1
CHAPTER 1
INTRODUCTION
1.1. This exercise for cadre review of subordinates of Border Roads Organization has
been undertaken in compliance to the guidelines for Cadre Review issued by the
Government of India, Department of Personnel and Training (Planning Division)
for the manpower projections and recruitment planning to bring about
rationalization of the existing cadre structures with a view to improve the
efficiency, morale and effectiveness of the cadre.
1.2 A Board of Officers was constituted by Directorate General Border Roads vide
their Order No. 12801/Cadre Review/ DGBR/11/EG2 dated 16 Oct 2008 (copy
appended as Appendix - A) to carry out the Cadre Review in respect of different
categories of subordinate staff. The composition of the Board is as under: -
Presiding Officer : Shri IR Mathur, SE (Civ) SG
Chief Engineer
HQ CE (P) DEEPAK
Members: : 1 Shri SK Verma
Executive Engineer (Civil)
TP Dte/HQ DGBR
2 Shri Jaswant Singh
Executive Engineer (E & M) NFSG
TA Dte/HQ DGBR
3 Shri AK Das,
Jt Dir (Admn)
T&C/HQ DGBR
4 Shri Suresh Kumar
Jt Dir (Admn)
HQ CE (P) Himank
In attendance : 1 Col AK Das
Commander GREF Centre
2 _______________
Jt Dir (Med)
HQ DGBR - (for Medical Cadre)
Contd ……P/2
2
3 Lt Col PK Nanda
Joint Director (Sig Section)
HQ DGBR - (for Signal Cadre)
4 Shri CM Arora
Senior Administrative Officer
SO-2 (Pers) Project Chetak
- (for Steno, Store and Clerical Cadre )
Member Secretary : Shri HK Patnaik
Senior Administrative Officer
HQ DGBR
1.3 The terms of reference of the board are as under: -
(a) Total study of the Organisation will be made which will include inter-alia
the posts currently existing, job contents and the workload of each post, the effect
of implementation of the proposal for creation of posts on the Organisation at
pattern now and in future.
(b) A minimum of 3 Tier hierarchical promotion avenues in accordance with
the Govt. policy be evolved for each cadre, to the extent possible. Avenue to reach
Officer level up to two ladders for exceptionally brilliant persons from each cadre
should be opened, to the extent possible, provided suitable education and other
essential qualifications criterion is met with.
(c) The cadre strength at each level, for promotion, should be planned so that
pace of progression is comparable in different categories.
(d) Inter-se-seniority between different cadres, particularly at the senior level
like Superintendent Buildings and Roads, Superintendent Electrical and
Mechanical, Office Superintendent, Superintendent Stores and Superintendent
(Non Technical) etc., be given due consideration and firm recommendations made.
(e) Board will also examine each post. Recommend merger, amalgamation,
pruning and abolition of the some of such categories which have lost utility due to
socio-economic change, change in departmental environment or technical
innovation. Due consideration is given to reduce number of trades without
compromising efficiency.
Contd ……P/3
3
(f) The Board will examine the isolated categories where promotion to next
grade is not possible, efforts may be made to identify posts after taking into
account the qualifications and experience, duties and responsibilities attached to
these posts for merging them with the existing cadres. In case it is not possible to
merge them in the existing or proposed hierarchical structure, these posts should
not be filled up by direct recruitment but by transfer on deputation so that the
incumbents of such posts do not stagnate.
(g) All increase or decrease in each cadre should be reflected in the Unit/ HQ
establishment with suitable justification for proposed changes.
(h) Re-structuring of ranks in some categories where anomalies have arisen
due to existing pay scales.
(i) Recommendations may be made in certain cadres/ posts like Medical, Fire
Fighting and Miscellaneous cadres, which are difficult to manage because of their
small strength, limited promotional avenues and lack of training facilities within
the department. Possibility to draw such personnel from Army or other
Organizations may be considered. The overall effect on the Manning Policy due to
the proposals should also be brought out.
(j) The financial effect due to the complete cadre review will be worked out
and reflected in the final recommendations.
(k) Board will ensure proper matching saving, for the creation/ up-gradation of
posts, are provided for, by the surrender of posts in the same group or of posts in
the immediate line of promotion. Financial effect should be well within the
matching savings offered.
Contd ……P/4
4
1.4 The Board held its first meeting during 17 to 19 December 2008 and meetings on
subsequent days. The Board held informal discussions with different Directorates
and Sections of Directorate General Border Roads and welcomed suggestions from
all possible sources. A number of applications, petitions and representations were
received at HQ DGBR and have been considered by the Board. The Presiding
Officer had the opportunity to discuss the issue with Chief Engineers and Staff to
have first hand knowledge about the practice being followed with regard to matters
relating to terms of reference. The Board had the benefit of the suggestions of the
Chief Engineers of the Projects. Commandant GREF Centre offered valuable
proposals/ suggestions. Staff Selection Board, MES, CPWD and NDMC were
contacted and documents relevant to our subject (s) have been obtained/ extracted.
The draft cadre review was also put in BRO website for the information and
suggestions of the personnel, if any. The suggestions so received, have also been
considered by the Board of Officer for finalization of Board proceedings. The
valuable suggestions of the Senior Officers have been incorporated in the
recommendations.
1.5 The Terms of Reference for the Cadre Review covers a wide range of
interconnected aspects and these has not been considered in isolation. For the
purpose of this report, various aspects have been clubbed and discussed under
broad subject-areas, as mentioned below: -
S.No. Subject-Area
1. Cadre Review Categories
2. Review of multi-disciplinary Seniority and ranking
3. Revision of Recruitment and Promotion Rules.
4. Financial Implication.
1.6 Chapter 2 gives broad introduction to the Border Roads Organisation, necessity
for Cadre Review and approach from the view point of complete manpower
planning, functional and structural considerations, adherence to accepted norms
and the need for requirement of a cost oriented Orgnisation. The Cadre Review of
main categories are discussed in Chapter 3 to 10. The cadre review of skilled, semi
skilled and unskilled categories have been discussed in Chapter 11. Chapter 12
lists out the summary of the recommendations of the Board for each of the Terms
of Reference.
Contd ……P/5
5
CHAPTER –2
CADRE REVIEW – OBJECTIVE AND APPROACH
2.1 INTRODUCTORY NOTE
2.1.1 Border Roads Organisation was set up in March 1960 for the expeditious execution
of Roads Works for development of communications in North and North-Eastern
Border areas of the country. Bulk of the work included in the programme of Border
Roads Development Board is carried out departmentally by the units and
formations in the General Reserve Engineer Force (GREF). This special pattern of
Organisation has been evolved basically modeled on the pattern of Army. Some of
the Orders and rules of the Organisation are incorporated in the Border Roads
Regulations.
2.1.2 Director General Border Roads (DGBR) is the head of the BRO assisted by Addl
Director General from GREF (Organisation chart enclosed at Appendix -1). Chief
Engineers of the Projects are in-charge of the respective Project sectors of the
country where works have been entrusted to the Border Roads Organisation. The
Chief Engineer in turn controls two to three Task Forces. The Task Forces are
provided with Road Construction Coys, supporting units and functional
platoons/units for creation of Product or Service. In addition to Task Forces,
formations like GREF Centre & Records, Base Workshops, Store Divisions etc.,
function directly under DGBR. Subsequent to restructuring in the Organisation, in
Dec 2006 the strength in the Organisation underwent change. The actual strength
of the Organisation had sharply depleted. The cabinet committee on security
sanctioned recruitment of personnel, despite of overall ban on fresh recruitment.
The strength was revised vide BRDB letter No. F.BRDB/06/118/2005-GE-1 dated
20 Dec 2006 and is as under:-
Previous Auth
Holding Revised Auth
Strength
Officers 1203 1899
Sub-ordinates 35659 40747
Total 36945 42646
Contd ……P/6
6
At present there are 89 categories of subordinate staff in the Organisation. The
same has come down to 61 categories with merger of grades in 6th
CPC. The BOO has
also recommended deletion of some cadres which are having very few personnel on roll of
BRO and can be managed by other categories.
2.2 BACK GROUND OF CADRE REVIEW
2.2.1 Guidelines for the Cadre Review of Group B, C & D were issued by the Govt. of
India, Department of Personnel and Training (Planning Division) O.M. No. F.2./1/
87/PP dated 23 Nov 1987 as per the recommendations made by the Fourth Pay
Commission. The First ever Cadre Review of GREF Subordinates, since inception
of the Organisation during 1960, was completed and Orders were issued vide Govt.
of India, Ministry of Surface Transport, Border Roads Development Board No.
F.109 (1)/88-Pers/ Vol-II/ 12801/ CR/ DGBR/ EG2. Vol.I dated 15 Feb 1996.
2.2.2 Fifth Central Pay Commission had also considered the Cadre Review and related
matters in respect of promotion policy of Group B,C & D employees in its Report
Vol-I, and given recommendations in Paragraphs 22.33 to 22.36.for holding of a
Cadre Review every five year. In the light of the above recommendations and
BRDB I.D. No. BRDB/02/10/2001. GE-II dated 22 March 2001, to have revised
thought process, a fresh look for projections and recruitment planning on scientific
lines and for rationalizing the existing cadre structure to improve the efficiency,
morale and effectiveness of the cadre, a Board of Officers was ordered for carrying
out the Cadre Review in respect of subordinate categories vide Directorate General
Border Roads Order No. 12801/Cadre Review/DGBR/EG2 dated 02 Sep 2003 and
even number dated 09 Sep 2003. However, this Cadre Review could not be
finalized in time and in the mean time, 6th
CPC was ordered. After acceptance of
the 6th
CPC Report, a new Board of Officers was detailed as mentioned in Para 1.2
supra.
2.3 APPROACH
2.3.1 Grouping. Border Roads Organisation is carrying out various activities for the
fulfillment of the objectives. Each activity is evolved as a discipline by itself with
its peculiar concepts and logistics. These activities form into natural groups.
Homogeneity of the functions within the group and heterogeneity of the inter
group functions is the grouping criteria. Based on this, groups have been formed
as under: -
Contd ……P/7
7
1. Civil Engineering Cadre
2. Draughtsman Cadre
3. Electrical & Mechanical Engineering Cadre
4. Stores Cadre
5. Clerical Cadre
6. Administrative (Non-Technical) Cadre
7. Medical Cadre
8. Signals Cadre
9. Operator (Veh/Eqpt) Cadre
10. Fireman Cadre
11. Stenographer Cadre
12. Hindi Cadre
13. Miscellaneous Cadre (Other categories, Skilled, Semi-skilled and
Unskilled).
14. Security Cadre
2.3.2 Thrust Area. Acceptance of recommendations of the Sixth Central Pay
Commission, by the Govt. and the introduction of the Modified Assured Career
Progression (MACP) enabling three up-gradations in grade pay, does not end the
need for adequate promotion avenues in the cadres based on availability of higher
posts in the hierarchy. In BRO, the main thrust is (i) improve the functionability of
the Organisation, (ii) increase the productivity and (iii) enhance the quality of
manpower. Considerations have been given for the modernization programme, the
new challenges and the futuristic planning.
The Board has reviewed the requirement of educational qualification and
background prescribed in Recruitment & Promotion Rules. There is a requirement
to upgrade the quality aspect by induction of candidates having improved
educational background and human skill (specialization). This is also necessary in
the changed environment when the Deptt is going for modernization and adoption
of new systems/technology.
2.3.3. Structure of Cadre – Anomalies and infirmities. The board closely examined the
present 89 categories (Appendix D) with respect to present hierarchical structure,
Recruitment & Promotion Rules, authorized strength and the deployment pattern.
The promotional avenues for various categories vary from extreme stagnation to
unsatisfactory level.
Contd ……P/8
8
2.3.4 Financial Implication. There is no financial effect relating to internal adjustment
of DPC/DR quota. For cases where the restructuring of the units has been
incorporated/suggested, by increasing/decreasing the authorization of categories,
the financial implications have been worked out (on the basis of capitation rates).
These financial implications will be spread over number of years, as
implementation will take some time.
2.4 PERIODICITY OF CADRE REVIEW
The Board of Officers has made specific recommendation to meet the requirements
and challenges being faced by the department at present. The recommendations of
6th
CPC have been accepted by the Govt. of India. The Board recommends that the
Cadre review exercise may be conducted after every five years as recommended by
6th
CPC.
Contd ……P/9
9
CHAPTER-3
CIVIL ENGINEERING CADRE
3. INTRODUCTION
3.1.1 The present Cadre consists of Officers (Civil Engineering Group A & B),
Superintendent Building and Roads Grade I/ Grade-II and Overseers and is
supported by a well organized group of workers both skilled and unskilled. The
Overseers were the junior-most in the cadre and were mostly deployed at platoon
level for supervision of work in a sub sector. Overseer functioned under
supervision of Superintendent Buildings & Roads Grade I or Grade II and did not
have powers to muster labourer, except where workloads are heavy, Overseers had
been holding responsibilities of independent sub-sector with power to muster
casual paid labourer, after special authorization by Chief Engineer. Next in the
ladder are Superintendent Building & Roads Grade-II and Grade-I who are placed
at all levels of the Civil Engineering setup i.e. in Functional platoons, Road
Construction Coys, Task Forces, Project Headquarters and HQ DGBR. They are
deployed for production and supervision of work or at the offices for preparing
estimates, technical sanctions, work-plan etc. The difference between
Superintendent Buildings & Roads Grade-II and Grade-I is of the degree of
responsibility. Superintendent Building & Roads Grade-I is at the top of this cadre.
3.1.2 On the basis of the recommendations of 6th
CPC, the Govt. has merged
grades of Diploma holder OVSR and Supdt BR-II. The grades Supdt BR-II and
Supdt BR-I are also merged as both the grades have been given grade pay of
Rs.4200. As per Govt. of India notification, all posts lying on the same grade pay
in the hierarchy are to be merged.
3.2. SALIENT FEATURES OF THE EXISTING CADRE
3.2.1. Hierarchical Pattern. The patterns of the BR category started from Overseer level.
There were two categories of Overseer. The one was Diploma in Civil Engineering
and other non Diploma holder, personnels promoted through DPC to Overseer
from Group C&D trades like Mate, Mason, Carpenter, Ferroprinter based on
experience gained in the Deptt. These non Diploma cadre Overseers did not go
beyond BR-II in the promotion channel. The Diploma holder Overseer, Supdt BR-
II and
Contd ……P/10
10
Superintendent Buildings & Roads Grade-I are offered further entry by promotion
to Gazetted Group B post of Assistant Engineer (Civil) and ended at the promotion
level of Executive Engineer. The pattern of promotion channel upto BR-1 is given
below: -
Supdt B & R Gde-I
DPC- 90%
DR - 10%
Supdt B & R Gde-II
DPC- 100%
DR - NIL
Overseer
DR 80%
DPC - 20 %
(50% by Promotion of Gp D with CME
Dip and 50% by promotion of Non-Dip)
Mason Mate Carpenter Ferro Printer
DPC- 50% DPC-100% DPC-25% DPC 100%
DR- 50% Daftry
DPC-100%
Pioneer
DR-100%
3.2.2. Categories & Scales of Pay: This Cadre had the following grades and scales of
Pay: -
Prior to 6th
CPC As per 6th
CPC
Superintendent B/R Gde-I Rs. 5500- 9000 1. All diploma holder in
these three grades will be
placed under GP-4200 in
PB-2
Superintendent B/R Gde-II Rs. 4500- 7000
Overseer Rs. 3200- 4900 2. Non-diploma holder in
GP-2800 in PB-1 as per
BRDB clarification.
Contd ……P/11
(Diploma holders BR-II only)
(Non Diploma BR-II will not get
promotion to BR-1)
11
3.2.3 Authorized Strength: The cadre consists of mainly personnels from GREF. Army
personnel are also inducted to supplemented strength. The recruitment of Civil
Engineering Cadre is either through Departmental Promotion Committee (DPC) or
Direct Recruitment (DR) with varying percentage. A portion of total strength of
Supdt B&R Gde-I and Supdt B&R Gde-II is filled up by Army Personnel. The
present strength of BR cadre is as under: -
Category GREF Army Total
(a) Supdt B&R Gde-I 1067 33 1100
(b) Supdt B&R Gde-II 1744 50 1794
(c) Overseer 1186 - 1186
Total 3997 83 4080
3.2.4 Department experienced difficulty regarding quality of man-power in the grades of
OVSR and BR-II with non-diploma holder personnel like Carpenter, Mate, Ferro
printer & Mason, without having sufficient technical qualification, enter into the
grade. Govt. has accepted the 6th CPC recommendation of merger of Diploma
holder in all the three grades, (i.e., BR-I, BR-II & Overseer) with Grade Pay of
Rs.4200 in PB-2. In view of the above, the followings are recommended : -
3.2.5 All the Diploma holders in the grades of BR-I, BR-II and Overseer are to be
merged and redesignated as Junior Engineer (Civ).
3.2.6 At the entry point of JE, the essential qualification for Direct Recruitment is to be
kept as Diploma in Civil /construction Engineering and is recommended to be
100% through direct recruitment. The persons possessing above qualification later
on (diploma in civil/construction Engineering) may compete as open candidates by
seeking re-appointment.
3.2.7 The special recruitment of graduate engineers as BR-I may be stopped, after
merger as JE. They may join against minimum qualification of Diploma.
3.2.8 Carpenter, Mason, Ferro-printer and Mate or any other trades are not
recommended as feeder grades to JE due to inadequate technical qualification in
trade.
3.2.9 In-service trg, education in B-Tech, as is being provided to officers for M-Tech
courses, can be provided to JEs to improve their career prospects. JEs with degree
qualification can go up the hierarchy without any limitation. To facilitate this a
certain quota not exceeding 5% of auth strength, is recommended to be fixed for in
service trg and study leave. Such quota would guard against man-power crunch in
the organization. Contd..P/12
12
3.3.1 Suggested modified R&P Rules are enclosed at Annexure (i)
3.3.2 Non-diploma holder Overseer are proposed to be redesignated as Work Assistant
in the Grade pay 1900/- PB-1 and Non-diploma BR-II are proposed to be re-
designated as Site Supervisor in the GP-2400 in PB-1 and to be held against the
strength of JE or Leading Hand (NT) or Supervisor NT-II till wasted out. If, any
of them, are able to acquire Diploma qualification, they may be absorbed as JE
(Civ) from such date.
3.3.3. Proposed strength in the Civil Engineering Cadre will be as under:-
Posts Manned by
GREF Pers ARMY Pers TOTAL
(Diploma in
Civil Engineering)
Junior Engineer (Civil) - 3760 83 3843
237 posts of OVSR proposed to be
surrendered against matching saving in the
trade.
The hierarchical pattern in the chain of promotion after cadre review is proposed as
under:-
DPC 80% from Group-A
AEE(Civ)
20% from Group ‗B‘
AE (Civ)
Asst Executive
Engineer
Assistant Engineer
(DPC 100%)
The following two
posts to be held till
wasted out
(i) Site Superviser
(BR-II Non Diploma)
(ii) Work Assistant
(Overseer
Non-Diploma)
Direct
Recruitment
100%
Junior Engineer
(Overseer, Supdt
BR-II & BR-I)
Diploma
3.3.4 Work Assistant may opt for promotion in lateral stream as Supervisor
(Administration). Similarly site Supervisor (BR-II non-diploma) may opt for promotion to
Supdt (Admn).
3.3.5. The proposed changes in the establishment of Units/Platoons is given in
Annexure-I
3.3.6. FINANCIAL IMPLICATIONS:
The financial implication of all these categories is enclosed at Appx ‗A‘.
Contd ……P/13
13
CHAPTER-4 DRAUGHTSMAN CADRE
4.1 INTRODUCTION
4.1.1. The Draughtsman forms an important supporting arm of Civil Engineering
right from the stage of preparation of Project reports to the actual
construction. The success of inception and execution of a Project depends
to a great extent on preparation and placement of right kind of sketches,
drawings and charts in a report and providing detailed drawings conveying
clarity of instructions to the working group. Thus, in Border Roads
Organisation the Draughtsman cadre has an important role to play. As the
BRO is gearing up to meet new challenges in the field of bridges, buildings
and tunnels apart from construction of roads, the Draughtsman are also
under pressure now to improve themselves in meeting new demands.
4.1.2. Prior to 6th
CPC the Cadre in Border Roads Organisation consisted of
Chief Draughtsman (pay scale Rs. 6500-10500), Senior Draughtsman (pay
Scale Rs. 5000-8000), Draughtsman Grade-I (Pay Scale Rs. 5000-8000)
and Draughtsman Grade-II (Pay Scale Rs. 4500-7000). The Organisation
functions through a system of units and sub units to fulfill the task. Chief
Draughtsman and Senior Draughtsman are placed in higher formations i.e.
HQ DGBR and HQ Projects. Draughtsman Grade-I are placed at the
levels of Task Forces and Construction Coys.
4.2 PRESENT CADRE STRUCTURE
4.2.1 Hierarchical Pattern
Chief Draughtsman DPC 100%
Senior Draughtsman DPC 100%
Draughtsman Grade-I DPC 100%
Draughtsman Grade-II DPC- 20% DR-80%
(Group C & D possessing diploma
course in D‘Man& Estimating from
CME Pune
Contd ……P/14
14
4.2.2. Present authorized strength of the Cadre is given below:-
Srl No. Grade Strength Method of Recruitment
1. Chief D‘Man 02 D P C 100%
2. Senior D‘Man 21 D P C 100%
3. D‘Man Grade-I 85 D P C 100%
4. D‘Man Grade-II 86 DR – 80% DPC-100%
5. D‘Man Grade-I (Mech) 01 D P C 100%
6. D‘Man Grade-II (Mech) 01 DR 100%
196
4.2.3. RESTRUCTURING OF THE CADRE.
4.2.4. Present entry in the D‘Man cadre in BRO is at the level of D‘Man Gde-II (Pay
Scale 4500-7000) through 80% DR and 20% DPC (by promotion of Gp ‗C‘ & ‗D‘
employees holding diploma in D‘Man Estimating & Design). Promotion channel
available in the Recruitment Rules is as under:-
D‘Man-II D‘Man-I Sr. D‘Man Chief D‘Man
(86 Nos) (85 Nos) (21 Nos) (02 Nos)
(4500-7000) (5000-8000) (5000-8000) 6500-10500)
DR – 80%
DPC – 20% DPC-100% DPC-100% DPC-100%
4.2.5. After 6th
CPC, the Govt. has given the following Grade Pay/Scales to existing
posts in the cadre :-
(a) Chief D‘Man Rs.4600/-
(b) Senior D‘Man Rs.4200/-
(c) D‘Man Gde-I Rs.4200/-
(d) D‘Man Gde-II Rs.2800/-
4.2.6 In the hierarchy above, the feeder grade and the grade below for Senior
Draughtsman & Draughtsman Gde-I are in identical pay scale which is anomalous.
There should be uniformity in designations and pay scales in the Draughtsman
cadre. Cadre structure with designation of posts and pay scales recommended are
as in subsequent paras.
Contd ……P/15
15
5. RECOMMENDATION OF THE CADRE REVIEW BOARD
5.1.1. Draughtsman Grade-II in the PB-1 (5200-20200) Grade Pay 2800 are to be
redesignated as Draughtsman.
5.1.2. The separate grade D/Man (I&II) Mech Cadre have only two personnels. This
trade is to be merged with D‘Man Cadre as both cadres are to prepare the
drawings. No bifurcation is recommended in the two cadres.
5.1.3. D‘Man Grade-I in PB-2 (9300-34800) Grade Pay Rs. 4200 and Senior D‘Man in
the same PB are recommended to be redesignated as Senior D‘Man being in the
identical scale.
5.1.4. There are only two posts of CDM. Every Project needs CDM including Rohtang
Tunnel Project and STF (Hirak), One CDM each also recommended for Trg Estt
and Commandant EBW & WBW. Posts of Twenty Two CDMS have been
recommended accordingly.
5.1.5. To have three Assured Carrier Progression. Two posts of Asstt Arch have been
recommended to be proposed at HQ DGBR. The hierarchical pattern of
draughtsman cadre after cadre review is proposed as under:-
Assistant Architect
(DPC 100%)
Chief Draughtsman
(DPC 100%)
Senior Draughtsman
(DPC 100%)
Draughtsman
(DR 100%)
5.1.6. The proposed changes in the establishment of Units/Platoons is given in
Annexure-II.
6.1. FINANCIAL IMPLICATIONS
6.1.1. Keeping in view the quality improvement aspects and also for bringing the
Draughtsman Cadre at par with other Central Govt. Departments, there will be net
saving to the tune of Rs. 124.24 Lakhs per annum shown as per Appx ‗B‘.
Contd ……P/16
16
CHAPTER-5
ELECTRICAL AND MECHANICAL ENGINEERING CADRE
6.1 INTRODUCTION
6.1.1. Border Roads Organisation deploys large fleet of sophisticated plants and
equipments for construction and maintenance of roads to achieve its overall
objectives.
6.1.2. Electrical and Mechanical cadre is responsible for operation, maintenance and
repairs of the plant, and machineries deployed. This cadre has to provide an
effective and efficient equipment management at Project, Task Force and Unit
level (s). Electrical and Mechanical Cadre is also responsible to provide the
technical support at all levels.
6.2. FUNCTIONAL SET UP
6.2.1. Unit Repair Organisation (URO). The URO comprises of small teams of technical
personnel like Vehicle Mechanics, Charge Mechanics and Electricians. These are
personnel from RCCs/Platoons and Field Workshops stationed with field units at
Platoon/ RCC level depending upon the requirement to carry out on-the-spot minor
repairs, attend to preventive maintenance and advise operators and drivers on
maintenance etc. They also undertake dismantling/assembling and shifting of
equipment from forward areas to the Field Workshops.
6.2.2. Field Repairs. Field repairs include repairs that are feasible within the Project area
and do not necessitate back loading of vehicles, plant and equipment to Base
Workshops for overhaul or major repairs. They entail change of major assemblies
such as engines, axles, gearboxes etc. The workshops are as such equipped with
specialized Special Maintenance Tools, test gauges and essential machinery to
fabricate minor items required for the machines. A technical store section in the
Workshop provides the essential spares back up to such workshops. The stocks are
replenished from Store Divisions.
Contd ……P/17
17
6.2.3. Base Repairs. These are repairs, which cannot be undertaken by Field Workshops
. These include complete striping and re-building/overhaul of vehicle, plant,
engine and equipments. These are conducted at Base Workshops. Base Workshops
also carry out overhaul of Class B Stores like engines, gearboxes, dynamos, starter
motors, fuel injection pumps and major unit.
6.2.4. Inventory Support. The maintenance and overhaul spares for plant and machinery
are provisioned, stocked and issued by the two Store Divisions. The Eastern Stores
Division caters to the requirement of spares of Eastern Base Workshop and
Projects Vartak, Dantak, Swastik, Sewak, Setuk, Pushpak, Arunank and Udayak.
The Western Store Division meets the requirement of spares of Western Base
Workshop and Project Beacon, Himank, Deepak, Sampark, Shivalik, Hirak and
Chetak.
6.3.1 Hierarchical Pattern
Supdt E&M Gde-I
DPC – 90%
DR - 10%
Supdt E&M Gde-II
DPC- 100%
90% 10%
Ch Elect Ch Mechanic
DPC- 66-2/3% DPC- 66-2/3% Gp C Pers
DR - 33-1/3% DR - 33-1/3% With CME Dip
Electrician
DPC- 50%
DR – 50%
V/Mech Welder Turner/ Gp D Pers
DPC-30% DPC-50% Machinist with CME
L/Man DR- 50% DR-100% Diploma
Contd ……P/18
18
6.3.2. Authorized Strength
Sl
No.
Category Authorized Strength Method of
Recruitment
GREF ARMY TOTAL DPC DR
1. Supdt EM Gde-I 277 10 287 90% 10%
2. Supdt EM Gde-II 655 35 690 100% -
3. Ch/Mechanic 1439 238 1677 33-1/3% 66-2/3%
4. Ch/Electrician 130 29 159 33-1/3% 66-2/3%
5. Vehicle Mech 1212 199 1411 30% 70%
6. Electrician 476 07 483 50% 50%
6.3.3 MAIN OBSERVATION.
(a) There are two defined streams at base line Charge Mechanic and Charge
Electrician.
(b) The development of pyramidal structure is very wide.
(c) The feeder grades up to the level of Vehicle Mechanic and Electrician do
not form and fit to be part of the Electrical and Mechanical Cadre.
6.3.4. Grouping. The categories Charge Mechanic/Charge Electrician, Supdt EM-II,
Supdt EM-I, who are Diploma holders, are to be amalgamated and re-designated
as Junior Engineer (E&M); as recommended by 6th
CPC and accepted by the Govt.
6.3.5 Reduction of Feeding Categories- There are two streams, which form the DPC
quota of Supdt EM-II, Charge Mechanic (1118) and Charge Electrician (106).
Charge Mechanic is the main stream and makes the bulk. Charge Electrician has an
independent entity based on the specialization of trade. At present the promotion of
Matriculate with ITI Charge Mechanic and Charge Electrician is restricted up to
the level of Supdt EM-II only. Non-Diploma Holder Charge Mechanic, Charge
Electrician, Vehicle Mechanic and Electrician will form a separate base group of
the Cadre.
Contd ……P/19
19
6.3.6. Entry System to Main Cadre. The Cadre was built by promotion (DPC) and by
lateral recruitments (DR) at levels of Charge Mechanic, Charge Electrician and
Supdt EM Gde-I/Gde-II. This multiple entry system hampers the building of a
unified cadre from the base line as at each stage Charge Mechanic, Supdt EM Gde-
I and Supdt EM Gde-II serves as its own base line with varying base and different
overtones.
6.3.7. The main Cadre of E &M is to be developed as a unified Cadre with the Junior
Engineer as Base and integrating it to the apex Officers cadre. This requires
suitably qualified entrants at Junior Engineer (E&M) level. There is a need for
adoption of high technology, induction of new equipment and improvement in the
equipment management system.
6.3.8. The BOO proposes to amalgamate the Supdt EM-II and Supdt EM-I and Charge
Mechanics diploma holders and redesignate them as Junior Engineer (E&M) in the
pay scale of Rs. 5000-8000). (Grade Pay Rs. 4200) Entry to the Grade of junior
Engineer (E&M), similar to subordinate civil engineer cadre.
6.3.9 Existing and Proposed Cadre Strength in the Electrical and Mechanical Cadre is
appended as Annexure G).
7.1 Representations of Machinist have been referred to committee against their
promotion to Charge Mechanic. The Machinists are pleading for a separate cadre
for them, instead of promoting them as Charge Mechanic. The plea appears to be
reasonable to some extent as the Machinists do not have exposure in the field of
repair of vehicles. This functional difficulty has been there in case of Welder and
Black Smith trades too when promoted to Charge Mechanic and upwards. In view
of this, separate recommendation have been made for Machinist and Turner in Para
19.3.5. (Chapter 14)
8.1 RECOMMENDATIONS
8.1.1. No increase/decrease in the overall strength in the Cadre is recommended.
8.1.2. Diploma holder Engineers: -The 6th
Central Pay Commission has recommended
pay band PB-2 with Grade Pay Rs. 4200/- for the post of E&M-II. The pay
commission has also recommended in line with Civil diploma holders, to place all
diploma holder engineers in the Grade Pay of Rs. 4200/-. Accordingly, the posts
of E&M-I & E&M-II are recommended to be merged and re-designated as JE
(E&M) and all diploma holders in the grades of E&M-II & E&M-I including those
in the Charge Electrician & Charge Mechanic may be designated as JE (E&M).
Contd ……P/20
20
8.1.3. Direct recruitment of JE (E&M) will be 100% DR with no elements of DPC, as
recommended in the Civil Cadre. The Departmental candidates possessing
qualification of Diploma at a later date may apply as open candidates on re-
appointment basis.
8.1.4. There should be no further direct entry in to the grades of Charge Electrician &
Charge Mechanic. The trades of Charge Electrician & Charge Mechanic are
required to be continued with ITI qualification, by making it 100% promotional
posts, as per ground requirement.
8.1.5. There are many Charge Mechanic and Charge Electrician (Pay Scale Rs.4000-
6000) holding diploma in Electrician and Mechanical Engineering. Therefore, the
intake to the post of Junior Engineer (E&M) is recommended in the following
ratio:-
Direct Recruitment (DR) - 80%
Departmental Promotion (DPC) - 20% Charge Mechanic & Charge
Electrician possessing Diploma in
Electrical & Mechanical Engineering).
If Deptt candidates in feeder category
is not available, the posts to be filled
by Direct Recruitment.
8.1.6. The promotion for non diploma personnels from Charge Mechanic/Charge
Electrician to the grade of JE will cease. Promotion from Diploma holder Charge
Mechanic/Charge Electrician to junior Engineer (E&M), who enter to the lower
trade subsequently, can be made through reappointment.
8.1.7. As recommended in the case of civil cadre, opportunity for in service trg/study
leave for B.Tech course with a quota not exceeding 5% of authorized strength,
may be provided to JEs so that their career progression can be achieved without
any limitation.
Contd ……P/21
21
8.1.8. It is recommended that the Superintendent Electrical & Mechanical Grade-II who
are not in possession of Diploma in Electrical & Mechanical Engineering are
redesignated as floor supervisor-II in PB1 with present Grade Pay of Rs 2800.
This can also facilitate non diploma (ITI passed) Charge Mechanic/Charge
Electrician to achieve promotion to Supervisor grade and subsequently to Floor
Supervisor grade-I with grade pay of Rs. 4200/-.
9.1. The present and proposed authorization in the Electrical and Mechanical
Engineering Cadre is as per Annexure-III.
9.1.2. The Charge Mechanic and Charge Electrician who are possessing diploma in
Electrical and Mechanical Engineering will be promoted to the post of Junior
Engineer (E&M) with Grade Pay Rs. 4200 and subsequently Assistant Engineer.
Entry to post of Charge Mechanic and Charge Electrician will be through DPC by
promotion of Vehicle Mechanic and Electrician respectively possessing following
qualifications:-
(a) Educational Qualification - Passed 10 Standard.
(b) Technical Qualification - Passed I.T.I. in Mechanic Motor/
Vehicle/Diesel/IC Engine/Tractor/
Electrical etc.
9.1.3 The hierarchical pattern for the above grade shall be as under :-
Executive Engineer (E&M)
Assistant Engineer (E&M)
Junior Engineer (E&M)
(EM-I, EM-II, Charge
Mechanic, Charge
Electrician with
Diploma/Degree)
Floor Supervisor Gde-I
Grade Pay Rs. 4200/-
Floor Supervisor Gde-II
Grade pay Rs. 2800/-
Charge
Mechanic
Charge
Electrician
Vehicle
Mechanic
Electrician
(Non Diploma Holder Mech)
Special Grade
Grade Pay Rs. 2800/-
Grade-I
Grade Pay Rs. 2400/-
Grade-II
Grade Pay Rs. 1900/-
Welder, Turner, Black Smith
Copper and Tin Smith
Contd ……P/22
22
10.1. FINANCIAL IMPLICATIONS:
10.1.1. The promotional aspect of Veh/Mech & Electrician who are ITI qualification was
also discussed and gone into details. These trades are at present given promotion
as Charge Mech/Charge Elect & go upto E&M-II. The promotion of these non
Diploma Ch/Mech and Charge Elect to Supvr level can be assured in the same PB
with Grade Pay of Rs 2800 with the post redesignated as Floor Asst Grade-II and
next post with Grade Pay of Rs 4200 and Floor Asst Grade-I
10.1.2. The promotional aspects of Welder, Black Smith, Tin Smith etc who do not have
promotional channel at present was also considered. They are recommended to be
given ACP as given to MTDVR in Ordinary Grade, Grade-II, Grade-I & Special
Grade in PB1 with Grade Pay of Rs.1900, 2400 & 2800 respectively. This has also
been covered in chapter 14.
10.1.3. The financial implication of all these categories is enclosed at Appx – ‗C ‗.
Contd ……P/23
23
CHAPTER-6
STORES CADRE
11. INTRODUCTION
11.1.1 Material Management is an important management activity. It is primarily
concerned with the supply, storage and stock control of incoming materials and
utilization. The control of materials in respect of their quality, quantity, timings
and costs is one of the basic activities of the Border Roads Organisation as it is
engaged in the production and creation of goods or services for the achievement of
the overall objectives.
In the Border Roads Organisation the units and sub units tackle the
problems of requirement of material, quality and standards, cost, procurement,
delivery and storage, development and selection of stores, conservation,
utilization, substitution and transportation and handling. Stores Cadre form part of
the establishment of various units and sub units. Engineer Stores & Transport
Companies, Depots and Divisions are provided to ensure the affective availability,
flow, conservation, quality and cost of materials.
11.1.2. Stores Cadre consist of Officers (Stores Officers), Superintendent Stores,
Supervisor Stores Grade-I (SS I), Supervisor Stores Grade II (SS II), Store Keeper
Technical (SKT) and Store man (SM). It has also support cadre of Gate Keepers.
At present BRO is holding only 03 gate keepers in organization. This post can be
merged with Pioneer for GREF who can look after the duties of Gate Keepers.
The main stream is Store man – Store Keeper Technical – Supervisor Stores Grade
II – Supervisor Stores Grade I – Superintendent Stores. Store man is the junior
most in the cadre and is responsible for store keeping and warehousing. Store
Keeper Technical is responsible for the indenting, preservation and maintenance of
ledgers and tally cards. At times they work independently and maintain
detachments for the receipt and issue of the stores. Supervisor Stores Grade II is
responsible for the stock accounting and provisioning. Supervisor Stores Grade I is
responsible for
Contd ……P/24
24
provisioning, stock accounting of furniture stores, T&P etc., safe custody in good
order and condition of stores including preservation. They also maintain stores
accounts and tally cards as prescribed, observe Fire precautions and in general
assist the Superintendent Stores. Superintendent Stores is responsible for
provisioning, custody, maintenance, preservation, accounting and handling of
stores. He is responsible to operate, supplies contracts and transportation. He is
also responsible to supervise work of Supervisor Stores Grade I & Grade II.
11.1.3. The board has discussed its main stream Superintendent Stores, Supervisor Stores
Grade I, Supervisor Stores Grade II, Store Keeper Technical and Store man with
its vertical and horizontal expansion. The board has also discussed to dispense
with the post of the category of Gatekeeper, which form part of the overall cadre.
11.2 SALIENT FEATURES OF THE EXISTING CADRE
The hierarchical pattern of the cadre is given below: -
Superintendent Stores
DPC –100 %
Supervisor Stores Grade I
DPC –100%
Supervisor Stores Grade II
DPC – 75%
DR - 25 %
Store Keeper Technical
90% DPC – 80% 10%
DR - 20%
Store man Gate Keeper
DPC –40% DPC 100%
DR - 60%
All Matriculate Group D Packer Grade-I
Employees subject to passing (This post has been
departmental Trade Test. abolished).
Contd ……P/25
25
11.2.2 Categories and Scales of Pay
Categories Pre-revised Grade Pay
wef 01.01.2006
(a) Superintendent Stores 5500-9000 4200
(b) Supervisor Stores Grade-I 5000-8000 4200
(c) Supervisor Stores Grade-II 4000-6000 2400
(d) Store Keeper Technical 3050-4590 1900
(e) Store Man 2610-4000 1800
(f) Gate Keeper 3050-4590 1900
11.2.3 The Govt. has accepted the 6th
CPC recommendation and ordered merger of trades
in the hierarchy with same Grade Pay. As such the post of Superintendent Stores
& Supervisor Stores Grade I gets merged.
11.2.4. The post of Gatekeeper has an authorized strength of only 3 in the organization.
The duties of Gatekeeper are effectively performed by the Pioneers or the other
trades. As such the relevance of the post is lost. Thus post is recommended to be
abolished. The present holding of Gate Keeper is recommended to last till wasted
out on retirement. This trade cannot be merged with storeman as storeman has
lower pay scale than Gate Keeper. It cannot be merged with SKT as individuals in
Gate Keeper Trade do not have requisite essential qualification required for SKT.
11.2.5. The authorization of personnels with units is given in Appendix H attached.
11.2.6. The cadre consists of Army and GREF Personnel. The break up details for each
category is given below:-
Srl
No.
Category Authorised Strength Method of
Recruitment
GREF ARMY TOTAL DPC DR
1. Supdt Stores 72 - 72 100% -
2. SS-I 149 - 149 100% -
3. SS-II 250 - 250 75% 25%
4. SKT 830 24 854 80% 20%
5. Store Man 196 - 196 40% 60%
Contd ……P/26
26
11.3. HORIZONTAL EXPANSION OF STORES CADRE
11.4.1. Present Structure. Present structure of the Cadre is given below:-
A.A.O. 25
Supdt Stores (1: 2.73) 63
SS-I (1: 2.33) 147
SS-II (1: 2.26) (250) 333 25% DR
(83)
SKT 1: 3.27 (655) 819 20% DR (164)
589 65
1: 0.78 1: 0.29
S Man 460 Gate Keeper (19)
Group D Pers
Observations of the board are as under: -
(a) There is no well-defined base line for building up the Cadre.
However, SKT level provides the broadest base.
(b) Storeman forms part of the operating management group of the
Cadre very lowly placed and does all works of SKT.
(c) SKT is a mix up of three streams – Pioneers—Storeman - Gate
Keeper, direct recruitment.
(d) Storeman is the major feeding category to SKT but the strength of
Storeman is only 460 to feed SKT 590 which mean generation of hungry
zone.
11.4.2 Entry Points. There are lateral three entries to various categories (i) Storeman
direct recruitment 60% (ii) SKT direct recruitment 20% and (iii) SS II direct
recruitment 25%. SKT has another entry point from the lineage of Gatekeeper.
Contd ……P/27
27
11.4.3 Multiple entry system dilutes the principle of homogeneity and hampers the
building up of a unified cadre from a base line. At present each category, Store
man, SKT, SS II forms its own base line. In Multilayer entry system, the career
planning and promotion ladder at each level has different width and height with
varying overtones, on this system, under-study and training period creates softer
zones of productivity, the promotion chances of DPC candidates are badly hurt.
The system of multiple entry points is not giving any benefit. The system of
key entry point is recommended.
The point was deliberated by board and it is recommended to abolish the
Storeman trade and merge with SKT. The entry point for these cadres is
recommended as SKT only.
11.5.1. Ratio of Promotion. Ratio of feed to feeder categories is as below:-
(i) Personnel for feeding category for DR and DPC to the Cadre is, by and
large, Matriculation.
(ii) Only 83 Nos of direct recruitment are inducted with Diploma in Materials
Management or Diploma in Engineering or 10+2 with Course in Stores
Managements.
11.5 QUALIFICATION STANDARD FOR DIRECT RECRUITMENT.
11.5.1 Border Roads Organisation has reached a stage where the materials management
has to be gainfully applied in the fields: (i) Linear programming for minimizing
distribution and transportation cost and time, (ii) decision making in buying
improved items, (iii) determining economic batch production, and (iv) co-relating
production scheduling with inventory of raw materials and stores. It is important
for the materials managers and stores cadres to get together for more intensive
application of new approach, which is bound to result substantial achievement in
the future. In order to meet these requirements, there is a definite need to induct
men who could be oriented towards this approach.
Contd ……P/28
28
11.5.2 The board has considered the desirability of direct recruitment of ITI holders at
SKT level. Recruitment & Promotion Rules prescribe the eligibility of candidates
for SKT having educational qualification as Matriculation with 3 years experience
in Store establishment.
The up gradation of the minimum qualification to 10 + 2 and I T I in
Mechanic Motor/Vehicle/Diesel/IC Engines/Tractor, etc, has been considered for
reasons as under:-
(a) BRO is on the path of modernization and up gradation of systems,
which is possible with the induction of qualified candidates. He can
appreciate better the new system of inventory control, purchase procedure,
qualify analysis, market research, resource development and better
selection of supplies.
(b) Candidates with technical qualification will have to create a unified
cadre which will move up to higher level.
(c) It will ensure a smooth promotion pyramid to the entrants. The
career prospects can be watched.
(d) SKTs could be independently deployed to manage detachments and
sub- units.
(e) All SKTs will be effectively used by the management to improve
productivity and to have a better upkeep of stores and accountings.
11.5.3. The Board, therefore recommends that the minimum qualification for the direct
recruitment of the SKT shall be 10+2. Preference should be given to individual
being 10+2 with ITI in Mechanic Motor/ Vehicle/ Diesel / IC Engines/ Tractor etc.
11.6 RECOMMENDATION FOR CADRE REVIEW.
11.6.1 The board recommends decrease in total authorized strength of Storeman –460 Nos.
After strength abolition. The present holding of Storeman be upgraded to SKT
having 10 years of experience as storeman. The holding of storeman be continued
against vacancy of SKT till completion of their qualifying service of 10 years.
Contd ……P/29
29
2. DPC to SK T be discontinued. New vacancy of SKT to be filled by DR
candidates. DR qualification for direct recruitment of SKT shall be 10 +2 and I T I
in Mechanic Motor/Vehicle/ Diesel/ IC Engine/ Tractor etc.
3. SKT shall be the key entry point to the Cadre.
4. DR to SS II be reduced to 20% from 25%.
5. Post of Gate Keeper and Storeman be abolished.
6. Post of Superintendent Stores & Store Supervisor Gde-I to be clubbed being
same Grade Pay & re designated as Senior Supvr (Stores).
11.7.2 Outline of the revised Recruitment & Promotion Rules for the Cadre is indicated
below: -
(i) Storeman : DR- Nil DPC- Nil
(ii) Gatekeeper DR- Nil DPC- Nil.
(iii) Store keeper Technical - DR –100%. 10+2 preferably in possession of
Certificate in Mechanic Motor/ Vehicle/ Diesel/ IC Engine/ Tractor issued by ITI/
ITC/ NCTVT.
Supervisor Store– DR- 20% Graduate and PG Diploma in Material Management or
Inventory Control, or Diploma in Mechanical/ Automobile Engineering.
DPC – 80% from SKT with minimum 8 years of service as SKT in GREF without
any pre-requisite of departmental examination at this level, failing which by direct
recruitment.
(iv) Senior Supvr Stores Direct recruitment- NIL
- Promotion: 100% from Supvr Stores-II.
11.8 STRUCTURE OF RECOMMENDED CADRE.
11.8.1 Unit Establishment (Restructured). Internal adjustments have been made in the
establishment of units as given in Annexure-IV.
Contd ……P/30
30
11.8.2 Improvements
(a) SKT, SS and Supdt Stores emerges as a unified Cadre with no kinks and
no internal distortions.
(b) SKT level comes out as a well-defined Base line.
(c) The ratio of promotion in this Stores Cadre will be satisfactory, promotion
from Supdt Stores to Assistant Administrative Officer will in the existing
promotion.
11.9 FINANCIAL IMPLICATIONS.
11.9.1 Internal adjustment of DPC/DR will not have any financial effect.
11.9.2 The abolition of Store man has been recommended to be gradual. The
present incumbents of Store man will be retained against SKT as ―Store man in
lieu of SKT‖, till they are liquidated in the normal course of wastage. Therefore,
there will not be any immediate financial implication to this effect. However, the
increase in the financial budgeting will be gradual and spread over a long period
till the present incumbents are either promoted in the regular course or wasted out.
There will not be any helper in the form of Storeman to SKT. The posts manned
by Storeman above will be manned by SKTs.
11.10.3 Immediate financial effect due to restructuring of unit establishment attached as
per Appx ‗D‘.
11.10 CONCLUSION
There is definite and pressing requirement to improve the standard/ level of
the Cadre for operational functionability and productivity. There is a saving of Rs.
23.29 lacs per annum. The proposals are recommended for acceptance.
Contd ……P/31
31
CHAPTER-7
CLERICAL CADRE
12.1 INTRODUCTION
12.1.1. The environment of the Border Roads Organisation is a moving panorama; the
internal situation, within the enterprise, is in the process of continuous
adjustments. Communication is the life force, which lends the dynamics to the
Organisation and sets it in motion. The Clerical Cadre forms and operates the
medium of written and formal communication in the perspective managerial set-up
of Border Roads Organisation. It functions (i) from top downwards (ii) from down
upwards and (iii) horizontal and crises-cross among units and sub-units to provide
directions to the main line of operation for the fulfillment of the objectives.
12.1.2. The Clerical Cadre consists of Lower Division Clerks (LDC), Upper Division
Clerks (UDC), Assistants and Office Superintendent. The LDCs are the junior
most in the cadre and are authorized to units and sub-units of the Organisation in
order to provide the communication aid. Upper Division Clerks are authorized to
units and sub-units as members having experience in creation of the
communication medium and formal communication services. The Assistants have
been provided to the major units where the case work as well as the data analysis
is required to be done to provide feed back to the middle as well as operative
management groups. Office Superintendent is provided to the major units like
Headquarters Projects, Task Forces, Store Divisions and GREF Centre & Records
where the bulk of the communication service is required to be supervised by a
senior and experienced member of the Clerical Cadre.
12.2. SALIENT FEATURES OF THE EXISTING CADRE
12.2.1 Hierarchical Pattern. The pattern of the Clerical Cadre actually starts from Lower
Division Clerk (LDC) level. This level is filled up by promotion partly from the
Group D and partly by direct recruitment. The upward boundary line of this cadre
stops at Office Superintendent. It offers further entry by promotion to Gazetted
Group B Assistant Administrative Officer, and thereafter to Administrative Officer
and stops at the apex level of Joint Director Administration.
Contd ……P/32
32
The pattern of the cadre is given below:-
Office Superintendent
DPC 100%
Assistant
DPC 90% DPC 10 %
Upper Division Clerk Steno -III
DPC 80%
DR 20%
Lower Division Clerk
DPC 10%
DR 90%
Matriculate Gp D employees
12.2.2. Authorized Strength. The Cadre consists of Army and GREF personnel.
Recruitment of Clerical Cadre for GREF is either through departmental promotion
committee (DPC) or direct recruitment (DR) with varying percentages.
12.2.3 Unit Authorization. Various categories of the Clerical Cadre, form part of the
unit authorization. The units‘ authorizations are given in (Annx-I to Appx‘A‘)
attached.
12.2.4. Seniority of various Ranks at present and date of last promotee.
The seniority of various categories of the Cadre at present and the date of last
promotee is given as under:-
Sl
No.
Category Date pf Seniority of individual due for
promotion
General Sch. Caste Sch. Tribe
1. UDC to Asst 21.09.1998 05.02.1998 24.03.1999
2. LDC to UDC 02.02.1991 23.02.1995 09.01.1999
Contd ……P/33
33
12.2.5. The above shows very late promotion from LDC to UDC & UDC to Assistant.
12.3. HORIZONTAL EXPANSION OF CLERICAL CADRE
12.3.1 Multiple Entry Points. The provision of lateral entry at the level of UDC by way of
direct recruitment has been made in the past to infuse better-educated candidates
(Graduates) in the overall structure. The minimum qualification of LDC as per
draft Recruitment & Promotion Rules is Matriculate or equivalent and must be able
to type at a speed of 30 words per minute in English or 25 words per minute in
Hindi, The qualifications for direct recruitment at the level of UDC is Graduate of
a recognized University or equivalent and should be able to type at a speed of 30
words per minute. Therefore, the direct entry of UDC depends upon the degree of
qualification. The lateral entry at Assistant‘s level is by way of promotion of
Stenographer Grade-III. The essential qualification of the Stenographer Grade-III
is Matriculation or equivalent with trade test at a speed of 40 words per minutes in
typing and 80 words per minute in shorthand.
12.3.2. The system of multiple entry points (i) DR- UDC and (ii) DPC- Stenographer
Grade-III was adopted to suit the conditions prevalent in the past. The merits and
demerits of the system are discussed below:
(a) Multiple entry system dilutes the principle of homogeneity and hampers
building of unified cadre from a base line.
(b) The career planning and the promotional ladder of the new entrants to the
cadre at the level of UDC and Assistant assume different horizontal and
vertical dimensions with varying overtones.
(c) The promotion chances of entrants at LDC and UDC are hurt by new
entrants at Assistants. The base is being broadened and the ratio of the
ranks is disturbed.
(d) The LDC (DR) is having minimum qualification as recommended as
Matriculate but the trend of the recent recruitment shows that by and large,
Graduates are being recruited and that the Graduate candidates are
available to fill up the posts of LDCs. Therefore, in reality the entrants at
LDC and UDC have no difference in qualification.
Contd ……P/34
34
12.4.4.1. VERTICAL EXPANSION OF CADRE
12.5. Span of Promotion. Key entry point is not well defined as it has multiple entry
points.
(a) Entrants at LDC level find it difficult to reach the apex level due to the
advantageous position of new entrants.
(b) New entrants at UDC level pick up the grade of Assistant faster. Their
service span as Assistant and upwards comes out to be too large.
12.5.1 The vertical expansion of the cadre suffers from serious set back of a very poor
ratio from UDC to Assistant and Assistant to Office Superintendent thereby
forming critical zone in the hierarchy of the cadre.
12.6 NEW CHALLENGES AND MOTIVATION.
12.6.1. Main Points for Review
Seniority of various Ranks at present and date of last promotee.
12.6.2. The issue of the Cadre comes out from the Paragraphs 12.3.1 wherein seniority of
various ranks at present, the dates of last promotion and ratio of promotions have
been given. The overall picture is summarized as under:
(a) LDC has to put in 18 to 19 years of service to get promotion to UDC.
(b) UDC has to put in 11 to 12 years of service as UDC to get promotion to the
category of Assistant.
12.6.2 STRENGTHENING MOTIVATION. Motivation is the function of need v/s
satisfaction. The resultant behavior of the blocked personnel‘s needs expresses in
different kinds of illogical and ineffective behavior at patterns. Therefore, there is
a requirement to create and strengthen the motivation to convince the employees
of a meaningful future.
12.7. QUALIFICATION FOR DIRECT RECRUITMENT OF LDCs
12.7.1. Recruitment Rules prescribe the eligibility of candidates having educational
qualification as Matriculation with proficiency in typing. It was done in the past on
the basis of the model derived from Staff Selection Commission in the services of
the Central Government. However, there is a change in the environment and that it
is to be catered for an updated cadre structure to attract best talent for recruitment
to the services. Up gradation of minimum qualification of the clerical cadre of
BRO has been considered. Following additional points are brought out:-
Contd ……P/35
35
(a) Candidates with 10+2 pass and with higher academic qualification and
computer knowledge are available for recruitment, as LDC as the pay and
status has been made attractive.
(b) The Board recommends unified clerical cadre which is to take the entrants at
LDC level and move them right up to officer‘s cadre by expanding the
promotional avenues as discussed in preceding paragraphs.
(c) BRO is on the path of modernization of its information communication
system and in developing an integrated information network, which is
possible with the induction of candidates having higher qualifications.
(d) Units and sub units of BRO are placed in far-flung areas and have smaller
compositions. Therefore, the cadre is to have independent operational level.
The entrants in the cadre shall have educational level to develop this by self-
study of rules, regulations and procedures etc.
12.7.2. The board therefore, recommends that the minimum qualification for the direct
recruitment of LDC shall be 10+2 passed with proficiency and practical
knowledge in computer typing.
12.8. PROMOTION OF GROUP ‗D‘ PERSONNEL AS LDC.
12.8.1. Recruitment Rules provide filling of 10% posts of LDCs by promotion from
GREF employees in Group D on the basis of departmental examination. The same
procedure may be continued as per DOP&T instructions.
12.9. RECOMMENDATION FOR CADRE REVIEW
12.9.1 (i) lateral entry by way of promotion of Stenographer Grade-III to Assistant is
recommended to be stopped. (Para 12.4.4.)
(ii) Post of LDC shall be key entry point of the Cadre.
(iii) The minimum qualification for LDC entrants shall be 10+2 pass with
proficiency in computer courses. (Para 12.7.2.)
(iv) Ratio of strength of LDC and UDC is recommended to be 50:50 by suitably
increasing the post of UDC by 276 Nos and decreasing post of LDC by 202
Nos.
Contd ……P/36
36
(v) The merged grades of Assistant and Office Supdt is recommended to be re-
designated as Assistant. The number of Assistants is also required to be
increased considerably by increasing strength at Pnr Coy, RCCs, TFs and
Project HQs in particulars considering the ground requirement. It may be
mentioned that the clerical strength existing prior to year 2005 level has
come down drastically due to various reasons. However considering its
adverse affect on the ground in regards to maintenance of documentation
and records the increase at the level of Assistant is highly essential.
(vi) Consequent upon merger of Assistant and Superintendent it is
recommended that the existing Superintendent may continue with their
designation till they are wasted out/promoted.
(vii) For promotion to the post of Assistant Administrative Officer (AAO) there
are three feeding channels from streams of Clerical Cadre, Stores Cadre
and Adm Cadre (NT). Prior to merger the post of AAO was being filled
through DPC from the posts of Office Superintendent, Superintend Stores
and Superintendent NT as per existing R&P Rules. However with the
merger of grades in said streams the post of AAO can be filled by
Assistant, Senior Supervisor Store and Senior Supervisor (Adm).
(viii) With the revolution in the field of communication and consequent
awareness of the employees as well as general public, there has been an
increase in the number of court cases, which has to be affectively
defended. In addition there has been two major enactments that is the RTI
Act and the Gram Nyalaya Act 2008. With these two enactments the level
of correspondence, information supply and affective defence is bound to go
up. Even before these enactments the administrative work loaded at the
level of RCC has been quite high. The Engineers are unable to attend to
Contd ……P/37
37
these administrative matters effectively due to their pre occupation at the
site of construction works. As a result the administrative works/court case
are not properly attended to. Considering these aspects it is proposed to
place one AAO at each RCC, BCC, SS&TC, legal cell, ESD and WSD.
Even in the project level the number is proposed to be increased from one
to two. Details of proposal are appended separately. The total net increase
in the grade of AAO will be 167 numbers, which is considered reasonable
and essential. The same would also take care of the career aspiration of the
subordinates staff who are languishing in stagnation.
12.10. STRUCTURE OF RECOMMENDED CADRE
12.10.1 The Units/ Establishment. The restructuring of the unit as in Para 12.2.3 is given
in (Annx – I to Appx ‗A‘).
12.10.2 Strength of Proposed Cadre. The strength of the existing & proposed cadre is
given in Annexure-V.
12.10.3.Improvements
(i) LDC to Assistant emerges as unified cadre.
(ii) LDC level comes out as a well defined base line for career Development of
the cadre without stagnation.
(iii) The promotion from LDC to Assistant follows a normal promotion
pyramid.
(iv) The ratio of promotion is satisfactory.
12.11.1 CONCLUSION
The benefits motivation and essentiality of requirement on account of the
Cadre Review have already been discussed.
12.11.2 The financial implication of all these categories is enclosed at Appx – ‗E ‗.
Contd ……P/38
38
CHAPTER-8
NON- TECHNICAL ADMINISTRATIVE CADRE
13.1 INTRODUCTION
13.1.1. In Border Roads Organisation, the important task relating to manpower input is to
improve productivity by moulding and channeling individual (and group) objective
by aligning with the organizational Subjective. This calls for a sustained discipline
of personnel, administration and effective deployment of manpower.
BRO has a work force of approximately 42,000 personnel. The Non-
Technical Administrative Cadre is responsible for assisting, advising and operating
matters of discipline, administration and other matters relating to human behaviour
and motivation. The cadre is to create a relationship for men for execution of work
at site. This cadre is also responsible for general safety of unit lines, maintenance
of regimental institutions, welfare measures, general administration, preservation
of resources and liaison with other units on matters connected with execution of
task assigned to them.
13.1.2 The Non-Technical Administrative cadre (abbreviated NT Cadre) consists of
Mate, Leading Hand (L/H), Supervisor Non-Technical Grade-II (NT-II),
Supervisor Non Technical Grade-I (NT-I) and Superintendent (Non-Technical).
The main Cadre starts from L/Hand but Mate by virtue of its responsibilities also
forms a part of this category. However, it is being considered as a feeding category
to the main NT Cadre.
13.1.3 This Chapter of NT Cadre discusses the elements consisting of Supdt (NT), Supvr
NT Gde-I, Supvr NT Gde-II and L/Hand with its vertical and horizontal
dimensions. It is linked with the feeding group (s) and integrated at apex to the
Officer Cadre (Assistant Administrative Officer).
Contd ……P/39
39
13.2. SALIENT FEATURE OF THE CADRE
13.2.1. Hierarchical Pattern.
Superintendent (Non-Technical)
DPC -50%
DEPU -50%
Supervisor Non-Technical Grade-I
DPC - 60%
DR - 40%
Supervisor Non-Technical Grade-II
DPC - 60%
DR - 40%
DPC 60% DPC - 40%
DPC- 80%
DR - 20%
Overseer
Leading Hand (NT) DPC-20%
DR- 80%
DPC- 90% DP-10 %
Mate Painter
Mason Mate Carpenter
DPC 100% DPC-50%
DR -50% DPC-50% DPC 100% DPC-25%
Pioneer Pioneer DR -50% DR- 75%
Pioneer Pioneer Pioneer
Ferro Printer
DPC- 100%
Daftry
DPC-100%
Pioneer
Contd ……P/40
40
13.2.2. Authorized Strength
Category Authorised Strength Method of Recruitment
GREF ARMY TOTAL DPC DR
Supdt Non-Tech 56 - 56
50%
50%
-
(by Depu)
Recommended to be
filled up on 100% DPC
Supvr NT-I 80 46 126 60% 40%
Supvr NT-II 180 41 221 60% 40%
L/Hand (NT) 315 55 370 80% 20%
The Army quota is quite substantial and makes bulk of the cadre.
Therefore, its impact in the structure relating to GREF and Army needs separate
discussion.
13.2.3. The authorization of Admn (NT) category staff to various formations/units of the
Organisation it given in (Annexure-VI to Appx ‗C‘)
13.2.4. The pay scale of various categories of Admn (NT) is as under: -
Superintendent Non-Technical - Rs. 5500-9000
Supervisor Non-Technical Gde-I - Rs. 5000-8000
Supervisor Non-Technical Gde-II - Rs. 4000-6000
Leading Hand (Non-Technical) - Rs. 3050-4590
Mate - Rs. 2650- 4000
13.2.5. Present recruitment Policy.
13.2.5.1 The Book of present recruitment & promotion rules of all categories are attached.
Contd ……P/41
41
13.2.6 Seniority of Categories
Sl
No.
Category Date of Seniority of individual considered in
Last DPC
General Sch. Caste Sch. Tribe
1. Supervisor NT-I
to Supdt. NT
18.04.1996 23.09.1993 15.10.1994
2. Supervisosr NT-II
to Supvr NT-I
09-01-1986 15.02.1986 -
3. L/Hand (NT)
to Supvr NT-II
17.06.1986 19.03.1986 -
4. Mate to L/H (NT) 25.10.1992 - -
13.3. PRESENT STRUCTURE
ARMY GREF
A.A.O. 11
(1: 3.90)
Supdt. NT 43 DPC (50%) 22
22 (1: 4.04) DEPU (50%) 21
Supvr NT-I 89 DR (40%) 36
46 53 22
(1: 5.58)
Supvr NT-II 296 DR (40%) 118
41 107 (71– DPC FROM OVSR)
(107+71)=178 (107 –DPC FROM L/H)
(1: 6.06)
L/H (NT) 649 (DR-20%) = 130
55 519
(1: 1.68)
MATE 876
PAINTER 9 MATE (548) PAINTER (328)
PIONEER 305 20197
Contd ……P/42
42
13.3.1 Main Observations
(a) The horizontal dimensions at levels of NT I, NT II and L/Hand (NT) are
broken into sub groups.
(b) In the vertical dimension the promotion curve from L/Hand (NT) to AAO
is slow. The promotion avenues of the DPC candidates is seriously hurt at Supvr
NT II and NT I levels.
(c) The time dimension is not following a defined pattern due to induction of
varying age groups at different stages.
(d) In the quality dimension, the Cadre up to NT II consists of Matriculates
Group D employees promoted from the main stream of Mate/ Leading Hand (NT)
as well as Matriculate candidates out of DPC from the Overseer Stream. Thereby
major post of the cadre consists of lowly educated candidates. Direct induction for
NT-II is graduate level.
(e) The provision of cadre of Supdt (NT) on deputation mars the chances of
promotion avenue of Supdt NT-I. This provision recommended to be deleted and
100% provision should be cadred to fill up this post through DPC from the
Departmental candidates.
13.3. HORIZONTAL & VERTICAL DIMENSIONS OF THE CADRE.
13.4.1. Multiple Entry Points. The Cadre is built up by lateral entry of direct
recruits at levels L/Hand (NT), NT-II and NT-I. In addition to these direct recruits,
the cadre consists of a substantial Army quota at the levels of L/Hand, NT-II and
NT-I. Also there is lateral entry at NT II, which is filled by DPC candidates
coming from the Group D/ tradesmen – Overseer Steam. Consequent to the
multiple entry points, the following infirmities are developed: -
(a) Multiple entry system dilutes the principles of Homogeneity and hampers
the building up of a unified cadre from the base line at each stage of L/Hand, NT II
and NT I serves as its own base line.
(b) Career planning and promotion ladder of different groups of entrants have
different with the height with varying overtones.
(c) The DR entrants devote a good part of the time for under-study and
draining, thereby, reducing the overall effectiveness and productivity.
Contd ……P/43
43
(d) Promotion chances of entrants at L/Hand level are hurt by new entrants at
the level of NT II and NT I.
(e) Every time the candidate finds the base broadened with severity of ratio of
promotion level for higher rank.
13.4.2. Base Line. Analysis of this multi disciplinary approach indicates the
development of other cadres with following at base lines: -
Clerical Cadre - LDC (3050-4590)
Stores Cadre - SKT (3050-4590)
L/Hand (NT) (3050-4590) is analogous to these categories and should be
placed at the base line of NT Cadre. The entrants will have fair chance of getting
three promotions in the cadre to reach the appx and at least one promotion to
Officer Cadre (AAO).
Category of Mate is merged with Group ‗C‘ in 6th
CPC as Multi Skilled
Assistant. Hence, category of mate is recommended to be dispensed with.
13.4.3. Induction ratio at L/Hand level. The total direct recruits to the cadre are L/Hand –
130, + NT II- 118, + NT I- 36, + Supdt NT - 22 (Educationists) making a total of
405. It has been considered to increase the direct recruitment of Leading Hand
(NT) from 20% to 100% i.e. DR candidates 569 which will be commensurate to
the total strength and also this will bring the parity amongst the feeding cadres for
promotion to the officer cadre (Assistant Administrative Officer). More so, it will
have an added advantage of induction of well-qualified and younger candidates at
the L/Hand (NT) level who could be trained and effectively deployed on efficient
duties.
Contd ……P/44
44
13.4.4. Induction of DPC candidates from Overseer Stream. 40% posts of NT II are being
filled by candidates from Overseer stream. These candidates are from tradesmen
(Matriculate) and Mates (Matriculate) who have been promoted to Overseer based
on departmental test. The post of Overseer (DPC quota to Overseer from
tradesmen) has now been stopped (Chapter 3 Para 3.7.1.). Mason & Carpenter will
be an isolated category and will enjoy the benefit of financial up gradation under
ACP Scheme. Hence there is no need for induction to NT II from Overseer stream
and recommended to be stopped. The Overseer trade has been merged with JE and
hence Overseer trade does not exist. This induction can be dispensed with.
However, existing non Diploma Holder Work Asst/Work Supvr shall be
considered for promotion to this cadre till wasted out.
13.6. RESTRUCTURING OF UNITS
13.6.1. The NT Cadre (New redesignated as Admn Cadre) is placed in various units to
organize the discipline, general administration and welfare activities. These
elements have a direct bearing on the motivation and welfare of men. Therefore,
this cadre is to be suitably placed in the units keeping in view the fact that
functional superiority of the main activity of the unit is not lost to ensure that the
Admn Cadre is not placed unduly at a low level to lose its effectiveness. In view
of this, changes in the authorization of units have been recommended as shown in
Appendix ‗V‘ for the functional efficiencies.
13.7. RECOMMENDATION FOR THE CADRE REVIEW
13.7.1.
1. The name and Designation of the Cadre and posts in the NT Cadre is to be
changed as under:-
Existing Proposed
(a) Supdt. Non-Technical Senior Supvr (Adm)
(b) Supvr NT Gde-I
(c) Supvr NT Gde-II Supvr (Admn)
(d) L/Hand (NT) L/H (Admn).
2. Direct recruitment at Supervisor Non-Technical Grade I level to be
abolished. Since these has been merged with Supdt NT (Now Section Officer
(Admn)
3. Direct entry Supervisor NT II to be reduced at par with induction of UDC.
Contd ……P/45
45
4. Direct entry L/Hand (NT) to be made by induction of DR 100% instead of
20%. Entry to the L/Hand (NT) through DPC to be abolished.
5. Induction of DPC candidates from Overseer stream for the post of NT II to
be stopped.
6. Minimum qualification for direct recruitment of L/Hand (NT) to be 10+2
with or without experience but having NCC ‗B‘ certificate.
7. Restructuring of the units be done by up gradation of authorization of Supdt
NT by merging NT-I & Supdt NT cadre are in same grade pay.
8. Intake to the post of Senior Supvr (Adm) to be by 100% promotion instead
of 50% through DPC and 50% by Deputation.
13.7.2. Outline of Recruitment & Promotion Rules -Revised
Outline of R&P Rules are recommended as per book attached.
13.8 STRUCTURE OF RECOMMENDED CADRE
13.8.1. Improvements
(a) Leading Hand (Administration) to Senior Supvr (Adm) emerges as unified
cadre with Leading Hand (Administration) as a defined base line.
(b) Time dimension offers an age group of 25 to 45 for effective utilization as
Leading Hand (Administration) to Superintendent (Administration).
13.8.2. Strength of the Proposed Cadre
The existing strength and proposed strength is given in Annexure – VI.
13.9. IMMEDIATE EFFECT ON PROMOTION.
13.9.1. Increase/ Decrease due to Internal Adjustments
With the abolition of intake of 50% by deputation of Superintendent
(Administration) and direct recruitment of Supervisor (Administration) Grade-I
the number of vacancies will now be available for DPC at Supervisor (Admn)
Grade-I level (+53), Supdt (Admn) (+29).
13.10 FINANCIAL IMPLICATION
13.10.1 (a) Financial effect due to adjustment of DPC/DR quota is nil.
Contd ……P/46
46
13.10.2 (b) Financial effect due to restructuring of the units are attached as pr Appx – ‗F‘.
13.10.3 The net saving on account of the Cadre Review of Admn Cadre comes to
Rs. 14.59 lacs per anum.
13.11. RECOMMENDATION
The benefits motivation and essentiality of requirement on account of the Cadre
Review have already been discussed. There is no increase in the financial
implication rather there will be net saving of Rs. 14.59 lacs per annum. The Board
recommends acceptance of the proposal.
Contd ……P/47
47
CHAPTER-9
PARA MEDICAL STAFF
14.1 INTRODUCTION
14.1.1. Personnel of Border Roads Organisation are exposed to uncongenial climate and
difficult working conditions. Consequently the morbidity and mortality are high.
The role of medical and Para medical staff of BRO is, therefore, extremely
important in providing comprehensive medical and health care. Their presence in
remote and far-flung areas not only provide the qualitative health care in time but
also boost up the morale of the men once they are assured of medical cover in the
case of any eventuality. The Cadre, therefore, plays a vital role in Border Roads
Organisation.
14.2. SALIENT FEATURE OF EXISTING CADRE
14.2.1. In Border Roads Organisation, there are 5 Nos Medical Staging Section, 2 Nos
Medical Staging Unit, 58 Nos of Medical Inspection Room and 8 Nos of Dental
units forming the basic medical set-up. These units are suitably located in project
area according to workload and concentration of manpower. Apart from this major
establishment, a fair number of Para–medical staff mainly consisting of Nursing
Assistants and Leading Hand (Nursing) are provided with functional Platoons and
Road Construction Companies to provide primary medical cover to the sick and
wounded at the work site.
14.2.2. Present categories and strength of Para –medical staff is as follows:
Sl
No.
Category Strength
GREF ARMY TOTAL
1. Supervisor
(Nursing & Sanitation)
31 01 32
2. Leading Hand (Nursing) 229 115 344
3. Nursing Assistant 230 85 315
4. Laboratory Assistant 7 12 19
5. Laboratory Assistant (Micro) 02 0 02
6. Blood Transfusion Asstt 0 02 02
7. Operation Room Asstt 02 20 22
Total 501 235 736
Contd ……P/48
48
14.2.3. Out of the existing 7 (Seven) subordinate categories, Laboratory Assistant,
Laboratory Assistant (Microscopist) Blood Transfusion Assistant, and Operation
Room Assistant are of limited strength and have no promotional post. Except for
Laboratory Assistant (Microscopist) at present these categories are almost manned
by Army Medical Corps. Microscopists are of directly recruited GREF cadre.
Balance 3 categories of Nursing Assistant, Leading Hand (Nursing) and
Supervisor (Nursing & Sanitation) form the bulk of the medical cadre of the
Organisation. However, even these groups have difficulties in forming viable
cadre structure due to lack of proper rationalization. The pattern of cadre structure
prior to 6th
CPC has been as under : -
Promotional Cadre Isolated Categories
Supervisor (Nursing & Sanitation) 6th
CPC (a) Laboratory Assistant 6th
CPC
(Pay Scale : 4000-6000) G/Pay (Pay Scale: 3200-4900) G/Pay
DR- 50% DPC- 50%
GREF-40 ARMY- 1 2400/- 2000/-
(b) Laboratory Assistant
(Microscopists)
(Pay Scale: 3050-4590) 1900/-
Leading Hand (Nursing)
(Pay Scale: 4000-6000) 2400/-
DR-75% DPC- 25%
GREF-181 ARMY-115 (c) Blood Transfusion
Assistant
(Pay Scale: 3050-4590) 1900/-
Nursing Assistant
(Pay Scale: 2610-4000) 1800/-
DR- 100% DPC- Nil (d) Operation Room Asstt.
GREF- 169 ARMY- 75 (Pay Scale: 3050-4590) 1900/-
14.3. RECRUITMENT AND ENTRY AT PRESENT.
14.3.1. As per existing Recruitment Rules, 1982, the posts in the cadre can be filled by
direct recruitment (DR) and through Departmental Promotion Committee (DPC).
These are given below:-
(a) Sanitary Inspector
Direct Recruitment: 50%.
Contd ……P/49
49
Matriculate holding Sanitary Inspector Course with 5 years experience as Sanitary
Inspector or Passed Class I Course for Sanitary Assistant as laid down in Defence
Services Regulation, Qualification Regulation for Soldiers.
Promotion: 50%
Leading Hand (Nursing) with 5 years regular service in GREF. Should pass test or
Sanitary Inspector Course.
(b) Leading Hand (Nursing)
Direct Recruitment: 25%
Matriculate. Possessing recognized Nursing qualification and 3 years experience as
Nursing Assistant in Hospital. Must possess basic knowledge hygiene and
sanitation or passed Class I course of Nursing Assistant as laid down in Defence
Service Regulation, Qualification Regulation for Soldiers.
Promotion: 75%
Matriculate Nursing Assistant with 5 years service in GREF.
(c) Nursing Assistant.
Direct Recruitment: 100%
Matriculate with Science, passed First Aid Course prescribed by St John
Ambulance Brigade conducted by St. John Ambulance Association and has
practical experience for one year in a hospital. OR; Matriculate or equivalent.
Passed Class 2 Course for Nursing Assistant as laid down in Defence Services
Regulations, Qualification Regulation for Soldiers. Possessing Defence Trade
Certificate for Nursing Assistant. Or; Matriculate or equivalent passed with 2 years
regular service in GREF. Passed Nursing Assistant Class IV course from AMC
Centre and School Lucknow and Class III Nursing Assistant Training in a Military
Hospital.
Promotion: NIL
(d) Laboratory Assistant
Direct Recruitment: 100%
Possessing Laboratory Assistant Certificate issued by I.T.I with one year
experience as Laboratory Assistant in a Hospital, Or; Passed Class 1 Course for
Laboratory Technician as laid down in Defence Services Regulation, Qualification
Regulation for Soldiers.
Contd ……P/50
50
(e) Laboratory Assistant (Microscopist) :
Direct Recruitment: 100%
Matriculate with Medical Laboratory Technology certificate, OR; Matriculate,
Passed Class I course for Laboratory Technician as laid down in Defence Services
Regulations, Qualification Regulation for Soldiers.
(f) Blood Transfusion Assistant :
Direct Recruitment: 100%
Civilian Nurse having Matriculate and one year experience as Blood Transfusion
Assistant in a Civil Hospital or Blood Bank. Should pass trade test, OR;
Matriculate and passed Class 1 course for Blood Transfusion Assistant as laid
down in Defence Services Regulations, Qualification Regulation for Soldiers.
(g) Operation Room Assistant:
Direct Recruitment: 100%
Civilian Nurse Attendant who are Matriculate and having 2 years experience as
Operation Room Assistant in a Hospital, OR; Matriculate, passed Class 1 course
Operation Room Assistant as laid down in Defence Services Regulations,
Qualification Regulation for Soldiers/possessing Defence trade certificate for
Operation Room Assistant..
Contd ……P/51
51
14.3.2. Rate of Promotion
ARMY GREF
Supervisor (N & S) 1 40 50% DR ( 20)
20
(1: 9.05)
L/Hand (Nursing) 115 181 75% DR (136)
45
(1: 3.75)
Nursing Assistant 75 169 100% DR (169)
Out of the existing 7 categories in the medical cadre, 4 categories are of isolated
posts having no promotional avenue. For remaining 3 categories promotional
channel exist, but these are extremely slow due to lack of adequate promotional
posts. There is an urgent requirement to create and strengthen motivation of the
existing staff to give their best.
14.4. REVIEW BASED ON FUNCTIONAL AND PROMOTIONAL
REQUIREMENTS
14.4.1. DR/DPC Entrants.
Consequent to implementation of the recommendations of Sixth Central Pay
Commission the pay scale of Feeder grade and Fed grade have become identical,
thus the promotion from Leading Hand (Nursing) (Feeder grade Pay Scale Rs.
4000-6000) to Supervisor (Nursing & Sanitation) (Fed grade, pay scale Rs. 4000-
6000) can not be termed as a promotion.
Contd ……P/52
52
14.4.2. (a) Recruitment & Promotion Rules provide 25% DR at Leading Hand
(Nursing) and 50% DR at Supervisor (Nursing & Sanitation) levels.
(b) It is serious handicap to the promotions. Existing provision from Leading
(Nursing) to Supervisor (Nursing & Sanitation) can not be termed as Promotion in
real terms as both the feeder grade and fed grade are in identical pay scale.
Therefore, the higher grade is recommended to be placed in the pay band of Grade
Pay Rs 4200/-.
(c) The nature of duty of Leading Hand (Nursing) and Nursing Assistant is
same
(d) The strength of Nursing Assistant does not form viable feeding category to
L/Hand (Nursing). There are 169 (GREF) Nursing Assistant as against 181
Leading hand nursing (GREF). (75% DPC)
(e) Both Leading (Nursing) and Nursing Assistant are to be Matriculate and
there is very little difference in recruitment rules.
14.4.2. Restructuring and Redesignation of Medical Cadre
The apex post in the Medical Cadre is Supervisor (Nursing) and intake is 50% by
direct recruitment and 50% through promotion from Leading Hand (Nursing). The
structure and pyramid of the medical cadre is full of kinks. The designations of the
categories in the Medical Cadre are not in conformity with the job contents and
profession. The board recommends the re-structuring/ re-designation of the cadre.
14.5. RECOMMENDATION OF THE BOARD
14.5.1 i) At present there are 315 post of Nursing Assistant with Grade Pay Rs. 1800/- are
authorized. It is proposed to decrease it to 266 posts. The posts in the grade pay
1900 like Lab Asst (Micro), BTA, ORA can be are proposed to be merged and
redesignated as Sr Assistant (Nursing). The Lab Asst with GP-2000 will
automatically get his GP-2400 after ten years and can be promoted to Supvr (Nurs)
with Grade Pay Rs. 2400/- automatically on getting his MACP.
ii) LH (Nurs) and Nurs (Sup) to be merged being in same Grade Pay
iii) Existing Pharmacist in the Grade Pay of Rs. 2800/- to be placed as Sr Supdt
(Nurs) in the Grade Pay of Rs. 4200/-
iv) In HQ DGBR, One Sr Supdt (Nurs) and Two Nursing Asst have been catered
for.
Contd ……P/53
53
v) In HQ Project Sr Supdt & 2 Nursing Asst have been provided.
vi) No direct recruitment in the trade of Supvr.
vii) Minimum qualification for Nursing Assistant will be 10+2 from Science
stream.
(viii) The posts of Laboratory Assistant (Microscopists) be abolished.
(ix) The authorization of Laboratory Assistant, Blood Transfusion Assistant and
Operation Room Assistant should entirely be filled by Army personnel.
(x) Strength of Army personnel shall continue to be as present.
14.5. REVISED RECRUITMENT & PROMOTION RULES.
(a) Proposed changes in existing Recruitment & Promotional Rules are attached
as per book.
14.7. REVISED/ RESTRUCTURED STRENGTH OF THE CADRE
The authorization of categories in Medical Cadre to various formations/
units of the Organisation it given in Annexure - VII.
14.7.2. Ratio of Promotion
ARMY GREF
Supvr (Medical) Gde-I - 20 100% DPC
Supvr (Medical) Gde-II (1: 5.35)
- 107 100% DPC
(1: 2.35)
Medical Asstt 164 252 100% DR (252)
14.8 FINANCIAL IMPLICATION
14.8.1. The financial implication of the proposal has been worked out as attached as per
Appendix ―G‖.
Contd ……P/54
54
CHAPTER-10
SIGNAL CADRE
15.1. INTRODUCTION
15.1.1 Border Roads Organisation is deployed all along the Borders from East to West
including Andaman-Nicobar Islands and the deep deserts of Rajasthan. A well-laid
communication system forms the lifeline to co-coordinate the working of this
Organisation. The communication system is on Department of Telecommunication
(DOT) network and/or on separate independent BRO radio network in Department.
This communication network as (i) Telephone communication where DOT media
available (ii) Telex (DOT Medium) and Radio where no DOT medium available.
The communication network is to cater for HQ DGBR, Projects, Task Force,
RCCs, Functional/ Service Platoons, other allied units and other
formations/Deptts. The communication essentials are (i) forward and rear radio
communication (ii) horizontal and vertical radio message passing/ receiving (iii)
local line communication and maintenance of Project Headquarters Exchange and
(iv) manning of local exchanges.
15.1.2. The categories of personnel required to carry out the day to day functions of
communication fall in three well defined Streams as under : -
(a) Telephone Communication Stream – It consists of (i) Assistant Charge man
(Line) Signals, (ii) Leading Hand Signals (Lines), (iii) Telephone Operator
(iv) Lineman and (v) Telephone Mechanic.
(b) Signal Communication Stream – It consists of the sub-groups as under: -
(i) Radio Operator Sub-Group – It has Assistant Charge man Operator
(Signals), Leading Hand Signals Operator and Radio Operator.
(ii) Radio Mechanic Sub-Group – It has Foreman Signals, Charge man
Signals and Radio Mechanic.
(c) Cipher Supervisor Stream – It has (a) Supervisor Cipher Grade-I (Clerk
Upper Division Cipher Technical) and (b) Supervisor Cipher Grade-II.
Contd ……P/55
55
15.2. PRESENT CADRE
15.2.1. Strength. The existing force of signal personnel is as per Appendix … to …..
15.2.2. Scale of Pay of categories in Signal cadre.
Prerevised Revised as per 6th
CPC
1. Foreman Signals Rs. 5000-8000 G/Pay Rs.4200
2 Charge man Signals Rs. 4500-7000
3. Radio Mechanic
4. Asstt Charge man
Signals Operator
5. Assistant Charge man Rs. 4000-6000 G/Pay Rs.2400
(Lines) Signals
6. Supvr Cipher Gde-I
7. Super Cipher Gde-II
8. Leading Hand Signals
(Lines)
9. Leading Hand (Signal
Operator) Rs. 3050-4590 G/Pay Rs.1900
10. Radio Operator
11. Telephone Operator
12. Line Man
13. Telephone Mechanic Rs. 2610-4000 G/Pay Rs.1800
Contd ……P/56
56
15.3. HIERARCHICAL PATTERN
15.3.1. Telecommunication Stream
Assistant Charge man (Lines) Signals
GREF- 20 ARMY- NIL
DR - NIL
DPC- 100%
Pay Scale (4000-6000)
L/Hand Signals (Line) Telephone Operator
GREF- 10 ARMY- 06 GREF- 80 ARMY- NIL
DR - 33-1/3% DR - 66-2/3%
DPC- 66-2/3% DPC- 33-1/3%
Pay Scale (3050-4590) Pay Scale (3050-4590)
Lineman
GREF- 10 ARMY- 06
DR - 33-1/3%
DPC- 66-2/3%
Pay Scale (3050-4590)
(DR is by promotion of Matriculate Pioneers
Subject to passing of a Trade Test.)
15.4. SIGNAL COMMUNICATION STREAM
15.4.1. Sub Group of Radio Communication Stream. The existing pattern of this stream
is given below: -
Forman Signals (ARMY-3)
DR-NIL DPC-100%
(Pay Sc. (5000-8000)
Assistant Charge man
Operator (Signals) (GREF-15) Charge man Signals (GREF-22)
(ARMY-13) DR- NIL DPC- 100%
DR - NIL DPC- 100% (Pay Sc. (4500-7000)
Pay Sc.(4000-6000)
Leading Hand Radio Mechanic (GREF-28)
Signals Operators (GREF-46) (ARMY-10)
DR - NIL DPC- 100% DR- 75% DPC- 25%
Pay Sc.(3050-4590) (Pay Sc.(4000-6000)
Radio Operator
(GREF- 175) (ARMY-117)
DR - 100% DPC- NIL
Pay Sc. (3050-4590)
Contd ……P/57
57
15.4.2 Present Structure of Radio Operator Sub-Group.
This stream is operated by Categories (i) Radio Operator (ii) Leading Hand
Signals Operator & (iii) Assistant Charge man Signals Operator. Total Strength is
366. The Army quota with respect to Radio Operator (117) and ACM Signals
Operator (13) is quite substantial in proportion to the GREF quota and therefore,
we have taken an overview of the functioning of this stream by cumulative
strength. The existing structure of this stream is as given below: -
Assistant Charge man Operator (Signals) 28
DR - NIL DPC- 100%
Pay Sc. (4000-6000)
Leading Hand Signals Operators (GREF-46)
DR - NIL DPC- 100%
Pay Sc.(3050-4590)
Radio Operator 292
DR - 100% DPC- NIL
Pay Sc. (3050-4590)
15.4.3. Lineman and Telephone Mechanic Categories.
Categories of Lineman and Telephone Mechanic are two categories without
technical base. These two categories are in the grade pay of Rs. 1800/-. It is
recommended to merge these two grades with Grade of Pioneer.
15.4.4 Leading Hand Signal (Lines), Telephone Operator, Radio Operator and Leading
Hand Signal Operator
These four trades carry identical grade pay of Rs. 1900/-. All these trades are
interchangeable and one can perform the work of another with minimum training
where ever is required. As the promotional prospect in all these trades are very
bleak, it is proposed to merge all these grades and re-designate as Operator
(Communications).
Contd ……P/58
58
15.4.5 Radio Mechanic, Asst Chargeman Signals (Operator), Asst Chargeman Lines
(Signals), Supvr Cipher Gde-I & Gde-II
All these five trades are having same grade pay of Rs. 2400/-. Out of all these five
trades only the Radio Mech trade and Supvr Cipher Gde-II have Direct
Recruitment element. If all these grade are merged as there in same grade pay it
will result in economy without adversely affecting the functional aspects. It will
result in giving career up gradation prospect and bring in uniformity. After
merging of these trades it can be re-designated as ACM. The Direct Recruitment
to this grade can be limited to twenty percent only to meet the requirement of
Radio Mechanic.
15.4.5 Chargeman Signal – Chargeman Signal at present is in the grade pay of Rs. 2800/-.
Only Radio Mechanic get promotion to this grade as per existing R&P Rules. It is
recommended that all the five trades as mentioned in para 15.4.5 with grade pay
Rs. 2400/- should make to this grade on promotion. It is recommended that
Chargeman Signal can be re-designated as Chargeman.
15.4.6 Pay commission has envisaged three tier promotion in all grades failing which it
recommended MACP in three higher grades. Hence for the grade of Operator
Communication three tier promotion is envisaged by promotion to ACM
Chargeman and Senior Chargeman. Thus Senior Chargeman grade can be
introduced with Grade Pay Rs. 4200/- by promotion from the grade of Chargeman.
15.4.7 Personnel in the grades requiring diploma in Engineering Civil/Mechanical are
being re-designated as JE Civ/Mech. In the same line the diploma holders in the
grades of ACM / Chargeman can be given the grade pay of Rs. 4200/- by re-
designating as JE (Communication) with Grade Pay Rs. 4200/-. However the non-
diploma holders can be promoted from Chargeman in the Grade Pay of Rs. 2800
to Sr Chargeman in Grade Pay of Rs. 4200/-. In other words a diploma holder in
the grade of Rs. 4200/- will be designated as JE (Comn) whereas a non–diploma
holder with same grade pay will be designated as Sr Chargeman although both will
hold the same appointment against stroke posting of JE (Comn)/Sr Chargeman.
15.4.8 It is recommended that JE (Comn) having diploma qualification can be promoted
to the Grade of Asst Comn Officer with grade pay Rs. 4600/- considering that Govt
Contd ……P/59
59
has recommend MACP scheme with tier up gradation. As the personnel will
automatically will be entitled to grade pay of Rs. 4600/-, 4800/- and 5400/- on
MACP, there will not be any considerable financial loss to the Govt. if the post of
Asst Comn Officer and Comn Officer are created against the aforesaid Grade Pay.
On the above analogy although no matching saving is actually required for creation
of post of Asst Comn Officer and Comn Officer. Another reason why this post of
Asst Comn Officer at TF level has been recommended is that at present BRO is
getting new works in remote and Border areas particularly on Indo China Border
where communication will be a problem. Hence positioning Supervisory Officer
to look after the communication needs of the areas of the operation of the TF is
considered essential.
15.4.8 The overall picture will emerge as under:-
Existing Trade Auth Strength Re-designated as Proposed
Strength
Remarks
Line Man 35 Merged with
Pioneer
0
Telephone Mech 19
LH Sig Optr 66
331 490
18
75
Operator
(Communication) 457
Radio Optr
LH Sig Line
Telephone Optr
Radio Mech 53
33
33 187
16
52
ACM 103
ACM Optr Sig
ACM line Sig
Supvr Cipher-I
Supvr Cipher-II
Chargeman Sig 33 Chargeman 20
0 Sr Chargeman /
JE (Comn)
55
0 Asst Comn Offr 35
18 Comn
Officer/Capt
19
15.4.6 The existing and proposed R&P Rules are enclosed as per book.
15.4.7. CHANGE IN THE AUTHORISATION IN ESTABLISHMENT OF UNITS
The changes proposed in the authorization in Establishment of units are given in
the Annexure – VIII.
15.4.8. Also earlier process unfortunate by that specialized category of Radio Mechanic
did not get even one promotion in his life time. This has been addressed is the
cadre review by merging the trade. The proposed structure will be as under:-
Contd ……P/60
60
15.4.8 FINANCIAL IMPLICATION
15.4.9 The financial implication of the proposal has been worked out as attached as per
appendix ―H‖.
Contd ……P/61
61
CHAPTER-11
OPERATOR & DRIVER CADRE
16.1. INTRODUCTION
16.1.1. During November 1993, based on a CAT decision, the Government of India
introduced a promotional scheme for Staff Car Drivers working in the Government
of India, vide Department of Personnel & Training Office Memorandum, No.
22036/1/92 Estt (D) dated 30 Nov 1993 (Copy placed as Annexure N). After
consultation with the Ministry of Finance and Department of Personnel & Training
the provisions of the aforesaid scheme have been made applicable to the following
three categories of Drivers/Operators of Border Roads Organisation vide
Government of India, Ministry of Surface Transport, Border Roads Development
Board letter No. F.114 (8)/898-Pers/12803/AMDT/DGBR/EG2 dated 30 August,
1994, (Copy placed at Appendix ‗O‘).
16.1.2. The graded structure has further been modified as introduced vide Ministry of
Personnel, Public Grievances and Pensions (Department of Personnel and
Training) Office Memorandum No. 43019/94/96-Estt(D) dated 15 February 2001.
Sl No. Grade Pay Scale Percentage
1. Ordinary Grade Rs. 3050-4590 30
2. Grade-II Rs. 4000-6000 30
3. Grade-I Rs. 4500-7000 35
4. Special Grade Rs. 5000-8000 05
16.1.3. From the above, it is apparent that the Driver & Operator Cadre has adequate and
sufficient promotional avenues.
16.2. We have, however, examined the strength of Drivers & Operators with reference
to the Vehicles / Equipments held in the Organisation. There is a need to increase
the number of Drivers and Operators in the Organisation by matching reduction
from the Group D personnel.
Contd ……P/62
62
16.2.1. Existing and Proposed Strength in the Cadre is as under:-
Sl
No.
Category EXISTING PROPOSED
GREF ARMY TOTAL GREF ARMY TOTAL
1. Driver MT 5180 231 5411 5180 231 5411
2. OEM 1876 80 1956 1876 80 1956
3. Driver RR 919 - 919 919 - 919
Total 7975 911 8286 7975 911 8286
16.2.2. Proposed changes in the establishment of units are shown in the statement at
Annexure Q.
16.3. RECRUITMENT RULES
16.3.1. Entry in the Cadre is only at Ordinary grade through Direct recruitment from open
market and by promotion from Group C and D employees, as under: -
(a) Driver MT (Ordinary): Direct recruitment is 80% from the market
candidate who have passed 8th
Class and in possession of Heavy Driving Licence
with 3 years experience, Or, Passed class 3 course for Driver Plant and Mechanical
Transport/Driver Mechanical Transport as laid down in Defence Service
Regulations, Qualification Regulations for Soldiers.
Promotion: 20% by promotion of Group C and D employees who have passed 5th
Standard with 5 years regular service in GREF and possessing valid heavy driving
licence and subject to passing of a trade test.
(b) OEM (Ordinary): Direct recruitment is 80% from the market candidate
who have passed 8th
Class and in possession of Heavy Driving Licence with
3 years experience in operating Earth Moving Plants and subject to passing of a
trade test.
Promotion: 20% by promotion of Group C and D employees who have passed 5th
Standard with 5 years regular service in GREF and possessing valid heavy driving
licence and subject to passing of a trade test.
(c) Driver RR (Ordinary): By Promotion only (100%) from Group C and D
employees with 5 years regular service in GREF and possessing valid driving
licence for medium vehicles and subject to passing of a trade test.
Contd ……P/63
63
16.4 PROPOSED RECRUITMENT RULES
16.4.1.To improve the quality of the Drivers & Operators academic qualification is
proposed to raised from 8th
standard to 10th
standard. and to unify the cadre the
DPC entry at Ordinary grades level of the above three categories has been
recommended to be stopped and complete intake will be through the market with
higher qualification i.e. 10th
class + Heavy Driving Licence. Proposed Recruitment
Rules are as under: -
(a) Driver Mechanical Transport
(i) (Ordinary Grade) – 10th
Standard passed. Possessing valid heavy
driving licence, OR; Passed class 3 course of Driver Plant and Mechanical
Transport/Driver Mechanical Transport as laid down in Defence Services
Regulations, Qualification Regulations for Soldiers.
(ii) Grade-II – By promotion from Driver Mechanical Transport
Ordinary Grade in GREF subject to passing of a trade test.
(iii) Grade-I – By promotion from Driver Mechanical Transport
Grade-II with 5 years regular service as Driver MT Grade-II in GREF
subject to passing of a trade test.
(iv) Special Grade – By promotion from Driver Mechanical Grade-I
with 3 years regular service as Driver MT Grade-I in GREF subject to
passing of a trade test.
(b) Operator Excavating Machinery (OEM)
(i) (Ordinary Grade) – 10th
Standard passed. Possessing valid heavy
driving licence, OR; Passed class II course of Operator Excavating
Machinery as laid down in Defence Services Regulations, Qualification
Regulations for Soldiers.
(ii) Grade-II – By promotion from Operator Excavating Machinery
Ordinary Grade in GREF subject to passing of a trade test.
(iii) Grade-I – By promotion from Operator Excavating Machinery
Grade-II with 5 years regular service as OEM Grade-II in GREF subject to
passing of a trade test.
Contd ……P/64
64
(iv) Special Grade – By promotion from Operator Excavating
Machinery Grade-I with 3 years regular service as OEM Grade-I in GREF
subject to passing of a trade test.
(c) Driver Road Roller
(i) (Ordinary Grade) – 10th
Standard passed. Possessing valid heavy
driving licence, OR; Passed class II course for Driver Plant and Mechanical
Transport as laid down in Defence Services Regulations, Qualification
Regulations for Soldiers.
(ii) Grade-II – By promotion from Driver Road Roller Ordinary Grade
in GREF subject to passing of a trade test.
(iii) Grade-I – By promotion from Driver Road Roller Grade-II with 5
years regular service as Driver RR Grade-II in GREF subject to passing of
a trade test.
(iv) Special Grade – By promotion from Driver Road Roller Grade-I
with 3 years regular service as Driver RR Grade-I in GREF subject to
passing of a trade test.
16.5. CONCLUSION
Since there is no change in the authorised strength, financial implications not
affected. Unit wise existing / proposed authorization attached as per Annx –IX and
financial implication attached as per Appx ‗I‘
Contd ……P/65
65
CHAPTER-12
FIREMAN CADRE
17.1. INTRODUCTION
17.1.1. In the past, though the Fireman Cadre played a vital role in certain establishments
in Border Roads Organisation in prevention and control of fire yet with the
passage of time and proximity of the units to the cities where Government Fire
Service Organisation exists, it appeared that the importance of the Fireman cadre
lost. However with the induction of new units in Border areas and non-availability
of necessary help from near proximity this cadre has to be strengthened to cater for
the minimum requirement to safe guard against fire hazards to the man and
material of Organization. The above aspect in consideration, the fire cadre has to
be strengthened to discharge their roll effectively.
17.1.2. PRESENT CADRE STRENGTH
17.2.1.The authorization of Fireman Category in the following Formations/ Units of the
Organisation is as under:-
Sl
No.
Category GREF
Centre
EBW B/Depot TM Pl Total
1. Asstt Fire Supdt - - 1 - 1
2. Supvr Fire 1 1 1 1 4
3. L/H (Fire) 1 4 4 - 9
4. Fire Eng Dvr - 4 4 3 11
5. Fireman-I/II 2 4 18 7 31
Total 4 13 28 11 56
Establishment/ units where the Categories of Fire Cadre are authorized are shown
in the statement at Annexure R.
17.2.2. At present, as per Recruitment & Promotion Rules, the post of Assistant Fire
Superintendent, Supervisor Fire, Leading Hand (Fire), Fire Engine Driver and
Fireman Grade-I/II are filled by promotion. Break up details of the strength of
each category are shown below:-
Contd ……P/66
66
Sl
No.
Category Authorised Strength Present
Holding
Method of
GREF ARMY TOTAL DPC DR
1. Asstt Fire Supdt 1 - 1 - 100% -
2. Supvr Fire 4 - 4 1 100% -
3. L/H (Fire) 9 - 9 1 100% -
4. Fire Eng Dvr 11 - 11 3 100% -
5. Fireman-I/II 31 - 31 2 100% -
17.3. PRESENT PROBLEM WITH THE CADRE
17.3.1. The recruitment at entry point to the Fireman Cadre is at Fireman Grade-II, level
which is a Group D post, is mainly from Pioneers. As may be seen from above the
channel of promotion is not satisfactory. Keeping in view the 6th
CPC
recommendation, the Pioneers and Fireman will be of the same grade. Hence the
Fireman can be carved out against the strength of Pioneers and can be re-
designated as Pioneer (Fire). They can do duties of Pioneer as well as that of a
Fireman at the time of need by suitable training under multi-skill programme.
17.3.1.1. RECOMMENDATION OF THE BOARD
17.4.1. The Board recommends: -
(a) The Board recommends that cadre strength should be suitably beefed up so that
they can discharge duties effectively. From present strength of 56 the total
strength may be increased to 344. The promotional separation can be partly met
from the MACP introduced by the Govt and partly by increasing the Nos of post in
the grade Asst Fire Supdt, Supvr Fire, and Leading Hand (Fire) posts.
Trade Existing Proposed
Asst Fire Supdt 1 7
Supvr Fire 4 36
Leading Fire 9 43
Fire Engne Driver 11 0
Fireman 31 258
Contd ……P/67
67
(b) Element of fireman cadre has been proposed only in tunnel, GC, GR, SSTC,
IESPL, BW & Store Deport.
(c) The category of Fire Engine Driver need not be kept separately as the duties
can be discharged by DVR MT.
(d) The basic purpose of keeping a dedicated fireman cadre in the aforesaid
establishment is to ensure proper supervision against fire hazards as well as to take
the preliminary steps to douse the fire in small scale or even in large scale till help
from other sources received.
(e) The changes proposed in the authorization in Establishment of units are given
in the Annexure –X.
17.5. FINANCIAL EFFECT
17.5.1. The financial implication of the proposal has been worked out as attached
as per appendix ―J‖.
Contd ……P/68
68
CHAPTER-13
STENOGRAPHER CADRE
18.1. INTRODUCTION
18.1.1 Stenographer Cadre forms a part of the overall communication system of the
Organisation. In the network of units of the Border Roads Organisation this Cadre
is provided to the senior managers as communication aid. The system has wide
importance and practical advantage in speeding up disposal of cases as the spoken
language can be recorded with 1/6th
of the trouble and time that long hand
requires.
18.1.2 DOP & T extant orders lays down the scale of stenographic assistance to officers
in the subordinate offices of the Govt. of India. Further DOP&T orders dated
9.2.1990 stipulates that the entitlement of the stenographic assistance to officers in
the subordinate offices will be linked to the nature of jobs and quantum of work of
the officers which is to be determined by Staff Inspection Unit/ IWSU.
18.1.3 In the light of above, the number of posts and level of such posts have to be
determined on the basis of studies by SIU/ISWU. Therefore, the proposal in
respect of Stenographer Cadre has been delinked from this review and will be dealt
with separately in accordance with the DOP&T‘s extant orders on stenographic
assistance in the Organisation.
18.1.4 Consequent upon issue of Govt. of India, Ministry Personnel, Public Grievances
and Pension (Department of Personnel and Training) O. No. 22034/2/92-Estt (D)
fayed 06 August, 1999, the Stenographer cadre in Border Roads Organisation was
re-structured vide Govt. of India, Ministry of Surface Transport, BRDB letter No.
BRDB/06/94/2000-GE.I dated 02 June 2000
18.2.1 The present authorization Vs holding as on 30 Sep 2009 is as under:-
Trade G/Pay Auth Holding Method of Rectt
Sr Pvt Secy 4600 DPC
Pvt Secy 4200 DPC
Steno-I 4200 47 25 DPC
Steno-II 4200 82 55 DPC
Steno-III 2400 76 66 Direct Recruitment
Contd ……P/69
69
18.2.2 RECOMMENDATION OF THE BOARD
18.2.3 Prior to acceptance of 6th
CPC Report, posts of Sr Pvt Secy and Pvt Secy were
Group ‗B‘ Gaz and onus were Group ‗C‘ posts. It is recommended for merger of
Steno Gde-I and Steno Gde-II level as they are in same grade pay and
re-designated as Stenographer Gde-I. Stenographer Gde-III may be redesignated as
Stenographer.
The changes proposed in the authorization in Establishment of units are given in
the Annexure –XI.
FINANCIAL EFFECT
18.2.3 The financial implication of the proposal has been worked out as attached as per
appendix ―K‖.
Contd ……P/70
70
CHAPTER-14
HINDI CADRE
Introduction
19.1.1 The aim of this board is to suggest measures to rationalise in a manner to lend
functional efficiency to Hindi Cadre.
19.1.2 Although BRO was created in 1960 and was made permanent in 1969, Hindi Cadre
was introduced in BRO during 1982 with one Hindi Officer, 20 Hindi Translators
and 18 Hindi Typists. Keeping in view the workload and Govt emphasis on use of
Hindi for official purposes, more Hindi posts were sanctioned according to norms
prescribed by the Deptt of Official Language and deployed up to Task Force level.
At present following strength of Hindi Staff are authorised in BRO : -
(a) AD (OL) - 3 (1 Dte GBR, 1 for GREF Centre &
(PB3 Rs 15600-39100 1 for Trg School, Pune)
GP-5400/-)
(b) Senior Hindi Translator - 3 (01 Dte GBR & 02 in GREF Centre
(PB2 Rs 9300-34800, & Record respectively)
GP-4600/-)
(c) Hindi Translator - 62 (All Projects HQrs, independent
(PB2 Rs 9300-34800 Establishment & Task Forces)
GP-4200/-)
19.1.3 Hindi Staff was appointed and posted in Sep 1983.
19.1.4 The Hindi Translators presently held in the post have over more than
19.1.5 Years of service in the Deptt but are stagnating in the absence of promotional
avenues .
19.1.6 The existing R&P Rules provide that a Hindi Translator is eligible for promotion to
Sr Hindi Translator on completion of 5 years of service. After 8 years of service
one is eligible for promotion as Asst Dir (OL) to the Pay Band 3 of Rs 15600-
39100 with Grade Pay Rs 5400/-. Further Sr Hindi Translator is eligible for
promotion as Asst Dir (OL) after 3 years of service.
Contd ……P/71
71
19.1.7 Separate posts have been created by Rajbhasha Vibhag broadly for translation and
implementation work of OL Policy in other Min/Deptt whereas Hindi Staff in BRO
have to cater for the duties of both translation as well as implementation. In BRO,
apart from translation work of administration/ technical/legal terminology from
Hindi to English & vice-versa, Hindi Staff is responsible for arrangement of Hindi
Training, Hindi Typing & Stenography to non Hindi knowing staff, organising
Hindi Implementation Committee, review of minutes of quarterly Meeting of
Official Language Implementation Committee, attend meeting of town Official
Language Implementation Committee, Organisation of Hindi Workshop for
imparting practical working knowledge to employees, preparation of reference and
help literature for Hindi Workshop, compliance of Section 3(3) of Official
Language Act, 1963 and ensuring compliance of various other provisions of annual
programme envisaged by Department of Official Language.
19.1.8 Since 1986 no cadre review was carried out for Hindi Cadre. However, a proposal
for creation of following Hindi Staff is submitted before the Cadre Review
Committee for betterment and upgradation of Hindi Cadre.
(a) Sr Hindi Translator - 19 (01 each at all Project HQ, HQ DGBR, GC &
GR)
19.1.9 The Committee of Parliament on Official Language in their first report to the Govt
had recommended that various ministries should form their own separate cadre of
Hindi Officer/Personnel engaged in translation work in their subordinate offices
for implementation of Official Language Policy. This recommendation has been
accepted by the Govt with the remarks that ―Cadre may be formed wherever
feasible‖.
19.2.1 Govt of India, Deptt of Official Language vide their letter No 9/2/97-OL(Services)
dt 16 Jun 1999 have also experienced that owing to quantum of Hindi work being
done in BRO, Hindi Staff sanctioned is too less and strength needs to be enhanced.
Deptt of Official Language have, however, also suggested to create more posts
based on Work Study wherever norms do not permit for new creations.
19.2.2 Recommendations of Board
To have a rational pyramidal structure it is proposed that 15 posts of Hindi
Translators in PB2 (Rs 9300-34800, Grade Pay 4200) be upgraded to Sr Hindi
Translator in PB2 (Rs 9300-34800, Grade pay 4600) against surrender of 19 Hindi
Translators.
19.2.3 Existing Authorization and proposed strength is given in Appendix-XII.
19.2.4 FINANCIAL EFFECT
19.2.5 The financial implication of the proposal has been worked out as attached as per
appendix ―L‖.
Contd ……P/72
72
CHAPTER-15
MISCELLANEOUS CATEGORIES
20.1. INTRODUCTION
20.1.1 As Border Roads Organisation is basically a departmental construction agency;
bulk of the force consists of skilled and unskilled personnel. The skilled
categories are broadly divided into various cadre sub group according to the
functional requirement. Unskilled /semiskilled categories do not fall under such
sub group and are spread over units and sub units of the entire Organisation.
Unskilled work force of Pioneer, in addition, are grouped undo Pioneer
Companies.
20.1.2. 30 categories of skilled/ Semiskilled or unskilled have been review in this Chapter
as listed below:-
(1) Driver Engine Static
(2) Driller
(3) Welder
(4) Operator Tyre Repair Plant (OTRP)
(5) Moulder
(6) Blacksmith
(7) Copper & Tin Smith
(8) Turner
(9) Machinist
(10) Gate Keeper
(11) Pattern Maker
(12) Ferro printer
(13) Mate
(14) Pioneer
(15) Carpenter
(16) Upholster
(17) Boot Maker
(18) Daftry
Contd ……P/73
73
(19) Mason
(20) Painter
(21) Tailor
(22) Washer man
(23) Cook
(24) Mess Waiter
(25) Masalchi
(26) Barber
(27) Safaiwala
(28) Pipe Fitter
20.2.1 REVIEW
20.2.1. The following aspects have been examined:-
(a) The skilled/semi skilled & unskilled categories have inherent difficulty in
moving up the promotional background and / or formal technical education.
(b) The categories are mixed up of Matriculate and non-Matriculate candidates
with varying overtones in promotional channel. Therefore, each category has been
examined and it is found that in most of the cases promotions are not available and
it requires diversification of trade or learning new trade.
(c) Due to the applicability of elongated scale of pay, a number of categories have
been clubbed together, which dampens the zeal/ motivation for promotions.
20.2.2. The Group D categories are not feeder grade for any specific categories. By virtue
of being Group D they can take a chance for promotion to various categories, if
they have the requisite qualification and pass the laid down trade test. However,
very few personnel have been able to avail such opportunities.
Contd ……P/74
74
20..3. RECOMMENDATION
20.3.1. As per Assured Career Progression guidelines only those personnel get the benefit
of financial up gradation who are otherwise eligible for promotion to higher posts
as per the Recruitment and Promotion Rules. However, in case of isolated
categories such a condition need not be fulfilled. As such by removing Group D
personnel from various feeder grades, all of them will become eligible for financial
up gradation irrespective of the fact whether they are otherwise eligible for
promotion or not. As such it is proposed that Group D categories may be treated as
‗ISOLATED‘ so that all personnel these categories can avail three financial up
gradation under ACP Scheme.
20.3.2. Driver Engine Static:
Pay Scale Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
Existing:
DR: 33-1/3% DPC: 66/3%
Qualification:
Direct Recruitment: Certificate in Mechanic Motor/Vehicle/Tractor issued by
ITI/ITC/NCTVT or passed Classed 3 course for Driver Plant and Mechanical
Transport as laid down in Defence Services Regulations, Qualification Regulations
for Soldiers.
Promotion: Pioneer/ Driller with 5 /3 years service respectively subject to passing
of a trade test.
Recommendation:
(i) DR: 100% DPC: Nil
(ii) Qualification:
Direct Recruitment: Certificate in Mechanic Motor/ Vehicle/ Tractor issued by
ITI/ITC/NCTVT or passed Class 3 course for Driver Plant and Mechanical
Transport as laid down in Defence Services Regulations, Qualification Regulations
for Soldiers.
Promotion: Not Applicable.
(iii) Driver Engine Static be re-designated as ‗Operator Engine Static‘ to job
reflected of the job performed.
Contd ……P/75
75
(iv) Total Authorizations from 1205 be reduced to 1197 and the authorization of
posts in the units be revised accordingly.
(v) This category be treated as Isolated.
20.3.3. Driller
Pay Scale: Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
Existing:
DR 25% DPC 75%
Qualification:
Direct Recruitment: 5th
Standard passed. Practical proficiency by actual test/ trial.
Promotion: Mate (2650-4000) with 3 years service and Pioneer (2610-4000) with 5
years service in GREF subject to passing of a trade test.
Recommendation:
(i) DR 100% DPC Nil
(ii) Qualification:
Direct Recruitment: Minimum 10th
pass subject to passing of a trade test.
Promotion: Not applicable.
(iii) Total Authorizations from 69 be reduced to 22 and the authorization of posts
in the units be revised accordingly.
(iv) This category be treated as Isolated.
20.3.4 (A) Blacksmith:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 25% DPC: 75%
Qualification:
Direct Recruitment: Blacksmith Certificate from ITI/ITC/NCTVT with 1-year
experience/ Passed Class 2 course of Blacksmith as laid down in Defence Services
Regulations, Qualification Regulations for Soldiers.
Promotion: Pioneer/ Mate who have passed 5th
Standard with 7 /5 year‘s service
respectively subject to passing of a trade test.
Contd ……P/76
76
(B) Copper & Tin Smith:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 75% DPC: 25%
Qualification:
Direct Recruitment: Steel Metal Works Certificate from ITI/ ITC/ NCTVT with 1-
year experience/ Passed Class 2 course for Copper and Tin Smith as laid down in
Defence Services Regulations, Qualification Regulations for Soldiers.
Promotion: Pioneer/ Mate who have passed minimum 10th
pass/ITI with 7 /5
year‘s service respectively subject to passing of a trade test.
Recommendation:
(i) Duties and responsibilities of both the posts of Black Smith and Copper &
Tin Smith are identical. Further, the pay scale and qualification for DR and
Promotion are also similar. Blacksmith can do the job of Copper & Tin Smith.
Therefore, it is recommended that post of Copper & Tin Smith (14) be merged
with that of Blacksmith (189) and the strength be brought down to 144.
(ii) Intake to this category will be through direct recruitment only.
(ii) This category is treated as Isolated.
20.3.5. (A) Turner:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900
DR: 100% DPC: NIL
Qualification:
Direct Recruitment: Turner Certificate from ITI/ITC/NCTVT / Defence Trade
Certificate with one year experience/Passed Class II course for Turner as laid
down in Defence Services Regulations, Qualification Regulations for Soldiers.
(B) Machinist:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900
DR: 100% DPC: NIL
Qualification:
Direct Recruitment: Machinist Certificate from ITI/ ITC/ NCTVT/Defence Trade
Certificate with 1-year experience. Passed Class 2 course for Machinist as laid
down in Defence Services Regulations, Qualification Regulations for Soldiers.
Contd ……P/77
77
Recommendation:
(i) Duties and responsibilities of both the posts of Turner and Machinist are
identical. Further, the pay scale and qualification for DR are also similar.
Machinist can do the job of Turner. Therefore, it is recommended that posts of
Turner (123) and Machinist (25) be merged and the strength will be 114.
(ii) This category be treated as Isolated.
20.3.6. Welder:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1900
DR: 50% DPC: 50%
Qualification:
Direct Recruitment: Welder (Electrical and Gas) Certificate from ITI/ ITC/
NCTVT/Defence Trade Certificate with 1-year experience, Or; Passed Class 2
course for Welder as laid down in Defence Services Regulations, Qualification
Regulations for Soldiers.
Recommendation:
(i) DR: 100% DPC: Nil
(ii) Qualification:
Direct Recruitment: No Change
(iii) The existing strength of 316 be brought down to 270.
(iv) This category be treated as Isolated.
20.3.7. Carpenter:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 75% DPC: 25%
Qualification:
Direct Recruitment: Carpenter Certificate from ITI/ITC/NCTVT or passed Class 2
course for Carpenter as laid down in Defence Services Regulations, Qualification
Regulations for Soldiers, or, 8th
Standard passed with 3 years experience in the
trade. Should pass trade test.
Promotion: Pioneer with 3 years service subject to passing of a trade test.
Contd ……P/78
78
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification: Minimum 10th
pass and Carpenter‘s certificate from
ITI/ITC/NCTVT
Direct Recruitment: No change.
Promotion: Not applicable.
(ii) Total Authorization is 429 and no change.
(iii)This category be treated as Isolated.
20.3.8. Upholster:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 75% DPC: 25%
Qualification:
Direct Recruitment: Passed 5th
Standard. Practical proficiency in the trade to be
tested by actual trial/ test.
Promotion: Boot maker with 3 years service subject to passing of a trade test for
Upholster.
Recommendation:
(i) DR: 100% DPC: Nil
(ii) Qualification:
Direct Recruitment: Minimum 10th
Pass subject to passing of a trade test for
Upholster.
Promotion: Not Applicable
(iii) No change in total strength.
(iv) This category be treated as Isolated.
20.3.9. Mason:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 50% DPC: 50%
Qualification:
Direct Recruitment: Building Construction/ Brick Mason Certificate from
ITI/ITC/NCTVT with 1-year experience. or passed Class 2 course for Mason as
laid down in Defence Services Regulations, Qualification Regulations for Soldiers,
or, 8th
Standard passed with 3 years experience in the trade. Should pass trade test.
Contd ……P/79
79
Promotion: Pioneer with 3 years service subject to passing of a trade test.
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification:
Direct Recruitment: Building Construction/ Brick Mason Certificate from
ITI/ITC/NCTVT or passed Class 2 course for Mason as laid down in Defence
Services Regulations, Qualification Regulations for Soldiers.
Promotion: Not applicable.
(ii) Total Authorizations from 1200 be reduced to 1198.
(iii) This category be treated as Isolated.
20.3.10.Painter:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 50% DPC: 50%
Qualification:
Direct Recruitment: Painter Certificate from ITI/ITC/NCTVT/ Defence Trade
Certificate or Proficiency in the trade by actual test/ trial.
Promotion: Pioneer with 3 years service subject to passing of a trade test.
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification:
Direct Recruitment: Painter Certificate from ITI/ITC/NCTVT/ Defence Trade
Certificate.
Promotion: Not applicable.
(ii) There is no change in the Authorised strength of 357.
(iii) This category be treated as Isolated.
20.3.11.Washer man:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 50% DPC: 50%
Qualification:
Direct Recruitment: Passed 5th
Standard. Practical proficiency in the trade to be
tested by actual test/ trial.
Promotion: Pioneer with 3 years service subject to passing of a trade test.
Contd ……P/80
80
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification:
Direct Recruitment: Minimum 10th
pass. Practical proficiency in the trade to be
tested by actual test/ trial.
Promotion: Not applicable.
(iii) This category be treated as Isolated.
20.3.12.Cook:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 50% DPC: 50%
Qualification:
Direct Recruitment: Passed 5th
Standard. Practical proficiency in the trade to be
tested by actual test/ trial.
Promotion: Masalchi, Mess Waiter and Pioneer with 3 years service in GREF in
the proportion 30%: 30%: 40% subject to passing of a trade test.
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification:
Direct Recruitment: Minimum 10th
pass. Practical proficiency in the trade to be
tested by actual test/ trial.
Promotion: Not applicable.
(iii) Total Authorization is 1155. No change in the Authorised strength.
(iv)This category be treated as Isolated.
20.3.13.Mess Waiter:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 100% DPC: NIL
Qualification:
Direct Recruitment: 5th
Standard. Preferably served in a hotel/ mess on the job for
at least 1 year.
Promotion: Not applicable.
Contd ……P/81
81
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification: Minimum 10th
pass. Preferably served in a hotel/ mess on the job
for at least 1 year.
Direct Recruitment:
Promotion: Not applicable.
(iii) No change in the total authorizations of posts (total posts 139).
(iv) To be treated as Isolated.
20.3.14.Safaiwala
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 100% DPC: NIL
Qualification:
Direct Recruitment: Nil Desirable: Passed 5th
Standard.
Promotion: Not applicable.
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification: Minimum 10th
pass.
Direct Recruitment:
Promotion: Not applicable.
(iii) No change in the Authorised Strength of 832.
(iv) To be treated as Isolated.
20.3.15.Barber:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 75% DPC: 25%
Qualification:
Direct Recruitment: Passed 5th
Standard. Practical proficiency by actual trial/ test.
Promotion: Pioneer with 3 years regular service in GREF subject to passing of a
trade test. For Barber.
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification: 10th
Pass.
Contd ……P/82
82
Direct Recruitment:
Promotion: Not applicable.
(iii) No change in the Authorised Strength of 12.
(iv) To be treated as Isolated.
20..3.16.Pipe Fitter:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 50 DPC: 25%
Qualification:
Direct Recruitment: Matriculate. Certificate from ITI/ITC/NCTVT in the trade of
Pipe Fitter/ Plumber from a recognized Institute, OR; Ex-serviceman with
equivalent Army qualifications in the appropriate trade with 3 years service.
Desirable: Matriculate. Three years experience in the appropriate trade in any
large / recognized Sanitary ware establishment of repute.
Promotion: By promotion from Group D carrying pay scale lower than that of
Pipe Fitter, who have passed 8th
standard and having 5 years regular service in
GREF and subject to passing of a trade test.
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification: Minimum 10th
Pass/ITI.
Direct Recruitment: No change.
Promotion: Not applicable.
(iii) No change in the strength.
(iv) To be treated as Isolated.
20.3.17.Pioneer:
Pay Scale : Rs. 5200-20200 in PB-1 with Grade Pay Rs.1800
DR: 100% DPC: NIL
Qualification:
Direct Recruitment: Passed 8th
Standard.
Promotion: Not applicable.
Pioneer has multi-channel promotional prospects.
Contd ……P/83
83
Recommendation:
(i) DR: 100% DPC: NIL
(ii) Qualification : Minimum 10th
Pass/ITI
(iii) Direct Recruitment: No change.
Promotion: Not applicable.
(iv) No change in the Authorised Strength of 8936.
(v) To be treated as Isolated.
20.2 POSTS PROPOSED FOR ABOLITION
20.4.1. The following categories have been examined. In the deliberations, it is observed
that there is little requirement of these trades now days and these categories have
lost their utility in the present context. Therefore, recommended to be abolished: -
S/No. Category Grade
Pay
(in
PB-1)
Total
Nos of
Posts
Method of
recruitment
DR DPC
(i) Operator Tyre Repair Plant 1900 07 NIL 100%
(ii) Gate Keeper 1900 09 NIL 100%
(iii) Pattern Maker 1900 02 NIL 100%
(iv) Ferro Printer 1800 121 NIL 100%
(v) Moulder 1800 05 25% 75%
(vi) Mate 1800 276 NIL 100%
(vii) Boot Maker 1800 35 75% 25%
(viii) Daftry 1800 62 NIL 100%
(ix) Tailor 1800 64 75% 25%
(x) Masalchi 1800 148 100% NIL
(xi) Barber 1800 12 75% 25%
(xii) Pipe Fitter 1800 06 50% 50%
(xiii) Washer man 1800 79 50% 50%
(xiv) Upholster 1800 46 75% 25%
(xv) Copper & Tin Smith 1800 14 75% 25%
Total No. of Posts to be abolished 886
Contd ……P/84
84
20.5. REVISED CADRE STRENGTH.
20.5.1. Revised Cadre strength is given below: -
Sl No. Category Existing
Strength
Proposed
Strength
1. DES 1205 1197
2. Driller 69 22
3. Blacksmith 189 138
4. Copper & Tin Smith 14 -
5. Machinists 25 25
6. Turner 123 89
7. Welder 316 270
8. Carpenter 429 429
9. Upholster 46 -
10. Mason 1200 1198
11. Painter 357 357
12. Washer man 79 -
13. Cook 1155 1155
14. Mess Waiter 139 139
15. Safaiwala 832 832
16. Barber 12 -
17. Pipe Fitter 06 -
18. Pioneer 8936 8936
Total 15132 8936
Existing Authorization proposed and strength is given in Appendix-XIII.
Contd ……P/85
85
20.6. FINANCIAL EFFECT
20.6.1 The financial implication of the proposal has been worked out as attached as per
appendix ―M‖.
Contd ……P/86
86
CHAPTER-16
SECURITY CADRE
INTRODUCTION
21.1.1 The different units of the Projects of Border Roads Organisation (BRO) are
deployed in remote and extremist/insurgency prone areas of the Country. Due to the
scattered nature of civil works the personnel and stores are deployed in remote areas
where no security arrangements are available. The local police/ administration are also
not available in such sites where works are executed. Due to such nature of environment,
the BRO for the safety and security of its own employees and resources should keep
dedicated security cadre of its own.
PROPOSAL
21.1.2 Personnel trained in Arms & Amn are required to be raised as a security cadre for
the BRO. However, BRO does not have adequate infrastructure to train man-power in
Arms and Ammunition, the BRO cannot raise such a cadre on its own. This can be easily
done by requisitioning TA Bn from Army who are well equipped and trained in Arms &
Amn to provide the required security to BRO‘s man and resources.
21.1.3 The following Projects require such security considering their present deployment
and works involved:-
Arunank
Dantak - Partially required.
Pushpak
Sewak
Udayak
Vartak
Hirak - Partially required
Beacon
Sampark
Setuk
Contd ……P/87
87
21.1.4 The following Projects may not require such security considering their present
deployment:-
Chetak
Deepak
Himank
Shivalik
Swastik
Rohtang Tunnel
21.1.5 Considering the above, the Organisation requires Ten (TA Battalion) inclusive of
the companies there under. At present we have strength of two Bn from TA and three
Army Pnr Companies, comprising of a total strength of 2016. The details of their present
deployment are shown below:-
S/No Project Army Pnr Coy Army TA Coy Armed
Sappers
Total
Strength
a) Arunank Two sec of 1815
PC (Army) = 26
28 54
b) Beacon Bn HQ 155 Inf Bn (TA)
plus five Coys = 642
09 651
c) Dantak Two Sec of 1815
PC (Army) = 29
- 2 31
d) Hirak 1563 Pnr Coy
(Army) less two
sec = 180
- - 180
e) Pushpak - One Pl ex 107 Inf Bn
(TA) = 29
39 68
f) Sampark 1816 Pnr Coy
(Army) = 200
One Coy ex 155 Inf Bn
(TA) =98
02 300
g) Setuk - One Coy less Pl ex 107
Inf Bn (TA) = 69
42 111
h) Sewak - Two Coys of 107 Inf Bn
(TA) (77+98) = 175
83 258
j) Swastik - - 23 23
k) Udayak - One Coy ewx 107 Inf Bn
(TA) = 98
55 153
l) Vartak 1815 Pnr Coy
(Army) less five
sec = 132
- - 132
m) EBW One sec of 1815
Pnr Coy (Army) =
13
- - 13
n) GREF
Centre
- - 22 22
o) HQ
DGBR
2 Sec of 1563 Pnr
Coy (Army) = 20
- - 20
Total 600 1111 305 2016
Contd ……P/88
88
21.1.6 Hence considering the existing security strength available with the Organisation,
additional seven Territorial Army Battalion may be requisitioned for security need of
BRO.
Contd…P/89
*****
89
19.6. FINANCIAL EFFECT
19.6.1. Financial effect on abolition of posts in the miscellaneous categories worked
out as under:-
Sl
No.
Category Increased
(+)
Decreased
(-)
Capitation
Rates P.M.
Total
(i) O.T.R.P.
PB-1 G/P 1900
- 07 21463.00 (-) 1,50,241.00
(ii) Gate Keeper
PV-1 G/P 1900
- 09 21463.00 (-) 1,93,167.00
(iii) Pattern Maker
PB-1 G/P 1900
- 02 21463.00 (-) 42,926.00
(iv) Ferro Printer
PB-1 G/P 1900
- 121 20796.00 (-) 25,16,316.00
(v) Moulder
PB-1 G/P 1900
- 05 20796.00 (-) 1,03,980.00
(vi) Mate
PB-1 G/P 1800
- 276 20124.00 (-) 55,54,224.00
(vii) Boot Maker
PB-1 G/P 1800
- 35 20009.00 (-) 7,00,315.00
(viii) Daftry
PB-1 G/P 1800
- 62 18933.00 (-) 11,73,846.00
(ix) Tailor
PB-1 G/P 1800
- 64 20009.00 (-) 12,80,576.00
(x) Masalchi
PB-1 G/P 1800
- 148 20009.00 (-) 29,61,332.00
(xi) Barber
PB-1 G/P 1800
- 12 20009.00 (-) 2,40,108.00
(xii) Pipe Fitter
PB-1 G/P 1800
- 06 20009.00 (-) 1,20,054.00
(xiii) Washer man
PB-1 G/P 1800
- 79 20009.00 (-) 15,80,711.00
(xiv) Upholster
PB-1 G/P 1800
- 46 20009.00 (-) 9,20,414.00
(xv) Copper & Tinsmith
PB-1 G/P 1800
- 14 20009.00 (-) 2,80,126.00
TOTAL 886 (-)1,78,18,336.00
90
Saving per month : Rs. 1,78,18,336.00
Saving per annum : Rs. 1,78,18,336.00 x 12 = 21,38,20,032.00
Say Rs. 2138.20 lacs per annum.
Contd ……P/84
19.6.2. Financial effect on increase/decrease of posts in the miscellaneous categories
worked out as under: -
Sl
No.
Category Increased
(+)
Decreased
(-)
Capitation
Rates P.M.
Total
1. DES
PB-1 G/P 1800
- 08 20009.00 (-) 1,60,072.00
2. Driller
PB-1 G/P 1800
- 47 20009.00 (-) 9,40,423.00
3. Blacksmith
PB-1 G/P 1800
- 51 20009.00 (-) 10,20,459.00
4. Copper &
Tinsmith PB-1 G/P
1800
- - 20009.00 ……………...
7. Welder
PB-1 G/P 1900 - 46 21463.00 (-) 9,87,298.00
8. Carpenter
PB-1 G/P 1800 - - 20009.00 ……………...
10. Mason
PB-1 G/P 1800 - 02 20009.00 (-) 40,018.00
11. Painter
PB-1 G/P 1800 - - 20009.00 ……………...
13. Cook
PB-1 G/P 1800 - - 20009.00 ……………...
14. Safaiwala
PB-1 G/P 1800 - - 20009.00 ……………...
15. Barber
PB-1 G/P 1800 - - 20009.00 ……………...
17. Pioneer
PB-1 G/P 1800 - - 20009.00 ……………...
TOTAL - 154 (-) 31,48,270.00
Financial Saving per month : Rs. 31,48,270.00
Saving per annum : Rs. 31,48,270.00 x 12 = 3,77,79,240.00
SAY Rs. 377.79 Lakhs.
(1) On abolition of categories : Rs. 2138.20 Lakhs
(2) On increase/decrease of posts : Rs. 377.79 Lakhs
91
Total savings p.a. : Rs. 2515.99 Lakhs p.a.
Contd ……P/87