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PERSONNEL DIVISION &
RECRUITMENT CELL Personnel Division Personnel Division and Recruitment Cell Manpower S. No. Official At Present Remarks 1. Deputy Director 2 Personnel & Coaching - 1 Recruitment Cell - 1 2. Assistant Director 2 1-Due retirement in February 2025 1-Due retirement in March 2025 3. Section Officer 1 4. Assistant 3 1-Due retirement in April 2025
5. YP (Legal) 1 Additional charge with Legal Division
6. YP (Gen.) 6 Personnel - 3 Recruitment Cell - 3 7. UDC 1 8. DEO 1 Outsourced 9. Accounts Assistant 1 Outsourced 10. MTS 3 Outsourced In-Position Strength S. No. Name of the Post Sanctioned Strength Present Strength Vacancy ADMINISTRATIVE & RAJBHASHA CADRE 1 Director General (L-15) 1 0 1 2 Secretary (L-14) 1 1 0 3 DDG/ Sr ED (L-14) 4 1 3 4 Executive Director (L-13 A) 6 + 1 (ED-F) 5 +1 (ED-F) 1 5 CVO (L-12) 1 1 0 6 Director (L-12) 38 + 1 (Dir –Infra) 18 21 7 Dy. Director (L-11) 87 41 46 10 Asstt. Director (L-10) 130 74 56 11 Section Officer (L-7) 104 21 83 12 Assistant (L-6) 155 95 60 13 Dy Director (L-11) 1 0 1 14 Assistant Director (L-10) 2 1 1 15 Senior Translation Officer (L-7) 5 4 1 16 Junior Translation Officer (L-6) 11 0 11 TOTAL 548 263 285 In-Position Strength Sanctioned S. No. Name of the Post Strength Present Strength Vacancy SPORTS SCIENCE CADRE 1 Dean (L-13) 2 0 2 2 Head Sports Science (L-12) 1 0 1 3 High Performance Director (L-12) 23 5 18 4 Medical Officer (L-10) 23 19 4 5 High Performance Analyst (L-10) 138 88 50 6 Performance Analyst (L-6) 93 53 40 7 Massage Therapist (L-4) 104 77 27 ENGINEERING CADRE 8 Assistant Engineer (L-10) 2 1 1 9 Junior Engineer (L-6) 23 1 22 TEACHING CADRE 10 Principal (LNCPE) (L-14) 1 1 0 11 Asstt. Professor (L-10) 16 11 5 TOTAL 426 256 170 In-Position Strength for Junior Consultants and Young Professionals Sanctioned S. No. Name of the Post Strength Present Strength Vacancy Yet to Join 1 Young Professional 225 181 44 2 Young Professional (Legal) 26 21 5 3 Young Professional (Accounts & Finance) 47 43 4 4 Junior Consultant 14 21 -7 5 Junior Consultant (Accounts & Finance) 13 11 2 6 Junior Consultant (Infra) 26 25 1 1-Yet to join
Outsourced Staff Strength-SAI Head Office & Stadia Present Strength Approved S. No. Name of the Post Vacancy Strength SAI HO Stadia
1 Data Entry Operator 75 62 12 1
2 Accounts Assistant 19 13 3 3
3 Driver 10 7 3 0
4 Multi Tasking Staff 48 30 15 3
Personnel Division and Recruitment Cell Overview Personnel Division focuses on: Recruitment Cell focuses on :
i. All matter pertaining to i. Hiring of all contractual staff on
employees All Over India Basis
ii. Performance management ii. Record management of
contractual staff iii. Policy formulation iii. Maintenance of roster iv. Disciplinary Actions Challenges and Gaps Overview • Rising number of litigations by contractual employees • Delayed in payments • Frequent resignations in various contractual posts • Delay in DPC for different cadre • Difficulty in clearing APARS pending with Retired Officers • Training issues – regular and mid-career trainings • CGHS for retired employees • Lesser participation in welfare scheme of SAI • Illegal deductions of Contract employees from outsourcing staff • Existed manual updating of service record • Retirement of staff leading to manpower crunch within the division Solutions Implemented till date • Team to resolve recruitment issue is under consideration • Nomination of contract staff to abroad & to provide timely grant of promotion across all the positions • Follow-ups with NIC team for E-Office, SPARROW and LMS portal • RR Amendment in Col (10) of RR for inclusion of Absorption as one of the methods of recruitment • MACP granted to a total of 49 officials (on all over India basis) in the year • A total of 45 officials (1-DDG, 15-Deputy Director, 17-Assistant, 2-Driver, 2-UDC, 8-Groundsman) from the grade of Groundsman to DDG were promoted • Hiring experienced experts from DoPT to handle administrative matters like MACP, Pay Fixation • CGHS facility aiming to offer comprehensive medical services • Reports Generated: 1199 APARs in 2023-24 • APARs completed as on 03.10.2024: 108 • Coverage: SAI Head Office including stadia and all 12 RCs Way Forward for next six months
• DPC will be finalised
• Finalisation of Scholarship under SAI welfare scheme • MACP for the year 2025 • Grant of Annual Increment for January 2025 • Implementation of Leave Management System for Group B • IPR Submission • Tender process of DEO agency • Annual General Transfer 2025 • APAR generation for AY 2024-25 Way Forward for next six months • Conduct of the following recruitment drives for filling all the existing vacancies • Massage Therapist (On Contract) • Performance Analyst (On Contract) • Young Professional (On Contract)
• Initiation of process for regular recruitment for the following posts:
• Assistant: efforts to be made to get it done through the waiting list of SSC CGL • Assistant Coach: through EDCiL/NTA as per the past practice (file already approved by Hon’ble Min. YA&S • Junior Translation Officer : through EDCiL/NTA • Assistant Director: Direct Recruitment
• Other initiatives: • Finalization of methodology for introduction of examination/LDCE in promotions from Group ‘B’ to Group ‘A’ posts • Review of the recruitment rules of SAI based on the learnings in the past recruitment drives • Hiring of experienced consultants/advisors against vacant posts of Assistant/Section officer on LPD-Pension basis Recruitment Cell Challenges overcome till date • Streamlining of the recruitment processes by centralization of the recruitment for all posts • Reduction in effort of the regional centers as duplicity of work has minimized. Earlier the RDs used to recruit separately for the same posts in different centers. • Frequent shuffling of manpower from one SAI center to the other has reduced. • Standardization of rules and SOPs especially w.r.t. following the reservation guidelines and procedures and implementation of rosters in recruitment drives. • Resolving improper implementation of reservation roster in sports science cadre recruitments. • Recruitment drives to fill the vacancies for Director(s) on deputation • Revision in remuneration of Catering Manager and Assistant Chef • Hiring of a Junior Consultants and Young professional for providing high quality and timely inputs Challenges to be worked on • To reduce frequent resignations in contractual posts • To identify better ways in hiring certain posts like medical officer, director(infra) (on deputation) etc. • To fill vacancies against the post of Performance Analyst (Sports Science Cadre) • Strategic discussion to avoid recruitment stagnations • Revamp of the job application portal of SAI in coordination with IT division • To increase transparency and public disclosure in the recruitment drives to minimize RTIs , public grievance etc • Regular revisions in the pay range to meet inflation gaps • To work on pay protection for SAI employees and other employees joining from government organizations/ PSUs / autonomous bodies etc • Capacity building and training of the staff Thank You
