The purpose of this procedure is to recruit staff keeping in view of the staff /students ratio for effective functioning of the institution and to explain the methodology to identify the training needs and to provide internal and external training for the SAEC staff.

• Correspondent and Principal are responsible for the recruitment of staff as per requirement.
• Principal and respective HOD is responsible for identifying training needs for their staff.

• At the end of each academic year / semester, the Principal reviews the staff position.
• At the end of the academic year/ semester, HOD collects in advance the details regarding the staff who are going to continue for the next academic year / semester.
• HOD with the help of senior staff consolidates the workload for theory, practical. administrative work, external program and work out the manpower requirement and forwards to Principal.
• Principal finalizes the total staff requirement and submits the same to the Secretary, at least a month in advance for the start of the academic year / semester for his approval

• After getting the management approval, the Principal designs the format for the advertisement. Advertisements should have details regarding job profiles, required qualification and experience with salary norms, to be published in leading newspapers.

• On receipt of applications for various posts, the same are collected at office and after making necessary inward entries the same are forwarded to the Principal.
• Principal screens the applications and with the help of respective HODs the screened applications are submitted to the Secretary for approval.

A Selection Board is formed to conduct preliminary interview comprising the following members:

1. Correspondent
2. Principal
3. HOD
4. Technical Experts

• The Correspondent sends preliminary interview call letters, mentioning the date and venue of the interview to the applicants to attend the personal interview along with their original testimonials.
• The dates of the interview and the venue are communicated to all the designated selection board members.
• Appraisal sheets are given to the selection board members to allot suitable marks / grading for each of the item (the attributes are decided at the time of interview depending upon the position) under observations.
• Each member makes his own assessment and valuation. A consolidated list will be prepared including the ranking, special qualifications etc. Selection of candidates will be made on merit / ranking and recommendation signed by all selection board members.
• Based on merit /ranking and remuneration signed by all selection members, the Secretary conducts final interview and selects the faculty and give the appointment order on the day itself along with salary structure.

• Newly appointed faculty has to join sufficiently in advance or at least a week ahead of the academic year so that they will have enough time to get acquainted with the new environment, syllabus and other areas.
• On reporting for duty at the college, the candidate shall meet the Principal for attending the formalities (orientation training) and submit the joining report duly filled.
• After getting the joining report, the Principal gives suitable instruction and after meeting the secretary they have to report to the concerned HOD.

• The HOD identifies the training needs for the staff with the help of competency matrix and Students Feedback information’s during the beginning of every academic year / semester.
• Then the HOD forward this to staff training in charge who prepares the Annual training plan in same month
• All the training programmes are conducted as per the Annual training plan and the staff training in charge maintains the training records and feedbacks for the programmes conducted.

• HOD evaluates the effectiveness of the training conducted through training effectiveness evaluation form.

Cadre Level for Faculty members in the College

Assistant Professor (Engineering and Technology)

• BE/B.Tech& ME/ M.Tech in relevant branch with 1st class or equivalent in both BE/B.Tech or ME/M.Tech.

Associate Professor (Engineering and Technology)

• Qualifications as above that is for the post of Assistant Professor, as applicable and PhD or equivalent, in appropriate discipline.
• Post PhD publications and guiding PhD students is highly desirable.
• Minimum of 5 years’ experience in teaching / research /industry of which 2 years post PhD experience is desirable.

Professor (Engineering and Technology)

• Qualifications as above that are for the post of Associate Professor, applicable.
• Post PhD publications and guiding PhD students is highly desirable.
• Minimum of 10 years teaching/ research /industrial experience of which at least 5 years should be at the level of Associate professor. (or)
• Minimum of 13 years’ experience in teaching and / or Research and /or Industry.
• In case of research experience, good academic record and books/ research paper publications /IPR/ patents record shall be required as deemed fit by the expert members of the selection committee.
• If the experience in industry is considered, the same shall be at managerial level equivalent to Associate Professor with active participation record in devising/ designing, planning, executing, analyzing, quality control, innovating, training, technical books/ research paper publications / IPR/ patents, etc., as deemed fit by the expert members of the Selection committee.

Principal / Director (Engineering and Technology)

• Qualifications as above that are for the post of Professor, as applicable.
• Post PhD publications and guiding PhD students is highly desirable. Minimum of 10 years’ experience in teaching / Research / Industry out of which at least 3 years shall be at the level of Professor. or
• Minimum of 13 years’ experience in teaching and/ or Research and/or Industry In case of research experience,
• good academic record and books / research paper publications / IPR / patents record shall be required as deemed fit by the expert members of the Selection committee.
• If the experience in industry is considered, the same shall be at managerial level equivalent to Professor level with active participation record in devising / designing, developing, planning, executing, analyzing, quality control, innovating, training, technical books / research paper publications / IPR / patents, etc. as deemed fit by the expert members of the Selection committee.
• Flair for Management and Leadership is essential.

Assistant Professor (Science and Humanities)

Qualifications

1. Good academic with at least 55% marks or, an equivalent CGPA* at the Master’s degree level, in therelevant subject from an Indian University, or an equivalent degree from a Foreign University
2. Besides fulfilling the above qualifications, candidates should have cleared the National Eligibility Test(NET) for Asst. Professors conducted by the UGC, CSIR or similar test accredited by the UGC

Associate Professor (Science and Humanities)

Qualifications

1. Qualification as above that is for the post of Assistant Professor, as applicable and PhD or equivalent, inappropriate discipline
2. Post PhD publications and guiding PhD student is highly desirable.
3. Minimum of 5 years experience in teaching and/or research of which at least 2 years shall be post PhDis desirable.

Professor (Science and Humanities)

Qualifications

1. Qualifications as above that are for the post of Associate Professor, as applicable.
2. Post PhD publications and guiding PhD students is highly desirable
3. Minimum of 10 years teaching and/or research experience of which at least 5 years should be at thelevel of Associate Professor.

OR

1. Minimum of 13 years experience in teaching and/ or Research. In case of research experience, good academic record and books/research paper publications/IPR/patents record shall be required as deemed fit by the expert members in Selection committee.

College Librarian:

Minimum Qualifications:

1. Qualifying in the National Level test conducted for the purpose by the UGC or any other agency approved by the UGC.
2. Masters degree in Library Science/Information Science/Documentation or an equivalent professional degree with at least 55% of the marks or its equivalentCGPA* and consistently good academic record, computerization of library.

Director of Physical Education :

1. A Master’s degree level in Physical Education ( two year course) or Master’s degree in Sports or an equivalent degree with at least 55% of the marks or itsequivalent CGPA* and consistently good academic record.
2. Record of having represented the University /College at the interuniversity/inter –collegiate competitions or the State in national championships.
3. Passed the physical fitness test.
4. Qualifying in the national test conducted for the purpose by the UGC or any other agency approved by the UGC.

1. Faculty members are promoted as per AICTE norms and based on performance in teaching, research, industrial experience, research publication, other meritorious performances liketechnical paper presentation, awards and major funded research projects received.
2. Members of faculty who complete Ph.D. are given preference for promotion.
3. Members of faculty who are eligible for promotion are required to appear before the selection committee for interview.

1. Increments will be sanctioned only on satisfactory report of performance of the Employee. An increment may be withheld to an employee if the conduct hasnot been good or his work has not been satisfactory. The authority ordering such withholdingthe increment shall state the period for which it is to bewithheld and whether the postponement shall have the effect for postponing future increments also. It shall be further stated in the order that the period forwhich increment has been stopped will be exclusive of any period spent on leave before the period is completed.
2. In all cases, the increment is sanctioned based on the report of the appraisal of the employee by

(i) Students

(ii) HODs Concerned

(iii) Principal & Management

In case of Nonteachingemployee, the appraisal is made only by

(i) HODs concerned

(ii) Principal & Management

Consequence of misconduct

Offences aforesaid can invite penal action ranging from suspension to dismissal depending on the gravity of offence. The following steps are to be followed withregard to all disciplinary actions.

1. Verbal Warning: For a minor offence, a verbal warning will be issued in a formal meeting between the employee, the HoD and Principal. The record of the warning is prepared and retained on the personnel file of the employee.
2. Written Warning (Memo): If the administration has sufficient grounds to believe that verbal warnings are not heeded or if the administration is satisfied that the employee is guilty of serious misconduct or at his direction,the Principal is to issue written warning specifying charges and asking the employee to show cause why disciplinary action may not be initiated against the employee.
3. If the reply of the employee is found unsatisfactory or if the administration is convinced that the conduct of the employee stands unchanged or is likely to be detrimental to the interests of the organization, the employee will be placed under suspension pending enquiry by the enquiry committee constituted for the purpose provided however, that no such enquiry will be necessary if the employee concerned admits the charges in writing.
4. If the employee does not answer the show cause notice in writing within a reasonable period (maximum seven days), it will be personal that he/she has tostate anything and he will be produced against.

Domestic Enquiry

No order of punishment shall be made without the employees having been given an opportunity of explaining to the satisfaction of the management thecircumstances alleged against him/her. Accordingly, a charge sheet will be issued calling for the explanation of the delinquentemployee. In the event, themanagement is not satisfied with such an explanation, an enquiry officer will be appointed who will be required to conduct the domestic enquiry.

Dismissal

Upon completion of enquiry and in the event of the employee being proved to have committed offence inviting maximum penalty, the concerned staff will bedismissed from service.

Notice Period

Three months’ notice period is permissible for both faculty members and non-teaching staffs to resign his/her jobs.