Recruitment Policy and Procedures

Recruitment Policy and Procedures
Preamble
NTPC subscribes to the belief that efficiency, effectiveness and success of the
organisation depends largely on the skills, abilities and commitment of the
employees who constitute the most important asset of the organisation.
NTPC is therefore resolved to provide a framework of policies which will

enable the Organisation to attract the right talent for the jobs and make it
available at the right time and in right number with the ultimate objective of
ensuring optimum and effective utilisation of the human resources in a
climate of satisfaction, development and growth.
In pursuance of the above objectives and consistent with the Company's

social and national obligations, NTPC hereby makes the following policy
statement to be called NTPC RECRUITMENT POLICY AND
PROCEDURES to govern, regulate and generally facilitate recruitment of
personnel in the Projects, Offices and Establishments of the Company.
1.0 Preliminary
1.1 The policy statement and the rules and procedures made hereunder will be
applicable to recruitment and selection of employee of all classes and
categories irrespective of whether they are against regular, temporary,
casual, or trainee posts, unless specifically stated otherwise.
1.2 Classification of employees into regular, temporary, casual and trainee for
the purpose of this policy will be the same as defined in the Company's
Service Rules and Standing Orders.
2.0 Manpower Planning and Budgeting
2.1 In all Divisions and Projects of the Company, before the end of August every
year, each Department will review the adequacy or otherwise of the available
manpower with reference to the tasks and targets and determine the additional
requirements of manpower in qualitative and quantitative terms for the
immediately following financial year.
2.2 Based on the requirements of additional manpower of the individual

departments, the detailed manpower plan for the financial year will be
prepared jointly by the Planning and Personnel Departments for the Division
as a whole giving specific details of each new posts other than casual posts and
justification therefor and this manpower plan containing details of
expenditure involved will form a part of the overall Manpower Budget of the
Division.
2.3 The requirements of casual and other contingent staff will not form a part of
the Manpower Budget as the same will be shown only in terms of estimate of
expenditure to be incurred in respect thereof as a part of the Works Budget.
2.4 Annual manpower plans including the additional manpower requirements

along with all relevant details and estimated cost involved for all the Divisions/
Projects will be consolidated into an integrated Company Manpower Plan
which will form a part of the annual budget to be submitted for approval of the
Board of Directors.
2.5 On approval by the Board, these manpower plans will constitute sanction for
creation of posts including posts of trainees and form the general basis of
recruitment during the financial year.
3.0 Creation of Posts
3.1 Notwithstanding the Board's overall sanction for the creation of posts as
above, specific sanction for each new post from the competent authority will be
necessary before initiation of action for filling the posts and the competent
authority will issue the necessary sanction depending on the requirements
from time to time during the year within the approved budget sanction and
manpower plans subject, however, to policies and directives that may be
issued by the Board of Directors and/or Chairman and Managing Directors, as
the case may be.
3.2 For the purpose of according sanction to the creation of regular, trainee and
temporary posts in different categories within the approved budget provisions
and approving appointments to such posts, the following will be the competent
authorities to be referred to hereinafter as the Appointing Authority5.
Posts Authority
(a) (a) Top posts, as per Board's resolution Board of Directors
under Agenda item 5-4, other than posts to
which appointments are made by the
President
Chairman & Managing Director
(b) (b) All executive posts in the level of
E7
Director (HR)
(c) (c) All executive posts including

Executive Trainees other than those included
in (a) & (b) above.
(d) All non-executive posts including GM (HR) at Corporate Centre, Head of Division at
trainees Project
3.3 In respect of casual posts for a duration of not more than 30 days. Heads of
Department not below the rank of Deputy General Manager will be the
appointing authority who will, however, consult the HR Department prior to the
issue of such sanctions.
Provided that no extension will be granted to any employee in such casual

posts beyond 30 days, whether with a break of service or without, except with
the approval of the Appointment Authority as prescribed in Clause 3.2.
3.4 While the authority competent to sanction creation of posts will have the
flexibility to appropriate posts as between various functions under his control
subject to overall provisions in the budget, no non- executive post shall be
created unless such post is included in the approved budget and manpower
plans except with the prior approval of the Chairman & Managing Director
who may accord the necessary approval only in exceptional cases. Proposals for
creation of such posts not covered by the annual manpower plan will be
accompanied by full justifications and explanation of reasons and circumstances
due to which the necessary provision could not be made at the time of
formulating the annual manpower plan.
4.0 Job Title, job Specifications, Role Outline and Pay scales
4.1 Job specifications indicating the eligibility requirements in terms of minimum

educational and/or professional qualifications, length, nature of quality of
experience, upper age limit etc. and a general outline of the role and
responsibilities will be laid down in respect of each job title along with the pay
scale or consolidated daily/monthly wage rate in which the posts in the
category will be operated.
4.2 To ensure uniformity and consistency, such job titles, job specifications and
role outlines together with the pay scale applicable in respect of all categories
of posts will be issued by the Corporate Centre from time to time with the
approval of the Chairman and Managing Director.
4.3 No appointment shall be made to any post in the Company unless the person
fulfills the minimum eligibility requirements and conforms to the specifications
prescribed for the post except where general relaxations are made in the
case of reserved vacancies for candidates belonging to Scheduled Castes,
Scheduled Tribes, other backward classes, Ex-servicemen and other special
categories.
Provided, however, that in special and exceptional cases appointments may

be made subject to the approval of the Appointing Authority in relaxation of
the prescribed specifications where the Appointing Authority is satisfied that
such relaxation is essential in the interest of the Company.
5.0 Induction Levels
5.1 Keeping in view the need for induction of experienced personnel during the
formative stage of a new organization, recruitments in NTPC during the initial
years may take place at levels of the organizational hierarchy but, while
manning the positions it should be ensured as far as possible that the number
inducted in higher grades within a cadre is proportionately smaller than the
number inducted in the lower grades.
5.2 At the appropriate stage of the growth of the organization, recruitments will be
restricted by and large to the induction levels as specified in Schedule I, so as to
ensure that prospects of career growth of existing employees are in no way
impaired.
5.3 Infusion of new blood to the executive and supervisory cadres will be through the
Executive Trainee and Diploma Trainee Schemes under which training based on
specific requirements of the Company will be imparted to the fresh professional
graduates and diploma holders to be recruited on a regular annual basis.
6.0 Agencies for Recruitment
6.1 All recruitment to the executive cadres inclusive of executive trainees for all
Divisions and Projects of the company will be centralized in the Corporate
Center and dealt with by the Corporate HR Division.
6.2 Until such time as the Company's Projects do not have their separate training
facilities, all recruitments of Diploma training scheme will be done by the
Corporate HR Division.
6.3 In respect of all other non-executive personnel, recruitments will be done by

the HR Department of the Division/Project concerned.
7.0 Sources and Modes of Recruitment
7.1 For recruitment of professional personnel in Company's executive cadre

including executive trainees, selection, will be made on all India basis and for
this purpose, the posts to be filled will be duly notified through press
advertisements and Company Notice Boards and/or through circulars issued to
Government Departments and Public Sector Undertaking where suitable
candidates of the required expertise are expected to be available.
7.2 In respect of recruitment to non-executive posts carrying a maximum basic

pay of Rs. 1250/- per month (DPE OM No. 2(48)/91-DPE (WC) dt. 6.4.92) and
below all vacancies will be notified to the Employment Exchanges in terms of
Employment Exchanges (Compulsory Notification of Vacancies) Act. 1959.
Provided that notifications for recruitment to reserved vacancies will also be

issued to Association concerned. Copies of notification may also be sent
simultaneously to the Central Employment Exchange and other employment
exchanges in the neighbouring district within the state and Government and
Semi- government organisations and/or the positions may be advertised in the
local press subject, however, to the condition that all things being equal,
preference will be given to suitable candidates sponsored by the concerned
Employment Exchange.
7.3 In respect of recruitment to non-executive posts carrying a basic pay of above Rs.
2500/- per month, recruitment will be made from the region comprising the
State in which the Division/Project/Establishment concerned is located and
the neighboring States and for this purpose notification for filling the vacancies
will be issued in the newspapers and also to the employment exchanges of
the region through the Central Employment Exchange in addition to the Notice
Board in the Company's premises.
Provided that recruitment may be made to such posts from outside the region
where the appointing authority is satisfied that suitable candidates in
adequate number may not be available within the region. Provided that to
facilitate recruitment to the reserved vacancies, copies of such notifications
will also be issued to the various agencies and associations as stated above.
7.4 In addition to the above induction of executive and specialist non-executive personnel
may be made as deemed necessary and appropriate by the authority
competent to create the posts from one or more of the following sources :
(a) deputation from Central/State Governments/ Electricity Boards and

Public Sector Organisations where suitable personnel on terms
offered by the Company may not be available at the right time from
other sources where the time and cost involved in processing
recruitments through open advertisements may not be justified in
view of the number or nature of posts to be filled.
(b) campus interview and recruitment to the posts in the grade of

Rs.12000- 12500 and Executive Trainees from reputed
engineering/management institutions to be specified.
(c) candidates located through personal contacts and talent survey,

only in respect of posts requiring specialist knowledge and
expertise and/or exceptional qualification and merit subject to
approval by the Appointing Authority.
8.0 To fill Job Openings by Selection from within
8.1 The internal candidates who fulfill all eligibility requirements may be
considered along with other candidates.
Provided, however, that they should not have been considered for a similar
position in any of the Departments/ Units of the Company and found
unsuitable in the course of one year preceding the time of the current
recruitment.
8.2 For being considered for selection from within the organization on the basis of
internal circulars for a job opening in a particular grade, employees in the
next lower grade only will be eligible.
8.3 Subject to fulfillment of minimum eligibility requirements and other prescribed

criteria, directly recruited regular employees including deputationists will be
considered eligible for selection to a post in open competition with external
candidates.
8.4 Applications of all internal candidates will be forwarded to the HR

Department by the Head of the Department who should give in his forwarding
statement:
(a) Comments on the suitability of the candidates for the post applied for.
(b) Assessment of the performance of the candidate.

(c) Remarks whether or not candidate can be released in case he is
selected without detriment to the job currently being handled by him.
9.0 Preference for Candidates Belonging to Scheduled Castes/ Scheduled

Tribes/Other backward Classes/Ex-Servicemen, Displaced Persons
etc.
9.1 Towards the fulfillment of the Company's social and national obligations it
will always be NTPC's endeavour to provide gainful employment on a
preferential basis to the members of the economically backward classes, ex-
servicemen, persons uprooted from the project areas and other unfortunate
sections of the society and for this purpose the directives of the
Government concerning reservation of vacancies and special concession to
be allowed to such candidates will be most strictly and conscientiously
adhered to. Details of the directives currently in force are given in Schedule
II.
10.0 Application Formalities
1 0 . 1 No appointment other than appointments on deputation will be made in the Company

except on the basis of an application giving details and particulars as may
be prescribed from time to time.
10.2 While as a rule, for all recruitments applications should be in the forms
prescribed for different categories from time to time as far as possible,
applications on plain paper may also be resorted to wherever necessary
keeping in view the urgency for manning the post and the lead time involved.
10.3 Unless specifically exempted by the appointing authority, all applications for job
positions in the Company will be accompanied by a Demand Draft of the value
of Rs.50/- for executive posts, Rs.250/- for the posts of executive trainees and
Rs. 10/- for non-executive posts other than those covered by the Employment
Exchanges (compulsory Notification of Vacancies) Act, 1959.Provided that
candidates belonging to Scheduled Castes and Scheduled Tribes and Ex-
servicemen will be exempted from the payment of application fees.
10.4 In the case of all recruitments based on open advertisements and public
notifications, there will be a last date for the receipt of application after which
no application will be entertained for the posts advertised except, with the
approval of the appointing authority who may permit applications to be
entertained after the expiry of the last date in special cases if he is satisfied that
there is good and sufficient cause and justification for such relaxation.
11.0, Forwarding of Applications of Candidates from Government and Public

Undertakings
11.1 Consistent with the guidelines issued by the Bureau of Public Enterprises vide
BPE's Memo No.2 (172)/71- BPE (GM) dated August 18, 1971 NTPC will accept
applications only if they are forwarded through proper channels in respect of
persons employed in the Central and State Governments and in those Public
Undertakings whose rules provide for carry forward of gratuity, leave, provident
fund and other benefits or transfer on movement to another organization in the
public sector with the consent of both the organizations concerned.
Provided, however, that applications from candidates from public undertakings

referred to above may be accepted without being forwarded through proper
channels if the candidate submits a declaration along with the application
stating that if selected for appointment in NTPC on terms acceptable to him :
(a) (a) he will be agreeable to forego the benefits of carry forward

of leave, gratuity etc; and
(b) (b) he will be able to produce a 'No Objection Certificate' and

secure due release from his present organization within the stipulated notice period.
11.2 In respect of candidates from public undertakings who, despite the

aforementioned guidelines from BPE, do not provide for carry forward of leave,
gratuity and other benefits even in respect of persons whose applications are
forwarded through proper channel, applications may be entertained directly as in
the cases of candidates from private sector organizations and the requirement
of proper channel will not apply.
11.3 Applications submitted through proper channel may be processed on the

basis of advance copies but the candidate, if and when called for interview,
must submit a 'No Objection Certificate' from his present employer which must
also state that he will be relieved in the event of his selection for appointment
in NTPC.
11.4 In respect of candidates from Government and public sector organisations

who apply through proper channel, HR department will obtain copies of the
annual appraisal reports or their abstracts in NTPC's reference check forms
which will be placed before the Selection Board during or after interview but
before the finalisation of the panel of selected candidates.
12.0 Requisition of Manpower
12.1 The respective departments will forward their manpower requirements in

prescribed requisition forms to the HR Department through the respective
Appointing Authority competent to sanction creation of posts indicating therein
the last dates by which placement of personnel is desired for different posts
keeping in view the normal lead time for recruitment.
12.1.1 Presently recruitment is banned except in those areas where vacancies are
approved by the Director (HR) after the approval is put up justifying the
requirement.
12.2 The requirements will be examined with reference to the sanctioned manpower in
the budget by the HR Department who, before proceeding with recruitment,
will verify whether the post/ posts can be filled :
(a) (a) out of acceptable transfer requests pending, if any.
(b) (b) recommended inter-functional adjustments of posts.
(c) (c) record of surplus staff (internal) suitable for deployment.
(d) (d) executive trainees, diploma trainees and other trainees /
apprentices whose completion of training coincides with the
requirements.
13.0 Processing of Applications
13.1 All applications received against a specific notification/ advertisement will be

subjected to a preliminary scrutiny by the HR Department who will ensure
that:
(a) Applications are duly completed and accompanied by the prescribed

application fees and were received within the permitted time.
(b) (b) Age of the applicant is within the prescribed limit.,
(c) (c) Qualifications and experience of the candidates conform to

those prescribed
(d) (d) Applications have been submitted 'Through Proper Channel'

whenever required.
(e) (e) In the case of candidates from Schedule Castes and Scheduled
Tribes, OBC, Ex-Servicemen etc. application is accompanied by a certificate to that effect from the
competent authority.
13.2 The applications that fulfill the prescribed requirements after preliminary
scrutiny as above will be listed and forwarded to the Department concerned for
further scrutiny with a view to selecting for test/interview only those candidates
who are considered suitable in terms of nature and quality of technical
knowledge and professional expertise required for each specific post.
13.3 On completion of the screening by the function concerned, the Head of the
Department will forward to the HR Department the list of candidates
considered eligible for test/interview, spelling out clearly the criteria adopted for
screening and the basis of rejection of applications in each case.
13.4 While the applications will be screened at the appropriate executive level
depending upon the grade of the post to be filled, it is advisable for the Head of
the Department concerned to ensure as far as practicable that the scrutiny is
carried out by the Officer of the Department who will be participating in the
selection process as the expert member in the Selection Board representing the
Department.
13.5 After the applications are finally screened, HR Department will prepare a final list of
eligible candidates in order of merit based on the criteria determined in the
course of earlier scrutiny and other relevant factors keeping in view the reserved
vacancies and the special relaxation for candidates belonging to Scheduled
Castes and Scheduled Tribes etc. and this short list after approval by the
appointing authority or the officer to whom powers in this behalf are delegated
will form the basis for candidates being called for selection test and/or interview.
13.6 Relaxation in advertised criteria, in critical areas, is allowed based on the merit
and requirement with the approval of the competent authority as per Delegation
of Powers.
14.0 Selection Process and Constitution of Selection Boards
14.1 Various selection methods like trade tests, written tests, group discussions
etc. may be employed depending on the requirements of the job for which
selection is being made and for this purpose, the HR Department
association with the concerned Department wherever necessary will evolve

and prescribe uniform methods of selection in all Units for similar jobs.
14.2 All direct appointments to every post in the Company, whether regular,
temporary, trainee or casual, except appointments on deputation from
Government organisations and public sector undertakings, will be made only,
on recommendation of a duly constituted Selection Board/ Committee.
1 4. 3 All appointments to the executive and managerial cadres of the Company

including Executive Trainees will be made on the recommendations of the
NTPC Central Selection Board, guidelines for the constitution of which are
given in Schedule III.
14.4 All appointments to posts in various non-executive categories including

Diploma Trainees/Apprentices will be made on the basis of
recommendations of Selection Boards/Committees constituted for the purpose
which must include representatives from the following sources at the
appropriate executive level depending on the posts:
(a) (a) Concerned Department/Function
(b) (b) HR Department
(c) (c) District/Local Administration at appropriate level but not

below the rank of Deputy collector/Sub-Divisional Officer/Magistrate.
14.5 The Selection Boards/Committees will be constituted by the HR Department

in each case with the approval of the Appointing Authority.
14.6 Honorarium and reimbursement of boarding and lodging expenses may be

made to Members of the Selection Boards/ Committees from outside the
organisation as per rates and rules in this regard laid down by the Corporate
Centre from time to time.
NOTE: It should be ensured while constituting selection committees that the members
of the selection committee are not related (close or distant) to the candidates
appearing in the interview.
15.0 Interviews and Role of Selection Board
15.1 The candidates included in the short-list of rated applications referred to in

Clause 13.5 above will be called upon to undergo a prescribed selection
process which may consist of:
(a) (a) an interview before the Selection Board, or
(b) (b) a test and/or group discussion followed by an interview of
all candidates before the Selection Board, or
(c) an elimination test and/or group discussion followed by an

interview before the Selection Board of only those who qualify
in the test and/or group discussion.
15.2 All candidates called for interview who come from places beyond a
distance of 32 kms will be reimbursed actual expenses incurred on
travel to and from the place of interview on production of money receipt,
or any other supporting documentary evidence in respect of the onward
journey, limited to :
I class/ACC I class return rail For all executive posts in the salary
fare/return air fare by the shortest grade of Rs.19500- 25600 and above
route
I class/II class AC Sleeper return rail For executive posts in the salary grade
fare by the shortest route of Rs.12000-17500 and above
Second class return rail fare by the For executive posts in the salary grade
shortest route of Rs.10750-16750 Including Executive
Trainees and all non- executive posts
including Diploma, and other Trainees
under company's Training Scheme
The shortest route for this purpose will be from the place to which the
interview call letter was mailed to the appointed place of interview or the
place from where the actual journey commenced, whichever is nearer.
15.3 The call letters to the candidates for appearing for interview before the
Selection Board, to be issued by registered post or under certificate of
posting, not later than ten clear days before the date of interview should,
inter alia state clearly the post and the grade/grades for which the
candidate will be considered and other formalities that he will be
required to comply with prior to the interview.
15.4 In the case of recruitment for vacancies reserved exclusively for the
Scheduled Castes/Schedule Tribes and OBC separate interviews
exclusively for candidates belonging to these communities will be held
before the Selection Board which should include, whenever possible, a
member of Scheduled Castes and Scheduled Tribes or a Manager of the
Corporation belonging to any of these communities as required under the
Presidential directives issued in this regard.
15.5 HR Department will make available to the members of the Selection

Board the following documents and particulars regarding the candidates
called for interview :
(a) A copy of the advertisement/notification together with the

specific requirements and the duties and responsibilities of the
posts.
(b) Bio-data of each candidate.
(c) Applications in original.
(d) Appraisal reports and comments of forwarding authority in the

case of internal candidates.
(e) Annual appraisal reports wherever available in the case of

candidates from Government and public sector organizations
whose applications have been forwarded through proper
channel.
(f) (f) Results of Tests/Group Discussions held prior to
interview, if any.
(g) Special information, if any, relevant to Selection regarding

any candidate
15.6 Apart from participating generally in the selection process, the

representative of the HR Department in the Selection Board will have
the following specific responsibilities:
(a) At the commencement of the proceedings of the Selection

Board he will brief the members generally on the specific
requirements, responsibilities and remuneration for each post,
approximate number of suitable candidates to be selected and
empanelled for immediate and further requirements and any
other matter relating to the Selection.
(b) While the specialist/technical members of the Selection Board

will be primarily concerned with the suitability of the
candidates in terms of knowledge, skill expertise and technical
and professional competence, it will be the primary
responsibility of the HR representative to call the attention of
the Board to the attitudinal, motivational and personality
aspects relevant to the job requirements.
(c) He will ensure consistency in the selection standards, starting

salaries, status and seniority keeping in view the existing
position with the organization and comparative position
prevailing generally in the open market and particularly in
similar organizations in the government and public sector.
(d) He will assist the Board in the negotiation of the terms

including starting salary, grade, seniority, status, time
allowed for joining etc. and furnish relevant information
regarding allowances, benefits, amenities, career prospects,
service rules and other allied matters if and when asked for
by any candidate.
(e) At the end of each interview he will review and seek feedback on
availability/non-availability of adequate number of proper kind of
candidates for the particular job and the need for development and
training of such personnel internally.
15.7 Keeping in view the qualifications, experience, results of tests/group

discussion, if any and other relevant facts vis-a-vis the specific requirements
of the posts and on the basis of the standards of technical skill, professional
competence and overall personality factors as assessed from the candidates
performance in the interview, the Selection Board will assign a final
percentage marks to each candidate considered suitable and recommend a
panel of names of all such suitable candidates in order of merit on the basis
of the marks so assigned.
Provided that when two or more candidates secure equal marks they will be
empanelled in the chronological order of their dates of birth, the oldest being
placed first among them.
Provided also that in respect of the reserved vacancies, the Board will draw
up and recommend a separate panel of names of suitable candidates belonging
to Scheduled Castes, Scheduled Tribes and other Backward Classes.
15.8 While making its recommendations of names of suitable candidates, the

Selection Board may make special mention of the following wherever
appropriate :
(a) The amount of starting basic salary in cases where initial pay is to
be fixed above the minimum of the grade.
However due to problems of anomaly in pay fixation arising out,

the pay fixation norms for new entrants being followed are as under :
FOR CANDIDATES FROM PSUs FOLLOWING IDA PATTERN :
The pay being drawn in the previous organisation is protected

and a joining benefit, upto a maximum of amount equivalent to 2
increments at the minimum of the scale the offer to be made, is
allowed. Next annual increment in the previous organisation, if
due within next six months, is also accounted for.
FOR CANDIDATES FROM GOVT./PSUs FOLLOWING CDA

PATTERN:
The pay is arrived at by adding the intended joining benefit as

above with the existing basic pay and fixing at the stage available
in the relevant scale of pay of NTPC. The difference of DA is taken
care of by allowing Personal Adjustment.
FOR CANDIDATES FROM PRIVATE SECTOR :
Two types of salary payments are resorted to by the private

companies (i) Pay structure clearly defined i.e. Basic Pay, DA,
HRA etc. and (ii) consolidated pay. The practices evolved to deal with
such cases are :
(i) For candidates joining from organizations where defined pay

structure is available, the amount on which provident fund
deductions are made is protected by offered basic pay + Dearness
Allowance. No joining benefit is allowed.
(ii) For candidates joining from organizations where consolidated

pay system is prevalent, up to 80% of consolidated salary is
protected by basic pay + Dearness Allowance.
(b) Any remarks regarding accelerated promotion to the next higher grade
subject to satisfactory performance in exceptional cases of candidates
who are too senior to start afresh in the grade to which they are
selected but not senior enough for selection to the higher grade for
reasons of internal company policy.
(c) Area/areas of specialization and strength where the candidate would be

best suited.
(d) Any other recommendation/remark considered relevant and necessary in

respect of any candidate.
1 6. 0 Operation of Panel of Selected Candidates
The Central Selection Board, based on the merit and performance of the
candidate during the interview, awards marks to them by consensus. Based on
fulfilling the criteria for length of service advertised for each level and also on
the marks awarded by the CSB, the candidates are placed on the panel at
appropriate level, Separate panels are drawn for General, SC/ST and OBC
categories. The minimum qualifying marks required for placement in panel for
different categories of candidates are :
General Category 55%

OBC Category 50%
SC/ST Categories 45%
16.1 The panel of candidates in order of merit as recommended by the Selection

Board, on approval by the Appointing Authority, will form the basis for issue of
offers of appointment.
16.2 The functional panel of selected candidates will normally remain valid and
operative for a period of six months from the date of approval and on expiry of
this period it will cease to operate unless decided otherwise by the appointing
authority for reasons to be recorded in writing.
16.3 Based on the panel as recommended by the Selection Board, HR Department

will issue offers of appointment to one or more candidates in the
order given in the panel depending on the number of posts as sanctioned by

the appointing authority from time to time.
16.4 Where there is a separate panel of selected candidates from the Scheduled
Castes and Scheduled Tribes in respect of vacancies exclusively reserved for
them, the model roster prescribed by the Government (see Schedule IV
Appendix I & II) will be followed while making offers of appointment.
17.0 Offers of Appointment
17.1 HR Department will issue the offers of appointment in the prescribed form in
duplicate and the contract of appointment will be completed on receipt of the
letter of acceptance along with the copy of offer duly signed by the candidate.
17.2 Based on the length of notice period, for release from the present employment
as indicated in the application form or during interview and depending on the
urgency of filling the vacant post, the offer of appointment will state the last
date by which the candidate must join the Company failing which the offer of
appointment will be deemed to have been withdrawn unless an extension of
the last date has been granted by the appointing authority prior to the expiry
of the joining time as indicated in the offer appointment.
17.3 Upon approval by the competent authority, offers of appointments are sent by
Registered Post giving 30 days time for joining. However, extension in joining
upto four months based on the merit of the case, after approval of the
competent authorities, is also allowed.
18.0 Medical Fitness
18.1 Nobody will be appointed to any post in the Company whether regular,
temporary, trainee or casual unless he is declared physically fit as per the
medical fitness standards prescribed for the post after a medical examination by
the Company's authorised medical officer/officers at the time of appointment in
the Company's service.
19.0 Joining Formalities
19.1 Employees on the first appointment to the Company's service will furnish to
the HR Department copies of documents and other details and particulars as
given in Schedule V.
19.2 In case of recruitment to executive and supervisory posts, prescribed application

blanks will include a column for the candidates to give names of two references
to whom, in the event of selection of the candidate, reference will be made in
the prescribed form for eliciting their views and opinions on the suitability of
the candidate for employment in the Company.
19.3 On appointment of a person in the Company, the District authorities concerned

will be requested to verify and report on the antecedents of the person in the
prescribed attestation form, in terms of directives issued by the Government from
time to time in this regard.
Provided, however, that such verification of antecedents may not be insisted

upon in the case of persons employed in the Government/Semi-Govt.
Organizations and Public Sector Undertakings, immediately prior to the
appointment in NTPC, subject to the condition that in the case of persons coming
from Semi-Government Organizations and Public Sector Undertakings,
satisfactory evidence is made available in support of the fact that due
verification of antecedents was made at the time of their appointment to the Semi-
Government Organization or Public Sector Undertaking, as the case maybe.
20.0 Interpretation and Amendments
20.1 In case of any doubts arising with regard to any of the provision in the
Recruitment Policy and Procedures and in the cases not covered by these
rules, final authority of interpretation will vest in the Chairman and Managing
Director whose decision will be final.
21.0 Appointment on Ad-hoc Basis
21.1 Despite our efforts to induct personnel through regular employment, need
arises in critical areas to induct personnel on ad-hoc basis to meet the shortfall of
personnel in exigencies of work.
21.2 In areas where requirement of personnel is not of regular nature i.e.

requirement is not likely to continue for a long time.
21.3 The main areas to meet the requirement of short durations are Medical,
Resettlement and Rehabilitation, MGR and Sociologist.
21.4 Duration of Employment
21.4.1 The appointment on ad-hoc basis is done initially for a period of six month to
one year and can be extended upto a maximum period of two years on merits
of each case with the approval of the Competent Authority. However, in
exceptional circumstances, engagement on ad-hoc basis beyond a period of
two years can be made with approval of Director (HR).
21.4.2 The Competent Authority for appointment in Projects is Executive Director of

the concerned region for ad-hoc posts in executive cadre and for non-
executives General Manager of the Project. For appointments on ad-hoc
basis done from Corporate Center in executive cadre the Competent Authority
is Director (HR)
21.4.3 With respect to the cases not covered above, CMD would be the Competent
Authority.
21.5 Selection Procedure
21.5.1 Doctors/Sociologists/IGS Facilitators on ad-hoc basis are inducted through

selection process as done in cases of regular employment i.e. by Advertisement
or notification to relevant Institutions.
21.6 Compensation Package
21.6.1 21.6.1 The rate of compensation to the persons engaged on ad-hoc

basis is fixed by Corporate Center with the approval-of the Competent Authority. The present
rates of compensation (w.e.f. 1.8.2001) are as under :
Sociologists engaged on adhoc-basis

Sl.no Adhoc-post Compensation Remarks
(Rs.)
1 Sociologists 10,000/- In addition, medical

engaged on facilities for self and rent
adhoc-basis free accommodation
(bachelor's
accommodation at
Projects) is also
admissible.
Medical consultants engaged on ad-hoc / visit basis:
Sl. QUALIFICATION/ PAYMENT FOR PAYMENT FOR

No. EXPERIENCE AD-HOC VISITING DOCTORS
DOCTORS (P.M.) (PER VISIT BASIS)*
1. MD/MS in relevant Rs.15,000/-p.m. Rs.1000-1100per half day

Specialty visit* (Max. Rs.15000/-
p.m.) limited to 15 half day
visits in a month.
2. MBBS + 1 year Rs.12000/-p.m ---

Exp. Or MBBS +
PG Dip. In relevant
specialty.
3. Homeopathic Rs.9500/-p.m. Rs.625-700/-per half day

Degree/Diploma of visit* (Max. Rs.9500/-p.m.)
not less than 4 limited to 15 half day visits
years duration as in a month.
included in the II
schedule of
Homeopathic
Central Council Act,
1973 with 2 years
post internship
experience. Valid
license to practice is
essential.
4. Ayurvedic Rs.9500/-p.m. Rs.625-700/-per half day

Degree/Diploma of visit* (Max. Rs.9500/-p.m.)
not less than 4 limited to 15 half day visits
years duration as in a month.
prescribed for
appointment as
Medical Officer in
the Govt., with 2
years post
internship
experience. Valid
license for practice
is essential.
• • MD/MS doctors or Homeopathic and Ayurvedic doctors having established

practice of 8 years and above shall only be engaged as a visiting consultant.
• • Doctors engaged on ad-hoc basis may also be given medical facilities for
self and rent free accommodation (bachelor’s accommodation at Project)
22.0 Delegation of Powers Relating to Various Activities in Recruitment
Delegation of Powers relating to recruitment shall be as per relevant clauses of

Section VI & VII-A of the DOP.
SCHEDULE -1
Induction Levels :
Non-Executives
Unskilled Group W 0 level

Skilled Group & equivalent Secretarial
and Clerical Staff W3 & W4 levels
Supervisory & equivalent Categories SI & W7 levels
Executives
Executive E1 / E 2 level
SCHEDULE-II
Concessions To Candidates Belonging To The Scheduled Casts/Tribes:

Reservation of posts, as per the rosters prescribed by the Government
i) For direct recruitment on all-India basis:
a) By open competition (i.e through UPSC or by means of open competitive test held
by any other authority) Scheduled Casts 15% Scheduled Tribes 7 1/2 % and OBCs
as per the roster given in Appendix-I.
b) Otherwise Scheduled Casts 16 2/3%, Schedule Tribes 7 1/2% and OBCs as per the
roster given in Appendix II.
ii) For direct recruitment made on local regional basis, as in the roster given in Appendix III.
The upper age limit will be enhanced by 5 years in case of all cadres/groups for SC/ST
categories and by 3 years for OBC Categories.
Though the level of qualifications shall not be lowered, the degree of attainment in these
qualifications shall be lowered, for SC/ST categories only e.g. if the prescribed standard is a
first class degree, it will be relaxed to a degree.
For SC/ST categories the experience will be relaxed by :
- - a maximum of one year if prescribed-experience is 3 to 5 years.

a maximum of two years if prescribed experience is 6 to 10 years.
No application Fee is required to be paid by candidates belonging to SC/ST categories

provided a copy of caste certificate is enclosed with the application.
In case of written test and interview, 10% relaxation in marks is allowed to candidates
belonging to SC/ST/OBC categories.
Under no circumstances will the units exceed these limitations unless the Chairman &
Managing Director directs to alter these limitations depending on whether or not the
possibilities of fulfilling obligations in this regard are remote.
Concessions To Persons Displaced From The Areas Acquired For the Project:
In lower scales preference should be given to persons displaced as a result of setting up new
units, particularly in backward and tribal areas specially to SC/ST.
Reservations Of Posts For Ex-Servicemen And Dependents Of Those Killed In Action
1. 1. Reservation of vacancies : For direct recruitment 141/2% of the vacancies in

each of the categories of class III posts and 241/2% of vacancies in each of the categories of
Class IV posts.
2. 2. Relaxation regarding age limits and educational qualifications will be as per the
directive of the Governement.
SCHEDULE III
NTPC Central Selection Board will be set up with the following constitution :
a) One member from amongst persons of eminence and integrity with a

suitable background in selection of personnel such as retired members
of UPSC or former Chief Executive/Heads of reputed organizations.
He could be appointed on a part time but continuing basis as
Consultant or on a fee and-expenses basis.
b) Appointing Authority or any of his nominees from amongst officers in

senior-most managerial cadres in the Corporate Office.
c) General Manager/Head of the Unit or Division concerned or in the

case of Corporate Office, Head of the Division concerned.
d) Not less than one specialist Adviser in the concerned specialization

whether from within or outside the Corporation.
e) Representative of HR Department
Chairman of the Board will be the member from (a) above or in his
absence in special cases, Chairman of the Corporation or any of his
nominees not below the rank of Deputy General Manager.
SCHEDULE -IV
APPENDIX -I
MODEL ROSTER FOR POSTS FILLED BY PROMOTION
-------------------------------------------------------------------------------------------------------------------------------
Points in Whether Points in Whether
the Roster Unreserved the Roster Unreserved
or Reserved or Reserved
----------------------------------------------------------------------------------------------------------------------------------------------
-
1 Scheduled Caste 21 Unreserved

2 Unreserved 22 Scheduled
Caste
3 Unreserved 23 Unreserved
4 Scheduled Tribe 24 Unreserved
8 Schedule Caste 28 Scheduled
Caste
11 Unreserved 31 Scheduled Tribe
14 Scheduled Caste 34 Unreserved
16 Unreserved 36 Schedules
Caste
17 Scheduled Tribe 37 Unreserved
-----------------------------------------------------------------------------------------------------------------------------------------
-----
NOTE : 1. If there are only two vacancies to be filled in a particular year, not more
thanone may be treated as reserved and if there be only one vacancy, it would
betreated as unreserved. If, on this account a reserved point is treated
asunreserved, the reservation may be carried forward to the subsequent three
recruitment years.
2. 2. For direct recruitment on All India basis through open competitive

examinationa 200 point roster has been introduced affording reservation to SC (15%),
ST(7'/2%) and OBCs (27%). Model roster at (APPENDIX- 1A).
APPENDIX -I (A)
MODEL 200 POINT ROSTER FOR THE POSTS FILLED BY

DIRECT RECRUITMENT ON ALL INDIA BASIS BY OPEN COMPETITION
Points Whether Unreserved Points Whether Unreserved Points Whether Unreserved

or Reserved in the roster or Reserved in the roster or Reserved in the roster
1. Scheduled Castes 37. Other Backward Classes 73. Other Backward Classes
2. Unserved 38. Unserved 74. Unreserved
3. Scheduled Tribe 39. Other Backward Classes 75. Other Backward Classes
4. Unreserved 40. Unreserved 76. Unreserved
5. Other Backward Classes 41. Scheduled Castes 77. Scheduled Caste
7. Scheduled Caste 43. Other Backward Classes 79. Other Backward Classes
9. Other Backward Classes 45. Scheduled Tribes 81. Scheduled Castes
11. Other Backward Classes 47. Other Backward Classes 83. Other Backward Classes
13. Scheduled Castes 49. Scheduled Castes 85. Scheduled Tribes
17. Scheduled Tribes 53. Scheduled Castes 89. Scheduled Castes
21. Scheduled Caste 57. Scheduled Tribes 93. Scheduled Castes
25. Other Backward Classes 61. Scheduled Castes 97. Scheduled Tribes
27. Scheduled Castes 63. Other Backward Classes 99. Other Backward Castes
29. Other Backward Classes" 65. Other Backward Classes 101. Scheduled Castes
3 1 . Scheduled Tribes 67. Scheduled Castes 103. Other Backward Classes
35. Scheduled Castes 71. Scheduled Tribes 107. Scheduled Castes
MODEL 200 POINT ROSTER FOR THE POSTS FILLED BY

DIRECT RECRUITMENT ON ALL INDIA BASIS BY OPEN COMPETITION
109. Other Backward Classes 140. Unserved 1 71 . Other Backward Classes

110. Unserved 141. Scheduled Castes 172. Unserved
1 1 1 . Scheduled Tribes 142. Unserved 173. Scheduled Castes
112. Unserved 143. Other Backward Classes 174. Unserved
1 1 3. Other Backward Classes 144. Unserved 175. Other Backward Classes
1 14. Unserved 145. Other Backward Classes 176. Unserved
115. Scheduled Castes 146. Unserved 177. Scheduled Tribes
116. Unreserved 147. Scheduled Castes 178. Unserved
1 1 7. Other Backward Classes 148. Unserved 179. Other Backward Classes
1 18. Unserved 149. Other Backward Classes 180. Unserved
119. Other Backward Classes 150. Unserved 181. Scheduled Castes
120. Unserved 151. Scheduled Tribes 182. Unserved
121. Scheduled Castes 152. Unserved 183. Other Backward Classes.
123. Other Backward Classes 154. Unserved 185. Other Backward Classes
125. Scheduled Tribes 156. Unserved 187. Scheduled Castes
129. Scheduled Castes 160. Unserved 191. Scheduled Tribes
1 3 1 . Other Backward Classes 162. Unserved 193. Other Backward Classes
133. Scheduled Castes 164. Unserved 195. Scheduled Castes
134. Unreserved 165. Scheduled Tribes 196. Unserved
137. Scheduled Tribes 168. Unserved 199. Unserved
139. Other Backward Classes 170. Unserved
APPENDIX -II
MODEL ROSTER FOR THE POSTS FILLED BY DIRECT RECRUITMENT

ON ALL INDIA BASIS OTHERWISE THAN BY OPEN COMPETITION

1. Scheduled Caste 41. Scheduled Caste 81. Scheduled Caste
3. Scheduled Tribe 43. Scheduled Tribe 83. Scheduled Tribe
7. Scheduled Caste 47. Scheduled Castes 87. Scheduled Caste
1 1 . Other Backward Classes 51. Other Backward Classes 91. Other Backward Classes
28. Unreserved 68. , Unreserved 108. Unreserved
37. Scheduled Caste 77. Scheduled Caste 117. Other Backward Classes
APPENDIX-III
ROSTER SHOWING THE POINTS TO BE RESERVED FOR

SCHEDULED CASTES, SCHEDULED TRIBES AND OBCS IN A 100 POINT
ROSTER WHERE RECRUITMENT IS MADE ON A LOCAL OR REGIONAL
BASIS
---------------------------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------
Sl.No. Name of State/Union Territory Actual points to be reserved in a 100 point roster for SC/
Percentage of reserva- ST/OBC
tion of SC/ST/OBC
1, 2. 3. 4.
1. Andhra SC 1,7, 13,19,25,31,37,43,49,55,63,69,77,83,89(15) Points

Pradesh ST 3,23,39,59,79,95(6) Points
15 SC/6 OBC 5,9,11,15,17,21,27,29,33,35,41,45,47,51,53,57,61
ST/27 OBC 65,67,71,73,75,81,85,87,91,93(27) Points
2. Assam SC 3,19,33,53,73,89(6) Points

6 SC/1 1 ST 1,9, 21, 29, 39, 49, 57, 67, 75, 85,93(11) Points
ST/27 OBC OBC 5,7,11,15,17,23,27,31,35,37,41,43,47,51,55,59,61,65,69,71,
77,79,31, 83,87,91, 95(27) Points
3. Bihar SC 1,7,13,19,27,33,39,43,51,57,63,69,77,83,89(15) Points

15 SC/9 ST 3, 15,25,37,47, 59,67,79,93(9) Points
ST/26 OBC OBC 5,9,11,17,21,23,29,31,35,41,45,49,53,55,61,65,71,73,75,81,
85,87,91,95,97,99(26) Points.
4. Gujarat SC 3,17,31,45,59,73,87(7) Points

7 SC/14 ST 1,7,15,21,29,35,43,49,57,63,71,77,85,91(14) Points
ST/27 OBC OBC 5,9,11,13,19,23,25,27,33,37,39,41,47,51,53,55,61,65,67,69,
75,79,81,83,89,93,95(27) Points.
5. Haryana SC 1,5, 11,15, 21,25, 31, 35, 41, 45, 51, 55,61, 65, 71, 5,81,85,89(19) Points.
19 SC/Nil ST Nil
ST/27 OBC OBC 3,7,9,13,17,19,23,27,29,33,37,39,47,49,53,57,63,67,69,73,77,79,83,
87, 89,93, (27) Points
6. Himachal SC 1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,77,81,85,89,93,97(25)
Pradesh ST Points
25 SC/5 OBC 3,23,43,63,85(5) Points
ST/20 OBC 7, 11, 15,19,27,31,35,39,47,51, 55,59,67,71,75,79,87,91,95,99(20) Points
7. Jammu & SC 3,15,27, 37,47, 59,69,83,93(9) Points

Kashmir ST 1,9, 17, 25, 33,41, 49, 57, 65, 73, 81, 89,97(13) Points
9 SC/13 OBC 5,7,11,13,19,21,23,29,31,35,39,43,45,51,53,55,61,63,67,71,75,79,85,
ST/27 OBC 87,91,95,99(27) Points
8. Karnataka SC 1,7,13,19,27,33,39,45,51,57,63,69,77,83,89(15) Points

15 SC/5 ST 3,29,53,79,93(5) Points
ST/27 OBC OBC 5,7,11,13,19,21,23,29,31,35,39,43,45,51,53,55,61,63,67,71,75,79,85,87,91,
95,99(27) Points

BASIS
1. 2. 3. 4.
9. Kerala SC 1,9, 19,29,39,49,59,69,79,89(10) Points

10 SC/1 ST/27 ST 3(1) Points
OBC OBC 5,7,11,15,17,21,23,27,31,35,37,41,45,47,51,55,57,61,65,71,73,77,81,
85, 91, 95, 99(27) Points
10. Madhya SC 3, 11, 19, 23,31, 35,43, 51, 59,63, 71,75,83, 87(14) Points
Pradesh ST 1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,77,81,85,
14 SC/23 89(23) Points.
ST/13 OBC OBC 7,15,27,39,47,55,67,79,91,93,95,97,99(13) Points
11. Maharashtra SC 3,17,31,45,59,73,87(7) Points

7 SC/9 ST/27 ST 1,11, 23,33,43,55,67,79,91(9) Points
OBC OBC 5,7,9,13,19,21,25,27,35,37,39,41,47,51,53,57,61,65,69,71,75,81,83,
89,93,95,99(27) Points
12. Manipur SC 3 (1) Points

1 SC/27 ST/22 ST 1,5,9,13,17,19,23,25,29,33,37,41,45,49,53,57,61,67,71,75,79,83,85,
OBC 89,91,95,97(27) Points
OBC 7,11,15,21,27,31,35,39,43,47,51,55,59,63,65,69,73,77,81,87,93,
99(22) Points
13. Meghalaya SC 3(1) Points

1 SC/44 ST/5 ST 1,5,9,11,13,15,17,19,21,23,27,29,31,33,35,37,39,41,45,47,49,51,53,
OBC 55,59,61,63,65,67,69,71,73,75,77,79,81,83,85,87,89,91,93,95,
97(44) Points
OBC 7,25,43,57,99(5) Points
14. Mizoram SC Nil

Nil SC/45 ST/5 ST 1,3,7,9,11,13,15,17,19,21,23,25,27,29,31,33,35,37,39,41,43,45,47,49,
OBC 51,55,59,61,63,65,67,69,71,73,75,77,79,81,83,85,87,89,93,95,
99 (45) Points
OBC 5,53,57,91,97 (5) Points
15. Orissa SC 3,11,19,23,31,35,43,51,59,63,71,75,83,87,95(15) Points

15 SC/23 ST 1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,81,85, 89(23)
ST/12 OBC Points
OBC 7,15,27,39,47,55,67,79,91,93,97,99(12) Points.
16. Punjab SC 1,5,9,13,17,19,23,25,29,33,37,41,45,49,53,57,61,67,71,75,79,83,85,

27 SC/Nil 89, 91, 95,97(27) Points
ST/23 OBC ST Nil
OBC 3,7,11,15,21,27,31,35,39,43,47,51,55,59,63,65,69,73,77,81,87,93,
99(23) Points
17. Rajasthan SC 1,7,13,19,25,31,37,43,49,55,61,67,73,79,85,91,97 (17) Points
17SC/12ST/21 ST 3,11,21,27,35,45,51,59,69,75,83,93 (12) Points
OBC OBC 5,9,15,17,23,29,33,39,41,47,53,57,63,65,71,77,81,87,89,95,
99(21) Points

BASIS
1. 2. 3. 4.
18. Sikkim SC 3,23,41,59,77,93 (6) Points

6 SC/23 ST 1,5,9,13,17,21,27,31,35,39,45,49,53,57,61,65,69,75,79,83,87,91,95(23) Points
ST/21 7, 11, 15,19, 25,29,33,37,43,47, 51, 55,63,67,71, 73,85,89,97,99(21) Points
OBC OBC
19. Tamil SC 1,5,11,15,21,25,31,35,41,45,51,55,61,65,71,75,81,85,91(19) Points

Nadu 3 (1) Point
19 SC/1 ST 7,9,13,17,23,27,29,33,37,43,47,49,53,57,59,63,67,69,73,77,79,83, 87,89,93,95,99(27)
ST/27 OBC Points.
OBC
20. Tripura SC 3, 11, 17,23,31, 37,45,53,59,65,71,77,83,89,95(1 5) Points.

15 ST 15,9,13,15,19,21,27,29,33,35,39,41,47,49,51,55,61,63,67,69,73,75,79,81,85,87,91,93(29)
SC/29 Points
ST/6 OBC 7,25,43,57,97,99(6) Points
OBC
21. Uttar SC 1,5,11,15,21,25,31,35,41,45,51,55,61,65,71,75,81,85,89,95,

Pradesh 99 (21) Points
21 SC/1 ST 3 (1) Points
ST/27 OBC 7,9,13,17,19,23,27,33,37,39,43,47,49,53,57,59,63,67,69,73,77,79, 83,87,91,93,97(27)
OBC Points
22. West SC 1,5,9,13,17,21,27,31,35,39,45,49,53,57,61,65,69,75,79,83,87,
Bengal 9 1(22) Points
22 SC/6 ST 3,23,43,63,85,97(6) Points
ST/22 OBC 7,11,15,19,25,29,33,37,41,47,51,55,59,67,71,73,77,81,89,93,95,
OBC 99(22) Points
Union Territories
'l. Andaman SC Nil .

Nicobar ST 1,9,17,25,33,43,51, 59,67,75,83,93(12) Points
Islands OBC 3,7,11,15,19,21,27,29,31,35,39,45,47,53,55,61,65,69,71,77,79,81,85,89,95,97,99
Nil SC/12 (27) Points
ST/27 OBC
2. Chandigarh SC 1,7,15,21,29,35,43,49,57,63,71,77,85,91(14) Points

14 SC/Nil ST Nil
ST/27 OBC OBC 3,5,9,13,17,19,23,27,31,33,37,41,45,47,51,53,59,61,67,73,79,81,87,89,93,95,99(27)
Points
3. Dadra and SC 3,53(2) Points

Nagar ST 1,7,9,11,13,15,17,19,21,23,25"27,29,31,33,35,37,39,41)43,45,
Haveli 47,51,57, 59,61,63,65,67, 69,71, 73,75, 77,79,81,83,85, 87 ,89,91, 93,97(43) Points
2 SC/43 5,49,55,95,99(5) Points
ST/5 OBC OBC
4. Daman & SC 1,49(2) Points

Diu ST 3 (1) Points
2 SC/1 OBC 5,9,11,15,17,21,25,29,35,39,43,47,53,55,57,61,65,69,71,73,77,79, 83,87,91,95,99
ST/27 OBC (27) Points
5. Pondicherry SC 1,7, 11, 19, 25, 31, 37, 45, 51, 57, 63,69, 75, 81, 87,93(16) Points
16 SC/Nil Nil
ST/27 OBC 3,5,13,15,21,23,27,33,35,39,41,43,47,49,53,59,61,65,67,73,77,79,
ST 85,89,91,95,99(27) Points.
OBC
N.B.
1. In respect of Arunachal Pradesh, Nagaland and Lakshdweep there is no change in the

existing reservation rosters.
2. For Goa, the reservation rosters will be the same is given in respect of the Union
Territory of Daman and Diu.
3. For Delhi, the rosters as prescribed for recruitment on all-India basis is to be followed. SC
—Scheduled Castes, ST—Scheduled Tribes, OBC—Other Backward Classes
SCHEDULE -V
Joining Formalities:
In case of appointments to regular scale of pay the employees jointing

the Organization will report to the HR Department of the Unit he is
joining and will furnish the following:
i) Joining report
ii) ii) A written undertaking regarding his:
a) Marital Status b Home-town
)
Spouse in any
c) Immovable property d) Embassy or Foreign mission
iii) Medical fitness certificate
iv) Attested copies of bio-data
v) Attested copies of certificates and testimonials
vi) A character certificate from a gazetted officer

vii) Release and pay certificates in case if employees from
Government
/ Public
Sector
Undertaking
s.
viii) Attestation Forms for verification of the antecedents.
Those appointed as Trainees will be required to execute and furnish

bonds, undertaking to complete the training course and thereafter to
serve the Company for a minimum period as laid down in the bond.
RECRUITMENT UNDER EXECUTIVE TRAINEE SCHEMES
1. 1. PREAMBLE
1.1 1.1 The magnitude of Executive Manpower requirements along
with the imperatives of highly sophisticated technical and professional know-how pioneered and
utilized by NTPC necessitates induction of fresh graduates, post graduates in different disciplines in
response to the existing and emerging needs of different functional areas on a long-term basis.
Also the professional management systems and styles introduced by the organization requires, for
furtherance and sustenance a core of home-grown professionals, equipped with the requisite role-
related skills and imbued with a sense of commitment.
1.2 It is felt that in areas where the experienced personnel from other organizations
meeting the needs of potential assignments on the job cannot be recruited, it
would be desirable to initiate company's own Executive Trainees Scheme, subject
to obtaining a critical size for the trainee batches by bunching requirements.
1.3 NTPC subscribes to the belief that a personnel Selection Programme combining
the different types of tests, group tasks along with the normal selection method of
personal interviews will go a long way in strengthening the objectivity and fairness
of recruitment efforts.
The Company has got three broad training schemes - Engineering Executive
Trainees, Finance Trainees & HR Trainees. Depending on the needs identified by
the Corporate HR department on a long-term basis and based on responses to
the feedback as to the availability on the recruitment front, Trainees in various
other areas like EDP, Satellite Communications, Civil, Chemistry etc. may also be
inducted.
2. PROJECTION OF REQUIREMENT
2.1 The requirement of trainees to be inducted in different disciplines will be projected

by the Industrial Engineering Group of Corporate Centre. While finalising the
requirement the overall vacancy position, attrition rate, internal promotions
through Departmental Promotion Committee and the future requirement for
projects on the anvil will be kept in view.
3. 3. ADVERTISEMENT
3.1 Advertisement for Executive Trainee Schemes will be released by Executive

Trainee Recruitment Group of the Corporate Personnel Division. The
Advertisement will be issued in major National Dailies covering all the Regions of
the country for wide circulation. This Advertisement will be a small insertion while
the comprehensive Advertisement will be issued in the 'Employment News’.
3.2 In view of the computerized application processing ET Group will
ensure that the advertisement proforma is such as to render application
processing amenable and easy for computerization.
3.3 Attracting correct responses and image building of the organization

through such advertisement are of special importance in case of ET
schemes. A fresh graduate on the threshold of embarking upon a career
must be provided with sufficient and correct information about goals,
achievements and perspectives of the organization.
3.4 3.4 Along with this, to attract more talent and enlarge
choice of selection ET Group will approach colleges of repute in relevant fields to
display advertisement prominently in their campus. Art pull of the ET advertisement
will be sent to SC/ST agencies also so as to enlist a large response from candidates
belonging to SC/ST categories.
3.5 3.5 In order to give a fair chance to deserving internal

talent for improving cadre and prospects, a circular will be issued to all
Regions/Projects for forwarding application of suitable internal candidates who wish to
apply for ET schemes. HR Department at the unit level will verify the entries made by
such candidates in their applications.
The minimum qualifications required and the relaxation given to internal

candidates in eligibility criteria will be as follows :
Area Qualification (General Qualification (Dept.

Candidates) Candidates)
Engineering B.E with 65% marks in AMIE with 50% marks

(Electrical Aggregate*
Mechanical, C&I Age 27 Years as on 1st January No Age Bar
Civil, Comp. Science,
Sat.
Com.)
HR 2 Yrs. full time PG in Pers. 50% Marks.

MGMT./MSW/MBA with 60% No Age Bar
marks.
Age-27 years
Finance CA / ICWA /MBA Finance 50% Marks.

Age-27 years No age bar
(A candidate, on selection, is allowed to join only after his final year results have been
declared and he has secured not less than the prescribed marks).
4. RELAXATION TO SC/ST CANDIDATES
Relaxation in age and marks will be allowed to candidates, belonging to

SC/ST, Such candidates will be exempted from payment of application fee
also. Second class rail fare/bus fare (to and fro) for appearing in the test
will be paid restricted to the nearest test center from the mailing address
by the shortest route. The amount admissible shall be paid immediately
after the test.
5. Screening and registration of Applications
5.1 5.1 Screening and registration of applications will be

done by the ET group. Screening and registration will involve the following steps :
(i) Opening applications & Segregating on basis of

General/SC/ST/OBC/ Departmental categories.
(ii) Giving registration numbers
(iii) Sending postal orders to Finance for necessary action,
(iv) Sending all applications received for data entry.
(v) Verification of data entry.
(vi) Generation of rejection list, allocation of roll numbers and

preparation of admit cards after screening against eligibility
criteria.
5.2 Call letters will be despatched in such a manner that those for farther
areas are despatched first and gradually the nearer areas are covered.
6. NATURE OF THE TEST
6.1 Objective Type Test (OT)
The OT will have 170 multiple-choice questions with four alternatives

against each. The duration will be regulated in such a manner that not
more than 1 minute is given for attempting a question.
6.1.1 For Engineering Executive Trainees :

The test will have two parts :
(i) Technical Knowledge Test (TKT) consisting of 110 questions

specific to the discipline of engineering and 10 questions
common to all disciplines
The questions will have standard of a bachelor's degree course in

engineering in any recognised university/institute. Efforts will be
made to cover as broad a spectrum of the syllabus as possible. The
questions common to all disciplines of engineering will be of the
standard of higher secondary examination with physics, chemistry
and mathematics as subjects. The emphasis in TKT will be on
gauging the candidates knowledge of the fundamentals of the
respective disciplines, while TKT (common part) will seek to test
the candidate's knowledge of the general principles/laws/axioms of
mathematics, statistics, physics and chemistry. The paper will have
the standard of the paper set for GATE (General Aptitude Test in
Engineering) conducted by the IITs.
(ii) Executive Aptitute Test:

EAT will have questions on English vocabulary, verbal comprehension, numeracy,
abstract
reasoning, data
interpretation
and inferential
reasoning, EAT
will have the
standard of the
Common
Admission Test
(CAT)
conducted by
IIMs for
admission to
the post-
graduate
programmes, in
Management
(i) Finance Knowledge Test (FKT) consisting of 120 questions covering all aspects of
Financial
Management
like Balance
sheet, Profit &
Loss, Budget,
Cost control,
Audits,
Company Law
etc. The
questions in
FKT will have
the standard of
CA /ICWA /
MBA Finance
examinations
(ii) Executive Aptitude Test (EAT) will be as per details given in

6.1.1 (ii).
6.1.4 6.1.4 HR Executive Trainees
(i) HR Knowledge Test (HRKT) will consist of 120 questions

covering all aspects of HR Management like Manpower
Planning,
Recruitment, IR, Labor Laws, Welfare, HRD, OB and General Management.

The questions in HRKT will have the standard of an MBA examination of a recognized
University/Institute.
(ii) (ii) Executive Aptitude Test
As per the details given in item 6.1.1 (ii)
7. QUESTION BANK
Question Bank in respect of each of the disciplines will be maintained by the

dealing officer under strict secrecy. The question bank will give indication against
each question, the source and if used, the year in which the particular question
was used.
8. TEST VENUES
The ET Group will approach various institutions for using their infrastructure
such as building, staff etc. for the test as soon as the Advertisement is released.
ET Group will communicate its requirements and on finalization of center
allocation of candidates enrolled send confirmation to the venues along with ,
roll number summary and 50% advance.
9. APPOINTMENT OF CHIEF TEST CO-COORDINATORS AND ASSISTANT

TEST CO-COORDINATORS:
ET Group will identify Chief Test Co-coordinators and Test Coordinators for
venues for ET selection tests. These Coordinators will be informed of their
functions in detail at the Corporate Center before test. Test Coordinators' Manual
will be issued to them containing all necessary information and guidelines to
conduct the test in desired and effective manner. Coordinators will be handed
over bundles of question and answer sheets as well as other test material to be
carried to test venues.
10. SELECTION PROCEDURE :
10.1 The All India Selection Test will be held in various cities as decided depending on
the previous years enrolled numbers.
10.2 The test will be administered both in Hindi and English i.e. the test booklets will be
bilingual.
10.3 The duration of test for answering 170 questions will be 2 hours from 10.00 a.m.
to 12.00p.m.
10.4 To ensure uniformity in the conduct of test clear guidelines along with
announcements etc. for test invigilators have been framed which shall be strictly
followed in each venue.
110 EVALUATION AND SHORT LISTING FOR INTERVIEW
11.1 All the test material will be returned to the ET Group along with the used
answer sheets by the Chief Test Coordinators for various venues. The answer
sheets will be opened and counted, after segregation into disciplines.
11.2 The merit lists will be drawn discipline wise and cut-off scores will be marked for
determining the number of candidates to be called for Interview. The general
principles to be followed in this regard are as under :
1. All questions carry equal marks. The weightage ascribed to the answers will
be as follows :
(i) (i) No response 0
(ii) (ii) Correct response +1
(iii) Wrong response -1/3
(iv) Multiple response -1/3
*Candidates indicating more than one response to a particular

question.
2. By and large, 5 candidates will be called against each identified vacancy

for the different trainee schemes.
3. Those securing less than 40% in TKT/FKT/HRKT as the case may be and
30% in EAT will be eliminated from the zone of consideration for
interview, for SC/ST candidates this criterion will be relaxed to the tune of
25% relative to that for general category candidates.
4. Merit list of candidates to be called for selection interviews will be

determined by order of their merit of both TKT/FKT/HRKT, as the case
may be, and EAT scores, subject to the provison laid down in point number
3 above.
5. The cut off point in each discipline will be determined keeping in view
5:1 ratio and the number of drop outs from the zone of eligibility on
account of a score lesser than the threshold scores.
12. CONSTITUTION OF THE CENTRAL SELECTION BOARD :
Constitution of the Central Selection Board (CSB) for the
Chairman An eminent person of the level of Ex- Chairman of

PSU/SEB, Ex-Secretary to Govt. of India, Ex-
Director of NTPC.
Members 2 internal experts in the relevant discipline
1 HR representative
1 SC/ST/representative
The CSB members will be provided inputs on interviewing techniques with special
emphasis on assessment of Personality Traits identified for ETs. The CSB will
specifically allot marks for individual personality traits and the total aggregate will
constitute the marks obtained by a candidate. The total marks alloted to the Interview will
be 30. The traits identified for ETs are as under :
1. Effective Intelligence : The capacity to handle practical situations. It consists of:

(a) Analytical Ability - The ability to grasp the essentials to formulate
effective plan of action.
(b) Resourcefulness - The capacity to innovate and improvise in

unforseen situations.
(c Planning - The capacity to anticipate situations and develop effective

action.
2. 2. Social/Team Building: It comprises of:
(a) (a) Networking ability with colleagues
(b) (b) Ability to influence and direct the activities of the team towards
achievement of the goal.
(c) Ability to form a purposeful and cohesive team
(d) Ability to develop and encourage team members
3. Communication
Ability to put across one's ideas adequately with ease and clarity. It comprises of
logical presentation of ideas and capacity to put across ideas precisely and
convincingly
4. Initiative:
Ability to originate action of one's own. It includes anticipation of exigencies

and initiating appropriate action without being prompted.
5. Learning Capabilities :
Ability to gather information from a wide variety of sources : identifying and

actively looking for relevant data for a work situation.
6. Physical Agility :
(a) Willingness to exert physically in the interest of work instead of

resorting to convenient (chair borne) short cuts
(b) Physical and mental stamina to withstand long and monotonous

working hours.
13. INTERVIEW FEEDBACK
The candidates will be asked to give a feedback of the interview they had with the
CSB, highlighting the major facets probed and offering a self-critique of their
performance. The feedback will be passed on to the CSB, for their information.
14. PRINCIPLES OF EMPANELMENT
(1) No candidate securing less than 40% marks in the interview will be
empanelled. SC/ST candidates will be given a relaxation of 25% relative to
that of General category candidates.
(2) In case of a tie in the overall score, the order will be determined on the
basis of their scores in Objective Test, if the tie still persists, the order will
be determined on the basis of dates of birth or the percentage of marks
secured at graduation, as may be decided by the competent authority.
15 ISSUANCE OF OFFERS
The number of offers of appointment that will be issued will bear a relationship to
the past years figures regarding acceptance of offers and final joining status.
The final place of posting after successful completion of training will be mentioned
in the offer of appointment based on the vacancies at various projects / stations
given by the Industrial Engineering group of Corporate Center.
Along with the offers of appointment, the service agreement bond Proforma
(cyclostyled on Rs. 100/- non judicial stamp paper and water mark paper) will be
sent with detailed guidelines on how to fill up the bond. The non-judicial stamp
paper will be bought in the name of the individual trainee for the purpose of
executing service agreement bond with NTPC Proforma is given in Annexure.
Basic pay of the internal candidates who have become eligible to be offered
appointment will be fixed as per relevant provisions in pay fixation rules.
16. MEDICAL EXAMINATION
16.1 Constitution of the medical examination board will be as follows :
1. 1. Company's Medical Officer
2. 2. An ophthalmologist
3. 3. ENT Specialist
16.2 The pathological tests and X-Rays will be arranged to be done by a

Hospital/ Clinic empanelled for this purpose, or at one of NTPC's
hospitals in the plant.
16.3 In case a candidate is declared permanently unfit by the Medical Board,

his offer of appointment shall stand cancelled and withdrawn. In case a
candidate is declared temporarily unfit, he will be allowed to join only
after he undertakes corrective treatment/therapies including surgery and is
declared fit by the Medical Board later on.
16.4 In case of any doubt on the part of the Medical Board as to the
conclusive
ness of its
findings,
the
candidate
will be
referred to
the All
India
Institute of
Medical
Sciences/
Guru
Nanak
Eye
Center for
a final
opinion.
The
Medical
Board's
verdict in
case of
each
candidate
shall be
final and
binding.
Marginal
variations
from the
standards
and
norms for
medical
fitness,
condoned
by
Medical
Board, will
be
approved
on case-
to-case
basis by
competen
t authority.
17. JOINING
17.1 Personal files for each trainee will be created by the ET Group with the original
bio-data form seen by the CSB and other forms including attestation form
submitted by them at the time of joining. The service agreement bond
will be accepted by the dealing officer with proper witnesses and will be
passed on to the Establishment Group, after issue of appointment orders
indicating the employee numbers of trainees.
17.2 The personal files of the trainees issued appointment order will be passed
on to the Training Group at PMI.
18. DATA BASE ON THE PROFILE OF THE TRAINEE
Depending on the requirements specified by Management or envisaged

by the ET Group, a reliable and adequate data base on the Trainee
characteristics over the years will be maintained by the ET Group. All
efforts will be made to computerize such information so that data
interpretation can be obtained in various forms.
19 INDUCTION
After completing all the recruitment formalities, the trainees report at the
Power Management Institute and on joining they will be given a detailed
briefing about the training plan. Training Kits, ties/scarves will also be
distributed.
The training programme will commence with a formal inauguration by

the Hon'ble Minister of Power followed by one week of Induction and
Orientation module at Corporate Center to acquaint the trainees about the
Corporation's aims, objectives, plans and functions of various
departments.
On completion of Induction and Orientation programme, trainees will be

divided in small groups based on the total joined to undergo further
training at various Project Training Institutes like Singrauli, Koba,
Ramagundam, Farraka, Vindhyachal and PMI which are fully equipped
with necessary infrastructure for training.
20. STRUCTURE OF TRAINING SCHEME
The total training scheme will be in a modular form. The design of

modules will be done keeping in mind the specific requirements of
different functions like Operation, Maintenance, Erection and service
functions like HR, Finance etc. The training inputs shall consist of a mix
of both formal and on-the-job components. The three components of the
training scheme are :
(i) Common Modules (Mech., Elect., & C&I) 15.5weeks
(ii) Modules specific to individual disciplines 21.0 weeks
(iii) Directed-on-job training 15.5 weeks
(A minor variation from the above in the period of modules for HR &
Finance)
21. METHODOLOGY OF TRAINING
Depending upon the module objectives and contents, the methodology consists of:
(i) Lecture sessions
(ii) Group exercises
(iii) (iii) Case studies
(iv) (iv) Site training
(v) (v) Workshop
(vi) Practical
(vii) (vii) Project work
22. EVALUATION SYSTEM

22.1 Depending on the type of module and the related instructional techniques, a suitable
evaluation will be suggested for every module. The various types of evaluation
methods to be used are :
(i) (i) Written test (Objective/Descriptive)

(ii) Viva Voce
22.2 The trainee has to secure a minimum of 50% marks in each of the modules, Mid Term
Appraisal and Final Appraisal. If the trainee does not clear the modules
(common/specific) in first attempt, one more opportunity will be given for re-
appearing in the modules he has failed. If he does not clear even after re-appearing
or fails during the Final Appraisal, the training will be extended by a minimum of
3 months.
22.3 The feedback of performance will be intimated to the trainees after every module in
terms of Grades. The grading system will be as follows :
(i) Above 70% A Grade

(ii) 61 to 70% B Grade
(iii) 50 to 60% C Grade
(iv) Below 50% F Grade
22.4 The total marks evaluated in the entire training period is 2000 and the broad break-
up of these marks under different components are :
(i) Common Modules 950 marks

(ii) Specific Modules 575 marks
(iii) Mid Terms Appraisal 150 marks
(iv) DOJ Training 225 marks
(v) Final Appraisal 100 marks
22.5 Mid Term Appraisal will be conducted after about 6.5 months of the initial
training, wherein ETs will be appraised by a Board consisting of GM/AGM and
members from OS, Engineering and Projects (HR and Finance for PETs and
FETs respectively) to decide their area for Directed on Job Training.
22.6 Directed on Job Training provides valuable hands-on experience for building
job confidence in the trainee. The trainees will be given specific assignment/
project work to complete during the DOJ training and their performance will be
evaluated during the above period.
22.7 The trainees will be appraised by the Interview Committee headed by GM/
AGM, members from OS, Engineering and Projects (HR and Finance for PETs
and FETs respectively). The ranking of the trainees will be done discipline wise
on merit determined by marks obtained in various modules, Directed on Job
Training and Final Appraisal. The trainees will be informed about their
performance (Rank) after the Final Appraisal in the respective discipline before
issue of the Absorption Orders as executives in their relevant disciplines.
23. PRINCIPLES REGARDING POSTING OF TRAINEES
23.1 On successful completion of training no ET will be posted to Corporate Centre

for a minimum period of 3 years from the date of his absorption as executive,
enabling him to have a site exposure.
23.2 In order to have a balanced mix of ETs, for each project, 50% of the requirement
will be met by ETs belonging to the same Region and the rest 50% will be met
by ETs of other Regions.
23.3 There will be no mutual transfer for 3 years or till next promotion whichever is
later,
24. Extension of training
2 4. 1 If the trainee does not secure minimum marks as mentioned in para 21 above the
training will be extended by a minimum of 3 months.
24.2 In terms of Appointment Order issued to trainees and in terms of para 1 at

page 2 of the Bond executed by the trainee, the training period can be extended
at the Discretion of Management on grounds of misconduct. Training on this
account can be extended for a period of 6 months.
24.3.1 24.3.1 If a trainee avails of Extra Ordinary Leave on medical grounds his
training will be extended by an equal number of days of EOL taken. While
requesting for EOL the trainees will have to submit all the medical treatment
papers. In cases where EOL is availed on grounds other than medical the
training period will be extended by double the EOL period.
25. SELECTION OF GOLD AND SILVER MEDALLISTS
25.1 To generate healthy competition amongst the trainees, Gold and Silver medals
will be awarded to the Best and 2nd Best trainee of the group. Other meritorious
trainees will be awarded with merit certificates.
25.2 For selection of merit holders amongst the trainees who have been regularised
as executives, the total marks scored by them out of 2000 will be aggregated.
The first ten, in case the total number of trainees is more than 100 and first
five in case the number is less than 100 (not more than 2 ETs from one group)
will be selected and evaluated based on performance rating, group discussion
followed by an interview by the Committee of Directors. The trainees assessed
to be Best and 2nd Best will be eligible for awarding Gold and Silver medals
respectively and the remaining merit holders will be awarded merit certificates.

Recruitment Policy and Procedures

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Recruitment Policy and Procedures

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Recruitment Policy and Procedures

NTPC is therefore resolved to provide a framework of policies which will

In pursuance of the above objectives and consistent with the Company's

2.0 Manpower Planning and Budgeting

2.2 Based on the requirements of additional manpower of the individual

2.4 Annual manpower plans including the additional manpower requirements

3.0 Creation of Posts

(c) (c) All executive posts including

Provided that no extension will be granted to any employee in such casual

4.1 Job specifications indicating the eligibility requirements in terms of minimum

Provided, however, that in special and exceptional cases appointments may

5.0 Induction Levels

6.0 Agencies for Recruitment

6.3 In respect of all other non-executive personnel, recruitments will be done by

7.0 Sources and Modes of Recruitment

7.1 For recruitment of professional personnel in Company's executive cadre

7.2 In respect of recruitment to non-executive posts carrying a maximum basic

Provided that notifications for recruitment to reserved vacancies will also be

(a) deputation from Central/State Governments/ Electricity Boards and

(b) campus interview and recruitment to the posts in the grade of

(c) candidates located through personal contacts and talent survey,

8.0 To fill Job Openings by Selection from within

8.3 Subject to fulfillment of minimum eligibility requirements and other prescribed

8.4 Applications of all internal candidates will be forwarded to the HR

(b) Assessment of the performance of the candidate.

9.0 Preference for Candidates Belonging to Scheduled Castes/ Scheduled

10.0 Application Formalities

1 0 . 1 No appointment other than appointments on deputation will be made in the Company

11.0, Forwarding of Applications of Candidates from Government and Public

Provided, however, that applications from candidates from public undertakings

(a) (a) he will be agreeable to forego the benefits of carry forward

(b) (b) he will be able to produce a 'No Objection Certificate' and

11.2 In respect of candidates from public undertakings who, despite the

11.3 Applications submitted through proper channel may be processed on the

11.4 In respect of candidates from Government and public sector organisations

12.0 Requisition of Manpower

12.1 The respective departments will forward their manpower requirements in

(a) (a) out of acceptable transfer requests pending, if any.

(b) (b) recommended inter-functional adjustments of posts.

(c) (c) record of surplus staff (internal) suitable for deployment.

(d) (d) executive trainees, diploma trainees and other trainees /

apprentices whose completion of training coincides with the

13.0 Processing of Applications

13.1 All applications received against a specific notification/ advertisement will be

(a) Applications are duly completed and accompanied by the prescribed

(b) (b) Age of the applicant is within the prescribed limit.,

(c) (c) Qualifications and experience of the candidates conform to

(d) (d) Applications have been submitted 'Through Proper Channel'

14.0 Selection Process and Constitution of Selection Boards

association with the concerned Department wherever necessary will evolve

1 4. 3 All appointments to the executive and managerial cadres of the Company

14.4 All appointments to posts in various non-executive categories including

(b) (b) HR Department

(c) (c) District/Local Administration at appropriate level but not

14.5 The Selection Boards/Committees will be constituted by the HR Department

14.6 Honorarium and reimbursement of boarding and lodging expenses may be

15.0 Interviews and Role of Selection Board

15.1 The candidates included in the short-list of rated applications referred to in

(c) an elimination test and/or group discussion followed by an

15.5 HR Department will make available to the members of the Selection

(a) A copy of the advertisement/notification together with the

(b) Bio-data of each candidate.

(c) Applications in original.