Recruitment Rules – 2004

(As amended by the Board of Directors in the 83rd Board Meeting dated 25.05.93, 99th Board Meeting dated 16.03.2001, 109th Board Meeting dated 30.12.2003 and 110th Board Meeting dated 20.01.2004)

1. These Rules may be called the MAVIM Employees Revised Recruitment Rules 2004. They will come into force with effect from 1st April 2004

2. Classification of post

(i) The various posts under the Corporation shall be classified as follows

1. Group A

2. Group B

3. Group C

4. Group D

(ii) The posts and their respective pay scales effective from the Group to which they belong are indicated in Schedule I attached herewith.

(iii) The academic qualification, experience and upper age limit required for the above posts will be as indicated in the Schedule II attached herewith.

(iv) The Corporation may, if and when it becomes necessary redesignate any of the posts or create new posts indicating the pay scales applicable to them and the Class/Group to which they belong.

3. Interpretation of Rules

If any dispute arises as to the interpretation of these rules, the decision of the MD shall be final and binding in the matter

4. Creation of posts

Creation of posts will be done as per the decision of the Board of Directors.

5. Nature of appointment

The posts may be classified as under

1. Temporary

2. Casual

3. Apprentice

4 Permanent

6. Methods of Recruitment – (methods of filling up posts)

Recruitment to the posts in the Corporation shall be made in the following manner

The method of filling up the posts shall be by Direct Recruitment and/or Promotion

A. Nomination (Direct Recruitment)

1. Campus Interviews – For filling up the posts of Officers and above, campus interviews will be conducted in the reputed Management Institute/Social Work Institute and/or

2. By advertising the said post in the reputed newspapers and/or

3. By transfer/deputation of person in the service of Govt. of India/State Govt./any local authorities/Statutory Corporation/Public Sector Undertaking, possessing the qualifications and/or experience required and/or

4. Persons already in the service of the Corporation may also apply for such posts subject to the specified educational, technical qualifications and experience and/or

5. By calling applications from Employment Exchange or calling applicants who have applied to the Corporation

6. Appointments to the posts of the level of AMO and below can also be made by the management on compassionate grounds, to one child of a regular employee who died in harness, provided that the candidate has the necessary qualifications. However such appointment will first be made on short term contract and if the incumbent is found able in discharging the responsibilities for the job, the employment will be continued on regular basis on an available vacancy.

B. Promotion

a. Promotions shall be made on the basis of
seniority-cum-suitability and wholly merit promotion. Persons to be promoted should necessarily posses qualifications prescribed for the purpose.

b. The ratio of filling in posts by promotion to direct recruitment to the post of AMO and equivalent posts shall be 75:25.

c. Promotion to posts above the level of AMO shall be wholly on merit and to the extent of 50% of available regular posts.

d. 5% of clerical posts may be filled in by promotion on merit cum seniority from peons/drivers who have acquired the necessary academic qualifications and competence for clerical work.

e. For promotion upto the level of AMO an average rating of B+ in the ACRs of the previous 5 years shall be necessary to promote the employee.

f. Promotion to the post of Assistant District Coordinating Officer and above would be by strict selection and merit and would depend on the competence and ability of the officer to inspire confidence in the management, and a sense of dynamism in the department and an average of A grade in the Confidential Reports of the past 5 years.

g. Whenever suitable candidate with suitable qualification and competence to shoulder higher responsibilities are not available for promotion, the vacancy against promotion may be filled by direct recruitment.

C. Selection Procedure

I. For direct recruitment/nomination

Selection Board for posts of and above the level of Manager shall be constituted consisting of the following members

a. The Chairperson

b. The Managing Director

c. A minimum of three Outside Experts from reputed organizations such as TISS, Nirmala Niketan, SNDT, other Govt. Corporations as well as reputed NGOs working in the field of women’s empowerment shall be co-opted by the management as may be required.

d. Such other officials as the management deems fit.

Selection Board for posts of and above the level of Asst.Monitoring Officer but below the level of Manager, shall be constituted, consisting of the following members

a. Managing Director

b. A minimum of three Outside Experts from reputed organizations such as TISS, Nirmala Niketan, SNDT, other Govt. Corporations as well as reputed NGOs working in the field of women’s empowerment shall be co-opted by the Managing Director

d. Such other officials as the Managing Director deems fit.

For the posts below the level of AMO, the Selection Board shall consist of the following

a. Executive Director

b. General Manager

c. Manager Administration/Finance/Projects

d. Three members as appointed by the Managing Director from amongst specialists from Institutions such as the TISS or Government Corporations.

For Departmental Promotion:

The departmental promotions will be decided by the Managing Director subject to the prevailing rules.

In case of filling up the post by departmental promotion, a selection list will be required to be prepared.

Competent authority in the said recruitment rules refers to Managing Director of the Corporation.

In case of the Departmental Promotions on the basis of seniority cum merit from non executive to executive category to the level of AMO, merit will be based on the grade of the annual confidential reports. The minimum requirement of the said grade will be an average grade of B+ or positively good ACRs in the previous five years.

In the case of merit promotions (to posts above the level of AMO) in addition to the annual confidential reports, the departmental selection committee appointed by the Managing Director shall also assess the suitability of the candidate by administering written and oral tests or interviews to the candidates in the zone of consideration. The minimum requirement of the said grade for such promotions will be on average of “A” or “Very Good” or “above average” ACRs in the previous 5 years.

Promotions may also be given from one contract post to another based on satisfactory performance.

No person shall be taken on deputation against Class III and IV. A person taken on deputation will be counted against the post reserved for being filled in by nomination/direct recruitment.

7. Filling up vacancies

All vacancies shall be filled in either by promotion or nomination as laid down in the recruitment rules for the post concerned. The Management, however reserves to itself the right not to fill in any such vacancy.

8. Reservation for Scheduled Castes, Scheduled Tribes & Other Backward Classes etc.

Recruitment to the posts in the Corporation shall be made with due regard to the orders/instructions issued by the Government from time to time in respect of –

(i) Reservation, relaxation of age limit etc. made in respect of candidates belonging to scheduled castes, scheduled tribes, denotified tribes and nomadic tribes and other backward class communities

(ii) Priority fixed for employment of persons retrenched from service under Government, Semi Government or Government Undertakings etc.

(iii) Where the posts reserved for a particular Section of the backward classes cannot be filled by candidates of that section for want of suitable candidates from that Section the posts shall be kept up filled and carried forward till they are filled by members of the particular section for whom they are reserved; unless in time of need, they are filled up from permanent posts for a specified period i.e. 6 months whereupon it will again be reserved for Scheduled Caste/Scheduled Tribe Candidates.

Provided that in the case of recruitment by nomination such vacancies shall not be carried forward in this manner for more than 5 years and that the total number of normal reserved posts shall not exceed 50 percent of the total number of vacant posts on any occasion of recruitment.

Provided further that the surplus above 50 percent shall be carried forward to the subsequent occasion of recruitment, subject to the condition that such vacancies are not carried forward for more than 5 years

9. Period of Probation

Every person appointed to a post under the Corporation by promotion shall be on probation for a period of six months, while those appointed to posts by direct recruitment shall be on probation for a period of one year..

Provided that the Corporation may reduce the period of probation or if it thinks fit in any case, extend the period of probation to a further period of six months. These rules shall also apply to temporary employees appointed on long term of contracts.

10. Discharge of a Probationer

A probationer shall be liable to be discharged from the service, or as the case may be reverted to his regular post held by him in the Corporation prior to his appointment on probation if his services are not found to be satisfactory. His service will be discontinued without giving any intimation/notice by issuing simpliciter termination letter.

11. Resignation during probation

A probationer may resign from the service by giving simple resignation letter.

12. Temporary Promotion of a departmental candidate when a candidate for appointment by nomination/promotion is not available

1) When a suitable candidate is not available for appointment by nomination to a post, a suitable departmental candidate may be given a purely temporary promotion. A fresh attempt shall be made to get a suitable candidate by direct recruitment by readvertising the post within 6 months. If after one year from the date of temporary appointment of the departmental candidate, no suitable direct recruit is available, the Competent Authority may continue the departmental candidate on a long term basis, after obtaining the approval of the Competent.

Selection Board

In the case of a post of Assistant District Coordinating Officer and above reserved for being filled in by promotion, the Management may, if it is satisfied that a suitable departmental candidate is not available with the required qualification or competence to shoulder higher responsibilities, fill the post by nomination in the manner provided in these rules.

13. Canvassing to Disqualify candidates

Any attempt on the part of a candidate or his relations or friends to canvass either directly or indirectly or to enlist support for his candidature for service in the Corporation or for promotion to a higher post shall disqualify him for selection or promotion.

14. Appointment by Deputation

Certain categories of posts/vacancies in Class I and Class II can be filled in by deputationists from the Govt.of Maharashtra/ any Govt. in India and by superannuated/retired persons from the State/Central Govt. Also subject to the condition that deputationists will be repatriated when a direct recruit or a departmental candidate deserving promotion to the post is considered suitable by the Competent Selection Board.

15. Method of Selection of Candidates

(i) Unless otherwise directed by the Competent Staff Selection Authority, the methods of selection of candidates for appointment shall be by (i) interview and/or written test in respect of all Class I/Group A and Class II/and Group B posts. Highly qualified persons may be recruited by the Management without going through the normal process of advertisement, interview etc.

(ii) By a written examination followed by an interview in respect of posts in Class III/and by interview only in respect of posts in Class IV.

16. Appointment against purely Temporary Vacancies

All appointments to posts in Class III and Class IV except appointments by transfer of such officials shall be made by the Competent Authority. Provided that in the case of vacancies of a purely temporary nature and leave vacancies where no persons recommended by the Competent Selection Board is available, the Competent Authority may appoint a suitable persons, for a period of not exceeding six months

17. Age limits for Recruitment

The lower age for direct recruitment in the case of various posts shall be 18 years. The upper age limit for direct recruitment to various posts shall be as per the schedule I attached herewith. The upper age limit shall be reckoned on the last date prescribed for submission of an application for such a post. Provided that the upper age limits prescribed for appointments to the post under the Corporation under the relevant recruitment rules, shall be relaxable by 5 years in
respect of candidates belonging to the Scheduled Castes, Scheduled Tribes and Other Backward Classes.

18. Minimum Educational & Other Qualifications

The minimum educational and other qualifications required in respect of various categories of posts shall be as prescribed in the Schedule attached herewith. Provided that the prescribed educational qualifications and/or experience may be relaxed by the management, if circumstances so warrant and after considering the recommendations if any, made by the Competent Selection Board. Such relaxations made in the case of appointments of officers of and above the level of Development
Officer shall be approved by the Board.

19. Higher Starting Pay or Personal Pay

The Managing Director may in exceptional cases, sanction grant of higher starting pay or personal pay, condone physical defect and/or relax age limits and educational qualifications. Such relaxations made in the case of appointments of officers of and above the level of Managers shall be intimated to the Board.

20. Meetings of Selection Board

The Selection Board shall meet as often as the Managing Director/Secretary of the Competent Selection Board concerned considers necessary.

21. Information about Candidates & Procedure

It shall be the responsibility of the Secretary/Convenor of the Competent Selection Board to ensure that members of the Competent Selection Board are furnished with all the relevant information about candidates and about the procedure. In arriving at the decision, the Competent Selection Board shall have due regard to the general policy of the Corporation as indicated from time to time.

22. Examination and/or Interview

Candidates passing the written examinations shall be called for interview before the Competent Selection Board, in the order of merit with due regard to the number of vacancies to be filled in. In cases where no examination are prescribed, preliminary scrutiny will be conducted by the Secretary/Convenor of the Competent Selection Board and call for interviews sent with the prior approval of the Managing Director.

23. Names of suitable candidates to be arranged in the order of preference

The names of the candidates found suitable for appointment shall be arranged in such order of preference as may be decided by the Competent Selection Board on the basis of their performances in the examination and/or interview. The candidates whose names are included in the list shall be considered for appointment to the available vacancies in the order in which their names appear in the list.

24. Higher Starting Pay/Relaxation of Conditions

Prior to the approval of the Competent Authority for grant of higher starting pay or relaxation of age limit/education qualification or condonation of any physical disability, a candidate may be appointed provisionally on the minimum of the pay-scale of the post for which he is selected, if such appointment is required to be made urgently.

In case the Competent Authority does not approve of the reasons put forth for the relaxation of conditions recommended by the Competent Selection Board, the Appointment of the candidate appointed provisionally shall be deemed to be terminated.

25. Production of evidence of Good Character

Every candidate for appointment to any post under the Corporation shall have to produce such evidence of good character as the appointing authority may require in that behalf.

26. Physical Fitness for Appointment and Continuance

(i) Every person seeking employment in the Corporation other than one (i) appointed in a casual vacancy (ii) taken on deputation from Government, and (iii) who is in continuous service of the Corporation and in the discretion of the Corporation/Management such examination is not considered necessary, shall satisfy such physical standards as may be prescribed from time to time by the Competent Authority and produce a medical certificate of health from the Medical Officer nominated by the Corporation either before his appointment or within three months from the date of appointment.

(ii)The fact that a Corporation employee is medically
examined and found fit should be recorded in his personal file/service book as soon as a certificate is produced and the medical certificate of fitness should be pasted on page/inside of the front page of the service book/personal file and kept in safe custody along with the other documents connected with the service career.

27. Disqualification for appointment on Medical Grounds

No candidates shall be appointed to a post under the Management/Corporation who, after such medical examination as the Management/Corporation may prescribe, is not found to be in good mental or bodily health and free from any mental or physical defect likely to interfere with the discharge of the duties of the post.

28. Departmental/Professional and Language Examination & Training

Every employee other than one selected for appointment to a Class IV/Group D post shall be required to pass such departmental, professional and language examination or tests as may be prescribed by the Competent Authority in that behalf, within the specified periods, from the date of his first appointment in the Corporation. If an employee fails to pass such examination within the prescribed period, he shall be liable to be discharged or reverted to the lower post as the case may be or be dealt with in such manner as the Competent Authority may direct.

Every such employee may also be required to undergo pre-recruitment and/or post recruitment training as may be laid down by the Management/Corporation from time to time.

29. Minimum qualifications to be regarded as enough for Scheduled Castes/Scheduled Tribes and Other Backward Classes etc.

The minimum qualifications required for a post would be regarded as enough for candidates/employees from scheduled castes/scheduled tribes and other backward classes and such candidates/employees would be appointed in reserved vacancies even if non-backward class candidates with higher qualifications are available,
provided the backward class candidates satisfy also the minimum requirement of suitability for appointment.

30. Lowering or relaxing minimum qualifications in cases of Scheduled Castes/Scheduled Tribes and Other Backward Classes.

i) if it is found that an adequate number of candidates belonging to the backward classes are not available, if the general standard of selection is strictly enforced, the standards of selection would be lowered in favour of member of that class and candidates who are generally considered suitable and who conform to the minimum standards for appointment would be selected.

ii) in respect of backward class candidates the Management would not insist on knowledge of typewriting in respect of clerical posts for which typewriting is not prescribed as an essential qualification.

iii) only in order to maintain at least the minimum percentage of backward class candidates in service, the management shall consider the feasibility of lowering or relaxing the minimum qualifications.

31. Retrenchment

When any retrenchment is to be effected it shall be executed in accordance with the law inforce and Govt. direction.

32. Forwarding of applications

Applications from employees belonging to the Backward Classes for posts under Departments of the State Government or under another State Govt. or the Central Govt. or bodies like Municipalities should normally be forwarded unless, in very rare cases there are compelling grounds of public interest for withholdings them. While forwarding their applications the competent authorities should bear in mind the orders contained in Govt. Ciruclar, Political and Service Department no. SRV-2254 dated the 10th Feb.\’55. Accordingly in such cases before agreeing to forward the applications for appointments under the Govt. of India or under other State Govts. or in any case before relieving the employees concerned to join their new appointment it should be made clear to them that their new appointment will not be in the nature of deputation or transfer and that they should resign their appointments under the Corporation before they accept them. If in any particular case it is considered necessary to depart from this rule and to allow continuity of service to the person concerned the case should invariably be referred to the Govt. and decision taken in consultation with Government.

33. Payment of application Fee

Only half of the prescribed application fee for posts under the Corporation would be charged to Backward Class candidates.

34. No objection Certificates

Employees belonging to the Scheduled Castes or the Scheduled Tribes who posses academic or technical qualifications for posts higher than the ones in which they are employed, should be permitted to register themselves at the Employment Exchange irrespective of the fact whether they are in permanent or temporary service, \’No objection\’ Certificates should be issued in their favour. It should, however, be made clear to such employees that in case of their appointment elsewhere through the Employment Exchanges, their new appointments will not be in the nature of deputation or transfer and that they will have to resign their appointments before accepting new posts.

Schedule III

TABLE SHOWING PRESCRIBED ACADEMIC QUALIFICATIONS, EXPERIENCE AND UPPER AGE LIMIT FOR VARIUS POSTS

Sr. No. Post Qualification Experience desired in respective fields (in years) Upper Age Limit
1 Managing Director I.A.S. official of the level of Secretary
2 Executive Director I.A.S. official of the level of Joint Secretary or other candidate with MBA/MSW/Postgraduate in Social Sciences For non Govt. officer 12 years experience as an officer in a major NGO or organization dealing with social issues  
3 General Manager Projects Postgraduate degree in Business Administration or MSW with diploma in computer 8 to 10 years of experience as an officer in a major NGO or organization dealing with social issues 50 years
General Manager Administration and Finance Postgraduate in any discipline with knowledge of computer literacy 8  to 10 years  of experience as an officer in a govt.   company or banking corporation
4 Manager Administration MBA or PG in personal Management with diploma in computers 8 years  experience as an officer in a govt.  or private company 40 years
Manager Project M.S.W. or an MBA and diploma in computers 8  years of experience as an officer in a major NGO or organization dealing with social issues
Chief Accounts & Finance Officer (CAFO) MBA in Finance or Master’s degree in Commerce or Chartered Accountant, Diploma in computers 8 years experience as a Finance officer with government or private company or in a scheduled commercial or cooperative bank
5 Dy. Manager (Projects) / Sr. District Co-ordinating Officer M.B.A. or  MSSW and diploma in computers 7 years as an officer in a major NGO or organization dealing with social issues 35 years
Dy. Manager (Administration) PG Personnel Management or MBA / diploma in business administration and diploma in computers 7 years experience as an officer in govt. or private company  
Dy. Chief Accounts & Finance Officer (CAFO) MBA in Finance or Master’s degree in Commerce or Chartered Accountant and diploma in computer 7 years experience as a Finance officer in government or private company or in a scheduled commercial or cooperative bank  
6 District Coordinating Officers / Development Officers MSW or M.B.A. and diploma in computers 5 years as an officer in a  major NGO or organization dealing with social issues  
Senior Accounts Officer Post Graduate in Commerce and diploma in computer 5 years
experience as a Accounts Assistant or officer in a government or private
company or in a scheduled commercial or cooperative bank
32 years
Administrative Office Post Graduate in any discipline with diploma in personnel Management / degree in Law and diploma in computer 5 years experience as an officer in a govt. or private company  
P.A. to Managing Director Graduate with  Diploma in Secretarial Practice and diploma in computers 2 years experience in a similar capacity 28 years
7 Assistant District Co-Ordinating Officer MSW or MBA and diploma in computers 3 years as an officer in a major NGO or organization dealing with social issues 30 years
Accounts Officer Graduate in Commerce and diploma in computer 3 years as officer in any Govt. or private company  
8 Assistant Monitoring Officer MSW or  MBA with Diploma in computer 2 years 28 years
9 P.A. to Executive Director / General Manager Graduate with Diploma in shorthand and diploma in computers 2 years experience in a similar capacity 28 years
  Graduate with diploma in shorthand and diploma in computer 2 years  
10 Accounts Assistant B.Com with diploma in computers 2 years 28 years
11 Clerk cum computer operator Graduate in any discipline with diploma in computer 2 years 28 years
12 Driver SSC with valid driving licence of minimum 2 years 2 years 28 years
13 Peons/Watchman S.S.C. Not needed 28 years

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