C H A P T E R – II

 

RESERVATION IN SERVICES

 

A.        Staff Strength, Recruitment, Promotions, Training & Vacancies.

 

2.1       In a note furnished to the Committee, it has been stated that the sanctioned strength of TRIFED is 447 but as on 30.11.2000 the actual/filled up strength is 307. The Officials/Staff has been recruited in phases based on the sanctioned vacancies by the Board of Directors as per the need of the Federation from time to time. The recruitment is to be done by TRIFED as per their administrative manual. The general rules pertaining to economy measures as formulated by the Ministry of Finance, Department of Expenditure are also applicable to them.

 

2.2       However, TRIFED do have few technically qualified personnel like Civil Engineers, Mechanical Engineers, Law Graduates, Scientists, CAs and MBAs who look after legal matters, marketing and administration, accounts and scientific work including R & D and quality control. The Criteria for Selection of managerial/technical personnel has been framed in the administrative manual duly approved by the Board of Directors and Selection of such cadres is done as per rules in force, as applicable.

 

2.3       The last recruitment made by TRIFED was in 1999 for the post of System-Analyst, recruited against the post vacated on resignation by the same cadre officer. This was felt necessary because the entire office was computerised and one System-Analyst was required to look after computer-related works and operations.

 

2.4       During the course of evidence when the Committee pointed out that the sanctioned strength of TRIFED is 447 and the actual strength is 308 – thereby resulting in 139 vacant posts, the Managing Director explained:

“That is because of ban on recruitment and once a person has left the organisation the post has not been filled up. So this is due to various kinds of restrictions and this situation has occurred over a period of time.”

 

2.5       Further he added that in TRIFED, for example, at one particular point of time, we were thinking of taking up a particular project in Mining. But that project was given up. So, neither there was any further recruitment.

 

2.6       The post-wise break up of vacant posts in TRIFED (after surrender of few posts).

           

Sl. No.

POSTS

VACANT POSTS

1.

General Manager

01

2.

Dy. General Manager

02

3.

Sr. Manager

Nil

4.

Asstt. Manager

14

5.

Management Trainee

18

6.

Sales Executive/Sr. Asstt./Sr. Acctt.

01

7.

Asstt-I/Acctt-I/PA-I/JE-II/Sr.PA

20

8.

Asstt-II/Acctt-II/PA-II/JCA-I/Computer Operator-I

01

9.

Clerk/Accounts Clerk/JCA-II/Steno-Typist

25

10.

Apprentice Trainee (Fixed salary)

55

 

Total

137

       

2.7       The Committee have been informed that as soon as the clearance is obtained from Ministry of Tribal Affairs, the posts are proposed to be filled up. The vacancies shall be filled up through departmental promotion and also by recruitment through open advertisement.

 

2.8       The Committee have observed that the total number of vacant posts in TRIFED after surrender of few posts is 137 as a result of ban on regular recruitment since 1995 and other kinds of restrictions. The Committee fail to understand the reasons furnished for non-filling up of these posts. When there is a need and wide scope for expansion of its trading activities and opening up of new offices that requires fresh talents and manpower. The Committee, therefore, recommend that TRIFED should fill up these posts as early as possible and not more than six months period.

 

2.9       The Committee have also been informed through a note furnished by TRIFED that promotion to various categories of posts are effected in the following manner:

(1)        On the basis of seniority-cum-merit by observing laid down procedures;   

(2)        Rosters on reservation drawn up on the basis of rules;

(3)        The recommendations of Departmental Promotion Committee (DPC) and

(4)               As per other rules in force, as applicable, if any.

 

2.10     As TRIFED is a commercial organisation it trains all its officers whether technical on non-technical, in all disciplines to meet the requirement of the federation. At the time of induction, employees are given on the job training in the field as well as in Head Office under the Senior Officials. Also from time to time the Federation Sponsors the candidature of officials for training at Regional Institute of Cooperative Management at Chandigarh and Bhopal, VAMNICOM Pune and Several of other professional institutions/organizations. For specialised product training officials are sponsored at Institutes like ILRI, CFTRI, Mysore, CDRI Lucknow. Also Computer training has been imparted to all officials and ‘C’ category employees at APTECH, New Delhi. Further, branch Managers have been authorised for training of staff posted with them.

 

2.11     Training imparted to officials have improved product knowledge, marketing skills, value addition, export orientation, updation of records at Head Office and at field level. 

 

 

B.        Representation of SC/STs in Service:

 

2.12     It has been stated that SC/STs are well represented in TRIFED. As percentage of SCs and STs employees are 18% and 14% as against 15% and 7.5% respectively as per government norms. Thus, representation of SCs and STs is above the required percentage. On the Board of Directors, Government of India nominates 13 representatives, out of which 7 are non-official tribal representatives.

 

2.13     During evidence, when the Committee pointed out that TRIFED came into existence in 1987 when there was no confusion about the reservation policy and as such the amendment of TRIFED should give the number of percentage of SC/STs representation in TRIFED based on categories of posts rather than clubbing the various posts altogether, the Managing Director stated:

“In the Senior Management among the Managing Directors and Executive Directors, out of 18 Officers, there are three Scheduled Tribe Officers and one Scheduled Caste Officer. In the Senior Manager and Deputy Manager level, out of 53 Officers, we have about four Scheduled Tribe Officers and four Scheduled Caste Officers.”

 

2.14     On being asked about the satisfactory percentage of SC/STs representation at the national level, the witness replied:

“Eight percent and fifteen percent. These are the figures. But the point is that there has not been much recruitment. The last recruitment that took place was way back in 1995. Ever since then, no more recruitment was conducted. We will certainly keep your point in mind.”

 

2.15     The Committee have been informed that the SC/ST officials of TRIFED are given facilities as per Central Government guidelines. They are imparted training in Cooperative Management and computer applications as is done to the other category of employees. In promotions of non-executives 200 point roster scheme is applied. Apart from above employees are entitled for HBA, Conveyance loan and other facilites as per Govt. of India Rules. Out of two residential houses owned by the Federation, one stand allotted at present to a Scheduled Tribes official.

 

C.                 Liaison Office/Grievances Cell

 

2.16     The Committee have been informed that TRIFED has set up a liaison office based at TRIFED’s Head Office, New Delhi, to look after the Welfare of SC/ST employees. One official from SC/ST community has been posted at the liaison office.

 

2.17     As and when representations in respect of any matter are received, the same are dealt on the merits of the case.  A total number of 38 representations (14-SC, 18-ST and 6 OBC) have been received. Most of these representations pertain to removal of anomalies in the pay scale, which required financial clearance. The representations have been forwarded to the Ministry of Tribal Affairs, Govt. of India, for redressal. Since then, the issue has been settled.

 

2.18     Besides, representations of the nature of transfer/postings have been received. Such representations are decided based on merits of the case. The maximum time taken for disposal of such cases has been around one month.

 

2.19     In reply to a query whether any complaint register is being maintained, it has been stated that no complaint register is maintained but all the complaints are dealt from the personal files and cases are disposed of with the approval of Managing Director. The transfer of officials to the Regional Offices of TRIFED is made on need based requirement of the operations.

 

2.20     The Committee feel that though TRIFED has set up Liaison Office at Head Office, New Delhi for the purpose of looking after the Welfare of SC/ST employees, complaints register has not been maintained by it.  All the complaints/grievances/representations are dealt with from the personal files.  This clearly shows TRIFED’s lack of interest in Liaison works pertaining to SC/ST Welfare. The Committee view this very seriously and recommend that some senior officer preferably from SC/ST Community who is well versed with the Government reservation policy should be made incharge of this Liaison Office to ensure proper implementation of reservation rules and quick redressal of other grievances/complaints. The committee further recommend that Liaison Officer should carry out periodic inspections of its various units and submit the report to the Managing Director.