RECRUITMENT POLICY

1.0 INTRODUCTION

1.1 RINL/VSP is one of the modern integrated Steel Plants in India with the state-of-the-art technology in
steel making. To manage the given technology, operate the continuous processes of Production and
carry out other critical functions like Marketing, Personnel, Finance etc, skilled, highly skilled personnel
and competent professionals with excellent managerial capabilities are required to be inducted at right
place and right time. In the contemporary business environment marked by fierce competition in hiring
quality manpower, RINL Recruitment Policy seeks to provide the broad framework of recruitment to tap
suitable personnel in the market, facilitate evaluation of the capabilities in terms of their potential for
fulfillment of Company’s objectives and induct the best and the most competent personnel in the shortest
possible time.

2.0 OBJECTIVES
2.1 To meet manpower requirements of the company in terms of the approved strength of manpower.
2.2 To fulfill the requirements of competent personnel in terms of requisite capabilities, skills, qualifications,
aptitude, merit and suitability with a view to fulfill company’s objectives.
2.3 To attract, select and induct the best of the talents available keeping in view the functional requirements
of the Organization.
2.4 To provide suitable induction points for intake from external sources and thereby infuse fresh blood into
the organization.
2.5 To ensure an objective and reliable system of selection.
2.6 To have a dynamic and reasonably flexible recruitment policy in tune with market economy to enable
induction of personnel in the quickest possible time to meet the operational requirements of the
organization.

3.0 SCOPE

3.1 The policy shall cover all recruitment of personnel made in the Company in executive as well as non-
executive cadre (except appointments made by the Govt.) and shall apply to all units/branches of RINL.

3.2 The policy shall not cover engagement of advisers/consultants/experts etc or adhoc appointments for
temporary requirements.

4.0 SOURCES OF RECRUITMENT

4.1 There will be two sources of recruitment:

(i) Internal i.e. from within the Company.

(ii) External i.e. from open market through Employment Exchange, advertisement in press/internet,
recruitment through reputed placement/manpower agencies, other organizations and/or campus
selection from Universities/Institutes and/or through direct negotiations.
Management shall have discretion to resort to any of the above sources of recruitment depending on
functional needs of the Company.

Approved by the Board of Directors of RINL/VSP in their 131st meeting held on 23.6.2000.
Introduced vide Personnel Policy Circular No.7/2000, dt.1.7.2000, effective from 23.6.2000
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4.2 INTERNAL CIRCULATION OF POSTS

4.2.1 Recruitment/Selection to posts from within the company may be done through internal circulation as
under:

i) The posts intended to be filled through internal sources will be circulated in the Company giving
the qualifications, age, experience etc.

ii) Internal recruitment involving changes in grade will be processed by the respective Zonal
Personnel I/c with the approval of Competent Authority. Such proposals will be routed through
Manpower Cell of Personnel Deptt. to ascertain the vacancy position, to assess the need to fill up
such vacancies, roster points etc.

iii) Internal selection will be done by conducting written test and/or interview by a duly constituted
committee.

iv) Transfer from one department to another in parallel grade within the Company following the
procedure of internal selection will not be treated as recruitment.

4.3 RECRUITMENT FROM EXTERNAL SOURCES

4.3.1 Recruitment from external sources will be resorted to for injection of fresh blood at the induction
level(s)/grade(s). However, the company may, if required, induct direct recruits from external sources at
other level(s)/grade(s) also to meet functional requirements of particular skill/experience or for optimum
utilization of its assets and/or infusion of modern systems, skills & techniques of operation etc., necessary
for efficient operation, technology up gradation or modernization.

4.3.2 At least, 66 2/3% of vacancies occurring during the preceding year(s) at induction level(s)/grade(s) in E-0
grade will be filled up through Management Trainees (MTs).

4.3.3
Recruitment of executives from external sources will be made generally through open advertisement in
the press.

However, recruitment of executives can also be done through campus interviews from approved
Institute(s), Universities and/or reputed placement/manpower agencies and/or circulation of posts to
PSUs/ Government with the prior approval of the Competent Authority. In case of specialist job
requirements, the Company reserves the right to seek response through designated/limited time Post Box
Number applications. In rare/ exceptional cases, recruitment of Executives from external sources through
direct negotiation with individuals can also be made.

4.3.4 Recruitment to the posts in non-executive cadre carrying scale of pay, maximum of which does not
exceed Rs.2500 per month (pre-revised) as indicated in the DPE OM No.2(48)/91-DPE (WC)
dt.6.4.1992, will be done through the Employment Exchange. In addition to notifying the vacancies for
such relevant categories to the Employment Exchange, the requisitioning authority may, keeping in view
administrative/budgetary conveniences, arrange for the publication of the recruitment notice for these
categories in the Employment News or other newspapers and then consider the cases of all the candidates
who have applied, provided they fulfil the specifications for the post advertised. In addition to above,
such recruitment notices will be displayed on the office notice boards also for wider publicity (DPE
24(11)/96(GL-010)/GM dt.2.11.1998).




Amended vide Personnel Policy Circular No.1/2008 dated 03.01.2008.
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4.3.5 In case of death or permanent total disablement of an employee due to accident arising out of and in
course of employment, employment to one of his/her direct dependents will be provided subject to other
conditions as per prescribed procedure. In all other cases of death while in service/termination of service
on permanent medical unfitness, the concerned employee/dependent(s) will only be entitled to monthly
payment benefits as per Employees’ Family Benefit Scheme.

4.3.6 To encourage and support sports and sportsmen, the Company may recruit sportsmen under “sports
quota” by following the procedure laid down in DPE guidelines/Government rules on the subject.

4.4 DEPARTMENTAL CANDIDATES

4.4.1
Employees of the Company will be eligible to apply against post(s) advertised in the press, provided they
fulfill the eligibility conditions as prescribed in the advertisement. There will be no special weightage for
internal/departmental candidates (except in cases of vacancies that are exclusively earmarked for
departmental candidates through para 4.2 of Recruitment Policy).

5.0 INDUCTION LEVELS

5.1 Executives:
To man executive positions in key performance areas of the Company, direct recruits will be inducted in
various disciplines/work areas from time to time depending on the requirements, in the following
positions:
i) Management Trainees in different disciplines
ii) Junior Manager (F&A/Marketing/Personnel etc.)
iii) Junior Medical Officers
iv) Specialists in Medical Department
v) Experienced Executives in suitable positions in different areas
vi) Such other posts as may be decided by CMD keeping in view the requirements of the
organization.

5.2 Non-Executives:

5.2.1 In the non-executive cadre, induction of direct recruits from external sources will be carried out to the
following positions:

i) Unskilled/Semi-skilled category: As Trainee Khalasi etc. and after successful completion of

minimum one year training and fulfillment of other conditions, they will be appointed as regular
employees in S-1 grade.
ii) Skilled category: As Junior Trainees and after successful completion of prescribed period of
training they will be placed in S-3 grade.
iii) Highly skilled Category: As Senior Trainees and after successful completion of prescribed period
of training they will be placed in S-6 grade.
iv) Ministerial category: As Secretarial Assistants (those possessing Graduation, with Typewriting
and Shorthand qualification) in SL-1 grade and as Junior Assistants (those possessing only
Graduation) in S-3 grade.
v) Para-medical staff and Store keeping staff etc. in suitable grades corresponding to the posts.
vi) Experienced employees in suitable grades.
vii) Such other posts as may be decided by CMD keeping in view the requirements of the
organization.


Amended vide Personnel Policy Circular No.1/2008 dated 03.01.2008.
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6.0 DELEGATION

6.1 Delegation of authority to recruit and/or appoint will be as per DOP.

7.0 JOB SPECIFICATIONS

7.1 Job specifications will stipulate the minimum eligibility condition for each job/post in terms of the
following:

i) Educational Qualifications
ii) Experience required, if any
iii) Age limit
iv) Physical/Medical standards, if any
v) Any other requirements as may be deemed necessary.

7.2 Job specifications stipulated for each post may be subject to periodical review and updation keeping in
view the changing needs of the organization. As and when required, a committee consisting of
representatives from the Department(s) concerned, Personnel and other departments as deemed fit may be
constituted by the Competent Authority. Changes suggested by the Committee with regard to the existing
job specifications will be subject to the approval of the Competent Authority.

8.0 REQUISITIONS:

8.1 All requisitions/proposals for recruitment of personnel will be sent by the concerned Head of the
Department to the Manpower Planning Cell (MPC) of Personnel Department.

8.2 MPC will scrutinize each proposal received from the Indenting Department keeping in view the approved
manpower strength and the need to fill up the posts and obtain the approval of the competent authority
and forward the same to the Recruitment Section for initiating further action, as required.

9.0 RESERVATION OF POSTS

9.1 Reservation of posts for OBCs, Scheduled Castes and Scheduled Tribes shall be provided in accordance
with the Presidential Directives issued on the subject from time to time.

9.2 Reservation of posts for other categories such as Ex-serviceman, Physically Handicapped persons etc.
will be provided as per rules.

10.0 RESPONSIBILITY

10.1 All activities pertaining to recruitment will be centrally co-ordinated and managed by Recruitment
Section of Personnel Department at Headquarters. However, representative(s) of other department(s), as
deemed necessary may be associated at various stages of recruitment and/or selection of candidates. The
services of specialized agencies may be taken, if required, for conducting written tests/job tests/group
tasks/group discussions, etc as also for short listing of suitable candidates for selection.

11.0 SCREENING OF APPLICATIONS

11.1 Applications received in response to the vacancies circulated/notified/advertised etc. will be screened by
the Recruitment section keeping in view the job specifications prescribed for the post(s) in question and
the candidates short listed for interview. As and when necessary, the indenting department may be
consulted for screening and short listing of candidates.

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11.2 If suitable candidates with the required job specifications are not available, or if candidates are otherwise
exceptionally qualified or experienced, but require relaxation in specifications like age, qualifications etc
competent authority may relax the specifications prescribed as a one time measure in order to facilitate
filling up of such post(s) in time, provided such provision for relaxation has been stipulated in
notification/advertisement for the post. Any subsequent recruitment against such post(s) will, however, be
made strictly on the basis of the standard job specifications prescribed.

12.0 MODE OF SELECTION

12.1 Selection of candidates for appointment in the Company will be made on the basis of their merit and
suitability as assessed through selection test(s). The selection test(s) will comprise of:

i) Written test/job test/trade test or any combination thereof; and/or

ii) Group task/Group discussion/interview or both; and/or
iii) Any other test(s) as may be prescribed or as decided by the competent authority.

12.2 Wherever selection is made on the basis of a combination of a written test/trade test etc. and
interview/group discussion etc., weightage for different segments administered, will be assigned as
follows:

Written test/trade test/job test or any

Other test as may be prescribed: 85 marks

Group task/group discussion/interview

or a combination 15 marks

12.3 A candidate is required to secure a minimum qualifying marks of 50% in each segment or such
percentage as may be prescribed by the Competent authority from time to time. Relaxation in respect of
SC/ST/OBC, if any, will be provided as per Presidential Directives in each selection segment to qualify.
Relaxation in qualifying marks will also be provided to DPs as per the existing policy.

12.4 Where the selection is solely based on interview, the weightage for interview will be 100%.

13.0 SELECTION COMMITTEE

13.1 In order to assess the suitability of the candidates for the post(s) in question, Selection committee(s) will
be constituted by the competent authority.

13.2 As and when required, experts from outside the organization may also be included in the selection
committee(s) to ensure proper evaluation of candidates.

14.0 FINAL SELECTION OF CANDIDATES

14.1 The selection committee will assess the comparative merit of each candidate in terms of his/her
qualifications, experience, if any, and on the basis of performance in the selection test(s) and interview as
per criteria laid down and come to a conclusion as to whether or not the candidate would measure upto
the requirements of the job he/she is expected to perform. However, wherever marks are assigned,
committee members will be required to give marks on the basis of criteria prescribed depending upon the
relative performance of each candidate in the test/interview and keeping in view his/her suitability for the
job in question.

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14.2* Candidates found suitable will be empanelled in order of merit on the basis of following:
i) Wherever marks are assigned, merit list of candidates who have secured minimum qualifying marks
as at para-12.3 will be prepared on the basis of aggregate marks secured by the candidates in
selection/test(s); and wherever selection is made for more than one discipline/stream, merit lists
would be prepared discipline/stream-wise.

In case of a tie while preparation of merit list, preference will be given to candidates in the
following order:
i) Higher marks in written test
ii) Higher marks in Job test/Physical test
iii) Date of Birth (those born earlier).

ii) Wherever selection is made only on the basis of evaluation of the selection committee, merit lists of
the candidates will be drawn up as recommended by the selection committee.

The selection committee shall back-up its recommendations based on marks assigned for the
following criteria:

i. Communication Skills
ii. Job Knowledge
iii. Planning & Initiative
iv. Alertness and Reasoning Ability
v. Leadership and Man Management Skills

Note:
1. Weightage on different criteria shall be decided by the concerned Functional Director in
consultation with Director (Personnel) taking the department, post, grade, etc. into consideration.
If required, further criteria with appropriate weightages may be added, as decided by the
concerned Functional Director in consultation with Director (Personnel).

2. This will not be applicable for selection of non-executives which shall be through written test
and/or job test/physical test and interview.

14.3* The select list so prepared will be subject to the approval of the competent authority and will remain valid
for a maximum period of one year from the date of such approval. The panel shall only be utilized to fill
up the unfilled posts of the same recruitment.

The marks or merit list shall not be disclosed to the public till the recruitment process is completed and all
the vacancies are filled.

15.0 ISSUE OF OFFERS

15.1 Appointment offers will be issued to the required number of candidates from the panel/merit list in order
of merit in each discipline/stream with the approval of the competent authority.

15.2 All appointment offers will be centrally issued by the Recruitment Section of Personnel Department. The
In charge of Recruitment Section is authorized to issue offers of appointment for and on behalf of the
competent authority.

* Amended vide PPC 7/2009 dated 15.05.2009

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16.0 MEDICAL EXAMINATION

16.1 All appointments in the company will be subject to the selected candidates being found medically fit by
the Company’s medical officer/board for the post(s) for which they have been selected. Where there is no
company hospital, medical examination will be conducted by an approved Government Hospital/Medical
Board.
16.2 Medical standards will be laid down for each category of job(s)/post(s), both executive as well as non-
executive, keeping in view the job requirements.
16.3 Medical standards prescribed for different jobs/posts will be subject to review from time to time
depending on organizational needs. As and when necessary, the competent authority may constitute a
committee of experts to review and suggest suitable changes in existing medical standards. Such changes
will, however, be subject to approval of the competent authority.
17.0 DEPUTATIONISTS

17.1
Not withstanding anything contained in this policy and in exceptional cases, employees of other PSUs or
Government may be appointed in the Company on deputation basis for such periods as may be decided
by the competent authority. Such deputationists, however, cannot be absorbed in the Company, against
this or any other post, without advertising the posts and/or circulating to designated PSUs/Government
departments and giving opportunity to other similarly placed/qualified aspirants. Also, in case of
requirement of regular post(s), the conditions prescribed under clause 4.3.3 should not be diluted without
adequate justification.
18.0 INDUCTION/ORIENTATION
18.1 All newly appointed employees in the Company will undergo suitable induction/orientation programmes
to be organized by the Training Department. Induction programme will, among other things, aim at
systematically introducing the new employees to the Company, its philosophy, its major policies,
technology, existing status, future plans etc. The induction programme should clearly spell out the mutual
expectations with emphasis on Company’s objectives and goals.
19.0 POST SELECTION FOLLOW UP
19.1 The selected candidates on joining the Company will be under probation for a period of twelve months or
such other period as may be specified. The period of probation may be extended in suitable cases as
provided in the Service Rules.
20.0 RULES AND PROCEDURES
20.1 The Chairman-cum-Managing Director, RINL/VSP, is authorized to frame and issue the rules,
procedures, guidelines, instructions etc. under the policy, designate competent authorities to exercise
powers under the policy and rules and give clarifications on issues arising out of the policy.
21.0 TENURE
21.1 Policies and rules framed hereunder will come into force from the date notified by Chairman-cum-
Managing Director, RINL/VSP, and will remain in force for a period as decided by him.
21.2 The Company, however, reserves the right to amend, modify, cancel or withdraw the policy or any part
thereof at any time without notice.

******

 Amended vide Personnel Policy Circular No.1/2008 dated 03.01.2008.
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Chapter - 05 Recruitment Policy 114