Requirements for Vacancies from various departments is sent to the Principal. The requirement includes the job description and specification along with the required number of candidates.
This includes establishing the purpose of the position to be filled. The institution's goals and mission statement is clearly defined and is understood prior to conducting a search for qualified individuals. It also emphasizes the people oriented nature of the organization.
The institute advertises for the discipline wise and cadre wise vacant posts in the local as well as one or two national level newspapers. One original copy of advertisement is sent to the university.
All CVs or resumes are collected by the due date and a primary screening is done.
Review of referrals and also the application/ resumes submitted to registrar section by aspirants are reviewed for their inclusion in recruitment process.
Then the institute writes to the University for Nomination of the selection committee members for interviewing the candidates. The norms are followed as per Statute 19.
Once the applicant pool has been screened and individuals to be considered are identified, interview schedule is made and is confirmed with all individuals who will be involved in the interview process (also a final copy of the schedule to the candidate, the interviewers, and the search committee members is provided)
One of the most crucial but often neglected steps in the hiring process is reference checking. Reference checks is done for those candidates who have advanced to the finalist stage and who are under serious consideration for the job.
Recommendations of the selection committee in the form of minutes is sent to the university.
Once a qualified candidate or candidates has been recommended, the HR contact them and make the job offer.
The joining of the faculties is intimated to the university along with the written contract prescribed in the appendix of statute 19 (ann 3) within one month from the date of joining of the faculty.
The approval to the selection of candidates will be done on the basis of the vacant seats positions given in prescribed format.
Vacancy from various departments is sent to the Principal. The requirement includes the job description and specification along with the required number of candidates.
This includes establishing the purpose of the position to be filled. The institution's goals and mission statement is clearly defined.
The institute advertises for the vacant posts in the local as well as one or two national level newspapers.
All CVs or resumes are collected by the said date and a primary screening is done. If no application or resume is received for any post the institute shall have to re advertise for such posts or else referrals or previously submitted applications are considered.
Review of referrals and also the prior submitted application/ resumes are reviewed for recruitment process.
Once the applicant pool has been screened and persons are identified, interview schedule is made and is confirmed with all individuals (also a final copy of the schedule to the candidate, the interviewers, and the search committee members is provided)
Reference checks are done for the shortlisted candidates. In this the documents supporting qualifications, experiences, ot other skills are checked and verified.
After confirmation of the candidate’s credentials, the list of final selections is made. The selected candidates are contacted by the HR personnel and are informed for the same.
Once candidates are finalized, HR make the job offer with the preferred person.
Vacancy for various positions is sent to the Principal. The requirement includes the type of work along with required number of candidates.
This includes what is the purpose or requirement of the position to be filled.
Along the year the candidates visit and submit their bio data in the registrar section. So when the vacancy appears then these froms are reviewed. Also through reference the database is collected.
Once the candidates are screened and persons are identified, interview schedule is made and communicated to them.
The documents supporting qualifications, experiences, or other skills are checked and verified. Like for Drivers, driver’s license for Heavy Vehicle is checked etc. Police Verification form is also asked to be filled for some positions.
Once candidates are finalized, HR make the job letter for the preferred person and are intimated about starting salary, starting date, length of contract, employee benefits etc. All the conditions and rules is communicated to the candidate.
The Institute provides liberal leave benefits to its employees. However, leave cannot be claimed as a matter of right. In case of exigency in the Institute/ University, leave of any kind may be refused, revoked or curtailed by the authority empowered to grant it. In case of non-availing of any sort of leave during an academic session, such staff-members shall be suitably honoured/rewarded by the Management in due course.
An employee, on successful completion of one year service is eligible to avail 13 days casual leave in an academic session (from 1st July to 30th June).
The management can sanction duty leave for participation in academic programme viz., seminar, conference, workshop, examinations, FDP, STTP, refresher courses etc. or cultural/sports events to an academic personnel or any such works as entrusted and done by a non-academic employee at CSVTU, AICTE, DTE or any government office.
A regular employee is eligible to avail 20 days half pay leave on medical ground per year, which can be commuted to 10 days full pay leave on successful completion of one year service.
A female employee is eligible for maternity leave for a maximum period of 90 days, twice in the service period.
After the successful completion of 1 year, a male employee is eligible for paternity leave of upto 10 days, twice in the service period.
SSIPMT is benevolent to grant seven days special casual leave (once during the service period) to its employees for self-marriage, provided the applicant must have completed at least 02 years of excellent service.
An employee is allowed to avail compensatory off against his work assigned by college in any of the holiday with recommendation of the HoD.
For Ph. D. 50 days full pay leave in the total span of the Ph.D.
For M. Tech. 40 days full pay leave in the total span of the M. Tech. course.
Vacation Staff – All teaching and Lab staff: The Institute declares summer vacations in each calendar year. Vacation staff member who has completed 01 year of service is eligible for 30 days of vacation. Staff members with less than 01 year of service will only be eligible for 10 days of vacation.
Non-Vacation Staff – All administrative staff including Principal, HODs, Registrar Section/HR Section, Accounts Section, Public Relations Office, Training & Placement Office, Student Section, Exam Section, Hostel Wardens, Admission team
Non-vacation staff member who has completed 01 year of service is eligible for 30 days of earned leave per year.
Maintenance & Transport staffs are eligible for 20 days of earned leave per year after completion of 01 year service, 10 days of earned leave in first year of service.
Faculty Members: The assessment is based on a well-defined system for faculty appraisal for all the assessment years:
A Faculty Self-Assessment format has been designed and provided in the department which has to be filled by each faculty members then by the respective HoD and lastly by the Principal. This process occurs confidentially.
As faculty feedback has also been taken by the students once in a semester the analysis is done based on the remarks received by the students.
On the basis of self-assessment score the increment takes place.
This policy is applicable to all the non-teaching staff of SSIPMT including but not limited to administrative staff, laboratory/workshop staff, maintenance staff and hostel maintenance staff.
After successful completion of probation period of one year, non-teaching staffs becomes eligible for annual promotion. Promotions shall always be subject to appropriate vacancy in the higher grades, except when the management, at its discretion, enhances a job at a given grade to a higher grade. A promotion must always lead to an enhanced responsibility in the organization. The Employee shall have the potential, beyond mere eligibility, to take up higher role / responsibility.
List of eligible employees shall be sent to respective HODs for their recommendation. The recommendations shall then be submitted to Principal and Chairman of the institute. After review by the management, the promotion letters will be signed and issued by the Principal.