Revised_draft_CIL_Executives_Promotion_Policy_24092015

CIL Executives Promotion Policy
10.1 Title and commencement 283
10.2 Scope and applicability 283
10.3 Promotion philosophy 283
10.4 Key objective of promotion policy 283
10.5 Promotion framework 283
10.6 Career management 284
10.7 Repeal 308
10.8 Interpretation 308
10.9 Savings 308
10.10 Annexure(s) 309
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10.1 Title and commencement
This policy will be called the „CIL Executives Promotion Policy‟. It will come into
force w.e.f ______________.
10.2 Scope and applicability
This policy will apply to all below board level executives of Coal India Limited and its
subsidiaries. The provisions of this policy, as specifically provided, will also apply to
Management Trainees (MTs).
10.3 Promotion philosophy

CIL continuously strives to promote meritocracy and fair play in the organization. The
organization provides all individuals the opportunity for best career path in line with the
individual‟s growth aspirations within the organization. The promotion system identifies
and rewards individuals who have demonstrated superior performance in their existing
roles and who have the leadership potential (defined in terms of technical and behavioral
competencies) to deliver superior performance in their next role. In the process, this
policy also ensures availability of right talent at every level.
10.4 Key objective of promotion policy

The key objective of the policy is to drive a holistic promotion system within the
organization by achieving strong alignment of individual performance with
organizational growth expectations from the individual through a higher degree of
transparency, uniformity and process efficiency.
10.5 Promotion framework

Promotion policy framework helps us understand key elements and
value chain of its activities. The same is illustrated in the adjoining
figure. The framework consists of following 3 key elements.
10.5.1 Career progression management
This involves setting up the right administrative and

organizational structure to manage the promotion of
executives so that it is done in a fair and objective manner.
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10.5.2 Career pathing
It refers to defining clear career levels and criteria of the aspects to be evaluated at each
level while promoting an executive. These aspects also indicate the overall progress and
development of executives which hones well for the organization.
10.5.3 Residency period
Residency period is deciding an adequate time between each promotion level which
would benefit the executive of extracting maximum value from experiences and learning
and also the organization to plan his ascendency to handle more responsibilities in an
effective and impactful manner.
10.6 Career management
The career progression of executives is managed centrally at CIL HQ through

Departmental Promotion Committees (DPCs) and based on defined norms.
10.6.1 Composition of the DPC
There will be four DPCs for considering the promotions from one grade to another, as
given below:
a) Board No. I for considering promotion from E8 to E9 grade
b) Board No. II for considering promotion from E7 to E8 grade.
c) Board No. III for considering promotions from E6 to E7 grade
d) Board No. IV for considering promotions upto E6 grade
The composition of the 4 DPCs will be as given in the table I given below:
Table I: Table showing composition of DPCs
S. Promotio No. of Chairman

DPC Members
No n Level members of DPC
(a) Director (P&IR), CIL

Chairman, (b) Concerned Functional Director,
1 E8 to E9 Board I 4 CIL CIL
(c) One CMD of the subsidiary
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(a) One CMD
(b) Director (P&IR), CIL
Chairman,
(c) Concerned Functional Director
Board CIL or his
2 E7 to E8 (d) if the nominee of the Chairman
II 4 nominee
happens to be the Dir (P&IR)/
Concerned Functional Director,
then one CMD as member
One CMD (a) Director (P&IR), CIL (if not

of a nominated as the Chairman)
subsidiary (b) Two Functional Directors from
Board
3 E6 to E7 4 or a subsidiaries
III
Functional
Director of (if Director (P&IR), CIL is nominated
CIL. as Chairman then a Functional
Director of CIL will be a member)
(a) one Director (P) of the subsidiary

companies
Director (b) One Technical Director from
Board subsidiary companies
4 E1 to E6 5 (P&IR),
IV (c) One Director (Finance) from
CIL
subsidiary companies
(d) One officer belonging to SC/ ST
community in the rank of E8 or
above
Note:
a) Nominations of all committee members will be approved by the Chairman, CIL.

Alternative members may also be declared so that a member in a board can be replaced in
the event of his inability to participate in the proceedings.
b) Reservations of candidates belonging to the SC/ ST community will be regulated as per

the provisions of the Presidential Directives on SC/ ST reservations.
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10.6.2 Functions of DPC
(i) DPC will consider all eligible executives as per promotion norms.
(ii) The DPC will strictly follow the prescribed standards for promotion.
(iii) The DPC should ensure that suitability of the candidates for promotion is considered in
an objective and impartial manner.
(iv) All promotions from one executive grade to another will be on the basis of
recommendations of the DPC.
(v) No officer on deputation from other organization/ foreign service may be considered for
promotion unless he is absorbed in the company based on the rules of the company.
(vi) The DPCs will draw the panel of the candidates found suitable for the promotion in
accordance with the prescribed norms.
10.6.3 Cut-off date for deciding eligibility
The cut-off date for deciding eligibility would be 1st September of every year.
10.6.4 Cut-off date for vacancy assessment
The vacancy for each grade will be assessed as on 1st April of every year. The vacancy so
assessed would be displayed in the CIL website. The subsequent changes, if any, would
be updated time to time.
10.6.5 Pre-DPC process
The corporate Executive Establishment (EE) department shall complete the following
pre-DPC processes to enable timely completion of the DPC proceedings as per schedule:
(i) Vacancy assessment: Determine the actual number of regular vacancies as on the
cut-off date for vacancy assessment. For this purpose, the vacancies to be taken into
account should be the clear vacancies arising in a post/ grade due to death,
retirement, resignations and vacancies arising from creation of additional post on a
long term basis and those arising out of deputation. As regards vacancies arising out
of deputation, the vacancies for deputation period more than 1 year should be taken
into account with due note. However, the number of deputationist likely to return to
the cadre should be kept in view. Purely short term vacancies arising as a result of
executives proceeding on leave, on deputation for a shorter period, training etc.
should not be taken into account for determining the vacancy.
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Chain Vacancies (Resultant vacancies) on account of retirement in all the higher
grades in a vacancy year shall be considered.
The chain vacancies which can be clearly anticipated as likely to become available
in the concerned grade by promotion of officers to all the higher grades during the
vacancy year shall also be considered.
Illustration I:
Vacancy calculation for promotion from E4 to E5 Grade for the vacancy year 2015-
16:
a. Vacancy as on 01.04.2015 in E5 Grade = 5

b. Total no. of Retirements in E5, E6, E7, E8 & E9 Grades during 2015-16 = 10
c. Total No. of Vacancies in E6, E7, E8 & E9 Grade during the year = 8
d. Total Vacancy to be operated for promotion from E4-E5 Grade = 5+10+8==>23
(ii) List of candidates: Prepare a list of candidates who would be within the eligible
criteria as per the cadre scheme. If there are names of executives, in the list of
eligible candidates, against whom any of the conditions as given in clause 10.6.18
and 10.6.20 (a) prevails, this fact should be specifically recorded against their
respective names in the list.
(iii) Personal data: Collate personal data including additional qualifications/

certifications of candidates in order to enable proper evaluation by the DPCs and
determine number of eligible candidates to be considered on the basis of the zone of
consideration.
(iv) PMS rating: Compile EER/ PRIDE/ PAR details of the eligible candidates for the
preceding three/ four years (ultimate year + penultimate year + year preceding
penultimate year + fourth year).
Illustration II:
If 1st September, 2016 is the cut off for determining eligibility, then 2015-16 would
be the ultimate year, 2014-15 penultimate year, 2013-14 would be the year
preceding penultimate year and 2012-13 the fourth year .
(v) VC/ DC/ SC: Compile Vigilance Clearance (VC), Departmental Clearance (DC)
and Safety Clearance (SC) of eligible candidates, where ever applicable.
(vi) DPC constitution: Constitute DPCs with the approval of the Chairman, CIL for the
grades where clear vacancies as mentioned above exist.
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(vii) Zone of consideration: The DPC should determine the number of eligible
candidates to be considered at each time, on the basis of the number of vacancies
available in the higher grade as per the following ratio which would be the zone of
consideration for promotion.
Table II: Table showing zone of consideration
No. of Vacancies No. of executives to be considered
1 5
2 8
3 -10 Twice the number of vacancies + 4
Beyond 10 One and a half times the number of vacancies rounded off
to next higher integer + 3 but shall not be less than the size
of zone of consideration for 10 vacancies.
For SC/ ST Category 5 times the total number of vacancies
A sample chart of the Zone of consideration is annexed as Appendix - I
10.6.6 DPC process and norms
The DPCs would hold their proceedings during the months as provided in the DPC
calendar every year subject to availability of vacancies. They will consider all eligible
executives on the rolls including executives on deputation/ study leave/ lien/ long leave
falling within the zone of consideration. The norms to be followed by DPCs are as below:
(a) Eligibility norms for promotion
(i) The promotions of executives will be a step-by-step process according to the

channel of promotion indicated in the cadre scheme placed in Appendix CS1
to CSXXII.
(ii) The eligibility of executives for consideration for promotion will be

determined on the basis of minimum qualification, minimum period of service
(residency period) and other conditions in a particular grade as provided in the
respective cadre schemes placed in Appendix CS1 to CSXXII.
(iii) An executive should satisfy all conditions as per the cadre scheme and other
provisions in the policy on the cut-off date for being considered by the DPC.
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(b) Criterion for promotions
The criteria for promotion in various grades are as given below:
(i) Promotion from non-executive to executive
1) Unless mentioned otherwise, all promotions from non-executives grade to the

executive grade to fill in the departmental quota will be on the basis of
selection test/ interview/ assessment through DPC on the basis of merit. The
syllabi and methodology for conducting the test are as laid down in the CIL
Recruitment Policy.
2) Promotion of non-executives to the executive entry grade in the discipline

where there is no established channel of promotion will be only on the basis of
the recommendation of the selection committee against advertisement/
notification of vacancies by CIL.
(ii) Placement of Management Trainees from E2 to E3
Subject to other conditions and manner specified in this policy and the cadre
scheme, placement of Management trainees in E3 from E2 grade will be
considered, based on the norms stipulated in the Learning and Development
Policy, on successful completion of one year training period, irrespective of
vacancies.
(iii) Placement of departmental candidates from E2 to E3
Subject to other conditions and manner specified in this policy and the cadre
scheme, placement of departmental candidates from E2 to E3 would be as
provided in the cadre scheme irrespective of vacancies. They will also
undergo the on-boarding training followed by on-the-job training and
subsequent examinations at par with the Management Trainees for qualifying
for placement in E3.
(iv) Promotion to other grades
Promotions of executives from E3 onwards would be subject to vacancies,

provisions of cadre scheme and would be guided by the following criteria:
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Table III: Table showing criteria of promotions
Weightage (%)
Elements of
criteria for
promotion E3 to E6 to E7 to E8 to
E4 to E5 E5 to E6
E4 E7 E8 E9
PMS Rating 60 55 50 45 40 30
Seniority 30 24 21 18 14 10
Professional
5 4 2 2 NA NA
qualification
Additional
5 4 2 2 NA NA
qualification
1st Internal
Technical NA 3 2 2 NA NA
certification
2nd Internal
Technical NA NA 3 2 NA NA
certification
3rd Internal
Technical NA NA NA 2 2 NA
certification
Potential
NA 10 10 15 15 20
Assessment
Interview NA NA NA NA 15 24
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Field experience/
Corporate NA NA 10 12 14 10 + 6
experience
Total Score 100 100 100 100 100 100
Residency period As per the Cadre scheme
(c) Computation of criteria elements for promotion
1. Additional Qualifications: 'Additional qualification' for the purpose would mean a

post graduate degree or diploma of minimum 1 year duration recognized by UGC/
AICTE/ Ministry of HRD. PhD or Fellowship would also be considered as
additional qualification for the purpose. The additional qualification should have
been acquired while in the service of the company. A minimum 50% aggregate
mark or equivalent grade (except in case of PhD/ Fellowship) is essential for
consideration for giving weightage under the norms. Additional qualification need
not be from one's own functional domain, it can be cross functional as well.
2. Potential Assessment: The modalities for potential assessment are provided in the
Appendix II.
3. Internal Technical Certifications
All executives should be encouraged to get certified on areas of their functions &
organizational capability areas and this would be considered during promotions as per the
weightage given in the table III for the 1st, 2nd and 3rd Certifications. These certification
programs would be hosted by IICM. The certification programs, conducted by MDIs, duly
approved by IICM would also be considered for weightage. An indicative list of the areas
of certifications is given at Appendix III. A certification programme is a minimum 5 days
training programme followed by an assignment on any of the functional area or
organizational capability area as provided in the Appendix III.
(i) The score on certification will not be considered as a criteria for the DPCs
conducted in the first year of implementation of the policy. i.e. if an executive
is due for promotion in the implementing year, score on certification will not
be a criteria for him.
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(ii) For the 2nd year of the implementation, full marks earmarked for certification
will be given as under:
1 certification for E4 to E5 promotion will get 3 marks, E5 to E6 will get 5

marks, E6 to E7 will get 6 marks and E7 to E8 will get 2 marks.
Such executives who get promotion from E5 to E6 with 5 marks for one
certification will acquire the 2nd certification during their residency period in
E6 and will get 6 marks for both the certifications for their promotion from E6
to E7. They will acquire the 3rd certification during their residency period in
E7. If they fail to acquire the 2nd certification, weightage of the 1st
certification only be considered in the subsequent DPCs.
(iii) Only one certification is required to be acquired during the total period in a
grade. If more than one certifications are acquired while in a grade, weightage
will be given only for one certification for promotion to the next grade.
4. Field Experience/ Corporate Office experience
a) For promotions to E6 grade, the field experience will carry a maximum of 10 marks
(2 marks for every completed years of service in the field) in the DPC.
b) For promotions to E7 grade total weightage for field experience will be 12 marks
(2 marks for every completed years of service in the field limited to a maximum of
12 marks) in the DPC.
c) For promotions to E8 grade total weightage for field experience will be 14 marks
(2 marks for every completed years of service in the field limited to a maximum of
14 marks) in the DPC.
d) Similarly, for promotion to E9 grade executives are required to have both field
experience and corporate experience. The field experience will carry a weightage of
10 marks (2 marks per completed year limited to 10 marks) and corporate office
experience will carry a weightage of 6 marks (2 marks per completed year limited
to 6 marks) in DPC.
e) ‘Field experience’ for the above purpose would mean working experience in units
other than HQs of CIL and its subsidiaries, IICMs, RSOs, New Delhi office, Desk
offices or any other establishment outside the administrative control of CIL.
However, executives in the S&M discipline posted in RSOs will be considered as
having field experience for the period.
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Further, the executives of Mining, Civil and E&M discipline posted in CMPDIL
hqrs. or RIs should have atleast 3 years of experience in coalfields of any
production subsidiaries as a part of their field experience.
'Corporate office experience' for the above purpose would mean working
experience in CIL or Subsidiary HQs, IICMs, RSOs (for disciplines other than
S&M), and New Delhi Office. For the purpose of corporate office experience as
defined above, the experience in the corporate office in E6 grade and above only
will be considered.
f) The executives in the following cadres/ categories are exempted from the „Field
experience‟ clause:
(i) Secretarial
(ii) Company Secretaries
(iii) Rajbhasha
(iv) PR
(v) New business like Joint Ventures, SPVs etc.
Note:
The existing executives are entitled for exemption from the „Field experience/
Corporate office experience‟ clause for promotion to E6, E7, E8 and E9 grade, as the
case may be, for the DPC to be conducted in the year of implementation.
In the subsequent years, such exemption will be reduced by one year.
Illustration III:
Executives in E5, E6, E7 and E8 who are due for promotion to the next grade will
get full marks for Field/ Corporate office experience if considered in DPC in the
year of implementation, for example: in 2016-17. The following table IV illustrates
the relaxation in field experience in the case of promotion from E5 to E6 from the
year 2016-17 onwards.
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Table IV: Table showing exemption of years of field experience
Year of DPC Max. no of exempted years of Marks for field

field experience for promotion experience against
to E6 grade exempted years
2016-17 5 10
2017-18 4 8
2018-19 3 6
2019-20 2 4
2020-21 1 2
2021-22 0 0
Similar modality to be followed in case of field experience and corporate experience

where ever applicable under the norms for promotion.
In the case of lateral entry upto E7 grade, if the period spent in the grade of entry is
less than the field experience required for getting maximum marks then full marks
will be given for the period spent in the grade in the DPC. However, in case of
lateral entry in E8 grade, the field experience/ corporate experience is exempted.
5. Computation of PMS rating
(i) While computing the PMS rating, an aggregate of PRIDE/ EER/ PAR rating for the
minimum residency period as per the norms for the grade to be considered.
Weightage of the PRIDE/ EER/ PAR for each year of the residency period will be
as below:
a. Where the residency period for promotion to a grade is 3 years, the weightage for
the ultimate yr., penultimate yr. and year preceding penultimate yr. would be
34%, 33% & 33% respectively.
Illustration IV:
e.g. Calculation of EER/ PRIDE/ PAR rating for last 3 years (ultimate yr.+
penultimate yr. + year preceding penultimate yr.) = (34% + 33% + 33%) of the
PMS weightage for E4 to E5 promotions if the candidate has achieved 90%,
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86% & 84% in the last 3 years with 90% being the ultimate year would be as
follows:
Computation of ultimate year’s rating = 34% of 55 = 18.7. Score = 90% of 18.7

= 16.83
Computation of penultimate years rating = 33% of 55 = 18.15. Score 86% of
18.15 = 15.61
Computation of year before penultimate year’s rating = 33% of 55 = 18.15.
Score 84% of 18.15 = 15.25.
So, total score out of 55 = 16.83 + 15.61 + 15.25 = 47.69
b. Where the residency period for promotion to a grade is 4 years, the weightage for
the ultimate yr., penultimate yr., year preceding penultimate yr. and the fourth yr.
would be 30%, 26%, 24% and 20% respectively.
c. For promotion to E9 grade where the residency period for promotion is 2 years,
PRIDE /PAR rating for 4 years with weightage as provided at (b) above will be
considered.
(ii) If, in the EER system of performance appraisal, an executive has been rated
Excellent or Outstanding/ Commendable or Very Good/ Adequate or Good/ Fair/
Inadequate or Poor by his Reporting Officer and final authority changes the rating
without mentioning the marks, then the final EER marks will be determined as
follows:
a) If the final rating is below the Reporting Officer‟s rating, then the final
EER marks of the candidate for that year will be the highest marks of the
range of the final rating.
b) If the final rating is above the Reporting Officer‟s rating, then the final
EER marks of the candidate for that year will be the lowest marks of the
range of the final rating.
(iii) In any year under consideration, if the executive has been rated “Inadequate
[EER]/Poor [PRIDE]”, the marks for the said year will be ZERO. But
candidates rated “Inadequate [EER]/Poor [PRIDE]” for two years or more in
the years under consideration, his candidature will not be considered for
promotion.
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6. Score for Seniority
Marks for seniority will be computed as provided in the table V below:
Table VA: Table showing computation of seniority for all cadres except
Mining 2nd Class cadre.
Promotion grade Marks per completed year Maximum limit

E3 to E4 5 30
E4 to E5 4 24
E5 to E6 3 21
E6 to E7 3 18
E7 to E8 2 14
E8 to E9 2 10
Table VB: Table showing computation of seniority for Mining 2nd Class cadre.
Promotion Marks per Marks per completed year Maximum

grade completed year after passing 1st Class limit
in the grade MMCC
E3 to E4 2 3 30
E4 to E5 2 2 24
E5 to E6 2 1 21
E6 to E7 3 NIL 18
E7 to E8 2 NIL 14
E8 to E9 2 NIL 10
a) In any case, the marks awarded on this ground will not exceed maximum mark as
per the table V.
b) Period in excess of 6 months to be taken as one year for allocation of marks for
seniority. No marks for period less than 6 months.
c) The completed year after passing First Class MMCC will be reckoned from the
issue date of the certificate if the certificate is submitted within one month of the
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issue date, else the period for the weightage will be reckoned from the date of
submission of the certificate.
7. Score for professional and additional qualifications
Table VI: Table showing professional qualifications and marks
Sr. No. Qualification (professional/ additional) Marks
For Non- Mining
Marks for Professional Qualifications

B.E/ B. Tech/ AMIE/ ICWA/ CA/ MBA/ PGDM/
Full marks as
LLB or PG degree/ Diploma as per cadre scheme of
in the table
(i) various disciplines in the executive cadre will be
III in 10.6.6
considered as Professional qualifications. These
(b) (iv)
qualifications are acquired for entry into executive
level.
Marks for Additional Qualifications
These are professional qualifications, beyond the As per table
(ii) minimum qualification required for entry into the III in 10.6.6
executive cadre as per cadre scheme, acquired after (b) (iv)
entry into the executive cadre.
Full marks per
certification as
(iii) Marks for Certification programs in the table
III in 10.6.6
(b) (iv)
For mining discipline the marks for professional

Sr. No. Marks
qualification are as follows:
For Mining cadre
Marks for Professional qualifications Full marks as
B.E/ B. Tech in mining or equivalent in Mining per table III
i.
Engineering and 2nd Class Mining Certification of
in 10.6.6
competency (b)(iv)
60 % of the
Matriculation/ Higher Secondary with 2nd Class
ii. marks at (i)
Mining Certificate of Competency
above
Marks for Additional Qualification Full marks as
iii.
First Class Mining Certificate of competency per table III
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acquired while in mining second class cadre will be in 10.6.6 (b)
treated as additional qualification with corresponding (iv)
weightage as provided for additional qualifications in
the Table III. Other additional qualifications acquired
while in second class cadre will not be considered for
any weightage for promotion in the second class
cadre upto E6. However, such qualifications will be
given corresponding weightage for promotion in the
first class cadre.
Other additional qualifications acquired while in first
class cadre will be given weightage as provided in the
table.
Marks for Certifications
1st Class Mining Certificate of Competency for
executives in mining second class cadre will be
treated as 1st Certification and the corresponding mark
will be given.
Full marks as
Executives in the 1st class cadre will acquire the 2nd
per table III
iv. and 3rd certifications as per norms.
in 10.6.6 (b)
Other certifications acquired while in second class
(iv)
cadre will not be considered for any weightage for
promotion in the second class cadre upto E6.
However, such certifications will be given
corresponding weightage for promotion in the first
class cadre.
(d) Merit Panel
On the basis of total marks computed by addition of marks obtained in the criterion
mentioned in clause 10.6.6, the final merit panel shall be drawn up in descending
order and promotions will be made from this panel in the order of merit, subject to
vigilance/ safety/ departmental clearance and vacancy.
After deriving the merit, if there is a tie, then the executive who is senior in the
seniority list in the existing grade will be placed higher and the junior will follow.
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(e) DPC calendar for holding of DPCs is summarized below:
Table VII: Table showing DPC calendar
Sr. No Activities Schedule
(A) Pre DPC
as on 1st April every

1 Vacancy assessment
year
Preparation of list of eligible candidates, collation of

2 personal data and determination of number of by May every year
eligible candidates as per zone of consideration.
3 Compilation of 1st VC, DC and SC by June every year
Compilation of EER/ PRIDE/ PAR details of the

4 by August every year
eligible candidates
5 Constitution of DPC board by August every year
between Oct - Nov

(B) DPC
every year
(C) Post DPC
by December every
1 Compilation of 2nd VC, DC and SC
year
by December every
2 Issuance of orders
year
(f) Promotion/ placement of 1st Class and 2nd class MMC certificate holders
(i) All Sr. Officers/ UM in E2 grade (2nd Class Mining Certificate of Competency
holders) will be promoted to E3 grade, in the second class channel, under the time
bound promotion as provided in clause 10.6.6 (b)(iii).
(ii) Those Sr. Officers/ UM in E2 grade who have acquired First Class Mining
Certificate of Competency, while working in the grade, will be placed in E3 grade
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in the first class channel from the issue date of the Certificate or on completion of
one year in E2, whichever is later.
(iii) Management Trainees who are in possession of or have acquired 2nd Class Mines
Manager‟s Certificate of Competency during the trainee period will be placed in E3
grade in the 2nd class channel (cadre) on successful completion of the 1 year training
period as MTs.
(iv) Management Trainees who are already in possession of or have acquired 1st Class
Mines Manager‟s Certificate of Competency during the trainee period will be
placed in E3 grade in the 1st class channel (cadre) on successful completion of the 1
year training period as MT.
(v) Departmental candidates who are already in possession of 1st Class Mines
Manager‟s Certificate of Competency will be promoted in E2 grade as Under
Manager for 1 year and on successful completion of 1 year training period, they will
be placed in E3 grade in the 1st class channel (cadre).
(vi) MTs not acquiring Manager‟s 1st or 2nd class certificate of competency during
training period will be placed in E3 grade on completion of 1 year training in no-
certificate holder category. There promotion in E4 will be considered in the 2nd
Class Channel only on acquiring 2nd Class Mine Managers Certificate of
Competency. While promoting in E4 grade, the Inter se Seniority will be decided
based on the issue date of the 2nd Class Mine Managers Certificate of Competency
if the certificate is submitted within one month of the issue date, else from the date
of submission, as per prescribed procedure.
(vii) The executives who, while working in E3, E4, E5, E6 or E7 grade in second class
channel, pass 1st Class Mines Manager‟s Certificate of Competency (MMCC) will
be placed in the 1st class channel from the deemed date of their promotion in the
next higher grade in the 2nd class channel.
(viii) Since promotion from E3 to E4 and above grades are vacancy based, distribution of
vacancies for first class and second class channel in different grades shall be in the
following ratio:
E4- 50:50
E5- 60:40
E6- 70:30
E7- 80:20
E8- 90:10
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The vacancy arising out of the horizontal shifting of first class holders from second
class cadre to first class cadre, as described in point (vii) above, will not be treated
as resultant vacancy in the second class cadre.
(ix) Submission of information regarding passing of 1st class certificate is mandatory for
an executive. It shall be the responsibility of the officers declared passed 1st class
examination to obtain the certificate from the DGMS and submit to CIL through the
respective companies. In case it is revealed that any officer suppressed his 1st class
certificate to avoid statutory responsibilities, it would be construed as a misconduct
under CIL CDA rules and his promotion/ placement should be held up for 3 years.
(x) The inter-se seniority, on placement in first class channel, will be determined as
below:
a. Date of entry in the first class channel
b. In case of tie in the date of entry in the first class channel, issue date of
the First class certificate will be considered for determining the
seniority, if submitted within one month, else the date of submission.
c. In case the tie is not resolved as per „b‟, the grade seniority in the
second class cadre will be considered, wherever applicable.
d. Thereafter, the date of entry in the executive cadre, date of initial

appointment and date of birth will be taken into consideration, in the
order, to resolve the tie.
(xi) Other conditions of promotions of executives in mining cadre would be as

stipulated in the respective cadre scheme and norms as provided under this policy.
(g) Norms of preparing merit panel for promotion of non-executive to executive in

mining discipline
(i) Issue date of 2nd Class Manager Certificate of Competency issued by DGMS should
be the determining date for fixation of seniority.
(ii) If issue date of 2nd class manager certificate of competency is same, then one who is
in senior grade i.e. T&S grade A1, T&S grade A/ T&S grade B and so on.
(iii) If the grade is same, then the date of entry in the present grade will be taken for
determining the seniority.
P a g e | 301
(iv) If still there is tie between the persons, the date of appointment and thereafter the
one who is senior in age (date of birth) will be taken for determining the seniority.
10.6.7 Post-DPC process
(a) Approval of recommendation: The recommendations of DPC are advisory in nature and
should be duly approved by the Chairman, CIL, who is the Competent Authority under
this policy, before being implemented.
(b) Second VC/ DC/ SC: A 2nd vigilance/ departmental/ safety clearance for the period from
the 1st clearance to the date of DPC should be obtained before making actual promotion
of the executive approved by the Competent Authority. If an executive is found to have
been put under any circumstances mentioned in clause 10.6.20 (a) during the period, the
recommendation of the DPC should be kept in sealed cover and the sealed cover
procedure will follow thereafter.
(c) Promotion orders: Promotions should, as far as possible, be made in the order in which
the name of the executives appear in the panel.
The DPC will draw an extended panel, beyond the number of vacancies, of appropriate
size to take care of the filling up of promoted posts falling vacant owing to resignation/
foregoing promotion/ death/ not joining in the promoted post within 3 months of issuance
of promotion order and posts fall vacant due to closure of disciplinary proceeding
resulting in minor or major penalty during the validity of the panel.
The vacancies against retirements during the vacancy year shall be deemed as exist on the
day of retirement and therefore, the promotions from the approved panel against the
vacancy arising out of retirement shall be issued after the date of retirement during the
vacancy year.
Similarly, Promotion orders against resultant vacancy shall be issued after the posts fall
vacant due to promotion in the higher grade.
10.6.8 Period of validity of panel
The panel drawn up by the DPC would normally be valid for 1 year from the date of
approval of the Competent Authority, unless extended by him for reasons to be recorded.
10.6.9 Cross functional deployment
15% vacancies in E8 grade of all discipline will be filled with competent executives in E8
grade from cross functional discipline. Selection of executives from cross functional
discipline will be done by Board No. II by applying the following selection norms:
P a g e | 302
Table VIII: Table showing criteria of cross functional deployment
Elements of criteria for selection for cross functional

Weightage
deployment
PMS Ratings for 4 years 30
Professional qualification in own functional Area 5
Additional qualification in the relevant cross functional

10
area or relevant to the position
Potential Assessment 20
Interview 35
Total Score 100
Residency period in E8 2 years
Minimum cut off mark 80
10.6.10 Date from which promotion to be treated as effective
The deemed date of promotion will be governed as per the provisions of CIL Rules for
Determination of Inter se Seniority. However, the date of effect of promotion for the
purpose of drawing emoluments in the higher grades will be from the date of assumption
of charge.
10.6.11 Refusal of promotion
When an executive does not want to accept the promotion which is offered to him, he
may make a written request that he may not be promoted and the request may be
considered by the competent authority taking relevant aspects into consideration.
P a g e | 303
Executives who are allowed to forgo their promotion to a post will not be considered in
one subsequent DPC for promotion to the post.
10.6.12 Procedure to be followed when competent authority does not agree with
recommendation of DPC
Recommendations of DPC are not mandatory. The DPC is a recommendatory body and
the recommendations by it are subject to approval by the competent authority. Where the
competent authority does not agree with the recommendations of the DPC, he should
record the reasons for disagreeing and refer the entire matter to the DPC for
reconsideration of its earlier recommendation. In case the DPC reiterates its earlier
recommendations, giving also reasons in support thereof, it is open to the competent
authority either to accept the recommendations of the DPC, if the reasons adduced by the
DPC are convincing or submit to the CIL Board with his own recommendations and the
decision of the Board will be final on the matter.
10.6.13 Validity of proceedings of DPC when one member is absent
The proceedings of the DPC shall be valid and can be operated upon notwithstanding the
absence of any of its members other than the Chairman, provided that the member was
duly invited but he remained absent for one reason or the other and there was no
deliberate attempt to exclude him from the deliberation of the DPC and provided further
that the majority of the members constituting the DPC are present in the meeting.
10.6.14 Effect of penalties on promotion
Before making the overall grading, the DPC should take into account whether the
executive has been awarded any major or minor penalty. The penalties will have the
following effect on the promotion of the executive:
(a) If a „Censure‟ has been imposed on an executive before 6 months from the date of
DPC meeting, there will not be any effect of the „Censure‟ and the executive
concerned, if recommended by the DPC, will be promoted. However, if the
"censure" has been imposed during the 6 months preceding the date of DPC
meeting, the executive will not be considered for promotion.
(b) An executive on whom a minor penalty has been imposed should be considered for
promotion by the DPC which meets after imposition of the said penalty. After due
consideration of full facts leading to imposition of the penalty, if he is still
considered fit for promotion, the promotion may be given effect after the expiry of
the currency of the penalty.
P a g e | 304
(c) An executive on whom a major penalty has been imposed during the residency
period under consideration should not be considered for promotion by the DPC
which meets after imposition of the said penalty.
10.6.15 Filling of chain vacancies
In the event of post falling vacant due to reasons like resignation/ foregoing promotion/
death/ not joining in the promoted post within 3 months of issuance of promotion order/
closure of disciplinary proceeding resulting in minor or major penalty during the validity
of the panel etc., the process for issuance of promotion for the next executive in the panel
will be undertaken.
10.6.16 Joining on promotion in the same subsidiary
On promotion, the executive has to join the post at the respective company mentioned
against his name within 30 days from the issue of the order, if he is on duty. In case the
executive is on leave or on outstation duty, he should join the promoted post within 30
days of joining back from leave or otherwise. Further assignment of the promoted
executive will be decided by the CMD of the respective companies. Non-joining on the
promoted post within the stipulated time period would lead to cancellation of the
promotion orders and debarring the executive for one subsequent DPC for promotion to
the post.
10.6.17 Joining on promotion with transfer
In case of promotion with transfer, the executive will have to join the new place of
posting within 3 months of the transfer order. He shall automatically stand released from
the previous company/ project/ position on the expiry of these 3 months. Non-joining on
the promoted post within the stipulated time period will lead to cancellation of the
promotion orders and debarring the executive for one subsequent DPC for promotion to
the post.
10.6.18 Promotion of executives on study leave/ deputation/ lien
Executives while undergoing deputation, on study leave, under lien and on long leave for
more than one year can be considered for promotion during the period of deputation/
study leave/ lien/ long leave. While considering the same, the prescribed procedure will
be observed which will include the process of interview/ tests where applicable as per
cadre scheme. They will be given pro forma promotion. The promotion will be effective
only after they have joined duty on the expiry of such period and will be given notional
seniority in the promoted grade.
P a g e | 305
10.6.19 Probation
Executives promoted from one grade to the other will be on probation for a period of one
year which may be extended at the discretion of the management as per the provisions
under the CIL (General Terms and Conditions of service) of executives Rules.
10.6.20 Sealed cover procedure
(a) At the time of considering the cases of executives for promotion, details of executives in
the consideration zone for promotion falling under the following categories should be
specifically brought to the notice of the DPC:
(i) Executives under suspension.
(ii) Executives in respect of whom a charge sheet has been issued and the proceedings
are not concluded.
(iii) Executives who have been prosecuted for a criminal charge and the case is pending.
(iv) Executives who have been awarded any punishment during the residency period.
(b) The DPC will assess the suitability of the executives coming within the purview of the
circumstances mentioned in clause10.6.20 (a) along with other eligible candidates
without taking into consideration the disciplinary case/ criminal prosecution pending. The
assessment of the DPC, including “Unfit for Promotion”, and the grading awarded by it
will be kept in a sealed cover.
The cover will be superscribed “Findings regarding suitability for promotion to the grade/
post of ________ in respect of Shri _____ (name of the executive). Not to be opened till
the termination of the disciplinary case/ criminal prosecution against Shri ______.” The
proceedings of the DPC need only contain the note. “The findings are contained in the
attached sealed cover”.
(c) The same procedure outlined in clause 10.6.20 (a & b) will be followed by the
subsequent DPCs convened till the disciplinary case/ criminal prosecution against the
executive concerned is concluded.
(d) Action after completion of disciplinary cases/ criminal prosecution:
(i) On the conclusion of the disciplinary case/ criminal prosecution which results in
dropping of charges against the executive, the sealed cover or covers will be
opened. In case the executive is completely exonerated, the due date of his
promotion will be determined with reference to the position assigned to him in the
P a g e | 306
findings kept in the sealed cover/ covers and with reference to the date of promotion
of his next junior on the basis of such position. He would be promoted notionally
with reference to the date of promotion of his junior. However, the executive
concerned will not be entitled to any arrears of pay for the period of notional
promotion preceding the date of actual promotion. When recommended in sealed
cover, the number of posts equivalent to the number of candidates in sealed cover
should be kept vacant till final disposal of the case by the competent authority.
(ii) If any penalty is imposed on the executive as a result of the disciplinary

proceedings or if he is found guilty in the criminal prosecution against him, the
findings of the sealed cover/covers shall not be acted upon. His case for promotion
may be considered by the next DPC in the normal course and having regard to the
penalty imposed on him.
(iii) In the appeal, if an executive is exonerated by the appellate authority, it will entitle
him for promotion as provided in (i) above.
(e) Six-monthly review of „sealed cover‟ cases:
It is necessary to ensure that the disciplinary case/criminal prosecution instituted against

any executives is not unduly prolonged and all efforts to finalize expeditiously the
proceedings should be taken so that the need for keeping the case of an executive in a
sealed cover is limited to the barest minimum. The appointing authorities concerned,
therefore, should review comprehensively the cases of executive, whose suitability for
promotion to a higher grade has been kept in a sealed cover on the expiry of six months
from the date of convening the first DPC, which had adjudged his suitability and kept its
findings in the sealed cover. Such a review should be done subsequently also every six
months. The review should, inter alia, cover the progress made in the disciplinary
proceedings/criminal prosecution and further measures to be taken to expedite their
completion.
(f) Promotion in case of issue of charge sheet after the date of DPC
Executive, who is recommended for promotion by the DPC but in whose case any of the
circumstances mentioned in clause 10.6.20 (a) arise after the recommendations of the
DPC but before he is actually promoted, will be promoted as recommended by the
committee. Charge sheet issued after DPC date will not affect the promotion.
(g) Effect of second or subsequent proceedings
If second or subsequent departmental proceedings were instituted after promotion of the

junior to the executive concerned on the basis of the recommendation made by the DPC
P a g e | 307
which kept the recommendation in respect of the executive in sealed cover, the benefit of
the assessment by the first DPC will be admissible to the executive on exoneration in the
first inquiry, with effect from the date his immediate junior was promoted.
In case, the subsequent proceedings (commenced after the promotion of the junior)
results in the imposition of any penalty before the exoneration in the first proceedings
based on which the recommendations of the DPC were kept in sealed cover and the
executive concerned is promoted retrospectively on the basis of exoneration in the first
proceedings, the penalty imposed may be modified and effected with reference to the
promoted post. An indication to that effect may be made in the promotion order itself so
that there is no ambiguity in the matter.
10.7 Repeal
Unless specified otherwise, all existing provisions of the CIL Executives Promotion
Policy and subsequent amendments and circulars will stand superseded by this policy
from the date of its commencement.
10.8 Interpretation
Interpretation of the provisions of these rules will be reserved exclusively with the
Director (P&IR), CIL and his interpretation will be final.
10.9 Savings
CIL reserves the right to relax, alter, amend or withdraw partly or fully any of the
provisions of these rules at its discretion without assigning any reasons thereof.
P a g e | 308
Appendix I
(Clause 10.6.2 (vii))
No. of Vacancies Normal size of zone of Extended zone of

consideration consideration for SC/ST
1 5 5
2 8 10
3 10 15
4 12 20
5 14 25
6 16 30
7 18 35
8 20 40
9 22 45
10 24 50
11 24 55
12 24 60
13 24 65
14 24 70
15 26 75
16 27 80
17 29 85
18 30 90
19 32 95
20 33 100
30 48 150
40 63 200
50 78 250
60 93 300
70 108 350
80 123 400
90 138 450
100 153 500
P a g e | 309
Appendix II
(Clause 10.6.6 (c) (2.))
Modalities for Potential Assessment
Potential would mean ability of an executive to excel in higher positions defined in terms
of managerial and behavioral competencies under the competency framework of CIL as
provided in the CIL Learning & Development Policy.
The Potential assessment will be done once in 4 years through internal assessment as well
as external assessment of the managerial and behavioral competencies of executives.
a) Internal Assessment of potential
Internal assessment of potentials of an executives will be done through the 360 0

tool. In the 3600 approach, the assessment of potential of an executive will be
done by 8 other executives relevant and related to the functions of the executives
as follows:
(i) The Accepting Authority under PMS
(ii) The Reporting Authority under PMS
(iii) 2 colleagues (a 'Colleague' would mean an executive of same grade from a

discipline other than that of the executive with whom the executive is
required to be related for effective discharge of his duties &
responsibilities)
(iv) 2 Peers (a 'Peer' would mean an executive of same grade from the same
discipline of the executive with whom the executive is required to be
related for effective discharge of his duties & responsibilities)
(v) 2 Sub-ordinates
Out of the above 1 colleague, 1 peer and 1 sub-ordinate would be proposed by the
executive concerned and other colleague, peer and sub-ordinate would be assigned
by the Reporting/ Accepting Authority.
P a g e | 310
The colleague and peer should preferably be selected from the same unit. If not
available in the same unit, they can be selected within the Area and thereafter
within the subsidiary.
b) External Assessment of potential
External assessment of potential would be done by engaging an expert external

agency capable of potential assessment through Assessment/ Development center.
c) Score of Potential Assessment
The score of assessment for the purpose of DPC would be taken by averaging the
score of internal and external assessment which will remain valid for period of 4
years. Till such time the external assessment is completed, the score of internal
assessment will be taken as final score for DPC purpose.
P a g e | 311
Appendix III
(Clause 10.6.6 (c) (3))
Indicative list of certification areas
S. No. Department Certification areas
 Project management
 Contract management
 Risk management
 Trainer certification
 Mentor certification
 Quality certification
 ERP certification
 General management
 Safety management
Organizational capability areas
 Land & Revenue/ R&R
1 (Common certification area for all
 Environment management
disciplines)
 Sustainability
 IT programs on operation research
packages
 Soft skills
 Corporate communication and Image
building
 Boundary management
 Continuous improvement
 ISO certification
 Taxation law
 Law of contract
 Labour law
 Environment law
 Corporate law
2 Legal
 Cyber law
 Competition law
 International affairs
 Patent law
 Any other certification in the field
 Land acquisition
3 Survey  Auto CAD
 Corporate advertising
4 PR  Corporate communications
 Event management
P a g e | 312
 Land acquisition
 R&R projects
 CSR
5 Community development  Baseline survey
 Social research software
 Social research Methodology
 Event Management
6 Sports  Coach certification
 CSR
 Clean coal technology
 Assessment of carbon footprint
 Assessment of water foot print
7 Environment
 Sustainability reporting (GRI guideline
based)
 Renewable energy
 Safety audit
 Risk assessment& risk management
 Quality Circle
8 Excavation
 5 S, Kaizen
 Six Sigma
 Quality control
 CRM
 Logistics Management
9 S&M
 Quality Circle
 Six Sigma
 Supply chain management
 Logistics and supply chain information
10 MM systems
 Warehousing
 Six Sigma
 Auto CAD
Civil/ architect
11  STAAD (structural analysis and design)
 CSR
P a g e | 313
 SA8000
 Hospital administration
 SA8000 standards
12 Medical  ISO 9001/2008
 Occupational disease
 ISO 9000 standards
 Vigilance
13 E&M
 Six Sigma
 5 S, Kaizen
 Cost & budgeting
 Taxation
Finance  Corporate accounting
14
 Project appraisal
 Company secretary
 Cable networking
 Wireless communication
 Voice connectivity
 OITDS
15 E&T  RFID
 CCTV surveillance
 Web portal maintenance
 Mail messaging system
 High wall mining
 Long wall
 Short wall
 Project planning & management
 Environment management
16 Mining  Land acquisition
 HRD
 Risk assessment & risk management
 Autocad/ Minex
 Mine planning software
 5 S, Kaizen
P a g e | 314
 IE studies
 Manpower planning
17 IED  Benchmarking
 Security systems
 Disaster management
18 Security
 Risk management
 Geophysical studies.
 Hydrogeological studies
19 Geoscience
 Autocad/ Minex
 Secretary
 Corporate communication
20 Secretarial  Public relations
 MS project
 Publication
 Translation
 MS Indic language tool (Hindi)
21 Secretarial OL/ Hindi  Corporate communication
 Public relations
 MS project
 Six Sigma
22 CP
 Quality control & management
P a g e | 315
 Web based application development in
Java, JSP etc.
 Network administration
 Database administration
 Development of application
 Infrastructure management
23 System
 Fire protection system
 Access control
 Mine planning software
 ERP solution
 GPS
 Competency mapping
 Assessment/ development centre
 PMS
 Training & development
 Organization Development (OD)
 HR audit
 BEI [Behavioural Event Interview]
 SA 8000 standards
 ISO 9000 standards
24 Personnel/ HR
 Compensation & benefit
 5 S, Kaizen
 Organizational behaviour
 ERP – HR
 Research methodology
 Six Sigma
 International HRM
 Psychometric
P a g e | 316
Appendix CSI
(Clause 10.6.6 (a))
Cadre Scheme for executives of Mining discipline (1st Class)
Outside Recruitment Promotion Remarks

Sl.
Designation Grade Minimum Minimum Minimum Minimum
No.
qualification experience qualification experience
BE/ B.Tech/
BSc Engg./
1 MT E2 AMIE in
mining branch/
discipline
1st Class Mine
Manager‟s
2 Sr. Officer E2
certificate of
competency
BE/ B.Tech/
Successful
BSc Engg./
completion of
AMIE in
1st Class Mine 1 yr. training
mining branch/ 5yrs. post
Asst. Manager‟s with 1st Class
3 E3 discipline with qualification
Manager certificate of Mine
1st Class Mine experience
competency Manager‟s
Manager‟s
certificate of
certificate of
competency
competency
3 years‟
9yrs. post
Deputy experience in
4 E4 -Do- qualification -Do-
Manager next below
experience
grade
13 yrs. post
5 Manager E5 -Do- qualification -Do- -Do-
experience
4 years‟
17 yrs. post
experience in
6 Sr. Manager E6 -Do- qualification -Do-
next below
experience
grade
21 yrs. post
Chief
7 E7 -Do- qualification -Do- -Do-
Manager
experience
3 years‟
25 yrs. post
General experience in
Manager the next
experience
below grade
P a g e | 317
Appendix CSII
(Clause 10.6.6 (a))
Cadre Scheme for promotion of executives holding Manager’s 2nd Class Certificate of Competency
(who could not obtain Manager’s 1st Class certificate of Competency)
Sr. No. Designation Grade Qualification Experience Remarks

BE/ B.Tech/ BSc Engg./
AMIE in mining branch/
discipline with Manager‟s 2nd
class certificate of competency
OR Diploma in Mining (3 yrs.
1 Sr. Officer E2 course) with Manager‟s 2nd -
class certificate of competency
OR non-diploma holders/ non-
degree holders with 2nd class
Mine Manager‟s certificate of
competency
Successful completion of 1 yr.
training with 2nd class Mine
2 Asst. Manager E3 -Do-
Manager‟s certificate of
competency
Deputy 3 yrs. experience in the next
3 E4 -Do-
Manager below grade
4 Manager E5 -Do- -Do-
4 yrs. experience in the next

5 Sr. Manager E6 -Do-
below grade

4 yrs. Experience in the next
discipline with 2nd class Mine
below grade
6 Chief Manager E7 competency
Diploma in mining (3 yrs. 6 yrs. experience in the next
course) with 2nd class Mine below grade out of which 3 years
Manager‟s certificate of performance rating should be at
competency least „Very Good‟
General 3 yrs. Experience in the next
7 E8 discipline with 2nd class Mine
Manager below grade
competency
Note:
The above categories of executives will not be eligible to hold statutory positions requiring
possession of Manager‟s 1st class certificate of competency.
P a g e | 318
Appendix CSIII
(Clause 10.6.6 (a))
Survey discipline
Promotion
Sl.
Designation Grade Remarks
No. Qualification Experience
Degree in mining +
Nil
SCC
1 Sr. Officer E2 Matriculation + SCC
OR Diploma in 5 years‟ experience
mining/mine in T&S grade „A‟
surveying + SCC
Degree in mining +
SCC Subject to successful
completion of 6 weeks
Matriculation + SCC 1 year experience in
2 Asst. Manager E3 Advance Training Course of
OR Diploma in E2
Mine surveying
mining/mine
surveying + SCC
3 yrs. experience in
3 Asst. Manager E4 -Do-
E3
Deputy
4 E5 -Do- -Do-
Manager
Degree in mining +
SCC OR Diploma in
E5
mining/mine
5 Sr. Manager E6
surveying + SCC
Matriculation + SCC
E5
Degree in mining+
Chief SCC OR Diploma in
6 E7 E6
Manager mining/ mine
surveying + SCC
Degree in Mining +
General 3 yrs. experience in
7 E-8 SCC
Manager E-7
Note:
 SCC - Surveyors certificate of competency granted under CMR, 1957
 Existing candidates with qualification of Matriculation + SCC + successful completion of company's
training program in survey of not less than 2 years will be treated for promotion upto E6 grade at par
with the candidates having qualification of Diploma in Mining/ Mine surveying + SCC.
P a g e | 319
Appendix CSIV
(Clause 10.6.6 (a))
Civil/ E&M/ Excv./ Industrial Engg. discipline
Outside recruitment Promotion

Designatio
Sl. No. Grade Minimum Minimum Minimum Minimum
n Remarks
BE/ B.Tech/ BSc.
Managemen Engg./ AMIE in
1 E2
t Trainee relevant branch of
Engg.
7 yrs. post
Recognized qualification
diploma of 3 experience out of
yrs. duration in which minimum 3
the relevant yrs. must be in
branch of Engg. T&S grade A in the
2 Sr. Officer E2 relevant branch
BE/ B.Tech/ 3 yrs. experience in
BSc. Engg./
T&S grade „A‟ in
AMIE in
relevant branch the relevant branch
of Engg.
BE/ B.Tech/
BSc. Engg./
AMIE or
5 yrs. post Successful
Asst. diploma of 3
3 E3 -Do- qualification completion of 1 yr.
Manager yrs. duration in
experience training
the relevant
branch of
Engineering
9 yrs. post
Deputy 3 yrs. experience in
Manager next below grade
experience
13 yrs. post
experience
17 yrs. post
next below grade
experience
BE/ B.Tech/
21 yrs. post BSc. Engg./
Chief
7 E7 -Do- qualification AMIE in -Do-
Manager
experience relevant branch
of Engg.
25 yrs. post
General 3 yrs. experience in
Manager next below grade
experience
P a g e | 320
Appendix CSV
(Clause 10.6.6 (a))
Geoscience discipline

Sl.
No. Minimum Minimum Minimum Minimum
M.Tech/ M. Sc in
geology/
Management geophysics/
1 E2
Trainee applied geology/
applied
geophysics
M.Tech/ M.
Sc. in
geology/ Successful
5 yrs. post
geophysics/ completion of
2 Asst. Manager E3 -Do- qualification
applied 1 yr. training
experience
geology/ as MT
applied
geophysics
3 yrs.
9yrs. post
experience in
3 Asst. Manager E4 -Do- qualification -Do-
the next
experience
below grade
13 yrs. post
Deputy
Manager
experience
4 yrs.
17yrs post
experience in
the next
experience
below grade
21 yrs. post
6 Chief Manager E7 -Do- qualification -Do- -Do-
experience
25 yrs. post 3 yrs.
General qualification experience in
7 E8 -Do- -Do-
Manager experience next below
grade
P a g e | 321
Appendix CSVI
(Clause 10.6.6 (a))
Drilling discipline

Sl.
No. Minimum Minimum Minimum Minimum
BE/ B.Tech/
MT.
1 E2 AMIE in NIL
Mech Engg.
Recognized
5 yrs. in T&S
diploma (3
grade „A‟ as Asst.
yrs.) in Mech/
Driller
2 Sr. Officer E2 Drilling Engg.
BE/ B.Tech/
1 yr. experience in
AMIE in Mech
drilling dept.
Engg.
BE/ B.Tech/
AMIE in Mech
Engg.
5 yrs.
Successful
3 Asst. Manager E3 -Do- relevant
completion of 1
experience
Recognized yr. training
diploma (3
yrs.) in Mech/
Drilling Engg.
Recognized
diploma (3
9 yrs. yrs.) in Mech/
Deputy 3 yrs. in next
4 E4 -Do- relevant Drilling Engg.
Manager below grade
experience OR BE/
B.Tech/ AMIE
in Mech Engg.
13 yrs.
5 Manager E5 -Do- relevant -Do- -Do-
experience
6 yrs. in next
Recognized
17 yrs. below grade
diploma (3 yr.)
6 Sr. Manager E6 -Do- relevant
in Mech/
experience
Drilling Engg.
P a g e | 322
BE/ B.Tech/ 4 yrs. in next
AMIE in Mech below grade
Engg.
BE/ B.Tech/ 4 yrs. in next
AMIE in Mech below grade
Engg
21 yrs.
7 Chief Manager E7 -Do- relevant Recognized
experience diploma (3 yr.) 6 yrs. in next
in below grade
Mech/Drilling
Engg.
25 yrs. BE/ B.Tech/
General 3 years in the next
8 E8 -Do- relevant AMIE in Mech
Manager below grade
experience Engg
P a g e | 323
Appendix CSVII
(Clause 10.6.6 (a))
Security discipline
Recruitment Promotion
Sl.
No Minimum Minimum experience Minimum Minimum
qualification and rank qualification experience
Captain, Dy. SP Asst.

Comdt. equivalent or 3 yrs. in T&S
1 Sr. Officer E2 Graduate Graduate
fresh candidate with grade „A‟
competence
Dy. Comdt., Addl. SP

Captain with 5 yrs.
experience in
industrial security or Successful
2 Asst. Manager E3 -Do- officers from Pvt./ -Do- completion of
undertaking with 7 1 yr. training
yrs. experience
employing not less
than 500 employees
Major or equivalent of
Deputy 3 yrs. in next
3 E4 -Do- defense services S.P. -Do-
Manager below grade
Comdt.
Lt. Col or equivalent

in defense service, Sr.
4 Manager E5 -Do- -Do- -Do-
S.P (Sr. scale of IPS
OR Comdt. (Sr. scale)
Colonel or equivalent
officer in defense
service with 12 yrs. 4 yrs. in next
5 Sr. Manager E6 -Do- -Do-
experience in below grade
public/pvt. sector in
no.1 no.2 position
3 years of service as
Brigadier or equivalent
Chief in defense service, 23
6 E7 -Do- -Do- -Do-
Manager yrs. experience in para
military forces in the
rank if Addl.IG.
IG Police/ Major
General General or equivalent 3 yrs. in next
7 E8 -Do- -Do-
Manager of para military below grade.
organization
P a g e | 324
Note:
1. Physical standard for direct recruitment and departmental candidates
Height -5‟-5” (General candidate)

5‟-3” (SC, ST candidate)
Chest - 32”- 34” (General candidate)
30”- 32” (SC/ST)
2. Departmental candidate at entry level will have to go six months training in security institute
and three months on job.
P a g e | 325
Appendix CSVIII
(Clause 10.6.6 (a))
Secretarial discipline
Sl.
Designation Grade Minimum Minimum Minimum
No Minimum qualification
qualification experience experience
Post Graduate 3 yrs. experience

Graduate
1 Sr. Officer E2 with computer NIL as Sr.PA/ Sr. PA
proficiency (OL) in T&S
grade „A‟
Successful
Asst. -Do- 5 yrs. relevant -Do-
2 E3 completion of 1
Manager experience
yr. training
Deputy -Do- 9 yrs. relevant 3 yrs. in next

3 E4 -Do-
Manager experience below grade
-Do- 13 yrs. relevant -Do-

4 Manager E5 -Do-
experience
-Do- 17 yrs. relevant 4 yrs. in next

5 Sr. Manager E6 -Do-
experience below grade
21 yrs. relevant
Chief -Do- experience
6 E7 Post Graduate -Do-
Manager
Note:
Existing candidates with only Matriculation/ Intermediate or equivalent qualification in E2 grade will be
considered for promotion in E3 grade, as cluster promotion, considering 5 years experience as residency
period, subject to other conditions of the policy.
P a g e | 326
Appendix CSIX
(Clause 10.6.6 (a))
Legal discipline
Sl.
Designation Grade Minimum Remarks
No Minimum Minimum Minimum
experience and
qualification qualification experience
rank
5 years integrated
degree in law/
1 MT E2 Graduate with 3
yrs. law degree
(LLB)
3 yrs.
5 years
experience in
integrated
T&S grade „A‟
degree in law/
2 Sr. Officer E2 as legal
Graduate with 3
Inspector.
years law
degree (LLB)
5 yrs. experience
as a legal
Successful
Asst. practitioner in
3 E3 -Do- -Do- completion of 1
Manager civil/ criminal
yr. training
and taxation
cases.
9 yrs. experience
as a legal 3 yrs. in
Deputy practitioner in experience in
4 E4 Do -Do-
Manager civil/ criminal next below
and taxation grade
cases.
13 yrs. post
qualification
experience as a
legal practitioner
in civil/ criminal
and taxation
cases OR 13
years post
qualification
experience as an
executive in
large reputed
industrial
organization in
public/private
sector with
independent
handling of legal
P a g e | 327
matters
4 yrs. in
17 yrs.
Sr. experience in
6 E6 -Do- experience as -Do-
Manager next below
above
grade
21 yrs.
Chief -Do-
7 E7 experience as -Do- -Do-
Manager
above
3 yrs.
25 yrs.
8 E8 -Do- experience as -Do-
Manager next below
above
grade
P a g e | 328
Appendix CSX
(Clause 10.6.6 (a))
P&IR discipline

Sl. Minimum
Designation Grade Minimum Minimum Minimum Remarks
No experience and
rank
Post Graduate
Degree or PG
Diploma (2
years) in
Management or
MSW with
specialization
in HR/
Industrial
Relations/
Personnel
Management
1 E2 Management
Trainee
from
recognized
Indian
University/
Institute
recognized by
Labor Ministry,
GoI, for the
post of Welfare
Officer in
mines.
Post Graduate
Degree or PG
Diploma (2
years) in
Management
or MSW with
specialization
in HR/
Industrial 3 yrs. service
2 Sr. Officer E2 Relations/ in the
Personnel company
Management/
Labour
welfare/ Social
Science from
recognized
Indian
University/
Institute
P a g e | 329
recognized by
Labor
Ministry, GoI,
for the post of
Welfare
Officer in
mines
6 yrs. exp. as
Welfare/
Personnel Officer
in large
undertaking
preferably public Successful
3 Asst. Manager E3 -Do- -Do-
sector undertaking completion of
handling matters 1 yr. training
connected with
HR, Industrial
Relations,
Welfare etc.
3 yrs.
9yrs. experience experience in
4 Dy. Manager E4 -Do- -Do-
as above the next below
grade
14 yrs. experience
5 Manager E5 -Do- -Do-
as above -Do-
4 yrs.
19 yrs. experience experience in
6 Sr. Manager E6 -Do- -Do-
as above the next below
grade
Chief 23 yrs. experience
7 E7 -Do- -Do- -Do-
Manager as above
3 yrs.
General 25yrs. experience experience in
8 E8 -Do- -Do-
Manager as above next below
grade
Note:
For the existing candidates as on the date of implementation of this policy, the minimum qualification
will not be a bar for subsequent promotions in the cadre.
P a g e | 330
Appendix CSXI
(Clause 10.6.6 (a))
Sales& Marketing discipline

Sl. Remark
Designation Grade Minimum
No Minimum Minimum Minimum s
experience and
rank
Post Graduate
Degree/ PG Diploma
in Management with
Management
1 E2 specialization in
Trainee
sales/ marketing from
recognized Institute/
University
Post Graduate
Degree/ PG
Diploma in 3 yrs.
Management with experience in
2 Sr. Officer E2 specialization in T&S grade
sales/ marketing „A‟
from recognized
Institute/
University
5 yrs. relevant post Successful
Asst.
3 E3 -Do- qualification -Do- completion of
Manager
experience 1 yr. training
3yrs.
9 yrs. relevant post experience in
4 Dy. Manager E4 -Do- qualification -Do- the next below
experience grade
13 yrs. relevant
5 Manager E5 -Do- post qualification -Do- -Do-
experience
17 yrs. relevant 4yrs. experience
6 Sr. Manager E6 -Do- post qualification -Do- in the next below
experience grade
21 yrs. relevant
Chief
7 E7 -DO- post qualification -Do- -Do-
Manager
experience
3yrs.
25 yrs. relevant experience in
General
8 E8 Do post qualification -DO-
Manager the next below
experience
grade
Note:
For the existing candidates as on the date of implementation of this policy, the minimum qualification will not be a
bar for subsequent promotions in the cadre.
P a g e | 331
Appendix CSXII
(Clause 10.6.6 (a))
System discipline
Outside recruitment Promotion Remarks

Sl. Minimum
No experience
and rank
BE/ B.Tech/ BSC
Engg/ AMIE in
computer science/
Management computer
1 E2
Trainee engineering/
Information
Technology branch/
discipline or MCA
Graduate
with
Programming
Aptitude Test
of national
level or PG
Diploma/
Master in
Computer
Application 3 yrs.
OR BE/ experience
2 Sr. Officer E2
B.Tech/ BSC in T&S
Engg./ AMIE grade „A‟
in computer
science/
computer
engineering/
Information
technology
branch/
discipline or
MCA
Successful
5 yrs. post
Asst. completion
3 E3 -DO- qualification -Do-
Manager of 1 yr.
experience
training
9 yrs. post 3 yrs. in
4 Dy. Manager E4 -DO- qualification -Do- next below
experience grade
13 yrs. post
5 Manager E5 -DO- qualification -Do- -Do-
experience in
P a g e | 332
total and
minimum 7
yrs.
experience in
System/
Programming
17 yrs. post
qualification
experience in
total and 4 yrs. in
6 Sr. Manager E6 -DO- minimum 8 -Do- next below
yrs. grade
experience in
System/
Programming
BE/ B.Tech/
BSC Engg/
21 yrs. post
AMIE in
qualification
computer
experience in
science/
total and
Chief Computer
7 E7 -Do- minimum 9 -Do-
Manager engineering/
yrs.
Information
experience in
technology
System/
branch/
Programming
discipline or
MCA
25 yrs. post
qualification
experience in
total and 3 yrs. in
General
8 E-8 -Do- minimum 9 -Do- next below
Manager
yrs. grade
experience in
System/
Programming
Note:
1. Existing candidates having qualification of Graduate with Programming Aptitude Test of national level or
PG Diploma, as on the date of implementation of this policy, will grow upto E6 grade.
2. For existing candidates having qualification of PG Degree in Mathematics/ Electronics/ Science/

Management or ICWA/ CA as on the date of implementation of this policy, the minimum
qualification will not be a bar for subsequent promotions in the cadre.
P a g e | 333
Appendix CSXIII
(Clause 10.6.6 (a))
Rajbhasha (Hindi)

Sl.
experience and
rank
MA in Hindi and
Graduation with
1 MT E2
Hindi and English as
main subjects
10 yrs. post
qualification
MA in Hindi
experience
(minimum
out of which
second class
3 years
or 55%
working
marks) and
2 Sr. Officer E2 experience as
Graduation
office
with Hindi
Supdt.(OL)/
and English
Sr. Translator
as main
(OL)/ Sr. PA
subjects
(OL) in T&S
grade „A‟
5 yrs. post
qualification
experience in
respect of
implementation
of OL Act and
Rules, Successful
3 Asst. Manager E3 -Do- translation from -Do- completion of
Hindi to English 1 yr. training
and English to
Hindi in any
Central/ State
Govt./ PSU/
reputed
organization
9 yrs. post
3 yrs.
Dy. Manager qualification
4 E4 -Do- -Do- experience in
experience as
E3 grade
above
13 yrs. post
qualification
experience as
above
17 yrs. post 4 yrs.
6 Sr. Manager E-6 -Do- qualification -Do- experience in
experience as E3 grade
P a g e | 334
above
21 yrs. post
qualification
7 Chief Manager E-7 -Do- -Do- -Do-
experience as
above
25 yrs. post 3 yrs.
8 E-8 -Do- -Do-
Manager experience as next below
above grade
Note:
P a g e | 335
Appendix CSXIV
(Clause 10.6.6 (a))
Environment discipline

Sl.
No
Minimum Minimum experience Minimum Minimum
qualification and rank qualification experience
BE/ B.Tech/ BSc
Engg. /AMIE in
Environmental
Engg. branch/
discipline or any
Managemen Engg Degree with
1 E2
t Trainee Post Graduate
Degree/ Post
Graduate
Diploma in
Environment
Engineering
BE/ B.Tech/
BSc Engg
/AMIE in
Environmental
Engg. branch/
Discipline or
any Engg. 3 years in
Degree with T&S grade
Post Graduate „A‟
Degree/ Post
Graduate
Sr. Officer E2 Diploma in
Environment
Engineering
PG in Geology
with 8 weeks
training at ISM 5 years in
Dhanbad or T&S grade
IICM, Ranchi „A‟
or PG degree/
diploma in
P a g e | 336
management
of Env.
awarded by the
recognized
universities/
institutes
approved by
AICTE
BE/ B.Tech/ BSc

Engg /AMIE in
Environmental
Engg branch/
discipline OR
Successful
any Engg. Degree 5 years post
Asst. completion
2 E3 with Post qualification -DO- of 1 yr.
Manager
Graduate experience training
Degree/Post
Graduate
Diploma in
Environment
Engineering
9 years post 3 yrs. in the
Dy.
4 E4 -Do- qualification -DO- next below
Manager
experience grade.
13 years post
5 Manager E5 -Do- qualification -DO- -Do-
experience
17 years post 4 yrs. in the
6 Sr. Manager E6 -Do- qualification -Do- next below
experience grade.
21 years post
Chief
Manager
experience
3 years in
25 years post
General the next
8 E8 -DO- qualification -DO-
Manager below
experience
grade.
Note:
P a g e | 337
Appendix CSXV
(Clause 10.6.6 (a))
Cadre scheme for Electronics & Telecommunication (E&T) discipline

Sl.
experience
and rank
BE/ B.Tech/ BSc
Eng./ AMIE in
electronics &
Management
1. E2 communication /
Trainee
electronica &
telecommunication
branch/ discipline
Advance
Diploma in
7 yrs. post
mining
qualification
electronics of at
experience
least one year
out of which
duration for
minimum 3
those having 3
years must be
yrs. Diploma in
in T&S grade
electronics/
„A‟
telecommunicati
ons/
instrumentation
7 yrs. post
3 years diploma qualification
in electronics/ experience
telecommunicati out of which
on/ minimum 5
2 Sr. Officer E2 instrumentation years in T&
S grade „A‟
7 yrs. post
3 years Diploma
qualification
in electrical
experience
engineering
out of which
with one year
minimum 3
advance
yrs.
diploma in
experience in
mining
T&S grade
electronics
„A‟
BE/ B.Tech/
BSc Engg/
AMIE in 3 yrs. post
electronics & qualification
communication experience
branch/
discipline
P a g e | 338
Successful
5 yrs. post
Asst. completion
3. E3 -DO- qualification -DO-
Manager of 1 yr.
experience
training
Advance
diploma in
mining
Electronics of at
least one year
duration for
those having 3
yrs. Diploma in
electronics/
telecommunicati
on/
instrumentation
must obtain
9 yrs. post
AMIE (Elec. 3 yrs. in next
4. Dy. Manager E4 Do qualification
&Mec.)/ IETE below grade
experience
or other
recognized
equivalent
membership OR
BE/ B.Tech/
BSC Engg./
AMIE in
electronics &
communication
/ electronics &
telecommunicati
on branch/
discipline
13 yrs. post
5. Manager E5 -DO- qualification -Do- -DO-
experience
17 yrs. post
4 yrs. in next
6. Sr. Manager E6 -DO- qualification -DO-
below grade
experience
21 yrs. post
Chief
7. E7 -DO- qualification -DO- -DO-
Manager
experience
3 yrs.
25 yrs. post
8. E8 -DO- qualification -DO-
Manager next below
experience
grade
P a g e | 339
Appendix CSXVI
(Clause 10.6.6 (a))
Finance discipline

Sl.
experience
and rank
Management Qualified CA/
E2
Trainee ICWA
1.
Qualified CA/
Sr. Officer E2 NIL
ICWA

Asst.
3 E3 -DO- qualification -Do- completion of 1
Manager
experience yr. training
9yrs. post
3 yrs. in the next
4. Dy. Manager E4 -Do- qualification -Do-
below grade
experience
13yrs. post
5. Manager E5 -Do- qualification -Do- -Do-
experience
17yrs. post
4 yrs. in the next
6. Sr. Manager E-6 -Do- qualification -Do-
below grade
experience
21 yrs. post
Chief
7. E-7 -Do- qualification -Do- -Do-
Manager
experience
25 yrs. post
General 3 yrs. in the next
8. E-8 -Do- qualification -Do-
Manager below grade
experience
Note:
1. Existing candidates with qualification of Graduation as on the date of implementation of this policy,
will grow upto E3 grade. The residency period for promotion from E1 to E2 and E2 to E3 will be 6
years each.
2. Existing candidates with qualification of Inter CA/ICWA as on the date of implementation of this
policy, will grow upto E5 grade. The residency period for promotion from E1 to E2 will be 3 years
and for E2 to E3, E3 to E4 will be 5 years each and E4 to E5 will be 6 years.
3. Existing candidates with MBA (Finance) as on the date of implementation of this policy will be
treated for promotion at par with the candidates having qualification of Qualified CA/ ICWA.
P a g e | 340
Appendix CSXVII
(Clause 10.6.6 (a))
Materials management discipline

Sl. Minimum
No experience and
rank
Engineering
Degree in electrical
or mechanical
engg. branch/
discipline with
MBA or PG
Diploma in
1 MT E2
management with
specialization in
material
management/
Supply Chain
Management
(SCM)/ operation
Graduate or
recognized
Diploma in 3 yrs.
Engg. (3 yrs. experience as
duration) or inspector of
MBA with store/
2 Sr. Officer E2 specialization purchase or
in material chief store
management/ keeper in T&S
Supply Chain grade „A‟
Management
(SCM)/
Operation
Graduate or
recognized
Dip in Engg.
(3 yrs.
duration) or
MBA with
specialization
Minimum 5yrs. Successful
in material
3 Asst. Manager E3 -Do- relevant completion of
management/
experience 1 yr. training
Supply Chain
Management
(SCM)/
operation
Engineering
Degree
electrical or
P a g e | 341
Mechanical
Engg. branch/
discipline
with MBA or
PG Diploma
in
management
with
specialization
in material
management/
SCM/
Operation
3 yrs.
Minimum 9 years
experience in
4 Dy. Manager E4 -Do- post qualification -Do-
next below
experience
grade
Minimum 13years
5 Manager E5 -Do- post qualification -Do- -Do-
experience
4 yrs.
Minimum 17years
experience in
6 Sr. Manager E6 -Do- post qualification -Do-
next below
experience
grade
Graduate with
diploma or
MBA in
material
management/
SCM/
Operations
OR
recognized
Dip in Engg.
(3 yrs.
duration) with
diploma or
21 years post MBA in
qualification material -Do-
7 Chief Manager E7 -Do-
experience management/
SCM/
Operations
Engineering
Degree
electrical or
Mechanical
Engg branch/
discipline with
MBA or PG
Diploma in
Management
with
specialization
in material
P a g e | 342
management/
SCM/
Operation
25 years post 3 yrs.
8 E8 -Do- -Do-
Manager experience the next below
grade
P a g e | 343
Appendix CSXVIII
(Clause 10.6.6 (a))
Coal preparation discipline

Sl. Minimum
No experience
and rank
BE/ B. Tech/ BSc.
Management Engg./ AMIE in
(Trainee) chemical branch/
discipline
BE/ B. Tech/
BSc. Engg./
AMIE or Post
Graduate
Degree/ Diploma
1 E2
in chemical 3 yrs. experience
engineering/ in the company
Sr. Officer
mineral dressing/ in the relevant
coal preparation/ branch
electrical or
mechanical
engineering/
mining
engineering
2 Asst. Manager E3 -Do- qualification -Do- completion of 1
9 yrs. post 3 yrs. experience
3 Dy. Manager E4 -Do- qualification -Do- in the next below
experience grade
13 yrs. post
experience
5 Sr. Manager E6 -Do- qualification -Do- in the next below
experience grade
21 yrs. post
6 Chief Manager E7 -Do- qualification -Do- -Do-
experience
General
7 E8 -Do- qualification -Do- in next below
Manager
experience grade
P a g e | 344
Appendix CSXIX
(Clause 10.6.6 (a))
Medical discipline

Sl. Minimum Remark
No experience and s
rank
Sr. Medical Recognized
1 (a) E3
Officer medical degree
Recognized post
graduate
1 (b) Specialist E3 qualification
mentioned in
Annexure – 1
Recognized post
6 yrs. post Possession of a
graduate
qualification minimum
qualification 3 yrs. experience
2 (a) Sr. Specialist E4 experience qualification as
mentioned in in lower grade
connected with specified during
Annexure – 1
the specialty recruitment
10 yrs. post Possession of a
qualification minimum
Dy. Medical 3 yrs. experience
2(b) E4 -Do- experience qualification as
Superintendent in lower grade
connected with specified during
the specialty recruitment.
Medical 14 yrs. post
Superintendent qualification
3 / Medical E5 -Do- experience -Do - -Do-
Superintendent connected with
(Specialist) the specialty
18 yrs. post
Dy. Chief qualification
4 yrs. experience
4 Medical E6 -Do- experience -Do-
in lower grade
Officer connected with
the specialty
PG
specialization as
21 yrs. post
mentioned in
qualification
Chief Medical annexure 1 or
5 E7 -Do- experience -Do-
Officer medical degree
connected with
with training in
the specialty
Hospital
Administration
25 yrs. post
Chief of qualification
3 yrs. experience
6 Medical E8 -Do- experience -Do-
in lower grade
Services connected with
the specialty
Note:
P a g e | 345
1. Existing medical executives not possessing any post graduate qualification will be
eligible for promotion beyond E6 grade provided they have undergone training in
Hospital Admn. or similar other training.
2. Promotion from E4 to E5 and above grades will be regulated in the ratio of 2:1:1 i.e. 2 for
specialist cadre, 1 for GDMO who has acquired specialist PG qualification subsequently
and 1 for GDMO.
P a g e | 346
Annexure 1
(Appendix CSXIX)
Medical specification of qualification under part A&B
Part –A Part – B
MD MRCP PhD(medical) PhD(Physiology)

PhD(Biochemistry) PhD(pharmacology), M.Sc.
1 Medicine General (medical with Anatomy(Physiology)), M.Sc.
(Medical Anatomy) DSc (Physiology) including
Biochemistry, D Sc. (pharmacology)
2 Surgery General MS. FRCS. FACS
3 Anesthesiology FFARCS MD/MS with anesthesiology as special DA(BCP &S) Eng. DA
DRMS(1 yr. course)

MD(radiology) or MRCP with Radiology as
4 Radiology special subject DMRT(2 yrs. course) DMRE (2 DMR&T (1 year course)
yrs. course)
DMRD (1 yr.)
5 Obstetrics Gynecology MD, MO, MR. COG, FRCS, or MS(gynecology) DGO
6 Pediatrics MD or MRCP, FRCP (Canada) Dip/Ped. DCH
7 Orthopedics MS,MCH(Orthopedics, Liverpool)FRCS D orthopedic, D Orth. S
8 Ophthalmology MS, FRCS (with ophthalmology) DO, DCMSD
9 Ophthalmology ENT MS, FRCS (with otolaryngology) DLO, DORI
10 Psychiatrist MD with psychiatry MRCP with psychiatry DPM
11 Dermatology & VD MD/MRCP with dermatology as special subject DVD & DDV
12 DCP, PBD (Bact)

Pathology & MD (Pathology), MD(Path & Bact), M Sc. (Path
P a g e | 347
Bacteriology & Bact) PD(Path & Bact) D Sc. (Public Health)
13 Public Health MD with Public Health, D Sc. (Public Health) Mph, DPH, DTM & HLPH, DIR
Maternity & Child

14 MD (Midwifery & Gynecology) MRCP DM & CW
Welfare
15 Tuberculosis MD, MRCP, FRCS, MS TBD, DTD
16 Radiation Medicine DRM
This list is not exhaustive. The competent authority will have the power to assign other qualification to part A or Part B.
P a g e | 348
Appendix CSXX
(Clause 10.6.6 (a))
Community development
Outside recruitment Promotion Remarks

Sl.
Designation Grade
No Minimum Minimum Minimum Minimum
Post Graduate
Degree or Post
Graduate Diploma
(from a recognized
University/Institute)
in Community
Development/
Rural
Development/
Community
Organization &
Development
Practice/ Urban &
Rural Community
development/ Rural
& Tribal
Development/
Development
Management/ Rural
Management OR
Management Post Graduate
1 E2
(Trainee) Degree(from a
recognized
university/
Institute) in Social
work with
specializations -
Community
Development/
Rural
Development/
Community
Organization &
Development
Practice/ Urban &
Rural Community
development/ Rural
& Tribal
Development/
Development
Management
P a g e | 349
Post Graduate
Degree or Post
Graduate Diploma
(from a recognized
University/Institute)
in Community
Development/ Rural
Development/
Community
Organization &
Development
Practice/ Urban &
Rural Community
Development/ Rural
& Tribal
Development/
Development
Management/ Rural Successful
3 years post
Asst. Management completion
2 E3 -DO- qualification
Manager ORPost Graduate of 1 yr.
experience
Degree(from a training
recognized
university/ Institute)
in Social work with
specializations -
Community
Development/ Rural
Development/
Community
Organization &
Development
Practice/ Urban &
Rural Community
development/ Rural
& Tribal
Development/
Development
Management
7 years post 3 yrs.
Dy. qualification experience
3 E4 -Do-
Manager relevant -Do- in lower
experience grade
11 years
post
4 Manager E5 -D0- qualification
-Do- -Do-
relevant
experience
16 years
post 4 yrs.
5 Sr. Manager E6 -Do- qualification experience
-Do-
relevant in lower
experience grade
Chief 21 years
6 E7 -Do-
Manager post -Do- -Do-
P a g e | 350
qualification
relevant
experience
25 years
post
General 3 yrs.
7 E8 -Do- qualification
Manager experience
relevant -Do-
in lower
experience
grade
P a g e | 351
Appendix CSXXI
(Clause 10.6.6 (a))
Nursing
Sr. No Designation Grade

Minimum Minimum Minimum Minimum
6 years 6 years
M.Sc. Nursing
1 teaching M.Sc. Nursing teaching
(or)
Sr. Officer experience experience
E2
(Nursing) B.Sc. Nursing 8 years B.Sc. Nursing 8 years
2 (Basic/Post teaching (Basic/Post teaching
Basic) experience Basic) experience
6 years in next
Assistant
below grade
3 Manager E3 -do-
- - (Through
(Nursing)
DPC)
Dy. Manager 6 years in next
4 E4 -do-
(Nursing) - - below grade
Manager 6 years in next
5 E5 -do-
(Nursing) - - below grade
P a g e | 352
Appendix CSXXII
(Clause 10.6.6 (a))
Public Relations discipline

Sr.
Designation Grade Minimum Minimum Minimum Minimum
No
Post Graduate Degree
or PG Diploma in
Public Relation/ Mass
Management
1 E2 Communication/
Trainee
Journalism from
recognized
University/ Institute.
Post Graduate
Degree or PG
Diploma in
Public Relation/
Mass 3 yrs. in T&S
2 Sr. Officer E2 Communication grade „A‟
/ Journalism
from
recognized
University/
Institute
5 yrs. relevant Successful
Asst.
3 E3 -Do- post qualification -Do- completion of 1
Manager
3yrs.
9 yrs. relevant experience in
4 Dy. Manager E4 -Do- post qualification -Do-
the next below
experience
grade
13 yrs. relevant
5 Manager E5 -Do- post qualification -Do-
-Do-
experience
17 yrs. relevant 4yrs. experience
6 Sr. Manager E6 -Do- post qualification -Do- in the next
experience below grade
21 yrs. relevant
Chief -Do-
7 E7 -Do- post qualification -Do-
Manager
experience
3yrs. experience
25 yrs. relevant
General in the next
8 E8 -Do- post qualification -Do-
Manager below grade
experience
P a g e | 353
Appendix CSXXIII
(Clause 10.6.6 (a))
Executive Director (E9)
Sr.
Posts Minimum qualification Minimum experience
no.
Executive Director (Corporate Professional degree in any
1. 2 years in E8 grade
Affairs) Discipline
A recognized Medical degree
Executive Director (Medical with PG Degree/Diploma in
2. 2 years as CMS in E8 grade
Services) Medical Specialty and should be
from the specialist cadre.
Executive Director Professional degree in any
3. 2 years in E8 grade
(Co-ordination) Discipline
Executive of Geology discipline
Executive Director 2 years in E8 grade in Geology
4. possessing M. Tech in Geology,
(Exploration) discipline
M.Sc. in Geology
Professional degree in any
Executive Director Discipline with PG 2 years in E8 grade in MM
5.
(Materials & Contracts) Diploma/Degree in Materials discipline
Management.
Executive Director
Degree in Electrical or Mechanical 2 years in E8 grade in Excavation
6. (Engineering &
Engg. or its equivalent or E&M discipline
Equipment)
Graduate with Post Graduate
Degree/ Diploma in Personnel
Executive Director Management / Social Science/ 2 years in E8 grade in Personnel
7.
(Personnel) Social work or MBA with discipline
specialization in Personnel
Management/ Industrial Relations
Executive Director (Logistics Discipline with PG Degree/ 2 years in E8 grade in Sales &
8.
& Sales) Diploma in Marketing Marketing discipline
Management.
Qualified Chartered Accountant/

Cost Accountant/ full time study 2 years in E8 grade in Finance
9. Executive Director (Finance)
in PGDM/ MBA with discipline
specialization in Finance
P a g e | 354
Minimum 2 years full time Post
Graduate Degree or Post
Graduate Diploma (from a
recognized University/Institute)
in Community Development/
Rural Development/ Community
Organization & Development
Practice/ Urban & Rural
Community development/ Rural
& Tribal Development/
Development Management/
Rural Management OR
10. Executive Director(CSR) 2 years in E8 grade
Minimum 2 years full time Post
Graduate Degree(from a
recognized university/ Institute)
in Social work with
specializations - Community
Development/ Rural
Development/ Community
Organization & Development
Practice/ Urban & Rural
Community development/ Rural
& Tribal Development/
Development Management

Executive Director
11. Discipline along with MBA/ 2 years in E8 grade
(Internal Audit)
PGDM (2 years)
B.E., or B. Tech in Mining with 2 years in E8 grade in mining

12. Executive Director (S & R)
1st class MMCC discipline with 1st class MMCC
A graduate with experience in

Executive Director Armed forces and should have 2 years in E8 grade in Security
13.
(Security) served in the rank of Major or discipline
above in defense services.

Executive Director Discipline with Post Graduate 2 years in E8 grade in
14.
(Environment) Degree/ Post Graduate Diploma Environment discipline
in Environment Engineering
P a g e | 355
BE/ B. Tech/ BSc. Engg./ AMIE 2 years in E8 grade in
15. Executive Director (CP)
in chemical branch/ discipline Environment discipline
Post qualification experience of 21

Post Graduate Degree/ Diploma years out of which half of the
(2 Years) in Management/ HR/ overall experience should be in
Behavioral Science/ Personnel academic area of a premier
management/ HRD management institute or Corporate
HRD centers. Minimum 2 years as
(PHD in Management/ HR/ head/ Director of premier institute
16. Executive Director (IICM) Behavioral Science/ Personnel or corporate HRD center is
management/ HRD or equivalent preferred OR 2 years experience
is preferable) in E8 grade in P&A discipline OR
2 years experience in E8 grade in
any other discipline with
minimum 10 years experience in
HRD function in CIL/Subsidiaries/
IICM
P a g e | 356

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CIL Executives Promotion Policy

10.1 Title and commencement 283

10.2 Scope and applicability 283

10.3 Promotion philosophy 283

10.4 Key objective of promotion policy 283

10.5 Promotion framework 283

10.6 Career management 284

10.7 Repeal 308

10.8 Interpretation 308

10.9 Savings 308

10.10 Annexure(s) 309

10.2 Scope and applicability

10.3 Promotion philosophy

10.4 Key objective of promotion policy

10.5 Promotion framework

10.5.1 Career progression management

This involves setting up the right administrative and

10.5.3 Residency period

10.6 Career management

The career progression of executives is managed centrally at CIL HQ through

10.6.1 Composition of the DPC

a) Board No. I for considering promotion from E8 to E9 grade

b) Board No. II for considering promotion from E7 to E8 grade.

c) Board No. III for considering promotions from E6 to E7 grade

d) Board No. IV for considering promotions upto E6 grade

Table I: Table showing composition of DPCs

S. Promotio No. of Chairman

(a) Director (P&IR), CIL

One CMD (a) Director (P&IR), CIL (if not

(a) one Director (P) of the subsidiary

a) Nominations of all committee members will be approved by the Chairman, CIL.

b) Reservations of candidates belonging to the SC/ ST community will be regulated as per

10.6.3 Cut-off date for deciding eligibility

10.6.4 Cut-off date for vacancy assessment

10.6.5 Pre-DPC process

a. Vacancy as on 01.04.2015 in E5 Grade = 5

(iii) Personal data: Collate personal data including additional qualifications/

Table II: Table showing zone of consideration

No. of Vacancies No. of executives to be considered

3 -10 Twice the number of vacancies + 4

For SC/ ST Category 5 times the total number of vacancies

A sample chart of the Zone of consideration is annexed as Appendix - I

10.6.6 DPC process and norms

(a) Eligibility norms for promotion

(i) The promotions of executives will be a step-by-step process according to the

(ii) The eligibility of executives for consideration for promotion will be

The criteria for promotion in various grades are as given below:

(i) Promotion from non-executive to executive

1) Unless mentioned otherwise, all promotions from non-executives grade to the

2) Promotion of non-executives to the executive entry grade in the discipline

(ii) Placement of Management Trainees from E2 to E3

(iii) Placement of departmental candidates from E2 to E3

(iv) Promotion to other grades

Promotions of executives from E3 onwards would be subject to vacancies,

Total Score 100 100 100 100 100 100

Residency period As per the Cadre scheme

(c) Computation of criteria elements for promotion

1. Additional Qualifications: 'Additional qualification' for the purpose would mean a

3. Internal Technical Certifications

1 certification for E4 to E5 promotion will get 3 marks, E5 to E6 will get 5