4.1 Model Statutes 2015 With Index

Working DocumentModel University Statutes (Draft)S.#Title Page #

1.Teachers appointment & scales of pay Statutes, 2015

2.Service Statutes, 2015

3.Administrative staff appointment and scales of pay Statutes, 2015

4.Support staff appointment, promotion & scales of pay Statutes, 2015

5.Pension and gratuity Statutes, 2015

6.Insurance Statutes, 2015

7.Employees general provident fund Statutes, 2015

8.Benevolent fund Statutes, 2015

9.Authorities of the university

10.Annual report Statutes 2015

11.Fee and other miscellaneous charges Statutes, 2015

12.Maintenance of register of the registered graduates Statutes, 2015

13.Affiliation and de-affiliation of educational institutionsAnd related matters Statutes, 2015

14Tenure track Statutes, 2015

15.Election to the syndicate Statutes, 2015

16.Election to the senate Statutes, 2015

17.Admission of educational institutions to the privileges of the university and withdrawal of such privileges Statutes, 2015

18.Powers and duties of officers and teachers Statutes, 2015

19.Conditions under which the university may enter into agreements with other institutions/organizations or with public bodies for purposes of research and advisory services Statutes, 2015

20.Professors emeritus Statutes, 2015

21.Award of meritorious professor basic pay scale-22 Statutes, 2015

22.Conditions under which the university may enter into agreements with other institutions or with public bodies for purposes of research and advisory services Statutes, 2015

23.Employees efficiency and discipline Statutes, 2015

24.Leave Statutes, 2015

25.Form and manner for maintenance of university accounts, statutes, 2015

26.Audit of accounts Statutes, 2015

27.Honorary degrees Statutes, 2015

28.Fee Statutes, 2015

29.Emergency committee Statutes, 2015

30.Re-Employment Of Superannuated/ Retired Persons In The University Service Statutes, 2015

31.Statutes for plagiarism and cheating Statutes, 2015

32.Employees and Positions Upgradation Statutes, 2015

TEACHERS APPOINTMENT & SCALES OF PAY STATUTES, 2015Title1. Framed in pursuance of Section 28(1) (d) of the Khyber Pakhtunkhwa Universities Act, 2012, the Statutes shall be called Teachers Appointment & Scales of Pay Statutes, 2015.Commencement2. The Statutes shall come into force at once.Application3. The Statutes shall apply to Teachers, as defined in Clause (y) of Section-2 of The Khyber Pakhtunkhwa Universities, Act 2012, as given below:Teachers include Professors, Associate Professors, Assistant Professors, Lecturers and Research staff engaged whole time by the University for teaching degree, honours or post-graduate classes, and such other persons as may be declared to be teachers by the Regulations;Definitions 4. (i)In the Statutes, unless the context otherwise requires, the following expressions shall have the meanings assigned to them as under:a. Act means the Khyber Pakhtunkhwa Universities Act, 2012.b. University means the University of .c. Selection Board means Selection Board of the University.d. Initial Recruitment means appointment other than by promotion or transfer.e. Government means Government of Khyber Pakhtunkhwa.f. Pay includes special pay, personal pay or any other emolument, which is specially classed as pay.g. Schedule means the Schedule annexed to the Statutes.h. Substantive Pay means the basic pay, other than special pay, personal pay, etc., to which a University Employee is entitled on account of his substantive appointment to a post in a specified pay scale.i. The pronoun He refers to male or female employee, as the case may be. (ii)All other expressions, used in the Statutes, shall have the same meanings as are assigned to them by Section-2 of the Act.Method of Appointment 5. Appointment to various posts of Teachers shall be made by initial recruitment, after due publicity of the vacancies in the National Press as well as on the University website.6. Appointment to these posts shall be made by the Syndicate, on recommendations of the Selection Board, subject to fulfillment of the conditions of educational qualifications and experience, as shown in the Schedule to the Statutes.7. Teachers sent by the University for higher education/training abroad, shall be considered for appointment to higher scales of pay, provided they apply for the advertised post and compete in person/visual electronic media in the Selection Board.8. Criteria for evaluation of the candidates for selection shall be such as prescribed by the Syndicate.9. Test, interview or other method of evaluation of the candidates shall be such as prescribed by the Syndicate.10. On promotion/ appointment to next higher post, the actual pay of the higher post should be given to him only when he resumes the duties of the higher post on his return from training.Basic Pay Scales and Other Fringe Benefits11. The Teachers shall be governed by the Schemes of Basic Pay Scales and other related benefits, sanctioned by the Government for its employees from time to time, subject to their adoption by the University.12. The following Basic Pay Scales shall be admissible to Teachers:S. No.PostBPS

i.Lecturer or equivalent18

ii.Assistant Professor or equivalent19

iii.Associate Professor or equivalent20

iv.Professor or equivalent21

Fixation of Pay on Appointment to Higher Post14. When a Teacher is appointed from a lower post to higher post, where the stage in the scale of pay of the higher post, next above the Substantive Pay of the teacher concerned in the scale of pay of the lower post, gives a pay increase equal to or less than a full increment in the pay scale of higher post, the initial pay in the scale of pay of the higher post shall be fixed after allowing a premature increment in the scale of pay of the higher post.Increments15.Increments in Basic Pay Scales shall fall due on the first day of December, following the completion of at least six months service at a stage, in the relevant scale of pay.Provided that if an employee, before reaching the maximum of the pay scale, is appointed to a higher scale of pay, or is brought to a higher scale due to upgradation of his post, between 2nd June and 30th November of a calendar year, he may, at his option, get his pay refixed in the higher scale on 1st December of that year, with reference to his presumptive pay in his lower scale, if that is more beneficial to him.16. Age LimitS.No.PositionMinimum Limit (yrs)Upper Limit (yrs)

1Lecturer2330

2Assistant Professor*2835

3Associate Professor*3440

4Professor*4055

(*) Not applicable to existing faculty members of the University.Advance Increments for Higher Qualifications17. As prescribed in Section-6 (iv), Section-17 read with Section-20 (c) & (i) of the Act, the terms and conditions of employment of the Officers, Teachers and other employees of the University may be different from those applicable to Government servants in general; and the Selection Board in certain cases may recommend up to four advance increments at the time of initial appointment. Allowances18. The following monthly allowances shall be admissible.i.House Rent Allowance (a) A Teacher who has not been provided residential accommodation, in his name, by the University shall be entitled to House Rent Allowance at 45% of the minimum of the relevant Scale of Pay 2008 or as revised by the syndicate from time to time, irrespective of where he resides,Provided that if one of the spouses has been allotted accommodation by the University or hired accommodation, the other one will be entitled to get House Rent Allowance. (b) In case of University accommodation, additional 5% of the basic pay will be charged for house maintenance.ii.Conveyance Allowance per month subject to revision by Syndicate from time to time.

a)Teachers BS-17 to BS-22 who have no vehicles will be entitled to:-Rs.5000

b)Teachers BS-20 & above who owns Personal Car will be entitled to P.O.L charges subject to providing attested copy of Car Registration transferred on his/her name.Rs.9000

c)Dean, Chairperson, Director of Institute and Head of Departments will be provided official vehicle subject to availability.P.O.L as per entitlement

iii.Medical AllowanceThis allowance shall be admissible at the following rates:-I.For Married Employees:@ 35% of the Basic Pay subject to maximum of Rs. 8320/- p.m. II.For Un-Married Employees@ 17.5 % of the Basic Pay subject to maximum of Rs. 4160/-p.m.Note: - Reimbursement will be allowed in case of indoor treatment in Government hospitals and those private hospitals listed on the University panel. In case of emergency referred to by the Senior Registrar of the Government hospitals, outdoor medical reimbursement is also allowed approved by the Syndicate on recommendation of the F&PC. In addition reimbursement of X-Rays, M.R.I, C.T. Scan, Ultrasound and other Laboratory tests would be admissible.iv. Entertainment AllowanceEntertainment allowance shall be admissible to all employees in BPS-19 & above on syndicate approved rates.v.Senior Post AllowanceSenior Post Allowance shall be admissible to employees in BPS-20 &above at the rate approved by Syndicate.vi.Orderly AllowanceAll University employees in BPS-20 and above shall be entitled to orderly allowance as approved by syndicate.vii. PhD stipend:-An indigenous PhD stipend of Rs.2250/- per month will be admissible to all those employees who undertake PhD degree during service and shall be admissible for a period not exceeding 36 months irrespective of their Basic Pay Scales. Stipend shall, however, stand discontinued on the receipt of another Scholarship.viii. Special Science & Technology Allowance:- A Special Science & Technology Allowance @ of Rs.7500/- per month (as revised from time to time) shall be admissible to all those employees who hold a Ph.D. /D.Sc. degree, irrespective of their Basic Pay Scales. ix.Headship allowanceFaculty members holding the following positions on additional charge basis shall be entitled to monthly allowances, indicated against each subject to revision by Syndicate:-PositionRupees

a.Dean of Faculty5000

b.Chairperson of Department /Director and Sectional Head. 4000

c.Addl. Director Teaching/ Addl. Registrar/ Addl. D.F/ Associate Director Farm/ Addl. / Senior Warden/ Addl. Provost/ Addl. DASAR/ Dy. Chief Proctor/ Dy. Provost/ Dy. DASAR and Warden.Note: Faculty member holding the position of any other office without any vacant sanctioned post shall also be entitled to monthly allowance.

3000

x.Focal Person allowanceFaculty members holding the position of Focal Person of HEC or other office without any vacant sanctioned post shall be entitled to monthly allowance of Rs.2000/- subject to revision by Syndicate.xi.Telephone/DSL reimbursement facility.The telephone, DSL and mobile bills reimbursement will be permissible to the entitled faculty as approved by Syndicate.Additions and Alterations to the Schedule19.The Syndicate may, from time to time, create a new post, abolish or re-designate an existing post or make other additions/alterations in the Schedule, with such conditions as it may deem fit, in accordance with the provisions of the Act.Removal of Difficulties20.If any difficulty arises in giving effect to any of the provisions of the Statutes, the Syndicate in individual cases may make such decision, not inconsistent with the provisions of the Statutes, or the Act as may appear to be necessary for the purpose of removing the difficulty.Interpretation 21.Whenever a dispute arises in the application or interpretation of the Statutes, it shall be referred to the Anomaly Committee, appointed by the Syndicate. The decision of the Syndicate in all such cases, after consideration of the recommendations of the Anomaly Committee, shall be final.Anomaly Committee22. Whenever a dispute arises in the application or interpretation of these Statutes, it shall be referred to the following Anomaly Committee.(a) Vice Chancellor Convener(b) Two Deans to be nominated by the Vice Chancellor Member(c) Director Academics Member(d) Chairman / HOS of the concerned department / section Member(e) Registrar Member /Secretary(f) Nominee of the Higher Education Department, Khyber Pakhtunkhwa Member(g) Nominee of the Establishment Department,Khyber Pakhtunkhwa Member(h) Nominee of the Finance Department,Khyber Pakhtunkhwa MemberThe recommendations of the Anomaly Committee shall be placed before the Syndicate for consideration. The decision of the Syndicate shall be final.Schedule Qualification & Experience Required for Appointment toVarious Posts of Teachers S.No.PostBPSMinimum Required Qualification

Each University should propose an exhaustive list of kind of existing positions as well those they foresee that they may require in future. They may also propose minimum qualification and experience based on their experience of recruitment. Utmost effort be made to prepare an exhaustive list of positions in each of the schedule. Specialized universities like Agriculture, UET, KMU etc., may propose separate schedules taking care of the first two bullets.

SERVICE STATUTES, 2015

Title1.The Statutes framed in pursuance of Section 28 (1) (d) and Section 41(1) of the Khyber Pakhtunkhwa Universities Act, 2012, shall be called Service Statutes, 2015.Commencement2.The Statutes shall come into force at once.Application3.The Statutes shall apply to all persons in the service of the University, except:(a)a person appointed on contract;(b)a person serving in the University on deputation from another organization;(c)the staff paid from contingencies, or serving on work-charged or part-time basis, or persons employed occasionally, whose appointments are governed by the letters of their appointment.Definitions4 (i)In the Statutes, unless the context otherwise requires, the following expressions shall have the meanings hereby, respectively, assigned to them as under:(a) Government means the Government of Khyber Pakhtunkhwa.(b) "University" means The University of .(c) "Employee" means a university employee to whom the Statutes apply in terms of Statute 3 above.(d) Act means Khyber Pakhtunkhwa Universities Act, 2012.(e) "Appointing Authority" means an officer/authority, which is competent to make appointment to a post under the Act.(f) "Prescribed" means prescribed by the Statutes or other Statutes, Regulations and Rules made under the Act.(g) "Temporary Post" means a post sanctioned for a limited time.(h) "Permanent Post" means a post sanctioned without limit of time.(i) "Initial Appointment" means appointment made otherwise than by promotion or transfer.(j) "Regular Appointment" means an appointment made in accordance with the prescribed procedure against a clear vacancy.(k) "Adhoc Appointment" means appointment of a duly qualified person made otherwise than in accordance with the prescribed manner of recruitment, pending recruitment in accordance with such manner.(l) "Pay" means the amount drawn monthly by an employee as pay, special pay, personal pay, technical pay, or any other emoluments.(m) "Emoluments" means the amount drawn monthly by an employee as pay or allowances of any description.(n) "Presumptive Pay" of a post means the pay to which an employee would be entitled if he held the post in a substantive capacity and were performing its (o) "Foreign Service" means service in which an employee receives emoluments, with the sanction of the University, from a source other than the University Funds. (p) "Substantive Pay" means the basic pay, other than special pay, personal pay, etc., to which an employee is entitled on account of his substantive appointment to a post in a specified pay scale. (q) The pronoun "He", used in relation to an employee, refers to male or female, as the case may be. (ii)All other terms and expressions shall have the same meanings as assigned to them under Section 2 of the Act.Terms and Conditions of Service of University Employees5.The terms and conditions of service of an employee shall be as provided under the Statutes as well as other Statutes, and by such rules as may be made by the Syndicate.6.All appointments to the posts in the University shall be made in accordance with the Appointment and Scales of Pay Statutes of the respective cadres.7.No person shall be appointed to a post under the University without a medical certificate of health. The certificate shall be attached to his first pay bill, which shall be returned by Audit, after being seen, so that it is placed in the personal file of the employee concerned.Note:Medical certificate shall be issued by the Standing Medical Board or Civil Surgeon, as the case may be.8 (i)Two or more employees cannot be appointed substantively to the same permanent post at the same time. (ii)An employee cannot be appointed substantively, except as a temporary measure, to two or more permanent posts at the same time. (iii) An employee cannot be appointed substantively to a post on which another employee holds a lien.Probation9.Probation, in the case of an initial appointment to a permanent post in the University service, shall be for a period of one year, extendable for further two years.10.Appointments by promotion or transfer shall also be made on probation for a minimum period of one year, extendable by a further period of one year.11.If in the opinion of the Appointing Authority the work or conduct of an employee, during the period of probation, has not been satisfactory, it may, notwithstanding that the period of probation has not expired, dispense with his services;Provided that if the employee was holding another post before his appointment, he shall be reverted to his former post.Confirmation12 (i) On completion of the period of probation of an employee, the Appointing Authority may, subject to the provisions of Section 13, confirm him in his appointment, against a permanent/substantive post, or if his work or conduct has, in the opinion of such authority, not been satisfactory :(a)in case of initial appointment, dispense with his services; or(b)in case he has been appointed otherwise, revert him to his former post, and if there be no such post, dispense with his services; or(c)extend the period of probation by a period not exceeding the prescribed limit and, during or on the expiry of such period, pass such orders as it could have passed during or on the expiry of the initial probationary period. (ii)On the expiry of the maximum period of probation, an employee shall be deemed to have been confirmed in service against a permanent post unless there is an order to the contrary or his services have been dispensed with earlier.13.No employee shall be confirmed in a post in the University service unless he successfully completes such training, course, or research assignment, or passes such test, as was applicable at the time of his appointment to the post.Seniority14.For the purpose of making appointments, seniority shall have relevance only within the group/cadre which is eligible for the position to which appointment is being made.15 (i) The seniority inter se of employees (appointed to a cadre or post) shall be determined:(a)in the case of persons appointed by initial recruitment, in accordance with the order of merit assigned by the Selection Board/Committee; provided that persons selected for appointment to a post in an earlier selection shall rank senior to the persons selected in a later selection; and(b)in the case of persons appointed otherwise, with reference to the dates of their continuous regular appointment in the post; provided that the employees selected for promotion to a higher post in one batch shall, on their promotion to the higher post, retain their inter se seniority as in the lower post.Explanation - IIf a junior person in a lower post is promoted to a higher post by superseding a senior person, and subsequently that senior person is also promoted, the person promoted first shall rank senior to the person promoted subsequently.Explanation - IIA junior person shall be deemed to have superseded a senior person only if both the junior and the senior persons were considered for the higher post and the junior person was appointed in preference to the senior person. (ii)Seniority in various cadres of employees appointed by initial recruitment vis-a-vis those appointed otherwise shall be determined with reference to the dates of their regular appointment to a post in that cadre; provided that if the two dates are the same, the person appointed otherwise shall rank senior to the person appointed by initial recruitment. (iii)Seniority inter se of employees on subsequent appointments to posts in the higher scales of pay on the same date shall be determined on the basis of seniority inter se in lower scales of pay, unless otherwise prescribed.Lien16.An employee, on substantive appointment to any permanent post, acquires a lien on that post and ceases to hold any lien previously acquired on any other post.17.An employee holding substantively a permanent post retains a lien on that post:(a)While on duty in that post;(b)While working on another post in an officiating capacity for a period of three years, which is extendable by the Syndicate up to five years, for reasons to be recorded;(c)While on deputation to a foreign service;(d)While on joining time or transfer to another post;(e)While on leave; and(f)While under suspension.Transfers18 (i)As provided in Section 11 (2) and 5 (a) of the Act, the Vice Chancellor may, in consultation with the Head of the Department concerned, transfer any employee from one post to another, within the University, in the same pay scale; provided that such employee does not suffer a loss in salary by such transfer. (ii)As provided in Section 51 (1) of the Act any Officer, teacher, or other employee of the University shall, as the Chancellor may direct, serve in a Government Department or an educational or research institution in the public interest:Provided that the terms and conditions offered to him shall not be less favourable than those admissible to him in the University and that full benefit of his previous service shall be allowed to him.Provided further that, in the case of a teacher, such direction shall be issued after consulting the Syndicate.Bar to Engage in Other Employment19.The whole time of the employee is at the disposal of the University and he may be employed in any manner required by the University, without claim for additional remuneration.20.An employee shall not, except with the previous permission of the Vice Chancellor in writing, engage in any trade, occupation, business, or calling, other than his official duties under the University; provided that this prohibition shall not prevent him from accepting any examination work.Pay21.Notwithstanding anything to the contrary, contained in the Statutes, all employees shall be placed in the Pay Scales as provided under relevant Statutes and shall be governed by the conditions mentioned therein.22.An increment in the pay scales shall ordinarily be drawn as a matter of course, unless it is withheld under the Efficiency and Discipline Statutes, 2015.23.An employee appointed to hold charge of an additional post shall be entitled to additional pay as under:(a)Where an employee is formally appointed to the additional sanctioned post and discharges full duties of that post, he shall be allowed additional pay @ 20% of his pay, subject to revision by syndicate as notified from time to time. (b)Where an employee holds the current charge of an additional sanctioned post, he shall be allowed additional pay @ 20% of his pay, subject to revision by the syndicate as notified from time to time.(c)The duration of dual charge or current charge shall not normally exceed six months;Provided that if it is not feasible to fill in the vacancies, through regular appointment, the Syndicate may allow the extension of dual charge/current charge, for a further period not exceeding one year, giving full justifications and reasons to be recorded in writing.(d)No additional pay will be admissible if the additional charge/current charge is held for a period of less than one month.(e)Additional pay shall not be admissible without prior orders in writing of the Vice Chancellor or Syndicate, as the case may be. (f)Ex-post-facto sanction for the grant of remuneration for holding additional charge/current charge shall be given by the Syndicate on case to case basis.Pay on Re-Employment24.The re-employment of a person in the University service, and the grant of pay, etc., during such re-employment, shall be governed by such rules and orders as may be approved by Syndicate, from time to time.Honorarium25.An employee may be granted an honorarium from the University Fund as remuneration for work performed which is occasional in character and either so laborious in nature or of such special merit as to justify a special reward. The total amount of honorarium of an employee during a financial year shall not normally exceed his one month's pay.Fee26.An Appointing Authority may permit an employee to perform a specified service or series of services for a private person, or body, or for a public body including a body administering a local fund, or for Government, or for a national/international agency, and to receive as remuneration for it a non-recurring or recurring fee, if it is satisfied that this can be done without detriment to his normal duties, provided that 1/3rd of any fee paid to the employee shall be credited to the University fund.Retirement27.The age of retirement of employees shall be as approved by the syndicate from time to time.28.An employee shall have the option of seeking voluntary retirement on completion of 25 years qualifying service, or as may be approved by syndicate from time to time.Suspension29.Subject to review of relevant rules and orders, an employee under suspension is entitled to subsistence grant, comprising of full pay and allowances last drawn by him immediately before his suspension, and all other benefits and facilities enjoyed by him as part of his service conditions prior to such suspension.30.An employee committed to prison, either for debt or on a criminal charge, shall be considered as under suspension so long as he is so committed and shall be allowed for that period only the payment laid down in Statute 29.31.Where an employee, who has been dismissed or removed from service, is reinstated, the revising or appellate authority may grant to him for the period of his absence from duty:(a)if he is honourably acquitted, the full pay to which he would have been entitled if he had not been dismissed or removed and, by an order to be separately recorded, any allowance of which he was in receipt prior to his dismissal/removal; or(b)if otherwise, such portion of such pay and allowances as the revising or appellate authority may prescribe.In a case falling under clause (a), the period of absence from duty shall be treated as a period spent on duty. But in a case falling under clause (b), it will not be treated as a period spent on duty, unless the revising or appellate authority so directs.Explanation:In this Statute, the revising authority "means the "authority" or "Authorized officer" as defined in the Efficiency and Discipline Statutes, 2015, who passes the final order on the case, and not the authority who passes an order on appeal.32.Leave may not be granted to an employee under suspension.Resignation33.An employee desirous of resigning from service shall give to the Vice Chancellor a prior notice of such period as given below, or as provided in his special contract of service:CategoryPeriod of Notice (Days)

Grade 16 & Above90

Grade 05 to 1560

Grade 01 to 0430

Probationers in Grade 16 & Above60

Probationers in Grade 05 to 1530

Probationers in Grade 01 to 04 & Temporary Employees15

Provided that in case of failure to give notice, the employee shall forfeit to the University the emoluments of the period of the notice. The Appointing Authority may, however, waive the forfeiture of the whole or part of the emoluments if it is satisfied that the notice could not be served by the employee due to circumstances beyond his control;Provided further that if the University terminates the services of an employee, due to retrenchment or otherwise, it shall also give him a likewise notice, or in lieu thereof, shall pay him emoluments for the notice period.34.When an employee gives a notice of resignation, he shall not be granted any leave other than sick leave or casual leave.35.An employee on leave, other than sick leave or casual leave shall give a notice of resignation for a period of at least one month after the expiry of his leave.36.If in the case of a teacher, the period of notice, as specified in Statutes 33 & 35, expires during the summer vacation or within one month after the last day thereof, the employee so resigning shall not be paid more than half the emoluments otherwise payable to him for the summer vacation;Provided that the teacher so resigning who at the time of giving such notice shall have served the University for less than one year or for less than the minimum period for which he was engaged, whichever is longer, shall forfeit the whole of the salary otherwise payable to him for the summer vacation.Retrenchment37.When an employee is required to be retrenched, on the abolition of his post, he will be entitled to the period of notice, or emoluments in lieu thereof, as provided in Section 33.Pension, Insurance and Gratuity38.In the matters of pension, Insurance and gratuity, the employees shall be governed by the Statutes relating to Pension and Insurance.Benevolent Fund39.In the matters of Benevolent Fund, the employees shall be governed by the University Statues relating to Benevolent Fund.General Provident Fund40.In the matters of General Provident Fund, the employees shall be governed by the Statues relating to General Provident Fund.Conduct41.The conduct of the employees shall be regulated by the Conduct Statutes of the employees.Efficiency and Discipline42.In the matters of efficiency and discipline, the employees shall be governed by the Statutes relating to Efficiency and Discipline.Leave43.In the matters of leave, the employees shall be governed by the Leave Statutes.Training44.An employee, while on training, shall be treated as on duty. The period of training shall be restricted to the limit actually required for the completion of the studies, subject to a maximum of five years during the whole service of the employee.Right of Appeal or Representation45 (i) An appeal, or application for review, under Section 40 of the Act, shall be made within 30 days of the impugned order.(ii) Where no provision for appeal or review exists in the Statutes, the employee may, within 30 days of the communication to him of such order, make a representation against it to the authority next above the authority which passed the order;Provided that no representation shall lie on matters relating to the determination of fitness of a person to hold a particular post or be promoted to a higher post or scale of pay.

(iii) As provided in Section 41 (1) of the Act, all persons employed by the University in accordance with the terms and conditions of service prescribed by Statutes shall be persons in the service of Pakistan for the purposes of any court or tribunal set up by law in terms of Article 212 of the Constitution of the Islamic Republic of Pakistan:

Provided that any provision as regards the terms and conditions of employment of persons in the service of Pakistan in general or in comparable employment notwithstanding the service of persons employed by the University shall be entirely governed by the terms and conditions prescribed by the relevant Statutes.Service Books46.A service book shall be maintained for each employee and kept up to date. Each event in his official career shall be recorded in the service book. The service verification shall be carried out every year and the fact recorded in the service book.Performance Evaluation47(i)Character Rolls of the employees in Grade 5 to Grade 16 shall be maintained by the Heads of Departments, under whom they are serving. The views in respect of work and conduct of an employee shall be recorded annually in his Character Roll by the Head of Department/Sectional Head. (ii)Annual Performance Evaluation Report shall be written for employees in Grade 17 and above by the Heads of Departments under whose administrative control they are working and record their performance on quarterly basis as part of the Annual Confidential Reports. (iii)Annual Performance Evaluation Reports of all employees in Grade 21 and above and of all Academic and Administrative Heads shall be written by the Vice Chancellor, who shall also countersign Annual Performance Evaluation Reports of academic employees in Grade 20. (iv)The Character Rolls and Performance Evaluation Reports shall be completed by end of February each year. Any adverse remarks shall be communicated to the concerned employee by the officer who maintains the Character Rolls or Performance Evaluation Reports, as indicated in sub-clause (v) below, by 30 June at the latest.(iv) Responsibility for the safe-custody and maintenance of the Performance Evaluation Reports shall rest as under:-

Name of OfficerSphere of Responsibility

i. Registrar(a)Performance Evaluation Reports of Deans, Chairmen and other Faculty Members in Grade 20 and above.

(b)Performance Evaluation Reports of the officers of Administrative Cadre in Grade-17 and above.

ii. Deans of FacultiesPerformance Evaluation Reports of the officers in Grade-19 and below, serving under them.Residence48.In matters of allotment of residence, the employees shall be governed by the Employees Residence Statutes.Medical Attendance49.In the matters of Medical Attendance, the employees shall be governed by the Medical Attendance Statutes??.Residuary Provisions50.In all other matters, not specifically provided for in the Statutes, the employees shall be governed by such rules and orders as are for the time being in force and applicable to persons holding corresponding posts in Government service; unless in any particular case the Syndicate decides otherwise.51.In a case where the operation of the Statutes involves undue hardship to an employee, the Syndicate may, for reasons to be recorded in writing, relax any of the Statutes in his favour, with the approval of the Chancellor;Provided that such relaxation is not ultra vires of the Act.REMOVAL OF DIFFICULTIES52. If any difficulty arises in giving effect to any of the provisions of these Statutes, the Syndicate in individual cases may make such decision, not inconsistent with the spirit of these Statutes, as may appear to be necessary for the purpose of removing the difficulty, provided that such a decision is not ultra vires of the Act.

53. ANOMALY COMMITTEEWhenever a dispute arises in the application or interpretation of these Statutes, it shall be referred to the following Anomaly Committee.a. Vice Chancellor Convenerb. Two Deans to be nominated by the Vice ChancellorMemberc. Director AcademicsMemberd. Chairman / HOS of the concerned department / sectionMembere. Nominee of the Higher Education Department, f. Khyber Pakhtunkhwa Member

g. Registrar Member /Secretary

h. Nominee of the Establishment Department, Khyber Memberi. Nominee of the Finance Department, Khyber Pakhtunkhwa MemberThe recommendations of the Anomaly Committee shall be placed before the Syndicate for consideration. The decision of the Syndicate shall be final. 54. RULES AND REGULATIONSThe authorities and other bodies of the University may make Rules and Regulations in accordance with the provisions of The Act. 54. AMENDMENTS IN THE STATUTES Any amendment / modification in these Statutes shall be made by the Syndicate on the recommendations of Anomaly Committee to be constituted by the Syndicate for this purpose.

ADMINISTRATIVE STAFF APPOINTMENT AND SCALES OF PAY STATUTES, 20151. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. 37. 38. 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. 51. 52. 53. 54. 55. 56. 57. 58. 59. 60. 61. 62. 63. 64. 65. 66. 67. 68. 69. 1) TITLE These Statutes, framed in pursuance of Section 28(1) (d) of the Khyber Pakhtunkhwa Universities Act, 2012, shall be called Administrative Staff Appointment and Scales of Pay Statutes, 2015. 2) COMMENCEMENT & APPLICATIONThese Statutes shall come into force at once and shall be applicable to the Administrative Staff in BPS-17 and above, except;a. a person appointed on contract / adhoc/ fixed pay;b. a person serving in the University on deputation; andc. staff paid from contingencies or serving on work charge or part time basis or persons employed occasionally, whose appointments are governed by the letters of their appointments. 3) DEFINITIONS Unless the context otherwise requires, the following expressions shall have the meanings hereby assigned to them: (a) University means the University of ;(b) Senate means Senate of the University;(c) Syndicate means Syndicate of the University;(d) Academic Council means Academic Council of the University;(e) Selection Board means Selection Board of the University;(f) Act means Khyber Pakhtunkhwa Universities Act, 2012;(g) Competent Authority means authority designated as such by the Act, 2012 or the Statutes made there under or by a decision of the Syndicate or by an order of the Vice-Chancellor;(h) Selection Committee means Selection and Promotion Committee of the University;(i) Advanced Studies and Research Board means Advanced Studies and Research Board of the University;(j) Campus means Campus of the University;(k) Foreign Service" means the service in which an employee receives his substantive pay with the sanction of the University from a source other than the University;(l) "Adhoc appointment" means appointment of a duly qualified person made otherwise than in accordance with the prescribed procedure of recruitment;(m) Constituent College means Constituent College of the University;(n) Constituent Institute means Constituent Institute of the University;(o) Dean means Dean of a faculty of the University;(p) Chairperson means Chairperson of the University Teaching Department;(q) Director means Director of Constituent Institute/Section of the University;(r) Principal means Principal of Constituent College of the University;(s) Head means Head of Administrative Section of the University;(t) Coordinator means Coordinator of the University sub Campus;(u) Initial Appointment means appointment made against vacant post under the prescribed procedure other than by promotion;(v) Prescribed means prescribed by the Act or Statutes made there under;(w) Permanent Post means a post sanctioned without assigning any limit of time;(x) Pay means the emoluments drawn monthly by an employee as pay including special pay, qualification pay, technical pay, personal pay, or any other emoluments;(y) Presumptive Pay means the pay of a post to which an employee is entitled subject to his holding the same in a substantive capacity and performing its functions;(z) Pay Protection means permitting pay not less than the last pay drawn by an employee before appointment against the same or a higher post;(aa) Regular Appointment means an appointment made in accordance with the prescribed procedure, against a vacant permanent post;(ab) Substantive Pay means the basic pay other than special pay, personal pay, technical pay etc. to which an employee is entitled on account of substantive appointment to a post in a specified scale;(ac) Temporary Post means a post other than a permanent post;(ad) Employee means a person who holds a permanent post in the University service and who is paid from the University funds;(ae) All other terms and expressions shall have the same meanings as assigned to under Section-2 of the Act; and(af) The Pronoun He refers to both Male and Female employees. 4) COMPOSITION OF THE ADMINISTRATIVE STAFF The Administrative Staff shall consist of the members, holding the posts specified in Schedule-V. 5) APPOINTING AUTHORITY Appointment to the post of Administrative Staff shall be made by the Syndicate, on the recommendation of the Selection Board, in the prescribed manner. 6) ELIGIBILITY CRITERIA Eligibility Criteria for appointment of Administrative Staff are prescribed in Schedule-V. In case of semester system CGPA-3.00 will be considered in place of First class Degree.7) METHOD OF APPOINTMENT (1) Appointment to all posts in BPS 17, 18, 19 & 20 other than Registrar, Treasurer, Controller of Examination and Auditor, shall be made as per prescribed qualifications and experience mentioned in Schedule-V on the following basis. (a) 75% by Initial Appointment. (b) 25% by Promotion on the basis of selection on merit cum fitness from amongst the existing qualified staff. (2) Appointment of Registrar, Treasurer, Controller of Examinations and Auditor shall be made as per Section 13, 14, 15 and 16, respectively, of the Act and as per prescribed qualification specified in Schedule-V.(3) Where a post is reserved for appointment by promotion on the basis of selection on merit and no suitable person from amongst the eligible employees is available, the appointment to such post(s) shall be made by initial recruitment, subject to fulfillment of the prescribed qualification and experience.(4) Where a post is reserved for appointment by initial recruitment, the Syndicate may, in exceptional cases, allow appointment to such post(s) to be made by transfer till the availability of regular selectee, provided that the employee concerned is holding appointment on a regular basis in the same pay scale in which the vacancy exists, and possesses the qualification and experience prescribed for initial recruitment to the post. 8) CONDITIONS FOR INITIAL RECRUITMENT (1) Initial recruitment shall be made through open competition after public advertisement of the vacancies in at least two leading daily newspapers.(2) No person shall be appointed by initial recruitment unless he fulfills the prescribed qualification, eligibility criteria and experience as laid down in column-04 of Schedule-V after observing the prescribed process and procedure for such appointments. (3) Evaluation Criteria for initial appointment of Administrative Staff in BPS-17 are prescribed in Annexure A. (4) Selection Board Evaluation Proforma for initial appointment of Administrative Staff in BPS-17 is attached as Annexure B. (5) Evaluation Criteria for initial appointment of Administrative Staff in BPS-18, 19 and 20 are prescribed in Annexure C. (6) Selection Board Evaluation Proforma for initial appointment of Administrative Staff in BPS-18, 19 & 20 is attached as Annexure D. 9) CONDITIONS FOR APPOINTMENT BY PROMOTION ON THE BASIS OF SELECTION ON MERIT FROM AMONGST THE EXISTING ELIGIBLE QUALIFIED STAFF a) Appointment by Promotion in BPS 17 shall be made on the basis of selection on merit from amongst the existing eligible qualified staff in BPS-16 in the relevant cadre as per prescribed qualification, eligibility criteria and experience laid down in column-05 of Schedule-V after observing the prescribed process and procedure for such appointments. b) Appointment by Promotion in BPS-18 shall be made on the basis of selection on seniority-cum-fitness from amongst the existing eligible qualified staff in BPS-17 in the relevant cadre as per prescribed qualification, eligibility criteria and experience laid down in column-05 of Schedule-V after observing the prescribed process and procedure for such appointments. c) Appointment by Promotion in BPS-19 shall be made on the basis of selection on merit cum fitness from amongst the existing eligible qualified staff in BPS-18 in the relevant cadre as per prescribed qualification, eligibility criteria and experience laid down in column-05 of Schedule-V after observing the prescribed process and procedure for such appointments.(4) In case of appointment by promotion on the basis of selection on merit, all the eligible candidates are considered, and the selection of the best one(s), from among the whole lot, is to be made purely on merit, as determined in the light of their performance evaluation reports, educational qualification, experience, and performance. In case of promotion to BPS-17 and above the minimum experience would be as under;BPS-17 at least 05 years service in BPS-16BPS-18 05 years Service in BPS-17BPS-19 10 years Service in BPS-17 & aboveBPS-20 15 years Service in BPS-17 & above10) Computing length of service for higher posts;

Half of the service in BPS-16 and one fourth in Basic Pay Scales lower than 16, if any, shall be counted as service in Basic Scale 17.

(5) While considering the cases of appointment by promotion on the basis of seniority-cum-fitness on merit from lower to higher posts besides prescribed eligibility criteria, the following shall also be observed that: (a) his Performance Evaluation Reports are free from adverse remarks. (b) neither any Departmental Enquiry / any criminal proceedings are pending against the officer nor has any major penalty been imposed upon the officer during the last five years.(c) the officer has completed the minimum length of service as mentioned above. (d) the officer has the relevant qualification for the post as prescribed in Schedule-V.11) PAY SCALES The Employees shall be governed by the Scheme of Basic Pay Scales as approved by the syndicate

12) FIXATION OF PAY ON APPOINTMENT BY PROMOTION OR INITIAL APPOINTMENT TO A HIGHER POST (1) In case of appointment of an employee in Basic Pay Scale 17 to 20 from a lower to a higher post, his pay shall be fixed at the stage in the scale of pay of the higher post, next above the substantive pay of the employee concerned in the scale of pay of the lower post, which gives a pay increase equal to or less than a full increment of the pay scale of higher post. The initial pay in the scale of pay of the higher post shall be fixed after allowing a premature increment. (2) In case of promotion of an employee, who is already drawing pay in the same scale to which he has been promoted, he shall be allowed one premature increment in that scale with effect from the date of his promotion. 13) INCREMENTS Increments in the relevant Scale of Pay shall fall due on the 1st Day of December, following the completion of at least six months service at a stage in the relevant scale of pay, provided that if an employee, before reaching the maximum of the pay scale, is promoted to a higher scale of pay, between the 2nd June and the 30th November of a calendar year, he may, at his option, get his pay re-fixed in the higher scale on the 1stDecember of that year, with reference to his presumptive pay in his lower scale.

14) ALLOWANCES The following monthly allowances shall be admissible to the Employees under Section 14, subject to their revision by the Syndicate from time to time. d. House Rent Allowance e. Medical Allowancef. Conveyance Allowanceg. Entertainment Allowanceh. Senior Post Allowance i. Orderly Allowancej. Ad hoc relief allowance k. Qualification allowancel. Integrated allowancem. Special incentive to attract the talent subject to the approval of the competent authority

15) REMOVAL OF DIFFICULTIES If any difficulty arises in giving effect to any of the provisions of these Statutes, the Syndicate in individual cases may make such decision, not inconsistent with the spirit of these Statutes, as may appear to be necessary for the purpose of removing the difficulty, provided that such a decision is not ultra vires of the Act. 16) ANOMALY COMMITTEE Whenever a dispute arises in the application or interpretation of these Statutes, it shall be referred to the Anomaly Committee as per its composition in Section 34 of Service Statutes. 2015. The recommendations of the Anomaly Committee shall be placed before the Syndicate for consideration. The decision of the Syndicate shall be final.17) RULES AND REGULATIONS The authorities and other bodies may make Rules and Regulations in accordance with the provisions of the Act. 18) AMENDMENTS IN THE STATUTES Any amendment / modification in these Statutes shall be proposed by the Syndicate on the recommendations of the above mentioned Anomaly Committee.

Annexure-A

EVALUATION CRITERIA FOR INITIAL APPOINTMENT OFADMINISTRATIVE STAFF IN BPS17Sr.#Evaluation HeadMarks

1Academic Qualification30

2Additional Relevant Academic Qualification10

3Additional Relevant Experience10

4Test20

5Interview30

PROCEDURE / POLICY GUIDELINES FOR QUANTIFICATION1. Academic Qualification=30 MarksThe academic marks for the prescribed (eligibility) qualification shall be taken into account and calculated as follows:Sum of the marks obtained per prescribed qualification=APrescribed Marks for Academic Qualification=B Sum of the total maximum marks per prescribed qualification=CA x B =Academic Qualification Marks COne mark shall be deducted for passing an examination in parts (upto 04 marks).

2. Additional relevant Qualification=10 Marks05 Marks for MS/M.Phil. degree in the relevant field 10 Marks for PhD degree in the relevant field

3. Additional Relevant Experience =10 MarksWhile awarding experience marks, the period of minimum requisite experience shall be deducted and thereafter one half marks per year shall be awarded for additional experience upto six years. In case additional marks exceed the limit of six years, the credit after this limit shall be one mark per year leading to a maximum of 10 marks.

4. Test=20 Marks

5. Interview=30 MarksThe procedure for marking shall be as under:

Members of the Selection Board and subject experts (where necessary) shall record their markings independently. After the interview the final grades of candidates based on the assessment of the members shall be determined on the basis of average. In case unanimous decision is not arrived at, the majority decision of the members shall prevail. In the event of a tie, the Vice-Chancellor shall exercise a casting vote.Note:Where instead of marks, letter grades are assigned in a given examination, such grades shall be converted into percentage.

Annexure-B

EVALUATION CRITERIA FOR INITIAL PPOINTMENT OF ADMINISTRATIVE STAFF IN BPS17

Sr.#Evaluation HeadMarks


2Additional Relevant Academic Qualification10


4Test20

5Interview30




8. Test=20 Marks



Annexure-CSELECTION BOARD EVALUATION PROFORMA FOR INITIALAPPOINTMENT OF ADMINISTRATIVE STAFF IN BPS - 171234567

Sr.#Name ofCandidateAcademicAdditionalAdditionalTestSub-totalInterviewGrand Total

QualificationAcademicRelevant1-4

QualificationExperience

(30)(10)(10)(20)(70)(30)(100)

1

2

3

4

5

Annexure-D

EVALUATION CRITERIA FOR INITIAL APPOINTMENT OF

ADMINISTRATIVE STAFF IN BPS18, 19 and 20

Sr.#Evaluation HeadMarks


2Additional Academic Qualification10


4Character Roll20

5Interview30




4. Character Roll=20 Marks

Character Roll Marks shall be taken for the last five years as per following breakup:-Excellent/Very Good=05 marks per yearGood=04 marks per yearSatisfactory=03 marks per year



Annexure-ESELECTION BOARD EVALUATION PROFORMAFOR INITIAL APPOINTMENT OF ADMINISTRATIVE STAFF IN BPS -18, 19 & 20

1234567

Sr.#Name ofCandidateAcademicAdditionalAdditionalC. RollSub-totalInterviewGrand Total

QualificationAcademicRelevant1-4

QualificationExperience

(30)(10)(10)(20)(70)(30)(100)

1

2

3

4

5

SCHEDULE-I

Sr.#PostBPSMinimum Qualification and Experience Required for Initial RecruitmentMinimum Qualification and Experience for Appointment by PromotionMax: Age Limit

Max: Age Limit

Each University should propose an exhaustive list of kind of existing positions as well those they foresee that they may require in future. They may also propose minimum qualification and experience based on their experience of recruitment. Utmost effort should be made to prepare exhaustive list of positions in each of the schedule. Specialized universities like Agriculture, UET, KMU etc., may propose separate schedules taking care of the first two bullets.SUPPORT STAFF APPOINTMENT, PROMOTION & SCALES OF PAY STATUTES, 20151. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. 37. 38. 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. 51. 52. 53. TITLE These Statutes, framed in pursuance of Section 28(1) (d) of the Khyber Pakhtunkhwa Universities Act, 2012, shall be called Support Staff Appointment, Promotion& Scales of Pay Statutes-2015. 54. COMMENCEMENT & APPLICATIONThese Statutes shall come into force with immediate effect and shall be applicable to all employees, except;a. a person appointed on contract / fixed pay;b. a person serving in the University on deputation; andc. Staff paid from contingencies or serving on work charge or part time basis or persons employed occasionally, whose appointments are governed by the letters of their appointments.

55. DEFINITIONS Unless the context otherwise requires, the following expressions shall have the meanings hereby assigned to them: (a) University means the University of ;(b) Senate means Senate of the University;(c) Syndicate means Syndicate of the University;(d) Competent Authority means authority designated as such by the Act, 2012 or the Statutes made thereunder or by a decision of the Syndicate or by an order of the Vice-Chancellor;(e) Act means the Khyber Pakhtunkhwa Universities Act, 2012;(f) Selection Committee means Selection and Promotion Committee of the University;(g) Campus means Campus of the University;(h) Foreign Service" means the service in which an employee receives his substantive pay with the sanction of the University from a source other than the University;(i) "Adhoc appointment" means appointment of a duly qualified person made otherwise than in accordance with the prescribed procedure of recruitment;(j) Constituent College means Constituent College of the University;(k) Constituent Institute means Constituent Institute of the University;(l) Dean means Dean of a faculty of the University;(m) Chairperson means Chairperson of the University Teaching Department;(n) Director means Director of Constituent Institute/Section of the University;(o) Principal means Principal of Constituent College of the University;(p) Head means Head of Administrative Section of the University;(q) Coordinator means Coordinator of the University sub Campus;(r) Initial Appointment means appointment made against vacant post under the prescribed procedure other than by promotion;(s) Prescribed means prescribed by the Act or Statutes made there under;(t) Permanent Post means a post sanctioned without assigning any limit of time;(u) Pay means the emoluments drawn monthly by an employee as pay including special pay, qualification pay, technical pay, personal pay, or any other emoluments;(v) Presumptive Pay means the pay of a post to which an employee is entitled subject to his holding the same in a substantive capacity and performing its functions;(w) Pay Protection means permitting pay not less than the last pay drawn by an employee before appointment against the same or a higher post;(x) Regular Appointment means an appointment made in accordance with the prescribed procedure, against a vacant permanent post;(y) Substantive Pay means the basic pay other than special pay, personal pay, technical pay etc. to which an employee is entitled on account of substantive appointment to a post in a specified scale;(z) Temporary Post means a post other than a permanent post;(aa) Employee means a person who holds a permanent post in the University service and who is paid from the University funds;(ab) All other terms and expressions shall have the same meanings as assigned to under Section-2 of the Act; and(ac) The Pronoun He refers to both Male and Female employees.

56. COMPOSITION OF SUPPORT STAFF The Support Staff shall consist of four different Cadre Groups specified in Schedule I-IV as under: (1)Class-IV Staff(Employees BPS 01 04)Schedule-I

(2)Ministerial Staff(Employees BPS 07 16)Schedule-II

(3)Technical and other Staff(Employees BPS 05 16)Schedule-III

(4)Laboratory Staff(Employees BPS 05 16)Schedule-IV

57. APPOINTMENTS AND PROMOTIONS OF SUPPORT STAFF All Appointments by initial recruitment and promotion by selection on merit cum fitness of employees in BPS 01 16 shall be made by the Vice-Chancellor on the recommendation of the following Selection and Promotion Committee. (1) Registrar Convener(2) One member of the syndicate to be nominated by the Vice Chancellor Member(3) One faculty member to be nominated by the Vice-ChancellorMember(4) Chairperson/Head of the concerned department/sectionMember(5) Director AdministrationMember(6) Treasurer Member(7) Provost Member(8) Deputy Registrar (Establishment) Member/Secretary58. METHODS OF APPOINTMENTThere shall be two methods of appointment: A. Appointment by initial recruitment B. Appointment by promotion A.Appointment by initial recruitmentConditions: i.Initial recruitment shall be made through open competition after advertising the vacancies in at least 2 leading daily newspapers. ii.Age limit for initial recruitment shall be 18 to 35 years . iii.The contesting candidates shall require to fulfill the prescribed qualification and experience as laid down in Schedule I,II,III&IV . v.Candidates having qualified the Screening/Written test shall be called for interview before the Selection Committee at the ratio of ten topmost candidates per vacancy. The secured marks shall be counted for short-listing purposes as well as for evaluation.

iv.All the short listed candidates shall be interviewed by the Selection Committee.

vi.Evaluation of comparative merit shall be made in accordance with the prescribed criteria as at Annexure-A.

B.Appointment by PromotionConditions: i. Appointment by promotion shall be made on the basis of selection on merit from amongst the persons who fulfill the prescribed conditions laid down for the purpose.ii. Evaluation of comparative merit shall be made in accordance with the prescribed criteria as at Annexure-B.iii.The criteria for eligibility of the employees shall be as under: a.That they have completed the minimum length of service as prescribed in the Statutes. b.The same shall be processed through the Selection Committee. c.That their Character Rolls (in case of Class-III Employees) or reports from the concerned Heads on plain paper in case of Class-IV Employees, for the last five years are free from adverse remarks. In case an employee fails to fulfill these conditions, he/she shall wait for promotion/award of higher grade till he/she has earned in succession the required number of reports without adverse entry. d.That they have not been punished under the prescribed Efficiency & Discipline Statutes during the last five years. 59. AWARD OF HIGHER PAY SCALES TO LABORATORY STAFFLaboratory staff shall be awarded Higher Pay Scales after completion of the required service in a particular scale, on the recommendation of the Selection and Promotion Committee on the basis of performance as per breakup giver below; subject to the condition that their Character Roll for the last five years are free from adverse remarks. In case an employee fails to fulfill these conditions, he shall wait for award of higher grade till he earned in succession the required number of reports without adverse entry.i. Laboratory Staff in BPS-05 shall be awarded BPS-07 on completion of 07 years service and re-designated as specified in Scheduled-III.ii. Laboratory Staff in BPS-07 shall be awarded BPS-11 on completion of 07 years service and re-designated as specified in Scheduled-III.iii. Laboratory Staff in BPS-11 shall be awarded BPS-14 on completion of 05 years service and re-designated as specified in Scheduled-IIIiv. Laboratory Staff in BPS-14 shall be awarded BPS-16 on completion of 05 years service and re-designated as specified in Scheduled-III60. AWARD OF HIGHER PAY SCALES TO TECHNICAL AND OTHER STAFFTechnical and other staff shall be awarded Higher Pay Scales after completion of the required service in a particular scale, on the recommendation of the Selection and Promotion Committee on the basis of performance as per breakup giver below; subject to the condition that their Character Roll for the last five years are free from adverse remarks. In case an employee fails to fulfill these conditions, he shall wait for award of higher grade till he earned in succession the required number of reports without adverse entry.i. Technical and other staff BPS-05 shall be awarded BPS-07 after rendering 07 years service.

ii. Technical and others staff shall be awarded BPS-11 after rendering 7 years service in BPS-7.

iii. Technical and other staff BPS-11 shall be awarded BPS-14 after rendering 5 years service in BPS-11.

iv. Technical and other staff shall be awarded BPS-16 after rendering 5 years service in BPS-14.

v. Technical and other staff directly appointed in BPS-9 shall be awarded BPS-11 on completion of 7 years service in BPS-9, and BPS-14 on completion of 5 years service in BPS-11, and BPS-16 on completion of 5 years service in BPS-14.

vi. Technical and other staff directly appointed in BPS-11, shall be awarded BPS-14, after rendering 10 years service in BPS-11.

vii. Technical and other staff directly appointed in BPS-12, shall be awarded BPS-14, after rendering 7 years service in BPS-12, and BPS-16 on completion of 05 years service in BPS-14.

viii. Technical and other staff directly appointed in BPS-13 shall be awarded BPS-16 after rendering 10years service in BPS-13.

ix. Technical and other staff directly appointed in BPS-14 shall be awarded BPS-16, after rendering 5 years service in BPS-14.

61. AWARD OF HIGHER PAY SCALES TO CLASS-IV EMPLOYEES Class-IV employees shall be awarded Higher Pay Scales after completion of the required service in a particular scale, on the recommendation of the Selection and Promotion Committee on the basis of performance, as per table given below:BPSQualification

02Matriculate with 10 years satisfactory service OR Literate with 15 years satisfactory service in the relevant field.



62. APPOINTMENT AND PROMOTION THROUGH SELECTION ON MERIT OF CLASS-IV EMPLOYEES TO BPS-05 AND ABOVE Appointment and Promotion through selection on merit of Class-IV employees toBPS-05 and above shall be made as per prescribed procedure, qualification and experience mentioned in their respective Schedules at the following ratio: (a) 75% by initial appointment.(b) 25%by promotion through selection on merit from amongst the existing eligible qualified staff as per prescribed procedure.

63. APPOINTMENT AND PROMOTION OF MINISTERIAL, LABORATORY, TECHNICAL AND OTHER STAFF (1) Appointment and Promotion through selection on merit of Ministerial, Laboratory, Technical and other Staff shall be made as per prescribed procedure, qualification and experience mentioned in their respective Schedules at the following ratio: (a) 50% by initial appointment (b) 50% by promotion through selection on merit from amongst the existing eligible qualified staff.64. CREATION OF POSTS All new posts in various cadres will be created by the Syndicate on the recommendation of Finance and Planning Committee as per provisions of the Act. 65. REMOVAL OF DIFFICULTIES If any difficulty arises in giving effect to any of the provisions of these Statutes, the Syndicate in individual cases may make such decision, not inconsistent with the spirit of these Statutes, as may appear to be necessary for the purpose of removing the difficulty, provided that such a decision is not ultra vires of the Act. 66. ANOMALY COMMITTEE Whenever a dispute arises in the application or interpretation of these Statutes, it shall be referred to the Anomaly Committee as per its composition in Section 34 of Service Statutes, 2015. The recommendations of the Anomaly Committee shall be placed before the Syndicate for consideration. The decision of the Syndicate shall be final.67. RULES AND REGULATIONS The authorities and other bodies may make Rules and Regulations in accordance with the provisions of the Act. 68. AMENDMENTS IN THE STATUTES Any amendment/modification in these Statutes shall be proposed by the Syndicate. 1

Annexure-A

EVALUATION CRITERIA FOR SELECTION BY INITIAL APPOINTMENTOF SUPPORT STAFF

S #Evaluation HeadMarks


2Additional Relevant Qualification06

3Additional Relevant Experience 10

4Gold Medal04

5Test20

6Interview30

PROCEDURE / POLICY GUIDELINES FOR QUANTIFICATION2. Academic Qualification=30 MarksThe academic marks for the prescribed (eligibility) qualification shall be taken into account and calculated as follows:Sum of the marks obtained per prescribed qualification=APrescribed Marks for Academic Qualification=B Sum of the total maximum marks per prescribed qualification=CA x B =Academic Qualification Marks C2. Additional Relevant Qualification=06 MarksThe over and above qualification marks will be given with the following breakup:

i. If prescribed qualification for a post is Matric, then FA/FSc, BA/BSc and MA/MSc will carry 02 marks each.

ii. If prescribed qualification for a post is Intermediate, then BA/BSc and MA/MSc will carry 03 marks each. iii. If prescribed qualification for a post is Graduation, then MA/MSc will carry 06 marks.

iv. No marks shall be awarded to an examination passed with third division.

v. If the additional qualification is only a repetition of the original qualifications, no additional marks will be given.

vi. One mark shall be deducted for passing an examination in parts (upto 04 marks).

3. Additional Relevant Experience =10 Marksi. Experience marks shall be granted only in the relevant field.

ii. While awarding experience marks, the period of minimum requisite experience shall be deducted and thereafter half marks per year shall be awarded for additional experience upto six years. In case additional marks exceed the limit of six years, the credit after this limit shall be one mark per year leading to a maximum of 10 marks.

4. Distinction Marks =04 MarksDistinction marks shall be allowed only for standing first in a University or Board examination, at the rate of one mark per countable examination. The entitlement of marks shall be further subject to the condition that the examination was passed as a whole by obtaining 60% (Grade-B) or more marks5. Test=20 Marks6. Interview=30 MarksThe procedure for marking shall be as under:

Members of the Selection Committee shall record their markings independently. After the interview the final grades of candidates based on the assessment of the members shall be determined on the basis of average. In case unanimous decision is not arrived at, the majority decision of the members shall prevail. In the event of a tie, the Convener shall exercise a casting vote.

Annexure-B

SELECTION AND PROMOTION COMMITTEE EVALUATION PROFORMA FOR INITIAL APPOINTMENT OF SUPPORT STAFFS#Name and Father Name of Candidate12345678

Academic Qualification (30 Marks)Additional Relevant Experience (10 Marks)Additional Relevant Qualification (06 Marks)Distinction (04 Marks)Test (20 Marks)Sub-Total 1 + 5Interview (30 Marks)Grand Total 6 + 8

Annexure-CEVALUATION CRITERIA FOR APPOINTMENT BY PROMOTIONOF SUPPORT STAFF

S #Evaluation HeadMarks


2Additional Relevant Qualification06

3Additional Relevant Experience 35

4Distinction04

5Character Roll30

6Interview10

PROCEDURE / POLICY GUIDELINES FOR QUANTIFICATION1.Academic Qualification=15 MarksThe academic marks for the prescribed (eligibility) qualification shall be taken into account and calculated as follows:Sum of the marks obtained per prescribed qualification=APrescribed Marks for Academic Qualification=B Sum of the total maximum marks per prescribed qualification=CA x B =Academic Qualification Marks C

3. Additional relevant Qualification=06 MarksThe over and above qualification marks will be given with the following breakup:

i. If prescribed qualification for a post is Matric, then FA/FSc, BA/BSc and MA/MSc will carry 02 marks each. ii. If prescribed qualification for a post is Intermediate, then BA/BSc and MA/MSc will carry 03 marks each.

iii. If prescribed qualification for a post is Graduation, then MA/MSc will carry 06 marks.

iv. No marks shall be awarded to an examination passed with third division.

v. If the additional qualification is only a repetition of the original qualifications, no additional marks will be given.

vi. One mark shall be deducted for passing an examination in parts (upto 04 marks).4. Additional Relevant Experience =35 MarksExperience marks shall be granted only in the relevant field.

While awarding experience marks, the period of minimum requisite experience shall be deducted and thereafter one 03 marks per year shall be awarded for additional experience up to five years. In case additional marks exceed the limit of five years, the credit after this limit shall be 05marks per year leading to a maximum of 35 marks.

5. Distinction Marks =04 MarksDistinction marks shall be allowed only for standing first in a University or Board examination, at the rate of one mark per countable examination. The entitlement of marks shall be further subject to the condition that the examination was passed as a whole by obtaining 60% (Grade-B) or more marks6. Character Roll Marks=30 MarksCharacter Roll Marks shall be taken for the last five years as per following breakup:-Excellent/Very Good=06 marks per yearGood=05 marks per yearSatisfactory=04 marks per year7. Interview Marks=10 MarksThe procedure for marking shall be as under:

Members of the Selection Committee shall record their markings independently. After the interview the final grades of candidates based on the assessment of the members shall be determined on the basis of average. In case unanimous decision is not arrived at, the majority decision of the members shall prevail. In the event of a tie, the Convener shall exercise a casting vote.Annexure-D

SELECTION AND PROMOTION COMMITTEE EVALUATION PROFORMA FOR PROMOTION OF SUPPORT STAFFS#Name and Father Name of Candidate12345678

Academic Qualification (15 Marks)Additional Relevant Experience (35 Marks)Additional Relevant Qualification (06 Marks)Distinction (04 Marks)C. Roll (30 Marks)Sub-Total 1 + 5Interview (10 Marks)Grand Total 6 + 8

SCHEDULE-I CLASS-IV STAFFS. No.PostBPSMinimum QualificationExperience

SCHEDULE-II MINISTERIAL STAFFS. No.PostBPSMinimum QualificationExperience

SCHEDULE-III TECHNICAL STAFFS. No.PostBPSMinimum QualificationExperience

SCHEDULE-IV LABORATORY STAFF

S. No.PostBPSMinimum QualificationExperience

Each University should propose an exhaustive list of kind of existing positions as well those they foresee that they may require in future. They may also propose minimum qualification and experience based on their experience of recruitment. Utmost effort should be made to prepare exhaustive lists of positions in each of the schedule should. Specialized universities like Agriculture, UET, KMU etc., may propose separate schedules taking care of the first two bullets.

PENSION AND GRATUITY STATUTES, 2015Title1.The Statutes framed in pursuance of Section 28(1) (c) of the Khyber Pakhtunkhwa Universities Act, 2012, shall be called Pension and Gratuity Statutes, 2015.Commencement2.They shall come into force at once.Definitions3 (i)In the Statutes, unless the context otherwise requires, the following expressions shall have the meanings hereby, respectively, assigned to them:(a)"University" means The University of .(b)"Employee" and "Service", respectively, mean the employee to whom and the service to which the Statutes apply.(c)"Head of Department" means the Head of the University Teaching or Administrative Department and includes the Director of an Institute Principal of a college/school.(d)"Pension Fund" means the fund established under Statute 8.(e)"Syndicate" means the Syndicate of the University.(f)"Institute of Development Studies" means the Institute of Development Studies of the University.(g)"Treasurer" means the Treasurer of the University.(h)"Medical Authority" means an authority appointed by the Director General Health, to conduct medical examination of University employees for the purpose of granting invalid pension, extra-ordinary pension or commutation of pension. (i)The pronoun "He", used in relation to an employee, refers to male or female, as the case may be. (ii)All other expressions, used in the Statutes, shall have the same meanings as are assigned to them by Section 2 of the Act.Extent of Application4.Unless otherwise provided, the Statutes shall apply to all the University employees, who are paid from the University Funds, except:(i)Contingent-paid or work-charged establishment.(ii)Persons employed on contract (iii)Employees whose conditions of service are governed by special provisions made under any law, rules or regulations for the time being in force.(iv)Any employee or class of employees, who may specifically be excluded by the Syndicate from the purview of the Statutes, or who hold(s) post(s) which have been declared by the Syndicate as non-pensionable.(v)A person who is not a whole-time employee, but is merely engaged for casual or occasional work, such as part-time Lecturer, scrutinizer, etc.(vi)A person who is not paid from the University Fund but is paid from a fund held by the University as a Trustee, or from any other local fund, or is remunerated by fees for the grant of a tenure of land or of any other source of income or of a right to collect money.6.Pension and gratuity (1)On retirement from an pensionable employee shall be entitled to receive such pension or gratuity as may be prescribed.(2) In the event of death of an employee, whether before or after retirement, his family shall be entitled to receive such pension or gratuity, or both, as may be prescribed. (3) No pension shall be admissible to an employee who is dismissed or removed from service for reasons of discipline, but the university may sanction compassionate allowance to such an employee, not exceeding .two-third of the pension or gratuity which would have been admissible to him had he been invalided from service on the date of such dismissal or removal. (4) If the, determination of the amount of Pension or gratuity admissible to an employee is delayed beyond one month of the date of his retirement or death, he or his family as the case may be, shall be paid provisionally such anticipatory pension or gratuity as may be determined by the prescribed authority, according to the length of service of the civil servant which qualifies for pension or gratuity, and any overpayment on such provisional payment shall be adjusted against the amount of pension or gratuity finally determined as payable to such an employee or his family: Provided further that the amount of in case of Contributory Provident Fund subscribed by the civil servant shall be transferred to his General Provident Fund. (5)In case any difficulty arises in giving effect to any of the provisions of this section, the Syndicate shall constitute a Committee comprising of relevant officers for removal of the difficulty.Qualifying Service for Pension7. (i)Subject to the Statues; the service of an employee shall qualify for pension from the beginning, viz from the date of initial appointment in the University.(ii)Service rendered by a University employee in a Government Department, or an autonomous body, before joining service of the University, shall be counted as qualifying for pension, provided that the said service was pensionable, and the proportionate share of pension for that service is borne by the former employer.Condonation of Interruptions and Deficiencies8. (i)The authority, which is competent to sanction pension, may, for purpose of pension, condone all interruptions between the periods of qualifying service of an employee, provided that such interruptions were not caused due to willful act of the employee like unauthorized absence, resignation or removal from service; provided further that any interruption caused due to abolition of a post, shall be deemed to have been condoned. (ii)A deficiency of six months or less in the qualifying service of an employee shall be deemed to have been condoned. (iii)A deficiency of more than six months but less than a year may be condoned by the Vice Chancellor, if both the conditions mentioned below are satisfied;(a)If an employee dies while in service or retires under circumstances beyond his control, such as on becoming invalid or on abolition of his permanent post (and his eventual selection for discharge) and, but for such contingencies, he would have completed another year of qualifying service; and(b)The service rendered by the employee was meritorious. (iv) A deficiency of one full year or more shall not be condoned.Pension Fund9..The Pension Fund shall consist of:(a)the balance of the Employer's portion of the contributions (with interest accrued thereon), in respect of all the employees of the University and Institute of Development Studies, lying in the University's Contributory Provident Fund, as transferred to the Pension Fund on the date of its establishment.(b)such contribution per month, from the date of coming into force of the Pension Fund, for every University employee as would have been payable by the University under the Contributory Provident Fund Scheme.Authority Competent to Grant Pension10.The authority competent to grant pension shall be the authority competent to make appointment to the post last held by the employee at the time of retirement.Maintenance of Pension Fund11.If the amount in the Pension Fund is surplus to the requirements for the purposes of pension, the surplus amount may, with the previous sanction of the Syndicate, be invested in such manner as may be necessary. But if the Pension Fund is running short of requirements for the purposes of pension, the Syndicate may require the University to raise its contribution to the Pension Fund, payable in terms of Clause (b) of Statutes 8, to such extent as may be deemed fit.Payments12.All pensions shall be paid out of the Pension Fund.Anticipatory Pension in Case of Delay in the Finalization of Pension Case13.All formalities for the grant of pension shall be completed as expeditiously as possible, so that the University employee retiring on pension starts getting his pension regularly within one month of his retirement; provided that where the payment of pension cannot be ensured within a reasonable time, due to unavoidable circumstances, the authority competent to grant pension shall sanction anticipatory pension (not exceeding 80% of the admissible pension) for the interim period, not exceeding three months.Orderly Allowance13.A retiring employee in BPS-20 and above shall be allowed a special additional pension equal to the admissible pre-retirement Orderly Allowance.Relaxation13. Any of the Statutes may, for reasons to be recorded in writing, be relaxed in individual cases by the Syndicate, if it is satisfied that the strict application of the Statutes will cause undue hardship to the individual concerned.

INSURANCE STATUTES, 2015

Title1.The Statutes framed in pursuance of Section 28(1) (c) read with Section 42 of the Khyber Pakhtunkhwa Universities Act, 2012 and the rules made thereunder shall be called Insurance Statutes, 2015.Commencement2.The Statutes shall come into force at once.Application4.The Statutes shall be applicable to the employees provided for in Section 3 of the Service Statutes, 2015.Definitions5 (i)In the Statutes, unless the context otherwise requires, the following expressions shall have the meanings hereby, respectively, assigned to them:(a)"University" means the University of .(b)"Employee" means the University employee to whom the Statutes apply.(c)"Insurance" means the Group Insurance of Employees.(d)"Family", in relation to an Employee, means his: (i)wife or wives (in case of a male employee), or husband (in case of a female employee); (ii)children and step children;(iii)parents, sisters, and minor brothers, if residing with and wholly dependent upon him;(e)"Government" means Government of Khyber Pakhtunkhwa.(f)The pronoun "He" or "His", used in relation to an employee refers to male or female employee, as the case may be. (ii)All other expressions shall have the same meaning as assigned to them under Section 2 of the Act.Entitlement to the Benefits from the Group Insurance 6.All employees shall be entitled to the benefits of Group Insurance, except;(a)work-charged/contingent-paid establishment;(b)part-time employees;(c)those employed on contract for a fixed period;(d) any category of employees specifically excluded by the Syndicate from the purview of the Statutes.Subscriptions by the Employees7.Every permanent/regular employee shall pay to the Group Insurance a monthly subscription at the following rates, subject to revision by Syndicate as notified:Pay Scale of EmployeesMonthly Rate of Contribution in Rupees, approved by the Syndicate.

BPS 1 to 4?? (Payable by University)

BPS 05 to 10BPS 11 to 15?? (Payable by employees)?? -------do------

BPS-16BPS-17BPS-18BPS-19BPS20 & above?? -------do------?? -------do------?? -------do------?? -------do------?? -------do------

8.The subscription shall, as far as possible, be deducted at source from the pay bills of the employees. Where the amount of subscription cannot for any reason be deducted from the pay of an employee, the employee shall remit it to the Treasurer. Any amount of subscription remaining unpaid, due to inadvertence or negligence of the employee or otherwise shall be recoverable from his General Provident Fund account.9.Default in the payment of subscription, either for the reason that the pay of the employee was not drawn due to his inadvertence, negligence or fault, or any other reason, whatsoever, shall not affect his right, or the right of his family, to receive the Group Insurance Grant, provided for in Statute 8. However, the amount of unpaid subscription shall be deducted from his General Provident Fund.Grants out of the Group Insurance Revenue 9 (i)If any employee :(a)due to accident is declared by the prescribed medical authority to have been completely incapacitated physically or mentally, to discharge the duties of his employment, or(b)dies during the continuance of his employment, his family shall be entitled to receive a Group Insurance Grant by the Insurance Company, according to the following scale.Basic Pay Scale in which the Employee was Drawing PayGroup Insurance Grant Payable in (Rupees)

BPS 1- 4???

BPS 05 - 10BPS 11 to 15??????

BPS-16BPS-17BPS-18BPS-19BPS20 & above???????????????

Provided that these rates are subject to revision by Syndicate as notified. Assistance Package for Families of Employees who die In Service 10.The employees shall be entitled to the in-service death package as approved and notified by Syndicate.Audit & Accounts of the Insurance Premium11.The accounts of the Insurance Premium shall be maintained in such manner and form as prescribed for the maintenance of the accounts of the University and shall be audited by the Auditors of the University every two years and their report published for general information.

EMPLOYEES GENERAL PROVIDENT FUND STATUTES, 2015

Title1.The Statutes framed in pursuance of Section 28(1) (c) read with Section 42 of the Khyber Pakhtunkhwa Universities Act, 2012, shall be called Employees General Provident Fund Statutes, 2015.Commencement2.The Statutes shall come into force at once.Application3.The Statutes shall be applicable to the employees provided for in Section 3 of the Service Statutes, 2015.Definitions4 (i)In the Statutes, unless there is anything repugnant in the subject or context, the following expressions shall have the meanings hereby assigned to them:(a)"University" means the University of .(b)"Fund" means the General Provident Fund of the employees, established under the Statutes.(c)"Subscriber" means an Employee who is required or permitted under the Statutes t

4.1 Model Statutes 2015 With Index

Documents

teachers statutes

fee statutes

privileges statutes

discipline statutes

leave statutes

insurance statutes

cheating statutes

gratuity statutes