Recruitment Policy for Group A & B Administrative and Management Staff

Samaira Education Welfare Society
(Under the Uttarakhand Cooperative Societies Act, 2003)

Preamble

This policy lays down the principles, procedures, and terms governing the recruitment and appointment of Group A (senior management/administrative officers) and Group B (middle-level administrative & supervisory staff).
It is founded upon:
● International Labour Organisation (ILO) Core Labour Standards: Equal pay for equal work, non-discrimination, right to association, decent work, and social protection.
● Rochdale Cooperative Principles: Transparency, democracy, equity, accountability, and concern for community.
● National Regulations: Uttarakhand Cooperative Societies Act, 2003, labour and employment laws of India.

Objectives

1. To ensure transparent, fair, and merit-based recruitment for Group A & B staff.
2. To embed cooperative values in staffing practices.
3. To safeguard labour rights and provide decent work conditions in line with ILO
standards.
4. To create a professional, accountable, and motivated workforce.

Scope

This policy applies to:
● Group A Staff: Senior administrative/management officers — e.g., Director (Administration), HR Head, Finance Controller, Senior Research Administrators.
● Group B Staff: Middle-level supervisory/administrative staff — e.g., Administrative Officers, Accounts Officers, Section Heads, Office Managers.

Guiding Principles

Open & Voluntary Recruitment (Rochdale Principle 1): Recruitment open to all eligible candidates without discrimination.
Democratic Oversight (Rochdale Principle 2): Recruitment Committee accountable to the Managing Committee.
Transparency: Publicly notified vacancies, documented selection processes.
Meritocracy & Fairness: Selection based on qualifications, performance, and suitability.
Decent Work (ILO Decent Work Agenda): Fair pay, social protection, safe work
environment.
Equal Pay for Equal Work (ILO Convention 100): Same remuneration for comparable
work, regardless of gender or category.
Capacity Building (Rochdale Principle 5): Staff encouraged to pursue professional
training.
Community Concern (Rochdale Principle 7): Preference given to local candidates
(without compromising merit).

Recruitment Authority & Structure

Recruitment Sub-Committee (RSC): Constituted by the Board of Management.
Comprises 1 Board of Management member, 1 subject expert (external), and 1
HR/legal professional Ensures impartial and merit-based recruitment.
Recruitment Process Workforce Planning Annual staff requirements assessed by HR and approved by Board of Management
Vacancy Notification Public advertisement via: Society’s website. National job portals. Local and national newspapers.
Must include: post name, classification (Group A/B), eligibility, job profile, pay scale,
tenure, application process, and closing date.
Application Procedure Applications submitted online/offline with prescribed form. Documents: CV, educational certificates, experience letters, ID proof, no-objection (if
employed).
Shortlisting Based on eligibility, qualifications, and experience.
Transparent shortlisting matrix (marks assigned for education, experience, skills).
Selection Methods
Group A (Senior Management): Written aptitude/analytical test. Presentation on management/administration topic. Final Interview with Selection Panel.
Group B (Middle-Level Staff): Written test (aptitude + domain knowledge).
Skill assessment (IT/Accounts/Administration as applicable). Interview with RSC. Merit List & Appointment
The Selection Committee prepares a merit list. Approval by Board of Management. Appointment letter issued with clear terms.

Eligibility Criteria

Group A (Senior Administrative / Management)
PG degree (MBA/MPA/MA in Public Policy/Finance/HR/Management).
Minimum 10 years of administrative/management experience in reputed organizations. Desirable:
Experience in the cooperative sector/think tank/governmen Knowledge of labour laws and cooperative governance.

Group B (Administrative / Supervisory Staff)
Graduate/Postgraduate in relevant field (Commerce, Management, Public Administration, Social Sciences).
Minimum 5 years’ experience in office administration, accounts, or supervisory role.
IT proficiency (MS Office, database management).Cooperative or academic institution background.
Appointment Terms Tenure: Initially contractual for 3 years; renewable on performance. Probation: 6 months.
Confirmation: Subject to satisfactory performance review. Termination: 60 days’ notice or salary in lieu.
Remuneration & Benefits In line with ILO principles of fair pay & equal treatment:
Group A: ₹75,000 – ₹1,25,000 per month (based on role & experience). Annual increment: 5–8% based on appraisal.
Group B: ₹40,000 – ₹70,000 per month. Annual increment: 4–6%.
Benefits (both Groups): Provident Fund, ESI/Health Insurance. Paid leave (casual, sick, earned). Training & professional development allowance. Travel reimbursement (for official duties).
Performance Evaluation Annual appraisal covering: efficiency, accountability, leadership, cooperative values. The Evaluation Committee reports to the Board of Management.
Poor performance → non-renewal or termination. 11. Ethics & Conflict of Interest Staff must disclose financial/personal conflicts. Must adhere to Code of Conduct, Confidentiality Policy, and Anti-Corruption Guidelines. Any proven misconduct = disciplinary action as per service rules.
Grievance Redressal Staff Grievance Committee (SGC): 3 members including an external advisor. Appeals permitted before the Board of Management. No retaliation against whistle-blowers (ILO Convention No. 158: Protection against Unjust Dismissal). Review of Policy
Policy reviewed every 3 years or earlier if laws/ILO conventions/Rochdale standards evolve.