(vii) Boot Maker

PB-1 G/P 1800

- 35 20009.00 (-) 7,00,315.00

(viii) Daftry

PB-1 G/P 1800

- 62 18933.00 (-) 11,73,846.00

(ix) Tailor

PB-1 G/P 1800

- 64 20009.00 (-) 12,80,576.00

(x) Masalchi

PB-1 G/P 1800

- 148 20009.00 (-) 29,61,332.00

(xi) Barber

PB-1 G/P 1800

- 12 20009.00 (-) 2,40,108.00

(xii) Pipe Fitter

PB-1 G/P 1800

- 06 20009.00 (-) 1,20,054.00

(xiii) Washer man

PB-1 G/P 1800

- 79 20009.00 (-) 15,80,711.00

(xiv) Upholster

PB-1 G/P 1800

- 46 20009.00 (-) 9,20,414.00

(xv) Copper & Tinsmith

PB-1 G/P 1800

- 14 20009.00 (-) 2,80,126.00

TOTAL 886 (-)1,78,18,336.00

90

Saving per month : Rs. 1,78,18,336.00

Saving per annum : Rs. 1,78,18,336.00 x 12 = 21,38,20,032.00

Say Rs. 2138.20 lacs per annum.

Contd ……P/84

19.6.2. Financial effect on increase/decrease of posts in the miscellaneous categories

worked out as under: -

Sl

No.

Category Increased

(+)

Decreased

(-)

Capitation

Rates P.M.

Total

1. DES

PB-1 G/P 1800

- 08 20009.00 (-) 1,60,072.00

2. Driller

PB-1 G/P 1800

- 47 20009.00 (-) 9,40,423.00

3. Blacksmith

PB-1 G/P 1800

- 51 20009.00 (-) 10,20,459.00

4. Copper &

Tinsmith PB-1 G/P

1800

- - 20009.00 ……………...

7. Welder

PB-1 G/P 1900 - 46 21463.00 (-) 9,87,298.00

8. Carpenter

PB-1 G/P 1800 - - 20009.00 ……………...

10. Mason

PB-1 G/P 1800 - 02 20009.00 (-) 40,018.00

11. Painter

PB-1 G/P 1800 - - 20009.00 ……………...

13. Cook

PB-1 G/P 1800 - - 20009.00 ……………...

14. Safaiwala

PB-1 G/P 1800 - - 20009.00 ……………...

15. Barber

PB-1 G/P 1800 - - 20009.00 ……………...

17. Pioneer

PB-1 G/P 1800 - - 20009.00 ……………...

TOTAL - 154 (-) 31,48,270.00

Financial Saving per month : Rs. 31,48,270.00

Saving per annum : Rs. 31,48,270.00 x 12 = 3,77,79,240.00

SAY Rs. 377.79 Lakhs.

(1) On abolition of categories : Rs. 2138.20 Lakhs

(2) On increase/decrease of posts : Rs. 377.79 Lakhs

91

Total savings p.a. : Rs. 2515.99 Lakhs p.a.

Contd ……P/87