CEB  
Schemes of Recruitments and 
Promotions 
2016 
I. Senior Executive Categories 
II. Junior Executive Categories 
III. Middle Level Technical Categories 
IV. Clerical and Allied Categories 
V. Field Service Categories 
VI. Other Categories 
 

 
 
 
CEB  
Schemes of 
Recruitments and Promotions 
2016 
Section I 
Senior Executive Services 
1. Engineering Service 
2. Other Services 
 

Table of Contents
Senior Executive Services .................................................................................................................................. 1 
Various Classes/Grades in the Senior Executive services ................................................................................. 2 
Categories of Officers in Class II Grade II of the Senior Executive Service ................................................ 3 
Categories of Officers in Class II Grade I of the Senior Executive Service .................................................. 4 
Categories of Officers in Class I of the Senior Executive Service ................................................................ 4 
Categories of Officers in Special Class of the Senior Executive Service ...................................................... 4 
Acceptable Full Professional Qualifications of Different Categories in Senior Executive Service .............. 5 
Qualifications and Experience Requirement for Placement of Senior Executives in E3 salary scale in
Engineering Service and in K3 salary Scale in other Services ...................................................................... 6 
Recruitment to Senior Executive Service .......................................................................................................... 8 
External Recruitment to Senior Executive Service Class II Grade II ............................................................... 8 
Quota for External Recruitment to the Senor Executive Class II Grade II .................................................... 8 
External Recruitment to Senior Executive Services to Class II Grade I ........................................................ 11 
External Recruitment to Senior Executive Service to Class I and Special Class ........................................... 12 
Internal Recruitment to Senior Executive Services to Class II Grade II on Academic route ........................... 13 
Quota for Internal Recruitment to Senior Executive Service on Academic route to Class II Grade II ......... 13 
Internal Recruitment to Senior Executive Service Class II Grade II on Academic route .............................. 14 
Internal Recruitment of Senior Executive Staff to Class II Grade II on Merit Stream ..................................... 15 
Internal Recruitment of Senior Executive Staff to Class II Grade II on Merit Stream   
(Promotion of Junior Executives to Senior Executive Class II Grade II on Merit) ........................................ 15 
Internal Recruitment to Senior Executive Services to Class II Grade II special ........................................... 16 
Methods of Promotion in Senior Executive Service ........................................................................................ 17 
Method of Promotion of Staff in Senior Executive Service from Class II Grade II to Class II Grade I ..... 17 
Method of Promotion of Staff in Senior Executive Service from Class II Grade 1 to Class I .................... 19 
Method of Promotion of Staff in Senior Executive Service from Class I to Special Class ......................... 20 
Placement in a Higher Salary Scale ................................................................................................................ 21 
Method of Placement in different Salary scale of Staff in Senior Executive Service with E4/K4 salary
Scale ............................................................................................................................................................ 21 
Method of Placement in different Salary scale of Staff in Senior Executive Service with E3/K3 salary
scales ........................................................................................................................................................... 21 
Method of Placement in different Salary scale of Staff in Senior Executive Service with E2/K2 salary
scales ........................................................................................................................................................... 22 
Method of Placement in a Next Higher Salary scale of Staff in Executive Service with
E1/K1 salary scales ...................................................................................................................................... 23 
Marking Schemes for Interviews .................................................................................................................... 24 

i 
 
Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Senior
Executives in Engineering Service .............................................................................................................. 24 
Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Senior
Executives in Other Services ....................................................................................................................... 27 
Marking Scheme for Recruitment of Internal Applicants to Class II Grade II of
Senior Executive Service (Academic Route) .............................................................................................. 29 
Marching Scheme for Recruitment of Internal Applicants to Class II Grade II of
Senior Executive Service (Merit Stream) ................................................................................................... 30 
Marking Scheme for promotions of Executives in Class II Grade II into Class II Grade I of
Senior Executive Service ............................................................................................................................. 31 
Marking Scheme for Placement of Senior Executives in Class II Grade II E4/K4 salary into
E3/K3 salary scale ....................................................................................................................................... 32 
Marking Scheme for Placement of Senior Executives inE3/K3 salary intoE2/K2 salary scale .................. 33 
Marking Scheme for Placement of Senior Executives in Class II Grade I into E1/K1 salary scale ............ 34 
Marking Scheme for Placement of Senior Executives in Class II Grade II who are in
E2/K2 salary Scale into E1/K1 salary scale ................................................................................................ 35 
Notes on Marking Schemes ......................................................................................................................... 36 
 

ii 
List of Tables 
 

Table 1: Classes and Grades in Senior Executive Service ................................................................................................. 2 
Table 2: Categories of Officers in Class II Grade II of the Senior Executive Service .......................................................... 3 
Table 3: Categories of Officers in Class II Grade I of the Senior Executive Service ........................................................... 4 

Table 4: Categories of Officers in Class I of the Senior Executive Service ........................................................................ 4 
Table 5: Categories of Officers in Special Class of the Senior Executive Service .............................................................. 4 
Table 6: Acceptable Full Professional Qualifications of Different Categories in Senior Executive Service ........................ 5 

Table 7: Qualifications and Experience Requirement for Placement of Senior Executives in E3 salary scale in 
engineering service and K3 salary scale in other Services ............................................................................................... 6 
Table 8: Quota for External Recruitment to the Senor Executive Class II Grade II ........................................................... 8 
Table 9: External Recruitment to the Senior Executive Class II Grade II .......................................................................... 9 
Table 10: External Recruitment to Senior Executive Services to Class II Grade I ............................................................ 11 

Table 11: External Recruitment to Senior Executive Service to Class I AND Special Class .............................................. 12 
Table 12: Quota for Internal Recruitment to Senior Executive Service on Academic route to Class II Grade II .............. 13 
Table 13: Internal Recruitment to Senior Executive Service Class II Grade II on Academic route .................................. 14 
Table 14: Internal Recruitment of Senior Executive Staff to Class II Grade II on Merit Stream ...................................... 15 

Table 15: Internal Recruitment to Senior Executive Services to Class II Grade II special .... Error! Bookmark not defined. 
Table 16: Method of Promotion of Staff in Senior Executive Service from Class II Grade II to Class II Grade ................. 17 
 

Table 17: Method of Promotion of Staff in Senior Executive Service from Class II Grade 1 to Class I ............................ 19 
Table 18: Method of Promotion of Staff in Senior Executive Service from Class I to Special Class ................................ 20 

Table 19: Method of Placement in different Salary scale of Staff in Senior Executive Service with E4/K4 salary Scale .. 21 
Table 20: Method of Placement in different Salary scale of Staff in Senior Executive Service with E3/K3 salary scales . 21 
Table 21: Method of Placement in different Salary scale of Staff in Senior Executive Service with E2/K2 salary scales . 22 
Table 22: Method of Placement in a Next Higher Salary scale of Staff in Executive Service with E1/K1 salary scales .... 23 
Table 23: Marking Scheme for the Interview for Recruitment of External applicants to  
                  Class II Grade II Senior Executives in Engineering Service .............................................................................. 24 
Table 24: Marking Scheme for the Interview for Recruitment of External applicants to  
                  Class II Grade II Senior Executives in Other Service ....................................................................................... 27 
Table 25: Marking Scheme for Recruitment of Internal Applicants to Class II Grade II of  
                  Senior Executive Service (Academic Route) .................................................................................................. 29 

Table 26: Marching Scheme for Recruitment of Internal Applicants to Class II Grade II  of  
                 Senior Executive Service (Merit Stream) ........................................................................................................ 30 
Table 27: Marking Scheme for promotions of Executives in Class II Grade II into  
                  Class II Grade I of Senior Executive Service ................................................................................................... 31 
Table 28: Marking Scheme for Placement of Senior Executives in E4/K4 salary into E3/K3 salary scale ........................ 32 

Table 29: Marking Scheme for Placement of Senior Executives in E3/K3 salary intoE2/K2 salary scale ......................... 33 

iii 
List of Tables 
Table 30: Marking Scheme for Placement of Senior Executives in Class II Grade I into E1/K1 salary scale .................... 34 
Table 31: Marking Scheme for Placement of Senior Executives in Class II Grade II who are in  
                  E2/K2 salary Scale into E1/K1 salary scale ..................................................................................................... 35 
 

iv 
 

Senior Executive Services

Senior Executive Services constitute of following services 

Senior Executive Service of CEB 

Engineering Service  Other Services 

Services

Accounting and Audit Service

Human Resource Service 

Information Technology service

Ancillary Service 

1 
 
 

  This page is intentionally set blank

1 
 

Grades
Various Classes/Grades in the Senior Executive services
 
Table 1: Classes and Grades in Senior Executive Service 

Engineering Service Other Services

Grade Applicable Salary Grade Applicable Salary
Scale Scale
Class II Grade II E4, E3 Class II Grade II K4, K3
Class II Grade II special E2 Class II Grade II special K2
Class II Grade I E2 Class II Grade I K2
Class 1 E1 Class 1 K1
Special class E SP Special class KSP
Note:  
 General Manager will have a dedicated salary scale
 Salary Scales shown above are the salary scales granted under relevant recruitments/promotions. Placement of officers in the next higher salary scale is
Categories

possible without promotion, as per the guide lines under method of placement in higher salary scale in this manual.
 Number of posts in the Class II Grade II special in the Electrical Engineer category shall not be more than five posts as per the agreement before the
Supreme Court application no. 194/94 dated 1995-06-29. The Electrical Engineers who do not acquire Chartered Engineers status but having 12 years
active service in the class II Grade II of the Electrical Engineer Category in the Engineering service will be promoted to Electrical Engineer class II
Grade II -special.

2 
  

Table 2: Categories of Officers in Class II Grade II of the Senior Executive Service 

Categories of Officers in Class II Grade II of the Senior Executive Service

Engineering Service Other Services – K Salary Scales
E Salary Scales Accounting and Audit service Human Resources Service Information Technology Service Ancillary Service
 Electrical Engineer  Accountant  Human Resource Officer  Software Engineering Group A
 Mechanical Engineer  Internal Auditor Executive  Chemist
 Civil Engineer  IT Officer  Training Officer
 Deputy Security
 System Analyst Manager
 Statistician
 Legal Officer
Group B
 Registrar
 Welfare Officer
 Publicity Officer
 Consumer Education
Officer
Categories

 Investigation Officer
 Supplies Officer
Group C
 Controller of
Publications
 Management Officer
 Welfare Manager
 Manager (Publicity)

Notes:

 Posts under Group A of Ancillary service are recruited externally.

 Posts under Group B of Ancillary service are the avenues of promotion to the officers in Junior Executive Categories.
 Posts under Group C of Ancillary service are considered as personal to the officers holding these posts at present. There will be no
recruitment or promotions to these posts.
 There will not be future recruitment to System Analyst Category. Present System Analyst posts are considered as personal to the officers
holding these posts at present.

3 
  

Table 3: Categories of Officers in Class II Grade I of the Senior Executive Service 

Categories of Officers in Class II Grade I of the Senior Executive Service

Other Services
Engineering Service Accounting and Audit service Human Resources Service Information Technology Ancillary Service
Service
 Chief Engineer (Electrical)  Deputy Finance Manager  Human Resource Manager  Manager (Software  Chief Legal Officer
 Chief Engineer (Mechanical)  Deputy Chief Internal Development)  Chemist
 Chief Engineer (Civil) Auditor  Manager (IT Operations  Senior Training Officer
 Statistician
 Manager(Security)
 Manager (Investigations)
 

Table 4: Categories of Officers in Class I of the Senior Executive Service 

Categories of Officers in Class I of the Senior Executive Service

Engineering Service
 Deputy General Manager
Other Services
Accounting and Audit service Human Resources Service Information Technology Service Ancillary Service
 Additional Finance Manager
Not Applicable
 Chief Internal Auditor

Table 5: Categories of Officers in Special Class of the Senior Executive Service 

Categories of Officers in Special Class of the Senior Executive Service

Other Services
Engineering Service Accounting and Audit service Human Resources Service Information Technology Ancillary Service
Service

 Additional General Manager  Finance Manager Not Applicable

4 

Table 6: Acceptable Full Professional Qualifications of Different Categories in Senior Executive Service
Acceptable Full Professional Qualifications of Different Categories in Senior Executive Service
Engineering Service
Engineer
 Chartered Engineer
status of the Institution
of Engineers, Sri Lanka
(IESL) or Engineering
Council(EC) (UK)
 
Other Services
Accounting and Audit service Human Resources Service Information Technology Ancillary Service
Service
Accountant/Auditor Human Resources Officer Software Engineering Executive Chemist
 Associate Membership of  Member status (MIPM) IT Officer 1. Corporate
the Institution Of of Institute of Personnel  Chartered Engineer status Membership of the
Chartered Management (IPM) of Sri of the Institution of Institute of
Accountants(ICA) of Sri Lanka Engineers, Sri Lanka Chemistry, Sri Lanka
Lanka Or (IESL) or Engineering or
OR  Chartered Membership of Council(EC) (UK ) 1. Full Membership of
 Associate Membership of the Chartered Institute of the Royal Society of
the Chartered Institute of Personnel and OR Chemistry, UK
Management Accountants Development(CIPD)-
(CIMA)(UK) (UK)  Chartered IT Professional Statistician
OR status (CITP) of the British
 Membership of Computer Society.  Chartered Statistician
Association of Chartered  
status of the Royal
Certified Accountants Statistical Society
(ACCA) (UK)) UK
5 
 

Table 7: Qualifications and Experience Requirement for Placement of Senior Executives in E3 salary scale in engineering service and K3 salary scale in other Services 

Qualifications and Experience Requirement for

Placement of Senior Executives in E3 salary scale in Engineering Service and in K3 salary Scale in other Services
Other Services
Engineering Service Accounting and Audit service Human Resources Service Information Technology Ancillary Service
Service
Engineers( Electrical, Accountants Human Resources Officers Software Engineering Executive Legal Officer
Mechanical, Civil) Auditors IT Officer
 Membership of Institute  Chartered Engineer status  Attorney at Law and
 Corporate Membership  Associate Membership of of Personnel of the Institution of Notary Public with
of Institution of Institute of Chartered Management (MIPM) of Engineers, Sri Lanka Nine (9) years post-
Engineers of Sri Accountant (ICA) with Sri Lanka with four (04) (IESL) or Engineering qualifying
Lanka(IESL) with four (04) years post years post MIPM Council(EC) (UK ) experience, out of
Chartered Engineer qualifying Experience experience OR which five (5) years
(C.Eng.) status in the OR OR  Chartered IT Professional of experience in court
relevant discipline  Associates of the  Chartered Membership status (CITP) of the British and notary work.
OR Chartered Institute of (Chartered. MIPD) of the Computer Society (BCS) Chemist
 Chartered Engineer Management Chartered Institute of with six (06 )years’  Corporate
(C.Eng.) status of Accountants(CIMA) (UK) Personnel and experience out of which Membership of the
Engineering Council and six (06) years post Development. (UK) with four (04) years post CITP Institute of
(UK) qualifying experience four (04) years post status experience from a Chemistry, Sri Lanka
OR Chartered. MIPD recognized organization in or
 Membership of experience the IT industry  Full Membership of
Association of Chartered the Royal Society of
Certified Accountants Chemistry, UK
(ACCA) (UK) with six Statistician
(06) years post qualifying  Chartered Statistician
Experience status of the Royal
Statistical Society
UK

6 
 

Qualifications and Experience Requirement for

Placement of Senior Executives in E3 salary scale in Engineering Service and in K3 salary Scale in other Services
Other Services
Engineering Service Accounting and Audit service Human Resources Service Information Technology Ancillary Service
Service
Training Officer
(Technical)
 Corporate
Membership of
Institution of
Engineers of Sri
Lanka with Chartered
Engineer status Or
Chartered Engineer
status of Engineering
Council (UK)
OR
 Member of Institute
of Personnel
Management
(MIPM) Sri Lanka or
Chartered
Membership
(Chartered MCIPD)
of the Chartered
Institute of Personnel
and Development.
(UK)

7 
 

Recruitment to Senior Executive Service

External Recruitment to Senior Executive Service Class II Grade II

Age Limit: Should not be more than 35 years. This age limit will not apply to CEB employees

Method of Recruitment: By an Interview

Salary Scale: E4 for Engineering Service and K4 for Other Services. Those who have acquired the qualification and experience in the table 7 will be placed
in the E3/K 3 scale.

Quota: Quota for External Recruitment for different services will be as follows. The % shown is the percentage allowed for external recruitment from
approved carder

Table 8: Quota for External Recruitment to the Senor Executive Class II Grade II 

Quota for External Recruitment to the Senor Executive Class II Grade II

Other Services
Engineering Service Accounting and Audit service Human Resources Service
Promotions
Information Technology Ancillary Service
Service
Accountant/Internal Human resources Officers Software Engineering Executive Group A categories in
For each category of Auditors Year 2016 – 64% IT Officer Table 2 will only be
Engineers Year 2016 – 85% Year 2017 – 70% Year 2017 – 75% recruited externally
Year 2016 – 85% Year 2017 – 86% Year 2018 – 75% Year 2018 – 80%
Year 2017 – 86% Year 2018 – 87% Year 2019 – 80% Year 2019 - 85%
Year 2018 – 87% Year 2019 – 88% Year 2020 – 85% Year 2020 onwards 90% of the
Year 2019 – 88% Year 2020 – 89% Year 2021& onwards – 90% total carder of these categories
Year 2020 &onwards – 89% Year 2021 &onwards – 90%
of the cadre of each category of the cadre of each category

  

8 

Table 9: External Recruitment to the Senior Executive Class II Grade II
Engineering Service
Engineer
Four year Bachelor Degree in
Engineering (Electrical/
Mechanical/ Civil) from any
State University in Sri Lanka
OR
Associate Membership of the
Institution of Engineers, Sri
Lanka (Electrical/ Mechanical/
Civil) through an academic
path
  executive level
External Recruitment to the Senior Executive Class II Grade II
Accounting and Audit service
Accountant/ Internal Auditor
1. Associate Membership (ACA)
of the Institute of Chartered
Accountants (ICA), Sri Lanka
OR
2. Associate Membership of
Chartered Institute of
Management Accountants
(CIMA), UK with two years post
qualifying experience in
Accounting/ Auditing field at
OR
3. Membership of Association of
Chartered Certified Accountants
(ACCA) and two years post
qualifying experience in
Accounting/ Auditing field at
executive level
OR
4. Bachelor Degree in
Accountancy or Financial
Management awarded by a
University recognized by the
University Grants
Commission(UGC) and three (03)
years post qualifying experience
in Accounting/Auditing field at
Other Services
Human Resources Service Information Technology
Service
Human Resources Officer
1. Bachelor degree in Human
Resource Management
awarded by a University
recognized by the
University Grants
Commission AND five (05)
years post qualifying
experience in Human
Promotions
Resources field at executive
level in an organization with
more than 250 employees
OR
2. Bachelor Degree awarded
by a University recognized
by the University Grants
Commission and Associate
Membership of the Institute
of Personnel Management
Sri Lanka AND
five (05) years post-
qualifying experience in
Human Resource
Management at executive
level in an Organization with
more than 250 employees
OR
9 
Software Engineering Executive
IT Officer
1. Four year fulltime Bachelor
degree in Computer Science/
Information Technology/
Information Systems from a
University recognized by the
University Grant
Commission of Sri Lanka.
AND
Two (02) years Post-
qualifying Experience in
Information System
Design/Development in an
Executive Capacity in a
software development
Organization.  experience in Court Work.
Ancillary Service
Chemist
A Special Degree in
Chemistry awarded by a
University recognized by
the University Grants
Commission and three (03)
years of related post
qualifying experience at
executive level
Legal Officer
An Attorney at Law and
five (05) years post
qualifying experience out of
which two (02) years of
Statistician
A Special Degree in
Statistics awarded by a
University recognized by
the University Grants
Commission and three (03)
years post qualifying
experience at executive
level in the relevant field
OR
 

External Recruitment to the Senior Executive Class II Grade II
Other Services
Engineering Service Accounting and Audit service Human Resources Service Information Technology Ancillary Service
Service
executive level 3. Bachelor’s Degree awarded A degree in Statistics
Experience mentioned in 2,3,4 by a University recognized awarded by a University
must have been at; by the University Grants recognized by the
 State service/Board/ Commission with MBA University Grants
Corporation or organization AND three (03) years post - Commission and five (05)
having an annual turnover not qualifying experience in years post-qualifying
less than 500 Million Rupees Human Resource experience at executive
(The Board will review this Management at executive level in the relevant field
annual turnover from time to level in an Organization with Deputy Security Manager
time)   more than 250employees A Captain in the Army or
OR  equivalent rank in the other
 a reputed Audit firm    Forces or ASP in the Police
with two (02) years
satisfactory service
Promotions
OR
A Graduate of a University
recognized by the
University Grants
Commission, attached to the
Volunteer Force in the rank
of a Captain with two (02)
years active service as a
Captain, and eight (08)
years continuous service in
the Volunteer Force
Training Office
(Technical)
Four year Bachelor Degree
in Engineering (Electrical/
Mechanical/ Civil) from
State University in Sri
Lanka
OR

10 
 

Engineering Service
External Recruitment to the Senior Executive Class II Grade II
Other Services
Accounting and Audit service Human Resources Service Information Technology Ancillary Service
Service
Associate Membership of
the Institution of Engineers,
Sri Lanka (Electrical/
Mechanical/ Civil) through
an academic path

Table 10: External Recruitment to Senior Executive Services to Class II Grade I 

External Recruitment to Senior Executive Services to Class II Grade I 
Other Services 
Engineering Service 
Accounting and Audit service Human Resources Service Information Technology Service Ancillary Service
Age Limit: Should not be more than 35 years.
Method of Recruitment: By an Interview. External recruitments will be done only if there are no eligible persons in the CEB
Promotions

Chief Legal Officer

Attorney at Law and Notary Public
with fourteen (14) years post-
qualifying experience out of which
five (05) years of experience in Court
and notary work.
Manager (Security)
Commissioned officer in the Army
NOT APPLICABLE. NO RECRUITMENT TO CLASS II GRADE I OF THESE SERVICES 
(including the volunteer force) not
below the rank of Major or an
equivalent rank in the other Forces
with two (02) years active
satisfactory service in the rank
OR
a Superintendent of Police with two
(02) years active satisfactory service
in the rank

11 
 

External Recruitment to Senior Executive Services to Class II Grade I
Other Services 
Engineering Service 
Accounting and Audit service Human Resources Service Information Technology Service Ancillary Service
Age Limit: Should not be more than 35 years.
Method of Recruitment: By an Interview. External recruitments will be done only if there are no eligible persons in the CEB
Manager(Investigations)

Associate Membership of the Institute

of Chartered Accountants(ICA) of Sri
Lanka and having nine(09) years’
post qualifying experience as an
Investigation Officer/ Internal
Auditor out of which five (05)years
experience in senior executive level.
 

Table 11: External Recruitment to Senior Executive Service to Class I AND Special Class 

External Recruitment to Senior Executive Service to Class I and Special Class 
Promotions

Other Services
Engineering Service Accounting and Audit Human Resources Service Information Technology Service Ancillary Service
service

Not Applicable. No External Recruitment to Class I and Special Class

   

12 
 

Internal Recruitment to Senior Executive Services to Class II Grade II on Academic route

Selection Methodology: By an interview giving consideration to length of service in CEB, competence and performance. When competitive exams
are held, the purpose of interviewis only to verify credentials relating to his/her qualification/experience

Those internal applicants who are recruited through the external scheme of recruitment shall not be accounted for the vacancies allocated for internal
promotions.
Table 12: Quota for Internal Recruitment to Senior Executive Service on Academic route to Class II Grade II 

 
Quota for Internal Recruitment to Senior Executive Service on Academic route to Class II Grade II 
Engineering Service  Other Services (K4 Salary)
(E4 Salary)  Accounting and Audit service Human Resources Service Information Technology Service Ancillary Service
Accountant , Human Resource Officer Software Engineering
Engineers
Internal Auditor Executive
Year 2016-15% Year 2016 – 36% IT Officer
Year 2016 – 15% Year 2017 – 30%
Year 2017 – 14% Year 2017 – 14% Year 2017 - 30%
Year 2018 – 25% Promotions

Year 2018 –13% Year 2018 – 13% Year 2019 – 20% Year 2018 – 20%
Year 2019 – 12% Year 2019 – 12% Year 2020 – 15% Year 2019 – 15%
Year 2020 onwards– 11 % Year 2020 – 11% Year 2021 onwards – 10%
Year 2020 onwards– 10% of
of the Class II Grade II
of the Class II Grade II Year 2021& onwards–10 % the Class II Grade II Cadre
cadre Human Recourses
Cadre of each category of the Class II Grade II of the Information
category
cadre of each category Technology service.

   

13 

Table 13: Internal Recruitment to Senior Executive Service Class II Grade II on Academic route
Engineering Service
(E4 Salary)
Qualifications
Engineer
1. Those who have passed
the fourth (4th) Board
Examination of CEB
for Superintendents in
the relevant service
and having six (06)
years’ service as an
Engineering assistant
2. Those who have
fulfilled the
requirements for
external recruitment to
Engineer category
Class II Grade II
 
Internal Recruitment to Senior Executive Service Class II Grade II on Academic route
Other Services (K4 Salary)
Accounting and Audit service Human Resources Information Technology Ancillary Service
Service Service
Accountant Human Resource Software Engineering  Registrar
Executive&
Those who have passed the Officer IT Officer
 Welfare Officer
 Publicity Officer
competitive examination for 1. Those who have
1. Those who have passed  Consumer Education Officer
recruitment of Accountants passed the
the fourth (4th) Board
and having six(06) years’ competitive  Investigation Officer
Examination of CEB
service as an Accounting examination for
for Information  Supplies Officer
Assistant/Audit Assistant recruitment of
Technology Assistant
Internal Auditor Human Resource Those who have passed the
in the Information
Officers and having competitive examination for
1. Those who have passed the Technology service and
six(06) years’ recruitment to the above said
Promotions
having six (06) years’
competitive examination service as an categories and having six(06)
for recruitment of service as an
Human Resource years’ service in a Junior
Auditor and having Information
Assistant executive Grade
six(06) years’ service as Technology
an Accounting OR Assistant/Information
Assistant/Audit Assistant 2. Human Resource Technologist/Analyst
Assistants who Programmer/
OR Information
have fulfilled the
1. Accounting Assistants or Education and Technology Operation
Audit Assistants who Experience Assistant
have fulfilled the requirements for OR
Education and Experience external 2. Those who have fulfilled
requirements for external recruitment of the requirements for
recruitment of Human Resource external recruitment to
Accountants/ Internal Officers software Engineering
Auditors Executive/IT Officer
category Class II
Grade II
14 
 

Internal Recruitment of Senior Executive Staff to Class II Grade II on Merit Stream

Age: Must be above 55 years of age

Selection Methodology: On the basis of seniority, competence and performance after an interview. Only the Officers who pass the Efficiency Bar
applicable to the Junior Executive Level are eligible to apply for the promotion.

Table 14: Internal Recruitment of Senior Executive Staff to Class II Grade II on Merit Stream

Internal Recruitment of Senior Executive Staff to Class II Grade II on Merit Stream 
 (Promotion of Junior Executives to Senior Executive Class II Grade II on Merit)
Other Services (K4 Salary)
Engineering Service
Accounting and Audit Human Resources Service Information Technology Ancillary Service
(E4 Salary)
service Service
Quota

The present quota for Promotion to Promotions

Engineer category on merit stream will

be reduced to 1% year by year as
follows
Year 2016 – 5%,
Year 2017 – 4%, Not Applicable. No recruitment on Merit Stream
Year 2018 – 3%,
Year 2019 – 2%,
Year 2020 & onwards – 1% of the
Class II Grade II Cadre of the
Electrical/Mechanical/Civil
engineering categories respectively
.

15 
 

Internal Recruitment of Senior Executive Staff to Class II Grade II on Merit Stream 
 (Promotion of Junior Executives to Senior Executive Class II Grade II on Merit) 
Other Services (K4 Salary)
Engineering Service
Accounting and Audit Human Resources Service Information Technology Ancillary Service
(E4 Salary)
service Service
Qualifications
12 years active service as an
Engineering Assistant.
AND Not Applicable. No recruitment on Merit Stream 
Passing the 3rd Board Exam
(Subject to availability of vacancies in
the cadre) 
Table 15:Internal Recruitment to Senior Executive Services to Class II Grade II special 

Internal Recruitment to Senior Executive Services to Class II Grade II special

Other Services
Promotions

Engineering Service
Accounting and Audit service Human Resources Service Information Technology Service Ancillary Service
Age Limit: Should not be more than 35 years.
Method of Recruitment: By an Interview. External recruitments will be done only if there are no eligible persons in the CEB
Manager (Investigation)

Investigation Officers or
Internal Auditors with a Degree
from a University recognized
by the University Grants
Commission(UGC) and having
NOT APPLICABLE. NO RECRUITMENT TO CLASS II GRADE I OF THESE SERVICES twelve (12) years active service
as an Investigation Officer/
Internal Auditor out of which
eight(08)years in K3 salary
scale.

.
16   

Methods of Promotion in Senior Executive Service
Selection Methodology: Based on competence and performance after an interview. No cadre restrictions
Table 16: Method of Promotion of Staff in Senior Executive Service from Class II Grade II to Class II Grade
Method of Promotion of Staff in Senior Executive Service from Class II Grade II to Class II Grade I
Engineering Service
Qualifications
Engineers
Engineers with Chartered
Engineer Status of the
Institution Engineers Sri
Lanka or Engineering
Council (UK) with
Nine (9) years active
service as an Engineer in
Class II Grade II out of
which five (05) years
active service in K3 salary
scale
Accounting and Audit
service
Accountants
Accountants with Associate
Membership of Institution of
Chartered Accountants, Sri
Lanka OR Associate of the
Chartered Institute of
Management Accountants
(London, UK) OR Member
of Association of Chartered
Certified Accountants
(UK)with
Nine (09) years active service scale
in Class II Grade II out of
which five (5) years active
service in K3 salary scale
Internal Auditors
Accountants with Associate
Membership of Institution of
Chartered Accountants, Sri
Lanka with
Nine (09) years active service
in Class II Grade II out of
which five (05) years active
service in K3 salary scale
Other Services
Human Resources Service Information Technology
Service
Human Resource Officer Software Engineering
Member of Institute of Executive&
IT Officer
Personnel Management Sri
Lanka or Chartered Chartered Engineer status
Member of Chartered of the Institution of
Institute of Personnel and
Engineers, Sri Lanka
Development with (IESL) or Engineering
Council(EC) (UK ) OR
Promotions
Nine (9) years active
service in Class II Grade II Chartered IT Professional
out of which five (5) years status (CITP) of the British
active service in K3 salary Computer Society
with
Nine (09) years active
service in Class II Grade II
out of which five (5) years
active service in K3 salary
scale
17 
Ancillary Service
Chemist
1. Corporate Membership of the
Institute of Chemistry, Sri
Lanka
or
2. Full Membership of the Royal
Society of Chemistry, UK
AND
Nine (09) years active service in
Class II Grade II out of which five
(05) years active service in K3
salary scale
Statistician
 Chartered Statistician status
of the Royal Statistical
Society UK
AND
Nine (09) years active service in
Class II Grade II out of which five
(05) years active service in K3
salary scale
 

Method of Promotion of Staff in Senior Executive Service from Class II Grade II to Class II Grade I
Other Services
Engineering Service
Accounting and Audit Human Resources Service Information Technology Ancillary Service
service Service
Training Officer (Technical)
Member of Institute of Personnel
Management (MIPM)Sri Lanka or
Charted Member (Chartered
MCIPD) of Charted Institute of
Personnel and Development (UK)
with
Nine (09) years active service in
Class II Grade II out of which five
(5) years active service in K3
salary scale
Legal Officer
Nine (09) years active service as
Promotions

legal officer Class II Grade II out

of which five (05) years active
service in K3 salary scale

Note: Promotion to Class II Grade

I in the Legal Officer category
will be limited to cadre of Chief
Legal Officer

   

18 
 

Table 17: Method of Promotion of Staff in Senior Executive Service from Class II Grade 1 to Class I 

Method of Promotion of Staff in Senior Executive Service from Class II Grade 1 to Class I
Selection Methodology: Depending on seniority, competence and performance after an interview.
Cadre of Class I Electrical Engineers will be 10% of the total Electrical Engineers’ cadre.
Cadre of Class I Mechanical Engineers will be 10% of the total Mechanical Engineers’ cadre.
Cadre of Class I Civil Engineers will be 10% of the total Civil Engineers’ cadre.
Cadre of Class I Accountants will be 10% of the total Accountants cadre.
Other Services 
Engineering Service 
Accounting and Audit service Human Resources Service Information Technology Service Ancillary Service

Qualifications

Engineers with Chartered Accountants with

Engineer Status of the Associate Membership of
Institution Engineers Sri Institution of Chartered
Lanka or Engineering Accountants, Sri Lanka
Council (UK) OR Associate of the Promotions

with fifteen (15) years’ service
in the Executive Level out of
which six (6) years active
service in Class II Gr. I level
Chartered Institute of
Management
Accountants(CIMA( (UK)
OR Member of
Association of Chartered Not Applicable
Certified Accountants
(ACCA) with
with fifteen (15) years’
service in the Executive
Level out of which six (6)
years active service in
Class II Gr. I level

   

19 
 

Method of Promotion of Staff in Senior Executive Service from Class I to Special Class

Table 18: Method of Promotion of Staff in Senior Executive Service from Class I to Special Class 

Selection Methodology: Depending on the seniority, competence and performance

Cadre of Special Class Engineers will be Restricted by the number of vacancies in the cadre.
Cadre of Special Class Accountants will be restricted by the number of vacancies in the cadre
 
Method of Promotion of Staff in Senior Executive Service from Class I to Special Class
Other Services (K1 Salary)
Engineering Service
Accounting and Audit
(E1 Salary) Human Resources Service Information Technology Service Ancillary Service
service

Qualifications
Engineer Accountant

Engineers with Chartered Accountants with Associate

Engineer Status of the Membership of Institution of
Promotions

Institution Engineers Sri Chartered Accountants

Lanka or Engineering
Council (UK) who are in
Class I with experience.
. Accountants (CIMA) (UK)
(ICA), Sri Lanka OR
Associate of the Chartered
Institute of Management Not Applicable
OR Member of Association
of Chartered Certified
Accountants (ACCA) who
are in Class I with
experience.
.

20 
 

Placement in a Higher Salary Scale

Table 19: Method of Placement in different Salary scale of Staff in Senior Executive Service with E4/K4 salary Scale 

Method of Placement in different Salary scale of Staff in Senior Executive Service with E4/K4 salary Scale
Selection Methodology: Based on competence and performance after an Interview
Other Services
Engineering Service)
Accounting and Audit Human Resources Service Information Technology Service Ancillary Service
service
From E4 to E3 From K4 to K3 From K4 to K3 From K4 to K3 From K4 to K3

On Completion of four (4) years active service in Class II Gr. II

Table 20: Method of Placement in different Salary scale of Staff in Senior Executive Service with E3/K3 salary scales 

Method of Placement in different Salary scale of Staff in Senior Executive Service with E3/K3 salary scales
Salary Placement

Selection Methodology: Based on competence and performance after an Interview

Note: Class and Grade of the Officers placed in a higher salary scale remain unchanged
Other Services
Engineering Service
Accounting and Audit Human Resources Service Information Technology Service Ancillary Service
service
From E3 to E2 From K3 to K2 From K3 to K2 From K3 to K2 From K3 to K2
Twelve (12) years active
service in Class II Grade II
out of which eight (08) Twelve (12) years active service in Class II Grade II out of which eight (8) years active service in K3 salary scale
years active service in E3
salary scale

   

21 
 

Table 21: Method of Placement in different Salary scale of Staff in Senior Executive Service with E2/K2 salary scales 

Method of Placement in different Salary scale of Staff in Senior Executive Service with E2/K2 salary scales
Selection Methodology: Based on competence and performance after an Interview
Note: Class and Grade of the Officers placed in a higher salary scale remain unchanged
Other Services
Engineering Service
Accounting and Audit
Human Resources Service Information Technology Service Ancillary Service
service
From E2 to E1 From K2 to K1 From K2 to K1 From K2 to K1 From K2 to K1
Chartered Engineer status
with eighteen (18) years’
service in the Executive
level out of which nine (09)
years active service in Professional Qualifications relevant to the category and eighteen (18) years’ service in the Executive level out of
Class II Gr. I level which nine (09) years active service in Class II Gr. I level depending on seniority, competence and performance after
OR an interview.
Twenty three (23) years’
service in the Executive OR Salary Placement

level out of which eleven Twenty three (23) years service in the Executive level out of which eleven (11) years active service in K2 salary scale
(11) years active service in and those who are over 50 years of age
E2 salary scale and those
who are over 50 years of
age

   

22 
 

Table 22: Method of Placement in a Next Higher Salary scale of Staff in Executive Service with E1/K1 salary scales 

Method of Placement in a Next Higher Salary scale of Staff in Executive Service with E1/K1 salary scales
Selection Methodology: Based on competence and performance
Note: Class and Grade of the Officers placed in a higher salary scale remain unchanged
Other Services
Engineering Service
Accounting and Audit
Human Resources Service Information Technology Service Ancillary Service
service
From E1 to Esp From K1 to Ksp From K1 to Ksp From K1 to Ksp From K1 to Ksp
Officers in Class I with
twenty seven (27) years’
service in the Executive
Officers in Class I with
level out of which five (05)
twenty seven (27) years’
years active service in
service in the Executive
Class I level
level out of which five (05) Not Applicable
years active service in OR Salary Placement

Class I level
Officers in Class I with
twelve (12) years active
service in Class I level

23 
 

Marking Schemes for Interviews

Table 23: Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Senior Executives in Engineering Service 

Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Senior Executives in Engineering Service 
Maximum Marks
Description
Allowed

Additional qualifications under Note 1 below 5

Extra-curricular activities under Note 2 below 10

Relevant Experience under Note 3 below 5

Assessment of the Engineering Degree Program under 15

Note 4 below

Academic Performance under Note 5 below Marking Schemes 10

Full Professional Qualifications under Note 6 below 5

Presentation of self 10

Communication skills 15

Viva Positive thinking and 10

attitudes

Knowledge related to the 15

job

24 
 

Notes for the Marking Scheme for the Interview for Recruitment of External applicants to  
Class II Grade II Senior Executives in Engineering Service

1. Additional Qualifications which will be given credit under the Marking Scheme (maximum 5 Marks)
1.1. Additional Graduate/Post Graduate/Diploma level academic qualification in the respective discipline (Other than those specified as compulsory requirement) or
in the field considered useful for the organizational needs such as Information Technology, Human resource Management, Finance, Accountancy, Law etc..
1.2. Professional qualifications in a field, other than those specified for full Professional Standered for the Engineering Service

2. Guidance for Extra-Curricular activities which will be given credit under the Marking Scheme( Maximum 10 Marks)
2.1. Sports achievements at inter-school or higher representative level
2.2. Holding offices of Organizations/Associations/Societies operating at District or higher level
2.3. Sports achievements in inter-provincial or higher representative level
2.4. Any other extra-curricular activity equivalent or higher than those listed above, as determined by the Interviewing panel

3. Relevant Experience (Maximum 5 marks)

3.1. Experience gained in a responsible position in the field of Engineering after qualifying as an Engineer on completion of academic requirements for Associate
Membership of Institution of Engineers, Sri Lanka Marking Schemes

3.2. Experience gained in CEB gained after qualifying as an Engineer on completion of academic requirements for Associate Membership of Institution of
Engineers, Sri Lanka, in Superintendent Service or similar service in CEB

4. Assessment of the Engineering Degree Program(Maximum 15 marks)

4.1. If the Candidates Engineering Degree is from a state University in Sri Lanka where selection / admission to the respective degree program is only through
University Grant Commission (UGC) selection based on GCE (Advanced Level ) results (Maximum 5 Marks)
4.2. If the candidates Engineering degree program has Washington Accord Accreditation(Max 5 Marks)
4.3. If the candidate has offered core subjects relevant to the Engineer category he is interviewed for ( Max 5 Marks)

5. Guidance for marks for Academic Performance which will be given credit (maximum 10 marks)
5.1. Academic ratings earned by the candidate shall be given credit here.
6. Full Professional Qualifications
6.1. Candidates that have accomplished the Chartered Engineer status from either Institution of Engineers, Sri Lanka or Engineering Council (UK) will be given
marks under this item
   

25 
 

Notes for the Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Senior Executives in Engineering Service (cont.….)

7. Knowledge required to perform the job (maximum 10 marks)

(Following items are related to candidates for Electrical Engineer category. In case of other categories similar suitable method shall be adopted for marking under item
6)
In addition to ascertaining the knowledge related to job during the interview, the following items should be checked from those who have followed ‘Combine Major
degree Programs, (i.e. the first degree in Engineering is not only a major in Electrical Engineering but combined with another major such as Electronics, Information
Technology etc..)
7.1. Under Graduate Project carried out and Electrical Engineering content of it
7.2. Whether the In plant training relevant to academic qualification for recruitment has been undergone at CEB, LECO or at any other organization engaged in
core Electrical Engineering practice
7.3. The list of Electrical Engineering related non-core subjects offered by the candidate in his academic degree to check candidates preference to Electrical
Engineering
7.4. Academic transcript

8. Special Marks (Max 5) Marking Schemes

Additional five (05) marks will be given for either of the qualification shown below. Marks such awarded are in addition to the total mark 100.

8.1.1. If the father or mother of the candidate is a CEB employee or ex-employee

   

26 
 

Table 24: Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Senior Executives in Other Service

Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Senior Executives in Other Services   

Human Information
Accounts & Ancillary
Description Resources Technology
Audit Service Service
Service Service

Additional academic
qualifications (under Note 1 10 10 10 10
below)

Extra-curricular activities 10 10 10 10
(under Note 2 below)

Relevant Experience 15 15 15 20
(Under Note 3 below)
Marking Schemes

Academic Performance 5 5 5 10
(Under Note 4 below)

Professional Qualifications 10 10 10 10
(Under Note 5 below)

Presentation of self 10 10 10 10

Communication skills 15 15 15 15

Viva Positive thinking and 15 15 15 15

attitudes

Knowledge related to 10 10 10 10
the job

27 
 

Notes for the Marking Scheme for the Interview for Recruitment of External applicants to Class II Grade II Executives in Other Services

1. Additional Qualifications which will be given credit under the Marking Scheme (maximum 10 Marks)
1.1. Additional Graduate/Post Graduate/Diploma level academic qualification in the respective discipline (Other than those specified as compulsory requirement) or in a
field considered useful for the organizational needs such as Information Technology, Law etc..

2. Guidance for Extra-Curricular activities which will be given credit under the Marking Scheme( Maximum 10 Marks)
2.1. Sports achievements at inter-school or higher representative level
2.2. Holding offices of Organizations/Associations/Societies operating at District or higher level
2.3. Sports achievements in inter-provincial or higher representative level
2.4. Any other extra-curricular activity equivalent or higher than those listed above, as determined by the Interviewing panel

3. Relevant Experience (up to 15 marks)

3.1. Experience gained in a responsible position in the relevant field over and above the experience specified for recruitment

4. Guidance for marks for Academic Performance which will be given credit (Maximum 5 marks)
Marking Schemes

4.1. Academic ratings earned by the candidate shall be given credit here.

5. Professional Qualification
5.1. Professional qualifications in the field, specified as qualification under placement in K3 salary scale

6. Special Marks (Max 5)

Additional five (05) marks will be given for either of the qualification shown below. Marks such awarded are in addition to the total mark 100.

6.1.1. If the father or Mother of the candidate is a CEB employee or ex-employee

   

28 
 

Table 25: Marking Scheme for Recruitment of Internal Applicants to Class II Grade II of Senior Executive Service (Academic Route)

Marking Scheme for Recruitment of Internal Applicants to Class II Grade II of Senior Executive Service (Academic Route)

Maximum
Description Years possible
marks

Internal
Examination 6 7 8& above
Years (for Engineering stream
Service)
Fulfilling external
3 4 5 & above
recruitment criteria
Experience

Internal 30
Examination 6 7 8 & above
Years (for Accounts &
stream
Audit/HR/IT/Ancillary
Marking Schemes

Services)
Fulfilling external
3 4 5 & above
recruitment criteria

Marks 20 25 30

Additional qualifications relevant to the job (See General Note 1) 10

Extracurricular activities (See General Note 2) 10

Viva (See General Note 3) 30

Performance appraisals Last 3 years average x 20% 20

 

Pass Marks shall be sixty (60)   

29 
 

Marching Scheme for Recruitment of Internal Applicants to Class II Grade II of Senior Executive Service (Merit Stream)
 

Note: This is applicable for the Engineering Service only

Table 26: Marching Scheme for Recruitment of Internal Applicants to Class II Grade II  of Senior Executive Service (Merit Stream) 

Maximum
Description Years possible
marks

Experience Years 12 13 14 & above

(Twelve (12) years active service as an 30
Engineering Assistant
Marks 20 25 30

Additional qualifications relevant to the job (See Note 1) 10

Marking Schemes

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Pass Marks shall be sixty (60)

30 
 

Marking Scheme for promotions of Executives in Class II Grade II into Class II Grade I of Senior Executive Service
Table 27: Marking Scheme for promotions of Executives in Class II Grade II into Class II Grade I of Senior Executive Service 

Maximum
Description Years possible
marks

Years 9 10 11 & above

Experience(Active Service in class II Grade II) 30
Marks 20 25 30

Additional qualifications relevant to the job (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Marking Schemes
Last 3 years average x 20% 20

Pass Marks shall be sixty (60) 

31 
 

Marking Scheme for Placement of Senior Executives in Class II Grade II E4/K4 salary into E3/K3 salary scale
Table 28: Marking Scheme for Placement of Senior Executives in E4/K4 salary into E3/K3 salary scale 

Maximum
Description Years possible
marks

Years 4 5 6 & above

Experience(Active service in class II Grade II) 30
Marks 20 25 30

Additional qualifications relevant to the job (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Schemes

Pass Marks shall be sixty (60)

32 
 

Marking Scheme for Placement of Senior Executives inE3/K3 salary intoE2/K2 salary scale
Table 29: Marking Scheme for Placement of Senior Executives in E3/K3 salary intoE2/K2 salary scale 

Maximum
Description Years possible
marks

Years 12 13 14 & above

Experience(Active service in class II Grade
30
II)
Marks 20 25 30

Additional qualifications relevant to the job (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Last 3 years average x 20% 20

Marking Schemes

Performance appraisals

   

33 
 

Marking Scheme for Placement of Senior Executives in Class II Grade I into E1/K1 salary scale
Table 30: Marking Scheme for Placement of Senior Executives in Class II Grade I into E1/K1 salary scale 

Maximum
Description Years possible
marks

11 &
Years 9 10
above
Experience (Active service in Class II Grade I) 30
Marks 20 25 30

Additional qualifications relevant to the job (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Marking Schemes

Performance appraisals Last 3 years average x 20% 20

Pass Marks shall be sixty (60)

34 
 

Marking Scheme for Placement of Senior Executives in Class II Grade II who are in E2/K2 salary Scale into E1/K1 salary scale
Table 31: Marking Scheme for Placement of Senior Executives in Class II Grade II who are in E2/K2 salary Scale into E1/K1 salary scale 

Maximum
Description Years possible
marks

25&
Years 23 24
above
Experience (Active service in Class II Grade II) 30
Marks 20 25 30

Additional qualifications relevant to the job (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Marking Schemes

Performance appraisals Last 3 years average x 20% 20

Pass Marks shall be sixty (60)

35 
 

Notes on Marking Schemes

1. Additional Qualifications which will be given credit under the Marking Scheme
(a) Post-graduate Level Diploma in a related field
(b) Graduate/ Diploma or higher qualifications in Information Technology
(c) Professional qualifications in a related field, other than those specified for recruitment

2. Guidance for Extra-Curricular activities which will be given credit under the Marking Scheme
(a) Post-graduate Degree / Post-graduate Diploma from a recognized University other than those recognized under 1(a) above
(b) Graduate/ Diploma or higher qualifications than those recognized under 1(a) above
(c) Proven proficiency in Computer applications
(d) Proven proficiency in languages other than the mother language
(e) Sports achievements at inter-school or higher representative level
(f) Holding offices of Organizations/Associations/Societies operating at District or higher level
(g) Sports achievements in CEB inter-provincial or higher representative level
(h) Holding office of Organizations/Associations/Societies/Trade Unions operating in CEB
Marking Schemes

(i) Any other extra-curricular activity equivalent or higher than those listed above, as determined by the Interviewing panel
(j) Contribution towards improvement in productivity in CEB
eg: Productivity circle
3. The purposes of the viva is to:
(a) Assess the candidate’s knowledge related to the job
(b) Verify the credentials related to qualifications and extracurricular activities asserted by the candidate
(c) Verify the mental and physical condition of the candidate

36 
  
 
 
CEB  
Schemes of Recruitments and 
Promotions 
2016 
Section II 
Junior Executive Categories 
Table of Contents
Junior Executive Categories.......................................................................................................................... 1 
Salary scales of Junior Executive Categories ........................................................................................... 2 
General Notes on Recruitment to Junior Executive Categories ................................................................ 2 
Accounting Assistant Category..................................................................................................................... 3 
Eligibility for Competitive Examination................................................................................................... 3 
Audit Assistant Category .............................................................................................................................. 4 
Eligibility for Competitive Examination................................................................................................... 4 
Human Resources Assistant Category .......................................................................................................... 5 
Eligibility for Competitive Examination................................................................................................... 5 
Consumer Education Assistant Category ...................................................................................................... 6 
Eligibility for Competitive Examination................................................................................................... 6 
Supplies Assistant Category ......................................................................................................................... 7 
Eligibility for Qualifying Examination ..................................................................................................... 7 
Selection Methodology: ........................................................................................................................ 7 
Investigating Assistant Category .................................................................................................................. 8 
Eligibility for Qualifying Examination ..................................................................................................... 8 
Marking scheme for Recruitment of Investigating Assistant ................................................................ 8 
Librarian Category ...................................................................................................................................... 10 
Eligibility for Interview .......................................................................................................................... 10 
Marking Scheme for the Interview for Recruitment of Librarian ....................................................... 10 
Statistical Assistant Category ..................................................................................................................... 12 
Eligibility for Recruitment Examination................................................................................................. 12 
Confidential Secretary Category ................................................................................................................. 13 
Eligibility for Recruitment Examination................................................................................................. 13 
Marking scheme for the Interview for Recruitment of Confidential Secretary .................................. 13 
Senior Security Officer Category ................................................................................................................ 14 
Eligibility for Recruitment Interview ...................................................................................................... 14 
Marking scheme for the Recruitment Interview of Senior Security Officer ....................................... 14 
Supply Assistant Category .......................................................................................................................... 15 
Eligibility for Competitive Examination................................................................................................. 15 

i
List of Tables
Table 1:Junior Executive Categories ............................................................................................................ 1 
Table 2:Marking scheme for Recruitment of Investigating Assistant .......................................................... 8 
Table 3:Marking Scheme for the Interview for Recruitment of Librarian .................................................. 10 
Table 4:Marking scheme for the Interview for Recruitment of Confidential Secretary ............................. 13 
Table 5:Marking scheme for the Recruitment Interview of Senior Security Officer.................................. 14 

ii
Junior Executive Categories
Following Categories of Employees will fall in to this service

Table 1:Junior Executive Categories

Group A
Accounting Assistant
Analyst Programmer#
Confidential Secretary
Audit Assistant
Consumer Education Assistant
Human Resources Assistant
Information Technologist#
Information Technology Operation Assistant#
Investigation Assistant
Librarian
Senior Security Officer
Statistical Assistant
Supplies Assistant
Group B
Engineering Assistant
Chemist Assistant
Drawing Office Assistant
Information Technology Assistant
Note:
1. Scheme of Recruitment and Promotion relevant to Categories under Group A is given here.
2. Scheme of Recruitment and Promotion relevant to Categories under Group B is given under
Middle level Technical Services.
3. Employees in categories; Information Technology Operation Assistant, Analyst Programmer
and Information Technologists, will continue to hold the same designation and there will be no
recruitment to these categories in the future.

1
Salary scales of Junior Executive Categories
The salary scales of the Junior Executive Level are:
 Junior Executives Upper Segment: K4
 Junior Executives Lower Segment: K5JEX(Efficiency Bar before 6thSalary Point)
General Notes on Recruitment to Junior Executive Categories
Recruitment
Recruitments will be made internally to the Junior Executive Level and the recruits will be placed at the
initial step of the K5JEX salary scale.
Internal Recruitment
Internal Recruitment will be done through the applicable examination and/or by an interview depending
on the job category.
Age
Age limits will not apply to internal recruitments.
Training
Those selected will receive a training covering Job related topics, Topics on CEB System and Procedures
and Training on Soft skills conducted by a CEB Training Center, prior to the appointment. Period of
training will be shown under different categories
Amalgamation of K5JEX and K4 Salary Scales
Junior Executive Officers fulfilling the following requirements will be eligible to move on to the K4
salary scale (Upper Segment) provided they have passed the efficiency bar interview at sixth (6th) salary
point.
1. Upon completion of six (6) years’ service in the Lower Segment (K5 Salary Scale)and possess
the following qualifications:
a. Graduates of recognized Universities OR,
b. Those who have obtained intermediate qualifications in Accountancy OR,
c. Those who have reached the age of 55 years
2. Other Junior Executive Officers will be eligible to move on to the K4 salary (Upper Segment) on
completion of ten (10) years’ service in Lower Segment (K5JEX salary scale)
3. Junior Executive Officers who have reached the maximum of the K5JEXsalary scale will be
eligible to move on to the K4 salary scale (Upper Segment) when they stagnate in the Lower
Segment (K5JEXsalary scale)
Those who have reached the Efficiency Bar salary point of the K5JEX salary scale and failed to pass the
same shall not be eligible to move on to K4 salary scale until they pass the Efficiency Bar interview
/Examination.
The above movements from the Lower Segment (K5JEX salary scale) to Upper Segment (K4 salary scale)
will be decided on the basis of an interview.Junior Executive Officers who move on to the Upper
Segment will continue to enjoy the same designation. They will not be eligible to any other benefits
applicable to those Officers who are directly recruited to the Class II Grade II positions on K4 Salary
Scale.

2
Accounting Assistant Category
This is an internal promotion. Cadre of Accounting Assistants is restricted and it will depend on the
number of posts available. Recruitment will be done through a competitive examination.
Eligibility for Competitive Examination
1. Officers in Supra/Special Class/Class I of the CEB Clerical and Allied Services and/or
Administrative Coordinator Service who are confirmed in service and who possess at
least 15 years service in CEB
2. Graduates of any UGC approved University in the CEB Clerical and allied service/CEB
Administrative coordinator service who are confirmed in service and having at least
five(05) years service in CEB
3. Officers in the CEB Clerical and allied service /Administrative coordinator service who
are confirmed in service and possessing any one of the following qualifications
3.1. Four year Bachelor Degree in Accountancy/Finance awarded by any UGC
approved University
3.2. Passed Finalists of the Institute of Chartered Accountants, Sri Lanka
3.3. Passed Finalists of the Chartered Institute of Management Accountant (UK)
3.4. Passed Finalists of the Chartered Association of Certified Accountants (UK)
4. Officers in the CEB Clerical and allied service /Administrative coordinator service who
are confirmed in the service and possessing any one of the following professional
qualifications provided they have at least five (05) years permanent service in CEB.
4.1. Pass in the Management Level Examination or any equivalent level examination of
the Chartered Institute of Management Accountants (CIMA) UK
4.2. Pass in the Business Level Examination or any equivalent level examination of the
Institute of Chartered Accountants (ICA) of Sri Lanka.
4.3. Those who have passed the Higher National Diploma in Accountancy conducted by
Institutes coming under Sri Lanka Institute of Advanced Technical Education
(SLIATE)
4.4. Members of the Institute of Certified Management Accountants of Sri Lanka
(ACMA-SL) through an academic route
4.5. Members of the Association of Accounting Technicians of Sri Lanka
(MAAT)through an academic route
Age:
Not applicable

Recruitment
The selection will be on the basis of a written competitive examination and an interview. The purpose of
thisinterview is to verify the credentials related to the qualifications and to verify the mental and physical
condition of the candidate
Training
Those who are selected shall undergo a training of four (04) week (120 hours) period.

3
Audit Assistant Category
This is an internal promotion. Cadre of Audit Assistants is restricted and it will depend on the number of
posts available. Recruitment will be done through a competitive examination.
Eligibility for Competitive Examination
1. Officers in Supra/Special Class/Class I of the CEB Clerical and Allied Services and/or Administrative
Coordinator Service who are confirmed in service and who possess at least 15 years’ service in CEB
2. Graduates of any UGC approved University in the CEB Clerical an allied service/CEB
Administrative coordinator service who are confirmed in service and having at least 5 years’ service
in CEB
3. Officers in the CEB Clerical and allied service /Administrative coordinator service who are confirmed
in service and possessing any one of the following qualifications
3.1. Four year Bachelor Degree in Accountancy/Finance awarded by any UGC approved University
3.2. Passed Finalists of the Institute of Chartered Accountants, Sri Lanka
3.3. Passed Finalists of the Chartered Institute of Management Accountant (UK)
3.4. Passed Finalists of the Chartered Association of Certified Accountants (UK)
4. Officers in the CEB Clerical and allied service /Administrative coordinator service who are confirmed
in service and possessing any one of the following professional qualifications provided they have at
least five (05) years permanent service in CEB.
4.1. Pass in the Management Level Examination or any equivalent level examination of the
Chartered Institute of Management Accountants (CIMA) UK
4.2. Pass in the Business Level Examination or any equivalent level examination of the Institute of
Chartered Accountants (ICA) of Sri Lanka.
4.3. Those who have passed the Higher National Diploma in Accountancy conducted by Institutes
coming under Sri Lanka Institute of Advanced Technical Education (SLIATE)
4.4. Members of the Institute of Certified Management Accountants of Sri Lanka (ACMA-SL)
through an academic route
4.5. Members of the Association of Accounting Technicians of Sri Lanka (MAAT)through an
academic route
Age:
Not applicable

Recruitment
The selection will be on the basis of a written competitive examination and an interview. The purpose of
thisinterview is to verify the credentials related to the qualifications and to verify the mental and physical
condition of the candidate

Training
Those who are selected shall undergo a training of four week (04) (120 hours) period organized by a CEB
Training Center.

4
Human Resources Assistant Category
This is an internal promotion. Cadre of Human Resources Assistants is restricted and it will depend on the
number of posts available. Recruitment will be done through a competitive examination.
Eligibility for Competitive Examination
1. Officers in Supra/Special Class/Class I of the CEB Clerical and Allied Services and/or Administrative
Coordinator Service who are confirmed in service and who possess at least fifteen (15) years’ service
in CEB
2. Graduates of any UGC approved University in the CEB Clerical an allied service/CEB
Administrative coordinator service who are confirmed in service and having at least five (05) years’
service in CEB
3. Graduates of any UGC approved University in the CEB Clerical an allied service/CEB
Administrative coordinator service who are confirmed in service and having Professional
Qualification Human Resources Management (PQ HRM) ) conducted by Institute of Personnel
Management (IPM)Sri Lanka with at least three (03) years’ service in CEB
4. Officers in the CEB Clerical and allied service /Administrative coordinator service who are confirmed
in service and possessing any one of the following qualifications
4.1. Four year Bachelor Degree in Human Resources Management awarded by any UGC approved
University with at least three (03) years service in CEB
4.2. Diploma in Human Resources Management from Institute of Personnel Management (IPM) Sri
Lanka with at least seven (07) years service in CEB
4.3. Diploma in Human Resources Management from National Institute Business Management
(NIBM) Sri Lanka having at least seven(07) years service in CEB
4.4. Professional Qualification Human Resources Management (PQ HRM) conducted by Institute of
Personnel Management (IPM) Sri Lanka with at least five (05) years’ service in CEB
4.5. Pass in the Level 5 Intermediate Examination of the Chartered Institute of Personnel and
Development (CIPD) (UK)with at least five (05) years service in CEB
Age:
Not applicable.

Recruitment
The selection will be on the basis of a written competitive examination and an interview. The purpose of
thisinterview is to verify the credentials related to the qualifications and to verify the mental and physical
condition of the candidate

Training
Those who are selected shall undergo a training of four (04) weeks (120 hours) period organized by a
CEB Training Center.

5
Consumer Education Assistant Category
This is an internal promotion. The cadre of consumer education assistant is restricted and will depend on
the number of posts available. Recruitment will be done through a written competitive examination and
interview
Eligibility for Competitive Examination
1. Officers in Supra/Special Class/Class I of the CEB Clerical and Allied Services and/or Administrative
Coordinator Service who are confirmed in service and who possess at least fifteen (15) years service
in CEB
2. Graduates of any UGC approved University in the CEB Clerical an allied service/CEB
Administrative coordinator service who are confirmed in service and having at least five (05) years
service in CEB
Selection Methodology:
Selection will be by a written competitive examination and interview. Purpose of the interview is to
verify the credentials related to the qualifications and to verify the physical and mental condition.
Training
Those who are selected shall undergo a training of two (02) weeks (60 hours) period organized by a CEB
Training Center.

6
Supplies Assistant Category
This is an internal promotion. The cadre of Supplies Assistant is restricted and will depend on the number
of posts available. Recruitment will be done through a written competitive examination and Interview
Eligibility for Qualifying Examination
1. Store Keepers in Supra/Special Class/Class I who are confirmed in service and who possess at least
fifteen (15) years’ service in CEB
OR
Graduates of any UGC approved University in the CEB Store Keeper Category who are confirmed in
service and having at least five (05) years service as a Store Keepers in CEB

Selection Methodology:
Selection will be by a written competitive examination and interview.
Purpose of the interview is to verify the credentials related to the qualifications and to verify the physical
and mental condition

Training
Those who are selected shall undergo a training of two (02) weeks (60 hours) period organized by a CEB
Training Center.

7
Investigating Assistant Category
This is an internal promotion. Cadre of Investigating assistant is restricted and it will depend on the
number of posts available. Recruitment will be done through a Qualifying examination and Interview
Eligibility for Qualifying Examination
(1). Officers in Supra/Special Class/Class I of the CEB Clerical and Allied Services and/or
Administrative Coordinator Service who are confirmed in service and who possess at least fifteen
(15) years service in CEB
(2). Graduates of any UGC approved University in the CEB Clerical and allied service/CEB
Administrative coordinator service who are confirmed in service and having at least five (05)
years service in CEB
(3). Electrical Superintendents of CEB who are confirmed in service and having at least ten (10) years
service in CEB
Marking scheme for Recruitment of Investigating Assistant

Table 2:Marking scheme for Recruitment of Investigating Assistant

Maximum
Description Years of experience possible
marks
18 &
Officers having qualification Experience 15 16 17
above
(1) above
Marks 15 20 25 30
8 and
Officers having qualification Experience 5 6 7
above 30
(2) above
Marks 15 20 25 30
13 and
Officers having qualification Experience 10 11 12
above
(3) above
Marks 15 20 25 30
Additional qualification relevant to the job (see note 1 below) 10
Extracurricular activities(see note 2 below) 10
Viva (see note 3 below) 30
Performance appraisals Last 3 years average x 20% 20
1. Additional Qualifications which will be given credit under the Marking Schemes are:
 Certificate or higher level qualifications in Accounts / Audit
 Certificate or higher level qualifications in Public Relations
 Proven proficiency in Martial Arts
 Successful completion of a certificate or higher level course conducted by a recognized
institution in a Language other than the mother tongue
 Proven proficiency in computer applications
 Higher professional qualifications other than those specified for recruitment

8
2. Guidance for Extra-Curricular activities which will be given credit under the Marking Schemes
 Sports achievements at inter-school or higher representative level
 Holding offices of Organizations/Associations/Societies operating at District or higher level
 Sports achievements in CEB inter-provincial or higher representative level
 Holding offices of Organizations/Associations/Societies/Trade Unions operating in CEB
 Any other extra-curricular activity equivalent or higher than those listed above, as determined
by the Interviewing panel
The purpose of the viva is to:
 Asses the candidate’s knowledge related to the job
 Verify the credentials related to qualifications and extracurricular activities asserted by the
candidate
 Verify the mental and physical condition of the candidate

9
Librarian Category
This is an internal promotion. Cadre of Librarian is restricted and it will depend on the number of posts
available. Recruitment will be done through an Interview.
Eligibility for Interview
1. Assistant Librarian of Supra Class/Special Class/Class I of the CEB who are confirmed in service and
who possess fifteen (15) years experience as Asst. Librarian.
2. Assistant Librarians who are confirmed in service and having five (5) years service as an Assistant
Librarian with any one of the under mentioned qualifications
2.1. Intermediate Examination of the Sri Lanka Library Association

2.2. Diploma in Library Science (Librarianship) of a University recognized by University Grant

Commission.

2.3. General Degree from a University recognized by University Grant Commission with Library
Science as a subject
3. Assistant Librarians who are confirmed in service and having three (03) years service as an Assistant
Librarian who have passed the Final Examination of the Sri Lanka Library Association
Marking Scheme for the Interview for Recruitment of Librarian

Table 3:Marking Scheme for the Interview for Recruitment of Librarian

Maximum
Description Years of experience possible marks
18 &
years 15 16 17
Officers having qualification (1) above above
Marks 15 20 25 30
8&
years 5 6 7
Officers having qualification (2) above above 30
Marks 15 20 25 30
6&
years 3 4 5
Officers having qualification (3) above above
Marks 15 20 25 30
Additional qualification relevant to the job (see note 1 below) 10
Extracurricular activities(see note 2 below) 10
Viva (see note 3 below) 30
Performance appraisals Last 3 years average x 20% 20
Notes for the Marking Scheme for the Interview for Recruitment of Librarian
1. Additional Qualifications which will be given credit under the Marking Schemes are:
i. Successful completion of a certificate or higher level course conducted by a recognized
institution in a Language other than the mother tongue
ii. Proven proficiency in computer applications
iii. Associate Membership of the Sri Lanka Library Association
iv. Higher professional qualifications other than those specified for recruitment

10
2. Guidance for Extra-Curricular activities which will be given credit under the Marking Schemes
i. Sports achievements at inter-school or higher representative level
ii. Holding offices of Organizations/Associations/Societies operating at District or higher
level
iii. Sports achievements in CEB inter-provincial or higher representative level
iv. Holding offices of Organizations/Associations/Societies/Trade Unions operating in CEB
v. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel
3. The purposes of the viva are to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities asserted by
the candidate
iii. Verify the mental and physical condition of the candidate

11
Statistical Assistant Category
The Cadre of the Statistical Assistant is restricted and it will depend on the number of posts available.
Vacancies will be filled from internal sources.
Mode of Recruitment
The selection will be on the basis of a written competitive examination and an interview. The purpose of
this interview is to verify the credentials related to the qualifications and to verify the mental and physical
condition of the candidate.
Eligibility for Recruitment Examination
Qualification
The employees of the CEB who possessany of the following qualifications are eligible to be considered:

1. Employees in CEB who are confirmed in service with a degree in Statistics from a University
recognized by the University Grants Commission, with three (03) years post-qualifying
experience in statistical analysis or related work
2. Employees in CEB who are confirmed in service with a degree with Statistics as a subject from a
University recognized by the University Grants Commission with five (05) years experience in
statistical analysis or related work
3. Employees in CEB who are confirmed in service with a Diploma in Statistics from a recognized
institution with seven (07) years post-qualifying experience in statistical analysis or related work

Training
Those who are selected shall undergo a training of four (04) weeks (120 hours) period organized by a
CEB Training Center.

12
Confidential Secretary Category
This is an internal promotion. Cadre of Confidential Secretary is restricted and it will depend on the
number of posts available.
Recruitment
Recruitment will be done through a written qualifing examination and Interview.
Eligibility for Recruitment Examination
Secretaries in Supra/Special Class/Class I of the CEB who are confirmed in service and having any one of
the under mentioned qualification and five (05) years’ service as a Secretary class I
1.1. Advanced Secretarial Course in National Institute of Business Management (NIBM) Sri Lank
1.2. Advanced Secretarial Course Institute of Development Administration (SLIDA)

Marking scheme for the Interview for Recruitment of Confidential Secretary

Table 4:Marking scheme for the Interview for Recruitment of Confidential Secretary

Maximum
Description Years of experience possible
marks
8&
Experience in Supra/Special
5 6 7 abov
Class/Class I as a Secretary 30
e
Marks 15 20 25 30
Additional qualification relevant to
See Note 1 10
the job
Extracurricular activities See Note 2 10
Viva See Note 3 30
Performance appraisals Last 3 years average x 20% 20

Training
Those who are selected shall undergo a training organized by a CEB Training Center.

13
Note for the Marking scheme for the Interview for Recruitment of Confidential Secretary
1. Additional Qualifications which will be given credit under the Marking Scheme are:
1.1. Successful completion of a certificate or higher level course conducted by a recognized
institution by a Language other than the mother tongue
1.2. Proven proficiency in computer applications
1.3. Higher Professional qualifications other than those specified for recruitment
2. Guidance for Extra-Curricular activities which will be given credit under the Marking Scheme
2.1. Graduate or Diploma level qualifications
2.2. Proven proficiency in Computer applications
2.3. Proven proficiency in languages other than the mother language
2.4. Sports achievements at inter-school or higher representative level
2.5. Holding offices of Organizations/Associations/Societies operating at District or higher level
2.6. Sports achievements in CEB inter-provincial or higher representative level
2.7. Holding offices of Organizations/Associations/Societies/Trade Unions operating in CEB
2.8. Any other extra-curricular activity equivalent or higher than those listed above, as determined by
the Interviewing panel
3. The purposes of the viva is to:
3.1. Asses the candidate’s knowledge related to the job
3.2. Verify the credentials related to qualifications and extracurricular activities asserted by the
candidate
3.3. Verify the mental and physical condition of the candidate

Senior Security Officer Category

This is an internal promotion. Cadre of Senior Security Officer is restricted and it will depend on the
number of posts available. Recruitment will be done through an interview
Eligibility for Recruitment Interview
The following categories of employees of the CEB are eligible to be considered:
 Employees of the CEB Security Service possessing not less than fifteen (15) years service in the
security work, including at least five (5) years of service as a Security Officer in the CEB
Marking scheme for the Recruitment Interview of Senior Security Officer
Table 5:Marking scheme for the Recruitment Interview of Senior Security Officer

Maximum
Description Years of experience possible
marks
Experience in the CEB Security 18 &
15 16 17
Service above 30
Marks 15 20 25 30
Additional qualification relevant to the job (see note 1 below) 10
Extracurricular activities (see note 2 below) 10
Viva (see note 3 below) 30
Performance appraisals Last 3 years average x 20% 20

14
Notes for the Marking scheme for the Recruitment Interview of Senior Security Officer
1. Additional Qualifications which will be given credit under the Marking Schemes are:
 Successful completion of a certificate or higher level course conducted by a recognized
institution in a Language other than the mother tongue
 Proven proficiency in fire fighting
 Proven proficiency in disaster or crisis management
2. Guidance for Extra-Curricular activities which will be given credit under the Marking Scheme
 Graduate or Diploma level qualifications
 Proven proficiency in Computer applications
 Proven proficiency in languages other than the mother language
 Sports achievements at inter-school or higher representative level
 Holding offices of Organizations/Associations/Societies operating at District or higher level
 Sports achievements in CEB inter-provincial or higher representative level
 Holding offices of Organizations/Associations/Societies/Trade Unions operating in CEB
 Any other extra-curricular activity equivalent or higher than those listed above, as determined by
the Interviewing panel
3. The purpose of the viva is to:
 Asses the candidate’s knowledge related to the job
 Verify the credentials related to qualifications and extracurricular activities asserted by the
candidate
 Verify the mental and physical condition of the candidate

Supply Assistant Category

This is an internal promotion..Cadre of Supplies Assistant is restricted and will depend on the
number of posts available.
Mode of Recruitment
Selection will be done by a written competitive examination and an interview. Purpose of the interview is
to verify the credentials related to the qualifications and the physical & mental condition of the candidate
Eligibility for Competitive Examination
1. Storekeepers in Special Class or Class I of the CEB who counts not less than 15 years
service as a store keeper in CEB.
2. Graduates among Storekeepers who count five (05) years service as a store keeper in
CEB.
.
Training
Those who are selected shall undergo a training program of one week (30 hours) organized by a
CEB Training Center.

15
Information Technology Operation Assistant Category
No recruitments will be made into this category in the future.

Analyst Programmer Category

No recruitments will be made into this category in the future.

Information Technologists
No recruitments will be made into this category in the future.

Note:
Employees holding the posts of Information Technology Operation Assistant, Information
Technologists and Analyst Programmer can continue to hold the same post and have the option
to sit for the Forth (4th) board examination in IT service which would qualify them for the post
of Information Technology Officer under Internal Recruitment

16
  
 
 
CEB  
Schemes of Recruitments and 
Promotions 
2016 
Section III 
Middle Level Technical Services 
1. Superintendent Service 
2. Other Services 

1
Table of Contents
Categories in Middle Level Technical Service ............................................................................... 2 
Superintendents Service in the Middle Level Technical Services .................................................. 3 
Categories of Superintendent Service: .................................................................................... 3 
Grades in Superintendent Service............................................................................................ 3 
Electrical Superintendent Category ............................................................................................. 3 
External recruitment ................................................................................................................ 3 
Internal Recruitment ................................................................................................................ 4 
Eligibility to Sit for the First Board Examination ................................................................... 4 
Mechanical Superintendent Category ......................................................................................... 6 
External Recruitment ............................................................................................................... 6 
Internal Recruitment ................................................................................................................ 7 
Eligibility to sit for the First Board Examination .................................................................... 7 
Civil Superintendent Category .................................................................................................... 8 
External Recruitment ............................................................................................................... 8 
Internal Recruitment ................................................................................................................ 9 
Eligibility to Sit for the First Board Examination ................................................................... 9 
Promotion Scheme of Civil /Electrical/Mechanical Superintendents ................................... 11 
Marking Schemes for Recruitment and Promotion ............................................................... 12 
Salary Scales of Junior Executive in Superintendent Categories of the Middle Level
Technical Services ................................................................................................................. 20 
Amalgamation of E5 and E5JEXSalary Scales ....................................................................... 20 
Other Services in the Middle Level Technical Services ............................................................... 21 
Technical Assistant to Chemist Category ................................................................................. 21 
Grades in the Technical Assistants to Chemist Category ...................................................... 21 
Recruitment ........................................................................................................................... 21 
Promotion Scheme of Technical Assistant to Chemist ......................................................... 22 
Marking Schemes for Recruitment and Promotions.............................................................. 23 
Draughtsman Category .............................................................................................................. 28 
Grades in Draughtsman Category.......................................................................................... 28 
Recruitment ........................................................................................................................... 28 

ii
 Promotion Scheme for Draughtsman .................................................................................... 29 
Marking Schemes for Recruitment and Promotions.............................................................. 30 
Information Technology Supervisor Category ............................................................................. 35 
Grades in Information Technology (IT) Supervisor Category .............................................. 35 
Recruitment ........................................................................................................................... 35 
External Recruitment ............................................................................................................. 35 
Internal Recruitment .............................................................................................................. 36 
Promotion Scheme of Information Technology (IT) Supervisor .......................................... 37 
Marking Schemes .................................................................................................................. 39 
NOTES ..........................................................................................................................................  
Salary Scales of Junior Executive in the Other Services of the Middle Level Technical
Services.................................................................................................................................. 42 
Amalgamation of K5JEX and K4 Salary Scales ..................................................................... 42 

iii
List of Tables
Table 1:Marking Scheme for the Recruitment Interview of Superintendent Category ................ 12 
Table 2:Marking Scheme for Interview of Recruitment of Superintendents through the
Internal Recruitment Scheme (Examination Basis) ......................................................... 13 
Table 3:Marking Scheme for interview of Recruitment of Superintendents through the
Internal Recruitment Scheme (Merit Stream) ................................................................. 14 
Table 4:Marking Scheme for the Interview for promotion of Superintendents from
Class II B to Class IIA .................................................................................................... 15 
Table 5:Marking Scheme for Interview of Promotion of Superintendents from
Class II A to Class I ........................................................................................................ 16 
Table 6:Marking Scheme for Interview of Promotion of Superintendents from
Class 1 to the post of Engineering Assistant.................................................................... 17 
Table 7:Marking Scheme for Interview of promotion of Engineering Assistant to
Senior Engineering Assistant ........................................................................................... 18 
Table 8:Grades in the Technical Assistants to Chemist Category ................................................ 21 
Table 9:Promotion Scheme of Technical Assistant to Chemist.................................................... 22 
Table 10:Marking Scheme for the Interview of Promotion of TA to Chemist Class II B to
Class II A ....................................................................................................................... 23 
Table 11:Marking Scheme for the Interview of Promotion of TA to Chemist Class II A to Class I
....................................................................................................................................................... 24 
Table 12:Marking Scheme for the Interview of Promotion of TA to Chemist Class I to
Special Class .................................................................................................................. 25 
Table 13:Marking Scheme for the Interview of Promotion of TA to Chemists Special Class to
Chemist Assistant........................................................................................................... 26 
Table 14:Grades in Draughtsman Category .................................................................................. 28 
Table 15:Promotion Scheme for Draughtsman............................................................................. 29 
Table 16:Marking Scheme for the Interview of Promotion from Class II B to Class II A ........... 30 
Table 17:Marking Scheme for the Interview of Promotion from Class II A to Class I ................ 31 
Table 18:Marking Scheme for the Interview of Promotion from Class I to Special class ........... 32 
Table 19:Marking Scheme for the Interview of Promotion from Special Class to
Drawing Office Assistant............................................................................................... 33 
Table 20:Grades in Information Technology (IT) Supervisor Category ...................................... 35 
Table 21:Promotion Scheme of Information Technology (IT) Supervisor .................................. 37 
Table 22:Marking Scheme for the Interview of Promotion of IT Supervisor Class II B to
Class II A ....................................................................................................................... 39 
Table 23:Marking Scheme for the Interview of Promotion of IT Supervisor Class II A to Class I
....................................................................................................................................................... 40 
Table 24:Marking Scheme for the Interview of Promotion of IT Supervisor Class I to
Information Technology Assistant ................................................................................ 41 

1
Categories in Middle Level Technical Service

Middle Level Technical Services

Superintendent Service Other Services

Electrical Superintendent Draughtsman

Mechanical Superintendent TA to Chemist

Civil Superintendent Information Technology

Supervisor

2
Superintendents Service in the Middle Level Technical Services

Categories of Superintendent Service:

This service consists of Electrical Superintendents, Mechanical Superintendents, Civil
Superintendents, Engineering Assistant (Electrical), Engineering Assistant (Mechanical),
Engineering Assistant (Civil), Senior Engineering Assistant (Electrical), Senior Engineering
Assistant (Mechanical) and Senior Engineering Assistant (Civil) only.

Grades in Superintendent Service

Figure 1:Grades in Superintendent Service

Grade Salary Scale

Senior Engineering Assistant E5JEX
Engineering Assistant E5
Superintendent Class I L Special
Superintendent Class II Segment A L1
Superintendent Class II Segment B L2

Electrical Superintendent Category

Recruitment

Recruitments will be to Class II Segment B. The recruits will be placed at initial step of L2
salary scale. Recruitments will be made externally and internally. Recruitments should be made
on the following basis:

 Fifty percent (50%) of the Cadre of Electrical Superintendents should be filled from
external sources.
 Fifty percent (50%) of the Cadre of Electrical Superintendents should be filled internally
from the eligible CEB employees.

External recruitment
Educational Qualifications

Applicants should possess one of the following Qualifications.

1. National Diploma in Technology in the field of Electrical Power or Electronic and

Telecommunication of the Institute of Technology of University of Moratuwa
2. National Diploma in Engineering Science in the field of Electrical Power Engineering
from Institute of Engineering technology, Sri Lanka
3. Diploma in Technology in the field of Electrical Power Engineering from the Open
University Sri Lanka
3
 4. Higher National Diploma in Engineering in the field of Electrical Engineering from the
Advance Technological Institute of SLIATE

Age

Applicants should be not less than 18 years and not more than 35 years of age. The upper age
limit will not apply to CEB employees

Method of Recruitment

External recruitment for all vacancies will be done on the basis of a qualifying examination and
an interview

Training

Selected candidates will undergo eight (08) weeks (240 hours) training program organized by the
Training branch

Internal Recruitment
Examination Basis

Forty five percent (45%) of the Cadre should be filled from the following CEB employees who
have successfully completed the First Board Examination for the Electrical Superintendent
Category. If sufficient numbers of candidates are not available to fill 45% of the Cadre vacancies
on this basis, remaining vacancies should be filled externally.

 Work Supervisors, who are confirmed in their service and who have completed five (5)
years active service in CEB
 Skilled Employees, who have completed five (5) years active service in CEB out of
which two (02) years of service as Skilled employees.

Eligibility to Sit for the First Board Examination

Employees having any one of the following qualification are eligible to sit for the First Board
Examination for the Electrical Superintendent category

1. Employees in Skilled grades of Field service in CEB

2. Employees in Semi-Skilled grade of Field service having National Vocational
Qualification Level 4, in Electrical Trade
3. Employees in Semi-Skilled grade of field service those who have successfully completed
the National Certificate in Technology (Electrical) course conducted by the Department
of Technical Education
4. Employees in the Semi-Skilled grade of the Field service having at least four (04) years
experience in the Semi-Skilled grade those have not been able to secure promotions to
Skilled grade

4
 5. Employees in the following categories of Middle Level Technical Services
 Draughtsman
 Technical Assistant to Chemist
6. Employees in the Clerical and Allied services who have passed three (03) subjects out of
Pure Mathematics, Applied Mathematics, Combine Mathematics, Higher Mathematics,
Chemistry or Physics at the GCE (Advanced Level) Examination

Training

Selected candidates will undergo 52 weeks (1560 hours) training program organized by the
Training branch

Merit Basis
Five percent (05%) of the cadre should be filled from the Work Supervisors (Nx1 or
Nsp)/Artificers of the CEB, who are confirmed in their appointments and possessing the
following qualifications. If sufficient numbers of applicants are not available to fill the 5% Cadre
on this basis, remaining vacancies should be filled externally.

1. Should have passed GCE (O/L) Examination.

2. Should have passed three (03) subjects of the First Board Examination including the
subjects Applied Electricity and Regulations & Procedures for the Electrical
Superintendents' Service
3. Should have completed 20 years service in the CEB or should have a satisfactory service
as a Work Supervisor in CEB for at least ten (10) years
4. Should be over the age of 55 years

Note:

If sufficient numbers of applicants are not available for internal recruitment, remaining vacancies
should be filled under external recruitment procedure.
Training

Selected candidates will undergo an eight (08) weeks (240 hours) training programme organized
by the training branch.

5
Mechanical Superintendent Category
Recruitment

Recruitments will be to Class II Segment B. The recruits will be placed at initial step of L2
salary scale. Recruitments will be made externally and internally. Recruitments should be made
on the following basis:

 Seventy five percent (75%) of the cadre of Mechanical Superintendents should be filled
from external sources.
 Twenty five percent (25%) of the cadre of Mechanical Superintendents should be filled
internally from the eligible CEB employees

External Recruitment
Qualification

Applicants should possess one of the following Qualifications.

1. National Diploma in Technology in the field of Mechanical Production or Automobile of

the Institute of Technology of University of Moratuwa
2. National Diploma in Engineering Science in the field of Mechanical General Engineering
from Institute of Engineering Technology, Sri Lanka
3. Diploma in Technology in the field of Mechanical Engineering from the Open University
of Sri Lanka
4. Higher National Diploma in Engineering in the field of Mechanical
Engineering(Production), Automobile, Refrigeration and Air conditioning) from an
Advance Technological Institute of SLIATE

Age

Applicants should be not less than 18 years and not more than 35 years of age. The upper age
limit will not apply to CEB employees.

Method of Recruitment

External recruitment for all vacancies will be done on the basis of a qualifying examination and
an interview

Training

Selected candidates will undergo eight (08) weeks (240 hours) training program organized by the
Training branch.

6
Internal Recruitment
Examination Basis

Twenty percent (20%) of the cadre should be filled from following CEB employees who have
successfully completed the First Board Examination for the Mechanical Superintendents'
Service;

 Work Supervisors, who are confirmed in their service and who have completed five (05)
years active service in CEB
 Skilled employees, who have completed five (05) years active service in CEB out of
which two (02) years of service as Skilled employees.

Eligibility to sit for the First Board Examination

Employees having any one of the following qualification are eligible to sit for the First Board
Examination for the Mechanical Superintendent category

1. Employees in Skilled grades of Field Service in CEB

2. Employees in Semi-Skilled grade of field service having National Vocational
Qualification Level 4, in Mechanical Trade
3. Employees in Semi-Skilled grade of field service those who have successfully completed
the National Certificate in Technology (Mechanical) course conducted by the Department
of Technical Education
4. Employees in the Semi-Skilled grade of the field service having at least four (04) years
experience in the Semi-Skilled grade those have not been able to secure promotions to
Skilled grade
5. Employees in the following categories of Middle Level Technical Services
 Draughtsman
 Technical Assistant to Chemist
6. Employees in the Clerical and Allied services who have passed three (03) subjects out of
Pure Mathematics, Applied Mathematics, Combine Mathematics, Higher Mathematics,
Chemistry or Physics at the GCE (Advanced Level) Examination

Training:

Selected candidates will undergo 52 weeks (1560 hours) training program organized by the
Training branch

Merit Basis

Five percent (5%) of the cadre should be filled from the Work Supervisors (Nx1 or
Nsp)/Artificers of the CEB, who are confirmed in their appointments and possessing the
following qualifications. If sufficient numbers of applicants are not available to fill the 5% cadre
on this basis, remaining vacancies should be filled externally.

7
Eligibility

 Should have passed GCE (O/L) Examination.

 Should have passed three (03) subjects of the First Board Examination for the
Mechanical Superintendents' Service
 Should have completed twenty (20) years’ service in the CEB or should have a
satisfactory service as a Work Supervisor in CEB for at least ten (10) years
 Should be over the age of 55 years

Training

Selected candidates will undergo eight (08) weeks (240 hours) training program organized by the
Training branch

Note:

If sufficient numbers of candidates are not available for internal recruitment, remaining
vacancies should be filled under external recruitment procedure

Civil Superintendent Category

Recruitment

Recruitments will be to Class II Segment B. The recruits will be placed at initial step of L2
salary scale. Recruitments will be made externally and internally. Recruitments should be made
on the following basis:

 Seventy five percent (75%) of the cadre of Civil Superintendents should be filled from
external sources.
 Twenty five percent (25%) of the cadre of Civil Superintendents should be filled
internally from the eligible CEB employees

External Recruitment
Qualification

1. National Diploma in Technology in the field of Civil Engineering of the Institute of

Technology of University of Moratuwa
2. National Diploma in Engineering Science in the field of Buildings and Structural
Engineering from Institute of Engineering Technology, Sri Lanka
3. Diploma in Technology in the field of Civil Engineering from the Open University of Sri
Lanka
4. Higher National Diploma in Engineering in the field of Building and Structural
Engineering from a Advance Technological Institute of SLIATE

.
8
Age
Applicants should be not less than 18 years and not more than 35 years of age. The upper age
limit will not apply to CEB employees.

Method of Recruitment

External recruitment for all vacancies will be done on the basis of a qualifying examination and
an interview

Training

Selected candidates will undergo eight (08) weeks (240 hours) training program organized by the
Training branch

Internal Recruitment
Examination Basis

Twenty percent (20%) of the cadre should be filled from following CEB employees who have
successfully completed the First Board Examination for the Civil Superintendents' Service.
 Work Supervisors, who are confirmed in their service and who have completed five (05)
years active service in CEB
 Skilled employees, who have completed five (05) years active service in CEB out of
which two (02) years of service as Skilled employees.

Eligibility to Sit for the First Board Examination

Employees having any one of the following qualification are eligible to sit for the First Board
Examination for the Civil Superintendent Category

1. Employees in Skilled grades of field service in CEB

2. Employees in Semi-Skilled grade of field service having National Vocational
Qualification Level 4, in a Civil Trade
3. Employees in semi-skilled grade of field service those who have successfully completed
the National Certificate in Technology (Civil) course conducted by the Department of
Technical Education
4. Employees in the Semi-Skilled grade of the field service having at least four (04) years
experience in the Semi-Skilled grade those have not been able to secure promotions to
skilled grade
5. Employees in the following categories of Middle Level Technical services
 Draughtsman
 Technical Assistant to Chemist

9
 6. Employees in the Clerical and Allied services who have passed three (03) subjects out of
Pure Mathematics, Applied Mathematics, Combine Mathematics, Higher Mathematics,
Chemistry or Physics at the GCE (Advanced Level) Examination

Training
Selected candidates will undergo 52 weeks (1560 hours) training program organized by the
Training branch

Merit Basis
Five percent (5%) of the cadre should be filled from the Work Supervisors (Nx1 or Nsp)/
Artificers of the CEB, who are confirmed in their appointments and possessing the following
qualifications. If sufficient numbers of applicants are not available to fill the five percent (5%)
cadre on this basis, remaining vacancies should be filled externally.
 Should have passed GCE (O/L) Examination.
 Should have passed three (03) subjects of the First Board Examination for the Civil
Superintendents' Service
 Should have completed 20 years service in the CEB or should have a satisfactory service
as a Work Supervisor in CEB for at least ten (10) years
 Should be over the age of 55 years

Training
Selected candidates will undergo eight (08) weeks (240 hours) training program organized by the
Training branch

Note:

If sufficient numbers of applicants are not available for internal recruitment, remaining vacancies
should be filled under external recruitment procedure

10
Promotion Scheme of
Civil /Electrical/Mechanical Superintendents

L2 Class II B (Recruitment Level)

1. Pass in the Second Board Examination and three (03) years active service as
an Electrical/Mechanical/Civil Superintendent as the case may be.
OR
Eight (08) years’ active service in Class II B and passing the Efficiency Bar
Interview before the Sixth Salary Point
AND
2. Pass in the Special Examination paper No. 108 (Regulations ) OR the
Examination paper No. 203 (Regulations) of the Second Board Examination
This is applicable for recruits under external recruitments and recruits under
examination basis of Internal Recruitment)
3. One week(30 hours) training at a CEB Training Center
4. Passing the Interview

L1 Class II A
1. Pass in the Second Board Examination and four (04) years’ active service as a
Superintendent Class II A
OR
Six (06) years’ active service as a superintendent Class II A and passing the
Efficiency Bar Interview before the Sixth Salary Point
AND
2. One week (30 hours) training at a CEB Training Center
3. Passing the Interview
L Special Class I
1. Pass in the Third (3rd) Board examination and have completed ten(10) years
active service as a Superintendent
OR
Four(04) years active service as Superintendent CL I
AND
2. Pass in the Efficiency Bar Interview before the Sixth Salary Point
3. One week(30 hours) training at a CEB Training Center
4. Passing the Interview

E5 Engineering Assistant
1. Five(05) years active service as an Engineering Assistant in the relevant field
2. Pass in the Efficiency Bar interview before sixth (6th) salary point
3. One week(30 hours) training at a CEB Training Center
4. Passing the interview
E5JEXSenior Engineering Assistant

11
Marking Schemes for Recruitment and Promotion
Table 1:Marking Scheme for the Recruitment Interview of Superintendent Category

Maximum
Description
Marks Allowed

50% of the Marks obtained at the Qualifying examination 50

Additional Qualifications under note 1 below 04

Extra-curricular activities under Note 2 below 05

Relevant Experience under Note 3 below 04

Academic Performance under Note 4 below 03

Presentation of self 04

Communication skills 05
Viva
Positive thinking and attitudes 10

Knowledge related to the job 15

Notes for the Marking Scheme for the Interview for Recruitment of External applicants to
Superintendent Categories in Middle Level Technical Service

1. Additional qualification acquired by the candidate at Diploma level or higher level related to
the field will be given credit under Marking scheme (Maximum four (04)Marks).
2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Scheme( Maximum five (05) Marks)
2.1. Sports achievements at inter-school or inter-provincial or higher representative level
2.2. Holding offices of Organizations/Associations/Societies operating at District or
higher level
2.3. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel
3. Relevant Experience (Maximum four (04) marks)
3.1. Experience gained in a responsible position in the relevant field on completion of
academic requirements specified .Experience gained in CEB after qualifying for
Superintendent category on completion of academic requirements specified for
external recruitment

12
4. Guidance for marks for Academic Performance which will be given credit (maximum
three (03) marks)
4.1. Academic ratings earned by the candidate shall be given credit here.(Example. Merit
Pass, Distinction etc.)
Marking Scheme for Interview of Recruitment of Superintendents through the Internal
Recruitment Scheme (Examination Basis)

The Pass mark shall be 60

Table 2:Marking Scheme for Interview of Recruitment of Superintendents through the Internal Recruitment Scheme (Examination
Basis)

Maximum
Description possible %
marks

Employees in
11 &
Clerical Allied 8 9 10
Experience above
Grades
in years
Employees in Field 30
8&
Technical Service 5 6 7
above
and other Categories

Marks for experience 15 20 25 30

Additional qualification relevant to

10
the job (See Note 1 below)

Extracurricular activities
10
(See Note 2 below)

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

13
Marking Scheme for interview of Recruitment of Superintendents through the
Internal Recruitment Scheme (Merit Stream)

The Pass mark shall be 60

Table 3:Marking Scheme for interview of Recruitment of Superintendents through the Internal Recruitment Scheme (Merit
Stream)

Maximum
Description
possible marks

13 &
Experience Work Supervisors 10 11 12
above
in years
23 & 30
Others 20 21 22
above

Marks for experience 15 20 25 30

Additional qualification relevant to

10
the job (See Note 1)

Extracurricular activities
10
(See Note 2)

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

14
Marking Scheme for the Interview for promotion of Superintendents from
Class II B to Class IIA

The Pass mark shall be 60

Table 4:Marking Scheme for the Interview for promotion of Superintendents from Class II B to Class IIA

Maximum
Description
possible marks

for the Examination 6&

3 4 5
Experience stream above
in years 11 & 30
for the Merit stream 8 9 10
above

Marks for experience 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 2) 10

Viva (See note 3) 30

Performance appraisals Last 3 years average x 20% 20

15
Marking Scheme for Interview of Promotion of Superintendents from Class II A to Class I

The Pass mark shall be 60

Table 5:Marking Scheme for Interview of Promotion of Superintendents from Class II A to Class I

Maximum
Description
possible marks

Years (for the Academic 7&

4 5 6
route above
Experience
9& 30
Years (for the Merit route) 6 7 8
above

Marks for experience 15 20 25 30

Additional qualification relevant to the job

10
(See Note 1)

Extracurricular activities (See Note 2 ) 10

Viva (See note 3) 30

Performance appraisals Last 3 years average x 20% 20

16
Marking Scheme for Interview of Promotion of Superintendents from
Class 1 to the Post of Engineering Assistant

Table 6:Marking Scheme for Interview of Promotion of Superintendents from Class 1to the post of Engineering Assistant

Maximum
Description
possible marks

Years (in the 13 &

10 11 12
Superintendents’ Service) above
Experience
Years (as a Superintendent 7& 30
4 5 6
Class I) above

Marks for experience 15 20 25 30

Additional qualification relevant to the job

10
(See Note 1 )

Extracurricular activities (See Note 2 ) 10

Viva (See note 3) 30

Performance appraisals Last 3 years average x 20% 20

17
Marking Scheme for Interview of promotion of Engineering Assistant to
Senior Engineering Assistant

The Pass mark shall be 60

Table 7:Marking Scheme for Interview of promotion of Engineering Assistant to Senior Engineering Assistant

Maximum
Description Marks
possible marks

Years (as an Engineering 8&

5 6 7
Experience Assistant) above 30
Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 2) 10

Viva (See note 3) 30

Performance appraisals Last 3 years average x 20% 20

Notes for the Marking Schemes in the Superintendent Service:

1. Additional Qualifications which will be given credit under the above Marking Schemes
are:
i. Successful completion of a certificate or higher level course conducted by a
recognized institution in a Language other than the mother tongue
ii. Higher Professional qualifications other than those specified for recruitment
iii. Proven proficiency in software applications such as MS Office
2. Guidance for Extra-Curricular activities which will be given credit under the above
Marking Schemes
i. Graduate or Diploma level qualifications
ii. Proven proficiency in languages other than the mother language
iii. Sports achievements at inter-school or higher representative level
iv. Holding offices of Organizations/Associations/Societies operating at District or
higher level
v. Sports achievements in CEB inter-provincial or higher representative level
vi. Holding offices of Organizations/Associations/Societies/Trade Unions operating
in CEB

18
 vii. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel
3. The purpose of the viva is to:
i. Asses his knowledge related to the job
ii. Verify the credentials related to qualifications and to Verify the mental and
physical condition of the candidate

19
Salary Scales of Junior Executive in Superintendent Categories of the
Middle Level Technical Services
Following Categories are falling into Junior Executive levels in the Superintendent Category

1) Engineering Assistant (Electrical)

2) Engineering Assistant (Mechanical)
3) Engineering Assistant (Civil)

The salary scales of these Junior Executive levels in these categories are:

 Junior Executives Upper Segment: E5JEX

 Junior Executives Lower Segment: E5 (Efficiency Bar before 6thSalary Point)
Training

Those selected will receive a Training covering Job related topics, Topics on CEB System and Procedures
and Training on Soft skills conducted by a CEB Training Center, prior to the appointment. Period of
training is shown under different categories.

Amalgamation of E5 and E5JEXSalary Scales

Junior Executive officers of these categories fulfilling the following requirements will be eligible to move
on to the E5JEX salary (Upper Segment) provided they have passed the efficiency bar interview at sixth
(6th) salary point..

1. Upon completion of six (6) years’ service in the Lower Segment (E5 Salary Scale)and possess
one of the following qualifications:
a. Graduates of Universities recognized by the University Grants Commission, in the
relevant field OR,
b. Those who have reached the age of 55 years
2. Other Junior Executive Officers in these categories will be eligible to move on to the E5JEX salary
(Upper Segment) on completion of ten (10) years’ service in Lower Segment (E5 salary scale)
3. Junior Executive Officers in these categories who have reached the maximum of the E5 salary
scale will be eligible to move on to the E5JEX salary scale (Upper Segment) when they stagnate in
the Lower Segment (E5 salary scale)

Those who have reached the Efficiency Bar salary point of the E5 salary scale and failed to pass the same
shall not be eligible to move on to E5JEX salary scale until they pass the Efficiency Bar interview
/Examination.

The above movements from the Lower Segment (E5 salary scale) to Upper Segment (E5JEX salary scale)
will be decided on the basis of an interview. Junior Executive officers who move on to the Upper
Segment will not be entitled to change their designation as Senior Engineering Assistant.except based on
the filling of vacancies in SEA cadre

20
Other Services in the Middle Level Technical Services

Technical Assistant to Chemist Category

This service will consist of Technical Assistants to Chemist only

Grades in the Technical Assistants to Chemist Category

Table 8:Grades in the Technical Assistants to Chemist Category

Class Salary scale

Chemist Assistant K5JEX
TA to Chemist Special class L SP
TA to Chemist Class I L1
TA to Chemist Class II Segment A L2
TA to Chemist Class II Segment B L3

Recruitment
Recruitment of Technical Assistant to Chemist will be made only externally to Class II
Segment B. Recruits will be placed at initial step of L3 salary scale

Qualifications

The applicants should have passed GCE (Advanced Level) Examination in three subjects at one
and the same sitting with at least a credit pass in Chemistry or any other higher qualification in
Chemistry or Chemical Engineering.

Age

The Applicants should be not less than 18 years and not more than 35 years of age. The upper
age limit will not apply to CEB employees.

Mode of Selection

Recruitment will be made by a written competitive examination and an interview. The purpose
of the interview is to verify the credentials related to qualifications and to verify the mental and
physical condition of the candidate.

Training

Two (02) weeks (60 hours) induction training will be given immediately after recruitment

21
Promotion Scheme of Technical Assistant to Chemist
Table 9:Promotion Scheme of Technical Assistant to Chemist

TA to Chemist L3 Class II B (Recruitment Level)

1. Second Board Examination for TA to Chemist and four (4) years’
active service
OR
Ten (10) years’ active service in Class II B and Passing of the
Efficiency Bar interview before the Sixth Salary point
AND
2. One week (30 hours) training
3. Passing the Interview

TA to Chemist L2 Class II A
1. Third Board Examination for TA to Chemist and six (6) years’ active
service in Class II A
OR
Ten (10) years’ active service in Class II A Passing of the Efficiency
Bar interview before the Sixth Salary point
AND
2. One weeks (30 hours) training
3. Passing the Interview

TA to Chemist L1 Class I
1. Third Board Examination for TA to Chemist and twelve (12) years
active service as a Technical Assistant to Chemist
OR
Five (05) years active service in TA to Chemist Class1
AND
2. Passing of the Efficiency Bar interview before the Sixth Salary point
3. One week (30 hours) training
4. Passing the Interview
TA to Chemist Lsp Special Class
1. Third Board Examination for TA to Chemist and fifteen (15) years
active service as Technical Assistant to Chemist
OR
Three (03) years active service in TA to Chemist-Special Class
2. Passing of the Efficiency Bar interview before the Sixth Salary point
3. One weeks (30 hours) training
4. Passing the Interview

Chemist Assistant

22
 Notes on Promotion Scheme:
1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

Marking Schemes for Recruitment and Promotions

Marking Scheme for the Interview of Promotion of TA to Chemist Class II B to Class II A

The pass mark shall be 60

Table 10:Marking Scheme for the Interview of Promotion of TA to Chemist Class II B to Class II A

Maximum
Description
possible marks

Years (for the 7&

4 5 6
Examination stream) above

Experience Years (for the Merit 13 & 30

10 11 12
stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 1) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

23
Marking Scheme for the Interview of Promotion of TA to Chemist Class II A to Class I

The pass mark shall be 60

Table 11:Marking Scheme for the Interview of Promotion of TA to Chemist Class II A to Class I

Maximum
Description
possible marks

Years (for the 9&

6 7 8
Examination stream) above

Experience Years (for the Merit 13 & 30

10 11 12
stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1 )

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

24
Marking Scheme for the Interview of Promotion of TA to Chemist Class I to Special Class

The pass mark shall be 60

Table 12:Marking Scheme for the Interview of Promotion of TA to Chemist Class I to Special Class

Maximum
Description
possible marks

Years (for the 15&

12 13 14
Examination stream) above

Experience Years in Class 1(for the 8& 30

5 6 7
Merit stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 1) 10

Viva (See Note 2 ) 30

Performance appraisals Last 3 years average x 20% 20

25
Marking Scheme for the Interview of Promotion of
TA to Chemists Special Class to Chemist Assistant

The pass mark shall be 60

Table 13:Marking Scheme for the Interview of Promotion of TA to Chemists Special Class to Chemist Assistant

Maximum
Description
possible marks

Years (for the 18&

15 16 17
Examination stream) above

Experience Years in Special class 6& 30

3 4 5
(for the Merit stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (see Note 1)

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

NOTES for Marking Schemes

1. Additional Qualifications which will be given credit under the above Marking Schemes
are:
i. Successful completion of a certificate or higher level course conducted by a
recognized institution in a Language other than the mother tongue
ii. Higher Professional qualifications other than those specified for recruitment
iii. Proven proficiency in software applications such as MS Office

2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Schemes
i. Graduate or Diploma level qualifications
ii. Proven proficiency in languages other than the mother language
iii. Sports achievements at inter-school or higher representative level
iv. Holding offices of Organizations/Associations/Societies operating at District or
higher level
v. Sports achievements in CEB inter-provincial or higher representative level

26
 vi. Holding offices of Organizations/Associations/Societies/Trade Unions operating in
CEB
vii. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel

3. The purpose of the viva is to:

i. Asses his knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities asserted
by the candidate
iii. Verify the mental and physical condition of the candidate

27
Draughtsman Category

Grades in Draughtsman Category

Table 14:Grades in Draughtsman Category

Class Salary scale

Drawing Office Assistant K5JEX
Draughtsman Special class L SP
Draughtsman Class I L1
Draughtsman Class II Segment A L2
Draughtsman Class II Segment B L3

Recruitment
Recruitment of Draughtsman will be made externally to Class II Segment B. Recruits will be
placed at initial step of L3 salary scale

Qualifications

Educational qualification

The applicants should have successfully completed the one (01) year full-time course in
Draughtsmanship (NCDES- Draughtsman) in a Government Technical Institute and should have
passed the relevant final examination conducted by the Department of Examinations, and
certificate course of at least 72 Hrs duration in Auto CAD obtained from a recognized institution.

Experience

The Applicants should possess not less than one (01) year post-qualifying experience in a
Government Department, Corporation, Board or a recognized private sector entity.

Age

The Applicants should be not less than 18 years and not more than 35 years of age. The upper
age limit will not apply to CEB employees.

Method of Recruitment

Recruitment will be made by a written competitive examination and an interview. The purpose
of the interview is to verify the credentials related to his qualifications and to verify the mental
and physical condition of the candidate
28
Promotion Scheme for Draughtsman
Table 15:Promotion Scheme for Draughtsman

Draughtsman L3 Class II B (Recruitment Level)

1. Second Board Examination for Draughtsman and four (04) years’

active service
OR
Seven (07) years’ active service in Class II B and passing of the
Efficiency Bar interview before the Sixth Salary point
AND
2. One weeks (30 hours) training organized by Training branch
3. Passing the Interview
Draughtsman L2 Class II A
1. Third Board Examination for Draughtsman and six (06) years’ active
service in Class II A
OR
Ten (10) years’ active service in Class II A and passing of the
Efficiency Bar interview before the Sixth Salary point
AND
2. One weeks (30 hours) training organized by Training branch
3. Passing the Interview
Draughtsman L1 Class I
1. Third Board Examination for Draughtsman and twelve (12) years’
active service as Draughtsman
OR
Five (05) years’ active service in Class I and Passing of the Efficiency
Bar interview before the Sixth Salary point
AND
2. One weeks (30 hours) training organized by Training branch
3. Passing the Interview
Draughtsman Lsp Special Class
1. Third Board Examination for Draughtsman and fifteen (15) year active
service Draughtsman
OR
Three (03) years active service in Special Class
AND
2. Passing of the Efficiency Bar interview before the Sixth Salary point
3. One weeks (30 hours) training organized by Training branch
4. Passing the Interview
Drawing Office Assistant- K5JEX

29
Notes on Promotion Scheme:

1. Wherever a requirement of service or experience is stated in the promotion scheme, it

means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

Marking Schemes for Recruitment and Promotions

Marking Scheme for the Interview of Promotion of Draughtsman
from Class II B to Class II A

The pass mark shall be 60

Table 16:Marking Scheme for the Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks

Years (Examination 7&

4 5 6
stream) above

Experience Years in IIB 10& 30

7 8 9
( Merit stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

30
Marking Scheme for the Interview of Promotion from Class II A to Class I

The pass mark shall be 60

Table 17:Marking Scheme for the Interview of Promotion from Class II A to Class I

Maximum
Description Marks
possible marks

Years in IIA 9&

6 7 8
(Examination stream) above

Experience Years in IIA 13 & 30

10 11 12
(Merit stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1 )

Extracurricular activities (See Note 2 ) 10

Viva (See Note 3 ) 30

Performance appraisals Last 3 years average x 20% 20

31
Marking Scheme for the Interview of Promotion from Class I to Special class

The pass mark shall be 60

Table 18:Marking Scheme for the Interview of Promotion from Class I to Special class

Maximum
Description Marks
possible marks

Years (Examination 15&

12 13 14
stream) above

Experience Years in class I(Merit 8& 30

5 6 7
stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1 )

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

32
Marking Scheme for the Interview of Promotion from Special class to
Drawing Office Assistant

The pass mark shall be 60

Table 19:Marking Scheme for the Interview of Promotion from Special Class to Drawing Office Assistant

Maximum
Description Marks
possible marks

Years (Examination 18 &

15 16 17
stream) above

Experience Years in Special class 6& 30

3 4 5
(for the Merit stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

33
Notes for marking schemes for Draughtsman category

1. Additional Qualifications which will be given credit under the above Marking Schemes
are:
i. Successful completion of a certificate or higher level course conducted by a
recognized institution in a Language other than the mother tongue
ii. Higher Professional qualifications other than those specified for recruitment
iii. Proven proficiency in software applications such as AutoCAD and MS Office
2. Guidance for Extra-Curricular activities which will be given credit under the above
Marking Scheme
i. Graduate or Diploma level qualifications
ii. Proven proficiency in languages other than the mother language
iii. Sports achievements at inter-school or higher representative level
iv. Holding offices of Organizations/Associations/Societies operating at District or
higher level
v. Sports achievements in CEB inter-provincial or higher representative level
vi. Holding offices of Organizations/Associations/Societies/Trade Unions operating
in CEB
vii. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel
3. The purpose of the viva is to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate

34
Information Technology Supervisor Category

Grades in Information Technology (IT) Supervisor Category

Table 20:Grades in Information Technology (IT) Supervisor Category

Class Salary scale

Information Technology Assistants K5JEX
I T Supervisor Class I L sp
I T Supervisor Class IIA L1
I T Supervisor Class II B L2

Recruitment
Recruitment of IT Supervisors will be made externally and internally to Class II Segment B of
Middle Level Technical Service. Recruits will be placed at initial step of L2 salary scale. Eighty
percent (80%) of the vacancies will be filled by external recruitment. The balance twenty percent
(20%) of the vacancies will be filled by internal recruitment. If the number of internal candidates
is not adequate to fill the 20% of vacancies, the balance should be filled by the external sources

External Recruitment
Eligibility for Recruitment Examination

One of the following qualifications in the field of Information Technology shall apply;

1. Higher Diploma in Computer Based Information Systems of National Institute of

Business Management.
2. Part II examination of British Computer Society.
3. Diploma in Information and Technology from Open University of Sri Lanka
4. Level 6 of National Vocational Qualification in Information and Communication
Technology.
And

1. One (01) year post-qualifying Experience in IT System (Operation & Maintenance)

in a reputed organization.
Age

The Applicants should be not less than 18 years and not more than 35 years of age. The upper
age limit will not apply to CEB employees.
Mode of Selection

By a written qualifying examination and a Interview

35
Training

Two (02) weeks (60 hours) induction training will be given immediately after recruitment

Internal Recruitment
Eligibility for Recruitment Examination

1. The Data Entry Operators/System Operators who are confirmed in the post and having
one of the following qualifications in the field of Information Technology are eligible for
the selection examination;
I. Higher Diploma in Computer Based Information Systems of National Institute of
Business Management.
II. Part II examination of British Computer Society.
III. Diploma in Information and Technology from Open University of Sri Lanka
IV. Level 6 of National Vocational Qualification in Information and Communication
Technology
OR

1. Data Entry Operators/System Operators in CEB who are confirmed in the post and
having eight (08) years active service as a Data Entry Operator/System Operator.

Age: No age limit for internal applicants

Mode of Selection

Selection is by a written qualifying examination, practical test and an interview.

36
Promotion Scheme of Information Technology (IT) Supervisor
Table 21:Promotion Scheme of Information Technology (IT) Supervisor

I T Supervisor L2 Class IIB (Recruitment Level)

1) Passed the Second Board Examination for IT service and three (03) years
active service in Class IIB.
OR
Eight (08) years active service in Class IIB and passing the efficiency bar
interview before the 6th Salary point.
AND
2) Pass in the special examination paper (Regulations) or pass in the
Regulation paper in the Second Board Examination. This is applicable for
both the recruits from External route as well as Internal route
3) Pass in the Efficiency Bar Interview before sixth salary point.
4) One week (30 hours) training organized by Training branch.
5) Passing the interview.
I T Supervisor L1 Class II A
1) Passed the Second Board Examination for the IT service and four (04)
years active service in Class IIA.
OR
Six (06) years active service in Class IIA and passing the efficiency bar
interview before the 6th Salary point..
AND
2) Pass in the Efficiency Bar Interview before sixth salary point.
3) One week (30 hours) training organized by Training branch.
4) Passing the interview.
I T Supervisor Lsp Class I
1) Passed the Third Board Examination for the IT service and completed and
ten(10) years active service as an IT supervisor
OR
Four(04) years active service as an IT Supervisor Class I
AND
2) Pass in the Efficiency Bar Interview before sixth salary point
3) One week (30 hours) training organized by Training branch.
4) Passing the Interview.

Information Technology Assistant K5JEX

These Information Technology Assistants and presently serving Information Technologists, Information
Technology Operation Assistants, and Analyst Programmers are eligible to sit for the Fourth board
examination in the IT service.

37
Note
1. Wherever a requirement of service or experience is stated in the promotion scheme, it means a
period of active continuous service in CEB, with a good service record in the particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the purpose
of giving salary increments only but not considered for the promotions

38
Marking Schemes
Marking Scheme for the Interview of Promotion of IT Supervisor Class II B to Class II A

The pass mark shall be 60

Table 22:Marking Scheme for the Interview of Promotion of IT Supervisor Class II B to Class II A

Maximum
Description
possible marks

Years (Examination 6&

3 4 5
stream) above

Experience 11 & 30
Years (Merit stream) 8 9 10
above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

39
Marking Scheme for the Interview of Promotion of IT Supervisor Class II A to Class I

The pass mark shall be 60

Table 23:Marking Scheme for the Interview of Promotion of IT Supervisor Class II A to Class I

Maximum
Description
possible marks

Years (Examination 7&

4 5 6
stream) above

Experience Years (for the Merit 9& 30

6 7 8
stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

40
Marking Scheme for the Interview of Promotion of
IT Supervisor Class I to Information Technology Assistant

The pass mark shall be 60

Table 24:Marking Scheme for the Interview of Promotion of IT Supervisor Class I to Information Technology Assistant

Maximum
Description
possible marks

Years (Examination 15&

10 13 14
stream) above

Experience Years in Class I (Merit 7& 30

4 5 6
Stream) above

Marks 15 20 25 30

Additional qualification relevant to the

10
job (See Note 1)

Extracurricular activities (See Note 2 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Notes

1. Additional Qualifications which will be given credit under the above Marking Schemes
are:
i. Successful completion of a certificate or higher level course conducted by a
recognized institution in a Language other than the mother tongue
ii. Higher Professional qualifications other than those specified for recruitment
iii. Proven proficiency in software applications such as MS Office
iv. Graduate or Diploma level qualifications
v. Proven proficiency in languages other than the mother language
2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Schemes
i. Sports achievements at inter-school or higher representative level
ii. Holding offices of Organizations/Associations/Societies operating at District or
higher level
iii. Sports achievements in CEB inter-provincial or higher representative level

41
 iv. Holding offices of Organizations/Associations/Societies/Trade Unions operating
in CEB
v. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel
3. The purposes of the viva are to:
i. Asses his knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate

Salary Scales of Junior Executive in the Other Services of the

Middle Level Technical Services
Following categories are falling into Junior Executive levels in the other Services of the Middle
Level Technical Services

4) Chemist Assistant
5) Drawing office Assistant
6) Information Technology Assistant

The salary scales of these Junior Executive Levels in these categories are:

 Junior Executives Upper Segment: K4

 Junior Executives Lower Segment: K5 JEX (Efficiency Bar before 6thSalary Point)
Training

Those selected will receive a training covering Job related topics, Topics on CEB System and Procedures
and Training on Soft skills conducted by a CEB Training Center, prior to the appointment. Period of
training is shown under different categories.

Amalgamation of K5JEX and K4 Salary Scales

Junior Executive Officers of these categories fulfilling the following requirements will be eligible to
move on to the K4 salary (Upper Segment) provided they have passed the efficiency bar interview at sixth
(6th) salary point.

1. Upon completion of six (06) years’ service in the Lower Segment (K5JEX Salary Scale)and
possess one of the following qualifications:
a. Graduates of Universities recognized by the University Grants Commission, in the
relevant field
OR,
b. Those who have reached the age of 55 years
2. Other Junior Executive Officers in these categories will be eligible to move on to the K4 salary
(Upper Segment) on completion of ten (10) years’ service in Lower Segment (K5JEX salary scale)

42
3. Junior Executive Officers in these categories who have reached the maximum of the K5JEX salary
scale will be eligible to move on to the K4 salary scale (Upper Segment) when they stagnate in
the Lower Segment (K5JEX salary scale)

Those who have reached the Efficiency Bar salary point of the K5JEX salary scale and failed to pass the
same shall not be eligible to move on to K4 salary scale until they pass the Efficiency Bar interview
/Examination.

The above movements from the Lower Segment (K5JEX salary scale) to Upper Segment (K4 salary scale)
will be decided on the basis of an interview. Junior Executive Officers who move on to the Upper
Segment will continue to enjoy the same designation. They will not be eligible to any other benefits
applicable to those Officers who are directly recruited to the Class II Grade II positions on K4 Salary
Scale.

43
  
 
 
 
CEB  
Schemes of Recruitments and 
Promotions 
2016 
Section IV 
1. Clerical & Allied Services 
2. Office Employee Service 
3. Office Ancillary Service 
 
Table of Contents
Clerical Service 4 

Clerk Category 4 
Grades in Clerk Category 4 
Recruitment 4 
Promotion Scheme for Clerks 6 
Marking Schemes for Promotion of Clerks 7 

Secretary category 8 
Grades in Secretary Category 8 
Recruitment 8 
Promotion Scheme for Secretaries 11 
Marking Schemes for Promotion of Secretaries 12 

Audit Clerk Category 15 

Grades in Audit Clerk Category 15 
Recruitment: 15 
Promotion Scheme for Audit Clerks 15 
Marking Scheme for promotion of Audit Clerks 16 

Cashier Clerk/Shroff Category 18 

Recruitment: 18 
Promotion Scheme for Cashier Clerks 18 

Statistical Enumerator Category 19 

Recruitment 19 

Consumer Service Aide Category 19 

Grades in Consumer Service Aide Category 19 
Recruitment 19 
Promotion Scheme for Consumer Service Aides 20 
Marking Schemes for Promotions of Consumer Service Aides 21 

Administrative Coordinator Category 25 

Grades in Administrative Coordinator Category 25 
Absorption 25 
Promotion schemes for Administrative Coordinator Service 25 
Marking Schemes for Promotions of Administrative Coordinator Category 26 

Data Entry Operator Category 28 

Grades in Data Entry Operator Category 28 
Recruitment 28 
Promotion Scheme for the Data Entry Operator Service 30 
Marking Schemes for the Promotion of Data Entry Operator Category 31 

i
System Operator Category: 33 
Grades in the System Operator Category 33 
Note: M Supra salary scale is financially equal to present K5 salary scale 33 
Recruitment 33 
Promotion Scheme for System Operators 33 
Marking Schemes for the Promotion of System Operators 34 

Typists Category: 36 

Grades in Typist Categories 36 
Recruitment 36 
Promotion Scheme for Typists 37 
Marking Schemes for Promotion of Typist Categories 38 

Assistant Librarian Category 40 

Grades in Assistant Librarian Category 40 
Recruitment: 40 
Promotion Scheme for Assistant Librarian 42 
Marking Schemes for Promotion of Assistant Librarian 43 

Photographer Category 45 

Grades in Photographer Category 45 
Recruitments 45 
Promotion Scheme for Photographer 46 
Marking Schemes for the Recruitment & Promotion of Photographers 47 

Store Keeper Category: 50 

Grades in Storekeeper Category 50 
Note: M Supra salary scale is financially equal to the present K5 salary scale 50 
Recruitment 50 
Promotion Scheme for the Store Keeper Category 52 
Marking Scheme of Promotion of Store Keeper Category 53 

Office Employee Service 56 

Categories in Office Employee Service 56 
Office Employee category 56 
Grades 56 
Recruitment 56 
Promotions Scheme of Office Employee Category 57 

KKS category 58 

Grades 58 
Recruitment 58 
Promotions Scheme for KKS 58 
Marking Schemes for KKS Category 60 

ii
Office Ancillary Categories 63 
Categories: 63 
Grades in the Office Ancillary Categories 63 

Circuit Bungalow Keeper Category 63 

Recruitment 63 

Hostel Keeper Category 64 

Recruitment 64 

Lift Operator Category 64 

Recruitment 64 
Promotions Scheme for All categories in Office Ancillary Service 65 
Marking Schemes 66 

iii
List of Tables
Table 1:Grades in Clerk Category .................................................................................................. 4 
Table 2:Promotion Scheme for Clerk ............................................................................................. 6 
Table 3:Marking Scheme for Interview of Promotion from Class III to Class II B ....................... 7 
Table 4:Marking Scheme for Interview of Promotion from Class II B to Class II A..................... 7 
Table 5:Marking Scheme for Interview of Promotion from Clerk Class II A to Administrative
Coordinator Class I ......................................................................................................................... 8 
Table 6:Promotion Scheme for Secretaries................................................................................... 11 
Table7:Marking Scheme for Interview of Promotion of Secretary Service
Class II B to Class II A .................................................................................................... 12 
Table 8:Marking Scheme for Interview of Promotion of Secretaries Service Class II A to Class 1
....................................................................................................................................................... 12 
Table9:Marking Scheme for Interview of Promotion of Secretary Service
Class I Special Class ........................................................................................................ 13 
Table 10:Marking Scheme for Interview of Promotion of Secretary Service .............................. 13 
Table 11:Marking Scheme for Interview for Recruitment of Secretary External and
Internal Applicants Qualified from the Qualifying Examination ............................... 14 
Table 12:Promotion Scheme for Audit Clerks.............................................................................. 15 
Table 13:Marking Scheme for Interview of Promotion from Class II A to Class I...................... 16 
Table 14:Marking Scheme for Interview of Promotion from Class I to Special Class ................ 16 
Table 15:Marking Scheme for Interview of Promotion from Special class to Supra Class ......... 17 
Table 16:Marking Schemes for Promotions for Cashier Clerks ................................................... 18 
Table 17:Grades in Consumer Service Aide Category ................................................................. 19 
Table 18:Promotion Scheme for Consumer Service Aides .......................................................... 20 
Table 19:Marking Scheme for Interview of Promotion of Class III to Class II B........................ 21 
Table 20:Marking Scheme for Interview of Promotion from Class II B to Class II A................. 21 
Table 21:Marking Scheme for Interview of Promotion from Class II A to Class I...................... 22 
Table 22:Marking Scheme for Interview of Promotion of from Class I to Special Class ............ 22 
Table 23:Marking Scheme for Interview of Promotion from Special Class to Supra Class ........ 23 
Table 24:Marking Scheme for interview for Recruitment of External Applicants Qualified
from the Qualifying Examination ................................................................................ 23 

1
Table 25:Grades in Administrative Coordinator Category ........................................................... 25 
Table 26:Promotion scheme for Administrative Coordinator Service ......................................... 25 
Table 27:Marking Scheme for Interview of Promotion from Class I to Special Class ................ 26 
Table 28:Marking Scheme for Interview of Promotion from Special Class to Supra Class ........ 26 
Table 29:Grades in Data Entry Operator Category....................................................................... 28 
Table 30:Promotion Scheme of the Data Entry Operator Service ................................................ 30 
Table 31:Marking Scheme for Interview of Promotion from Class III to Class II B ................... 31 
Table 32:Marking Scheme for Interview of Promotion Class II B to Class II A ......................... 31 
Table 33:Marking Scheme for Interview of Promotion from Data Entry Operator Class II A to
Administrative Coordinator Class I .............................................................................. 32 
Table 34:Grades in the System Operator Category ...................................................................... 33 
Table 35:Promotion Scheme for System Operators...................................................................... 33 
Table 36:Marking Scheme for Interview of Promotion from Class IIA to Class I....................... 34 
Table 37:Marking Scheme for Interview of Promotion from Class I to Special Class ................ 34 
Table 38:Marking Scheme for Interview of Promotion from Special Class to Supra Class ........ 35 
Table 39:Grades in Typist Categories........................................................................................... 36 
Table 40:Promotion Scheme for Typists ...................................................................................... 37 
Table 41:Marking Scheme for Interview of Promotion of Typist Class III to Class II B ............ 38 
Table 42:Marking Scheme for Interview of Promotion from Class II B to Class II A................. 38 
Table43:Marking Scheme for Interview of Promotion from Class II A
to Administrative Coordinator Class I ............................................................................ 39 
Table 44:Grades in Assistant Librarian Category......................................................................... 40 
Table 45:Promotion Scheme for Assistant Librarian.................................................................... 42 
Table 46:Marking Scheme for Interview of Promotion from Class II B to Class II A................. 43 
Table 47:Marking Scheme for Interview of Promotion from Class II A to Class I...................... 43 
Table 48:Marking Scheme for Interview of Promotion from Class I to Special Class ................ 44 
Table 49:Marking Scheme for Interview of Promotion from Special Class to Supra Class ........ 44 
Table 50:Grades in Photographer Category .................................................................................. 45 
Table 51:Marking Scheme for interview for Recruitment of Photographer ................................. 47 
Table 52:Marking Scheme for Interview of Promotion of Class III to Class II B........................ 47 

2
Table 53:Marking Scheme for Interview of Promotion from Class II B to Class II A................. 48 
Table 54:Marking Scheme for Interview of Promotion from Class II A to Class I...................... 48 
Table 55:Marking Scheme for Interview of Promotion of from Class I to Special Class ............ 49 
Table 56:Marking Scheme for Interview of Promotion from Special Class to Supra Class ........ 49 
Table 57:Grades in Storekeeper Category .................................................................................... 50 
Table 58:Promotion Scheme of the Store Keeper Category ......................................................... 52 
Table 59:Marking Scheme for Interview of Promotion from Class III to Class II B ................... 53 
Table 60:Marking Scheme for Interview of Promotion from Class II B to Class II A................. 53 
Table 61:Marking Scheme for Interview of Promotion from Class II A to Class I...................... 54 
Table 62:Marking Scheme for Interview of Promotion from Class 1 to Special Class ................ 54 
Table 63:Marking Scheme for Interview of Promotion from Special class to Supra Class ......... 55 
Table 64:Grades in the Office Employee Category ...................................................................... 56 
Table 65:Promotions Scheme for Office Employee Category ..................................................... 57 
Table 66:Grades in the KKS Category ......................................................................................... 58 
Table 67:Promotions Scheme of KKS .......................................................................................... 58 
Table 68:Marking Schemes for KKS Category ............................................................................ 60 
Table 69:Marking Scheme for Interview of Promotion from Class III to Class II ....................... 60 
Table 70:Marking Scheme for Interview of Promotion from Class II to Class I ......................... 61 
Table 71:Marking Scheme for Interview of Promotion from Class I to Special Class ................ 61 
Table 72:Grades in the Office Ancillary Categories..................................................................... 63 
Table 73:Promotions Scheme for All categories in Office Ancillary Service .............................. 65 
Table74:Marking Scheme for Interview for the promotion of Class III to Class II
of all Officers in Ancillary Categories ........................................................................... 66 
Table 75:Marking Scheme for Interview for the promotion of Class II to Class I of
all Office Ancillary Categories ...................................................................................... 66 
Table 76:Marking Scheme for Interview for the promotion of Class I to Special Class of
all Office Ancillary Categories ...................................................................................... 67 
Table 77:Marking Scheme for Interview of Recruitment to Office Ancillary Categories ........... 67 

3
Clerical Service
Categories in Clerical Service

This service will consist of following categories of employees

Clerk, Secretary, Audit Clerk, Cashier clerk, Consumer Service Aid, Data Entry Operator,
Photographer and Statistical Enumerator

Clerk Category
Grades in Clerk Category
This category will have following grades with the relevant salary scales shown below.

Table 1:Grades in Clerk Category

Class Salary Scale

Class II Seg. A M2
Class II Seg. B M3
Class III M4
Recruitment
Recruitments will be made internally and externally to the Class III and the recruits will be
placed at the initial step of the M4 salary scale. Seventy percent (70%) of the vacancies in
Class III will be filled by external recruitment. The balance thirty percent (30%) of the vacancies
will be filled by internal recruitment.
External Recruitment
Educational Qualifications
Passes in three (03) subjects at the GCE (Advanced Level) Examination in one and the same
sitting, and Pass in GCE (Ordinary Level) Examination in six subjects in one and the same
sitting, with at least five (05) credit passes including Sinhala/Tamil Language and Mathematics
Age
The Candidates should be between 18 and 35 years of age.
Method of selection
The selection will be on the basis of a written competitive examination and an interview. The
purpose of this interview is to verify the credentials related to the qualifications and to verify the
mental and physical condition of the candidate.
.

4
Training
The recruits shall undergo a two-week induction training program organized by Training branch
immediately after the recruitment.

Internal Recruitment
Qualifications:
Candidates must have passed the competitive examination for recruitment of clerks (Internal)
and have reached a rank to suit the number of prevailing vacancies.

Method of Selection:
Recruitment will be made by a written competitive examination and an interview. If the number
of internal candidates who qualify for appointment on the results of the limited competitive
examination is not adequate to fill the thirty percent (30%) of the vacancies, the balance
vacancies should be filled externally.
Eligibility for the Examination for Recruitment:
Permanent employees of the CEB Office Employees Service with a satisfactory record of service
and are confirmed in their appointments are eligible to sit for the examination, provided, they
satisfy the following requirements:

1. Passing the GCE (Advanced Level) examination in three (03) subjects in one sitting, and
passing the GCE (Ordinary Level) examination, with at least five (05) credit passes
including Sinhala/Tamil Language, Mathematics in not more than 2 sittings.
OR

2. Passing the General Certificate of Education (Ordinary Level) Examination in six (6)
subjects at not more than two sittings, with five (05) Credit Passes including
Sinhala/Tamil Language and Mathematics and should have more than five (05) years
service in the CEB
OR

3. Passing the General Certificate of Education (Ordinary Level) Examination in six (6)
subjects at not more than two sittings, including Sinhala/Tamil Language and
Mathematics and having more than 5 years service in the CEB (This option shall only be
applicable to employees who were in permanent employment of CEB as on
2015-12-31)

Age
No age limit shall apply for internal candidates.

5
Training
The recruits shall undergo a two (02)-week induction training program immediately after the
recruitment.
Promotion Scheme for Clerks
Table 2:Promotion Scheme for Clerk

M4 Class III Clerk(Recruitment Level)

1. Four (4) years active service in Class III and passing the Qualifying Examination
OR
Ten (10) years active service in Class III and Passing of the Efficiency Bar Interview
before the Sixth Salary point
2. Confirmed in the Post
3. One weeks Training on systems and Procedures and soft skills
4. Passing the Board examination on Computer Literacy or acquiring Sri Lanka Computer
Driving License certificate
5. Passing the Interview

M3 Class II B Clerk

1. Passing the written Efficiency Bar Examination before the Sixth Salary point (See Note
3 below)
2. Seven (07) years’ active service in Class II B
3. One weeks Training on systems and procedures and soft skills
4. Passing the Interview
M2 Class II A Clerk

1. Clerks in Class II A and having twelve (12) years total experience in the CEB as a Clerk
(irrespective of grade) and have passed the Qualifying Examination
OR
Clerks in Class II A and having seven (07) years’ active service in Class IIA
and have passed the Qualifying Examination
5. One weeks Training on systems and procedures and soft skills
2. Passing the Interview
M1Class I in the Administrative Coordinator

6
Notes for the Promotion Scheme
1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions
Marking Schemes for Promotion of Clerks
Marking Scheme for Interview of Promotion from Class III to Class II B
The Pass mark shall be 60

Table 3:Marking Scheme for Interview of Promotion from Class III to Class II B

Maximum
Description Marks
possible marks
Years (for the 7 &
4 5 6
Examination stream) above
Experience Years (for the Merit 10 11 12
13 & 30
stream) above
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30
Performance appraisals Last 3 years average x 20% 20
Marking Scheme for Interview of Promotion from Class II B to Class II A
The Pass mark shall be 60
Table 4:Marking Scheme for Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks
10 &
Years 7 8 9
Experience above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

7
Marking Scheme for Interview of Promotion from
Clerk Class II A to Administrative Coordinator Class I
The Pass mark shall be 60

Table 5:Marking Scheme for Interview of Promotion from Clerk Class II A to Administrative Coordinator Class I

Maximum
Description Marks
possible marks
Years in Clerical Service 15 &
12 13 14
(Examination stream) above
Experience Years (in Class II A for 7 8 9
10 & 30
the Merit stream) above
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

Secretary category

Grades in Secretary Category

Class Salary Scale
Class II B M3
Class II A M2
Class I MSpecial
Supra Class MSupra

Note: M Supra Salary Scale is financially equal to the present K5 salary scale
Recruitment
Recruitments will be made internally and externally to the Class II B and the recruits will be placed at the
initial step of the M3 salary scale. Eighty percent (80%) of the vacancies will be filled by external
recruitment. The balance twenty percent (20%) of the vacancies will be filled by internal recruitment.

8
External Recruitment
Educational Qualifications
(a) Passing the GCE (Advanced Level) Examination
(b) Pass in GCE (Ordinary Level) Examination in six subjects in one and the same sitting,
with at least five(5) credit passes including Sinhala/Tamil Language, Mathematics and
English Language
(c) Successful completion of a full time Secretarial Course of the relevant medium of at least
one year duration in an institution approved by Tertiary and Vocational Education
Commission(TVEC)
Professional Qualifications
For Sinhala or Tamil Secretaries:
Speed of at least 60/20 w.p.m. for Shorthand /Typewriting in Sinhala or Tamil is required

For English Secretaries:

Speed at least 80/40 w.p.m. in English Short-hand / Typewriting is required
Age
The Candidates should be between 18 and 35 years of age.
Mode of Recruitment
The selection will be on the basis of a written qualifying examination and an interview.
.
Training
The recruits shall undergo a two (02)-week training program arranged by the Training branch
immediately after the recruitment.
Internal Recruitment

Eligibility
Clerks, Data Entry Operators & Typists of the CEB with a satisfactory record of service and are
confirmed in their appointments are eligible to sit for the examination, provided, they satisfy the same
requirements stipulated for external applicants. But a part time Secretarial course of one year duration is
acceptable for internal candidates.
If the number of internal candidates who qualify for appointment on the results of the limited competitive
examination is not adequate to fill the twenty percent (20%) of the vacancies, the balance vacancies
should be filled by external sources.
Age
No age limit shall apply for internal candidates.
Mode of Recruitment
The selection will be on the basis of a written qualifying examination and an interview.

9
Training
The recruits shall undergo a two week (60 hours) training program arranged by the Training branch
immediately after the recruitment

10
Promotion Scheme for Secretaries
Table 6:Promotion Scheme for Secretaries

M3 Class II B Secretary
1. Passing the Qualifying Examination and having seven (07) years active service in
Class II B
OR
Secretaries in Class II B and having ten (10) years’ total experience in the CEB as a
Secretary, provided passing of the written Efficiency bar Examination before the Sixth
Salary point (See Note 3 below)
2. One weeks (30 hour) training on skills development
3. Passing the Interview
4. Passing the Board Examination on Computer Literacy or acquiring Computer Driving
License (CDL) Sri Lanka
M2 Class II A Secretary

1. Five (05)years active service in Class II A

2. Passing of the Efficiency Bar Examination (See Note 3 below)
3. One weeks (30 hour) training on skills development
4. Passing the Interview
M1 Class I Secretary

1. Five (05) years’ active service in Class I

2. One weeks (30 hour) training on skills development
3. Passing the Interview
M Special (Secretary Special Class)
1. Thirty (30) years service in the Secretary Service of CEB with five (05) years active
service in Special Class
2. Age over 50 years
3. Passing the Interview
M Supra (Secretary Supra Class)

Notes for the Promotion scheme:

1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

11
Marking Schemes for Promotion of Secretaries
Marking Scheme for Interview of Promotion of Secretary Service Class II B to Class II A
The Pass mark shall be 60

Table 7:Marking Scheme for Interview of Promotion of Secretary Service Class II B to Class II A

Maximum
Description Marks possible
marks

10 &
Years (in Examination
7 8 9 abov
stream)
e

Experience 13 & 30
Years (in Class II B for
10 11 12 abov
the Merit stream)
e

Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20
Marking Scheme for Interview of Promotion of Secretaries Service Class II A to Class 1
The Pass mark shall be 60
Table 8:Marking Scheme for Interview of Promotion of Secretaries Service Class II A to Class 1

Maximum
Description Marks possible
marks

8&
Years in Class II A 5 6 7
above
Experience 30
Marks 15 20 25 30

Additional qualifications
10
(See Note 1)

Extracurricular activities
10
(See Note 2)

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

12
Marking Scheme for Interview of Promotion of Secretary Service Class I Special Class
The Pass mark shall be 60

Table 9:Marking Scheme for Interview of Promotion of Secretary Service Class I Special Class

Maximum
Description Marks possible
marks

8&
Years in Class I 5 6 7
above
Experience 30
Marks 15 20 25 30

Additional qualifications
10
(See Note 1)

Extracurricular activities
10
(See Note 2)

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion of Secretary Service

Special Class to Supra Class
The Pass mark shall be 60
Table 10:Marking Scheme for Interview of Promotion of Secretary Service

Maximum
Description Marks possible
marks

8&
Years in Special
5 6 7 abov
Class
Experience e 30

Marks 15 20 25 30

Additional qualifications
10
(See Note 1)

Extracurricular activities
10
(See Note 2)

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

13
Marking Scheme for Interview for Recruitment of Secretary
External and Internal Applicants Qualified from the Qualifying Examination

Table 11:Marking Scheme for Interview for Recruitment of Secretary External and Internal Applicants Qualified from
the Qualifying Examination
f

Description Marks

Additional qualification
15
(under Note 1 below)

Fluency in Second Language

(Sinhala/Tamil/English) other than 15
mother language

Extracurricular Activities 15

Relevant Experience 15

Viva 40

Notes for marking schemes

1. Additional Qualifications which will be given credit under the Marking Scheme
i. Proven qualifications in Public Relations
ii. Certificate level or higher qualifications in Information Technology
iii. Fluency in national languages other than the mother language
iv. Diploma from a University recognized by UGC
2. Guidance for Extracurricular activities which will be given credit under the Marking
Scheme
i. Sports achievements at inter-school or higher representative level
ii. Proven proficiency in Computer Applications
3. The purposes of the viva are to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate

14
Audit Clerk Category
Grades in Audit Clerk Category
Class Salary Scale
Class II A M2
Class I M1
Special Class M Special
Supra Class M Supra

Recruitment:
No recruitment will be made to this category in the future. Promotions of existing staff in this
category will be governed by the following promotion scheme.
Table 12:Promotion Scheme for Audit Clerks

Promotion Scheme for Audit Clerks

M2 Class IIA Audit Clerk (Recruitment Level)

1. Confirmed in the Post

2. One weeks’ Systems Training
3. Seven (07) years active service in Class IIA and Passing of the Efficiency Bar
Examination before the Sixth Salary point
4. Passing the Interview
M1 Class I Audit Clerk

1. Five (05) years active service as Audit Clerk Class I

2. Good Performance rating
3. One weeks training on skills development
4. Passing the Interview
M Special (Audit Clerk Special Class)

1. Thirty (30) years service as an Audit Clerk of CEB with Five (5) years’ active service in
Special Class
2. Submission of a report regarding the candidates contribution to CEB and proposals for
improvement of the systems
3. Passing the Interview
4. Age over 50 years
M Supra (Audit Clerk Supra)

Note:
M Supra salary scale is financially equal to K5 salary scale

15
Notes for the Promotion Scheme
1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

Marking Scheme for promotion of Audit Clerks

Marking Scheme for Interview of Promotion from Class II A to Class I

The Pass mark shall be 60

Table 13:Marking Scheme for Interview of Promotion from Class II A to Class I

Maximum
Description Marks possible %
marks
10 &
Years 7 8 9
above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30
Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class I to Special Class

The Pass mark shall be 60
Table 14:Marking Scheme for Interview of Promotion from Class I to Special Class

Maximum
Description Marks possible %
marks
8&
Years 5 6 7
above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

16
Marking Scheme for promotion of Audit Clerks
Marking Scheme for Interview of Promotion from Special class to Supra Class
The Pass mark shall be 60

Table 15:Marking Scheme for Interview of Promotion from Special class to Supra Class

Maximum
Description Marks
possible marks
8 &
Years in Special Class 5 6 7
above
Experience 30
Marks 15 20 25 30
Evaluation of the report submitted by the
50
Candidate for the Viva
Performance appraisals Last 3 years average x 20% 20

Notes for marking schemes

1. Additional Qualifications which will be given credit under the Marking Scheme
i. Proven qualifications in Public Relations
ii. Certificate level or higher qualifications in Information Technology
iii. Fluency in national languages other than the mother language
iv. Diploma from a University recognized by UGC
2. Guidance for Extracurricular activities which will be given credit under the Marking
Scheme
i. Sports achievements at inter-school or higher representative level
ii. Proven proficiency in Computer Applications
iii. Proven proficiency/Fluency in national languages other than the mother language
3. The purposes of the viva are to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate

17
Cashier Clerk/Shroff Category
Recruitment:
No recruitment will be made to this category in the future. Promotions of existing staff in this
category will be as shown below.
Class/Grade Salary Scale
Supra class M Supra
Special class M Special
Class I M1
Class II Segment A M2
Class II Segment B M3
Class III M4
Promotion Scheme for Cashier Clerks
Table 16:Marking Schemes for Promotions for Cashier Clerks

M4 Class III Cashier Clerk(Recruitment Level) 
    1. Confirmed in the Post
2. Four (04) years active service in Class III and Passing the
Qualifying Examination
OR 
Ten (10) years active service in Class III and Passing of the
Efficiency Bar interview at sixth salary point
3. One week (30 hours) Training on Systems & Procedures
4. Passing the Interview
M3 Class II B Cashier Clerk 
    1. Seven (07) years’ active service in Class II B
2. Passing the written Efficiency Bar Examination before the Sixth
Salary point (See Note 1 below)
3. One weeks (30 hours) Training on Systems and Procedures
4. Passing the Interview
M2 Class II A Clerk 
    1. Cashier Clerks in Class II A and having 12 years total experience
in the CEB as a Cashier Clerk (irrespective of grade) and have
passed the Qualifying Examination
OR
Cashier Clerks in Class II A and having seven (07) years’ active
service in Class IIA & have passed the Qualifying Examination
2. One weeks (30 hours) training on Supervisory skills
3. Passing the Interview
M1 Class I in the Administrative Coordinator Service 
Note: Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only, but not considered for the promotions

18
Statistical Enumerator Category
Recruitment
No external recruitments or internal recruitment will be made into this Service in the future.

Consumer Service Aide Category

Grades in Consumer Service Aide Category
This category will have following grades with the relevant salary scales shown below.

Table 17:Grades in Consumer Service Aide Category

Class/Grade Salary Scale

Supra class M Supra
Special class M Special
Class I M1
Class II Segment A M2
Class II Segment B M3
Class III M4
Note:
M Supra salary scale is financially equal to present K5 salary scale
Recruitment
Recruitments will be made externally to the Class III and the recruits will be placed at the initial
step of the M4 salary scale.
Qualification:
Educational Qualifications
Passes in three (03) subjects at the GCE (Advanced Level) Examination in one and the same
sitting, and Pass in GCE (Ordinary Level) Examination in six (06) subjects in one and the same
sitting, with at least five (05) credit passes including Sinhala/Tamil Language and Mathematics
Other Qualifications
The Candidates should be able to converse and present fluently in Sinhala/Tamil and English
Languages. Fluency in a national language other than the mother language is an added
qualification.
An essential criterion for selection of candidates is having proper temperament to deal with
public complaints often under stress. They should also possess polite attitudes towards public
and calm disposition.
Age
The Candidates should be between 18 and 35 years of age

19
Mode of Recruitment
Recruitment will be made by a written qualifying examination and an interview.
Training
The recruits shall undergo an induction training program of two-weeks immediately after the
recruitment.
Promotion Scheme for Consumer Service Aides
Table 18:Promotion Scheme for Consumer Service Aides

M4 Class III Consumer Service Aid (Recruitment Level)

1. Confirmed in the Post
2. Four (04) years active service in Class III and passing the Qualifying
Examination
OR
Ten (10) years active service in Class III and passing the Efficiency Bar
Interview before the Sixth Salary point
3. One weeks (30 hours) training on systems and procedures and soft skills
4. Passing the Board examination on Computer Literacy or acquiring Sri Lanka
Computer Driving License certificate
5. Passing the Interview
M3 Class II B Consumer Service Aid
1. Seven (07) years active service in Class II B
2. Passing the qualifying examination
3. Passing the efficiency bar interview before the sixth salary point
(See Note below)
4. One weeks training on systems and procedures and soft skills
5. Passing the Interview
M2 Class II A Consumer Service Aid
1. Five (05)years active service in Class II A
2. Passing of the efficiency bar Examination(See Note below)
3. One weeks training on systems and procedures and soft skills
4. Passing the Interview
M1Class I Consumer Service Aid
1. Five (05) years active service in Class I
2. One weeks training on Supervisory skills and soft skills
3. Passing the Interview
M Special (Consumer Service Aide Special Class)
1. Thirty (30) years service as Consumer Service Aide of CEB with five (05) years
active service in Special Class
2. Passing the Interview
3. Age over 50 years
M Supra (Consumer Service Aide Supra Class)
Note: Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

20
Marking Schemes for Promotions of Consumer Service Aides
Marking Scheme for Interview of Promotion of Class III to Class II B
The Pass mark shall be 60

Table 19:Marking Scheme for Interview of Promotion of Class III to Class II B

Maximum possible
Description Marks
marks
Years (for the 7&
4 5 6
Examination stream) above
Experience Years (for the Merit 10 11 12
13 & 30
stream) above
Marks 15 20 25 30
Additional qualification relevant to
10
the job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class II B to Class II A

The pass mark for the interview shall be 60.

Table 20:Marking Scheme for Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks
10 &
Years in Class II B 7 8 9
above
Experience 30
Marks 15 20 25 30
Additional qualification relevant to the job
10
(See Note 1 below)
Extracurricular activities
10
(See Note 2 below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

21
Marking Scheme for Interview of Promotion from Class II A to Class I
The pass mark for the interview shall be 60.

Table 21:Marking Scheme for Interview of Promotion from Class II A to Class I

Maximum
Description Marks
possible marks
8&
Years in Class II A 5 6 7
Experience above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion of from Class I to Special Class

The pass mark for the interview shall be 60.

Table 22:Marking Scheme for Interview of Promotion of from Class I to Special Class

Maximum
Description Marks
possible marks
8&
Years in Class I 5 6 7
above
Experience 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

22
Marking Scheme for Interview of Promotion from Special Class to Supra Class
The pass mark for the interview shall be 60.

Table 23:Marking Scheme for Interview of Promotion from Special Class to Supra Class

Maximum
Description Marks
possible marks
8&
Years in Special Class 5 6 7
above
Experience 30
Marks 15 20 25 30
Evaluation of the report submitted by the
50
Candidate for the Viva
Performance appraisals Last 3 years average x 20% 20

Marking Scheme for interview for Recruitment of External Applicants

Qualified from the Qualifying Examination

Table 24:Marking Scheme for interview for Recruitment of External Applicants

Qualified from the Qualifying Examination

Description Marks
Additional qualifications (see Note 1 below) 15
Fluency in Second Language (Sinhala/Tamil/English) other than mother
15
language
Extracurricular Activities 15
Relevant Experience 15

Viva 40

23
Notes for marking schemes in the Consumer Service Aid Category
1. Additional Qualifications which will be given credit under the Marking Scheme
i. Proven qualifications in Public Relations
ii. Certificate level or higher qualifications in Information Technology
iii. Fluency in national languages other than the mother language
iv. Diploma from a University recognized by UGC
2. Guidance for Extracurricular activities which will be given credit under the Marking
Scheme
i. Sports achievements at inter-school or higher representative level
ii. Proven proficiency in Computer Applications
iii. Proven proficiency/Fluency in national languages other than the mother language
3. The purposes of the viva are to:
i. Assess the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate.

24
Administrative Coordinator Category
Grades in Administrative Coordinator Category

This category will have following grades with the relevant salary scales shown below.

Table 25:Grades in Administrative Coordinator Category

Class Salary Scale

Supra Class M Supra
Special Class M Special
Class I M1
Absorption
Mode of Absorption
Absorption to this category will be made by a written qualifying examination and an interview.
Clerks, Data Entry Clerks, Cashier Clerks, Typists and Statistical Enumerators in Class IIA are
eligible to sit for this examination.
Training
The Administrative Coordinators shall undergo a two-week training program on Supervisory
Skills organized by the Training branch immediately after the absorption.

Promotion schemes for Administrative Coordinator Service

Table 26:Promotion scheme for Administrative Coordinator Service

M1 Administrative Coordinator Recruitment Level

1. Five (05) years active service as Administrative Coordinator
2. Passing of the Efficiency Bar Interview before the Sixth Salary point
3. Two weeks Training
4. Passing the Interview

M Special Administrative Coordinator (Special Class)

1. Thirty (30) years’ experience in Clerical and Allied service (including the
service as Administrative Coordinator) of CEB
2. Five (05) years active service in Special Class
3. Age over 50 years
4. Passing the Interview
M Supra Administrative Coordinator (Supra Class)

25
Notes for the Promotion Scheme
1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions
Marking Schemes for Promotions of Administrative Coordinator Category
Marking Scheme for Interview of Promotion from Class I to Special Class
The Pass mark shall be 60

Table 27:Marking Scheme for Interview of Promotion from Class I to Special Class

Maximum
Description Marks
possible marks
8 &
Years in Class I 5 6 7
Experience above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30
Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Special Class to Supra Class
The Pass mark shall be 60

Table 28:Marking Scheme for Interview of Promotion from Special Class to Supra Class

Maximum
Description Marks
possible marks
8 &
Years in Special Class 5 6 7
above
Experience 30
Marks 15 20 25 30
Evaluation of the report submitted by the
50
Candidate for the Viva
Performance appraisals Last 3 years average x 20% 20

26
Notes for the Marking Scheme:
1. Additional Qualifications which will be given credit under the Marking Scheme
i. Any qualifications in Accountancy
ii. Certificate level or higher qualifications in Information Technology
iii. Diploma level qualifications
2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Scheme
i. Proven proficiency/Fluency in national languages other than the mother language
ii. Sports achievements at inter-school or higher representative level
3. The purposes of the viva are to:
i. Assess the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate

27
Data Entry Operator Category
Grades in Data Entry Operator Category
This category will have following grades with the relevant salary scales shown below.

Table 29:Grades in Data Entry Operator Category

Class Salary Scale

Class II Seg. A M2
Class II Seg. B M3
Class III M4

Recruitment
Recruitments will be made externally or internally to the Class III and the recruits will be placed
at the initial step of the M4 salary scale. Eighty percent (80%) of the vacancies in Class III will
be filled by external recruitment. The balance twenty percent (20%) of the vacancies will be
filled by internal recruitment.

External Recruitment
Educational Qualifications
Pass in three (03) subjects at the GCE (Advanced Level) Examination in one and the same
sitting, and pass in GCE (Ordinary Level) Examination in six (06) subjects in one and the same
sitting, with at least five (05) credit passes including Sinhala/Tamil Language, English Language
and Mathematics.
Age
The Candidates should be between 18 and 35 years of age.
Mode of Recruitment
Recruitment will be made by a written qualifying examination /practical test and an interview.
The applicants shall achieve a data entry speed of 13,000 depressions per hour on alpha-numeric
key pad at the practical test. The purpose of the interview is to verify the credentials related to
his qualifications & extracurricular activities and to verify the mental and physical condition of
the candidate.

Training
The recruits shall undergo a two (02) weeks (60 hours) training program organized by the
Training branch immediately after the recruitment.

28
Internal Recruitment
Educational Qualifications
1. Pass in three (03) subjects at the GCE (Advanced Level) Examination in one and the
same sitting, and a Credit Pass in English Language at the GCE (Ordinary Level)
Examination
OR
2. Pass in GCE (Ordinary Level) Examination in six (06) subjects in one and the same
sitting, with at least five (05) credit passes including Sinhala/Tamil Language, English
Language and Mathematics.
Age
No age limit is applicable for internal candidates.

Mode of Recruitment
Recruitment will be made by a written qualifying examination, practical test and an interview.
The applicants shall achieve a data entry speed of 13,000 depressions per hour on alpha-numeric
key pad at the practical test. The purposes of the interview are to verify the credentials related to
candidate’s qualifications & extracurricular activities and to verify the mental and physical
condition of the candidate.

Training
The recruits shall undergo a two (02) weeks (60 hours) training program organized by the
Training branch immediately after the recruitment.

Note:
If the number of internal candidates who qualify for appointment is not adequate to fill the
twenty percent (20%) of the vacancies, the balance vacancies should be filled by external
sources.

29
Promotion Scheme for the Data Entry Operator Service
Table 30:Promotion Scheme of the Data Entry Operator Service

M4 Class III Recruitment Level

1. Confirmed in the Post
2. Four (04) years active service in Class III and Passing the Qualifying
Examination
3. One week (30 hour) Training on Systems & Procedures in CEB at a CEB
Training Center
OR
Ten (10) years active service in Class III and Passing of the Efficiency Bar
interview before the Sixth Salary point
4. Passing the Board Examination on Computer Literacy or acquiring
Computer Driving License (CDL) Sri Lanka
5. Passing the Interview
M3 Class II B
1. Seven (07) years’ active service in Class II B
2. Written Efficiency bar Examination before the Sixth Salary point (See Note 2
below)
3. One weeks’ Systems Training at a CEB Training Center
4. Passing the Interview
M2 Class II A
1. Passing the Qualifying Examination and having 12 years total experience in
the CEB as a Data Entry Operator(irrespective of grade)
OR
Data Entry Operator in Class II A and having seven (7) years’ active service
in Class IIA passing of the Efficiency Bar interview before the Sixth Salary
point
2. One weeks systems training
3. Passing the Interview
M1 Administrative Coordinator Class I
Notes for the Promotion Scheme
1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.

30
 3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

Marking Schemes for the Promotion of Data Entry Operator Category

Marking Scheme for Interview of Promotion from Class III to Class II B

The Pass mark shall be 60

Table 31:Marking Scheme for Interview of Promotion from Class III to Class II B

Maximum
Description Marks
possible marks
Years (for the 7 &
4 5 6
Examination stream) above
Experience Years (for the Merit 13 & 30
10 11 12
stream) above
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion Class II B to Class II A

The Pass mark shall be 60

Table 32:Marking Scheme for Interview of Promotion Class II B to Class II A

Maximum
Description Marks
possible marks
10 &
Years 7 8 9
Experience above 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30
Performance appraisals Last 3 years average x 20% 20

31
Marking Scheme for Interview of Promotion from
Data Entry Operator Class II A to Administrative Coordinator Class I
The Pass mark shall be 60
Table 33:Marking Scheme for Interview of Promotion from
Data Entry Operator Class II A to Administrative Coordinator Class I

Maximum
Description Marks
possible marks
Years (in Clerical Service 15 &
12 13 14
Examination stream) above
Experience Years (in Class II A for 10 & 30
7 8 9
the Merit stream) above
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Notes for the Marking Schemes

1. Additional Qualifications which will be given credit under the Marking Scheme
i. Any qualifications in Accountancy
ii. Certificate level or higher qualifications in Information Technology
2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Scheme
i. Diploma level qualifications
ii. Proven proficiency/Fluency in national languages other than the mother language
iii. Sports achievements at inter-school or higher representative level
3. The purpose of the viva is to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate

32
System Operator Category:
Grades in the System Operator Category
Following Grades are applicable for employees in the System Operator category
Table 34:Grades in the System Operator Category

Class/Grades Salary Scale

System Operator Supra Class M Supra
System Operator Special Class M Special
System Operator Class I M1
System Operator Class IIA M2

Note: M Supra salary scale is financially equal to present K5 salary scale

Recruitment
No recruitments will be made into this service in the future. Promotions of existing staff in this
category will be as shown below.
Promotion Scheme for System Operators
Table 35:Promotion Scheme for System Operators

M2 Class II A System Operator (Recruitment level)

1. Confirmed in the post
2. System Operator in Class II A and having seven (07) years’ active service in Class
II A and passing the Efficiency Bar Interview before the sixth salary point
3. One weeks’ training on Systems and Procedures organized by Training branch
Passing the Interview
4.
M1Class I System Operator

1. Five (05) years’ active service in Class I

2. Passing the Efficiency Bar Examination at the Sixth Salary point (see Note 3
below)
5. One weeks (30 hours) training on Systems and Procedures organized by Training
branch
3. Passing the Interview
M Special (System Operator Special Class)

1. Thirty (30) years’ service in the System Operator service of CEB with Five (5)
years’ active service in Special Class
2. Age over 50 years
3. Passing the Interview
M Supra (System Operator Supra Class)

33
Notes for the Promotion Scheme
This promotion scheme is applicable for the present employees in the System Operator
category only.
 There will be no cadre restrictions for the above promotions.
 Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions
Marking Schemes for the Promotion of System Operators
Marking Scheme for Interview of Promotion from Class IIA to Class I
The Pass mark shall be 60
Table 36:Marking Scheme for Interview of Promotion from Class IIA to Class I

Maximum
Description Marks
possible marks
10 &
Years in Class IIA 7 8 9
Experience above 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class I to Special Class

The Pass mark shall be 60
Table 37:Marking Scheme for Interview of Promotion from Class I to Special Class

Maximum
Description Marks
possible marks
8 &
Years in Class I 5 6 7
Experience above 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

34
Marking Scheme for Interview of Promotion from Special Class to Supra Class
The Pass mark shall be 60

Table 38:Marking Scheme for Interview of Promotion from Special Class to Supra Class

Maximum
Description Marks
possible marks
8 &
Years in Special Class 5 6 7
above
Experience 30
Marks 15 20 25 30
Evaluation of the report submitted by the
50
Candidate for the Viva
Performance appraisals Last 3 years average x 20% 20

Notes for the Marking Scheme

1. Additional Qualifications which will be given credit under the Marking Scheme
i.Graduate or Diploma level qualifications in Information Technology
2. Guidance for Extracurricular activities which will be given credit under the
Marking Scheme
i.Diploma level qualifications
ii.Proven proficiency in languages other than the mother language
iii.Sports achievements at inter-school or higher representative level
iv.Holding offices of Organizations/Associations/Societies operating at
District or higher level
v.Sports achievements in CEB inter-provincial or higher representative level
vi.Holding office of Organizations/Associations/Societies/Trade Unions
operating in CEB
vii.Proven proficiency/Fluency in national languages other than the mother
language
viii.Any other extra-curricular activity equivalent or higher than those listed
above, as determined by the Interviewing panel
3. The purpose of the viva is to:
i.Asses the candidate’s knowledge related to the job
ii.Verify the credentials related to qualifications and extracurricular
activities asserted by the candidate
iii.Verify the mental and physical condition of the candidate.

35
Typists Category:
This service will consist of Sinhala Typist, English Typists and Tamil Typists.

Grades in Typist Categories

This category will have following grades with the relevant salary scales shown

Table 39:Grades in Typist Categories

Class Salary Scale

Class II Seg. A M2
Class II Seg. B M3
Class III M4

Recruitment
No recruitments will be made into this service in the future. Promotions of existing staff in this
category will be as shown next.

36
Promotion Scheme for Typists
This promotion scheme is applicable for the present employees in this service
Table 40:Promotion Scheme for Typists

M4 Class III Typist Recruitment Level (No recruitment in future)

1. Confirmed in the Post
2. Four (04) years active service in Class III and Passing the Qualifying
Examination
3. One weeks’ Systems Training
OR
Ten (10) years active service in Class III and Passing of the Efficiency Bar
Interview before the Sixth Salary point
4. Passing the Board examination on Computer Literacy or acquiring Sri
Lanka Computer Driving License certificate
5. Passing the Interview
M3 Class II B Typist
1. Seven (07) years’ active service in Class II B
2. Written Efficiency Bar Examination before the Sixth Salary point (See
Note 2 below)
3. One weeks’ Systems Training
4. Passing the Interview
M2 Class II A Typist
1. Typists in Class II A and having 12 years total experience in the CEB as a
Typist (irrespective of grade) and have Passed the Qualifying Examination
OR
Typists in Class II A and having seven (07) years’ active service in Class
IIA and have Passed the Qualifying Examination
2. One weeks’ systems training
3. Passing the Interview
M1 Class I in the Administrative Coordinator Service

Notes for the Promotion Scheme

1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions giving
salary increments only but not considered for the promotions.

37
Marking Schemes for Promotion of Typist Categories
Marking Scheme for Interview of Promotion of Typist Class III to Class II B
The Pass mark shall be 60
Table 41:Marking Scheme for Interview of Promotion of Typist Class III to Class II B

Maximum
Description Marks possible
marks
Years
4 5 6 7 & above
(for the Examination stream)
Experience Years (for the Merit stream) 13 & 30
10 11 12
above
Marks 15 20 25 30
Additional qualification relevant to the job
10
(See Note 1 below)
Extracurricular activities (See Note 2 below) 10
Viva (See Note 3 below) 30
Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class II B to Class II A

The Pass mark shall be 60
Table 42:Marking Scheme for Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks
10 &
Years 7 8 9
Experience above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

38
Marking Scheme for Interview of Promotion from Class II A to Administrative
Coordinator Class I
The Pass mark shall be 60
Table 43:Marking Scheme for Interview of Promotion from Class II A to Administrative Coordinator Class I

Maximum
Description Marks
possible marks
Years (in Clerical
15 &
Service Examination 12 13 14
above
stream)
Experience Years (in Class II A for 10 & 30
7 8 9
the Merit stream) above
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities
10
(See Note 2 below)
Viva (See Note 3 below) 30
Performance appraisals Last 3 years average x 20% 20

Notes for the Marking Schemes

1. Additional Qualifications which will be given credit under the Marking Scheme
i. Proven qualifications Public Relations
ii. Certificate level or higher qualifications in Information Technology
iii. Fluency in national languages other than the mother language
2. Guidance for Extracurricular activities which will be given credit under the Marking Scheme
i. Diploma level qualification
ii. Proven proficiency in Computer Applications
iii. Sports achievements at inter-school or higher representative level
3. The purpose of the viva is to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate.

39
Assistant Librarian Category
Grades in Assistant Librarian Category
The grades and applicable salary scales of the employees in the Assistant Librarian category:
Table 44:Grades in Assistant Librarian Category

Class/ Grade Salary Scale

Assistant Librarian Supra Grade M Supra
Assistant Librarian Special Grade M Special
Assistant Librarian Class I M1
Assistant Librarian Class II A M2
Assistant Librarian Class II B M3

Note: M Supra salary scale is financially equal to present K5 salary scale

Recruitment:
The Cadre of the Assistant Librarian is restricted and it will depend on the number of posts
available. Vacancies will be filled from external sources as well as internal sources. Vacancies
will be filled externally if there are no qualified internal candidates.. The recruits will be placed
at the initial salary point on the M3 Salary Scale.

External Recruitments
Qualifications
Candidates should possess the following educational and professional qualifications.
Educational Qualifications
1. Passing the GCE (Advanced Level) Examination and;
2. Pass in GCE (Ordinary Level) Examination in six subjects in one and the same sitting,
with at least five(05) credit passes including Sinhala/Tamil Language, Mathematics and
English Language
Professional Qualifications
The applicants should possess either:
Pass in the Intermediate Examination of the Ceylon Library Association
OR;
At least five (05) years experience in library work in a reputed firm/Institution
Age
The Candidates should be below 35 years of age. This age limit will not be applicable for
internal candidates.

40
Internal Recruitment
Qualifications
Educational Qualifications
1. Passing the GCE (Advanced Level) Examination and;
2. Pass in GCE (Ordinary Level) Examination in six subjects in one and the same sitting,
with at least five(05) credit passes including Sinhala/Tamil Language, Mathematics and
English Language
Professional Qualifications
The applicants should possess either:
A pass in Intermediate Examination of the Ceylon Library Association
OR;
At least five (05) years experience in library work in a reputed firm/Institution
Age
Not applicable for internal candidates

Mode of Recruitment (For both internal & external candidates)

Recruitment will be made by a written competitive examination and an interview. The purpose
of the interview is to verify the credentials related to candidates qualifications and to verify the
mental and physical condition of the candidate
Training
The recruits shall undergo a two-week (60 hours) induction training program organized by
Training branch immediately after the recruitment

41
Promotion Scheme for Assistant Librarian
Table 45:Promotion Scheme for Assistant Librarian

M3 Class II B (Recruitment Level)

Passing the Qualifying Examination and having seven (07) years active service
in Class II B
One weeks’ Systems Training
Passing of the Efficiency Bar Interview before the Sixth Salary point
Passing the Interview
M2 Class II A
Five (05)years active service in Class II A
Passing of the Efficiency Bar Examination (See Note 3 below)
One weeks’ systems training
Passing the Interview
M1Class I
Five (05) years’ active service in Class I
One weeks’ Systems Training
Passing the Interview
M Sp (Special Class)
Five (05) years’ active service in Special Class
Thirty (30) years service as an Assistant Librarian of CEB
Age over 50 years
Passing the interview
M Sup (Supra Class)

Notes for the Promotion Scheme

1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
 Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

42
Marking Schemes for Promotion of Assistant Librarian
Marking Scheme for Interview of Promotion from Class II B to Class II A
The pass mark for the interview shall be 60.
Table 46:Marking Scheme for Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks
10 &
Years in Class II B 7 8 9
Service above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class II A to Class I

The pass mark for the interview shall be 60.
Table 47:Marking Scheme for Interview of Promotion from Class II A to Class I

Maximum
Description Marks
possible marks
8&
Years in Class II A 5 6 7
above
Service 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

43
Marking Scheme for Interview of Promotion from Class I to Special Class
The pass mark for the interview shall be 60.
Table 48:Marking Scheme for Interview of Promotion from Class I to Special Class

Maximum
Description Marks
possible marks
8&
Years in Class I 5 6 7
above
Service 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Special Class to Supra Class
The pass mark for the interview shall be 60.
Table 49:Marking Scheme for Interview of Promotion from Special Class to Supra Class

Maximum
Description Marks
possible marks
8 &
Years in Special Class 5 6 7
above
Experience 30
Marks 15 20 25 30
Evaluation of the report submitted by the
50
Candidate for the Viva
Performance appraisals Last 3 years average x 20% 20

44
Photographer Category
Grades in Photographer Category
The grades and applicable salary scales of the employees in the Photographer category:
Table 50:Grades in Photographer Category

Class/ Grade Salary Scale

Photographer Supra Grade M Supra
Photographer Special Grade M Special
Photographer Class I M1
Photographer Class II A M2
Photographer Class II B M3

Note: M Supra salary scale is financially equal to the present K5 salary scale
Recruitments
Recruitments will be done externally if there are no qualified candidates for internal recruitment

Photographers will be recruited to the Class IIB of the Photographer category.

Qualifications
i. Passes in three (03) subjects at the GCE (Advanced Level) Examination in one and the
same sitting, and Pass in GCE (Ordinary Level) Examination in six subjects in one and
the same sitting, with at least five (05) credit passes including Sinhala/Tamil Language
and Mathematics
ii. Qualification in Photography from a recognized Institute
iii. Four (04) years experience in Office Employee Service (for internal candidates only)
iv. Four (04) years experience as a Photographer in a recognized institute.(for external
candidates only)
Age
No age limit is applicable for internal applicants.
The Candidates should be between 18 and 35 years of age for external candidates
Method of Selection
Selection will be made based on an interview.

45
Promotion Scheme for Photographer

M4 Class III Photographer (Recruitment Level)

1. Ten (10) years active service in Class III and passing the Efficiency Bar
Interview before the Sixth Salary point
2. Training of Photography and related Computer software of at least 30 hours
duration arranged by the Training branch
3. Confirmed in the Post
4. Passing the Interview
M3 Class II B Photographer
1. Seven (07) years active service in Class II B
2. Passing the efficiency bar interview before the sixth salary point
(See Note below)
3. One weeks training on systems and procedures and soft skills
4. Passing the Interview
M2 Class II A Photographer
1. Five (05)years active service in Class II A
2. Passing of the efficiency bar interview (See Note below)
3. One weeks training on systems and procedures and soft skills
4. Passing the Interview
M1Class I Photographer
1. Five (05) years active service in Class I
2. Passing the Interview
M Special Photographer Special Class
1. Thirty (30) years service as Consumer Service Aide of CEB with five (05) years’
active service in Special Class
2. Passing the Interview
3. Age over 50 years
M Supra (Photographer Supra Class)
Note: Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

46
Marking Schemes for the Recruitment & Promotion of Photographers
Marking Scheme for interview for Recruitment of Photographer
Table 51:Marking Scheme for interview for Recruitment of Photographer

Description Marks
Additional qualifications (see Note 1 below) 15
Extracurricular Activities 15
Relevant Experience 30

Viva 40

Marking Scheme for Interview of Promotion of Class III to Class II B

The Pass mark shall be 60

Table 52:Marking Scheme for Interview of Promotion of Class III to Class II B

Maximum possible
Description Marks
marks
13 &
Years 10 11 12
above 30
Marks 15 20 25 30
Additional qualification relevant to
10
the job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

47
Marking Scheme for Interview of Promotion from Class II B to Class II A
The pass mark for the interview shall be 60.
Table 53:Marking Scheme for Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks
10 &
Years in Class II B 7 8 9
above
Experience 30
Marks 15 20 25 30
Additional qualification relevant to the job
10
(See Note 1 below)
Extracurricular activities
10
(See Note 2 below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class II A to Class I

The pass mark for the interview shall be 60.
Table 54:Marking Scheme for Interview of Promotion from Class II A to Class I

Maximum
Description Marks
possible marks
8 &
Years in Class II A 5 6 7
Experience above 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

48
Marking Scheme for Interview of Promotion of from Class I to Special Class
The pass mark for the interview shall be 60.
Table 55:Marking Scheme for Interview of Promotion of from Class I to Special Class

Maximum
Description Marks
possible marks
8&
Years in Class I 5 6 7
above
Experience 30
Marks 15 20 25 30
Additional qualification relevant to the
10
job (See Note 1 below)
Extracurricular activities (See Note 2
10
below)
Viva (See Note 3 below) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Special Class to Supra Class
The pass mark for the interview shall be 60.
Table 56:Marking Scheme for Interview of Promotion from Special Class to Supra Class

Maximum
Description Marks
possible marks
8&
Years in Special Class 5 6 7
above
Experience 30
Marks 15 20 25 30
Evaluation of the report submitted by the
50
Candidate for the Viva
Performance appraisals Last 3 years average x 20% 20

Notes for marking schemes in the Photographer Category

1. Additional Qualifications which will be given credit under the Marking Scheme
i. Proven qualifications in Public Relations
ii. Certificate level or higher qualifications in Information Technology
iii. Fluency in national languages other than the mother language
iv. Diploma from a recognized University
2. Guidance for Extracurricular activities which will be given credit under the Marking
Scheme
i. Sports achievements at inter-school or higher representative level
ii. Proven proficiency in Computer Applications
iii. Proven proficiency/Fluency in national languages other than the mother language

49
 3. The purposes of the viva are to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
Verify the mental and physical condition of the candidate

Store Keeper Category:

Grades in Storekeeper Category
The grades and applicable salary scales of the employees in the Store Keeper category:

Table 57:Grades in Storekeeper Category

Grade Salary scale

Supra Grade M Supra
Special Grade M Special
Class I M1
Class II Seg. A M2
Class II Seg. B M3
Class III M4

Note: M Supra salary scale is financially equal to the present K5 salary scale
Recruitment
Recruitments will be made internally and externally to the Class III and the recruits will be
placed at the initial step of the M4 salary scale. Eighty percent (80%) of the vacancies in Class
III will be filled by external recruitment. The balance twenty percent (20%) of the vacancies will
be filled by internal recruitment.

External Recruitment
Mode of Recruitment
The selection will be on the basis of a written competitive examination and an interview. The
purpose of this interview is to verify the credentials related to the qualifications and to verify the
mental and physical condition of the candidate
Eligibility for the Recruitment Examination
Pass in the GCE (Advanced Level) Examination in 3 subjects and Pass in GCE (Ordinary Level)
Examination in six subjects in one and the same sitting, with at least five (05) credit passes
including Sinhala/Tamil Language, and Mathematics

50
Age
The Candidates should be below 35 years of age.
Security
Selected candidates shall furnish a security in cash and/or Guarantee or a Bond as required by the
Management.

Training:
New recruits are required to undergo an Induction Training program of two (02) weeks
immediately after recruitment
Internal Recruitment

Mode of Recruitment
The selection will be on the basis of a written competitive examination and an interview. The
purpose of this interview is to verify the credentials related to the qualifications and to verify the
mental and physical condition of the candidate.

Eligibility for the Recruitment Examination

1. CEB Employees who are confirmed in the post whose records of service are satisfactory
are eligible to sit for this examination, provided they satisfy the following requirements;

2. Passed the General Certificate of Education (Ordinary Level) Examination in six (06)
subjects in one and same sitting, with five (05) Credit Passes including Sinhala/Tamil
Language and Mathematics and;
3. Have more than 3 years service in the CEB

Note:
If the number of internal candidates who qualify for appointment on the results of the limited
competitive examination is not adequate to fill the 20% of the vacancies, the balance vacancies
should be filled by external sources.

Age
No age limit shall apply for internal candidates
Security:
Not applicable for internal candidates
Training:
New recruits are required to undergo an Induction Training program of two (02) weeks(Sixty(60)
hours) immediately after recruitment

51
Promotion Scheme for the Store Keeper Category
Table 58:Promotion Scheme of the Store Keeper Category

M4 Class III Store Keeper (Recruitment Level)

Confirmed in the Post
1.
Four (04) years active service in Class III and Passing the Qualifying
2.
Examination
OR
Ten (10) years active service in Class III and Passing of the Efficiency Bar
interview before the Sixth Salary point
3. One weeks training arranged by the Training branch
4. Passing the Interview
5. Passing the Board Examination on Computer Literacy or acquiring
Computer Driving License (CDL) Sri Lanka
M3 Class II B Store Keeper
1. Seven (07) years’ active service in Class II B
2. Efficiency bar Examination before the Sixth Salary point (See Note 2 below)
3. One weeks (30 hours) training arranged by the Training branch
4. Passing the Interview
M2 Class II A Store Keeper
1. Passing the Qualifying Examination and having 12 years total experience in
the CEB as a Store Keeper (irrespective of grade)
OR
Store Keepers in Class II A and having seven (07) years’ active service in
Class IIA and passing of the Efficiency Bar interview before the Sixth
Salary point
2. One weeks Training arranged by the Training branch
3. Passing the Interview
M1Class I
1. Five (05) years active service in Class I
2. One weeks Training arranged by the Training branch
3. Passing the Interview
M Special (Store Keeper Special Class)
1. Thirty (30) years active service in the Store Keeper service of CEB with
Five (05) years’ active service in Special Class
2. Age over 50 years
3. Passing the interview
M Supra (Store Keeper Supra Class)

52
Notes for the Promotion Scheme
1. There will be no cadre restrictions for the above promotions.
2. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions.

Marking Scheme of Promotion of Store Keeper Category

Marking Scheme for Interview of Promotion from Class III to Class II B
The Pass mark shall be 60

Table 59:Marking Scheme for Interview of Promotion from Class III to Class II B

Maximum
Description Marks
possible marks
Years (for the 7&
4 5 6
Examination stream) above
Experience Years (for the Merit 13 & 30
10 11 12
stream) above
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class II B to Class II A

The Pass mark shall be 60

Table 60:Marking Scheme for Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks
10 &
Years 7 8 9
Experience above 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

53
Marking Scheme for Interview of Promotion from Class II A to Class I
The Pass mark shall be 60

Table 61:Marking Scheme for Interview of Promotion from Class II A to Class I

Maximum
Description Marks
possible marks
Years (in Store Keeper
15 &
Service Examination 12 13 14
above
stream)
Experience 30
Years (in Class II A for the 10 &
7 8 9
Merit stream) above
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class 1 to Special Class

The Pass mark shall be 60

Table 62:Marking Scheme for Interview of Promotion from Class 1 to Special Class

Maximum
Description Marks
possible marks
8&
Years in Class I 5 6 7
Experience above 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 10
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 30

Performance appraisals (see Note 4) Last 3 years average x 20% 20

54
Marking Scheme for Interview of Promotion from Special class to Supra Class
The Pass mark shall be 60

Table 63:Marking Scheme for Interview of Promotion from Special class to Supra Class

Maximum
Description Marks
possible marks
8&
Years in Special Class 5 6 7
above
Experience 30
Marks 15 20 25 30
Evaluation of the report submitted by the
50
Candidate for the Viva
Performance appraisals Last 3 years average x 20% 20

Notes on Marking Schemes

1. Additional Qualifications which will be given credit under the Marking Scheme
i. Any qualifications in Accountancy
ii. Certificate level or higher qualifications in Information Technology
iii. Proficiency/Fluency in national languages other than the mother language
2. Guidance for Extracurricular activities which will be given credit under the Marking Scheme
i. Diploma level qualifications
ii. Sports achievements at inter-school or higher representative level
3. The purposes of the viva are to:
i. Assess the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities asserted
by the candidate
iii. Verify the mental and physical condition of the candidate

55
Office Employee Service

Categories in Office Employee Service

This service consists of the following categories of employees
Karyala Karya Sahayaka (KKS), Office Employee, Watcher, Sanitary / Garden Labour

Note: There will not be any future recruitment to Watcher, Sanitary Labour and Garden Labour

Office Employee category

Grades
The structure and salary scales of grades of Office Employee Category are as follows:

Table 64:Grades in the Office Employee Category

Grade Salary Scale

Class II N3
Class III N4
Class IV N5

Recruitment
Initial recruitment of Office Employee category will be to the Class IV. Recruitment will be
made externally only
Qualifications
Pass in six (06) subjects in the GCE (Ordinary Level) Examination including Mathematics and
Language in one and the same sitting
Age
Applicants should not be less than 18 years and not more than 35 years of age.
Method of Selection
Selection will be made based on a qualifying examination and interview.

56
Promotions Scheme of Office Employee Category
Table 65:Promotions Scheme for Office Employee Category

N5 Class IV (Recruitment Level)

7. 1. Confirmed in service
2. Eight (08) years service in Class IV
3. Three day Training organized by CEB Training Branch
4. Efficiency Bar Interview before the sixth salary point (see Note 2)
5. Pass in the interview

N4Class III

1. Six (06) years service in Class III

2. Two days training organized by CEB Training Branch
3. Efficiency Bar Interview before the sixth salary point (see Note 2
N3 Class II

Notes
1. There will be no cadre restrictions for above promotions.
2. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

57
KKS category
Grades
The structure and salary scales of grades of KKS Category are as follows:
Table 66:Grades in the KKS Category

Grade Salary Scale

Special Class N1
Class I N2
Class II N3
Class III N4
Recruitment
Initial recruitment of KKS will be to Class III. Recruitment will be done internally from Office
Employees category by a written competitive examination
Eligibility Criteria for the Examination
Employees in the Office employee category with four (04) years satisfactory service are eligible
to sit for the examination
Promotions Scheme for KKS
Table 67:Promotions Scheme for KKS

N4Class III (Recruitment Level)

7 1. Six (06) years service in Class III
2. Three(03) days (18 hours) training organized by CEB Training Branch
3. Efficiency Bar Interview before the sixth salary point (see Note 2)
4. Passing the interview

N3 Class II

1. Four (04) years service in Class II

2. Three-day training organized by CEB Training Branch
3. Passing the interview
4.
N3 Class II
1. Five (05) years service in Class I
2. Three days refresher training organized by CEB Training Branch
3. Passing the interview
N1 Special Class

58
 Note for the Promotion Scheme:
1. There will be no cadre restrictions for above promotions.
2. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

59
Marking Schemes for KKS Category
Marking Scheme for Interview of Recruitment to Office Employees Class IV
The Pass mark shall be 60
Table 68:Marking Schemes for KKS Category

Maximum possible
Description
marks
Additional qualifications (See Note 1) 30

Extracurricular activities (See Note 2) 30

Viva (See Note 3) 40

Marking Scheme for Interview of Promotion from Class III to Class II –

The Pass mark shall be 60
Table 69:Marking Scheme for Interview of Promotion from Class III to Class II

Maximum
Description Marks possible
marks
9&
Years 6 7 8
Experience above 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 20

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 20

Performance appraisals (See Note 4 ) Last 3 years average x 20% 20

60
Marking Scheme for Interview of Promotion from Class II to Class I
The Pass mark shall be 60

Table 70:Marking Scheme for Interview of Promotion from Class II to Class I

Maximum
Description Marks possible
marks
Years 4 5 6 7& above
Experience 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 20

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 20

Performance appraisals (see Note 4 ) Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class I to Special Class:

The Pass mark shall be 60
Table 71:Marking Scheme for Interview of Promotion from Class I to Special Class

Maximum
Description Marks possible
marks
8 &
Years 5 6 7
Experience above 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 20

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 20

Performance appraisals (See Note 4) Last 3 years average x 20% 20

61
Notes for Marking Schemes
1. Additional Qualifications which will be given credit under the Marking Scheme
i. Proven knowledge of Computer Applications
ii. Proven proficiency in languages other than the mother language

2. Guidance for Extra-Curricular activities which will be given part-credit under the
Marking Scheme
i. Sports achievements at inter-school or higher representative level
ii. Holding offices of Organizations/Associations/Societies operating at District or higher
level
iii. Sports achievements in CEB inter-provincial or higher representative level
iv. Holding offices of Organizations/Associations/Societies/Trade Unions operating in CEB
v. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel
3. The purpose of the viva is to:
i. Asses the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities asserted by
the candidate
iii. Verify the mental and physical condition of the candidate

4. Marks to be given for different grades of the last three (03) performance appraisals shall be as
follows:

Grading Marks
Excellent 95
Very good 80
Good 60
Fair 40
Poor 20

62
Office Ancillary Categories
Categories:
The Office Ancillary Grades of the CEB consists of the following categories of employees:
Book Binders, Plan Keepers, Cycle Orderlies, Lift Operators, Photographer and Circuit
Bungalow Keepers, Hostel keepers

Note: No future recruitments to, Book Binders, Plan Keepers, Cycle Orderlies

Note:
Hostel Keeper Category is applicable for the Training Centers under DGM (Training)
Promotions of existing staff in these grades will be the promotion scheme shown for the
Circuit Bungalow Keepers

Grades in the Office Ancillary Categories

The grades and applicable salary scales of Office Ancillary Employees are:

Table 72:Grades in the Office Ancillary Categories

Grade/Class Salary Scale

Special Grade N1
Class I N2
Class II N3
Class III N4

Circuit Bungalow Keeper Category

Recruitment
Recruitments will be done externally if there are no qualified candidates for internal recruitment

Circuit bungalow keepers will be recruited to the Class III of the Office ancillary Service.

Qualifications
1. Pass in six (06) subjects in the GCE(Ordinary Level) Examination including Mathematics
and Language in not more than two sittings
2. Qualification from an Institution approved by Hotel Corporation, in Hospitality Industry
including House Keeping and Western & Eastern Cookery
3. Four (04) years experience in Office Employee Service( for internal candidates only)
4. Four (04) years experience in a recognized hotel in housekeeping and cookery( for
External candidates only

63
Age
 No age limit is applicable for internal applicants.
 Below 35 years for external candidates

Method of Selection
Selection will be made based on an interview.

Hostel Keeper Category

Recruitment
Hostel keepers will be internally recruited to the Class III of the Office ancillary Service.

Qualifications
1. Pass in six subjects in the GCE (Ordinary Level) Examination including Mathematics and
Language in not more than two sittings
2. Four (04) years experience in Office Employee Service
3. Qualification from an Institution approved by Hotel Corporation, in hospitality Industry
including House Keeping
Age
No age limit is applicable for internal applicants.
Method of Selection
Selection will be made based on an interview.

Lift Operator Category

Lift Operators will be recruited to the Class III of the Office ancillary Service.

Recruitment
Recruitment will be done internally only. Employees in the Office employee Service with
following qualifications are eligible to apply for this category

Qualifications
1. Pass in six subjects in the GCE(Ordinary Level) Examination including Mathematics and
Language in not more than two sittings
2. Four (04) years experience in Office Employee Service
3. Confirmed in the post
Age
No age limit is applicable for internal applicants.
Method of Selection
Selection will be made based on an interview

64
Training
Selected applicants are required to undergo two weeks training organized by Training Branch
and pass the trade test

Promotions Scheme for All categories in Office Ancillary Service

Table 73:Promotions Scheme for All categories in Office Ancillary Service

N4 - Class III
1. Six (06) years service in Class III
2. Five (05) days training organized by CEB Training Branch on
systems, procedures & job skills
3. Efficiency Bar Interview before the Sixth Salary point
N3 Class II
1. Four (04) years service in Class II
2. Five (05) days refresher training organized by CEB Training
Branch on systems, procedures & job skills
3. Efficiency Bar interview before the Sixth Salary point
N2 Class I
1. Five (05) years service in Class I
2. Two days refresher training by CEB Training Branch
3. Efficiency Bar Interview before the Sixth Salary point
N1 Special Class

Notes
1. There will be no cadre restriction for above promotions.
2. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active service with a good service record in the particular post.

65
Marking Schemes
Marking Scheme for Interview for the promotion of Class III to Class II of all Officers in
Ancillary Categories
The Pass mark shall be 60
Table 74:Marking Scheme for Interview for the promotion of Class III to Class II of all Officers in Ancillary Categories

Maximum
Description Marks
possible marks
9&
Years 6 7 8
Experience above 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 20
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 20
Performance appraisals (see Note 4 ) Last 3 years average x 20% 20

Marking Scheme for Interview for the promotion of Class II to Class I of all Office
Ancillary Categories
The Pass mark shall be 60
Table 75:Marking Scheme for Interview for the promotion of Class II to Class I of all Office Ancillary Categories

Maximum
Description Marks possible
marks
Years 4 5 6 7& above
Experience 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 20
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 20
Performance appraisals (see Note 4 ) Last 3 years average x 20% 20

66
Marking Scheme for Interview for the promotion of Class I to Special Class of all Office
Ancillary Categories
The Pass mark shall be 60
Table 76:Marking Scheme for Interview for the promotion of Class I to Special Class of all Office Ancillary Categories

Maximum
Description Marks possible
marks
Years 5 6 7 8 & above
Experience 30
Marks 15 20 25 30
Additional qualifications (See Note 1) 20
Extracurricular activities (See Note 2) 10
Viva (See Note 3) 20
Performance appraisals (see Note 4 ) Last 3 years average x 20% 20

Marking Scheme for Interview of Recruitment to Office Ancillary Categories

The Pass mark shall be 60
Table 77:Marking Scheme for Interview of Recruitment to Office Ancillary Categories

Maximum possible
Description
marks
Additional qualifications (See Note 1) 30

Extracurricular activities (See Note 2) 30

Viva (See Note 3) 40

Notes
1.Additional Qualifications which will be given credit under the Marking Schemes
i. Proven knowledge of Computer Applications
ii. Proven proficiency in languages other than the mother language
2.Guidance for Extra-Curricular activities which will be given credit under the Marking Schemes
i. Sports achievements at inter-school or higher representative level
ii. Holding offices of Organizations/Associations/Societies operating at District or
higher level
iii. Sports achievements in CEB inter-provincial or higher representative level
iv. Holding offices of Organizations/Associations/Societies/Trade Unions operating in
CEB
v. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel

67
3.The purposes of the viva ise to:
i. Assess the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities asserted
by the candidate
iii. Verify the mental and physical condition of the candidate
iv. Marks to be given for different grades of the performance appraisal shall be as
follows:

Grading Marks
Excellent 95
Very good 80
Good 60
Fair 40
Poor 20

68
  
 
 
CEB  
Schemes of Recruitments and 
Promotions 
2016 
Section V 
Field Service Categories 
1. Field Technical Service 
2. Other Field Services 
 
 
Table of Contents
Field Technical Service................................................................................................................... 1 
Field Technical Categories: ............................................................................................................ 1 
Grades: ........................................................................................................................................ 1 
Recruitment ................................................................................................................................. 2 
Scheme of Promotion of Field Technical Service ...................................................................... 4 
Marking Schemes for Recruitment and Promotions ................................................................... 5 
Other Field Services ........................................................................................................................ 9 
Billman Category ............................................................................................................................ 9 
Grades: ........................................................................................................................................ 9 
Recruitment ................................................................................................................................. 9 
Scheme of Promotion for Other Field Services ........................................................................ 11 
Scheme of Promotion for Billman ............................................................................................ 11 
Marking schemes for Recruitment and Promotions of Billman ............................................... 12 

i

List of Tables

Table 1:Scheme of Promotion of Field Technical Service ............................................................. 4 

Table 2:Marking Scheme for Interview for Recruitment to Junior Technical Mate ...................... 5 
Table 3:Marking Scheme for Interview for Promotion of (N6  N5),
(N5  N4) and(N4 N3X) ........................................................................................................... 6 
Table 4:Marking Scheme for Interview for Promotion of N3X- N2X ....................................... 6 
Table 5:Marking Scheme for Interview for Promotion of (N2X  N1X) and (N1X NX sp) ... 7 
Table 6:Scheme of Promotion for Billman ................................................................................... 11 
Table7 :Marking Scheme for Interview of Recruitment of Trainee Billman (External) .............. 12 
Table 8:Marking Scheme of Interview for Recruitment of Trainee Billman (Internal) ............... 12 
Table 9:Marking Scheme for Interview of Recruitment to Semi-Skilled Billman ....................... 13 
Table 10:Marking Scheme for Interview of Promotion from Semi Skilled Grade to Grade II .... 13 
Table 11:Marking Scheme for Interview for promotion from Grade II to Grade I ...................... 14 
Table 12:Marking Scheme for Interview of promotion from Grade I to Artificer Grade ............ 15 

ii
Field Services
Field Technical Service
Field Technical Categories:
Following categories of employees fall into Field Technical Categories.:

 Skilled Technical Service

o Skilled Electrical Technician, Skilled Mechanical Technician, Plant Technician,
Skilled Operator, Linesman, Cable Jointer, Electrician, Electrical Fitter,
Electronic Fitter, Electronic Instrument Repairer, Instrument Repairer, Winder,
Wiremen, Control Room Operator, Mason, Carpenter, Painter, Chainman,
Laboratory Attendant, Civil Overseer, Tree Cutter, Upholsterer, Fire Fighter, Air
Con. & Ref Mechanic, Lift Mechanic, Mechanical Fitter, Motor Mechanic,
Latheman, Machinist, Tinker, Plumber, Oil Mechanic, Molder, Non Destructive
Testing Technician, Welder, Blacksmith, Boiler Operator, Engine Driver, Engine
Attendant, Turbine Operator, Auto Spray Painter, Jointer, Pump Operator, Boiler
Attendant, Turbine Attendant
 Semiskilled Technical Service
o Technical Mates
 Unskilled Field Service
o Trainee Junior Technical mates &Junior technical mates

Grades:
This service will consist of Unskilled, Semi-Skilled and Skilled grades and the structure and
salary scales of Grades in this service are as follows.

Grade Salary Scale

Artificer Special Grade N Special

Artificer Grade 1 N1X

Skilled Technical Service Grade 1 N2X

Skilled Technical Service Grade II N3X

Technical Mate N4X, N4

Junior Technical mate N5

Note:
N4Xsalary scale is applicable only for serving employees who are presently enjoying N4X salary
scales.

1
Recruitment
Future Recruitments to this service will be done for Junior Technical Mate Category in the
unskilled field grade (N5) only

However the employees who are already serving as Trainee Junior Technical Mates (N6) will be
promoted to Junior Technical Mate Category (N5) as per the guide line given in this Scheme of
Promotion

Note: Grades of Chainman, Civil Overseer, Tree Cutter, and Upholsterer

No future recruitments shall be made to the grades of Chainman, Civil Overseer,
Tree Cutter, and Upholsterer. Promotions of existing staff in this grade will be
governed by the Promotion scheme for skilled categories given in this scheme.
External Recruitment for
Junior Technical Mate Category in the Unskilled Field Grade (N5)

Educational Qualifications:

I. Candidates must have passed G.C.E. (O/L) examination with six (6) subjects including
mathematics and language in one and the same sitting.

AND

Technical Qualifications:

I. Successful completion of special Electrician course leading to NVQ (National Vocational

Qualification)Level 4 and three (03) year apprenticeship training conducted by CEB and
supervised jointly by CEB and TVET (Technical Vocational and Educational Training)
Institutions.

OR

II. Successful completion of four (04) years apprenticeship training conducted by CEB with
52 weeks of in house Technical course conducted by CEB Training Centers leading to
NVQ Level 3 or/and Level 4 qualification and acquiring the NVQ Level 3/4 in Electrical,
Mechanical or Civil Trades offered by Tertiary and Vocational Training
Commission(TVEC)

Age:

Should be between 18 - 35 years.

2
Method of Recruitment:

By an interview and a Trade test

Those who successfully complete the special NVQ Level 4 Special Electrician course and
three (3) year apprenticeship in CEB or those successfully complete four year apprenticeship in
CEB with 52 weeks of in house Theory and Practical training in CEB leading to NVQ level 3
or 4are eligible to appear for Trade Test and Viva for the selection of Junior Technical Mates to
Ceylon Electricity Board. Recruitment will depend on the cadre and availability of vacancies.

Only the available vacancies in the Unskilled Field Technical Service will be filled based on the
overall rank they obtained in the course, performance of apprenticeship, and trade test. These
recruits will be designated as "Junior Technical Mates”. Those who obtained the NVQ level 4
will be placed at the 4th step of the N5 salary scale. Those who obtained NVQ Level 3 will be
placed at the initial salary point of N5 scale

Marking Scheme for Interview is as shown on a separate page

Training

Those selected will undergo one week (30 hours) induction Training on First aid, Safety and
CEB Systems & Procedures.

Note:

No external Recruitments shall be made for semi skilled and skilled grades in this service.

3
Scheme of Promotion of Field Technical Service
N6 Junior Technical Mate Trainees
1. Confirmed & 4 years service as Trainee Junior Technical Mate
(N6)
2. Twelve weeks (360 hours) in house training, at a CEB Training
Center
Selection will be based on performance, service record, Trade
Test and Interview
N5 Junior Technical Mate
Note: This is applicable only for the employees already serving in the Trainee Junior Technical Mate
category (N6) only.
Table 1:Scheme of Promotion of Field Technical Service

N5 Junior Technical Mate (Recruitment Level)

1. Confirmed & 4 years service as a Junior Technical Mate
2. Four (04) weeks (120 hours) in house training, at a CEB
Training Center OR Competency Certificate for Semi-Skilled
Technical Service issued by a CEB Training Center,
(This in house training will not be applicable for those who
possess NVQ level 4 qualification.)
N4 Technical Mate
1. Four (04) years service as Semi Skilled Technical Mate, out of
which three (03) or more years of work experience in the
respective skilled trade
2. Competency Certificate for Skilled Technical Grade II in the
respective field issued by a CEB Training Center
3. Passing the interview
N3X (Skilled Technical Service) Grade II
1. Six (06) years service in Grade II level
2. Competency certificate for Skilled Technical Service Grade 1 in
the respective field issued by a CEB Training Center,
3. Passing the interview
N2X (Skilled Technical Service)Grade I
1. Five (05) years service in Grade I level
2. Two (02) weeks (60hours) training for Artificers at CEB
Training Center
3. Passing the interview
N1X Artificer
4. Five (05) years service at Artificer level
5. Two (02) week (60 hours) training at a CEB Training Center in
Supervisory skills, Leadership and Team-building skills
6. Age 50 years & above.
7. Passing the interview
NX Sp. (Artificer Special)

4
Note: Selection will be based on performance, service record and Interview &Aptitude Test for all Grades

Notes for the Promotion Scheme

1. There will be no cadre restriction for the above promotions.

2. Those presently drawing salaries in N6, N5 and N4/N4Xwill be designated as Trainee
Junior Technical Mate, Junior Technical Mate and Technical Mate respectively.
3. Specification for Trade Test will be formulated by DGM (Training) as per skills required
for relevant Technical Service and given to the Interview Panel.

Marking Schemes for Recruitment and Promotions

Marking Scheme for Interview for Recruitment to Junior Technical Mate
(External applicants)

The pass mark shall be 60

Table 2:Marking Scheme for Interview for Recruitment to Junior Technical Mate

Maximum possible
Description
marks

Additional qualifications (See Note 1) 15

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 15

Trade Test 60

5
Marking Scheme for Interview for Promotion of
Existing Trainee Junior Technical Mate to Junior Technical Mate (N6  N5)
Junior Technical Mate to Technical Mate (N5  N4)
Technical Mate to Skilled Technical Service Gr II (N4  N3X)

The pass mark shall be 60

Table 3:Marking Scheme for Interview for Promotion of (N6  N5), (N5  N4) and (N4 N3X)

Description Marks Maximum possible

marks

7&
Years 4 5 6
Experience above 20
Marks 5 10 15 20

Additional qualifications (See Note 1) 5

Extracurricular activities (See Note 2) 5

Viva (See Note 3) 10

Performance appraisals (see Note 4) Last 3 years average x 10% 10

Trade test 50

Marking Scheme for Interview for Promotion of

Skilled Technical service GR II to Skilled Technical Service GR I
(N3XN2X)

The pass mark shall be 60

Table 4:Marking Scheme for Interview for Promotion ofN3X- N2X

Maximum possible
Description Marks
marks
9&
Years 6 7 8
Experience above 20
Marks 5 10 15 20
Additional qualifications (See Note 1) 5

Extracurricular activities (See Note 2) 5

Viva (See Note 3) 10

Performance appraisals (see Note 4) Last 3 years average x 10% 10

Trade test 50

6
Marking Scheme for Interview for Promotion of
Skilled Technical Service GR I to Artificer Grade (N2X N1X)
Artificer Grade to Artificer Special Grade (N1X  NX sp)
The pass mark shall be 60
Table 5:Marking Scheme for Interview for Promotion of(N2X  N1X) and (N1X NX sp)

Maximum possible
Description Marks
marks
8&
Years 5 6 7
Experience above 20
Marks 5 10 15 20
Additional qualifications
5
(See Note 1)
Extracurricular activities
5
(See Note 2)
Viva (See Note 3) 10
Performance appraisals
Last 3 years average x 10% 10
(see the Note 4 below)
Trade test 50

Notes
1. Additional Qualifications which will be given part-credit under the Marking Scheme
1. Driving License for dual purpose motor vehicles or above.
2. Proven proficiency in Computer applications such as MS Office
3. Proven proficiency in languages other than the mother language
2. Guidance for Extra-Curricular activities which will be given part-credit under the Marking
Scheme
1. Sports achievements at inter-school, inter provincial or higher representative level
2. Holding offices of Organizations/Associations/Societies operating at District or
higher level
3. Holding offices of Organizations/Associations/Societies/Trade Unions operating
in CEB
4. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel

7
3. The purpose of the viva is to:

1. Asses the candidate’s knowledge related to the job

2. Verify the credentials related to qualifications and extracurricular activities asserted by
the candidate
3. Verify the mental and physical condition of the candidate
4. Marks to be given for different grades of the performance appraisal

Grading Marks

Excellent 95

Very good 80

Good 60

Fair 40

Poor 20

8
Other Field Services
Billman Category
Grades:
The structure and salary scales of Grades in this service are as follows.

Grade/Class Salary scale

Artificer Billman Special Grade N Special

Artificer Billman Grade 1 N1X

Skilled Billman Grade 1 N2X

Skilled Billman Grade II N3X

Semi-skilled Billman N4X, N4

Trainee Billman (Recruitment Level) N5

Recruitment
Initial recruitment to Billman Service will be to Trainee Billman through internal and external sources &
will be placed at the initial point of N5 salary scale.

Internal Recruitment
Quota for Internal recruitment will be twenty percent (20%) of the available vacancies
Educational Qualifications
Should have passed GCE (Ordinary Level) Examination in six subjects including Mathematics and
Language in one and same sitting with credit pass in Mathematics. Candidates should have completed 4
years satisfactory service in Unskilled grade and be confirmed in their appointments.
Age
No age limit shall apply for internal recruitments
Method of Selection
Selection will be by an interview and an Aptitude Test.
Training
Those selected shall undergo four weeks (120 hours) induction training organized by Training branch.
Those passing the Trade Test at the end of this four weeks training will be absorbed into the CEB Billman
Service, (Recruitment Level) as Trainee Billman. Those who are not successful at the above Trade Test
shall undergo a further training of one week (30 hours) and face the Trade Test again. The candidates who
are unsuccessful at the 2nd Trade Test will be reverted to their previous posts.
Note :

9
The above four weeks training period will be considered as service experience for their next
promotion.

External Recruitment

Quota for external recruitment will be eighty percent (80%) of the available vacancies

Educational Qualifications

The applicants should have passed GCE (Ordinary Level) Examination in six subjects in one and
the same sitting with five credit passes including Mathematics and Language.

Age

Between 18 - 25 years

Method of Selection

Selection will be by an Interview and an IQ test.

Training

Those selected shall undergo four weeks (120 hours) Induction training at a CEB Training
Center. Those passing the Trade Test at the end of this training will be absorbed into the CEB
Billman Service, (Recruitment Level) as Trainee Billman. Those who are not successful at the
above Trade Test shall undergo a further training of one week(30 hours) and face the Trade Test
again. The services of those who are unsuccessful at the 2nd Trade Test will be terminated

Note:

The above four weeks training period will be considered as service experience for their next
promotion.

10
Scheme of Promotion for Other Field Services
Scheme of Promotion for Billman
Table 6:Scheme of Promotion for Billman

N5 Trainee Billman (Recruitment level))

1. Confirmed & four (04)years’ service
2. Two weeks (60 hours) Training in a CEB Training Center
3. Passing the interview
Selection will be based on performance, service record and interview & trade test

N4 (Semi-skilled Billman)
1. Four years service, including in the CEB
2. One week (30 hours) training at a CEB Training Center
3. Passing the interview
Selection will be based on performance, service record and interview & trade test
N3X (Skilled Billman) Grade II

1. Six years service in Grade II level

2. One week (30 hours) training at a CEB Training Center
3. Passing the interview
Selection will be based on performance, service record and interview & trade test

N2X (Skilled Billman)Grade I

1. Five years service in Grade I level
2. Two weeks (60 hours) training in Supervisory Skills at a CEB Training
Center
3. Passing the interview
Selection will be based on performance, service record and interview & trade test

N1X Artificer Billman

1. Five years service at Artificer level
2. Two-week(60 hours) training at a CEB Training Center in Leadership and
Team-building skills
3. Age above 50 years
4. Passing the interview
Selection will be based on performance, service record and interview & trade test

NX Sp. (Artificer Billman Special Grade)

Note: There will be no cadre restriction for above promotions.

11
Marking schemes for Recruitment and Promotions of Billman
Marking Scheme for Interview of Recruitment of Trainee Billman (External applicants)

The Pass mark shall be 60 (Recruitment depends on number of vacancies)

Table7 :Marking Scheme for Interview of Recruitment of Trainee Billman (External)

Description Maximum possible marks

Additional qualifications (See Note 1) 15

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 15

Written IQ test 60

Marking Scheme of Interview for Recruitment of Trainee Billman (Internal applicants)

The Pass mark shall be 60 (Recruitment depends on number of vacancies

Table 8:Marking Scheme of Interview for Recruitment of Trainee Billman (Internal)

Maximum
Description Marks possible
marks
Years 4 5 6 7 & above
Experience 20
Marks 5 10 15 20
Additional
qualifications 5
(See Note 1)
Extracurricular
activities 5
(See Note 2)
Viva (See Note 3) 10
Performance
appraisals Last 3 years average x 10% 10
(see Note 4 )
Trade Test 50

12
Marking Scheme for Interview of Recruitment to Semi-Skilled Grade from Billman
Trainees

The Pass mark shall be 60

Table 9:Marking Scheme for Interview of Recruitment to Semi-Skilled Billman

Maximum
Description Marks possible
marks
Viva (see the Note 1 below) 25
No
21
of
11- 16- &
days 0 1-5 6-10
Attendance during the training 15 20 abo
abse 15
period ve
nt
Mark
15 10 5 2 1 0
s
Trade Test 60

Marking Scheme for Interview of Promotion from Semi Skilled Grade to Grade II

The Pass mark shall be 60

Table 10:Marking Scheme for Interview of Promotion from Semi Skilled Grade to Grade II

Maximum
Description Marks possible
marks
Years 4 5 6 7 & above
Experience 20
Marks 4 6 10 20

Additional qualifications (See Note 1) 5

Extracurricular activities (See Note 2) 5

Viva (See Note 3) 10

Performance appraisals
Last 3 years average x 10% 10
(see Note 4)
Accuracy of meter readings (average No of 36 or
35-12 11-6 5-0
number of errors per annum during errors higher 20
the last 3 years) Marks 0 5 7 10

Trade test 30

13
Marking Scheme for Interview for promotion from Grade II to Grade I

The pass mark shall be 60

Table 11:Marking Scheme for Interview for promotion from Grade II to Grade I

Maximum
Description Marks possible
marks
Years 6 7 8 9 & above
Experience 20
Marks 5 10 15 20
Additional
qualifications 5
(See Note 1)
Extracurricular
5
activities (See Note 2)
Viva (See Note 3) 10
Performance
appraisals Last 3 years average x 10% 10
(see Note 4)
Accuracy of meter No of 36 or
35-12 11-6 5-0
readings (average errors higher
number of errors per 20
annum during the last Marks 0 5 7 10
3 years)
Trade test 30

14
Marking Scheme for Interview of promotion from Grade I to Artificer Grade

The Pass mark shall be 60

Table 12:Marking Scheme for Interview of promotion from Grade I to Artificer Grade

Maximum
Description Marks possible
marks

Years 5 6 7 8 & above

Experience 20
Marks 5 10 15 20

Additional
qualifications 5
(See Note 1)

Extracurricular
5
activities (See Note 2)

Viva (See Note 3) 10

Performance
appraisals Last 3 years average x 10% 10
(see Note 4)

Accuracy of meter No of 36 or
35-12 11-6 5-0
readings (average errors higher
number of errors per 20
annum during the last Marks 0 5 7 10
3 years)

Trade test 30

15
Notes

1. Additional Qualifications which will be given part-credit under the Marking Scheme
1. Driving License of Class B, B1, C, C1, D, E, F, G or G1
2. Proven proficiency in Computer applications such as MS Office
3. Proven proficiency in languages other than the mother language
2. Guidance for Extra-Curricular activities which will be given part-credit under the
Marking Scheme
1. Sports achievements at inter-school, inter provincial or higher representative level
2. Holding offices of Organizations/Associations/Societies operating at District or
higher level
3. Sports achievements in CEB
4. Holding offices of Organizations/Associations/Societies/Trade Unions operating
in CEB
5. Any other extra-curricular activity equivalent or higher than those listed above, as
determined by the Interviewing panel
3. The purpose of the viva is to:
1. Asses the candidate’s knowledge related to the job
2. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
3. Verify the mental and physical condition of the candidate

4. Marks to be given for different grades of the performance appraisal shall be as follows:

Grading Marks

Excellent 95

Very good 80

Good 60

Fair 40

Poor 20

16
  
 
 
CEB  
Schemes of Recruitments and 
Promotions 
2016 
Section VI 
Other Services 
1. Motor Vehicle Driver Service 
2. Security Service 

1
Table of Contents
Security Service ............................................................................................................................................ 1 
Categories in the Security Service: ........................................................................................................... 1 
Security Guard Category............................................................................................................................... 1 
Grades in the Security Guard Category ................................................................................................ 1 
Recruitment ........................................................................................................................................... 1 
Scheme of Promotion for Security Guards ........................................................................................... 3 
Marking Schemes Relevant to Security Guards.................................................................................... 4 
Security Officer Category ............................................................................................................................. 7 
Grades in Security Officer Category ..................................................................................................... 7 
Recruitments ......................................................................................................................................... 7 
Scheme of Promotion for Security Officers .......................................................................................... 8 
Marking Schemes Relevant to Security Officers .................................................................................. 9 
Motor Vehicle Driver Service ..................................................................................................................... 12 
Grades in the Motor Vehicle Driver Category .................................................................................... 12 
Recruitment ......................................................................................................................................... 12 
Scheme of Promotions for Motor Vehicle Drivers ............................................................................. 14 
Marking Schemes Related to Motor Vehicle Driver Category ........................................................... 15 

i
List of Tables

Table 1:Grades in the Security Guard Category ........................................................................................... 1 

Table 2:Scheme of Promotion for Security Guards ...................................................................................... 3 
Table 3:Marking Scheme for Interview of Promotion from Class II B to Class II A ................................... 4 
Table 4:Marking Scheme for Interview of Promotion from Class II A to Class I ........................................ 4 
Table 5:Marking Scheme for Interview of Promotion from Class I to Special Class ................................... 5 
Table 6:Marking Scheme for Interview of Recruitment of Security Guard (External) ................................ 5 
Table 7:Grades in Security Officer Category ............................................................................................... 7 
Table 8:Scheme of Promotion for Security Officers..................................................................................... 8 
Table 9:Marking Scheme for Interview of Recruitment to the Security Officer category (Internal) ........... 9 
Table 10:Marking Scheme for Interview of Recruitment to Security Officer Category (External) ............. 9 
Table 11:Marking Scheme for Interview of Promotion from Class II to Class I ........................................ 10 
Table 12:Marking Scheme for Interview of Promotion from Class I to Special Class I ............................ 11 
Table 13:Grades in the Motor Vehicle Driver Category ............................................................................. 12 
Table 14:Scheme of Promotions for Motor Vehicle Drivers ...................................................................... 14 
Table 15: Marking Scheme for Interview of Recruitment to Grade III (External Applicants) ................... 15 
Table 16: Marking Scheme for Interview of Recruitment to Grade III (Internal Applicants) .................... 15 
Table 17:Marking Scheme for Interview for promotion from Grade III to Grade II .................................. 16 
Table 18:Marking Scheme for Interview for promotion from Grade II to Grade I .................................... 16 
Table 19:Marking Scheme for Interview for promotion from Grade I to Special Grade Segment B ......... 17 
Table 20:Marking Scheme for Interview for promotion from Special Grade Segment B to
Special Grade Segment A ........................................................................................................... 17 

ii
Security Service

Categories in the Security Service:

This is a closed service & the service consists of the following categories of employees

1. Security Guards
2. Security Officers

Security Guard Category

Grades in the Security Guard Category

The salary scales and grades of employees in the Security Guard category are as follows

Table 1:Grades in the Security Guard Category

Class/Grade Salary Scale

Security Guard Class II B M4
Security Guard Class II A M3
Security Guard Class I M2
Security Guard Special Class M1

Recruitment
Recruitments will be made only externally to the Class II Segment B and the recruits will be placed at the
initial step of the M4 salary scale.

Qualifications and Experience

Educational Qualifications

Pass in GCE (Ordinary Level) examination in six subjects including Mathematics in one and the same
sitting, with at least three (03) credit passes including Sinhala/Tamil Language.

Other Qualifications

The Candidates should be of sound physique and mental condition, with height not less than 5 ft. 4 inches

1
Experience

The candidates should preferably have previous experience in Security Guard duties in a Government
Department, Public Corporation or a reputed firm. Proven outstanding sports achievements will be an
added qualification.

Age

The candidates should be between 18 and 35 years of age.

Mode of Recruitment

Recruitment will be made by an interview.

Training

The recruits shall undergo a two-week training program coordinated by Training branch immediately
after the recruitment.

2
Scheme of Promotion for Security Guards
Table 2:Scheme of Promotion for Security Guards

M4 Class II B Security Guard (Recruitment Level)

1. Confirmed in the Post
2. Two (02) weeks Training
3. Five (05) years active service with a good service record in Class II B and passing the
Qualifying Examination
 OR
Ten (10) years active service in Class II B and passing of the Efficiency Bar
Interview before the sixth Salary point
4. Passing the Interview
M3 Class II A Security Guard
1. Passing of the Efficiency Bar Examination with a good service record (See Note 3 below)
2. Six (06) years active service in Class II A, with a good service record
3. Two (02) weeks specialized training
4. Passing the Interview

M2 (Security Guard - Class I )

1. Eight (08)years active service in Class I
2. Efficiency Bar Interview before the Sixth Salary point
3. One-week Training
4. Passing the Interview
M1 (Security Guard - Special Class)

Note on the Promotion Scheme:

1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency Bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

3
Marking Schemes Relevant to Security Guards
Marking Scheme for Interview of Promotion from Class II B to Class II A

The pass mark for the interview shall be 60.

Table 3:Marking Scheme for Interview of Promotion from Class II B to Class II A

Maximum
Description Marks
possible marks

Years (in Examination 8&

5 6 7
stream) above

Experience Years (in Class II B for the 13 & 30

10 11 12
Merit stream) above

Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Promotion from Class II A to Class I

The pass mark for the interview shall be 60.

Table 4:Marking Scheme for Interview of Promotion from Class II A to Class I

Maximum
Description Marks
possible marks

9&
Years in Class II B 6 7 8
Experience above 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

4
Marking Scheme for Interview of Promotion from Class I to Special Class

The pass mark for the interview shall be 60.

Table 5:Marking Scheme for Interview of Promotion from Class I to Special Class

Maximum
Description Marks
possible marks

11 &
Years in Class II A 8 9 10
Experience above 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Recruitment of Security Guard (External)

The pass mark for the interview shall be 60.

Table 6:Marking Scheme for Interview of Recruitment of Security Guard (External)

Maximum
Description
possible marks

Additional qualifications under Note 1

30
below

Extracurricular activities under Note 2

25
below

Physique 20

Viva (See Note 3) 25

5
Notes for the Marking Scheme
1. Additional qualifications/experience which will be given credit under the Marking
Scheme
I. Sports achievements at inter-school, inter provincial or higher representative level
II. Previous experience in Security Guard duties in a Government Department,
Public Corporation or a reputed firm
2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Scheme
I. Proven proficiency in practice of martial arts/self-defense
II. Proven proficiency in languages other than the mother language
3. The purpose of the viva is to:
I. Assess the candidate’s knowledge related to the job
II. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
III. Verify the mental and physical condition of the candidate

6
Security Officer Category

Grades in Security Officer Category

The salary scales and grades of employees in the Security Officer category are as follows

Table 7:Grades in Security Officer Category

Class or Grade Salary Scale

Security Officer Class I
M1
( Recruitment level)
Security Officer( Special Class) M Sp
Security Officer (Supra Class) M Supra
Recruitments
Recruitments will be made externally or internally and the recruits will be placed at the initial step of the
M Spl salary scale. Fifty percent (50%) of the vacancies will be filled internally.

External Recruitment

Qualifications

1. The applicants should be of sound physical and mental condition. The applicants should
have a minimum height of 5' 4", and;
2. They should be;
(i) Commissioned Officers or Non-commissioned officers of the Defense Services
not below the rank of a Sergeant with at least 10 years experience, and should
have passed the GCE (Advanced Level) Examination. OR
(ii) Police Officers not below the rank of Sub Inspector, OR;
(iii) Commissioned or Non-Commissioned officers of the Volunteer Forces of Army,
Navy or Air Force, not below the rank of a Sergeant with at least 10 years
experience and should have passed GCE (Advanced Level) Examination. OR;
(iv) Graduates of recognized University, with at least Five (5) years experience in
Security work, in a Government Department/Board or a Corporation or in a
reputed firm with more than 100 employees, in performing supervisory duties.
3. Outstanding sports achievements will be considered as an additional qualification.

Age

The applicants should not be more than 40 years of age.

Mode of Recruitment

Recruitment will be made by an interview.

7
Training
The recruits shall undergo a two-week training program coordinated by Training branch immediately
after the recruitment.
Internal Recruitment
Eligibility for Recruitment Examination
Security Guards in Class 1 and above who are having five (05) years service in Class 1 or above will be
eligible to sit for the qualifying examination for promotion to the post of Security Officer.
Age
No age limit shall apply for internal candidates.
Mode of Recruitment
Recruitment will be made by a qualifying examination and interview.
Training
The recruits shall undergo a two-week training program immediately after the recruitment.
Scheme of Promotion for Security Officers
Table 8:Scheme of Promotion for Security Officers

M 1 -Security Officer Class I (Recruitment Level)

1. Confirmed in the post
2. Five (05) years active service as Security Officer Class I
3. Passing of the Efficiency Bar Interview before the Sixth Salary point
 Two (02) weeks Training organized by the Training branch
4. Passing the Interview
M Special - Security Officer Special Class I
1. Confirmed in the post
2. Five (05) years active service as Security Officer Special Class
3. Passing of the Efficiency Bar Interview before the Sixth Salary point
4. Two (02) weeks Training organized by the Training branch
5. Passing the Interview
M Supra - Security Officer- Supra Class
Notes

Note on the Promotion Scheme:

1. Wherever a requirement of service or experience is stated in the promotion scheme, it means
a period of active continuous service in CEB, with a good service record in the particular
post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions

8
4. In case there is only ONE post of Security Officer vacant, internal selection will be resorted
to first to fill that vacancy.

Marking Schemes Relevant to Security Officers

Marking Scheme for Interview of Recruitment to the Security Officer category (Internal)

The pass mark for the interview shall be 60.

Table 9:Marking Scheme for Interview of Recruitment to the Security Officer category (Internal)

Maximum
Description Marks
possible marks

8&
Years as Security Guard Class I 5 6 7
Service above 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Knowledge on Criminal Procedure Code/Civil

05
procedure and Human Rights

Extracurricular activities (See Note 2) 05

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

Marking Scheme for Interview of Recruitment to Security Officer Category (External)

Table 10:Marking Scheme for Interview of Recruitment to Security Officer Category (External)

Maximum
Description
possible marks

Additional qualifications (See Note 1) 35

Extracurricular activities (See Note 2 25

Physique 20

Viva (See Note 3) 20

9
Marking Scheme for Interview of Promotion from Class II to Class I

The pass mark for the interview shall be 60.

Table 11:Marking Scheme for Interview of Promotion from Class II to Class I

Maximum
Description Marks
possible marks

8&
Years as Security Officer 5 6 7
Service above 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Knowledge on Criminal Procedure Code/Civil

05
procedure and Human Rights

Extracurricular activities (See Note 2) 05

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

10
Marking Scheme for Interview of Promotion from Class I to Special Class I

The pass mark for the interview shall be 60.

Table 12:Marking Scheme for Interview of Promotion from Class I to Special Class I

Maximum possible
Description Marks
marks

8&
Years as Security Officer 5 6 7
Service above 30
Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Knowledge on Criminal Procedure Code/Civil

05
procedure and Human Rights

Extracurricular activities (See Note 2) 05

Viva (See Note 3) 30

Performance appraisals Last 3 years average x 20% 20

The pass mark for the interview shall be 60.

Notes
1. Additional qualifications/experience which will be given credit under the Marking
Scheme
i. Sports achievements at inter-school or higher representative level
ii. previous experience in Security Guard duties in a Government Department,
Public Corporation or a reputed firm
2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Scheme
i. Proven proficiency in practice of martial arts/self-defense
ii. Proven proficiency in languages other than the mother language
3. The purpose of the viva is to:
i. Assess the candidate’s knowledge related to the job
ii. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
iii. Verify the mental and physical condition of the candidate

11
Motor Vehicle Driver Service
Categories:

This service consists of all grades of motor vehicle drivers

Grades in the Motor Vehicle Driver Category

Structure and salary scales of grades in this service are as follows

Table 13:Grades in the Motor Vehicle Driver Category

Grade Salary Scale

Driver Special Grade Segment A N Special
Driver Special Grade Segment B N1X
Driver Grade I N2X
Driver Grade II N3X
Driver Grade III N4
Recruitment
Recruitment will be made internally and externally to Grade III and will be placed at the initial point of
N4 salary scale. Eighty percent (80%) of the vacancies will be filled externally while balance twenty
percent (20%) will be filled internally. Recruitment will depend on the number of vacancies available

External Recruitment

Educational Qualifications

External applicants should have passed the GCE (OL) Examination at least in 6 subjects in one and the
same sitting including Sinhala/Tamil Language and Mathematics

Other Qualifications

1. Applicants should have a minimum height of 5' 3" feet.

2. Applicants should possess a certificate of competence (Driving License) issued by the
Commissioner of Motor Traffic to drive Motor coaches/Heavy Motor coaches
3. Applicants should have experience of at least three (03) years after obtaining the Driving License
for driving of Motor coaches/Heavy Motor coaches
4. Applicants should possess a sound knowledge of Highway Code and should be physically fit for
driving during day and night and must have good eyesight and a good hearing.
5. Knowledge in motor mechanism will be an added qualification

12
Age

Applicants should not be less than 21 years and not more than 35 years of age.

Method of Selection

By an interview and a trade test

Training

Selected candidates should undergo one (01) week (30 hours) training arranged by the Training branch
immediately after the recruitment

Internal Recruitment

Educational Qualifications

Internal applicants should have passed the GCE (OL) Examination in at least in 6 subjects in one and the
same sitting including Sinhala/Tamil Language and Mathematics

Other Qualifications

1. Applicants should have a minimum height of 5' 3" feet.

2. Applicants should have possessed a certificate of competence with good record, issued by
the Commissioner of Motor Traffic to drive a Motor coach/Heavy Motor coach for at
least three (03) years. (See note 4).
3. Applicants should possess a sound knowledge of Highway Code and should be physically
fit for driving during day and night and must have good eyesight and a good hearing.
4. Knowledge in motor mechanism will be an added qualification

Age

Not applicable for internal candidates.

Method of Selection

By a trade test and an interview

Training

Selected candidates should undergo one (01) week (30 hours) training arranged by the Training branch
immediately after the recruitment

13
Scheme of Promotions for Motor Vehicle Drivers
Table 14:Scheme of Promotions for Motor Vehicle Drivers

Motor Vehicle Driver N4 (Grade III) (Recruitment Level)

1. Confirmed &four (04) Years’ Service in Grade III

2. Possess a Driving License to Drive a Motor Coach/Heavy Motor Coach
3. Four (04) Days(24 hours) Training in a CEB Training Center
4. Pass the Trade test and interview

Motor Vehicle Driver N3X (Grade II)

1. Six (06) Years’ Service in Grade II
2. Possess a Driving License to Drive a Motor Coach/Heavy Motor Coach
3. Four (04) Days (24 hours) Training in a CEB Training Center
4. Passing the interview

Motor Vehicle Driver N2X (Grade I)

1. Five (05) Years’ Service In Grade I Level
2. Possess a Driving License to Drive a Motor Coach/Heavy Motor Coach.
3. Four (04) day (24 hours)Training in a CEB Training
4. Passing the interview

Motor Vehicle Driver N1X (Special Grade Segment B)

1. Five (05)Years’ Service in Special Grade Segment B Level

2. Possess a Driving License to Drive a Motor Coach/Heavy Motor Coach.
3. Four (04) Day (24 hours)Training in a CEB Training Center
5. Passing the interview

Motor Vehicle Driver N Special (Special Grade Segment A)

Notes
Note on the Promotion Scheme:
1. Wherever a requirement of service or experience is stated in the promotion scheme, it
means a period of active continuous service in CEB, with a good service record in the
particular post.
2. There will be no cadre restrictions for the above promotions.
3. Efficiency bar examination is exempted for the employees of over 45 years of age for the
purpose of giving salary increments only but not considered for the promotions
4. Special training should be provided for Drivers in Special Class Segments A and B to
operate cranes, augurs and similar equipment mounted on vehicles.
5. Driving License for Class of Motor Coach issued under previous Motor Traffic Act.
Driving License for Class of Heavy Motor Coach issued under Motor Traffic
(Amendment) Act 8 of 2009.

14
Marking Schemes Related to Motor Vehicle Driver Category
Marking Scheme for Interview of Recruitment to Grade III (External Applicants)

The Pass mark shall be 60

Table 15: Marking Scheme for Interview of Recruitment to Grade III (External Applicants)

Description Maximum possible marks

Those who failed the trade test will be

Trade test (Compulsory to Pass)
disqualified

Additional qualifications (See Note 1) 30

Extracurricular activities (See Note 2) 30

Viva (See Note 3) 40

Marking Scheme for Interview of Recruitment to Grade III (Internal Applicants)

The Pass mark shall be 60

Table 16: Marking Scheme for Interview of Recruitment to Grade III (Internal Applicants)

Maximum
Description Marks possible
marks

Trade Test(Compulsory to Pass) Those who failed the trade test will be disqualified

Years of 6&
Years 3 4 5
possessing above 30
the License Marks 15 20 25 30

Additional qualifications (See Note 1) 10

Extracurricular activities (See Note 2) 10

Viva (See Note 3) 20

Performance appraisals (see Note 4) Last three years average x 30% 30

15
Marking Scheme for Interview for promotion from Grade III to Grade II
The Pass mark shall be 60
Table 17:Marking Scheme for Interview for promotion from Grade III to Grade II

Maximum
Description Marks possible
marks

7&
Years 4 5 6
Experience above 20
Marks 4 6 10 20

Additional qualifications (See Note 1) 5

Extracurricular activities (See Note 2) 5

Viva (See Note 3) 10

Performance appraisals (see Note 4) Last 3 years average x 10% 10

Trade test 50

Marking Scheme for Interview for promotion from Grade II to Grade I

The Pass mark shall be 60

Table 18:Marking Scheme for Interview for promotion from Grade II to Grade I

Maximum
Description Marks possible
marks

9&
Years 6 7 8
Experience above 20
Marks 4 6 10 20

Additional qualifications (See Note 1) 5

Extracurricular activities (See Note 2) 5

Viva (See Note 3) 10

Performance appraisals (see the Note 4) Last 3 years average x 10% 10

Trade test 50

16
Marking Scheme for Interview for promotion from Grade I to Special Grade Segment B

The Pass mark shall be 60

Table 19:Marking Scheme for Interview for promotion from Grade I to Special Grade Segment B

Maximum
Description Marks possible
marks

8&
Years 5 6 7
Experience above 20
Marks 4 6 10 20

Additional qualifications (See Note 1) 5

Extracurricular activities (See Note 2) 5

Viva (See Note 3) 10

Performance appraisals (see the Note 4 below) Last 3 years average x 10% 10

Trade test 50

Marking Scheme for Interview for promotion from Special Grade Segment B to
Special Grade Segment A

The Pass mark shall be 60

Table 20:Marking Scheme for Interview for promotion from Special Grade Segment B to Special Grade Segment A

Maximum
Description Marks possible
marks

8&
Years 5 6 7
Experience above 20
Marks 4 6 10 20

Additional qualifications (See Note 1) 5

Extracurricular activities (See Note 2) 5

Viva (See Note 3) 10

Performance appraisals (see the Note 4 below) Last 3 years average x 10% 10

Trade test 50

17
 Notes for the Marking Schemes

1. Additional qualifications/experience which will be given credit under the Marking

Scheme
a. Sports achievements at inter-school or higher representative level
b. Previous experience in Drivers duties in a Government Department, Public
Corporation or a reputed firm
2. Guidance for Extra-Curricular activities which will be given credit under the Marking
Scheme
a. Proven proficiency in languages other than the mother language
b. Proven proficiency in another trade
3. The purpose of the viva is to:
a. Asses the candidate’s knowledge related to the job
b. Verify the credentials related to qualifications and extracurricular activities
asserted by the candidate
c. Verify the mental and physical condition of the candidate
4. Marks to be given for different grades of the performance appraisal

Grading Marks

Excellent 95

Very good 80

Good 60

Fair 40

Poor 20

18