Reservations and Concessions

Reservation is provided to the members of the Scheduled Castes (SC), Scheduled Tribes (ST) and Other Backward Classes (OBC) @ 15%, 7.5% and 27%, respectively, in the matter of appointment by direct recruitment to civil posts and civil services on all India basis by open competition.

In the matter of appointment by direct recruitment to civil posts and civil services on all India basis otherwise than by open competition, reservation is provided to the members of the SC, ST and OBC @ 16.66%, 7.5% and 25.84% respectively.

See 36011/33/1981-Estt.(SCT) dated 05-10-1981 for more information.

Note

The expression by open competition means all recruitments by union Public Service Commission (UPSC), whether through written examination or by interview or by both; and recruitments made by other authorities, including Staff Selection Commission, or any other appointing authority through written competitive examination or tests (but not by interview alone). Any recruitment not made by the UPSC or not made through a written competitive test held by any other authority would mean direct recruitment otherwise than by open competition.

See 36034/2/2013-Estt(Res) dated 08-04-2013 for more information.

Clarification on Reservation Status

General

Where a person claims to belong to a SC, ST or a Backward community by birth, it should be verified:

1. that the person and his parents really belong to the community claimed;
2. that this community is included in the presidential orders specifying the Scheduled Castes and Scheduled Tribes or included in the central list of OBCs notified by the Ministry of Social Justice and Empowerment, Government of India in relation to the concerned state;
3. that the person belongs to that state and to the area within that state in respect of which the community has been scheduled/notified; and
4. if the person claims to be a SC, he should profess either Hindu, Sikh or Buddhist religion.

Cases of Migration

Where a person migrates from the portion of the state in respect of which his community is scheduled/notified to another part of the same state in respect of which his community is not scheduled/notified, he will continue to be deemed to be a member of the SC or the ST or the Other Backward Class, as the case may be in relation to that state.

Where a person migrates from one state to another, he can claim to belong to a SC or ST or Other Backward Class only in relation to the state to which he originally belonged and not in respect of the state in which he has migrated.

Further, when a person belonging to OBC migrates from one state to another for the purpose of employment, education, etc. the prescribed authority of a state/UT administration may issue the OBC certificate to a person who has migrated from another state on the production of a genuine certificate issued to his father by the prescribed authority of the state of his father’s origin except where the prescribed authority feels that a detailed enquiry is necessary through the state of origin before the issue of the certificate. The certificate will be issued irrespective of whether the OBC candidate in question is included in the list of OBC pertaining to the state/UT to which the person has migrated.

The facility does not alter the OBC status of the person in relation to the one or the other state/UT. The OBC person on migration from the state/UT of his origin to another state/UT where his caste is not in the OBC list is entitled to the concessions/benefits admissible to the OBCs from the state of his origin and union government but not from the state where he has migrated. The competent authorities are required to issue the OBC certificate after satisfying themselves of the correctness of the certificate.

Claims through Marriage

No person who was not a member of SC or a ST or Other Backward Class by birth will be deemed to be a member of SC or ST or Other Backward Class merely because he or she had married a person belonging to a SC or ST or Other Backward Class. On the other hand a person who is a member of a SC or a ST or an OBC would continue to be a member of that SC, ST or OBC, as the case may be, even after his or her marriage with a person who does not belong to a SC or a ST or an Other Backward Class.

Children born of inter caste marriage of which either of the parents belongs to SC/ST should have a caste status either that of the mother or that of the father. Suppose a neglected or deserted SC/ST woman brings up her child, with the same handicaps, suffering, disadvantages, attached to that caste/tribe, whose father belong to non SC/ST, it is too harsh to deny the benefit to that child on the mere reason that the child’s father belongs to non SC/ST caste. Person who claims the status of SC/ST of his/her father or mother has to establish that on his/her birth, he/she is subjected to same social disabilities and also following the same customs and traditions and the community has accepted that person to its fold.

Cases of Conversion and Reconversion

Where a SC person gets converted to a religion other than Hinduism or Sikhism or Buddhism and then reconverts himself back to Hinduism or Sikhism or Buddhism, he will be deemed to have reverted to his original SC, if he is accepted by the members of that particular caste as one among them.

In the case of a descendant of a SC convert, the mere fact of conversion to Hinduism or Sikhism or Buddhism will not be sufficient to entitle him to be regarded as a member of the SC to which his forefathers belonged. It will have to be established that such a convert has been accepted by the members of the caste claimed as one among themselves and has thus become a member of that caste.

Cases of Adoption

Great care has to be exercised in dealing with cases where a person claims to be a member of SC or Other Backward Class on the ground that he has been adopted by a SC/OBC person. The validity of the adoption has to be clearly established before any caste certificate can be given. It is for the party to prove his claim by cogent and reliable evidence.

The requirements of valid adoption are given in sections 6 to 11 of the Hindu Adoption Maintenance Act, 1956. The actual giving and taking of the child in adoption is a mandatory requirement and thereafter the adopted child is deemed to be the child of his or her adoptive father or mother for all purposes and the child severs all ties with the family of his or her birth. Ordinarily, no child who has attained the age of 15 years or who is married can be given in adoption unless there is a custom or usage applicable to the parties.

In deciding whether an adoption is valid, the certificate issuing authority should satisfy himself that all the requirements of law have been complied with. He should also take into account the behaviour of the child after adoption whether he physically lives with and is supported by his adoptive parents and receives no financial help from his original parents. In case these conditions are not satisfied, the certificate should be refused.

Where the case relates to an adoption of a married person or of a person of the age of 15 years and above, the certificate shall be required to be given by the District Magistrate who shall after making due enquiries as to the validity of the adoption as to whether such adoption is permitted by a custom or usage applicable to the parties, make an endorsement to that effect on the certificate. Such custom or usage should have been continuously and uniformly observed for a long time and obtained the force of law among the Hindus of that particular area, or that community, group of family provided that the custom or usage is certain and not unreasonable or opposed to public policy and in the case of custom or usage in respect of a particular family that the custom or usage has not been discontinued. In addition, it should be verified that all other conditions for a valid adoption, including the physical transfer of the adopted person to the family of the adoptive parents and that he has severed all ties with the original parents are fulfilled.

Certificates to be Produced

A person claiming to belong to SC, ST or OBC should produce a certificate in the prescribed form signed by any of the following authorities:

1. District Magistrate, Additional District Magistrate, Collector, Deputy Commissioner, Additional Deputy Commissioner, Class Stipendiary Magistrate, Sub-Divisional Magistrate, Taluka Magistrate, Executive Magistrate or Extra-Assistant Commissioner.
2. Chief Presidency Magistrate, Additional Chief Presidency, Magistrate or Presidency Magistrate.
3. Revenue Officer not below the rank of Tahsildar.
4. Sub-Divisional Officer of the area where the candidate and or his family normally resides.

Exclusion of Creamy Layer from amongst OBCs

Members of the Other Backward Classes, who fall in creamy layer, shall not get the benefit of reservation. Criterion for determining creamy layer status amongst Other Backward Classes is, as under:

(1) Constitutional Posts

Son(s) and daughter(s) of:

1. President of India;
2. Vice President of India;
3. Judges of the Supreme Court and of the High Courts;
4. Chairman & Members of UPSC and of the State Public Service Commission;
5. Chief Election Commissioner;
6. Comptroller & Auditor General of India; or
7. Persons holding Constitutional positions of like nature.

(2) Service Category

(2A) Group A officers of the All India Central and state Services (Direct Recruitment) under Service Category

Sons(s) and daughter(s) of:

1. parents, both of whom are Group A officers;
2. parents, either of whom is a Group A officer;
3. parents, both of whom are Group A officers, but one of them dies or suffers permanent incapacitation;
4. parents, either of whom is a Group A officer and such parent dies or suffers permanent incapacitation and before such death or such incapacitation has had the benefit of employment in any international organisation like UN, IMF, World Bank, etc. for a period of not less than 5 years; or
5. parents, either of whom are Group A officers die or suffer permanent incapacitation and before such death or such incapacitation of the both, either of them has had the benefit of employment in any international organisation like UN, IMF, World Bank etc. for a period of not less than 5 years.

Provided that the rule of exclusion shall not apply in the following cases:

1. Sons and daughters of parents either of whom or both of whom are Group A officers and such parent(s) die or suffer permanent incapacitation; or
2. A lady belonging to OBC category has got married to a Group A officer and may herself like to apply for a job.

(2B) Group B officers of the Central & state Services (Direct Recruitment) under Service Category

Son(s) and daughter(s) of:

1. parents both of whom are Group B officers.
2. parents of whom only the husband is a Group B officer and he gets into Group A at the age of 40 or earlier.
3. parents both of whom are Group B officers and one of them dies or suffers permanent incapacitation and either one of them has had the benefit of employment in any international organisation like UN, IMF, World Bank, etc. for a period of not less than 5 years before such death or permanent incapacitation;
4. parents of whom the husband is a Group A officer (direct recruit or pre-forty promoted) and the wife is a Group B officer and the wife dies or suffers permanent incapacitation; or
5. parents of whom the wife is a Group A officer ( direct recruit or pre-forty promoted) and the husband is a Group B officer and the husband dies or suffers permanent incapacitation.

Provided that the rule of exclusion shall not apply in the following cases:

1. Son(s) and daughter(s) of parents both of whom are Group B officers and one of them dies or suffers permanent incapacitation; or
2. Parents both of whom are Group B officers and both of them die or suffer permanent incapacitation, even though either of them has had the benefit of employment in any international organisation like UN, IMF, World Bank, etc. for a period of not less than 5 years before their death or permanent incapacitation.

(2C) Employees in Public Sector Undertakings etc.

The criteria enumerated in 2A and 2B will apply mutatis mutandis to officers holding equivalent or comparable posts in PSUs, banks, insurance organisations, universities, etc. and also to equivalent or comparable posts and positions under private employment, pending the evaluation of the posts on equivalent or comparable basis in these institutions, the criteria specified in 6 will apply to the officers in these institutions.

(3) Armed Forces Including Paramilitary Forces

Son(s) and daughter(s) of parents either or both of whom is or are in the rank of Colonel and above in the Army and to equivalent posts in the Navy and the Air Force and the Para Military Forces; provided that:

1. If the wife of an Armed Forces Officers is herself in the Armed Forces (i.e., the category under consideration) the rule of exclusion will apply only when she herself has reached the rank of Colonel;
2. The service ranks below Colonel of husband and wife shall not be clubbed together;
3. If the wife of an officer in the Armed Forces is in civil employment, this will not be taken into account for applying the rule of exclusion unless she falls in the service category under 2A, 2B & 2C, in which case the criteria and conditions enumerated therein will apply to her independently.

Persons holding civil posts are not included in this category.

(4) Professional Class and Those Engaged in Trade and Industry

1. Criteria specified against 6 will apply to persons engaged in professions such as a Doctor, Lawyer, Chartered Accountant, Income Tax Consultant, Financial or Management Consultant, Dental Surgeon, Engineer, Architect, Computer Specialist, Film Artists and other Film Professional, Author, Playwright, Sports Person, Sports Professional, Media Professional or any other Vocations of like status.

2. Criteria specified against 6 will apply to perons engaged in trade, business and industry.

Explanation

1. Where the husband is in some profession and the wife is in Group B or lower grade employment, the income/wealth test will apply only on the basis of the husband’s income.
2. If the wife is in any profession and the husband is in employment in a Group B or lower rank post, then the income/wealth criterion will apply only on the basis of the wife’s income and the husband’s income will not be clubbed with it.

(5) Property Owners

(5A) Agricultural Holdings

Son(s) and daughter(s) of persons belonging to a family (father, mother and minor children) which owns:

1. only irrigated land which is equal to or more than 85% of the statutory area, or
2. both irrigated and unirrigated land, as follows:
3. The rule of exclusion will apply where the pre-condition exists that the irrigated area (having been brought to a single type under a common denominator) 40% or more of the statutory ceiling limit for irrigated land (this being calculated by excluding the unirrigated portion). If this pre-condition of not less than 40% exists, then only the area of unirrigated land will be taken into account. This will be done by converting the unirrigated land on the basis of the conversion formula existing, into the irrigated type. The irrigated area so computed from unirrigated land shall be added to the actual area of irrigated land and if after such clubbing together the total area in terms of irrigated land is 85% or more of the statutory ceiling limit for irrigated land, then the rule of exclusion will apply and disentitlement will occur.
4. The rule of exclusion will not apply if the land holding of a family is exclusively unirrigated.

(5B) Plantations

(1) Coffee, Tea, Rubber, etc.

Criteria of income/wealth specified in 6 will apply.

(2) Plantations such as Mango, Citrus, Apple etc.

Deemed as agricultural holding and 5A will apply.

(5C) Vacant land and/or buildings in urban areas or urban agglomerations

Criteria specified in 6 will apply.

Explanation

Building may be used for residential, industrial or commercial purposes and the like two or more such purposes.

(6) Income/Wealth Test

Son(s) and daughter(s):

1. Persons having gross annual income ₹8,00,000 or above or possessing wealth above the exemption limit as prescribed in the Wealth Tax Act for a period of three consecutive years.
2. Persons in 1, 2, 3 and 5A who are not disentitled to the benefit of reservation but have income from other sources of wealth which will bring them within the income/wealth criteria mentioned in 6.1 above.

Explanation

1. Income from salaries or agricultural land shall not be clubbed;
2. The income criteria in terms of rupee will be modified taking into account the change in its value every three years. If the situation, however, so demands, the interregnum may be less.
3. Wherever the expression permenant incapacitation occur in this schedule, it shall mean incapacitation which results in putting and officer out of service.

Note

In the context of OBC (NCL), statutory area refers to the legally defined landholding limit used to determine if someone belongs to the creamy layer based on their agricultural land ownership.

See 36033/3/2004-Estt(Res) dated 14-10-2004 addressed to the Secretaries of all States/UTs with regard to the OM dated 08-09-1993 and DO letter NCBC/MS/1/2015 dated 02-03-2015 for more information.

Reservation in Promotion

Reservation is provided at 15% and 7.5% to Scheduled Castes and Scheduled Tribes, respectively:

1. In promotions through Lmited Departmental Competitive Examination (LDCE) in Groups B, C and D;
2. In promotion by selection in Groups B, C and D and from Group B to the lowest rank of Group A; and
3. In promotion on the basis of seniority, subject to fitness, in all groups (i.e., Groups A, B, C and D) in all these cases.

Reservation in posts by promotion through LDCE, should be made applicable to all grades or services, in which the element of direct recruitment, if any, does not exceed 75%. See 36012/17/88-Estt.(SCT) dated 25/04/1989 for more information.

In pursuance of the Hon’ble Supreme Court judgement, dated 28-01-2022, in Jarnail Singh batch of cases, an OM dated 12-04-2022, has been issued, as per the opinion of Ld. Attorney General, which mandates the Ministries/Departments to satisfy certain conditions before implementing the policy of reservation in promotions. These conditions, inter alia, are as follows:

1. Collection of quantifiable data regarding inadequacy of representation of SCs and STs;
2. Application of this data to each cadre separately;
3. Maintenance of reservation roster, as per DoPT OM dated 02-07-1997;
4. DPC to carefully assess the suitability of officers being considered for promotion to ensure administrative efficiency; and
5. The Appointing Authority to ensure that all the conditions laid down in the OM dated 12-04-2022, are complied with before issuing any promotion order.

Since the Jarnail Singh batch of cases is pending in the Supreme Court of India, any promotion order issued shall be subject to further orders that may be passed by the Supreme Court in the said batch of cases. See the 36012/16/2019-Estt. (Res.) dated 12-04-2022 for more information.

Scope of Reservation

Applicable To

1. All services/posts in the non-industrial as well as in the industrial establishments under the control of GoI.
2. Work charged posts except those required for emergencies like flood/accident relief etc.
3. Daily rated staff though reservation orders do not apply in total; however, SC/ST candidates will be recruited in such a way that their total representation does not fall below prescribed percentage.
4. Casual workers appointed against regular posts, shortfall will be adjusted by appointment of SC/ST candidates from outside.
5. Temporary appointments which are to last for 45 days or more.

Not Applicable To

1. Posts in the Department of Space and trainees under the Department of Atomic Energy.
2. Ex-cadre posts. But if they are in existence for a long time, then consider including such posts in the cadre.
3. Certain categories of scientific/technical personals in respect of posts up to and including the lowest grade in Group A.
4. Posts filled by deputation. But eligible SC/ST candidates should be duly considered; if the number of posts is fairly substantial, a fair percentage should be filled by SC/ST subject to availability.
5. Temporary appointments of less than 45 days duration.

Reservation in Ad-Hoc Promotions

Note

See Recruitment Rules for more information on ad-hoc appointments.

As a matter of basic approach, ad-hoc promotions should be avoided. However, if ad-hoc promotions are to be made in exceptional circumstances, such as during pendency of court cases, protracted seniority disputes, non-framing of recruitment rules, unforeseen delay in direct recruitment or convening of DPCs for reasons beyond the control of the appointing authority etc., following guidelines may be followed on every occasion when ad-hoc promotions are resorted to so as to ensure that the claims of eligible officers belonging to SC/ST are also duly considered:

1. In cases where reservation orders for SCs and STs are applicable, the number of vacancies falling to the share of SCs and STs would be the same if the vacancies were to be filled on a regular basis.
2. Since ad-hoc promotions are made on the basis of non-selection, all the SC/ST candidates covered in the relevant seniority list within the total number of such vacancies against which ad-hoc promotions are to be made, should be considered in the order of their general seniority as per the gradation list, on the principle of seniority-cum-fitness and if they are not adjudged unfit, they should all be promoted on ad-hoc basis.
3. If the number of SC/ST candidates found fit within the range of actual vacancies is less than the number of vacancies identified as falling to their share if the vacancies were filled on a regular basis, additional SC/ST candidates to the extent required should be located by going down the seniority list, provided they are eligible and found fit for such ad-hoc appointment.
4. All ad-hoc appointees have to be replaced by regular incumbents at the earliest opportunity. When regular promotions are made subsequently, reversion of the ad-hoc appointees should take place strictly in the reverse order of seniority, the junior-most candidate being reverted first. No special concessions are to be given to SC/ST candidates at the time of such reversion.
5. There is no need for maintaining any separate formal register or roster register for ad-hoc promotions. The concept of de-reservation, carrying forward of reservation etc. will also not be applicable in the case of ad-hoc appointments. However, a simple register called Ad-hoc Promotions Register may be maintained for different categories of posts for which ad-hoc appointments are made to facilitate a record being kept of the ad-hoc appointments and for ensuring reversion in the proper order on regular promotions being made to the posts in question.

See 36012/27/2000-Estt.(Res) 15-03-2002 for more information.

Reservation in case of a Single Vacancy

The concept of reservation in single vacancy has been clarified vide 1/9/74 Estt. (SCT) dated 29-04-1975. The OM provides that in cases where only one vacancy occurs in the initial recruitment year and the corresponding roster point happens to be for a SC and ST, it should be treated as unreserved and filled accordingly and the reservation carried forward to subsequent three recruitment years. In the subsequent year(s), even if there is only one vacancy, it should be treated as reserved against the carried-forward reservation from the initial recruitment year and a SC/ST candidate, if available, should be appointed against that vacancy, although it may happen to be the only vacancy in that recruitment year(s).

For instance, if a single vacancy arises in the initial recruitment year 1975 and it falls at a reserved point in the roster, it will be treated as unreserved and filled accordingly in that year but the reservation would be carried-forward to subsequent recruitment year(s). In the first subsequent year, i.e. 1976, if, again a single vacancy occurs, then it should be treated as reserved against the reservation carried-forward from 1975 and a SC/ST candidate, as the case may be, should be appointed against that vacancy, in spite of the fact that the vacancy happens to be the only vacancy in that recruitment year. In the event of a SC/ST candidate not being available to fill the reserved vacancy in 1976, the reservation would be further carried-forward to 1977 and 1978, when also a single vacancy, if any, arising in those years should be treated as reserved against the carried-forward reservation, whereafter, the reservation will lapse. The year in which no vacancy arises will be ignored for counting the effective years towards the period of carry-forward.

If a single vacancy falls at a reserved point for SC/ST and is filled by SC/ST candidate on the basis of own merit or seniority, it need not be treated as unreserved and reservation should not be carried forward. Further, if a single vacancy falls at a reserved point for SC/ST and is filled by a candidate of the other reserved community on the basis of his own merit or seniority, as the case may be, the vacancies will be treated as unreserved and treated as if it is filled by a general category candidate and the vacancy shall also be carried forward.

Note

With regard to reservation in single post cadre, the Hon’ble Supreme Court, vide its judgment dated 17-04-1998, in the case titled ‘Post Graduate Institute of Medical Education and Research Chandigarh vs. Faculty Association and Ors.’ Inter-alia observed, “…until there is plurality of posts in a cadre the question of reservation will not arise because any attempt of reservation by whatever means and even with device of rotation of roster in a single post cadre is bound to create 100% reservation of such post whenever such reservation is to be implemented.” Thus, Hon’ble Supreme Court held that there cannot be any reservation in a single post cadre. Accordingly, reservation is not provided in single post cadre.

Reservation in Cadres having More than 13 Posts

In cadres having more than 13 posts, the number of posts filled by reservation by any category at any point of time should ideally be equal to the quota determined as per percentage of reservation prescribed for that category. Whenever the posts are filled, efforts have to be made to complete reservation quota for SCs/STs/OBCs in case of direct recruitment and for SCs/STs in case of promotion so that the number of posts filled by reservation by SCs, STs and OBCs as the cases may be, in the cadre is equal to the number of posts earmarked for them. It means that if the reservation quota is not complete, efforts would be made to complete the reservation quota whenever the recruitments are made in the cadre. Thus, reservation would not lapse in case of post-based reservation for the reason that reserved posts could not be filled for a specified number of years.

In cadres having 13 or less number of posts where 14 point L-shaped roster are applied, if a reserved vacancy is filled by a candidate belonging to another community after de-reservation, the reservation will be carried forward for subsequent recruitment year. Such carry forward of reservation would be permitted for three subsequent recruitment years. In the third year of carried forward of reservation, the vacancy will be treated reserved for the concerned category, but if it cannot be filled by reservation in the third year of carried forward of reservation by a candidate of the concerned category, reservation will be treated as lapsed and it will be filled as an unreserved vacancy.

Read OM No. 36012/17/2002 Estt.(Res) dated 06-11-2003 for more information.

Note

For de-reservation of vacancy, instructions issued vide OM No. 3602012/2007-Estt(Res) dated 07-12-2009 may be referred, which was issued after 02-07-1997 when the instructions for introduction of post based reservation roster was issued vide OM No. 36012/2/96-Estt (Res.) dated 02-07-1997.

Reservation in PSUs, Autonomous Bodies etc.

The Public Sector Undertakings, Statutory and Semi-government Bodies, Autonomous Bodies/institutions, including Municipal Corporations, Cooperative institutions, Universities etc. under the control of the government, may make reservation for Scheduled Castes, Scheduled Tribes and Other Backward Classes in their services on the lines of the reservations in services under government.

Relaxations and Concessions

Concession in Promotions within Group A

There is no reservation in case of promotion by selection from a Group A post to another Group A post. But when promotion by selection is made from a Group A post to a Group A post at Level 13 (Grade pay ₹8700) or less, the SC and ST officers, who are senior enough in the zone of consideration for promotion so as to be within the number of vacancies for which the select list has to be drawn up, would be included in that list, provided they are not considered unfit for promotion. Their position in the select list would, however, be the same as assigned to them by the Departmental Promotion Committee on the basis of their record of service.

Read O.M No. 36028/8/2009-Estt(Res) dated 07-06-2013 for more information.

Consideration for Appointment by Deputation and Absorption

Reservations do not apply to posts filled by deputation or absorption, but whenever a Ministry/Department/Attached Office/Subordinate office etc. proposes to depute, in public interest, officers serving under them, to a post in or under another Ministry/Department etc., the SC/ST employees serving under them, who are eligible to be sent on deputation should also be considered, along with other eligible employees for such deputation.

The Ministries/Departments, under whose control the posts to be filled by deputation or absorption arise, should also, while selecting persons for such post(s), duly consider the cases of eligible SC and ST employees whose names have been forwarded, for appointment on deputation or absorption to those posts. Where the number of posts to be filled on deputation or absorption by any employing Ministry or Office is fairly substantial, the employing Ministry/Head of Office concerned should endeavour to see that a fair proportion of such posts is filled by employees belonging to Scheduled Castes/Scheduled Tribes, subject of course, to availability, from the feeder categories, of qualified persons belonging to these communities.

Read DP&AR OM No. 36021/6/75-Estt(SCT), dated 09-10-1975 and DP&AR OM No. 36012/7/77-Estt (SCT) dated 21-01-1978 for more information.

Age Relaxation in Direct Recruitment

The maximum age-limit prescribed for direct recruitment to a service or post shall be increased by 5 years in the case of candidates belonging to Scheduled Castes and Scheduled Tribes and by 3 years in the case of candidates belonging to OBCs.

Age Relaxation in Promotion

Where an upper age-limit not exceeding 50 years is prescribed for promotion to a service/post, it shall be relaxed by 5 years in the case of candidates belonging to Scheduled Castes and Scheduled Tribes. This, however, would not apply to posts:

1. which have arduous field duties;
2. are meant for operational safety; and
3. to posts in paramilitary organisations.

Concession in Fee

The candidates belonging to Scheduled Castes and Scheduled Tribes will not be required to pay any fees for admission to any recruitment examination/selection.

Relaxation of Experience Qualification for SCs and STs in Direct Recruitment

Where some period of experience is prescribed as an essential qualification for direct recruitment to a post and where, in the opinion of the Ministry/Department concerned, the relaxation of the experience qualification will not be inconsistent with efficiency, a provision should be inserted under the Essential Qualification in the relevant Recruitment Rules to enable the Union Public Service Commission/competent authority to relax the experience qualification in the case of SC/ST candidates in the circumstances mentioned in the provisions.

Read DP & AR OM No.27/10/71-Estt (SCT) dated 05-09-1975 for more information.

Relaxation of Standard of Suitability in Direct Recruitment

In direct recruitment whether by examination or otherwise, if sufficient number of SC/ST/Other Backward Class candidates are not available on the basis of the general standard to fill all the vacancies reserved for them, candidates belonging to these communities should be selected to fill up the remaining vacancies reserved for them, provided they are not found unfit for such post or posts.

Thus, to the extent the number of vacancies reserved for Scheduled Castes, Scheduled Tribes and Other Backward Classes cannot be filled on the basis of general standard, candidates belonging to these communities will be taken by relaxed standard to make up the deficiency in the reserved quota, subject to the fitness of these candidates for appointment to the post/posts in question.

Read MHA OM No. 1/1/70-Estt (SCT), 25-07-1970 and OM No. 24/7/67(I)-Estt.(SCT) dated 24-09-1968 for more information.

No Relaxation in Educational Qualification

Where an educational qualification has been prescribed in the recruitment rules, all candidates including the SC, ST and OBC candidates shall satisfy the said qualification. Sometimes, a minimum number of marks or a minimum grade is prescribed as part of the educational qualification in the recruitment rules. In such cases, the minimum marks/grade so prescribed shall uniformly apply to all candidates including SC, ST and OBC candidates.

Relaxation of Standards in Departmental Competitive or Qualifying Examinations

If in case of promotions made through departmental competitive examinations, sufficient number of SC/ST candidates are not available on the basis of general standard to fill all the vacancies reserved for them, SC/ST candidates who have not acquired the general qualifying standard can also be considered for promotion to fill up the remaining vacancies reserved for them provided they are not found unfit for such promotions. In other words, the qualifying standard in such examinations can be relaxed in favour of SC and ST candidates if sufficient number of SC/ST candidates is not available on the basis of general standard to fill all the vacancies reserved for them.

Reservation Roster, Grouping of Posts

DoPT vide its OM dated 02-07-1997, has laid down detailed guidelines for maintenance and operation of the post-based reservation roster and also prescribed model reservation rosters. The broad principles to be followed for operation of the rosters are as under:

1. The vacancy-based rosters can operate only till such time as the representation of persons belonging to the reserved categories, in a cadre, reaches the prescribed percentage of reservation. Thereafter, the vacancy based rosters cannot operate and vacancies released by retirement, resignation, promotion etc. of the persons belonging to the general and the reserved categories are to be filled by appointment of persons from the respective category (i.e. post based reservation roster) so that the prescribed percentage of reservation is maintained.
2. Rosters are only an aid to determine the entitlement of different categories with regard to the quota reserved for them. They are not to determine seniority;
3. There should be separate rosters for direct recruitment and promotion where reservation in promotion applies;
4. While cadre is generally to be construed as the number of posts in a particular grade, for the purpose of preparation of roster, it shall comprise posts required to be filled by a particular mode of recruitment in terms of the applicable recruitment rules;
5. Whenever there is any increase or decrease in the cadre strength, the roster shall be correspondingly expanded or contracted. The same will also apply whenever there is a change in recruitment rules which affects the proportion of posts to be filled by a particular mode of recruitment.
6. While operating the roster, persons belonging to communities for whom reservation has been made, but who are appointed on merit and not owing to reservation should not be shown against reserved points. They will occupy the unreserved points; and
7. In the case of small cadres (up to 13 posts) all the posts shall be earmarked on the same pattern as in the model post-based rosters. Initial recruitment against these posts shall be by the category for which the post is earmarked. Replacement of incumbents of posts shall be by rotation as shown horizontally against the cadre strength as applicable. While operating the relevant roster, care will have to be taken to ensure that on no occasion the percentage of reserved category candidates exceeds 50%. If such a situation occurs at any time, the relevant reserved point occurring as a result of rotation will be skipped.

Read OM No. 36012/2/96-Estt.(Res.) dated 02-07-1997 for more information.

Manner of filling up of the reserved vacancies

While filling up of vacancies in a year, efforts shall be made to make up the shortfall of reservation for all the three categories, namely, SCs, STs and OBCs subject, however, to the condition that total number of vacancies reserved for SCs, STs and OBCs is not more than 50% of the vacancies of the year.

The ceiling of 50% reservation on filling of reserved vacancies would apply only to the vacancies which arise in the current year and the backlog reserved vacancies of SCs, STs and OBCs in case of direct recruitment and backlog reserved vacancies of SCs and STs in case of promotion of earlier years, would be treated as a separate and distinct group and would not be considered together with the reserved vacancies of the year in which they are filled for determining the ceiling of 50% reservation on total number of vacancies of that year.

However, backlog and/or carried forward reservation will automatically lapse in a cadre as soon as combined representation of a reserved category in direct recruitment as well as promotion is either equal to or more than the prescribed number of reserved posts in the relevant post-based rosters.

Shortfall of reservation of a particular reserved category in a cadre means the difference between the total number of reserved posts for that category in the cadre and the number of persons of that category appointed by reservation and holding the posts in the cadre.

Backlog reserved vacancies of a category are those vacancies which were earmarked reserved for that category in an earlier recruitment year(s) but remained unfilled in the previous recruitment attempt(s) on account of non availability of suitable candidates belonging to that category and are still lying unfilled.

Illustration

There is a cadre having a total number of 1000 posts which are filled by direct recruitment on all India basis by open competition. The number of SC, ST and OBC employees appointed by reservation in the cadre should ideally be 150, 75 and 270 respectively when all the posts are filled.

Suppose all the 1000 posts stood filled in the year 2006 but the number of SC, ST and OBC employees appointed by reservation was 130, 75 and 100 respectively. There was, thus, a shortfall of 20 SCs and 170 OBCs in the cadre in that year.

Suppose 200 vacancies occurred in the cadre in the recruitment year 2007, of which 20 were vacated by SCs, 10 by STs and rest by unreserved category candidates. After the vacation of these posts, the shortfall of SCs, STs and OBCs in the cadre became 40, 10 and 170 respectively. Though there was a big shortfall of SCs, STs and OBCs in the cadre, only 100 of these vacancies could be earmarked because all the 200 vacancies were current vacancies and a limit of 50% on reservation in a year would apply on these vacancies.

Shortfall of SCs and OBCs was more than 15% and 27% respectively of the current vacancies. Therefore, 15% of the current vacancies were straightway earmarked reserved for SCs and 27% for OBCs i.e. 30 vacancies were earmarked reserved for SCs and 54 for the OBCs. Shortfall of STs was 10 which is less than 7.5% of total vacancies. Therefore, only 10 vacancies were earmarked for STs. Applying the above principle, 94 vacancies were earmarked. This left room for 6 6 more vacancies to be earmarked reserved to make up the shortfall. These 6 vacancies were apportioned between SCs and OBCs in the ratio of percentage of reservation prescribed for these categories viz. 15: 27, i.e. 2 for SCs and 4 for OBCs (fractions rounded off to the nearest whole number). However, while making such a distribution, it has to be kept in view that the number of vacancies earmarked reserved for any category is not more than the shortfall of that category. Thus, final earmarking of reservation in respect of the vacancies for the year 2007 was 32 for SCs, 10 for STs and 58 for OBCs.

Suppose only 20 SC candidates, 5 ST candidates and 50 OBC candidates could be appointed in the recruitment year 2007 against the vacancies reserved for them. Thus, 12 vacancies of SCs, 5 vacancies of STs and 8 vacancies of OBCs which were earmarked reserved could not be filled and remained vacant. These 12 vacancies of SCs, 5 vacancies of STs and 8 vacancies of OBCs which were earmarked reserved but remained vacant in the recruitment attempt will be treated as backlog reserved vacancies for the subsequent recruitment year. After the recruitment process for the year 2007 was over, the total number of posts filled was 975, of which 130, 70 and 150 were held respectively by SCs, STs and OBCs. It may be noted that the shortfall of reservation of SCs, STs and OBCs at this stage was 20, 5 and 120 respectively. However, the number of backlog reserved vacancies of SCs, STs and OBCs was 12, 5 and 8 respectively.

Suppose 200 vacancies occurred in the recruitment year 2008 of which 20 were vacated by SCs, 10 by STs and 20 by OBCs. At this stage the shortfall of SCs, STs and OBCs was 40, 15 and 140 respectively. Total vacancies in the year were 200+12+5+8=225, of which 200 were current vacancies and 25 backlog vacancies. While earmarking reservation, 25 backlog reserved vacancies of SCs, STs and OBCs will be treated as a separate and distinct group and will be kept reserved-12 for SCs, 5 for STs and 8 for OBCs. Of the 200 current vacancies, not more than 100 can be earmarked. By applying the same principles as in the year 2007, out of 200 current vacancies, 28 were earmarked reserved for SCs,10 for STs and 62 for OBCs. Thus the number of vacancies reserved for SCs, STs and OBCs in the recruitment year 2008, including the backlog reserved vacancies, were 40, 15 and 70 respectively. If only 35 SCs, 12 STs and 50 OBCs become available to fill up the reserved vacancies, 5 vacancies of SCs, 3 vacancies of STs and 20 vacancies of OBCs will be kept vacant and will be treated as backlog reserved vacancies for the subsequent recruitment year.

Exchange of Reservation between SCs and STs

After the introduction of post-based reservation, various Ministries/Departments have been seeking clarification whether it is possible to fill up a post reserved for Scheduled Tribes by a SC candidate or vice versa by applying the principle of exchange of reservation between Scheduled Castes and Scheduled Tribes as was possible when vacancy-based rosters were in vogue.

Basic principle of post-based reservation is that the number of posts filled by reservation by any category in a cadre should be equal to the quota prescribed for that category. If exchange of reservation between SCs and STs is permitted, the number of employees of one reserved category of employees appointed by reservation will go beyond the reservation prescribed for that category. It would be against the spirit of post-based reservation. Therefore, after introduction of post-based reservation, it is not permissible to fill up a post reserved for Scheduled Tribes by a SC candidate or vice-versa by exchange of reservation between SCs and STs.

Grouping of Posts

In the case of posts filled by direct recruitment, isolated posts and small cadres may be grouped with posts in the same class for the purpose of reservation orders taking into account the status, salary and qualifications prescribed for the posts in question.

For the purposes of determining the reservation, the vacancies occurring in various constituents of the Group may be plotted on the roster strictly in a chronological order i.e. sequence of date of occurrence.

While reservations would be made according to the groups as provided above, the total reservation in any of the posts/services so grouped should not exceed 50 per cent of the vacancies to be filled in it i.e. in the particular post/service, in a recruitment year. The total reservation for SCs, STs and OBCs in any post or service should also not exceed 50 percent of the total number of posts in the particular post/service.

Appointment on Own Merit

In case of direct recruitment, SC/ST/OBC candidates, who are selected on the same standard as applied to general candidates i.e. without relaxation in age limit, experience qualification, permitted number of chances in written examination, extended zone of consideration larger than what is provided to the general category candidates etc., shall not be adjusted against reserved vacancies.

The SC/ST candidates appointed by promotion on their own merit and not owing to reservation or relaxation of qualifications will not be adjusted against the reserved points of the reservation roster. They will be adjusted against unreserved points.

If an unreserved vacancy arises in a cadre and there is any SC/ST candidate within the normal zone of consideration in the feeder grade, such SC/ST candidate cannot be denied promotion on the plea that the post is not reserved. Such a candidate will be considered for promotion along with other candidates treating him as if he belongs to the general category. In case he is selected ,he will be appointed to the post and will be adjusted against the unreserved point.

SC/ST candidates appointed on their own merit (by direct recruitment or promotion )and adjusted against unreserved points will retain their status of SC/ST and will be eligible to get the benefit of reservation in future/further promotions, if any.

50% limit on reservation will be computed by excluding such reserved category candidates, who are appointed/promoted on their own merit.

The principle of Own Merit will apply whether the promotion is made by selection method or non-selection method.

Adjustment of Compassionate Appointees

A person selected for appointment on compassionate grounds should be adjusted in the reservation register/reservation roster register against the appropriate category viz. SC/ST/OBC/UR category, depending upon the category to which he belongs.

For example, if he belongs to SC, he shall be adjusted against a vacancy reserved for SCs. Similarly if he is an ST or OBC candidate, he shall be adjusted against vacancy reserved for STs or OBCs, as the case may be. An unreserved category candidate shall be adjusted against an unreserved vacancy.

De-reservation

De-reservation in Case of Direct Recruitment

There is a general ban on de-reservation of reserved vacancies in case of direct recruitment. However, in rare and exceptional cases when a vacancy in a Group A service cannot be allowed to remain vacant in public interest, the administrative Ministry/Department may prepare a proposal for de-reservation of the vacancy.

The administrative Ministry shall consult the National Commission for Scheduled Castes in respect of vacancy reserved for SCs, the National Commission for Scheduled Tribes in respect of vacancy reserved for STs and the National Commission for Backward Classes in respect of vacancy reserved for OBCs. After obtaining the comments of the concerned Commission, the administrative Ministry/Department shall place the proposal along with the Commission’s comments before a Committee comprising of the Secretaries in the Department of Personnel and Training, the Ministry of Social Justice and Empowerment and the Ministry/Department under which the recruitment is to be made for consideration and recommendation. The recommendations of the Committee shall be placed before the Minister in charge of the Department of Personnel and Training for taking a final decision. If de-reservation of the vacancy is approved, it can be filled as an unreserved vacancy.

De-reservation in Case of Promotion

In case of promotion, if sufficient number of SC/ST candidates fit for promotion against reserved vacancies are not available, such vacancies may be de-reserved and filled by the candidates of other communities. The power to accord approval to de-reservation of the reserved vacancies in such cases is delegated to the administrative Ministries and Departments subject to the following conditions:

1. No candidate belonging to the category for which the vacancy is reserved is available within the zone of consideration or extended zone of consideration or eligible for promotion in the feeder cadre(s) specified in the relevant service/recruitment rules/orders;
2. The proposal for de-reservation has been seen and concurred in by the Liaison Officer of the Ministry /Department;
3. The proposal for de-reservation is agreed to at a level not lower than that of Joint Secretary to the Government of India, in the administrative Ministry/Department (proper)concerned; and
4. In the event of disagreement between the appointing authority and the Liaison Officer, the advice of the Department of Personnel & Training is obtained.

Read OM No. 3602012/2007-Estt(Res) dated 07-12-2009 for more information.

Verification of the Caste/Community certificate

Conditions to be Added in the Appointment Order

The appointment order should state that the offer of appointment is subject to verification of SC/ST/OBC certificate and if the verification reveals that the claim is false, the services will be terminated forthwith without assigning any further reasons.

Action Against government Servants Who Get Appointed on the Basis of False SC/ST/OBC Certificates in Case of Permanent government Servants

An inquiry as prescribed in Rule 14 of CCS (CCA) Rules, 1965 may be held and if the charges are proved, he/she should be removed or dismissed from service. In no circumstances, should any penalty be imposed.

Timely Verification of Caste/Community certificate

In order to avoid withholding of pensionary benefits due to pendency of verification process, all state/UT Governments to ensure that veracity of caste/community certificate referred to the district authorities is verified and reported to the appointing authority within one month of receipt of request from such authority. It may be ensured that the process of verification is completed within six months of the employee joining service.

Note

If SC/ST/OBC candidates are unable to produce a certificate from the prescribed authorities for the purpose of appointment to posts/services they may be provisionally appointed with a condition to produce the prescribed certificate within a reasonable time subject to verification.

While recruiting candidates belonging to the SC/ST/OBC, there may be no objection in accepting caste/community certificates in any of the scheduled languages in addition to the official language. state/UT Governments may make available a digital copy of such certificates online for verification by recruiting organisations.

Other Provisions

Arrangements for Training

More intensive training should be arranged for directly recruited Group A officers belonging to Scheduled Castes and Scheduled Tribes by the Heads of the Training institutions, wherever necessary, along with other officers.

Selection of Persons for Posting Abroad

While it will not be possible to provide for any specific norm of relaxation in favour of SC and ST employees in the matter of posting in foreign countries, when a Ministry/Department etc. makes selection of persons for posting in its units etc. located in a foreign country, it should see that eligible employees belonging to Scheduled Castes and Scheduled Tribes are also considered along with others for such posting.

Forwarding of Application for Employment

Application for employment elsewhere of temporary or permanent Central government servants belonging to Scheduled Castes, Scheduled Tribes and Other Backward Classes should be readily forwarded except in very rare cases where there may be compelling grounds of public interest for withholding such applications.

Cases where applications of employees belonging to Scheduled Castes/Scheduled Tribes/Other Backward Classes could not be forwarded due to compelling grounds of public interest, should be reported within a month to the officer nominated as Liaison Officer in the administrative Ministry/Department or in offices under the Head of Department

Prevention of Discrimination

It has been pointed out on many occasions that the SC and ST Officers, after appointment, are subjected to harassment and discrimination on grounds of their social origin. It has been pointed out that SC/ST officers are sometimes transferred to far-off places and also placed at insignificant positions. It has also been stated that these officers are not accepted at their places of postings by the concerned superior officers in some cases. In this connection, it is emphasised that government servants should desist from any act of discrimination against members of SC/ST communities on grounds of their social origin. Senior officers, including the Liaison Officers of the Ministry/Department, should keep a close watch to ensure that such incidents do not occur at all. However, if any such incident comes to the notice of the authorities, action should be taken against the erring officials promptly.

Economically Weaker Sections (EWS)

General Guidelines

The following instructions are issued in consultation with Ministry of Social Justice and Empowerment and Department of Legal Affairs regarding reservation for EWSs not covered under the reservation scheme for SCs/STs/OBCs in respect of direct recruitment in civil posts and services in the Government of India.

Quantum of Reservation

The persons belonging to EWSs who are not covered under the scheme of reservation for SCs, STs and OBCs shall get 10% reservation in direct recruitment in civil posts and services in the Government of India.

Exemptions

Scientific and Technical posts which satisfy all the following conditions can be exempted from the purview of the reservation orders by the Ministries/Departments:

1. The posts should be in grades above the lowest grade in Group A of the service concerned;
2. They should be classified as scientific or technical in terms of Cabinet Secretariat according to which scientific and technical posts for which qualifications in the natural sciences or exact sciences or applied sciences or in technology are prescribed and, the incumbents of which have to use that knowledge in the discharge of their duties; and
3. The posts should be for conducting research or for organising, guiding and directing research.

Criteria of Income & Assets

Persons who are not covered under the scheme of reservation for SCs, STs and OBCs and whose family has gross annual income below ₹8,00,000 (Rupees eight lakh only) are to be identified as EWSs for benefit of reservation. Income shall also include income from all sources i.e. salary, agriculture, business, profession, etc. for the financial year prior to the year of application.

Also persons whose family owns or possesses any of the following assets shall be excluded from being identified as EWS, irrespective of the family income:

1. 5 acres of agricultural land and above;
2. Residential at of 1000 sq. ft. and above;
3. Residential plot of 100 sq. yards and above in notified municipalities; and
4. Residential plot of 200 sq. yards and above in areas other than the notified municipalities.

The property held by a Family in different locations or different places/cities would be clubbed while applying the land. or property holding test to determine EWS status.

Note

The term Family for this purpose will include the person who seeks benefit of reservation, his/her parents and siblings below the age of 18 years as also his/her spouse and children below the age of 18 years.

Effecting Reservation

The general principles for making and operating post based reservation roster would be as per the following principles.

1. Every government establishment shall now recast group-wise post-based reservation roster register for direct recruitment in accordance with format given in Annexure II, III, IV and V, as the case may be, for effecting 10% reservation for EWSs interpolating them with the SCs, STs and OBCs. While fixing roster point, if the EWS roster point coincides with the roster points of SCs/STs/OBCs the next available UR roster point has been allotted to the EWSs and also the principle of “squeezing” has been kept in view. While drawing up the rosters, the cadre controlling authorities may similarly “squeeze” the last points of the roster so as to meet prescribed 10% reservation.
2. Where in any recruitment year any vacancy earmarked for EWS cannot be filled up due to non availability of a suitable candidate belonging to EWS, such vacancies for that particular recruitment year shall not be carried forward to the next recruitment year as backlog.
3. Persons belonging to EWS selected against the quota for persons with benchmark disabilities/ex-servicemen shall be placed against the roster points earmarked for EWS.

Adjustment Against Unreserved Vacancies

A person belonging to EWS cannot be denied the right to compete for appointment against an unreserved vacancy. Persons belonging to EWS who are selected on the basis of merit and not on account of reservation are not to be counted towards the quota meant for reservation.

Persons With Benchmark Disability

Reservation in Direct Recruitment

With enactment of the Rights of Persons with Disabilities Act, 2016 from 19-04-2017 and notification of the Rights of Persons with Disabilities Rules, 2017 on 15-06-2017, the following instructions have been issued in line with the provisions made therein regarding reservation for Persons with Benchmark Disabilities, as defined under Section 2(r) of the Act against the posts and services of the Central government.

Quantum of Reservation

In case of direct recruitment, four percent of the total number of vacancies to be filled up by direct recruitment, in the cadre strength in each group of posts i.e. Groups A, B and C shall be reserved for persons with benchmark disabilities.

Against the posts identified for each disabilities, of which, one percent each shall be reserved for persons with benchmark disabilities under clauses 1, 2 and 3 and one percent, under clauses 4 and 5, unless otherwise excluded under the provisions:

1. Blindness and low vision;
2. Deaf and hard of hearing;
3. Locomotor disability including cerebral palsy, leprosy cured, dwarfism, acid attack victims and muscular dystrophy;
4. Autism, intellectual disability, specific learning disability and mental illness; and
5. Multiple disabilities from amongst persons under clauses 1 to 4 including deaf-blindness.

Exemptions from Reservation

If any Ministry/Department in the Central government considers it necessary to exempt any establishment or any cadre or cadres fully or partly from the provisions of reservation for persons with benchmark disabilities, it shall make a reference to the Department of Empowerment of Persons with Disabilities giving full justification for the proposal, who having regard to the type of work carried out in any government establishment by notification and subject to such condition, if any, as may be specified in the notification, in consultation with the Chief Commissioner for Persons with Disabilities (CCPD) may exempt any Establishment or any cadre(s) fully or partly from the provisions of reservation for persons with benchmark disabilities.

Adjustments Against Unreserved Vacancies

In the category of posts which are identified suitable for persons with benchmark disabilities, a person with benchmark disability cannot be denied the right to compete for appointment by direct recruitment against an unreserved vacancy. Thus a person with benchmark disability can be appointed by direct recruitment against vacancy not specifically reserved for the persons with benchmark disability, provided the post is identified suitable for persons with benchmark disability of the relevant category.

Persons with benchmark disabilities selected without relaxed standards along with other candidates, will not be adjusted against the reserved share of vacancies. The reserved vacancies will be filled up separately from amongst the eligible candidates with benchmark disabilities which will thus comprise of candidates with benchmark disabilities who are lower in merit than the last candidate in merit list but otherwise found suitable for appointment, if necessary, by relaxed standards.

Computation of Number of Posts to be Reserved in PwD

The number of posts to be reserved for persons with benchmark disabilities in case of Group C posts shall be computed on the basis of total number of vacancies in the cadre strength of Group C posts, in the establishment, although the recruitment of the persons with benchmark disabilities would only be against the category of posts identified suitable for them. The number of vacancies to be reserved for the persons with benchmark disabilities in case of direct recruitment to Group C posts in an establishment shall be computed by taking into account the total number of vacancies arising in Group C posts for being filled by direct recruitment in a recruitment year both in the identified and unidentified category of posts under the establishment. Since reservation, wherever applicable, for Persons with Benchmark Disabilities is provided computing the total number of vacancies in the cadre strength in identified category of posts as well as unidentified category of posts, it may be possible that number of persons appointed by reservation in an identified category of post may exceed four percent.

Reservation for persons with benchmark disabilities in Group A or Group B posts shall be computed on the basis of total number of vacancies occurring in direct recruitment quota in the cadre in all the Group A posts or Group B posts respectively and the computation of total vacancies shall include vacancies arising in the identified and unidentified category of posts.

Effecting Reservation in PwD

Every government establishment shall maintain group wise a separate vacancy based 100 point vacancy based reservation roster register for determining/affecting reservation for the Persons with Benchmark Disabilities - one each for Group A posts filled by direct recruitment, Group B posts filled by direct recruitment and Group C posts filled by direct recruitment.

Each register shall have cycles of 100 points and each cycle of 100 points shall be divided into four blocks, comprising the following points:

Point Range	Block Details
1 to 25	First
26 to 50	Second
51 to 75	Third
76 to 100	Fourth

Points 1, 26, 51 and 76 of the roster shall be earmarked for persons with benchmark disabilities - one point each for four respective categories of disabilities. The Head of the establishment shall ensure that vacancies identified at serial.1, 26, 51 and 76 are earmarked for the respective categories of the persons with benchmark disabilities. However, the Head of the establishment shall decide the placement of the selected candidate in the roster register.

All the vacancies arising irrespective of vacancies reserved for Persons with Benchmark Disabilities shall be entered in the relevant roster. If the vacancy falls at point no. 1 is not identified for the Person with Benchmark Disability or the Head of the establishment considers it desirable not to fill it up by Persons with Benchmark Disabilities or it is not possible to fill up that post by the Persons with Benchmark Disabilities for any other reason, one of the vacancies falling at any of the points from 2 to 25 shall be treated as reserved for the person with benchmark disability and filled as such.

Likewise, a vacancy falling at any of the points from 26 to 50 or from 51 to 75 or from 76 to 100 shall have to be filled by the Persons with Benchmark Disabilities. The purpose of keeping points 1, 26, 51 and 76 as reserved is to fill up the first available suitable vacancy.

There is a possibility that none of the vacancies from 1 to 25 is suitable for any category of the person with benchmark disability. In that case two vacancies from 26 to 50 shall be filled as reserved for persons with benchmark disabilities. If the vacancies from 26 to 50 are also not suitable for any category, three vacancies shall be filled as reserved from the third block containing points from 51 to 75. This means that if no vacancy can be reserved in a particular block, it shall be carried over into the next block

After all the 100 points of the roster are covered, a fresh cycle of 100 points shall start.

If the number of vacancies in a year is such as to cover only one block (say 25 vacancies) or two (say 50 vacancies), the category of the persons with benchmark disabilities should be accommodated as per the roster points. However, in case, the said vacancy is not identified for the respective category, the Head of the establishment shall decide the category on the basis of the nature of the post, the level of representation of the specific disabled category in the concerned grade/post etc.

Exchange of Reservation in PwD

Where in any recruitment year any vacancy cannot be filled up due to non availability of a suitable person with benchmark disability or for any other sufficient reason, such vacancy shall be carried forward in the succeeding recruitment year and if in the succeeding recruitment year also suitable person with benchmark disability is not available, it may first be filled by interchange among the following four categories of disabilities, at one percent each to each category:

1. Blindness and low vision;
2. Deaf and hard of hearing;
3. Locomotor disability including cerebral palsy, leprosy cured, dwarfism, acid attack victims and muscular dystrophy; and
4. Autism, intellectual disability, specific learning disability and mental illness. Multiple disabilities from amongst persons under block 1 to 4 (See Effecting Reservation in PwD) including deaf, blindness.

Only when there is no person with benchmark disability available for the post in that year, the employer shall fill up the vacancy by appointment of a person, other than a person with benchmark disability.

If the nature of vacancies in an establishment is such that a given category of person cannot be employed, the vacancies may be interchanged with the prior approval of the Department of Empowerment of Persons with Disabilities, among the above mentioned four categories.

If any vacancy reserved for any category of benchmark disability cannot be filled due to non-availability of a suitable person with that benchmark disability or, for any other sufficient reason, such vacancy shall be carried forward as a backlog reserved vacancy to the subsequent recruitment year.

Reservation for PwDs in Promotion

In case of promotion, four per cent of the total number of vacancies in the cadre strength within Group C, from Group C to Group B, within Group B and from Group B to the lowest rung of Group A shall be reserved for PwBDs. Reservation in promotion shall be applicable in the cadres in which the element of direct recruitment, if any, does not exceed 75%.

Note

The Ministries/Departments shall continue to upload data on representation of Persons with Benchmark Disabilities along with data on SCs, STs, OBCs in respect of posts/services under the Central government on the URL i.e. www.rrcps.nic.in as on 1st January of every year.

Horizontality of Reservation

Reservation for backward classes of citizens (SCs, STs and OBCs) is called vertical reservation and the reservation for persons with benchmark disabilities and ex-servicemen is called horizontal reservation. Horizontal reservation cuts across vertical reservation (in what is called interlocking reservation) and persons selected against the quota for persons with benchmark disabilities have to be placed in the appropriate category viz. SC/ST/OBC/Unreserved depending upon the category to which they belong in the roster meant for reservation of SCs/STs/OBCs.

Illustration

To illustrate, if in a given year there are two vacancies reserved for the persons with benchmark disabilities and out of two persons with benchmark disabilities appointed, one belongs to SC and the other belongs to Unreserved category, then the SC candidate with benchmark disability shall be adjusted against the SC point in the reservation roster and the Unreserved candidate with benchmark disability against unreserved point in the relevant reservation roster. In case none of the vacancies falls on points reserved for the SCs, the candidate under benchmark disability belonging to SC shall be adjusted in future against the next available vacancy reserved for SCs.

Since the persons with benchmark disabilities have to be placed in the appropriate category, viz. SC/ST/OBC/Unreserved in the roster meant for reservation of SCs/STs/OBCs, the application form for the post should require the candidates applying under the quota reserved for persons with benchmark disabilities to indicate whether they belong to SC/ST/OBC or Unreserved. Thus, reservation for persons with benchmark disabilities is horizontal.

Reservations for Meritorious Sportspersons

Eligibility

Persons who have represented a state or the country in the National or International competition in any of the games/sports listed below:

1. Inter-University Tournaments conducted by the Inter-University Sports Board in any of these games;
2. The state Schools Teams in the National Sports/Games conducted by the All India School Games Federation in any of these games/sports; and
3. Persons who have been awarded National Awards in Physical Efficiency under National Physical Efficiency Drive.

List of Games

Archery, Athletics, Atya-Patya, Badminton,Ball-Badminton, Baseball, Basketball, Billiards and Snookers, Body-Building,Boxing, Bridge, Carrom, Chess, Cricket, Cycling, Cycle Polo, Deaf Sports, Equestrian, Fencing, Football, Golf, Gymnastics, Handball, Hockcv, Ice-hockey, Ice-skating, Ice-skiing, Judo, Kabaddi, Karate, Kayaking and Canoeing, Kho - Kho, Kudo, Mallakhamb, Motor Sports, Net Ball, Para Sports (for sports discipline included in Paralympics and Para Asian Garnes), Pencak Silat, Polo, Powerlifting, Shooting, Shooting Ball, Roll Ball, Roller Skating, Rowing, Rugby, Sepak Takraw, Soft Ball, Soft Tennis, Squash, Swimming, Table Tennis, Taekwondo, Tenni-Koit, Tennis, Tenpin Bowling, Triathlon, Tug-of-war, Volleyball, Weightlifting, Wushu, Wrestling, Yachting, Tennis Ball Cricket and Yogasana.

Extent of Reservation

No specific percentage of reservation is prescribed. Ministries/Departments can recruit meritorious sportspersons in any year against vacancies not exceeding 5%, in relaxation of the recruitment procedure, provided the overall reservations of all types do not exceed 50% of the total number of vacancies.

Posts to which Reservation Applicable

Group C post filled by direct recruitment otherwise than through the UPSC. No reservation is permitted by direct recruitment to Group A and B posts. Appointing authorities at their discretion may notify vacancies reduced up to 5% for being filled by direct recruitment for sports persons. No reservation preference is permitted in promotions. The fact may be taken into account in assessing the overall merit.

Placement in the Reservation Roster

Sports persons so appointed will be adjusted in the reservation roster of SC/ST/OBC/General category to which they belong. For instance, if the candidate belongs to SC, adjustment will be against the roster point reserved for SC.

Reservations for Ex-Servicemen

Ex-Serviceman means a person who has served in any rank in the Regular Army,Navy and Air Force of the Indian union and the Territorial Army Personnel.

Army Postal service personnel who retire directly from APS without reversion to P&T Department with a pension or who have been released from such service on medical grounds attributable to military service or circumstances beyond their control and awarded medical/other disability pension are also treated as Ex-Servicemen.

It also includes a person who retired or was released on medical grounds or due to reduction in the establishment, or was released after completing the specific period of engagement.Short Service Commissioned Officers released from service after completing initial terms of engagement otherwise than by way of dismissal or discharge on account of misconduct or inefficiency and have been given gratuity shall be eligible to the status of Ex-servicemen.

Reservation

Ten percent of the vacancies in Group C and twenty percent in Group D posts are reserved for Ex-Servicemen in direct recruitment only. No reservation is allowed in promotions.

Once an Ex-Serviceman is appointed to a civil post against a reserved vacancy, he ceases to be an Ex-Serviceman and hence not entitled to the benefit of reservation for other posts subsequently. However, the benefit of age relaxation as prescribed for Ex-Servicemen is admissible to such re-employed persons for securing another employment in a higher grade or cadre in Groups C and D.

An ex-Serviceman, as soon as he/she joins any civil employment should give self-declaration/undertaking to the concerned employer about the date-wise details of application for various vacancies for which he/she had applied before joining the initial civil employment.

Placement in the Roster

An Ex-Serviceman selected for appointment should be placed against the category to which he belongs. For instance, if they belong to SC, they should be placed against the point for SC.

Note

Officer appointed to look after the reservation matters of SC/ST would also be the L.O. for reservation matters relating to Ex-Servicemen and physically handicapped.