Departmental Test Material: GO & EO Test
CHAPTER-4
AP and TS ROSTER POINTS Table IN
PROMOTIONS & RECRUITMENTS
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1 Open Competition Women
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51 Open Competition
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2 Scheduled Castes Women
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52 Scheduled Castes
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3 Open Competition
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53 Open Competition
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4 Backward Class (Group-A)
Women
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54 Backward Class (Group-A)
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5 Open Competition
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55 Open Competition Women
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6 Visually Handicapped
Women
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56 Orthopaedically
Handicapped (Open)
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7 Scheduled Castes
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57 Open Competition
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8 Scheduled Tribes Women
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58 Scheduled Tribes Women
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9 Open Competition
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59 Open Competition Women
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10 Backward Class (Group-B)
Women
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60 Backward Class (Group-B)
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11 Open Competition
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61 Open Competition
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12 Open Competition Women
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62 Scheduled Castes
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13 Open Competition
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63 Open caste women
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14 Backward Class (Group-C)
Women In every 3rd cycle of 100 point roster
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64 Backward Class (Group-D)
Women
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15 Open Competition
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65 Open Competition Women
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16 Scheduled Castes
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66 Scheduled Castes Women
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17 Open Competition Women
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67 Open Competition
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18 Backward Class (Group-D)
Women
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68 Backward Class (Group-D)
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19 Backward Class
(Group-E) Women
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69 Backward Class
(Group-E)
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20 Backward Class (Group-A)
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70 Backward Class (Group-A)
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21 Open Competition
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71 Open Competition Women
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22 Scheduled Castes Women
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72 Scheduled Castes
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23 Open Competition Women
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73 Open Competition
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24 Backward Class (Group-B)
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74 Backward Class (Group-B)
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25 Scheduled Tribes
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75 Scheduled Tribes
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26 Open Competition
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76 Open Competition
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27 Scheduled Castes
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77 Scheduled Castes
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28 Open Competition
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78 Open Competition Women
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29 Backward Class (Group-A)
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79 Backward Class (Group-A)
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30 Open Competition Women
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80 Open Competition
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31 Hearing Handicapped
(Open)
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81 Backward Class (Group-B)
Women
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32 Open Competition
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82 Open Competition
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33 Scheduled Tribes
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83 Scheduled Tribes
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34 Open Competition Women
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75 Scheduled Tribes
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35 Backward Class (Group-B)
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76 Open Competition
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36 Open Competition
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77 Scheduled Castes
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37 Open Competition
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78 Open Competition Women
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38 Open Competition Women
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79 Backward Class (Group-A)
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39 Backward Class (Group-D)
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80 Open Competition
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40 Open Competition
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81 Backward Class (Group-B)
Women
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41 Scheduled Castes
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82 Open Competition
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42 Open Competition
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83 Scheduled Tribes
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43 Backward Class (Group-D)
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84 Open Competition Women
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44 Backward Class
(Group-E)
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85 Backward Class (Group-B)
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45 Backward Class (Group-A)
Women
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86 Open Competition
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46 Open Competition
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87 Scheduled Castes Women
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47 Scheduled Castes Women
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88 Open Competition
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48 Open Competition
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89 Backward Class (Group-D)
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49 Backward Class (Group-B)
Women
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90 Open Competition Women
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50 Open Competition Women
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91 Scheduled Castes
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92 Open Competition
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93 Backward Class (Group-D)
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94 Backward Class
(Group-E)
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95 Backward Class (Group-B)
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96 Open Competition Women
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97 Scheduled Castes
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98 Open Competition
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99 Backward Class (Group-B)
Women
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100 Open Competition
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Determination
of Number of Reserved Posts
4.1 Number of posts reserved for Scheduled Castes, Scheduled Tribes and Other Backward
Classes in a cadre having more than 13 posts shall be determined by
multiplying the cadre strength
by the percentage of reservation prescribed for respective categories. While doing so, fractions, if
any, shall be ignored.
Illustration : Suppose a grade in a service where reservation in promotion
is available, has a
total of 600 sanctioned posts, 50% of which are filled by direct recruitment on all India basis by
open competition and 50% are filled by promotion by non-selection. Number of posts reserved for Scheduled Castes in case
of direct recruitment would be
equal to 300x 15/100
which comes to 45. Number of posts reserved for scheduled Tribes would be equal
to
300x7.5/100, which after ignoring the fraction comes to 22 and number of posts reserved for
Other Backward Classes would
be equal to 300x27/100
i.e. 81. Similarly, the number of posts
reserved for Scheduled
Castes and Scheduled Tribes in case of promotion would be
45 and 22 respectively. It may be noted that the number of reserved posts for Scheduled Tribes comes to 22.5 in case of direct recruitment as well as promotion.
Exact number of reserved posts is arrived at
by
ignoring the fraction.
4.2 If the number of posts in a cadre is 2 or more than 2 but less than 14, reservation is provided
as
per L-shaped rosters prescribed vide Department of Personnel & Training
OM No. 36012/2/96- Estt(Res) dated 02.07.1997.
These L-shaped rosters are
nothing but 14- Point rosters given below. Thus
in cadres with 2 posts but less than 14 posts, reservation shall be provided by rotation on the
basis of following 14-point rosters:
ROSTER
POINTS
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DIRECT RECRUITMENT
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PROMOTION
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(i)
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(ii)
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(iii)
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1.
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UR
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UR
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2.
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UR
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UR
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3.
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UR
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UR
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4.
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OBC
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UR
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5.
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UR
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UR
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6.
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UR
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UR
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7.
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SC
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SC
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8.
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OBC
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UR
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9.
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UR
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UR
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10.
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UR
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UR
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11.
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UR
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UR
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12
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OBC
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UR
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13.
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UR
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UR
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14.
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ST
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ST
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Note 1: The term ‘cadre strength’ used in relation to calculation of reservation/ maintenance of reservation registers /rosters means number of posts required to be filled by a particular mode of recruitment in terms of the applicable recruitment rules. In a grade comprising 200 posts, where the recruitment rules prescribe a ratio of 40:40:20 for direct recruitment, promotion and deputation/absorption respectively, the cadre strength for direct recruitment shall be 80 and cadre strength for promotion shall be 80. Since there is no reservation in case of deputation/absorption, 40 posts will not be subject to reservation.
Note 2: Where the recruitment is made vacancy based, it is possible that at any given point of time
share of direct recruitment may
increase and share of promotion may correspondingly decrease or vice-versa.
In such cases cadre strength for direct recruitment and cadre strength for promotion may
change
from year
to year.
Consequently, number
of reserved posts in direct recruitment quota
and
number of reserved posts in promotion
quota would change
from year
to year. Likewise, if there is
any increase or decrease in the cadre strength for any other reason, the number of reserved posts
shall increase or
decrease accordingly.
Note 3: Excess or shortfall of reservation, which may arise due to change in cadre strength, shall be
adjusted/made up in subsequent recruitments.
Determination of Reserved Vacancies
Determination of Reserved Vacancies
4.3 While filling up of vacancies in a year, efforts shall be made to make up the shortfall of
reservation for all the three categories, namely, SCs, STs and OBCs subject, however, to the
condition that total number of vacancies reserved for SCs, STs and OBCs is not more than 50% of the vacancies
of the year.
4.4 The ceiling of 50% reservation on filling of reserved vacancies would apply only to the
vacancies which arise in the current year and the backlog
reserved vacancies of SCs, STs and OBCs
in case of direct recruitment and backlog reserved vacancies of SCs and STs in case
of promotion of earlier years, would
be treated as a separate and
distinct group, and would
not be considered together with the reserved vacancies of the year in which they are filled for determining the ceiling
of 50%
reservation on total number of vacancies
of that year.
Note 1: Shortfall of reservation of a particular reserved category
in a
cadre means the difference between the 'total number of reserved posts for that category in the cadre’ and ‘the number of persons
of that category appointed by reservation and holding the posts in the cadre’.
Note 2 :
Backlog reserved vacancies of a category are those vacancies which were earmarked
reserved for that category
in an earlier recruitment year but remained unfilled in the previous
recruitment attempt on account of non availability of suitable candidates belonging to that category
and are still lying unfilled.
4.5 Given below is an illustration which would clarify the method of earmarking reservation for SCs, STs, and OBCs.
(i) There is a cadre having a total number of 1000 posts which are filled by direct recruitment on all India basis by
open competition. The number of SC, ST and
OBC
employees appointed by reservation in the cadre should ideally
be 150, 75 and 270 respectively when
all
the posts are filled.
(ii) Suppose all the 1000 posts stood filled in the year 2006 but the number of SC,
ST
and OBC employees appointed by
reservation was 130, 75 and 100
respectively. There
was, thus, a shortfall of 20 SCs and 170 OBCs in the cadre in
that year,
though
all
the posts were filled.
(iii) (a) Suppose 200 vacancies occurred in the cadre in the recruitment year 2007,
of which 20 were vacated by SCs, 10 by STs and rest by
unreserved category
candidates. After vacation of these
posts, shortfall of SCs, STs and OBCs in the
cadre became 40, 10 and 170 respectively. Though there was a big shortfall of
SCs, STs and OBCs in the cadre,
only
100 of these vacancies could
be
earmarked
reserved because all the 200 vacancies were current vacancies and limit of 50% on reservation
in a year would
apply on these vacancies.
(b) Shortfall of SCs and OBCs was more than 15% and 27% respectively
of the current vacancies. Therefore, 15% of the current vacancies were
straightway earmarked reserved for SCs and 27% for
OBCs i.e. 30 vacancies were earmarked reserved for SCs and 54 for the OBCs.
Shortfall of STs was 10 which is less than 7.5% of total vacancies. Therefore, only
10 vacancies were earmarked
reserved for STs. Applying the above principle, 94 vacancies were earmarked reserved. This left
room for
6 {100-(30+54+10)}
more
vacancies to be earmarked reserved to make up the shortfall. These 6 vacancies were apportioned between SCs and OBCs in the ratio
of percentage of reservation prescribed for
these categories viz. 15:
27, i.e. 2 for SCs and 4 for OBCs (fractions rounded off to the nearest whole number). However, while making
such distribution, it has to
be kept in view
that the number
of vacancies earmarked reserved for
any category is
not more than the shortfall of that category. Thus, final earmarking of reservation in respect of the
vacancies for the year
2007 was 32 for SCs,
10 for STs and 58 for OBCs.
(c) Suppose only 20 SC candidates, 5 ST candidates and 50 OBC candidates
could be appointed in the recruitment year 2007 against the vacancies reserved for them. Thus,
12 vacancies of SCs, 5 vacancies of STs and 8 vacancies of
OBCs
which were earmarked reserved could not be filled and remained vacant.
These 12 vacancies of SCs, 5 vacancies of STs and 8 vacancies of OBCs which were earmarked reserved but remained vacant in the
recruitment attempt will be
treated as backlog
reserved vacancies for the subsequent recruitment year. After the recruitment process for the year 2007 was over, total number
of posts filled was 975, of which 130, 70 and 150 were held respectively by SCs, STs and
OBCs. It may
be noted that shortfall of reservation of SCs, STs and OBCs at this stage was 20, 5 and 120 respectively. However, number of backlog reserved vacancies
of SCs,
STs and
OBCs was 12, 5 and 8 respectively.
(iv) Suppose 200 vacancies occurred in the recruitment year 2008 of which 20 were
vacated by SCs, 10 by STs and 20 by OBCs. At this stage shortfall of SCs, STs
and
OBCs was 40, 15 and 140 respectively. Total vacancies in the year were 200+12+5+8=225,
of which 200 were current vacancies and
25 backlog vacancies. While
earmarking reservation, 25 backlog reserved vacancies of
SCs, STs and OBCs will be treated as a separate and distinct group and will be kept
reserved-12 for
SCs,
5 for STs and 8 for OBCs. Of the 200 current vacancies, not more
than 100 can be earmarked reserved. By
applying the same principles as in the year 2007, out of 200 current vacancies, 28 were earmarked reserved for SCs, 10 for STs and 62 for OBCs. Thus the number of vacancies reserved for SCs,
STs
and OBCs in the
recruitment year 2008, including
the backlog reserved
vacancies, were 40, 15 and 70 respectively. If only 35 SCs, 12 STs and 50 OBCs become available to fill up
the reserved vacancies, 5 vacancies of SCs, 3 vacancies of STs and 20 vacancies of OBCs will be kept vacant and will be
treated as backlog reserved
vacancies
for
the subsequent
recruitment year.
4.6 In case of cadres where reservation is given by rotation,
number of reserved vacancies will be
determined as per roster points. It would have to be kept in view that not more than 50 per cent
of current vacancies of a year are reserved and total reservation in the cadre does not exceed the limit of 50%.
If at any
stage, filling up of a vacancy results into more than 50% reservation in the
cadre, reservation
shall be skipped.
Relevant Office
Memoranda etc.
1
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2.7.1997
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2
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15.7.2008
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