Recruitment, selection and induction procedure.
This policy will support the Institution to attract and retain motivated staff who will embrace the future with energy, creativity and will be focused on the quality of education and growth of students.
To enable selection and induction of the right candidate in the right position and aim to ensure:
This procedure applies to the recruitment and selection of candidates to all vacant positions across the functions, levels and hierarchy based on manpower requisitions.
| Procedure | Responsibility |
|---|---|
| 1. Identify Manpower need Determine whether an established position has become vacant or whether there is a demonstrated need for a new position. Obtain approval from the Delegated Authority of MEI to start recruitment. | Academic Head/HOD |
| 2. Seek approval Recruitment and advertising request; updated position description; selection panel composition; advertising preferences. | Human Resource Department |
| 3. Sourcing and advertising Online websites; print media (newspapers, magazines, journals); referrals/word of mouth. | Human Resource Department |
| 4. Shortlist candidates for interview Short listing can be done by HR and department authorities. | Human Resource Department/HODs |
| 6. Recommend preferred candidate(s) Candidate(s) who best meet(s) the selection criteria. | Selection Committee |
| 7. Make a verbal offer Finalize terms, obtain approval and extend the approved verbal offer. | Human Resource Department |
| 8. Contract offer and acceptance Prepare and send the offer and receive signed acceptance. | Human Resource Department |
| 9. Commence induction HODs are notified that the staff member has signed the contract and are advised of the start date and induction. | Human Resource Department |
The objective is to support successful alignment of new staff with the Institution's strategic direction, roles and responsibilities, culture, organizational structure, joining formalities, obligations, health and safety requirements, and key policies and procedures.
| Step | Procedure | Responsibility / Timeline |
|---|---|---|
| 1. Preparation of local induction | HR informs the department regarding commencement; coordinates workstation and may assign a buddy/mentor. | HR Dept. — Before commencement |
| 2. Reporting on joining formalities | HR monitors and reports completion of joining formalities as per the entry checklist. | HR Dept. — Within 4 days |
| 3. Local induction meeting | Introduce key persons; explain role, responsibilities and probation; issue ID card; collect Bank/PAN details; enable Bio-matrix attendance; provide leave and other formalities; provide occupational health and safety information. | HR Dept. — Within first week |
| 4. Initial induction | Undertake initial induction and review of appointment. | HR Dept., HOD, Principal and Management of MEI — At commencement and not later than 4 weeks |
| 5. Induction events | The new staff member will be enrolled into the induction events of Mangalam. | HR Dept. — Next available session |
The qualification, experience and pay for faculty positions are as per the AICTE/UGC/Relevant Regulatory/Statutory norms/guidelines as applicable.
Salary will be as per the AICTE/UGC/relevant statutory/regulatory norms/guidelines and is governed by competitiveness, individual profile and internal equity.
Pay reviews are conducted every year based on performance appraisal. Annual increment according to the applicable scale is governed by the appraisal provisions stated in the document. Promotion and loss-of-pay-leave provisions are also specified.
Vacation salary will be on the same scale as granted during the preceding month.
The selected candidate will initially be on probation/contract. Regularization is based on performance appraisal; extension may apply where the appraisal is not satisfactory.
Every teaching and non-teaching staff of Mangalam will retire from service after 58 years of age respectively. Eligible retired employees may be appointed on contract service as stated in the document.
The employee who decides to resign must submit notice to the Principal through the HoD in the prescribed format. The approved letter shall be submitted to HR. Permanent faculty are required to give three months notice or salary in lieu thereof, and teaching faculty will not be relieved in the middle of the semester.
The document specifies termination with one month's pay in lieu of notice in stated circumstances including professional misconduct, unsatisfactory appraisal or closure of a department/function. Temporary service may be terminated as stated in the document.
Absence for 7 days or more without informing authorities is treated as unauthorized absence and abandonment as described in the document.
A personal file shall be maintained for each employee. The Management is the authority for introducing, repealing or amending service rules, and service conditions are governed by rules issued from time to time.
