SELECTION / PROMOTION

Group ‘B’ Posts [Para 201 to 209 of IREM – I]

All vacancies in Group 'B' are filled by promotion on the basis of selection of eligible Group 'C’
employees and also on the basis of Limited Departmental Competitive Examination, wherever the
scheme is in force. Where the scheme of LDCE is in force, selection is held to fill 70% of the
vacancies and LDCE is held to fill the remaining 30% of the vacancies. [RBE 02/06]
Frequency of Selection.—Selection for promotion to Group ‘B’ posts should be held once in two
years. Where due to unforeseen developments, such as creation of new posts, up gradation etc., the
panel drawn gets exhausted and the biennial selection is away by more than six months a fresh
selection may be held. The need for conducting such selections should however, be rare.
Composition of Selection Committee.—Selection Committee will be constituted under the orders
of the General Manager and should consist of 3 Heads of Department or Additional Heads of
Department including the Chief Personnel Officer or Additional Chief Personnel Officer and the
Head of the Department concerned. The Senior Deputy General Manager or the Additional CVO of
the Vigilance Organization should not be nominated to serve on the Committee. If none of the
officers constituting the Departmental Promotion Committee belongs to either Scheduled Caste or
Scheduled Tribe than officer holding the rank not lower than the Junior Administrative Grade may
be nominated.
Assessment of vacancies - Vacancies for a selection period of 24 months + vacancies that are due
to arise in the next six months (total 30 months) should be assessed taking into account the
vacancies in regular cadre (both permanent and temporary) including construction reserve and the
panel should be formed for the total number of vacancies. [RBE 129/06]
Reservation in favour of SCs/STs — Rules of post-based reservation apply in filling the
vacancies in Group 'B' on the basis of selection. Only those eligible SCs/STs who are in the zone of
consideration should be called for the selection. If either SCs/STs are not available in the zone of
consideration or the available SCs/STs have not qualified for appointment against the reserved
vacancies, then the reserved vacancies will remain unfilled and the same will be filled up through
future selections. [RBE 194/05, 200/05 & 129/06]
Conditions of eligibility.— For Group “B” selections (except Accounts Deptt.)(70% quota), Group
“C” employees working in Pay Band PB-2 (Rs. 9300-34800) with Grade Pay of Rs. 4200 and
above with 3 years of non-fortuitous service in the grade (including non-fortuitous service rendered
in the corresponding pre-revised grades) will be eligible.
For Group “B” selections (30% LDCE quota), Group “C” employees working in Pay Band PB-2
(Rs. 9300-34800) with Grade Pay of Rs. 4200 and above with 5 years of non-fortuitous service in
the grade (including non-fortuitous service rendered in the corresponding pre-revised grades) will
be eligible.
In the integrated seniority of Group “C” employees eligible for Group “B” selections (70% quota),
employees in Pay Band PB-2 (Rs.9300-34800) with Grade Pay of Rs. 4600 will be placed above
those in Pay Band PB-2 (Rs.9300-34800) with Grade Pay of Rs. 4200, in either category, the
relative seniority of employees coming from different streams will be determined with reference to
length of non-fortuitous service in the Scale of PB-2 + 4600 or PB-2 + 4200 as the case may be.
[RBE 02/06 & 46/10]
In case a junior employees is considered for selection (70%) by virtue of his satisfying the relevant
minimum service conditions all persons senior to him shall be held to be eligible, notwithstanding
the position that they do not fulfill the requisite minimum service conditions.
For the purpose of determining eligibility of the candidates for promotion/selection to Group ‘B’
posts, the grades of running staff may be equated with those of the stationary staff as indicated
below :- [RBE 53/11]

PTC., NWR, Jodhpur 1

S. Category of running staff Scale of pay applicable Scale of stationary post to which
No (VI CPC) should be equated (VI CPC)
1 (1) Loco Pilot (M/Exp.) PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Loco Pilot
(Pass)./Senior Motor Man
2 (1)Loco Pilot (Pass.) / Motor PB- 2 + GP 4200 PB-2 +GP 4600
Man
(2) Sr. Goods Loco Pilot
3 (1) Goods Driver PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Shunter
4 (1) Shunter PB- 1 + GP 2400 PB-2 +GP 4200
(2) Sr. Asstt. Loco Pilot
5 (1) Asstt. Loco Pilot PB- 1 + GP 1900 PB-1 +GP 2400
6 (1) Guard (M/Exp.) PB- 2 + GP 4200 PB-2 +GP 4600
(2)Sr. Pass./Sub Guard
7 (1) Passenger/Sub Guard PB- 2 + GP 4200 PB-2 +GP 4600
(2)Sr. Goods Guard
8 (1) Goods Guard PB- 1 + GP 2800 PB-2+ GP 4200
Zone of consideration.—The number of employees to be called for the selection will be in
accordance with the sliding scale in the order of seniority as shown below -
If one vacancy —5 employees is to be called.
If two vacancies—8 employees is to be called.
If three vacancies—10 employees is to be called.
Four vacancies and above—employees equal to three times the number of vacancies.
If adequate number of SCs/STs are not available within the field so determined for consideration
against reserved vacancies the field should be extended to five times the number of vacancies and
only those SCs/STs coming in the extended field (and not the others) should be considered.
In respect of selections for the Group 'B' posts of Assistant Personnel Officer employees working in
Pay Band PB-2 (Rs. 9300-34800) with grade pay of Rs. 4200/- and in higher group “C” scales will
be eligible to appear for group “B” selection against 70% quota, provided they have rendered not
less than 3 years non fortuitous service in the grade and all employees who are eligible and who
volunteer for the selection should be considered, without any limitation of number.
[RBE 203/08]
Selection Procedure.—The selection is based on a written test to adjudge the professional ability,
viva-voce and assessment of record of service by the Selection Committee. The marks allotted and
the qualifying marks under the different heads are as follows:-
Prescribed papers Max. Marks Qualifying Marks Remarks
One paper on Professional 150 90 Out of 150 marks, the
subject and Estt. And professional subject will
Financial Rules. carry atleast 100 marks.

RECORD OF SERVICE AND VIVA-VOCE

Max. Marks Qualifying Marks
i) Viva-voce 25 30 (including atleast 15 marks in the record of
ii) Record of service 25 service).
[RBE 02/06]
The question paper for the written test should have a practical base i.e. it should be designed to test
the ability of candidates to tackle the practical problems they are likely to face rather than their
theoretical knowledge. It is in view of this that no syllabus has been prescribed for the written
examination except, the written examination for the post of Assistant Personnel Officer and the
Railways depending on the local conditions/practices should set the paper.

PTC., NWR, Jodhpur 2

Ten percent of the total marks allotted for testing the professional ability should be set apart for
questions on official language policy and official language rules. While the employees should be
encouraged to attempt the questions on official language policy and official language rules the
questions should not be compulsory.
The setting of the question paper and evaluation of answer books should be done by different
officers of SA grade Level I who need not necessarily be a member of the Selection Committee.
Questions on official language policy and official language rules may be set by or in consultation
with the Mukhya Raj Bhasha Adhikari.
Personality, Address and Qualities of Leadership should be assessed at the viva-voce test. Marks
for record of service should be given on the basis of Confidential reports and relevant service
records. Integrity of character should receive special consideration.
The successful candidates shall be arranged as follows :—
(1) Those securing 80% marks and above graded as 'Outstanding'.
(2) Those securing between 60% marks and 79% marks graded as 'Good'.
Employees securing the gradation 'Outstanding' will be placed on top followed by those securing
the gradation, 'good' inter-se -seniority within each group being maintained.
The recommendations of the Selection Committee should be put up to the General Manager for
approval. If he does not approve of the recommendations he will record his reasons in writing there
for and order a fresh selection. Once a panel is approved by the General Manager no amendment or
alteration in the panel should be made except with the prior approval of the Railway Board.
Currency of Panel.—The panel will be current for a period of 2 years from the date of approval of
the competent authority or till a fresh panel on the basis of next selection becomes available
whichever is earlier. If the operation of an approved panel has been held in abeyance either wholly
or partly as a result of injunction from the Court of Law, the currency of the panel should be
reckoned after excluding the period covered by the Court's directive. Before operating the panel
after the vacation of the junction/after disposal of the case by the Court of Law, the personal
approval of the General Manager should be taken.
Consideration of Employees on deputation—
In cases where employees eligible to take the selection are abroad on deputation/secondment and
are not likely to return in a few months time, the selection held in their absence should be finalized
without waiting for their return. On their return they should be called for the first selection held
thereafter and on the basis of their performance in the selection they should be considered for
proforma inclusion in the panel framed during their absence abroad. If an employee is thus included
in the panel no arrears would be payable to him and entitlement to pay in Group ‘B’ would
commence only from the date of his actual officiating promotion for the panel thus enlarged Board
approval should be obtained. In respect of eligible employees who are on deputation to
offices/establishments, within the country, it should be ensured that adequate advance notice is
given to such employee and they are considered at the selection without fail.
Medical fitness of employees selected for promotion to Group 'B'.—Employees selected for
promotion to Group ‘B’ service should be fit in all respects, including physical fitness, for the
duties assigned to the particular category of posts to which the promotion is made. The Group ‘C’
employees qualifying in the selections for promotion to Group ‘B’, posts but not passing the
prescribed medical standard should not be promoted to Group 'B' even on adhoc basis.[RBE 02/06]
Supplementary Selection - Not more than one supplementary selection should be held to cater to
the absentees. :- Selection should not be held separately for the Group'B'posts in the different
branches within a department except for Traffic( Transportation & commercial) Department where
stream-wise selections should be held in operating & Commercial branches.
(Authority: Ministry of Railways' letter No E(Gp)2002/2/s8 dated 30/04/2009 .[RBE 13/2016]

PTC., NWR, Jodhpur 3

Promotion to Group ‘B’ shall be made by the General Manager except security department. Such
promotion are made in the strict order of panel recommended by the selection board.
Refusal of Promotion.—An employee empanelled for promotion to Group 'B' refusing promotion,
when his turn arises should be debarred for promotion for one year and if after one year, he refuse
promotion again, his name should be deleted from the panel, when promoted, after the period for
which he is debarred, seniority will be as from the date of effect of promotion and he will be junior
to all employees promoted earlier than him on regular basis from the same panel but will be senior
to employees from the subsequent panel, if any formed.
Adhoc promotion.—In the event of an empanelled officer not being available due to the absence
of a panel, ad hoc promotion of the eligible Group 'C’ employee may be made subject to his
suitability being assessed by a screening Committee. The occasion for ordering adhoc promotion
should be rare.

PTC., NWR, Jodhpur 4

 Selection / Promotion of Group “C” Staff
[Para 210 to 228 of IREM – I]
Declaration of posts as 'selection' or 'non-selection posts'-The posts are declared as selection' or
'non-selection' for the purpose of promotion by the Railway Board depending upon the requirement
of the service.
Assessment of vacancies:
The calculation of vacancies for promotion to non selection posts should be made on the basis of
the number of existing vacancies plus those anticipated to arise during the next 6/4 months & one
year as the case may be.
The concept of anticipated vacancies can notes the following type of vacancies:
(a) Vacancies on account of normal wastage, viz. retirement or superannuation,
(b) Vacancies likely to be caused as a result of staff having given notice for voluntary retirement
provided the same are likely to be accepted.
(c) Vacancies in higher grades in the channel, the filling of which will result in the need to make
consequent appointments from the proposed panel,
(d) Vacancies likely to be caused due to staff approved to go on deputation to other units,
(e) Number of staff already empanelled for ex-cadre, posts,
(f) Vacancies likely to arise due to creation of additional posts in higher grades and also in the same
grade. This may include only those proposals which have been concurred in by the accounts
and approved by the competent authority, and
(g) The vacancies arising out of the cases where staffs are likely to go out on transfer to other
Railways/Divisions during the period under consideration.
Eligibility conditions:
1. The minimum period of service for eligibility for promotion within Group “C” should be two
years in the immediate lower grade irrespective of whether the employees belong to reserved
community or not.
2. The condition of two years minimum service has to be satisfied at the time the promotion is
actually made. Thus employee, who are regular in the relevant lower grade can be considered
according to the procedure laid down but a person, who is empanelled, can actually be
promoted only when he completes two years service in the immediate lower grade.
3. If by virtue of operation of the above, a junior is eligible for promotion to the relevant next
higher grade, his/her senior also will be eligible for promotion even though he/she might not
have put in a total of two years service in the immediate lower grade.
4. If a person is selected for and appointed in another cadre to a post in the same grade as that held
by him in his parent cadre and he has to seek further promotion in the new cadre, he has to
render two years service in the new cadre before being promoted therein.
5. Two years service condition in the immediate lower grade is also applicable to local
officiating/adhoc promotions against short term vacancies.
Promotion
A Railway servant may be promoted to fill any post whether a selection post or a non-selection post
only if he is considered fit to perform the duties attached to the post. The General Manager or the
Head of Department or Divisional Railway Manager may prescribe the passing of specified
departmental or other tests as conditions precedent to a Railway servant being considered fit to hold
specified post.
Promotion of persons with disability:- There shall be no discrimination in the matter of
promotion merely on ground of physical disability. Such staff will be considered for promotion in
their turn based on their eligibility and suitability along with others in the selection/suitability/trade
test, for promotion to higher grade post. [RBE 86/99]
In respect of promotions to non-selection post, the following principles should be followed :-
1. Staff in the immediate lower grade with a minimum service of two years in that grade will only
be eligible for promotion, unless a longer length of service in the lower grade has been
stipulated as a condition of eligibility for promotion in any particular category. The Service for
PTC., NWR, Jodhpur 5
 this purpose includes service, if any, rendered on adhoc basis followed by regular service
without break. The condition of two years’ service should stand fulfilled at the time of actual
promotion and not necessarily at the stage of consideration. If by virtue of the above rule, a
junior is eligible for such promotion, his senior will also be eligible for such promotion, even
though he might not have put in a total service of two years, or more (if stipulated in a
particular category in the lower grade). [RBE 175/98]
2. The number of eligible staff called for consideration should be equal to the number of existing
vacancies plus those anticipated during the next six months due to normal wastage. However,
in the case of promotion by trade test, the vacancies should be calculated on the basis of
existing vacancies plus those anticipated occurred during the next four months.
3. Where non-selection posts are filled from different categories of staff, no hard and fast limits
need be prescribed as to the number of the candidates to be admitted from each eligible
category. In cases where posts are to be filled on the quota basis it should be ensured that each
category is adequately represented within the overall number of candidates called up.
Employees passing the suitability test should only be placed in the select list. Employees not
qualifying in the test should not be taken merely to make up the quota fixed.
4. An employee who has passed a suitability test once need not be called for the test again and
should be eligible for promotion as and when vacancies arise.
5. A suitability test should be held at the interval which should not be less than six months. All the
eligible candidates as per their seniority including those who failed at the last test should be
called. The period of six months is reckoned from the date of announcement of the result.
6. If an employee fails in a suitability test but is called up again, a suitability test, after a time lag
of six months and he passes the same, he should be given preference over his junior who had
passed the suitability test earlier than him but is still waiting to be promoted for want of a
vacancy.
Selection Post
Selection is the process of screening of eligible employees for filling up post which has been
classified as selection post by railway board. Selections are to be conducted in a regular manner,
however holding of next selection become in minimum time gap of six month from the date of last
panel.
Selection post shall be filled by a positive act of selection made by Selection Boards, from amongst
the staff eligible for selection. The positive act of selection shall consist of only written test to
assess the professional ability of the candidates, for which reasonable advance notice should be
sent, except in the case of selection for promotion to posts in the categories of Teachers,
Law Assistants, Physiotherapists, Telephone Operators, Instructors in Zonal Training
Schools etc., Stenographers, Chief Typists, Protocol Inspectors, Receptionists,
Publicity/Advertising Inspectors, Photographers/Cameramen and Hostel
Superintendents, where the positive act of selection shall consist of both written test
and viva-voce test. The staff in the immediate lower grade with a minimum of two years service
in that grade only will be eligible for promotion, unless a longer length of service in the lower grade
has been stipulated as a condition of eligibility for promotion in a particular category. The service
for this purpose includes service, if any, rendered on ad hoc basis followed by regular service
without break. The condition of two years service should stand fulfilled at the time of actual
promotion and not necessarily at the stage of consideration. If by virtue of the above rule, a junior
is eligible for promotion, his senior will also be eligible for such promotion, even though he might
not have put in a total service of two years, or more, (if stipulated in particular category in the lower
grade).
Provided that the positive act of Selection for promotion to the post of Loco Pilot (Passenger) will
consist of viva-voce only to assess the professional ability of the candidates, after passing the
prescribed promotional course. [RBE 137/03 & 154/05]

PTC., NWR, Jodhpur 6

Eligible staff upto 3 times the number of staff to be empanelled will be called for the selection. The
staff employed in the immediate lower grade on fortuitous basis will not be eligible for
consideration. [RBE 149/99]
Note
(1) Persons who have expressed their unwillingness should not be reckoned for determining the
zone of consideration and additional persons in lieu thereof may be called for the selection.
(2) If a candidate without giving unwillingness, does not appear in the selection, he has to be taken
in the reckoning and therefore has to be called for supplementary selection. If he gives his
unwillingness on a subsequent date after the selection has commenced, additional persons will
not be called to compensate for him. [RBE 149/99]
(A) (i) The assessment of vacancies for selection posts within the cadre will include the existing
vacancies and those anticipated during the course of the next 15 months & all the vacancies,
if any, existing and reported upon by a construction organisation including Railway
Electrification and other projects should also be taken into account. For selection for ex-
cadre posts actual vacancies plus those anticipated in the next two years should be taken
into account. [RBE 141/97]
(ii)The concept of anticipated vacancies referred above should be deemed to connote the
vacancies due to normal wastage (i.e. retirement or superannuation), likely acceptance of
notice for voluntary retirement/resignation; the vacancies in the higher grade in the
channel, the filling up of which will result in the need to make consequent appointment
from the proposed panel, staff approved to go on deputation to other units, staff already
empanelled for ex-cadre posting, creation of posts already sanctioned by the competent
authority, and due to staff likely to go on transfer to other Railways/Divisions during the
period under consideration. [RBE 38/98]
In regard to selection posts, it is essential that all the selections are conducted annually in a regular
manner. However, where holding of the next selection becomes necessary before a gap of one year
on account of the panel getting exhausted, the earlier selection not throwing up adequate number
for empanelment/promotion, etc., the same may be held after a minimum time gap of six months
from the date of approval of the panel finalised as a result of the first selection. This condition of
six months restriction between selections will not, however, apply to general selections which are
conducted by calling options from serving employees fulfilling the prescribed eligibility conditions.
[RBE 94/97 & 279/98]
Revised classification and mode of filling up of non gazetted posts after VIth CPC:-
[RBE 161/09]
(1) As a one time exemption promotion to all vacancies as existed on 31.08.2009, may be made on
the basis of Revised classification of posts on the following methodology :-
(a) Posts carrying the grade pay Rs. 4200, proposed to filled up by ‘seniority-cum-suitability’ or
with ‘Suitability with prescribed benchmark’ (should be read as seniority cum suitability – RBE
103/10), as indicated in the statement, may be filled up with benchmark of 6 marks out of 15
marks in last three years ACRs, duly considering the existing instructions for promotions based
on confidential reports.
(b) Posts carrying the grade pay Rs. 4600 & above, proposed to be filled up by ‘Suitability with
prescribed benchmark’, may be filled up with benchmark of 7 marks out of 15 marks in last
three years ACRs, duly considering the existing instructions for promotions based on
confidential reports.
(c) For (a) & (b) above, in case CRs for 2008-09 for all candidates in the zone of consideration, are
not available, ACRs upto year 2007-08, may be taken into account.
(d) Extant instructions necessitating DAR/Vig. Etc. clearance, shall continue to hold good.
(e) Posts earmarked against Selection/General Selection/LDCE quota, wherever prescribed as per
revised clarification will be filled up as per existing procedure.
(f) Existing eligibility conditions like passing of Trade Test, Aptitude test, possessing of requisite
foot-plate experience, passing of promotional course for being eligible for construction for
promotion as pre-condition or for being deployed in promotional post, shall be continue to hold
good.
PTC., NWR, Jodhpur 7
(g) The residency period for promotion to higher posts including for promotion to merged grades,
will be two years, unless a longer length has been prescribed in terms of existing instructions
for promotion to higher posts.
(2) For the purpose of filling up of direct recruitment and promotee quota vacancies in the grade
pay of Rs. 4200 and 4600, the following shall be followed:-
(i) The posts in grade pay Rs. 4200 in cadre of technical supervisors, shall be divided in the
existing percentage of 26% (Recruitment grade of Rs. 5000-8000) and 24% (promotee
grade Rs. 5500-9000). The senior most 24% staff and posts in grade pay Rs. 4200, shall be
kept in a separate block and the remaining bottom most 26% posts of the total cadre of
supervisors shall be filled up as per the existing practice of filling up through Promootee,
LDCE and DR quota.
(ii) Similarly, to fill up the posts of Section Engineers in grade pay Rs. 4600, the posts shall be
divided in the ratio of 21:29. The senior most 21% staff and post will be placed in a separate
block and remaining 29% posts of the total cadre of supervisors shall be filled up by
promotees and direct recruits as per the existing practice.
(iii) Same principle will be followed to fill up all vacancies of grade pay Rs. 4200 & 4600.
(3) In continuance to RBE No.161/09,Railway Board have further clarified that following
methodology may be adopted for filling up promotional vacancies as may arise till 31.12.2011:-
(i) The bench mark for promotion to the posts carrying the Grade Pay Rs. 4200 on seniority-
cum-suitability basis was prescribed as 6 marks while for posts with Grade Pay Rs. 4600 &
above, the benchmark was 7 marks. This was permitted as a one time relaxation in order to
fill up the vacancies arisen upto 31.08.2009, after merger of grades due to implementation
of 6th CPC recommendations.
(ii) Now the above mentioned benchmarks for filling up the vacancies arising upto 31.12.2011
will be 6 and 8 marks out of 15 for posts in Grade Pay Rs. 4200 and Rs. 4600 & above
respectively wherever promotion is to be done on the basis of ‘Seniority-cum-suitability’.
[RBE 81/2010]
[Note :- (A) Para(2)(i)(ii)(iii) has been stands nullified vide RBE 158/11
(B) Para(2)(i)(ii)(iii) has been restored back vide RBE 65/12]
(4) The issue has once again been considered & it has been decided by the Rly. Bd. that the existing
methodology, as enumerated in RBE 161/09 may be applied to fill up the promotional
vacancies as may arise upto 31.12.12 with benchmarking as indicated in RBE 81/10 i.e. 6 & 8
marks out of 15 for the posts in G.P. Rs 4200/- & 4600/- respectively, wherever promotion is to
be done on the basis of ‘seniority – cum – suitability’, till further orders. (RBE 158/11)
The existing methodology & benchmarking for promotion as enumerated above will be applied
up to 31.12.16 (RBE No.13/2016) It is extended till further orders. (RBE, 12/2017)
Adhoc Promotions:-
(1) Selection/Suitability tests/trade tests should be conducted timely as per provisions in this
Manual so as to obviate the need for making ad hoc promotions which should be avoided both
in selection and non-selection posts. However, whenever ad hoc promotions are found
inescapable in selection posts in the exigency of service, the same should be ordered only from
amongst the senior-most eligible staff strictly in accordance with the existing guidelines. As a
rule, a junior should not be promoted, ignoring his senior unless the competent authority
ordering the ad hoc promotion, considers him unsuitable. In any case no second ad hoc
promotion should be allowed under any circumstances.
(2) The following guidelines should be adhered while considering ad hoc promotions:-
(a) Adhoc promotion in non-selection posts:- In the case of non-selection posts including posts
filled on the basis of trade tests, the vacancies shall be filled after following the prescribed
procedure quickly. There shall thus be no ad hoc promotions in non-selection posts.
(b) Adhoc promotion in selection posts:- Adhoc promotions may be made in leave vacancies and
short duration vacancies upto 4 months beyond which period the FA &CAO should not draw
the pay of concerned employee unless the Chief Personnel Officer has personally approved the
continuance.

PTC., NWR, Jodhpur 8

(c) Normally no adhoc promotion should be made against regular vacancies. If it becomes
inescapable to make ad hoc promotion against regular vacancies warranted by such
circumstances as Court’s orders etc. such promotion should be allowed only with the prior
personal approval of the Chief Personnel Officer who should satisfy himself with the reasons
for non-finalisation of the selection before according his sanction. In any case such
arrangements should not be allowed to last over six months save in exceptional circumstances
like where a panel cannot be formed because of stay orders from Courts etc. [RBE 279/98]
(d) The adhoc promotion in construction organization should be restricted & in no case, second
adhoc promotion should be allowed. [RBE 86/11]
(e) All promotions shall be done with the approval of the cadre controlling who is competent to
issue regular promotions. The need for adhoc promotion should be personally approved by the
cadre controlling authority of the open line before any such adhoc promotion is granted by
contruction organization. [RBE 86/11]
Selection Boards
(a) Selection Boards shall be constituted for the purpose of making recommendations to the
competent authority in respect of the Railway servant considered by it as suitable for filling a
selection post.
(b) Selection Boards may be constituted under the orders of the General Manager or Head of the
Department or other competent authority, not lower than a Divisional Railway Manager/Addl.
Divisional Railway Manager/Chief Workshop Manager. [RBE 92/2000]
Constitution of Selection Boards
(a) Selection Boards shall consist of not less than three officers, one of whom should be a Personnel
Officer and one of the Members should be from a Department other than that for which
selection is held. The presence of a Personnel Officer in the Selection Boards along with two
officers from the Department for which selection is held would meet the requirement of an
officer being from a Department other than that for which selection is held. [RBE 52/98]
(b) When a Selection Board consists of only three Officers, none of the members be directly
subordinate to any other.
(c) For selection posts in scale of pay Rs.5500-9000(RSRP) (Pre VI PC) and above, the Selections
Boards will consist of officers of Junior Administrative Grade. For all other selection posts the
Selection Board will consist of officers not lower in rank than senior scale. In either case,
except in the case of selection for Personnel Department, the Selection Board may include a
Personnel Officer in the next lower rank who shall nevertheless be an equal member of the
Selection Board.
(d) After the implementation of VIth PC, the selection Board, will now consist of Junior
Administrative Grade officers for selection to the posts carrying grade pay Rs. 4200/- & above,
where as officers in the rank of senior scale may be nominated for selection to the post carrying
grade pay Rs. 2800/- & below. [RBE 38/11]
Note: In Divisions where JA Grade officers are not available in the concerned Department, JA
Grade Officers of any other Department may be nominated as the members of the Selection Board,
the senior scale officer in independent charge of the concerned Department, who will not be
subordinate to any other Member of the Selection Board, being nominated as the fourth Member
who will also sign the selection proceedings. In the case of selection for Personnel Department if
there is no JA Grade officer in the Personnel Department of a Division and the post is divisionally
controlled, in addition to the senior scale personnel officer of the Division, a JA Grade officer of
the adjoining Division or of the Headquarters may be included in the Selection Board.
[RBE 52/98 & 45/99]
(e) Every effort should be made to include a SC/ST Officers on the Selection Board whether of the
same Department, if available or the other Department/Railway/Production Units or a non-
Railway Department.
Associating an officer belonging to SC/ST in the selection Board is mandatory not only when
the vacancies are reserved for these communities, but also where candidates belonging to
SC/ST communities are in the Zone of consideration for filling up unreserved vacancies.
PTC., NWR, Jodhpur 9
(f) (i) To make the selection more transparent & fool proof, instructions contained in Rly. Bds letter
dt. 20.10.99 (RBE 272/99) read with other related instructions should be followed scrupulously.
(ii) Specific acknowledgement should be obtained from the selection Committee members that
they have gone through these instructions and have followed these in the particular selection
for which the proceedings are being drawn. (RBE 57/13)
Training of SC/ST candidates – Pre selection / promotional training for safety /Non safety
categories for candidates belonging to SC/ST communities should be arranged. This training should
cover the entire syllabus prescribed for the written examination.
Confidential Report – Average marks of the last two ACR’s be taken into account for the purpose
of ACR for the third years, where minimum residency period for promotion to the next higher
grade is two yrs & the ACR for the third year is not available. [RBE 84/13]
Procedure to be adopted by Selection Board
(A)(i)In the written test held as part of the selection for promotion to the posts classified as
'Selection', objective type questions should be set for about 50%(in the range of 45% to 55%)
of the total marks for the written test except Account department. [RBE 137/03 & 123/06]
(ii) 10% question on Raj Bhasha .
“(iii). The question paper for the written test should have practical bias i.e. it should be designed to
test the ability of the candidates to tackle the practical problems they are likely to face rather
than their theoretical knowledge. [RBE No. 114/05]
(iv) In the answer to objective question, no correction of any type may be permitted. In case any
correction is made, that answer shall not be evaluated at all. The correction may be any one of
the following types-
(a)Cutting, (b) Overwriting, (c) Erasing (d) Scoring off a ticked answer in multiple-choice and
ticking another answer, and, (e) Modifying the answer in any way. [RBE 29/09]
(B)Moderation of results by way of awarding grace marks to candidates shall not be resorted to
without the authority of the Selection Board or the authority competent to accept the
recommendations of Selection Board. No grace marks shall be allowed in individual cases.
[RBE 95/85]
(C)The Selection Board will examine the service record and confidential reports (if kept) of the
staff eligible. A single evaluation sheet should be prepared to assess the candidates under the
different headings of personality, address, leadership, etc to be signed by all members of the
Selection Board. Corrections in the evaluation sheet, if any, should be attested by all the
members of the Selection Board. The members nominated on a Selection Board should be
advised clearly that there should not be any cuttings and over-writings in the proceedings of the
Selection Board and serious objection of any cuttings and over-writing will be taken.
[RBE 149/99]
(D)Selection should be made primarily on the basis of overall merit, but for the guidance of
selection Board the factors to be taken into account and their relative weight are laid down
below :-
Factors/Headings Maximum Marks Qualifying Marks
(i) Professional ability 50 30
(ii) Record of service 30 -
(iii) Seniority 20 -
Total 100 60
Note:-
(i) The item 'record of service' should also take into consideration the performances of the
employee in essential Training Schools/Institutes apart from examining CRs and other relevant
records.
In case of selection posts, where confidential reports of the employees are not maintained,
marks under the head of ‘record of service’ will be allotted on the basis of service record for
which uniform criteria will be adopted by the selection committee. [PS 86A/11 of NWR]
(ii) Candidates must obtain a minimum of 60% marks in professional ability and 60% marks of
the aggregate for being placed on the panel. In a few cases where both written and oral tests are
held for adjudging the professional ability, the written test should not be of less than 35% marks
PTC., NWR, Jodhpur 10
 and the candidates must secure 60% marks in written test for the purpose of being called in viva-
voce test. [RBE 154/07]
In the written examination candidates should be required to secure 60% marks in each paper, if the
written examination consists of more than one paper and not in each part of the question paper if the
question paper consists of parts [RBE 144/07]
(iii)The proviso in the Note (ii) above will not be applicable in respect of the ex-cadre posts where
the employee retains his lien in the parent cadre and seeks advancement therein. [RBE 149/99]
(iv)In the case of selection for promotion as Motorman, distribution of marks amongst various
headings in lieu of headings appearing in the table below shall be as follows:-
Factors/headings Maximum Marks Qualifying Marks
(1) Professional ability 50 30
(2) Record of service 15 -
(3) Seniority 15 -
(4) Aptitude Test 20 Minimum cut off as may be decided by RDSO
100 60
[RBE 35/06 & 139/06]
(E)The names of selected candidates should be arranged in order of seniority but those securing a
total of 80% or more marks will be classed as outstanding and placed in the panel appropriately
in order of their seniority allowing them to supersede not more than 50% of total field of
eligibility.
(F) For general posts i.e. those outside the normal channel of promotion for which candidates are
called from different categories whether in the same department or from different departments, the
selection procedure should be as under:-
(i) All eligible staff irrespective of the department in which they may be working who satisfy the
prescribed conditions of eligibility and volunteer for the post should be subjected to selection
which should consist of a written test and in a few cases viva-voce test also as indicated below.
The various factors of selection and their relative weight will be as indicated below:-
[RBE 263/98]
Factors/headings Maximum Marks Qualifying Marks
(1) Professional ability 50 30
(2) Record of service 30 -
Total 80 48
Note:-
(i) In the case of selection for promotion to the post of Asstts. Loco Pilots (Diesel/Electric) and
ASMs, the distribution of marks amongst various headings in lieu of headings in the table
below shall be followed :- [RBE 35/06]
Factors/headings Maximum Qualifying Marks
Marks
(1) Professional ability 50 30
(2) Record of service 30 -
(3) Aptitude Test 20 Minimum cut off as may
be decided by RDSO
100 60
(ii) The final panel should be drawn up in order of seniority from amongst those who secure
a minimum of 60% marks in the professional ability and 60% marks in the aggregate,
provided that those securing a total of 80% or more marks will be classed as outstanding
and placed at the top of the panel in order of seniority. [RBE 263/98, 35/06 & 123/06]
(iii) The Psychological Test are required for promotion to the posts of Switchman, ASM, ALP,
Motorman, high speed drivers. This will be of qualifying nature & person who fails in the
Psycho test is not eligible to be included in the panel/suitability test.
[RBE 173/99 & RDSO letter dt. 08.07.13 (NWR PS 62/13)]
(G)The list will be put up to the competent authority for approval. Where the competent authority
does not accept the recommendations of a Selection Board, the case could be referred to the

PTC., NWR, Jodhpur 11

 General Manager, who may constitute a fresh Selection Board at a higher level, or issue such
other orders as he considers appropriate.
If after the formation and announcement of the panel with the approval of the competent
authority it is found subsequently that there were procedural irregularities or other defects and it
is considered necessary to cancel or amend such a panel, this should be done after obtaining the
approval of the authority next higher than the one that approved the panel.
(H) In case of promotion to General Posts in which candidates are called from different categories,
whether in the same department or from diffetent departments and where zone of consideration, is
not confined to three times the number of staff to be empnelled, panels should be strictly prepared
as per merit, with reference to marks obtained by the candidates in ‘Professional ability’ and
‘Record of Service’. Subject to usual relaxation for SC/ST staff, wherever permissible, those
securing less than 60% in ‘Professional ability’ amd 60% in aggregate, will not be considered
eligible for inclusion in the panel. Futher, the service records of only those candidates who secure a
minimum of 60% marks in ‘Professional ability’, shall be assessed. Since the final panel has to be
drawn on the basis of merit, there will be no scope for erstwhile provision of placement of
candidates who secure 80% or more marks, classified as ‘Outstanding’, on the top of the panel.
These instructions will supersede all previous instructions. (RBE 113/09)
(I) SELECTION OF PERSONS ON DEPUTATION ABROAD. —The panel should be finalized
without waiting for the employees who are on deputation abroad. On return of the employee
from abroad, if it is found that any one junior to him has been promoted on the basis of a
selection in which he was not called because of his being abroad, he may be considered in the
next selection and if selected, his seniority may be adjusted vis-a-vis his juniors. In case such an
employee is declared outstanding in the next selection, he should be interpolated in the previous
panel in accordance with the seniority and gradation in the subsequent selection.
(J) The marks secured in written & viva seperately by a candidate may be disclosed, on receipt of
formal request from the concerned after finalization of the Panel. [RBE 97/11]
Currency of panels
(a) Panels drawn by the Selection Board and approved by the competent authority shall be current
for two years from the date of approval by the competent authority or till these are exhausted
whichever is earlier.
(b) An employee who once officiates against a non-fortuitous vacancy in his turn on the panel
whether against a leave arrangement, deputation or temporary transfer of another employee
vacating the post, shall not be required to appear again for fresh selection.
(c) In case an employee lower in the panel has officiated whereas one higher in the panel has
not officiated for reasons beyond the latter's controlled such as sickness, non-released by the
administration on promotion, the latter employee will not be required to appear for fresh
selection. If, however, the senior person does not officiate for reasons of his own, this implied
that he has refused promotion. In that case, the next junior is the rightful person to be promoted
and the employee who is deemed to have refused promotion under this sub-para will not be
entitled to protection in such a case.
Automatic empanelment of staff in higher grade selection and non-selection posts :-
(a) Selection posts.—A railway servant selected for a higher grade selection post without having
been selected for the intermediate grade selection post, if in the same avenue of promotion,
should be treated as automatically selected for the latter post, provided that the original group 'c'
post, the intermediate group 'c' selection post, and his/ her present group 'C' post are all in the
same avenue of promotion and none of them is a general post for which several categories of
staff are eligible. If the Selection Board for the intermediate grade selection post have
placed some persons as "outstanding", in that case, an employee selected for a higher grade
group 'C' selection post or group 'C' post in the normal channel of promotion may be
deemed to have been classified as "outstanding" and given the place in accordance with the
seniority amongst those classified by the Selection Board as "outstanding" for the
intermediate grade selection post, provided the Selection for that post is held after such an
employee has already been selected for the higher grade selection post.

PTC., NWR, Jodhpur 12

(b) Non-Selection post.—In the event of an intermediate grade being a non-selection post, the
employee would get a proforma position in such intermediate grade only if such a position was
due in accordance with seniority-suitability being accepted by virtue of fitness for the higher
grade by a process of selection.
Provided that the benefit of pro forma promotion in the Intermediate Skilled Grade to an
Artisan in the skilled grade selected as Intermediate Apprentice for absorption as Junior
Engineer Gr.II in scale Rs.5000-8000 by the process of Limited Departmental Competitive
Examination and undergoing Training/Apprenticeship, will be due with reference to actual date
of promotion of his immediate junior, only, if he passes the prescribed trade test for which he
may be called as per seniority in the relevant skilled grade. [RBE 135/99]
Supplementary Selection/Suitability Test
I. (i) A supplementary selection may be held in the following types of cases:—
(a) Summons for interview being received too late by the candidates making it difficult for him
to reach the place of interview;
(b) Administration's failure to relieve him in time for interview;
(c) Sickness of the candidate or other reason over which the employee has no control. Unavoidable
absence will not however, include absence to attend a wedding or similar function or absence
over which he has controlled. Sickness should be covered by a specific service from the
Railway Medical Officer.
(ii) The supplementary meeting of the Selection Board should as far as possible be attended by the
same Officers who were present at the first Selection Board and held within one month of the
first selection or the return to duty of the employee concerned provided that the employee
returned to duty not later than three months after the holding of the first selection. In case the
return of the employee is delayed beyond three months, the result of the selection need not be
deferred, the name of the employee being incorporated as if he had appeared at the selection
when first held. The employee will not be eligible to be considered if he returns to duty more
than six months after the date of the first selection.
(iii) Not more than one supplementary selection should normally be held to cater to the needs of
absentee due to sickness, non-intimation/late intimation of dates of tests etc. The second
supplementary selection should be held rarely and with the personal approval of Chief
Personnel Officer based on merits of each case.
II. For non-selection post, if an employee is unable to appear in a suitability test within a period of
six months due to reasons beyond his control, such as prolonged illness, he should be subjected
to supplementary suitability test within a reasonable—period after return to duty and being
found suitable for promotion, he should be assigned proforma seniority position vis-a-vis his
juniors promoted earlier.
Procedure for coding & decoding of roll numbers in case of selection posts :- [RBE 82/10]
Coding and decoding of roll numbers after the written test is over shall be the responsibility of the
Personnel Officer of the department for which selection is held. In case of Personnel Department,
the Personnel Officer other than the evaluating officer shall be the officer responsible for this
purpose. The level of Personnel Officer for this purpose may be decided by the General Manager.
Coding and decoding shall be the responsibility of the single officer, i.e., Personnel Officer
nominated for this purpose, even if examination is held at more than one centres and in no case it
should be done by more than one officer. Similarly, in case of selections in Personnel Department,
Personnel Officer other than evaluating officer shall be the officer responsible for this purpose and
in no case evaluating officer shall be nominated for coding and decoding of roll numbers.
Refusal of Promotion
I. Selection Posts
(i) The employee refusing promotion expressly or otherwise (i.e. not only he does not give in
writing his refusal but also does not join the post for which he has been selected) is debarred for
future promotion for one year but he is allowed to be retained at the same station in the same
post. Promotion after one year will be subject to continued validity of the panel in which he is
borne, otherwise he will have to appear again in the selection.

PTC., NWR, Jodhpur 13

 (ii)at the end of one year if the employee again refuses promotion at the outstation, his name may
be deleted from the panel, deletion being automatic requiring no approval from any authority
and the administration may transfer him to out-station in the same grade. He will also have to
appear again in the selection notwithstanding the fact that he in the meantime, has officiated
non-fortuitously against short term vacancy based on his panel position.
(iii)Seniority will be as from the date of effect of promotion and he will be junior to all the persons
promoted earlier than him from the same panel irrespective of his panel position. He will not,
however, lose seniority to another employee promoted to the same promotion category during
the one year period of penalty as a result of a fresh selection subsequently held.
II. Non-selection Posts
(i) Such an employee should be debarred for future promotion for one year but not be transferred
away from that station for one year if unavoidable domestic reasons exists. He should again be
debarred for promotion for one year in case he refuses promotion again- after the first year of
department or refusal of promotion for second time, the Administration can however transfer
him to outstation in 'the same grade and the employee has again to appear for a suitability test
when his turn for promotion comes.
(ii)He will rank junior to all promoted during the period he was allowed to refuse promotion
irrespective of his relative seniority. He will not. however lose seniority to another employee
promoted to the same category during the one year period of penalty as a result of fresh
suitability test subsequently held.
NOTE
1. Administration can, however, entertain request from employee for postponement of promotion
for very short periods on account of grave domestic difficulties or other humanitarian
considerations. The employee concerned will be promoted after the period provided there is a
vacancy and he will take his seniority from the date of the promotion.
2. Refusal of promotion has relevance to a particular grade at any station and not to a particular
post at a particular station.
Promotion at the same station:- In the case of promotion at the same station, whether in long
term or short term vacancies, refusal to officiate on promotion may be taken as refusal to work
inviting disciplinary action having regard to the reasons for such refusal.
Provided that D&A action based on good and sufficient reasons may be initiated for refusal of ad
hoc promotion at the same station only in those cases where such refusal affects train operations.
[RBE 311/89, 200/04]
Trade Test for Artisan Categories
(i) An employee may officiate on ad-hoc basis for six weeks without passing a trade test.
(ii) Trade test may comprise both oral and practical test but no separate oral tests not forming part
of the trade test should be given to candidates in Artisan category to screen them etc.
A trade test is given to employees belonging to artisan category on the Railway at the time of
promotion to skilled II & III and also for promotion to ESM/MSM in S&T department. For
semiskilled only aptitude test is held for which employee need not be called For skilled Grade-I
now suitability is adjudged on the basis of ACP’s/SR’s by a committee of 3 officers for which
employee need not be called.
1. Trade tests are to be conducted twice a year.
2. Trade test should comprise both oral and practical and may also include written test wherever
considered necessary.
3. Qualifying marks in the trade test would be as follows:
Total Marks Qualifying Marks
for Genl. for SC/ST
Practical 60 36 30
Oral 40 15 11
100 51 41
4. Employees equal to the number of vacancies should be called for trade test. If sufficient number
of suitable candidates are not available, further candidates to meet the shortfall may be called
PTC., NWR, Jodhpur 14
 up in continuation and so on, but the whole process should be completed within six months. If
this period is exceeded, it will be treated as a fresh trade test. Those who failed in the earlier test
should be eligible to appear in trade test held after expiry of six months period. The period of
six month is to be reckoned from the date of announcement of the results.
5. If an employee fails in a trade test but passes in subsequent trade test, he should be given
preference for promotion over his junior who had passed the trade test held earlier but is still
waiting to be promoted for want of a vacancy.
6. The assessment of vacancies for trade test should be made as under: “Existing vacancies plus
those anticipated to arise [as defined below] during the next four months.”
Approval of trade test assessment:
1. The actual trade test will be arranged by an Assistant Officer according to the specified trade
tests. He will assess the results of the trade test which must be supervised by a supervisor not
below the rank of Assistant Foreman or equivalent status.
2. Results of trade test may be approved in the divisions by the respective administrative grade
officers of the departments concerned. Where there are no Administrative grade officers in
position in a division, the trade test results may be approved by DRM or ADRM.
3. In the event of an appeal over any approved trade test, the appeal will be to the chairman, trade
testing panel i.e. the administrative grade officer who approved the trade test result, will
function as an appellate authority.
Exemption in Suitability Trade Tests in the Open Line on the basis of Trade/Suitability Tests
passed while in Railway Electrification Project or Construction Projects :
Staff who have already qualified in the Suitability/Trade Test for non-selection post while in
Construction/Railway Electrification Projects need not be subjected to such tests on the open line
and they may be promoted on the basis of their seniority as and when due in turn. This concession
is applicable in comparable trades only in which the lien of the individual is kept on the open line
and is applicable to only one grade higher than the one in which the lien is kept.
Erroneous Promotions:-
I) Sometimes due to administrative errors, staff are over-looked for promotion to higher grades
could either be on account of wrong assignment of relative seniority of the eligible staff or full
facts not being placed before the competent authority at the time of ordering promotion or some
other reasons. Broadly, loss of seniority due to the administrative errors can be of two types :-
(i) Where a person has not been promoted at all because of administrative error, and
(ii)Where a person has been promoted but not on the date from which he would have been
promoted but for the administrative error.
Each such case should be dealt with on its merits. The staff who have lost promotion on account
of administrative error should on promotion be assigned correct seniority vis-à-vis their juniors
already promoted, irrespective of the date of promotion. Pay in the higher grade on promotion
may be fixed Performa at the proper time. The enhanced pay may be allowed from the date of
actual promotion. No arrears on this account shall be payable as he did not actually shoulder the
duties and responsibilities of the higher posts.
(2) Any consequential promotion or appointments of other railway servants made on the basis of
the incorrect promotion or appointment of a particular railway servant will also be regarded as
erroneous and such cases also will be regulated on the lines indicated in the preceding
paragraph.
(3) Except where the appointing authority is the Railway Board or the President, the question
whether promotion/appointment of a particular railway servant to a post was erroneous or not
should be decided by an authority next higher than the appointing authority in accordance with
the established principles governing promotions / appointments. Where the appointing authority
is the Railway Board or the President, the decision should rest with the President and shall be
final.
MODIFIED ASSURED CARRER PROGRESSION SCHEME (MACPS) [ RBE101/09,143/10]
This Scheme is in supersession of previous ACP Scheme and is applicable to all regularly
appointed Group “A”, “B” and “C” Railway Employees except officers of the Organized Group
PTC., NWR, Jodhpur 15
“A” Service. The status of Group “D” employees would cease on their completion of prescribed
training, and would be treated as Group “C” employees. Casual employees, including those granted
“temporary status” and employees appointed in the Railway only on adhoc or contract basis shall
not qualify for benefits under this Scheme.
A Screening Committee shall be constituted in each Department to consider the case for grant of
financial up-gradations under the MACP Scheme. The Screening Committee shall consist of a
Chairperson and two members.
The Screening Committee shall follow a time-schedule and meet twice in a financial year –
preferably in the first week of January and first week of July of a year for advance processing of the
cases maturing in that half.
The scheme would be operational wef 01.09.2008. In other words, financial upgradations as per
the provisions of the earlier ACP Scheme (of October, 1999) would be granted till 31.08.2008.
No stepping up of pay in the Pay Band or Grade Pay would be admissible with regard to junior
getting more pay than the senior on account of pay fixation under MACP Scheme.
Main features of MACPS
1. There shall be three financial upgradations under the MACPS, counted from the direct entry
grade on completion of 10, 20 and 30 years of service respectively. Financial upgradation under
the Scheme will be admissible whenever a person has spent 10 years continuously in the same
Grade Pay.
2. The MACPS envisages merely placement in the immediate next higher Grade Pay in the
hierarchy of the recommended revised Pay Bands and Grade Pay. Thus, the Grade Pay at the
time of financial upgradation under the MACPS can, in certain cases where regular promotion
is not between two successive grades, be different than what is available at the time of regular
promotion. In such cases, the higher Grade Pay attached to the next promotion post in the
hierarchy of the concerned cadre / organization will be given only at the time of regular
promotion.
3. The financial upgradations under the MACPS would be admissible upto the highest Grade Pay
of Rs. 12000/- in the PB-4. [RBE 39/11]
4. Benefit of pay fixation available at the time of regular promotion shall also be allowed at the
time of financial upgradation under the Scheme. There shall, however, be no further fixation of
pay at the time of regular promotion if it is in the same Grade Pay as granted under MACPS.
However, at the time of actual promotion if it happens to be in a post carrying higher Grade Pay
than what is available under MACPS, no pay fixation would be available and only difference of
Grade Pay would be made available.
5. Promotions earned / upgradations granted under the ACP Scheme in the past of those grades
which now carry the same Grade Pay due to merger of pay scales / up-gradations of posts
recommended by the Sixth Pay Commission shall be ignored for the purpose of granting up-
gradations under Modified ACPS.
6. With regard to fixation of pay on grant of promotion / financial upgradation under MACP
Scheme, a Railway servant has an option under Rule 1313 (1) (a) (i) of the Indian Railway
Establishment Code – Volume II, (Sixth Edition 1987 – 2nd Reprint, 2005) [FR 22(1)(a)(i)] to
get his pay fixed in the higher post / Grade Pay either from the date of his promotion /
upgradation or from the date of his next increment viz. 1st July of the year. The pay and the date
of increment would be fixed in accordance with clarification number 2 of RBE No. 132/2008.
7. Promotions earned in the post carrying same Grade Pay in the promotional hierarchy as per
Recruitment Rules shall be counted for the purpose of MACPS.
8. Regular service for the purpose of the MACPS shall commence from the date of joining of a
post in direct entry grade on a regular basis either on direct recruitment basis or on absorption /
re-employment basis. Service rendered on adhoc / contract basis before regular appointment or
pre-appointment training shall not be taken into reckoning. However, past continuous regular
service in another Government / Department in a post carrying same Grade Pay prior to regular
appointment in a new Department, without a break, shall also be counted towards qualifying
regular service for the purpose of MACPS only (and not for the regular promotions).

PTC., NWR, Jodhpur 16

9. Past service rendered by a Railway employee in a State Government / statutory body /
Autonomous body / Public Sector organization, before appointment in the Railways shall not be
counted towards Regular Service.
10. Regular service shall include all periods spent on deputation / foreign service, study leave and
all other kind of leave, duly sanctioned by the competent authority.
11. The MACPS shall also be applicable to work charged employees, if their service conditions are
comparable with the staff of regular establishment.
12. If a financial upgradation under the MACPS is deferred and not allowed after 10 years in a
Grade Pay due to the reason of the employees being unfit or due to departmental proceedings,
etc. this would have consequential effect on the subsequent financial upgradation which would
also get deferred to the extent of delay in grant of first financial upgradation.
13. On grant of financial upgradation under the Scheme, there shall be no change in the
designation, classification or higher status. However, financial and certain other benefits which
are linked to the pay drawn by an employee such as HBA, allotment of Government
accommodation shall be permitted.
14. The financial upgradation would be on non-functional basis subject to fitness, in the hierarchy
of Grade Pay within the PB-1. Thereafter for upgradation under the MACPS the benchmark of
good would be applicable till the Grade Pay of Rs. 6600/- in PB-3. The benchmark will be Very
Good for financial upgradation to the Grade Pay of Rs. 7600 and above.
In this regard it is further clarified by the Railway Board vide letter dated 03.02.2010 (RBE No.
25/10) that ACR’s for the same period as required for DPC purpose are to be considered while
getting the benefit under MACPS. Further, the practice of averaging ACR’s rating as followed
in case of normal DPC be adopted with reference to the respective benchmark for MACPE
purpose.
In this regard it is further clarified by Rly. Bd. Vide letter dt. 28.12.10 that where the financial
upgradation under MACPS also happen to be in the promotional grade & benchmark for
promotion is lower than the bench mark for granting benefit under MACPS, the benchmark for
promotion shall apply to MACPS also. (RBE 188/10)
It is further clarified vide Rly. Bd’s letter dt. 31.01.13 that whereven promotion are givin on
non-selection basis (i.e. on seniority – cum- fitness basis) the prescribed benchmark as
mentioned in Bd’s letter dt. 10.06.09 (RBE 101/09) shall not apply for the purpose of grant of
financial upgradation under MACPS (RBE 08/13)
15. In the matter of disciplinary / penalty proceedings, grant of benefit under the MACPS shall be
subject to rules governing normal promotion. Such cases shall, therefore, be regulated under the
provisions of the Railway Servants (Discipline & Appeal) Rules, 1968 and instructions issued
there under.
16. No reservation orders / roster shall apply to the MACPS, which shall extend its benefits
uniformly to all eligible SC/ST employee also.
17. Financial upgradation under the MACPS shall be purely personal to the employee and shall
have no relevance to his seniority position. As such, there shall be no additional financial
upgradation for the senior employee on the ground that the junior employee in the grade has got
higher pay / Grade Pay under the MACPS.
18. Pay drawn in the Pay Band and the Grade Pay allowed under the MACPS shall be taken as the
basis for determining the terminal benefits in respect of the retiring employee.
19. In case an employee is declared surplus in his/her organization and appointed in the same pay
scale or lower scale of pay in the new organization, the regular service rendered by him/her in
the previous organization shall be counted towards the regular service in his/her new
organization for the purpose of giving financial upgradation under the MACPS.
20. In case, an employee after getting promotion / ACP seeks unilateral transfer on lower post or
lower scale, he will be entitled only for second and third financial up-gradations on completion
of 20/30 years of regular service under the MACPS, as the case may be, from the date of his
initial appointment to the post in the new organization.

PTC., NWR, Jodhpur 17

 Note :- In connection with above it is clarified vide Rly. Bd’s letter dt 28.12.10 that regular
service rendered in previous organization / office shall be counted along with the regular
service in the new organization for the purpose of MACPS. [RBE 188/10]
It is further clarified vide Rly. Bd’s letter dt. 31.01.13, that wherever an official, is reverted to
the lower post/Grade from the promoted post/Grade before being relieved for the new
organazation/office, such past promotion will be ignored for the purpose of MACPS in the new
organization/office. In respect of those cases where benefit of pay protection have been allowed
at the time of transfer to other oraganization/Unit & thus the employee had carried the financial
benefit of promotion, the promotion earned in the previous oraganization has to be reckoned for
the purpose of MACPS. (RBE 08/13)
21. If a regular promotion has been offered but was refused by the employee before becoming
entitled to a financial upgradation, no financial upgradation shall be allowed as such an
employee has not been stagnated due to lack of opportunities. If, however, financial
upgradation has been allowed due to stagnation and the employee subsequently refuses the
promotion, it shall not be a ground to withdraw the financial upgradation. He shall, however,
not be eligible to be considered for further financial upgradation till he agrees to be considered
for promotion again and the second or the next financial upgradation shall also be deferred to
the extent of period of debarment due to the refusal.
For example, if financial up gradation has been given wef 01.09.2008 issued vide office
letter dated 12.11.2009 and regular promotion is given to the same employee on 06.11.2009
then financial upgradation to employee wef 01.09.2008 will be treated as given before
promotion. If an employee refuses for his promotion given vide letter dated 06.11.2009, then
entitled financial upgradation after the date of promotion will be affected. [PS 66A/09 NWR]
In connection with above it is further clarified by Board that the instructions under
ACP/MACP scheme regarding refusal of promotion is applicable in case of regular promotion
only. Therefore, the employees who have refused adhoc promotion are entitle to grant of
financial upgradation under MACPS (Rly. Bds letter No. PC-V/2009/ACP/2 dt. 13.12.13 (P.No.
205 of RBO 2012)
22. Cases of persons holding higher posts purely on adhoc basis shall also be considered by the
Screening Committee along with others. They may be allowed the benefit of financial
upgradation on reversion to the lower post or if it is beneficial vis-à-vis the pay drawn on adhoc
basis.
23. Employees on deputation need not revert to the parent Department for availing the benefit of
financial upgradation under the MACPS. They may exercise a fresh option to draw the pay in
the Pay Band and the Grade Pay of the post held by them or the Pay plus Grade Pay admissible
to them under the MACPS, whichever is beneficial.
24. 50% of temporary status casual labour service on absorption in regular employment may be
taken into account towards the minimum service of 10,20 and 30 years for the grant of benefits
under MACPS. [RBE 215/09]
25. The entire temporary status service of substitutes followed by regularization without break may
be taken into account towards the minimum service of 10,20 and 30 years for the purpose of
grant of benefit under the MACPS. [RBE 36/10]
26. MACPS is not applicable to teaching staff. (RB letter No. E(P&A)-2005/PS-5/PE5 dated
01.02.10) [PS No. 10A/10 of NWR]
27. Benefit of Passes/PTO’s Corresponding to the next higher grade pay granted under the MACP
scheme will be available to the employee. However the grant of financial up gradation under
MACP does not entail any change in designations, classification and status of an employee.
Accordingly, the benefits related to higher status inherent in the higher Pay Band and /or Grade
Pay is not available to such an employee who has been granted higher grade pay under the
MACP . [RBE 06/11]
28. Arrears of the pay & allowances arising due to MACP scheme can not be deposited in the
Provident Fund. [RBA 17/11]

PTC., NWR, Jodhpur 18

29. The placement of Pharmacists in grade pay of Rs. 4200 in PB-2 on completion of 02 yrs.
Service in the grade pay of Rs. 2800 in PB-1 (entry grade) has to be counted / treated as one
upgradation under the MACP scheme. [R.B. Letter No. PC-V/2009/ACP/2 dt. 20.04.10
[NWR PS No. 30/11 & 55/11]
30. Engineering graduates recruited initially in the grade of Rs. 5500-9000 & promoted to Rs. 6500
– 10500 against the 20% DR quota be treated at par with fresh recruits in the scale of Rs. 6500-
10500 w.e.f. the date they were promoted to the pay scale of Rs. 6500-10500 for purpose of
MACP scheme. [RBE 93/11]
31. The instructions under ACP/MACP scheme regarding refusal of promotion is applicable in case
of regular promotions only. Therefore, the employees who have refused adhoc promotions are
entitle to grant financial upgradation under MACPS.
[Rly. Bd’s letter No. PC V/2009/ACP/2 dt. 13.02.12]
32. In cases where the persons are medically de-categorized & appointed to some other posts in
lower pay scale/grade pay, past service may be counted towards MACP scheme. Even where a
person had earned one promotion/financial upgradation prior to medical de-categorization & is
appointed to a lower post, since the transfer is not own Volition, there is no objection to
counting of past service including, for the period he held a higher service on promotion, for
deciding three financial upgradation under MACP scheme. [RBE 20/12]
33. Grant of benefits under MACPS in respect of the employees qualifying through LDCE/GDCE,
it is clarified that :-
(i) If the relevent RRs provides for filling up of vacancies in a grade by Direct Rectt., induction of
an employee to that grade through LDCE/GDCE may be treated as Direct Rectt. for the purpose
of grant of financial upgradation under MACPS. In such cases past service rendered in a lower
pay scale/G.P. shall NOT be counted for the purpose of MACP Scheme.
(ii) If the relevent RRs prescribe a promotion quota to be filled on the basis of LDCE/GDCE, such
appointments would be treated as promotion for the purpose of benefits under MACPS and in
such cases, past regular service shall also be counted for further benefits under the MACP
scheme. (RBE 100/12)
34. In case an employee holding feeder post in a cadre where promotional post is in the same Grade
Pay, than financial upgradation under ACP/MACP schemes cannot be to higher Grade Pay than
what are to be allowed to an employee on his normal promotion. In such cases financial up-
gradation under MACP scheme would be granted to the same Grade Pay.
[ (RBE 142/12 & Bd’s letter No. PC-V/2009/ACP/20/CLW dt. 05.03.13 (NWR PS 14/13) ]
35.The ACP scheme was applicable upto 31.08.08 & was replaced by MACPS w.e.f. 01.09.08.
Senior employees who got benefit under ACP scheme prior to 01.01.06 & are drawing less pay
than their juniors who got benefits under ACP scheme after 01.01.06 (i.e. between 01.01.06 to
31.08.08) will be entitled for stepping up of pay. (RBE 01/13)
36. The grade pay of Rs. 4200 allowed to Rly. Goods Guards (to the extent of 27% of sanctioned
strength) on non-functional basis with the desigination as Sr. Godds. Guard would be reckoned
as one upgradation for the purpose of MACPS.
[ Rly. Bd’s letter No. PC-V/2011/PNM/AIRF/2 DT. 05.06.12 (p.No.- 238 of RBO- 2012)]
37. List of safety categories and other safety categories issued in RBE No. 152 and 172/2017)
38. If benefit of 3% already given at the time of promotion/financial upgradation and at the time of
regular promotion or financial upgradation only difference of GP allowed. (RBE No.113/17)
39. 1.There shall be three financial upgradations under the MACPS as per 7th CPC
recommendation, counted from the direct entry grade or completion of 10,20, and 30 years
services respectively or 10 years of continues service in the same level in Pay Matrix.
2. The MACPS envisage merely placement in the immediate next higher level in the Pay
Matrix as given in PART ‘A’ of Schedule of Railway Services (Revised Pay) Rules.2016
Thus, the level in the Pay Matrix at the time of financial upgradation under the MACPS can,
in certain cases be different than what is available in the normal hierarchy at the time of
regular promotion in one’s own AVC. In such cases, the higher level in the Pay Matrix
attached to the next promotion post in the hierarchy of the concerned cadre/organization will
be given at the time of regular promotion”.
PTC., NWR, Jodhpur 19
 3. For grant of financial upgradation under the MACPS, the prescribed benchmark would be “
Very Good” for all the posts. (W.E.F 25.07.2016) (RBE No. 155/2016)
39 ln terms of provision contained in Para189 of IREM Vol-I Railway servants in erstwhile
Group 'D' categories for whom no regular avenue of promotion exists,33-1/3% of the posts in
the lowest grade of Commercial Clerks, Ticket Collectors ,Trains Clerks Office Clerks Stores
Clerks etc. are eligible for promotion on completion of 3 years continuous service, which is
relaxable for SC/ST employees who are eligible on completion of probation in recruitment
grade, which is 2 years.
Board has now decided, that henceforth, staff will be eligible for promotion against 33-
1/3% Quota on completion of 2 years continuous service in the relevant grade on successful
completion of probation period, irrespective of the fact whether such staff belong to
GEN/OBC/SC/ST. ( Para 104 of IREM RBE No. 33/17).
40. SC and ST employees in GP 1800(Level-1)will be eligible for consideration in the selection
for promotion to GP. 1900 (Level-2) and above against 16.2/3% promotion Quota, only on
completion of two years regular service in the concerned seniority unit.(RBE No.18/2017)

------****---------

PTC., NWR, Jodhpur 20