Notification Office of the Director of Horticulture Secretary Bhubaneswar Expert Supporting Staff Posts

PROJECT MANAGEMENT UNIT TheGovernmentofOdishahaveapprovedtheimplementationofStatePotato Mission under the State Plan which will be managed by a Project Management Unit (PMU),comprisingofexpertstobeappointedoncontractualbasisfor3yearsonly.TheManagementExpert(ME)withasmallteamoffull timeprofessionalstaffinthe PMU will undertake the following functions: i.It shallbethefocalpointoftheNodalAgencyi.e.DirectorateofHorticulture, OdishadirectlyresponsibleforimplementationoftheStatePotatoMission (SPM). ii.It shall guide and supervise implementation of programme activities. iii.Itshallmonitorareaexpansion,seedproductionofpotato,establishmentof cold stores, extension activities, FPO formation etc. iv.It shallundertakepreparationofAnnualWorkPlanandBudget(AWPB)ofthe Programme at the State Level and shall coordinate preparation of AWPBs of the districts. v.It shallfacilitatetheflowoffundstotheDeputyDirectorofHorticulture/ AssistantDirector ofHorticultureand otherimplementingAgenciesand ensure proper utilization of the Programme funds placed with them. vi.It shalldevelopandmaintainaManagementInformationSystemandMonitor implementationoftheprogrammeactivitiesbytheDDHs/ADHsandother Agencies. vii.It shallprepareandsubmitconsolidatedProgressReportsafterobtainingthe same from the respective DDHs/ADHs, etc.viii.It shallprovidenecessaryservicesforProgrammeimplementationincluding contracting consultants and other service providers, if required. ix.It shall liaise with the DDHs/ ADHs, line departments and financial institutions to ensure well-coordinated Programme activities. x.It shall prepare expenditure statements in respect of the Programme. xi.It shall undertake such other tasks as the Directorate of horticulture may assign related to potato. ToenablethePMUtodischargeitsfunctionsproperly,GoOhassanctionedthe following posts for the PMU vide its Order No.6566/Ag, Dtd.30th April, 2015 with their all inclusive (Maximum remuneration) as below:- Designation of post Desired qualification / field of expertise NosRemuneration Per Month (Rs.) Management Expert Degree Engineer with MBA (Marketing) 180000 Technical ExpertHorticulture Post Graduation 175000 Financial ExpertChartered Accountant 175000 Cold Storage Expert Refrigeration 175000 IT ExpertDegreeEngineer /Information Technology 175000 Supporting StaffData and fund management 325000 The detailed job chart, terms and conditions of engagement and recruitment procedure is annexed herewith Annexure-I to Annexure-VI. ANNEXURE - I ROLE AND RESPONSIBILITY OF STAFFS ThetaskstobeperformedbytheOfficersofPMUhavebeenbroadlyspecifiedand giveninAnnexureI&II.Theprocessanddescriptionofsomeoftheirtasksare indicated as under: ActivityProcess/Description 1.Management Expert Monitoring of PMUOverall responsibility for success of the project. Guide other members of the PMU. Marketing of potatoesPlanning for marketing of potatoes produced inside the state LiaisonwithOtherDepartment, etc. Co-ordinationwithallotherdepartmentslike Agriculture,Watershed,ST&SCDevelopment Department, Energy, FS & CW Department, PSUs, etc forareaexpansion,seedproduction,marketing, establishmentofcoldstoresetcandgettingtheir cooperation. 2.Technical Expert Area ExpansionAssessmentoffieldproblemsandopportunitiesby interaction with all the stakeholders, other departments etc. and guiding & supporting the DDH/ADHs / staffs fordevelopingpropercroppingandfarmingsystems for increasing area under potato. Seed ProductionAssessmentoffieldproblemsandopportunitiesby interactionwithallthestakeholders,other departments,PSUs,privateagencies,Coldstore owners etc. and guiding & supporting the DDH/ADHs /staffsforincreasingareaunderseedpotato production of Certified / micro-propagated seeds. FrontLineDemonstration& Research CoordinationwithAgricultureUniversityfor conducting FLD and other research activities based on requirements. Developing Training MaterialCollectingmaterialregardingtrainingmodulesand trainingmaterialfromdifferentsourcesoncrop productionandseedproductionandassistingin developingtherequiredtrainingmaterialin consultation with Agriculture University. LiaisonwithOtherDepartment, etc. Co-ordination with other departments like Agriculture, Watershed, ST & SC Development Department, NSC, NHRDF,OSSC,OSCDC,OAICforgetting information about problems and prospects in the field, andgettingtheircooperationforareaexpansionand seed production. Ensuring supply of quality seeds.Arrangingforavailabilityandsupplyofseedpotatoes (CS,FS,BS,micro-propagatedseeds),quality management, verification, problem management etc. 3.Financial Expert Budgeting&Accountingofthe Programme Enforcingfinancialdiscipline,ensuringmaintenance ofaccounts,scrutinyofbills&vouchers,timely payments, preparation of reports & returns, completion ofmonthlyandyearlyaccountsintime,issuing guidelines for& gettingthe budget for all Programme activities,preparingAWPBannually&givingthe required guidance. Release of FundsScrutinyofrequestsforfunds/SoEsandreleaseof funds to DDHs/ADHs with approval of ME., ensuring timely release and proper accounting. Preparing request for FundsPreparingclaimstobesubmittedtoGoOandits follow up and ensuring timely crediting of the cheques etc. in the bank account. PreparingGuidelinesforauditing accounts DDHs/ ADHs Basedonstudies,practicesfollowedelsewhere& discussionwithauditors,etc.,preparing& disseminating the guidelines for audit of DDHs/ ADHs accounts. AllaspectofAdministration Department Preparingguidelines&instructionsforproper managementoftheestablishmentmatters,record keeping & observance of financial discipline etc. 4.Cold Storage Expert Planningandmonitoringforcold stores Planningforadvertisement,empanelmentof entrepreneurs, cold store developers, etc. Sanction of ProjectsScrutinize Project Proposals, making appraisal of cold store projects before placing in SLEC for approval. Monitoring for storageContactcoldstoreownersforpotatoandseedpotato procurement, storage LiaisonwithOtherDepartment, etc. Co-ordination with other departments like Energy, Co-operation,Agriculture,OUAT,etc.forgetting information about problems and prospects in the field, and getting their cooperation for establishment of cold stores. Developing Training MaterialCollectingmaterialregardingtrainingmodulesand trainingmaterialfromdifferentsourcesoncoldstore management,arrangementofworkshopsandtraining programmes for cold store related stakeholders, etc. 5.IT Expert Development of IT toolsDevelopmentofITtoolsforallactivities, operationalizationandmonitoringofprogress, planning for capacity building of field functionaries. Collectingandanalyzingfielddata andpreparingmonthlyprogress report. Preparingmonthlyprogressreportsbasedonfield reportsandothermaterialandputtingituptothe ManagementExpertwithsuggestionsforcorrective action. Disseminatingstrengthsand weaknessesofProgramme. implementationforundertaking mid-course correction Communicatingthestrengths&weaknessesin implementationtotheconcernedpartnersalongwith suggestionsforimprovements,issuingguidelines, arrangingforfurthercapacitybuildingmeasuresas may be necessary for mid-course corrections. CoordinationwithallProgrammeCo-ordinationwithotherofficersforimplementation staffof all components. Collecting inputs from districtsEnsuring/assisting for a regular system of collection of therequiredinformationfromDDHs/ADHs,etc.its analysisandgenerationreportsforreviewand correctiveactionasalsobyfieldvisitsregarding physicalandfinancialprogress,problems& opportunities. Data base developmentCo-ordinatefordevelopmentofdatabaseonarea, production, seed supply,capacity building etc Liaison with other Departments.Co-ordinationwithotherdepartmentsforgetting information about problems and prospects in the field, sourcesforguidance,trainingetc.,andgettingtheir cooperationinvariousotheractivitieslikestrategy, training, guidelines preparation etc. General Awareness BuildingAcquiringinformation/knowledgeonthetopic, arrangingfortherequiredmeasuresandassistingin sensitization and awareness building of staffs,farmers and other stakeholders. Developing Training MaterialCollectingmaterialregardingtrainingmodulesand trainingmaterialfromdifferentsources,assistingin developing the required training material. Supporting staffs Assist the ExpertsDatamanagement,filemanagement,compilationof information,reportgeneration,preparationof presentations, literature, assist in all activities The PMU shall follow the following tools of Project Management: Creating clarity about the Programme amongst the stakeholders on ongoing basis and prepare a project implementation Manual (PIM) if required. Capacity Building (through training, guidelines, exposure visit, material supply) at all levels on ongoing basis. Monitoring progress (Desk & Field) with problem solving approach. Building Relationships. Maintaining funds flow. Periodical review of implementation of action plan. ANNEXURE - II TOR OF PROGRAMME STAFF OF PMU 1.Management Expert: The Management Expert would be responsible for: (i)TheManagementExpertshallbetheChiefExecutiveOfficerofthePMUand shallberesponsibleforproperadministrationoftheaffairsandfundsofthe Programmeandimplementationofvariousactivitiesoftheprogrammein mission mode under the guidance of the Director of Horticulture; (ii)Maintaining a secretariat for the Governing Body of the PMU; (iii)Prescribe the duties of all officers and staff of the Programme; (iv)Exercisesupervisionanddisciplinarycontrolasmaybenecessaryoverthe ProgrammestaffatthePMU.Hewillbethecompetentauthorityforsuch programme staff on contract basis for all administrative matters. (v)Day-to-day administration of the Programme; (vi)All activities related to procurement and funds release; (vii)to do all such lawful acts as may be necessary for the achievement of any of the objects of the Programme with the approval of the Director of Horticulture; (viii)Overseeing field operations implemented through the DDHs / ADHs; (ix)LiaisingwiththeStateadministration,lineagencies,financialinstitutionsto ensure their coordination for Programme implementation; (x)Consolidation of annual work plans and budgets.(xi)HelpinconductingmeetingsoftheStateLevelProgrammeCommitteesand keep a record of proceedings of these meetings; (xii)Overseeing training, and monitoring and evaluation of the Programme; (xiii)Submissionofprogressreportsandfinancialstatementsasstipulatedinthe Programme; (xiv)Facilitating the flow of funds to the DDHs/ADHs and other programme partners and ensuring timely release of funds from the nodal agencies; (xv)Complying the Assembly and Parliament questions related to potato. (xvi) Arranging marketing of potatoes. (xvii) Inemergentcircumstances,heshallalsohavethepowertotakedecisionsin matterspertainingtoprogrammeimplementationandreportthesametothe Director of Horticulture; (xviii)The Director of Horticulture / Government may assign other function as deemed necessary, to him in furtherance of the objects of the Programme.No of Posts: 01 Remuneration per month: Rs.80,000 (Consolidated- Maximum) Desired qualification: Degree Engineer with MBA (Marketing) Age: 30-45 years as on 01.04.2015 FieldofExpertise:OfficeManagement,Experienceinleadingateam, marketing of primary agricultural produces and project management. Experience: 5 years is independent project management head. 2.Technical Expert The Technical Expert would be responsible for : (i)Liaising with the DDHs / ADHs, OTELP, Watershed Mission, ST & SC Development Department, OTELP etc. for area expansion of potato; (ii)LiaisingwithPSUs,NSC,NHRDF,CIPandprivateentrepreneursforseed production; (iii)ArrangementofBreeder,Foundation,Certifiedandmicro-propagatedseeds both for seed production and area expansion; (iv)Coordinate with OUAT for Front Line Demonstration and Research; (v)Developing training manual on potato production and seed potato production; (vi)Developing key extension messages for promoting improved cultural practices; (vii)Any work assigned by the Directorate of Horticulture / Government. No of Posts: 01 Remuneration per month: Rs.75,000 (Consolidated-Maximum) Desired qualification: Post Graduate in Horticulture Age: 30-45 years as on 01.04.2015 Field of Expertise: Potato cultivation and seed production, monitoring of the programmes. Experience:5yearsincropandseedproduction(preferenceforpotato production). 3.Cold Storage Expert The Cold Storage Expert would be responsible for : (i)Empanelment of entrepreneurs and cold store developer; (ii)Assist in developing proposals for cold stores; (iii)Monitoring establishment of cold stores and availing electricity tariff subsidy; (iv)Monitoring storage of potatoes in the cold stores; (v)LiasioningwithotherDepartmentslikeEnergy,Cooperationetc.for establishment of cold stores; (vi)Developing training manual on potato storage in consultation with OUAT; (vii)Arrangingtrainingforstakeholdersonadoptionofnewtechnology,Technical standards issued by GoI. (viii)Any work assigned by the Directorate of Horticulture / Government. (ix)Scrutinization,AppraisalofprojectproposalsbeforeplacingitisSLECfor approval and sanction.No of Posts: 01 Remuneration per month: Rs.75,000 (Consolidated-Maximum) Desired qualification: B.Tech (Mechanical) with specialization in Refrigeration) Age: 30-45 years as on 01.04.2015 FieldofExpertise:Refrigeration,coldstoremanagement&Postharvest management. Experience: 5 years in cool chain / cold store development & management. 4.Financial Expert The Financial Expert would be responsible for: (i)Budgeting and accounting of the Programme. (ii)Expediting the release of funds for timely implementation of different activities by the DDHs / ADHs. (iii)Maintaining records of all financial transactions. (iv)Preparing requests for release of funds from the State. (v)Supervision and inspection of the accounts of DDHs/ADHs. and (vi)Processing and preparing documents for procurement of all goods and services requiredbytheProgrammeinaccordancewiththeprescribedprocurement procedure of Govt of Odisha. (vii)Arrangingtoproduceallrecords&documentsforauditandfacilitate inspection & audit of accounts at PMU & DDHs/ADHs. (viii)Ensuring economy of expenditure and speedy release of funds. (ix)Ensuring that all periodical reports and returns relating to financial matters are submitted in time. (x)Complying to audit objections and observations. (xi)Any work assigned by the Directorate of Horticulture / Government. No of Posts: 01 Remuneration per month: Rs.75,000 (Consolidated-Maximum) Desired qualification: Chartered Accountant Age: 30-45 years as on 01.04.2015 FieldofExpertise:FinancialAccounting,development andmanagement of projects. Experience: 5 years in office accounting. 5.IT Expert The IT Expert would be responsible for: i)Documenting the hardware and software needs of the project; ii) Developing IT tolls for all activities of the programme; iii) Collecting inputs from the DDHs/ADHs in the specified format on a regular basis; iv) Feeding the data and generating progress reports, trends on a monthly basis for review and action; and v)Consolidating information at the state level for the Programme and providing regular updates. vi) Development of data base. vii)Developing training module for IT related programmes. oNo of Posts: 01 oRemuneration per month: Rs.75,000 (Consolidated-Maximum) oDesiredqualification:DegreeEngineerinInformationTechnology/ Computer Science oAge: 30-45 years as on 01.04.2015 oFieldofExpertise:ITtoolsdevelopmentforcollectionofdata,report generation,developmentandmanagementofsoftware particularly MandE tools. oExperience: 5 years in prototype designing and software development. 6.Supporting Staff The Supporting Staff would be responsible for : (i)Data and File management, compilation of information / data. (ii) Assist the Experts. (iii)Any work assigned by the Directorate of Horticulture / Government. No of Posts: 03 Remuneration per month: Rs.25,000 (Consolidated-Maximum) Desired qualification: Bachelors degree in any stream, PGDCA Age: 25-45 years as on 01.04.2015 Field of Expertise: Data, fund and office management, sound computer typing (Odiya & English), MS Office, Internet, photoshop, corel draw, page maker, Tally etc. Experience: 3 years in data, file and fund management; data compilation both in Ms-word & Ms-Excel; noting and drafting; Internet accessing etc. Inaddition,thePMUstaffshallworkingroup,activelyassist/associateinpreparationof guidelines,developingtrainingmodules,preparingstrategypaperforimplementationof theprogrammecomponents,developingIECmaterial,fieldmonitoring,coordinationwith line department and creating clarity about the Programme, etc. and as may be assigned by the Management Expert. ANNEXURE-III RECRUITMENT AND TERMINATION The recruitment will be made through open advertisement Followed by Proficiency Test The procedure for open advertisement is described below: 1.Step 1: Advertisement & Publicity: Advertisements will be issued in national level or/and Local newspaper.Forwiderpublicityandtoattractcompetentandexperiencedprofessionals,itmay also be published in popular job web sites. Similarly, the same will be put up on the websiteoftheGovernmentandDirectorateofHorticulture.Fulldetailsofthe application form, terms of reference, sample contract document, etc. will be posted onspecifiedwebsites.Themodeofsendingapplicationwillbeclearlyindicatedin theadvertisement.Selfattestedqualifyingdocuments,shouldbesubmittedalong with the application. 2. Step 2: Short -listing of Applications Short-listingofcandidatesistobemadefromapplicantscomplyingwiththe qualifying standards on the following basis: oCareer marks: 60% oExperience: 40% Theskilltestofsupportingstaffonlywillbemadebeforethecandidatesare shortlisted for interview. Short listed candidates will be informed through letter and email. Candidates will be given at least 15 days time for the next stage. 3. Step 3: Personal Interview and Tests for Personality and Skills: The selection of the candidates from the shortlisted candidates will be made basing on the carrier, experience and interview as below: oCareer & Experience: 60 marks oInterview: 40 marks TheexactmodalitieswillbedecidedbytheDirectorofHorticulture.Theinterview board will be constituted with the following members: 1.Director of Horticulture- Chairman 2.Expert from respective field. 3.Head, CHES, Bhubaneswar 4.Representative of Government5.Joint Director of Horticulture- Member Convener Step 4: Issue of Offer LettersTheresultsofStep3willbeindividuallyinformedtothecandidatesandselected candidates will be given, a notice period time of up to 1 month to join, failing which the next candidate on the panel will be offered the assignment. In specific cases and after examining a written request from a candidate, the Director of Horticulture may extend the time limit for joining suitably. Thisengagementdoesnotconferanyrighttoaregularappointmentatanytimeinthe PMU or any other State Govt. organizations; the engagement is purely temporary in nature and shall not invite any legal recourse now or in the future. Initially the appointment will be for a period of one year subject to verification ofMedical Certificate issued by medical officer not below the rank of Assistant Surgeon in support of physical fitness. Character certificate issued by two gazetted officers. Relieve order, clearance certificate from previous employer, if employed.

3. Cessation/ Termination of Service 3.1 Incaseofconclusionofcontractorterminationofserviceordischarge,dismissal, removal,orretirementfromserviceanemployeeshallceasetobeinthe employmentoftheOrganizationfromthedateofsuchterminationofservice.In case of death, an employee shall cease to be in the employment of the Organization with effect from the date following the day on which the death occurs.3.2 During the course of the contract, an employee may be discharged from the service oftheOrganization forsufficient reasonbythecompetentauthoritywithoutgiving any notice whatsoever, if found guilty of being involved in any sort of misconduct or breachofcontractterms.Theservicemayalsobeterminatedbygiving thirtydays' noticeinwritingin that behalforthirtydays'totalpayinlieu thereof bytheeither side, if the employee is on probation; and by giving one month's notice in writing in thatbehalforonemonth'stotalpayinlieuthereofbytheeitherside,ifthe employee is on contract, provided that the Director of Horticulture may waive such notice or payment in lieu thereof in specific cases at his discretion.3.3.UponterminationoftheAgreement,thestaffshallbeliabletohandoverallthe assets and records of the project in his/her possession to any authorized officer. 4.Consequence of Particulars being False or Suppressed 4.1 If any of the particulars given by an employee before or at the time ofappointment aresubsequentlyfoundtobefalseorincorrect,oritisfoundthatanyofthe materialparticularsaskedforhavenotbeendisclosedbyhim,theappointment shalldeemedtohavebeenobtainedonmis-representationandliabletobe terminatedsummarilybytheAppointingAuthority,andeverysuchtermination shall be without prejudice to any other action that may be taken in respect thereof: provided that in every such case an opportunity to show cause shall be given to the employee concerned, before making an order of termination.4.2 Anypersonaggrievedbyanorderofterminationundersubrule3.5mayfilean appealtotheauthorityhigherthantheAppointingAuthoritywithinthirtydaysof theorderandtheDirectorofHorticulturemaymakesuchenquiry(orcausesuch enquirytobemade)ashemaydeemfitandpasssuchordersthereonasmaybe appropriate and every such decision of the Director of Horticulture shall be final. ANNEXURE-IV REMUNERATION AND ALLOWANCES 1. Grade and Scale of Pay Thetotalemoluments(maximum)alongwithrequiredqualificationsforpersonneltobe hired shall be as follows: Designation of post Desired qualification / field of expertise NosRemuneration Per Month (Rs.) Management Expert Degree Engineer with MBA (Marketing) 180000 Technical ExpertHorticulture Post Graduation 175000 Financial ExpertChartered Accountant 175000 Cold Storage Expert Refrigeration 175000 IT ExpertDegreeEngineer /Information Technology 175000 Supporting StaffData and fund management 325000 2.Allowances: The following kind of allowances may be granted to an employee in addition tothe pay in accordance with the provision of the rules during tour only:i) Travel Allowance(TA) ii)Daily Allowance (DA) 2.1TA/DA at State Level ForcontractualandallotheremployeestravellingforbonafiedworksofPMU, TA/DA/conveyance charges will be allowed as per Odisha TA Rules. Vehicles could be hiredforperformanceofofficialworkswiththepermissionoftheDirectorof Horticulture cum-Secretary, OHDS. 2.2TA for attendingMeetings, Seminars and Conferences. As a general practice, when an employee is permitted by the Director of Horticulture to attend meetings, seminars and conferences, he would be entitled to TA as on tour as per the employee's entitlement. If any amount is payable by an outside agency to the employee, the same will be adjusted while passing the TA bill.2.3.Purpose of TA Rules Travellingallowanceshouldbesoregulatedthatitshouldnot beasourceofprofit totherecipient.Itisinthenatureofreimbursementofreasonableexpenses incurred by an employee on travel and on halts out of station on official duty.2.4TAAdmissibility Travellingallowanceshallbeadmissibleonlyforjourneysinconnectionwiththe bonafideworkoftheStatePotatoMission.Alljourneysshallbeauthorizedbythe Competent Authority.2.5Competent Authority The Competent Authority for the purpose of these rules shall be as indicated below:i) Director of Horticulture : Management Expert iii) Management Expert: All employees of PMU 2.6 TA Advance TheCompetentAuthoritymaysanctionanadvanceforhotelallowance,lodging allowance, purchase of tickets, cash allowance, local conveyance and miscellaneous expenses to an employee proceeding on tour not exceeding 90 percent of the total estimatedeligibleexpenditure.Noadvancewillnormallybegrantedifaprevious advanceremainsunadjusted/unsettled(exceptunderspecialcircumstances).All advances taken by the employees are to be settled within 30 days of tour/ travel. If theparticularsofadvancearenotsettledwithinthespecifiedthirtyworkingdays, theadvanceoutstandingshallbedeductedfromthesubsequentmonth'ssalaryof the employee.2.7. Submission of TA Bills 2.7.1TA bills together with approved tour programme if not already submitted should be submitted within 30 working days after return from tour.2.7.2.IfTAadvanceisdrawn,excessifany,shouldberefundedimmediatelyonreturn fromtourandinanycasewithinfifteenworkingdaysthere-from.Iftheparticulars ofclaimarenotsubmittedwithinthespecifiedthirtyworkingdays,theadvance outstanding shall be deducted from the subsequent month's salary of the employee.2.8.Disciplinary Action in case of Breach of TA Rules Breach of any of the above TA Rules by an employee shall be treated as misconduct and shall make him liable for disciplinary action.2.9.During tour TA & DA will be regulated as under: The staff of PMU shall, for the purpose of T.A.be in the 1st Grade (Forsupporting staff-3rd Grade) as admissible under the Odisha TA Rules, 1954. The entitlement will be as follows: i.Actual travel expenses by public transport system by road in shortest route. ii.The DA shall be admissible only when the tour is performed beyond 8 km. of the city/townlimitoftheheadquartersandatagraduatedrateasprovidedunder Odisha TA Rules. iii.In case the staff is allowed free boarding and lodging at the expense of the Govt., heshallbeentitledtoget1/4thofthedailyallowanceadmissibletohimatthe stationconcerned.Ifonlyboardingorlodgingisallowedfreetosuchstaff,he may draw daily allowance at one half of the admissible rate. iv.ActualtravelexpensesbyAC-IItier(ForSupportingstaff-Sleeperclass)or whereverdestinationisnotconnectedbyRail,travelbypublictransportsystem by road in shortest route. v.The DA including accommodation (i.e. boarding, lodging, DA etc.) will be as per FinanceDepartmentOfficememorandumNo.CS-II-5/2011-16638/F.Dt. 02.04.2011 or amendment to it.2.10. Mobile phone allowances: All the employees will be required to have their own mobile hand-sets at own cost. The monthly mobile allowance limit for each level is as below: Sr. No. PositionAllowance for Mobile Phone (Rs.) 1Management Expert500 2All other Expert300 3Supporting Staff100 ANNEXURE-V LEAVES 1. Extent of Application These Rules shall apply to all types of employees of PMU. The staff will not be entitled to accumulate leave. 2. Right to Leave Theemployeewillnotclaimleaveasamatterofright.Whentheexigenciesofthe PMU's services so require, the discretion to refuse postpone, curtail or revoke leave of any description or to recall to duty any employee already on leave shall rest with the Competent Authority.3 Kinds of Leave Subjecttotheprovisionoftheserules,thefollowingkindsofleaveonlymaybe granted to an employee.No other leave will be granted as the Mission wil be for 3 years only with desired goals:-i)Casual Leave ii)Sick Leave 3.1Casual Leave (CL) Casual leave may be granted up to a maximum of 15 days during a calendar year, to beconsideredeverysixmonths.CLcanbeavailedpartlyorfullyatastretch. Saturdays,SundaysoranyotherPublicHoliday,thatfallswithintheCLstakenata time shall not be counted as CLs. In case of employees appointed during the course ofayear,casualleavemaybeallowedinproportiontothenumberofmonths (including part months) the employee was in service during the period.3.2Sick Leave (SL) Sick Leave can be granted to an employee up to 15 days during a year subject to the satisfactionof theCompetentAuthorityor productionofMedicalCertificateby the employee. If Sick Leave is requested for more than 3 days, Medical Certificate has to be produced. Sick Leave of more than 3 days will be supported with the prescription / certificate of the Civil Surgeon of the District General Hospital. 4.Powers to refuse leave or recall an employee on leave Leave cannot be claimed as a matter of right by any employee. When the exigencies of the organisation so require, discretion to refuse or revoke leave of any description is reserved with the authority empowered to grant it. Similarly, an employee already onleavemayberecalledbysuchauthoritywhensuchanactionisconsidered necessary in the interest of the Organization.5Lapse of leave on cessation of service Leave earned by an employee shall lapse on the day on which he ceases to be in the service. This will be applicable in case of voluntary resignation and/ or termination.6.Interpretation and Relaxations Incaseofdoubtregardingtheinterpretationandapplicabilityoftheserules,the orders of the Director of Horticulture shall be final. The Director of Horticulture shall, inhisdiscretion,becompetenttorelaxtherulesinparticularcaseswhereinhis opinion such relaxation is necessary or justified. ANNEXURE-VI DISCIPLINARY RULES 1 Obligation to Abide by Rules and Regulations Every employee of PMU shall at all times be bound to abide by these Rules and any otherregulations,schemesororders,thatmaybeframedbytheGovernment/Director of Horticulture /Management Expert or an authority duly authorized in this behalf.Theserulesareapplicabletotheemployeesandwithoutprejudicetothe generality of this basic obligation, and shall at all times:i) Maintain absolute integrity;ii) Exhibitdevotiontodutyandobeyofficialinstructionsandallinstructions from superiors whether oral or written;iii)Maintain fidelity;iv) Takeallpossiblestepstoensuretheintegrityanddevotiontodutyofall employees for the time being under his control or authority.2 Obligation to Maintain Secrecy Every employee of PMU shall be bound to maintain secrecy and shall not divulge any information coming to his knowledge in the course of his duties or otherwise which, as would adversely affect or embarrass PMU in any manner, and this restriction shall continuetoapplytoeveryemployeeevenafterhisceasingtobeinserviceby retirement or otherwise.3Absence without Justification and Consequences Thereof 3.1 Two or more employees taking casual leave in concert with a view to disrupt work in anymannershallbedeemedtobeinvolvedinmisconductandbepunishableas such.3.2 Withoutprejudicetoanydisciplinaryactionthatmaybetakenformisconduct,the absenceofanyemployeeundercircumstancessetoutinsub-rule6.3.1orabsence fromdutywithoutjustificationorwithouttakingpriorpermissionfromthe appropriateauthorityshallentailthefollowingconsequencesunlessviewed otherwise by the Competent Authority:i) No pay and allowance shall be payable for the period of such absence;ii) Theperiodofabsence,unlesscondonedbytheCompetentAuthority,shall resultinbreakinserviceandpostponethedateofnextincrementfora period equivalent to such period of absence;iii) The leave at the credit of the employee shall not lapse for the reason of such absence,buttheperiodofabsenceshallnotbecountedforthepurposeof eligibility of leave of any type;3.3 Inrelationtoanyabsencefallingwithinthescopeofsubrule6.3.1and6.3.2,the CompetentAuthorityshallgivenoticetotheemployeeseekinganexplanationfor his absence and after considering the reply received, if any, shall pass such order in respect of the absence referred to in sub-rule 6.3.2 as it may deem fit.3.4 A copy of every order passed by the Competent Authority under sub rule 6.3.3 shall be given to the employee and the employee may, within thirty days of the receipt of theorder,fileanappealtotheDirectorofHorticulturethroughproperchannel.In caseanappealispreferred,theDirectorofHorticulturemayconsiderwhetherthe consequencesimposedareexcessiveorinadequateandshallpassappropriate orders, as far as possible, within 90 days of the date of appeal, confirming, modifying or setting aside the orders passed by the Competent Authority with such directions as he may deem fit and every such order shall be final.4. Employees to Promote Interest of PMU EveryemployeeshallservePMUhonestlyandfaithfullyandshallmakeutmost effortstopromotetheinterestsofPMUandoftheorganisationswhichare interrelated,createdorpromotedbyPMUandshalldonothingwhichwould damage the image, policy, programmes or activities of PMU.5 Prohibition against Participation in Election 5.1 NoemployeeofPMUshalltakepartinanyelectionoflegislatureorofanylocal authority.5.2 Nothingcontainedinsub-rule6.5.1shallbedeemedtoaffecttherightofany employee to vote at an election and where he does so, he shall give no indication of the manner in which he proposes to vote or has voted.5.3 Every employee shall strictly refrain from being a worker of any political party.5.4 If any question arises whether any conduct falls within the scope of these rules, the decision of the Director of Horticulture shall be final and binding.6. Connection with Press or Other Media Noemployeeshall,exceptwiththepriorpermissionfromtheManagementExpert oranyexecutiveauthorisedbyhiminthisbehalf,participateinradioorTV broadcast,orcontributeanyarticleorwriteanylettereitherinhisownnameor anonymously,pseudonymouslyorinthenameofanyotherperson,toany newspaper or periodical; provided that no such permission shall be required if such broadcast or contribution is of a purely academic or artistic character and in no way connected with the activities of PMU.7. Private Trade or Employment Prohibited No employee shall, except with the previous sanction of the Director of Horticulture, engage directly or indirectly in any employment, trade or business or undertake any manufacturing,constructionorcontractcarryingremuneration,commissionorany such monetary benefits or accept other part time or full time employment.8. Gifts No employee of PMU shall accept or permit any member of his family or any other person acting on his behalf to accept any gift from any person or organisation having official dealings with PMU.Explanation:Theexpression"gift"shallincludefreetransport,boarding,lodgingor otherserviceoranyotherpecuniaryadvantagewhenprovidedbyanypersonother thananearrelativeorapersonalfriendhavingnoofficialdealingswiththe employee, but does not include gifts such as calendar, dairy' or other mementoes.9. Grievance Handling Procedure 9.1 Anyemployeedesirousofseekingredressofgrievancearisingoutofhis employment or relating to unfair or frequent ill treatment by a superior may submit awrittencomplainttotheCompetentAuthorityoranyotherofficerappointedon his behalf for this purpose.9.2 The Competent Authority or officer appointed by him shall personally investigate the complaint at such times and places as he may fix. The complainant shall have a right tobepresentatsuchinvestigation.TheInvestigatingOfficershallcompletethe inquiry, as far as possible within three months from the date of complaint. After the inquiry,theInvestigatingOfficershallpreparethereportandsubmittothe CompetentAuthorityfornecessaryaction.Acopyofthereportshallalsobe provided to the complainant.10. Misconduct Withoutprejudicetothegeneralityoftheterm"misconduct",thefollowingacts, omissions and commissions shall be treated as misconduct:i) Insubordinationordisobedienceofsuperior,whetheraloneorin combination with others or instigation thereof or any such act.ii) Striking work either singly or with other employees in contravention of these rules or any other law for the time being in force or inciting any employee to strike work or go slow.iii) Theft, fraud or dishonesty or wilful damage or causing loss in connection with thebusinessactivityorofgoodsorpropertyofPMUoranyother organization connected with PMU.iv) Takingorgivingbribeoranytypeofillegalgratificationwhatsoeveror acceptingvaluablepresents,orborrowingofmoneyfromasubordinateor colleagueoranyotherpersonhavingdealingswithPMUoritsrelated organizations.v) Having by himself or on his behalf by another person pecuniary resources or propertydisproportionatetotheknownsourcesofincomeoftheemployee that cannot be satisfactorily accounted for.vi) Absenceswithoutleaveoroverstayingbeyondthesanctionedleavewithout obtaining permission from or consent of the Competent Authority.vii) Drunkennessorriotousordisorderlyorindecentbehaviourwhileinthe premisesofPMU,oroutsidesuchpremiseswheresuchbehaviourisrelated to or connected with the employment. viii) Commissionofanyactwhichamountstocriminaloffenceincludingthe offence involving moral turpitude.ix) Neglect of work or negligence in the performance of duties. x)Useofinsultingorabusivelanguage,assaultorthreatofanassault, intimidation or coercion within the premises of PMU against any employee or against any other person authorized to work in PMU and any such act outside the premises if it directly affects the discipline of PMU.xi) Disclosurebyanemployeetoanyunauthorizedpersonanyinformation regardingtheworkingofprocessorbusinessofPMUwhichcomesintohis possession or his notice during the course of his employment in PMU.xii) Refusaltoacceptortakenoticeofanycharge-sheet,orderoranyother communicationservedeitherinpersonorinduecoursebypostorby notification on the notice board of PMU.xiii.) Convictionbyacourtoflawforanycriminaloffenceincludingoffence involving moral turpitude.xiv) Deliberately making a false statement before a superior.xv) Falsificationofrecordsordefalcationortheforgingofthesignatureofany person.xvi) Impersonation.xvii) Indulging in political activity at any time within the premises of PMU or in any othermannerviolating theprovisionsofPMU'srulesby beingorbringingor allowing a. political worker or otherwise.xviii) Furnishing false information regarding name, age, father's name, qualification, ability or previous service or any other matter germane to the employment at the time ofemployment or giving false information or misleading data when physical fitness examination record is made.xix) FailuretoattendtoworkonSundaysorholidaysoranyothertimewhen required to do so.xx) Any act of bad faith against PMU or any act which is prejudicial to the interest of PMU.xxi) Absencefromappointedplaceofworkwithoutpermissionorwithout sufficient cause.xxii)Sexualharassmentofwomenemployeesincludingsuchunwelcomesexually determined behaviour (whether directly or by implication) as physical contact andadvances,demandandrequestforsexualfavours,sexuallycoloured remarks,showingpornographyandanyotherunwelcome(physical,verbal and non-verbal) conduct of sexual nature at the work place. ANNEXURE-VII MISCELLANEOUS 1. Working Hours Normally,theworkinghoursnotifiedbytheGovernmentofOdishawillbe applicable.2.Enforcement of the law DirectorOfHorticultureoranycompetentauthority,towhichpowershavebeen delegated, will have all the powers to enforce the OGFR Rules.4.Certificate on cessation of service Oncessationofserviceofanemployee,DirectorofHorticulturewillissuea certificatedeclaringcessationoftheserviceoftheemployeewithPMU.After cessation of service of such an employee with PMU, Director of Horticulture will not be responsible/ liable for any of his/ her action.5. Fitness for Work Director of Horticulture will have absolute powers to judge and declare the fitness of anypersonworkingorproposedtoworkwithPMUasfitorunfitforanyparticular job/ assignment in PMU without assigning any reason. His decision in the matter will be final and binding.