SERVICE RULES AND REGULATIONS

&
ADMINISTRATIVE MANUAL

(2015-2016)

ANIL NEERUKONDA INSTITUTE OF TECHNOLOGY & SCIENCES

UGC AUTONOMOUS
(Affiliated to AU, approved by AICTE & Accredited by NBA & NAAC with ‘A’ Grade)
Sangivlasa – 531162, Bheemunipatnam, Visakhapatnam District
Phone: 08933-225083/84/87 Fax: 226395
Website: www.anits.edu.in email: [email protected]

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 INDEX

Chapter Details Page no

Service Rules and Regulations

Vision, Mission and Quality Policy 3

I Extent of application 4
II Definitions 5-7
III Appointments and Scales of pay 8-10
IV General Conditions Of Service 11-13
V Leave rules for regular employees 14-21
Leave Rules For Employees Appointed On
VI Contract, Temporary And Adhoc Basis 22

VII Employee benefits 23

VIII Conduct rules 24-25

Administrative Policies 26-27

I Functions of Principal 28-31
II Functions of HOD 32-36
III Functions of various committees 37-40
IV Functions of AO, Lab-In-charges, Lab-Assistants 41-43
V Publications, R & D and consultancy policies 44-45
VI Faculty Development 46-49
Recruitment Procedure And Guidelines For Granting
VII 50-52
Of Annual Increment For Teaching Staff
VIII Guidelines for granting annual increment 53-55

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Vision

ANITS envisions emerging as a world-class technical institution whose products

represent a good blend of technological excellence and the best of human values

Mission

To train young men and women into competent and confident engineers with excellent
communication skills, to face the challenges of future technological changes, by
imparting holistic technical education using the best of infrastructure, outstanding
technical and teaching expertise and an exemplary work culture, besides moulding them
into good citizens.

Quality Policy:

ANITS is engaged in imparting Quality Technical Education. It constantly strives

towards achieving high standards of teaching, training and development of human
resources by encouraging its faculty and staff to work as a team and to update their
knowledge and skills continually to match the needs of industry.

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 SERVICE RULES & REGULATIONS

CHAPTER – I

EXTENT OF APPLICATION

Name : These rules, contained in this administrative manual, shall be called the
“Anil Neerukonda Institute of Technology & Sciences, Sangivalasa,
Rules – 2006” (Governing the service conditions of teaching and non-
teaching staff)

Application :

a) These rules shall apply to all the employees of Anil Neerukonda

Institute of Technology & Sciences, Sangivalasa.

b) In respect of matters not specifically provided for in these rules, the

Governing Body of the Institute shall be competent to issue such
directions or orders as it may consider appropriate and such
directions or orders shall be treated as part and parcel of and shall
have the same effect as these rules.
c) Points requiring interpretation, or clarification, or any cases of doubt, shall
be referred to the Governing Body, whose decision shall be final.

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 CHAPTER – II

DEFINITIONS

1. “Institute” or “College” or “ANITS” means the institute known as “ANIL

NEERUKONDA INSTITUTE OF TECHNOLOGY & SCIENCES, SANGIVALASA”.
2. “Governing Body” means the Governing Body of the Institute.
3. “Chairman” means the Chairman of the Governing Body of the Institute.
4. “Correspondent” means the Correspondent of the institute.
5. “Secretary” means the Secretary of the Institute.
6. “Principal” means the Principal of the Institute.
7. “Employee” means an Employee of the Institute.
8. “Head quarters” means the Head Quarters of the Institute, i.e., Sangivalasa.
9. “Authorities”, “Officers” and “Professors” respectively mean the Authorities,
Officers and Professors of the Institute.
10. “Appointing Authority” means the authority empowered to make appointment to a
post i.e., Secretary of the Institute.
11. “Appointment to a post on regular basis” :
A person is said to be “appointed regularly” to a post when (in accordance with these
rules, or in accordance with the rules applicable at the time, as the case may be) he/she
discharges for the first time, the duties of the post commencing the probation,
instruction, or training prescribed thereof, after receiving an order from the Secretary.

12. “Appointment to a post on a temporary basis ” :

A person is said to be “appointed to a post on temporary basis” when he / she is
appointed as such in the order appointing him / her.

13. “Competent Authority” means :

a) The Chairman / Secretary in the case of the Principal / Director.
b) Principal in the case of all other employees including Deans.
14. “Duty” : A person is said to be on “Duty” for the purpose of service benefits, when
a) He / She is performing the duties of the post to which he / she is appointed, or is
undergoing probation, instruction, or training prescribed for the post, provided that
the performance of such duties is followed by confirmation.
OR

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 b) He/she is absent from duties on authorized holidays, or on casual leave taken in
accordance with instructions regulating such leave issued by the Governing
Body, having been on duty immediately after such absence
. OR
c) He / She being a teacher, is absent during vacation.
OR
d) He / She is attending a conference of learned societies on deputation by the
Institute.
OR
e) He / She is absent from Head Quarters attending to work not connected with his /
her usual routine but assigned to him / her by competent authority.

15. “Lien” means the title of an employee to hold substantively either immediately or on
Termination of a period or periods of absence, a regular post, including a tenure post to
which he / she has been appointed substantively.

16. “Officiate”: An institution employee officiates in a post when he / she perform the
duties of a post on which another person holds lien. The appointing authority may, if it
thinks fit, appoint an employee to officiate in a vacant post on which no other employee
holds lien.

17. “Pay” means the amount drawn monthly by an employee as:

a) The pay (other than special pay granted in view of his / her personal qualifications)
which has been sanctioned for a post held by him / her substantively, or in an
officiating capacity, or, to which he / she is entitled by reason of his / her position
in a cadre, and

b) Special pay and Personal pay, and

c) Any other emoluments, which may be specially classified as pay by the
Governing Body.

18. “Regular Post” means a post carrying a definite scale of pay sanctioned by the
Governing Body, or in the order of appointment.

19. “Period of Probation” means the period of probation prescribed by the Governing
Body or specified in the order of appointment.

20. “Probationer” means an employee who has not completed the period of his / her
probation.

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21. “Personal Pay” means an additional pay granted to an Institute employee.
a) To save him / her from loss of substantive pay in respect of regular post other than
a tenure post due to revision of pay, or from any such reduction of substantive pay
other than as a disciplinary measure; or

b) In exceptional circumstances on other personal considerations.

22. “Special Pay” means an addition to the pay of an employee, granted in consideration
of
a) The specially arduous nature of the duties,
b) A specific addition to the work responsibilities.

23. “Subsistence Grant” means a monthly grant made to an employee under suspension,
who is not in receipt of pay or leave salary.

24. “Substantive Pay” means the pay other than special pay and personal pay drawn in a
post held in regular capacity.

25. “Tenure Post” means a regular post, which an individual employee may not hold for
more than a limited period.

26. “Time Scale of Pay” means pay, which, subject to any conditions prescribed in these
rules, rises by a periodical increment, from a minimum to a maximum.

27. “Teaching Staff”: The teaching staff shall comprise the following categories.
a) Principal
b) Director
c) Professors
d) Associate Professors
e) Assistant Professors
f) Associate Lecturers / Teaching Assistants
g) Lecturers
h) Any other category of post declared by the Governing Body as Teaching Staff.

28. “Non-Teaching Staff”: All employees who do not come under the category of
teaching staff shall be deemed to be non-teaching staff.

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 CHAPTER – III

APPOINTMENTS AND SCALES OF PAY

1. Appointments :

a) Governing Body shall have the power to decide whether a particular post will be
filled by open advertisement, or by invitation, or by promotion from amongst the
members of staff of the Institute.
b) Selection Committee for filling teaching posts by open advertisement shall be
constituted by the Governing Body as per the AICTE / Government rules in vogue
and subject experts will be invited from the affiliating University, i.e., the Andhra
University.
c) Selection Committee for non-teaching posts shall be constituted by the Governing
Body.
d) If the post is to be filled by open advertisement, it shall be advertised by the
Secretary. Applications received shall be scrutinized by the Principal / Head of the
department for selecting the candidates to be called for interview.
e) The selection committee interviews the candidates called for interview and makes its
recommendations to the Governing Body, the names of the selected candidates being
arranged in order of merit.
f) No act or proceedings of any selection committee shall be questioned on the ground
of the absence of any member or members of the selection committee.
g) Provided that for any meeting of the selection committee, if found necessary, the
Principal / Secretary shall give at least a „week notice‟ of the meeting to the
members of the selection committee.
h) Qualifications required for filling a post in the Institute shall be such, as may be
determined by the Governing Body from time to time, taking into consideration the
norms prescribed by the AICTE / U.G.C.
i) Secretary shall be the appointing authority for all the posts in the Institute.

2. Scales of Pay :
a) Teaching Staff: AICTE scales of pay as applicable from time to time. Wherever
there is no scale of pay for a particular teaching cadre, suitable scale of pay shall be
prescribed by the Governing Body.
b) All Other Posts: Scales, as prescribed by the Governing Body from time to time.

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3. Allowances :
Dearness allowance and house rent allowance shall be adopted as per A.P State
Government rates and ratified by the Governing Body.

4. Fixation of Pay :
An employee who is appointed to a post shall, unless otherwise stated, be eligible to
draw pay at the minimum of the time scale of pay of that post. An employee, who is
holding a post in a time scale and is promoted to a higher post, shall be entitled to draw
pay in the time scale of pay of the higher post at the stage just next to or above his/her
pay in the lower post after allowing an increment in the lower post. Where, however,
he/she had reached the maximum of the scale of pay of the lower post at the time of
such a promotion, his / her pay in the higher post will be fixed in the same manner
giving a notional increment in the lower post and onward fixation at the next stage of
the scale in the higher post.

5. Increments :
a) All services in a post on time scale of pay shall count for increments in that time
scale provided the faculty meet the performance indicators as per the self-appraisal
form.

b) Leave, other than extra-ordinary leave without pay shall count for increments in the
time scale applicable to the post which the employee holds, and on the post on which
he/she holds lien, provided, however, that the appointing authority shall have the
power to direct that extra-ordinary leave shall be counted for increments, if it is
satisfied that such leave was taken on account of illness or for any other cause
considered by the Governing Body as proper and reasonable.
c) Where the probation of an employee is extended, the authority which extended the
probation shall decide whether the second increment shall be allowed to be drawn,
or kept in abeyance until the employee completes the period of extended probation
and is ultimately confirmed by the appointing authority.
d) The Secretary shall be the authority to sanction the increment for the Director,
Principal and other staff.
6. Withholding of Increment :
When an increment of an employee is withheld as a disciplinary measure, the authority
ordering the withholding of the increment shall state the period for which the increment
shall be withheld and whether it shall have the effect of postponing the future
increments i.e., with or without cumulative effect. When an increment is withheld for a

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 certain period this shall be exclusive of any interval spent on leave before the period is
completed.

7. Reduction of Pay In Time Scale :

When the pay of an employee is reduced by competent authority to a lower stage in the
time-scale, that authority shall specify in the order the period for which such reduction
shall be effective, and that the period shall be exclusive of any interval spent on leave.

8. Advance Increments :
The Governing Body shall be the authority competent to sanction advance increments.
However, in respect of new appointees, the Secretary / Principal may offer higher start
taking into consideration the pay structure of the existing employees and report to the
Governing Body. Advance increments may be sanctioned to the existing employees as
an incentive in special deserving cases.

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 CHAPTER – IV

GENERAL CONDITIONS OF SERVICE

1. Medical Fitness :
Every appointment shall be subject to the condition that the appointee is certified as
being in sound health and physically and mentally fit for service by a medical authority
nominated by the Governing Body. The Governing Body may, however, for sufficient
reasons, relax the medical requirements in any particular case or cases or dispense with
such medical examination in any case or cases, subject to such conditions, if any, as
may be laid down by the Governing Body.

2. Whole-Time Employee :
a) Unless otherwise stated specifically in the terms of appointment, every employee is
a whole-time employee of the Institute and may be called upon to perform such
duties, as may be assigned to him / her by the Director / Principal / Secretary even
beyond the scheduled working hours and on holidays and Sundays.
b) An employee of the Institute shall devote his / her whole time to the service of the
Institute and execute such duties as may be assigned to him / her by the Director /
Principal / Secretary. He / She shall not engage directly or indirectly in any trade or
business or in private tuitions or any other work which may interfere with proper
discharge of his / her duties. But the prohibition herein shall not apply to academic
work and consultative practice etc. undertaken with the prior permission of the
Principal / Secretary, which may be given subject to such conditions as regards
acceptance of remuneration that may be laid down by the Governing Body.

3. Probation :

a) All employees appointed to regular posts under the Institute shall be on probation for
a period of two years.
b) Employees appointed to higher post by promotion shall also be on probation for a
period of one year.
c) The appointing authority shall have the power to extend the period of probation of
any employee of the Institute for such period as may be found necessary.

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4. Confirmation :
When an employee completes his / her probation, or extended period of probation, the
appointing authority shall decide whether his / her probation is completed satisfactorily,
and if it is so decided, it may regularize him/ her in the post in which he / she has
completed the probation. If the appointing authority fails to decide within 6 months
from the date of completion of the prescribed period of probation, the employee will be
deemed to have completed the probation satisfactorily.

5. Termination of Service:
a) Where it is proposed to terminate the services of a probationer during the period of
probation, for any specific fault, or an account of the unsuitability of the person for
the service, the probationer shall be appraised of the grounds of such proposal and
given an opportunity to show cause against it, before orders are passed by the
authority competent to terminate the employment on „one month notice‟.
b) If a member of the staff is not regularized after the period of probation and his / her
probation also is not formally extended, he / she may be appraised of the reason
thereof within 6 months and he / she shall be deemed to have continued on a
temporary basis and his / her services may be terminated by the appointing authority
by giving „one month notice‟.
c) The appointing authority shall have the power to terminate the services of any staff
member appointed on a consolidated salary without any notice
d) The Governing Body shall have the power to terminate the service of any member of
regular staff by giving him / her „three months notice‟ if the member‟s retention in
service is considered undesirable on medical grounds certified by a medial authority
nominated by the Governing Body and also on grounds of misconduct,
misappropriation, dereliction of duty, inefficiency, etc.
e) The Governing Body shall have the power to terminate the service of any member of
regular staff on grounds of retrenchment for reasons of economy by giving „three
months notice‟ in writing to the person concerned.
f) Services of a probationer or a member of the regular staff can be terminated
forthwith by paying the notice period pay in cases under rules (a), (b), (d) and (e)
above, instead of keeping him / her in service during the notice period.

6. Resignation :
a) A member of the regular staff may resign from his / her post and terminate his / her
engagement with the Institute by giving to the appointing authority „3 months
notice‟ or 3 months pay in lieu thereof. The vacation enjoyed by such an employee
during the notice period will not be counted as part of the notice period. However,
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 the appointing authority, may, for sufficient reasons, accept the notice for a lesser
period also.
b) Unless otherwise stated specifically in the terms of appointment, any employee on
probation may terminate his / her engagement with the Institute by giving to the
appointing authority „one month notice‟ or one month pay in lieu thereof. The
vacation enjoyed by such an employee during the notice period will not be counted
as part of the notice period. However, the appointing authority may, for sufficient
reasons, accept the notice for a lesser period also.

7. Applications For Outside Appointment :

a) A member of staff who is on probation, shall not be permitted to apply for outside
jobs, he / she has to resign for applying for such a job.
b) The maximum number of applications from a member of the regular staff to be
forwarded by the competent authority for appointment outside the Institute shall be
restricted to two per calendar year.

8. Retirement :
The age of retirement of all teaching staff shall be 62 years and in the case of other
staff it shall be 60 years.
9. Seniority :
The seniority of an employee in a post shall be determined by the date of
commencement of his / her probation in that post. In case of two or more persons
selected for appointment at the same time to a category of post, the appointing
authority shall fix the seniority among them, having regard to the order in which
they have been placed by the selection committee, if any, which has included them
in the panel.

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 CHAPTER – V

LEAVE RULES FOR REGULAR EMPLOYEES OF THE INSTITUTE

General

a) These rules shall be called the “Anil Neerukonda Institute of Technology &
Sciences, Sangivalasa, Leave Rules”.
b) They shall be deemed to have come into effect from .They shall
be applied to all the employees of the Institute appointed on regular basis.
c) A leave account shall be maintained for each employee in the appropriate form.
d) Leave is earned by “duty” only. Duty, for the purpose of leave, includes :
i. Any period of absence on casual leave or special casual leave.
ii. Any period of absence on public holidays whether in combination with casual
leave or when permitted to be prefixed or suffixed to leave under these rules.
iii. Any period of absence during vacation either during a continuous period spent
on duty or when permitted to be prefixed or suffixed to leave under these rules.
e) Leave cannot be claimed as a matter of right. The sanctioning authority has full
discretion to refuse or revoke leave of any description when the exigencies of
service so demand.
f) The sanctioning authority may recall an employee to duty before the expiry of his /
her leave.
g) Unauthorized absence from duty may be treated as misbehavior involving
disciplinary action.
h) An employee on leave shall not take up any service or accept any employment
without the prior permission of the appointing authority.
i) Every application for medical leave or extra-ordinary leave, on medical grounds
shall be accompanied by a medical certificate given by a registered medical
practitioner. No employee who has been granted leave on medical grounds will be
allowed to return to duty without first producing a medical certificate of fitness.
j) Leave on loss of pay and earned leave, cannot be availed for a period of less than
one day. Further, earned leave can be availed only after it is sanctioned by the
competent authority.
k) An employee, who leaves the Head Quarters or place of duty during vacation, is
liable to be recalled, if required.
l) The Principal shall be the competent authority to grant leave to all employees
except the Director. In the case of the Director and the Principal, the Secretary or
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 the Chairman of the Governing Council will be the authority competent to sanction
leave.
m) An employee cannot return to duty before the expiry of leave sanctioned to him /
her unless he / she is permitted by the competent authority to do so.

1. Casual Leave
a) Casual leave will be admissible to an employee of the Institute for a total
period of not exceeding 8 days for teaching staff and 10 days for non-
teaching staff in a calendar year. If any employee joins the Institute in the
middle of the calendar year, the quantum of casual leave admissible to him /
her will be on pro-rata basis. It may be granted for a period not exceeding 6
days at a time, including holidays. Any balance period of casual leave shall
lapse with the calendar year.
In normal circumstances, casual leave requires advance sanction and the
employee has to make alternative arrangements for his / her work for the
leave period.
b) Casual leave should not be combined with any kind of regular leave
discussed in the following sections.

2. Special Casual Leave

a) Special casual leave not counting against casual leave mentioned above, may
be granted to an employee for a period not exceeding 6 working days
commencing from the date of operation, when he / she undergoes
sterilization operation under the family planning scheme, once during the
service period, subject to the production of a medical certificate from the
doctor who performs the operation, to the effect that the operation has been
performed.
b) When an employee‟s wife undergoes a nonperperal tubectomy operation
under the family planning scheme, the employee shall be granted special
casual leave not exceeding 7 days, commencing from the date of operation,
subject to the production of medical certificate from the doctor who
performs the operation, that the operation has been performed on his wife.
c) Special casual leave cannot be combined with ordinary casual leave or with
any other leave, or with vacation.

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3. Vacation & Privilege / Earned Leave
a) The teaching staff members and such other staff members declared as
teaching staff members of the Institute, shall be eligible for 5 weeks of
vacation in a calendar year.
b) Non-teaching staff members of the institute are eligible for vacation as per
the stipulated the guidelines.
c) Unless specifically permitted by the Principal, all faculty members shall
avail vacation on in spells of at least at 15 days.
d) Each teaching staff member will be credited with 7 days of earned leave for
every year of completed service.
e) Every regularly appointed non-teaching staff member will be credited with 5
days of privilege leave for every year of completed service.
f) An employee will, however, cease to earn such leave when the privilege
leave due amounts to 180 days.
g) Leave earned by each employee will be credited to his / her privilege leave
account only at the end of each completed year of service; i.e.; the leave
earned in any particular year can be availed of only during subsequent years.
h) Vacation may be taken in combination with or in continuance of privilege
leave and extra ordinary leave, provided the total duration of vacation and
leave shall not exceed 90 days.
i) The grant of privilege leave at a time shall not exceed 90 days. This limit
may, however, be relaxed by the competent authority for special reasons

4. Extra-Ordinary Leave
a. Extra – ordinary leave may be granted in special circumstance mentioned
below.
i. When no other leave is available
ii. When other leave being admissible, the employee applies in writing
for extra ordinary
b. Such leave is not debited against any leave account. No salary (pay &
allowances and increments are admissible during such leave.
c. Extra ordinary leave may be combined with any other leave except casual
leave and special casual leave
d. Extra-ordinary leave may be granted
i. On medical grounds on the basis of a medical certificate.
ii. When a teaching staff member wishes to go for higher studies.
e. The authority empowered to grant leave may commute retrospectively,
periods of absence without leave, into extra-ordinary leave.
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5. Academic leave & On Duty leave

Academic leave:
This is sanctioned not exceeding 5 days in a year which could be carry
forwarded to the next year in case of non utilization. This leave is primarily
meant for deputing the faculty for Seminars / Workshops / Paper
publications / presentations etc., at the discretion of the Principal based on
the recommendations of HOD. Such leave cannot be treated as OD.

Further with regard to Ph.D / M.Tech. works either full time or part time, it‟s
to clarify once again that no AL and / or Special leave can be granted on
blanket basis. Aspirants of these courses before proceeding need to apply to
the Management giving complete details of the program they intend to do
and appear before the SDC (Staff Development Committee); thereafter
which only, based on the recommendations, the Management may
consider some support as detailed in the annexure which may include
Special Academic Leave etc.

On duty leave:

a) On Duty leave, not exceeding 10 days in a calendar year, may be granted to

a teaching staff member of the Institute for academic purpose, such as
external examiner ship for practical, spot valuation of answer scripts and
attending Board of Studies meetings of A.U., Conferences, paper
presentations etc.,
b) When a teaching staff member is on vacation, he / she cannot avail academic
leave.
c) Academic leave cannot be combined with any other kind of leave.
d) Application for academic leave should always be accompanied by the
relevant appointment order (as examiner) or the pertinent communication in
original

6. Maternity Leave:
a) Maternity leave is admissible to married women employees appointed on
regular basis with at least one year of regular service in this institution and
can be availed only once during the entire service period.
b) The leave is not admissible in the case of a woman employee who has two or
more surviving children.
c) Maternity leave may be sanctioned up to 90 days on full pay

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7. Compensatory Casual Leave (CCL):

a) This leave is granted to non-teaching staff only at the rate of one day for
every day when they perform non-remunerative duties assigned to them by
the H.O.D. or Principal, on a holiday. It is not granted to any remunerative
duties assigned, like university examination work or EAMCET work etc.
b) Compensatory casual leave (CCL) lapses if it is not availed within 6 months
from the date on which it originates.
Leave Salary :
a) An employee on earned leave is entitled to leave salary equal to the pay
drawn in his / her post before the day the leave commences.
b) An employee on extra-ordinary leave is not entitled to any leave salary.
8. Medical Leave :

Non-teaching staff appointed on a regular basis are eligible for medical leave
at the rate of 10 days for every completed year of regular service in this
institute. This will lapse if it is not used within one year from the date on
which the employees becomes eligible for the 10 days of medical leave.
Application for medical leave should be accompanied by certificate from a
registered medical practitioner. At the end of the course, while rejoining
duty, a fitness certificate must be submitted.

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 Guidelines For Leaves
Teaching Staff (Vacation Staff)

S. No Leave Type Description

1. Casual Leave 8 days in a calendar (Generally one day per month

2. Privilege Leave 7 days with prior permission

3. Academic Leave 5 days (i.e. for attending Ph.D viva, Pre-Ph.D viva)

10 days maximum
(for attending A.U. Examinations work, attending
4. On Duty Leave conferences, Paper Presentation). Any additional days
based on the requirement from A.U. authorities can be
granted at discretion of Principal
May be carried forward to next year if any balance
5. P.L. & A.L.
leftover.
In case of major surgery, head-injury, Spinal-Cord injuries
compound or fractures where the teacher is not in a
position to walk or any other deliberating / death
threatening diseases like Cancer, Renal failures etc.,
6. Medical Leave
special sick leave can be granted by the discretion of the
Secretary based upon a certificate from a recognized
hospital as well as a certificate from NRI Hospital,
Sangivalsa.

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Non Teaching Staff

S.No Leave Type Description

i. Administrative Staff
ii. Technicians
iii. Attenders & Drivers
iv. All other supporting staff

1. Casual Leave 10 days in a calendar (Generally one day per month

2. Privilege Leave 5 days

3. Non Vacation Leave 7 days (with prior permission)

May be carried forward to next year if any balance

4. P.L. & A.L.
leftover.
In case of major surgery, head-injury, Spinal-Cord
injuries compound or fractures where the teacher is not
in a position to walk or any other deliberating / death
threatening diseases like Cancer, Renal failures etc.,
5. Medical Leave
special sick leave can be granted by the discretion of the
Secretary based upon a certificate from a recognized
hospital as well as a certificate from NRI Hospital,
Sangivalsa.

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 Summer vacation
The pattern of summer vacation entitlement is detailed below till further revision:

S. No CATEGEORY SERVICE DETAILS Summer vacation

≤ one year service at ANITS ONE WEEK

≥ one year ≤ two years Service at ANITS TWO WEEK

1
Full vacation except one
FACULTY
week as a part of
≥ two years service at ANITS
maintaining skeletal staff

Skeletal staff
≤ one year service at ANITS No Vacation

≥ one year ≤ Five years Service at ANITS ONE WEEK

NON-TEACHING ≥ Five Years ≥ Ten years service at ANITS 10 DAYS

≥ Ten Years ≥ Fifteen years service at 2 WEEKS

ANITS
2 ≥ Fifteen Years Service at ANITS 3 WEEKS

However, the entitlement is subject to following stipulations;

a. HoDs have to prepare the vacation schedule for their staff as per norms ensuring that
least 25% of their total strength is maintained always during the summer vacation. This
should be in advance of approval of the undersigned once that dates of summer
vacation.
b. For the purpose of summer vacation entitlement, in case of non teaching staff, only the
permanent office staff, technicians and attender are eligible. Others not eligible

c. Non teaching staff who do not avail the vacation are entitle for additional PL as follows.
a) For the staff who are entitled for one week - 4 days
b) For the staff who are entitled for 10 days - 5 days
c) For the staff who are entitled for 2 weeks - 8 days
d) For the staff who are entitled for 3 weeks - 11 days

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 CHAPTER – VI

Leave Rules For Employees Appointed On Contract, Temporary And Adhoc Basis
1. Casual Leave :
a) Casual leave will be admissible to an employee of the Institute for a total
period not exceeding 15 days in a calendar year. If an employee joins the
Institute in the middle of the calendar year, the quantum of casual leave
admissible to him / her will be on pro-rata basis. It may be granted for a
period not exceeding 10 days at a time including holidays. Any balance
period of casual leave shall lapse at the end of the calendar year.
b) Casual leave cannot be combined with any other kind of leave, or with
vacation.

2. Vacation And Privilege Leave :

a) Teaching staff and such other members of staff declared as the teaching
staff of the Institute, shall be eligible for 5 weeks of vacation in a calendar
year, provided the length of their service in this Institute is at least 10
months before the commencement of the vacation. Otherwise, the duration
of vacation will be determined on a proportionate basis.
b) The non-teaching staff who are on adhoc, temporary, or contract basis, are
not eligible for vacation
c) Teaching and non-teaching staff that are appointed on temporary, adhoc, or
contract basis, are not eligible for privilege leave.
3. Extra-Ordinary Leave :

a) Extra-ordinary leave may be granted to temporary, adhoc or contract

employees in the special circumstances mentioned below.
i. When no other leave is admissible.
ii. When other leave being admissible, the employee applies in writing for
extra- ordinary leave.
b) Such leave is not debited against any leave account. No salary is admissible
during such leave.

4. COMPENSATORY CASUAL LEAVE (CCL) :

Non-teaching staff appointed on temporary, adhoc, or contract basis, are
eligible for compensatory casual leave at the rate of one day for everyday an
employee of this category works on a holiday to carryout or complete the
work assigned to him / her by the H.O.D. or Principal.
Compensatory casual leave lapses if it is not availed within 6 months from
the date it originates.
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 CHAPTER – VII
EMPLOYEE BENEFITS

Employee’s Provident Fund Scheme

 All the employees of the Institute are covered by the „Employees Provident Fund
Act‟.

Medical Insurance policy:

The management also provides medical insurance policy to the interested staff by
contributing 50% of the premium amount.

23
 CHAPTER – VIII

CONDUCT RULES

1. Every employee shall, at all times, maintain integrity, be devoted to duty and also be
honest and impartial in his / her official dealings. An employee shall, at all times, be
courteous in his / her dealings with the management, with other members of staff,
students and with members of the public.
2. Unless otherwise stated specifically in the terms of appointment, every employee is a
whole-time employee of the Institute and may be called upon to perform such duties as
may be assigned to him / her by the competent authority beyond the scheduled working
hours and on holidays and Sundays.
3. An employee shall be required to maintain the scheduled hours of work during which
he / she must be present at the place of his / her duty. No employee shall be absent from
duty without prior permission. Even during leave or vacation, with the prior permission
of the competent authority, whenever leaving the station, an employee should inform the
Principal in writing, through the concerned Head of the Department, or the Principal
directly, if the employee happens to be Head of the Department, giving the contact
details at which he / she will be available during the period of his / her absence from the
station.
4. No employee shall take part in politics, or be associated with any political party or
organization which takes part in political activity, nor shall subscribe, aid or assist in
any manner any political movement or activity.
5. No employee shall make any statement, publish or write through any media which has
effect of an adverse criticism of any policy or action of the Institute.
6. No employee, except with the prior permission of the competent authority, engage,
directly, or indirectly in any trade or business or any private tuition, or undertake any
employment outside his official assignments.

7. An employee, against whom insolvency proceedings commenced in a court of law, shall

forthwith report full facts thereof to the Institute.
8. An employee, against whom criminal proceedings are initiated in a court of law, shall
immediately inform the competent authority of the Institute regarding the details
thereof.
9. No employee shall, except with the prior sanction of the competent authority, have
recourse to any court of law or to the press / media for / against any official act of the
Institute.

24
10. No employee, who has a living spouse, shall contract another marriage without first
obtaining the permission of the Governing Body, even if a subsequent marriage is
permissible under the personal and religious law for the time being applicable to him /
her. Violation of this rule will lead to removal from the service of the institution.

11. Whenever any employee wishes to put forth any claim or seeks redressal of any
grievance, he / she must forward his / her case through the proper channel to the
competent authority only and shall not send copies of any such applications as advance
copy to the higher authorities unless the competent authority has rejected the claim or
refused relief or the matter is delayed beyond a reasonable time.
12. Every employee shall be governed by these rules and shall be liable for consequences in
the event of any breach of the rules by him / her.
13. An employee who commits any offence or dereliction of duty, or does an act
detrimental to the interests of the Institute, is subject to an enquiry and punishment by
the competent authority. Any employee who is aggrieved with the decision of the
competent authority may appeal against such punishment or decision, within 15 days of
the receipt of the orders of the decision, to the Governing Body and the decision of the
Governing Body thereon is final.
14. No employee shall engage in strike or incitement thereto or in similar activities such as
absence from work, or neglect of duties, or participate in hunger strike etc. Violation of
this rule will amount to misconduct and will attract deterrent punishment.

15. All the employees shall handover their original certificates like SSC, Intermediate,
Diploma, B.E./ B.Tech., M.E./M.Tech., Ph.D. etc, to the Principal at the time of joining
duty.

25
 ADMINISTRATIVE POLICIES

The guidelines published in this document are for the Governance of ANITS College of
Engineering (Autonomous) sponsored by ANES, Visakhapatnam.
The document is a fusion product based on
a. The University Grants Commission, New Delhi, India guidelines for autonomous
colleges.
b. Bye laws of ANITS.
c. Andhra University rules and regulation for affiliated colleges
d. Previous documents /manuals of the college
e. Existing Best Practices in the institution.

This Guidelines Document has been prepared to ensure an effective functioning and
efficient governance at all levels to the satisfaction of stakeholders. This document provides
core principles of good governance. The implementation of these governance guidelines
shall lead to effective utilization of manpower, infrastructure and facilities available in the
institute and thereby enhance the quality of education. The guidelines will lead to
transparency and accountability in the administration. The expected benefits due to
implementation of good governance through the guidelines presented in the document may
include:
 To strengthen the existing good practices
 To implement transparency at all levels of governance and administration
 To follow integrity in appointments at all levels
 To strengthen the Industry-Institute interaction
 To establish fair and transparent processes in internal control
 To comply with rules and regulations
 To establish strong and capable financial processes and procedures relating to
procurement, appropriate utilization of funds and audit.
 To involve all the stake holders at various levels as deemed fit with regard to guidelines
of statutory bodies.
 To maintain registry of interests of members of governing body
 To achieve optimum utilization of infrastructure, resources for better output
26
 To establish processes in risk management.
 To meet the requirements of accreditations
 To enhance the quality of teaching-learning process
 To set up centers of excellence in research & development and enhancement of quality
of research and consultancy.
 To set up and strengthen student support programs, training for enhancing quality in
placements and higher education.
 To place improved systems for feedback, self appraisal of faculty and staff.
 To create bench marking with other institutes of repute.
 To accomplish appraisal of Head of the Institution.

The document provides information on organization of the institute along with its
organization structure, functions, and responsibilities of all four statutory bodies namely
Board of Governors ( BoG ), Academic Council, BOS and Finance Committee as per the
UGC guidelines for autonomous colleges. In addition, it outlines the responsibilities of
various functionaries in the academics and administration including non-saturator
committees formed for the smooth and effective functioning of the college.

Functions of Head of the Institution:

The Principal/Director is the academic and administrative head of the institute and works
for the growth of the institute. He will implement the policies approved by the Board of
Governors, the highest decision making body of the college. He shall achieve coordination
among various statutory committees and non-statutory bodies including Academic Council.
accord extension or changes to various functionaries in the administration, with the
approval of Academic Council.

He is the ex-officio member of Board of Governors, Chairman of Academic Council,

Chairman of Finance committee and also Chief Controller of the Examinations. He
monitors admissions, examinations and evaluation for smooth functioning of the system.

He is authorized to nominate Coordinators, members and other administrative functionaries

in various committees. He is responsible for according extension or changes to various
functionaries in the administration with the approval of Academic Council.

27
 CHAPTER – I

I. Functions of Principal:

 To conduct the meetings of the Board of Governors as per the stipulated guidelines
 To hold Academic Council meetings as per the norms.
 To coordinate and motivate the faculty, administrative authorities and the supporting
staff, so that they their respective roles more effectively.
 Shall work for the common goal of providing effective technical education and guiding
to enable the students to carve out promising career and lifelong learning.
 He is the spokesperson of the institution and shall take part in regional, national and
international conventions in serving the cause of development of technical education in
particular.
 He, along with all the staff working under him, is singularly and collectively responsible
to the Board of Governors, Academic council, University, State Government,
AICTE/UGC, students and parents for the smooth and effective functioning of the
college.

The duties of the Principal may be suitably categorized as

A. Academic Administration:

i) On academic matters the Principal is generally guided by the rules and regulation
as well as the norms laid down by Andhra University, AICTE, UGC, State
Government and the Governing Body of the college.
ii) Will be assisted by various Heads of the departments, Director (Admn.), Director
(R&D), Controller of Examinations of the college, senior faculty members and
various committees mentioned in the manual.
iii) In matters related to decision implementation, Principal will he assisted by the
Governing Body and Academic Council of the college.
iv) In matters related to academic work, he will be assisted by the Director (A),
Chairman, Board of Studies and Heads of the Departments.

28
 v) An integrated time table of the entire institution shall be prepared and submitted to
the Principal. In this endeavour, coordinator of time-tables, first year coordinators
along with the various heads of the departments extend support to the Principal.
vi) Shall closely monitor the class work as per the time tables and the almanac with
assistance of class work coordinators and other faculty incharges.
vii) Shall closely observe various academic activities like conduct of technical fests,
conferences, seminars, workshops etc.
viii) Shall hold meetings of Heads of departments to review the progress of academic
work and suggest effective measures to achieve desired academic outcome.
ix) If necessary, shall instruct the class work coordinators and Heads of the
departments to conduct remedial classes academically to support the slow
learners.
x) In matters related to internal examinations, semester end examinations (both
theory and laboratory), result analysis, detained candidates, Principal will be
assisted by Controller of examinations and additional controllers of the college.
xi) In matters related to student attendance, drop outs, Condonation, Principal shall be
assisted by Director (A) / concerned HoD.
xii) The principal shall plan for training need analysis (TNA) of the staff and devise
training programmes such as refresher courses, orientation courses, faculty
improvement programmes, quality enhancement programmes etc.
xiii) Principal shall also ensure quality assurance, assisted by Director, IQAC.
xiv) Shall monitor, evaluate research, development and consultancy activities. Assisted
by Director, R&D. Shall advise the faculty members to get sponsored research
projects from various funding agencies.
xv) The Principal shall promote industry-institute interaction for better employability
of the students.
xvi) Shall look after overall welfare of staff and students.
xvii) For effective functioning of the college he shall build close rapport between staff,
students and management.
xviii) Shall ensure perfect order and discipline among all the staff concerned and ensure
serene academic environment in the campus.

29
 xix) Shall maintain regular, right and appropriate contacts and interaction with
government, AICTE, UG, University, State Council of technical education,
Department of Technical Education authorities.
xx) Shall involve faculty members at different levels for various institutional
activities.
B. General Administration
On general administrative matters Principal shall be assisted by Director (Admn),
Controller of Examinations, Coordinator IQAC, Heads of Departments, functional heads etc
(i) Shall make proposal for appointment to all posts of all cadres including contract, part-
time, adhoc, and daily wage employees
(ii) Shall make regularization of services, declaration of probation, and release of
increments.
(iii) Arrange performance appraisal of faculty and supporting staff.
(iv) Shall have power to sanction any kind of leave up to the level of Heads of
departments, except himself.
(v) Empowered to initiate disciplinary proceedings ( with proper guidelines such as
constitution of enquiry committee etc) and impose punishments of minor and major
character such as warning, censure, fine, withholding increments, promotion and
recovery from pay whole or part of pecuniary loss to the college.
(vi) All such cases requiring arrangements such a suspension, removal, dismissal from
the services shall be referred to the Governing Body by the principal.
(vii) Campus maintenance cell shall work under the instructions of Principal

c) Financial Administration

a) Principal is assisted by the Finance committee in financial administration.

b) Subject to the budget allocations for a specific area of expenditure, Principal is

empowered to incur expenditure within the stipulated limits and adhering to the
related procedure as laid down by the Governing Body from time to time.

c) Empowered to incur recurring contingent expenditure as per the norms prescribed by

the Governing Body

30
d) All contracts for and on behalf of the college (except himself and the college) when
authorized by a resolution of the Governing Body, passed in writing and expressed to
be made in the name of the college shall be executed by the Principal.

e) The Principal or the officer delegated with such powers shall counter sign all kinds of
scholarship bills in respect of students of the college.

f) Shall have power to sanction the purchase of stationery, library books, periodicals,
consumables for laboratories, workshops etc subject to the limit of powers delegated
in respective areas and subject to the prescribed procedures, budget provisions under
the respective heads of budget.

g) Shall countersign T.A bills

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 CHAPTER – II

I. Role and Responsibilities of the HOD (Functions of HoD):

Apart from the role of a Professor, HOD has to have to monitor the following
administrative activities.

i. Allocate the subjects to the faculty members well in advance before commencement of
the semester/year.
ii. Collect lesson plans from teaching staff before the commencement of class work and
ensure that the information provided is in accordance with the format.
iii. Make sure that the time tables are prepared as per the guidelines given by the principal
and inform the faculty members and students at least one day before the commencement
of the class work.
iv. Send staff attendance register after making necessary entries to the principal office by
9.00 A.M every day.
v. Interact with students (Section wise) of their branch once in a fortnight, identify the
problems and find solutions in consultation with the principal.
vi. Verify the student attendance registers maintained by the staff members once a week and
submit to the principal for verification once in a fortnight.
vii. Instruct the faculty members to set the question papers as per instructions from the
principal and to maintain the confidentiality and also to evaluate the scripts promptly to
meet the dead line given by the principal. The evaluated answer sheets along with award
sheet filled by the concerned faculty member have to be submitted to the exam section as
per the schedule given. Soft / hard copy of the Mid Exams, / Assignments / tests also to
be submitted to the exam branch as per schedule.
viii. Observe the dress code among students and instruct the respective class teachers to
implement the dress code among the students.
ix. Convene departmental staff meeting once in a week on the day allotted and record the
minutes of the meeting.
x. Collect the student feedback about the faculty members subject wise (for all the subjects
taught to the students of their branch) and communicate the feed back to the concerned
faculty members in the standard format as directed by principal with a copy to the
32
 principal. If any subject is handled by the other department faculty members,
communicate one copy to the respective HOD. Guide the faculty members to improve
their performance based on the feedback and also monitor whether the faculty members
are improving from year/semester to year/semester.
xi. Communicate the attendance particulars and internal marks of students to the concerned
parents from time to time with the help of class teachers.
xii. Counsel the students who are absent for the mid test or irregular to the class work.
xiii. Form the student batches and allot the project guides as per guidelines given by the
principal.
xiv. Route all the correspondence through the office of the principal.
xv. Designate faculty member who will be the Head I/c during his/her absence and make
sure that all files and records are available for Head in- charge.
xvi. Allocate the students to the teacher-counselors in the beginning of the academic year.
xvii. Inform the concerned authorities of any important information of events taking place in
the Department from time to time.
xviii. Arrange special classes if necessary for the benefit of below average students.
xix. Ensure academic discipline in the department.
xx. Follow the guidelines / instructions given by the principal from time to time.
xxi. Maintain and update the files
xxii. Make arrangements to lock and seal all the laboratories before leaving the premises.
xxiii. Plan and conduct the BOS meeting regularly and prepare minutes of the meeting. Also,
communicate the minutes of the meeting to the members concerned and also to the
Principal.
xxiv. Provide necessary inputs to the Principal for conducting Academic Council / GB
Meeting.
xxv. Prepare budget proposals of the department each academic year and ensure the expenses
are in tune to sanction of the Management.

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 II. Responsibilities of Professors, Associate and Assistant Professors

Professor
Teaching
a. Development of Curriculum. Developing Learning Resource Material & Laboratory
Development.
b. Students Assessment & Evaluation including examination work of University.
c. Participation in the Co-curricular & Extra-curricular Activities.
d. Student Guidance & Counseling.
e. Helping the student in personal, ethical, moral and overall character development.
f. Continuing Education Activities.

g. Keeping abreast of new knowledge and skills and help dissemination of such knowledge
through book publications seminars etc.
h. Self development through upgrading qualification, experience & professional activities.

i. Providing Industry sponsored projects, consultancy, testing services and Industry – Intuition
Interaction.
j. Involving in the Academic and Administrative Management of the institution.
k. Policy-Planning, Monitoring & Evaluation which are connected to the Department.
l. Promotional activities both at Departmental and institutional level.
m. Involving and Assisting the HOD in the Design and development of new programmes.
n. Preparing project proposals for funding in areas of R & D Work.
o. Laboratory Development, Modernization, Expansion, etc.
p. Monitoring and Evaluation of academic and research activities.

q. Participation in policy planning at the Regional/National level for development of technical

education.
r.
Develop, update and maintain MIS.

34
s. Assisting the HOD in Planning and implementing Staff Development activities.
t.
Maintain accountability, Conduct performance appraisal.
u. Guiding Research
v. Any other work assigned by the HoD / Principal/Management from time to time.

Associate Professor
a. Teaching including laboratory work.
b. Evaluation including administering tests, invigilation, paper setter

Innovation in teaching, laboratory work and instructional materials, continuing education

c. activities, academic and administrative planning and development work at departmental
level and assisting at institution level.

d. Leading consultancy projects and extension services. Curriculum development and

developing resource materials.
e. Research activities and research guidance.
f. Assisting in conduct of and organizing seminars/workshops/guest lecturers etc.
g. Development of the Curriculum and Learning Resource materials.
h. Guiding research
i. Any other work assigned by HOD/Principal /Management from time to time.
Assistant Professor
Teaching including laboratory instruction and academic activities such as acting as Class
a. Review Committee member, invigilator, Lab-In-charge, Coordinator (Attendance),
Assistance in conduct of seminars, symposia, guest lecturers.
b. Students assessment and evaluation, aside from acting as paper setter
c. Assisting in consultancy and R & D Activities.
d. Developing resource material and laboratory development.
e. Co-curricular and extracurricular activities / student welfare activities.
f. Assisting in departmental administration.
g. Involvement in departmental / institutional developmental activities.

h. Be a member in such student welfare committees as Anti Ragging Committee, Discipline

Committee and a proctor.

i. Shall attend to the work allotted by HOD/ Principal / Management from time to time,
helping in the cause of Academic development of the institute.

35
The functions, roles and responsibilities of other administrative functionaries, staff,
librarian etc are clearly spelt out in the administrative manual of the college. The
functions of various non-statutory committees are given separately along with their
composition.

36
 CHAPTER – III

Roles and Responsibilities of Committees:

Various committees are formed in the College for the smooth and efficient management of
activities. It also gives the opportunity to the faculty to grow and develop in their
extracurricular activity/field and administrative skills. The committees are constituted by
the Principal in consultation with HODs for one academic year or until new committees are
constituted. The outgoing Conveners/ In-charges of the committees shall hand over all the
relevant documents/files to the new Conveners /In- charges in the presence of the Principal
or a representative appointed by him. The handed over documents shall be also signed by
all the three mentioned above.

Responsibilities of the Committees

1. Committee for Academic Matters:

 It has to coordinate the planning of seminars, workshops and research projects of

various departments in the college.
 To coordinate the guest lectures, to invite distinguished visitors etc, to visit campus.
 To plan for the academic events including academic calendar preparation.
 To check the notes preparation by the faculty
 To check the work plan schedule of faculty / teaching.
 To check regularity of the classes being engaged.
 To make preparation to visiting committees like AICTE, NBA, Andhra University
committees etc.
 To prepare power point presentations after collecting information from various HODs
and other wings.
 To help finalizing the documents and documentation
 To help in arranging the hospitality for members of committees.
 To coordinate the counseling of the students by organizing meetings with Conveners
of Counseling Committees of respective departments. The meetings can be chaired
by the Principal.

2. Committee for Examinations:

 It has to schedule the examinations after consulting the committee for academic
matters.
 To conduct of mid examinations and check for distribution of corrected papers.
37
  To conduct final examinations including supplementary.
 To conduct practical examinations.
 To arrange invigilators to various examinations, and to allot various rooms to them.
 To plan for numbering / seating arrangements of the students.
 To implement the numbering in the rooms.
 To fix the laboratory examination dates in coordination with HODs of various
departments and respective department of the University and to provide hospitality to
external examiners.
 To collect the finalized seasonal marks from the faculty with the help of HODs and
to handover them to Andhra University.
 To prepare lists of supplementary candidates and to display them in the notice boards.
 To control the stationery concern of examinations.

3. Squad for checking Examination:

 The committee consists of all the HODs and Professors of various departments. They
will be making sudden and surprise visits being coordinated by the Principal.
4. Attendance Committee

 To supervise and to finalize the attendance particulars of students regularly.

 To Send the reports to HODs about the lagging students in the attendance and to get
back to HODs about the same to enquire if the parents are contacted or not.
 To monitor the discipline of all the students for recording.
 To prepare the final attendance reports for preparing condonation and detention lists.

5. Networking committee

 To check the working of Internet.

 To check the working of Intranet.
 To plan listed modifications in the field of Network for better communication and all
the other relevant works.

6. Amenities Committee

 To check about water supply, power supply facilities, sanitary maintenance etc.
 To monitor greenery and cleanness of campus and overall cleanliness.
 To pursue welfare measures like group insurance, group cell phones, etc.
 To check the effective running of the canteen.
38
7. Grievances and welfare committee

 To receive any grievances and to propose solutions

 To receive, to address any grievances of faculty and non-teaching staff and try to
prepare solutions to address them with the help of administration.
 To receive any problems concern to Women faculty and non-teaching staff and Girl
Students.
 To plan for welfare measures and facilities concerned to ladies

8. Grievances Reddressal and Welfare Committee:

 To receive any grievances and to propose solutions

 To receive, to address any grievances of faculty and non-teaching staff and try to
prepare solutions to address them with the help of administration.
 To receive any problems concern to Women faculty and non-teaching staff and Girl
Students.
 To plan for welfare measures and facilities concerned to ladies.

9. Transport committee:

 To organize the bus transport network.

 To check the suitability of transport of various programs conducted in the campus.
 To check steps for prevention of un-authorized boarders
 To see that Anti-ragging prevails in the buses.

10. Anti-ragging committee

 To check with any sort of ragging

 To report to the administration any activities that to lead to ragging.
 To display the various boards for educating about the anti-ragging and to display help-
line numbers.

11. First year coordination committee

 To coordinate academic activities of all the first year classes including time tables.
 Conducting of practical, distribution of class rooms for conducting various classes.
 To coordinate with respective HODs when seminars and conferences take place.
 To coordinate with all the HODs to organize interdisciplinary subjects etc.

39
12. Website maintenance committee

 To prepare the web page.

 To update it whenever required, at least once a month.
 To check the updates of web site every fortnight and also to keep the
information of any special programs as and when organized.

13. Public Relations Committee:

 To see that the events are well covered in the Press & Media.
 To maintain relations with other Institutions.
 To maintain relations with industry for getting good training and placements for our
students.

40
 CHAPTER – IV

Roles and Responsibilities of Administrative officer:

1. Maintenance of principal‟s office as per principal‟s direction.

2. Student‟s admission related works.
3. All kinds of scholarships and related work.
4. Helping the principal in conducting Governing Body / Academic Council Meetings.
5. Recording the resolutions of the Governing Body / Academic Council Meeting and
dispatching the same to the members.
6. Assist the principal for AU affiliation works.
7. Assist the principal for AICTE / NBA / NAAC related works.
8. Maintenance and purchase of stationery for the stores.
9. Maintenance of leave record of Teaching & Non-Teaching staff.
10. Preparation and submission of number of days for salary to be paid, to the account
section, for the preparation of salary bills.
11. Maintaining the personal files of staff members.
12. Maintaining the budget files.
13. Maintenance of student‟s files & records and issue of original certificates to staff &
students as directed by the Principal from time to time except salary certificate.
14. Consult the Principal on any other issue which needs principal‟s directions and
intervention.

Laboratory:

Duties and responsibilities of the Laboratory In-charge:

1. To maintain the permanent and Consumable stock Registers.

2. To find out the requirements for consumables for the laboratory and procure the same,
before the start of every term.
3. To plan for the procurement of equipment for the coming term well in advance.

41
4. To see that the infrastructure facilities in the labs are adequate so that each batch has
ample opportunity to complete practicals satisfactorily.
5. To organize the laboratory for oral and practical examinations.
6. To hold those responsible for any breakage / loss etc. and recover costs.
7. To ensure the cleanliness of the lab and switch off all equipment after use.
8. Requisition of consumables shall be submitted to the HOD, who in turn shall verify the
same and forward to the Principal/Director for necessary action.
9. Any other duty as may be assigned by the HOD/Principal/Director/ from time to time.
10. In order to prevent theft/damage, the Lab In-charge shall take the following action: i.
Lab In-charge and Lab Assistants are to report the matter in writing immediately to the
HOD as soon as they come to know about the missing/damaged item in their Lab. They
also have the responsibility to find out/enquire about the missing/damaged item/article
and suggest further action in order to compensate the loss as well as prevent recurrence
of the same. ii. Lab Assistants in turn shall note down the missing items in the
respective Lab Register. iii. If the students are responsible for the loss/missing item,
then an amount equal to the cost of the item as fine shall be levied from the concerned
students. Students shall not be allowed to purchase and bring the item on their own, as
compensation for the loss/missing item.

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Duties and Responsibilities of Lab Assistants:

1. The Lab. Assistants are required to assist the respective Lab In-Charge for smooth
functioning of the laboratories.
2. Lab Assistants shall be available for maintenance and care of resources/services of the
institute.
3. All the Lab. Assistants, in coordination with the respective Lab In-Charge, are required
to report matters, like maintenance/repairing, theft, damage etc. within the respective
labs, to the HOD.
4. Lab Assistants in coordination with Lab In-charge should display (i) List of
Equipments/software with cost (ii) List of Experiments (iii)Lab Time Table (iv)Names
of Lab In-charge / Lab Assistants etc. on the Lab Notice board.
5. Any other assignments as given by HOD/Principal/Director.

Attenders:

All attenders should be available in the college by 8.00 am or as per the departmental
requirements and leave the premises at the stipulated time after the Heads of various
sections leave the departments.

1) They are expected to respect visitors, parents, staff and students

2) They should be present with neat appearance.
3) They should take the keys from principal‟s office after signing in the register.
4) They are responsible for the cleanliness of the rooms/labs/premises of the concerned
departments.
5) They should ensure proper locking of the rooms/labs/premises and close windows as
well as switch off lights/fans, close water taps and deposit the keys in the principal‟s
office.
6) They should strictly follow the instructions issued by the Heads of different sections and
departments conscientiously.
7) They should give respect to the superiors and extend full cooperation to other attenders.
8) They should not allow any unauthorized persons to enter the departments/office without
proper verification.
9) They should perform any additional duties assigned from time to time.

43
 CHAPTER - V

Publications, R & D and consultancy policies

Objective:
ANITS will provide financial assistance to teachers for Research Projects to develop
innovative techniques in Engineering.

Operational Features:
1. Researcher who wishes to avail of financial assistance under this Research scheme
is required to submit the Research Proposal as per application
2. The project proposals are considered by the ANITS (Research Committee) once a
year and final decisions are taken by the Management keeping in view the
recommendations made by the Research Committee and the availability of funds for
the scheme.

Level of Assistance:
1. Projects involving development of equipment up to Rs 50,000/-
2. Projects in software development of equipment up to Rs. 30,000/-
3. Assistance is available for items like books and Journals, filed work including transport
and contingency expenditure including printing of questionnaire, computation work and
preparation of Project report.

Duration of Implementation:
1. The duration of the project will be 1 year or 2 years based on project complexity and
recommendation of the Research Committee.
Release of Funds:
The amount sanctioned for the project under the scheme would be released as under
1. 30% on approval
2. 30% on completion of 3 months, accompanied by the progress report and statement of
expenditure for the 1st installment
3. 40% on completion of project, approval of project report by the Research Committee
appoint reviewer, receipt of statement of expenditure are utilization certificate.

44
 General:
1. All assets in the form of equipment or other items will become the property of the
ANITS on completion of the project. Books and journals purchased with the
assistant may be returned to ANITS library by the investigator after the completion
of the project.
2. Assistance will be available to a teacher for only one Research Project in a period of
five years.
3. Prior approval of the ANITS will be necessary for publishing the results of the study
on the project supported by the ANITS. In all such cases however, the Investigator
should also acknowledge the support received from the ANITS.
4. The researcher is required to submit two copies of the final report along with an
abstract of research in standard format within two months at the end of the tenure of
the project.
5. The applications should be forwarded through the Head of the Department.

Faculty encouragement for research paper publications:

Faculty will be awarded Rs. 2000/- and Rs. 5000/- in National and International journals
respectively for Engineering faculty and 50% of the above amounts for Science and
Humanities faculty. The research paper sin Regional / National / International
Conference / Seminars / Workshops (conducted by IISc, IIT, NITS, IIITS,
Universities) will be paid by the registration fee (subject to a ceiling of Rs. 3000/-) and
also to-and from sleeper class railway fare, provided they are held within the country. For
the paper publications in conference outside India the Management finalization the
financial assistance based on recommendation of research committee.

45
 CHAPTER – VI

FACULTY DEVELOPMENT

Staff Development Scheme

In pursuance of its commitment to the policy of imparting quality education and realizing the key
role of the faculty in achieving this goal, the management of ANITS has decided to encourage
quality improvement of the staff. This encouragement will be in the form of

i) Deputation under the Quality Improvement Program of the AICTE.

ii) Support for doing M.Tech/Ph.D.
iii) Deputation of faculty for refresher courses and other short-term training programs.
iv) Support for presenting research papers in Regional/National/ International
Conferences.
v) Deputation of technical non-teaching staff to short-term training programs for skills
up-gradation.

For items (i) & (ii), it has constituted a “Staff Development Council “Consisting of the following:

1 Secretary & Correspondent of ANITS Chairman

2
Principal, ANITS Convener
3
Director, ANITS Member
An eminent Educationist
4 (To be nominated by the Chairman) Member

One senior faculty member of ANITS

5 (To be nominated by the Chairman) Member

The Staff Development Council (SDC) will scrutinize the applications and will make
recommendations based on the following criteria.
a) Specialization requirement in the department
b) Whether the program (M.Tech/Ph.D) is part-time or full-time.
c) Number of faculty members of the department already deputed/supported.
d) Length of service and contribution of the faculty member concerned.

46
 Recommendations of the SDC in this regard will be submitted to the college
management for final decision. Generally, preference will be given for doctoral
programs. Deputation or support in any form to any faculty member must be
without detriment to the academic work of the department/institute.

TYPES OF SUPPORT FOR DOING Ph.D/M.Tech.

1. Deputation under the quality Improvement Program of the AICTE for doing
Ph.D/M.Tech. For this, the faculty member must have put in at-least 3 years of
service at ANITS.

2. A Faculty member who gets admission in any I.I.T/I.I.Sc/NIT for

PhD/M.Tech. will be considered for grant of study leave and financial
support during the leave period. The quantum of financial support will
be decided by the SDC. Extending this type of support is subject to
the concerned faculty member giving an assurance in a manner to be
decided by the SDC that he/she will serve the ANITS after completion
of the M.Tech/PhD, Program for some specified period to be
determined by the SDC based on the length of the study leave period
and the quantum of financial support extended.

3. Any faculty member who wishes to do PhD on Part-time basis while

continuing to work in the institute, will be considered by the SDC for
support in one or more of the following ways:

a) Re-imbursement of registration fee paid to the university and the expenses towards
preparation of the thesis, subject to a ceiling of Rs. 15,000/-

b) Relieving him/her of some/all of the administrative responsibilities, if any, and

arranging the time-table in such a way that his/‟her normal teaching load (Theory
& Practical) is taken care of in 5/4 days of the
week, so that he/she can be given „off‟ for ½ days in a week for concentrating on
the PhD work.

C) Giving study leave with full salary for a period of up to a maximum of 4 months
either at a stretch or in a few spells of 15 days each time for Devoting his/her
time for doctoral work..

NOTE: The total number of „off‟ days under (b) and (c) above, excluding Sundays and
other holidays, shall not exceed 120 days for any individual faculty member.

1. Support as in (b) and (c) will be given only to faculty members whose PhD work is
in a relatively advanced stage and it will be reviewed
periodically by the SDC. Extension of support is dependent upon

47
 satisfactory progress in the research work as perceived by the SDC and
certified by the Research Committee/ Thesis Supervisor.

2. Candidates getting support under (2) above, will be eligible for 2

increments when Ph.D. degree is awarded to them.

I. Faculty Members Registering For Part-Time M.E/M.Tech

Faculty Members having only B.E/B.Tech degree will be encouraged to do part-time
M.Tech/M.E. degree programs of A.U. Among them, those who have already put in 2 or
more Years of service at ANITS at the time of registering for the M.E/M.Tech. (Part
time) program will be considered for partial re-imbursement of the tuition fee for the
M.E/M.Tech program if they give an undertaking to continue to serve ANITS at least for
2 years after getting the M.E/ M.Tech degree. Further, they will be eligible for one
increment in their scale, on getting the M.E/M.Tech degree.

II. Deputation To Refresher Courses, Workshops &Seminars:

To enable the faculty of ANITS to keep themselves abreast of the latest

developments in their fields of specialization, which is absolutely essential in these days of
rapid changes in technology, they will be deputed, at regular intervals, to attend short term
refresher courses, workshops, and seminars etc. being organized by the various I.I.Ts.,
I.I.Sc., N.I.Ts., Universities and other reputed institutions. Faculty members so deputed, will
be treated as „on duty‟ for the duration of the course and the to-and –fro travel time. Further,
the registration fee for the course will be borne by the ANITS and the faculty will be Paid to-
and-fro II class (Sleeper) fare for the travel. Deputation of faculty members for such refresher
courses will be decided by the Principal based on the recommendation of the Head of the
Department concerned.
III. Faculty Members Presenting Research Papers:

Faculty members presenting their research papers in Regional/ National/

International Conferences/Seminars/Workshops will be paid the registration fee ( subject
to a ceiling of Rs. 3000/-) and also to-and-fro sleeper class railway fare, provided the
International Conference is held within the country. Further, they are treated as “on
duty” for the duration of the conference and the to-and-fro travel time.

48
NOTE: This facility can be availed by any faculty member only once in a 12 months period.

SKILLS UPGRADATION FOR TECHNICAL NON-TEACHING STAFF:

Technical non-teaching staff will be deputed for short-term training programs for acquiring new
skills, or for improving their existing skills, if such deputation is recommended by the
Head of the concerned Department and is considered by the Principal to be necessary in
the interests of the institution.

49
 CHAPTER – VII

RECRUITMENT PROCEDURE AND GUIDELINES FOR GRANTING

OF ANNUAL INCREMENT FOR TEACHING STAFF

Recruitment Procedure:

1. Introduction:

The vision of ANITS is translated into an organizational goal to identify, recruit and retain
highly qualified, talented, and diverse faculty / staff, for positions in all academic fields.
The recruitment of faculty / staff is a crucial activity at ANITS. The Staff Selection Committee
is constituted specifically for governing the recruitment procedure.

a) The process of recruitment includes:

b) Search for prospective candidates
c) Short listing of prospective candidates
d) Preliminary Selection – Staff Selection Committee
e) University Ratification of the Selected Candidates

2. Search for Prospective Candidates: The search for prospective candidates is implemented
in the following two ways simultaneously:

 Advertisements are placed in the leading Telugu and English dailies listing the openings
 The details of the openings including eligibility criteria, scale of pay and other conditions
are given in the advertisement
 The candidates have to satisfy the eligibility criterion to facilitate further consideration of
their candidature.

3. Application Procedures:

50
The application can also be downloaded from the website and should be submitted along with
all necessary enclosures to the Administrative Office, on or before, the scheduled date.

Retired personnel from teaching/industry and R&D are encouraged to apply for the posts.

The application should include all the relevant authenticated data regarding age, academic
qualifications with Class/Grades, experience, post held, publication list, statement of teaching
interests, phone no, e-mail id and the names of three references (with contact information)
together with attested copies of certificates and marks sheets (of all the years/semesters) etc.

Separate application is to be submitted in the event of candidates applying for more than one
category of post.

Candidates, who had applied for the same posts before, have to apply afresh again

The age limit is as per the AICTE/ UGC / state government norms and subsequent orders in
force.

4. Short listing of prospective candidates:

Applications, when received, are organized, relevant information summarized, and sent to the
respective HODs by the Administrative Office, for short listing.

The objective of short listing is two folds:-

a) To reject applications that do not meet the eligibility criteria

b) To shortlist the candidates from the remaining list so that the number of candidates to be
called for interview with the Staff Selection Committee remains within manageable limits.

Usually, primary concerns at this stage are the educational background, previous experience
and research activities done by the candidate. The concerned HOD shortlists the candidates
based on the requirements of the respective department. The resumes of the shortlisted
candidates are further ranked in the order of merit by the concerned HOD and sent to the

51
 Administrative Office along with their comments and observations for the next level of the
Recruitment Process.

5. Staff Selection Committee: The Selection Committee is constituted in the following

manner, with representatives as listed under, for each department.

a) Head of the Institution /Principal - Chairman of the Selection Committee

b) Director (Admn)
c) Representative of the Management - Member of the Selection Committee
d) HOD of the Department - Member of the Selection Committee
e) Subject Expert - Member of the Selection Committee {Preferably from AU}

The committee will evaluate the suitability of prospective candidates for a particular position.
Based on their observations, the committee will recommend the list of selected candidates. The
successful candidates are issued offer letters with in a stipulated time frame to accept the offer.
After receiving acceptance letters from the candidates, appointment orders are issued to them.

6. University Ratification

A Committee with the following members is constituted under the chairmanship of the Vice
Chancellor of the affiliating university, to oversee the ratification procedure. The members of
committee include;

a) Subject Experts
b) Principal of the affiliated college
c) Secretary or Nominee of the Secretary & Correspondent
d) Nominee of the Commissioner of Technical Education
e) Registrar of the affiliating university
f) Director of Academic and Planning of the affiliating university

The Committee interviews the candidates and recommends the list of selected candidates to the
institution. The process involves appointing newly ratified faculty and also ratifies the services
of the existing faculty. The procedure is carried out on a regular basis, as per the requirement.

52
 CHAPTER – VIII
Guidelines For Granting Of Annual Increment For Teaching Staff
Every year the faculty has to submit his self-appraisal form which consists of performance
indicators and faculty must thrive to achieve the criteria mentioned therein. This is ensure the
quality in teaching and learning, research and other activities of the faculty. The faculty has to
submit the self-appraisal form to the HOD for his remarks and then it is forwarded to the Principal
for his assessment and for approval by the management.

Proforma For Performance Appraisal w.e.f 2016-17

Minimum Academic Performance Indicators (API‟s) to be attained by the faculty for each of the
categories based on the cadre
Minimum API*
Assistant
S Maximum Assistant
Category Professor
No API score Professor Associate
more than 3 Professor
< 3 year Professor
year
experience
experience
1 Teaching, Learning And
Evaluation Related 100 60 60 60 60
Activities
2 Co-Curricular, Extension
And Professional
40 20 20 20 20
Development Related
Activities.
3 Research And Academic
** 10 20 30 35
Contributions
*For awarding annual increment the faculty has to score the minimum points in each of the
categories as mentioned in the table above.
** There is no upper limit for the maximum API score for 3rd category.

S. Max.
No. Indicators / Activities Score

1 TEACHING, LEARNING AND EVALUATION RELATED ACTIVITIES

Lectures, Seminars, tutorials, practicals, project:
Minimum lecture hours --Professor: 12 hours/week ; Associate Prof: 14 Hours /week ; Asst.
1.1 20
Prof: 16 Hrs/Week Score proportional to workload and average of two semesters. Two
seminar / project hours is to be considered as one Lecture hour only.
Feedback on the Courses taught
1.2 Feedback score proportional to percentage of feedback marks –average of two semesters of 25
two or more subjects.

53
S. Max.
No. Indicators / Activities Score

Pass percentage :
Pass percentage in the subjects taught during the previous year.
1.3 25
Score proportional to pass percentage upto 60%. Below 60% score is nil. To be
calculated as average of two semesters.
Preparation of study material / resources with proof for all courses he/she teaches and
1.4 10
complete assessment and attainment of outcomes
Innovative / student centric teaching-learning methods
Use of ICT based Teaching material
Interactive sessions
1.5 10
Participatory learning modules
Remedial classes/Bridge courses.
Teaching beyond curriculum with clear details of topics and its usefulness to the students
Curriculum preparation and Examination related work
1.6 Curriculum preparation: coordinator-10 points, member -5 points College/University End 10
semester examination work: 5 points

Total 100

2 CO-CURRICULAR, EXTENSION OR PROFESSIONAL DEVELOPMENT

Co-curricular activities 5
Subject related events: Lectures on special topics; Quiz/debate/ elocution; study tour;
Exhibition; Department Association; Guiding students in inter-institute events; Initiatives
2.1
related to industry internship/summer training; Any other activity for student development
Extension Activities
Institute-Industry interaction; Training industry persons, offering special courses
Professional Development activities in the campus 10
Participation in Seminar/workshop/symposia (2 marks); conferences (2); FDPs (5); STTPs
(5); Lectures/Talks delivered in programs (2); Membership of Associations- (3); Publication
2.2
of general articles (2); General awareness activity (2)
Community work such as National integration, secularism, democracy, humanism, peace,
scientific temper, flood or drought relief etc. (max.5)
Department Administration 15
Members of committees like Admissions; discipline; Anti-ragging; laboratory equipment
procurement, utilization, maintenance and safety; any other role assigned by Principal/HoD
2.3
(5)
NAAC/NBA/Autonomous/BOS etc., coordinator (10); member(5)
with 100% compliance
Mentoring to help the students at individual level 10
(a)Guidance in course work specific/ laboratory specific/all-round development (5 marks)
The faculty member shall report the details of counselling/ mentoring the students for various
purposes such as i) Academics ii) Co-curricular activities iii) Extra-curricular activities iv)
discipline & regularity v) self-learning vi) grievance redressal
2.4
(b)Career Guidance, Training, Placement, Entrepreneurship (5)
Contribution of faculty member for career guidance, subject coaching, Special classes for
GATE, mock tests, communication skills.

54
S. Max.
No. Indicators / Activities Score

Total 40
Research and Academic Contributions -
3
Research Papers published:
Referred journals: Score per paper 15 if Imp. Fac.<1; 25 if I.F. 1to2; 30 if I.F.2 to 5; 40 if
I.F. 5 to 10 ( with citation 25)
3.1 Non-refereed but recognized and reputable journals and periodicals with ISBN/ISSN:
10/paper
Conference proceedings as full paper: 10/paper
(Note: First or Second Author 100% score; Third and above 50% )
Publications (Books, chapters in books other than journal)
3.2
Text books: 50/ author; 10/chapter in an edited book.
Research Projects
Completed/Ongoing Sponsored Projects. (In case of Principal / CO investigator points are to
be shared in 70:30 ratio).
3.3
Grant >Rs. 30 Lakhs (40 per Project).
Grant > Rs.5 Lakhs (30 per Project).
Grants > Rs. 50,000 (20 per Project).
Research Guidance (In case of joint supervision points are to be shared in 70: 30 ratio)
M. Phil. / M Tech (Degree awarded only) (5 per candidate).
3.4
Ph. D. (Degree awarded only) (20 per candidate).
Ph. D. Guidance (5M) Thesis submitted (10 per candidate).
Consultancy
Provide a list of Consultancy works with amount accrued
3.5 Consultancy amount:
Amount > 0.5 Lac – 20 points
Amount < 0.5 Lac –10 points
Participation or Presentation in Training Courses/ Conference/ Seminar/ Workshop
i. Participation in Training Courses/ Conference/ Seminar/ Workshop: 2 week-20/each; 1
week-10/each; 2-4 days – 5/each
ii. **Participation and Presentation of research papers (oral/poster) in Conferences/
3.6 Seminars/ workshops etc. International conference (10/activity); National (7.5/activity);
Regional/State level (5/activity); Local - University/college level (3 /activity)
iii. Invited lectures or presentations for conferences/ Seminar/ Training Course/Refresher
Course/Orientation Course: International Level (10 per lecture); National Level (5 per
lecture); Regional Level (3 per lecture); Local- University/College Level (2 per lecture)
Training Courses / Conference /Seminar/Workshop Organised
3.7 Programme: 2 weeks or more: 30 points; 1 week: 20points ;< 1 week : 10points. In case
of Co-convener/Jt. Organizing Secretary points are to be shared in 70: 30 ratio:
Award/ Honours /Recognitions
International level honour/recognition/award (30 per award)
3.8
National level honour/recognition/award (25 per award)
State level honour/recognition/award (20 per award)

** If a paper is presented in conference / seminar is published in the form of proceedings , the points
would accrue for 3.1 but not for 3.6 (ii).

55
 Guidelines for Annual Increment w.e.f. 01-06-2011

Science Stream

Assistant Professor

Pay Structure
Service Qualification
in Rs.

M.Sc / M.A. 1st class

At the time of Joining Rs. 12,000
(Not Preferred)

At the time of joining M.Sc / M.A./1st class / M.Phil Rs. 13,000

After 1 year of satisfactory Rs. 15,600

----
service Rs.16,600*

After 2 years of satisfactory Rs. 18,000

----
service
Rs. 19,000*
Rs. 21,000
After 3 years -----
Rs.22,000*
Assistant Professor Scale
M.Phil. is essential to get scale.
Rs. 21600+DA+HRA
For already existing faculty
After 4 years of satisfactory
M.Phil. is must in 2 years or
service
Ph.D. in three years from 2011
Scale range of:
June
15,600-39,100+AGP6000

Associate Professor

Service Qualification Pay Structure

M.Sc. / M.A. with Ph.D. Associate Professor Scale

Eligible to apply with minimum of 6 Rs. 30,320+DA+HRA
years of satisfactory service at ANITS (Less than 3 years of
service) Scale range of:
15,600-39,100+AGP8000

56
 Associate Professor Scale
M.Sc. / M.A. with Ph.D.
Rs. 46,400+DA+HRA
(above 3 years of
Scale range of:
service)
37,400-67,000+AGP9000

Candidates possessing M.Sc./M.A./M.Phil. have to acquire Ph.D. Degree within 3 years,

failing which his/her increments will be stopped

Professor

Service Qualification Pay Structure

Professor Scale
Must have a total experience of 10 to Rs. 50,890+DA+HRA
M.Sc. / M.A. / M.Phil /
12 Years, at-least 6 years teaching
Ph.D and 8 publications
experience as Associate Professor at Scale range of:
in referred journals
ANITS 37,400-67,000+AGP10000

Guidelines for Annual Increment w.e.f. 01-06-2011

Engineering Stream

Assistant Professor

Service Qualification Pay Structure

Assistant Professor Scale

Rs. 21600+DA+HRA
At the time of joining M.Tech. with 1st Class
Scale range of:
15,600-39,100+AGP6000

Note: Candidates with B.Tech have to obtain M.Tech. Degree before the end of 4 years of
service in order to obtain further increments.

57
Associate Professor

Service Qualification Pay Structure

Associate Professor Scale

M.Tech. with Ph.D. or
Eligible to apply with minimum of 5 Rs. 30,320+DA+HRA
equivalent research
years of satisfactory service at ANITS
publication
Scale range of:
15,600-39,100+AGP8000

Associate Professor Scale

After three years of Rs. 46,400+DA+HRA
Eligible to apply with minimum of 3
Ph.D. five publications
years of satisfactory service at ANITS
in referred journals Scale range of:
37,400-67,000+AGP9000
Associate Professor Scale
M.Tech. Rs.30, 320+DA+HRA
Eligible to apply with a minimum total continuous until Ph.D.
with a minimum of five
service of 8 years with at least 3 years
International
as Sr. Asst. Professor at ANITS Scale range of:
Publications
15,600-39,100+AGP8000

Candidates possessing M.Tech. have to acquire Ph.D. Degree within 5 years; failing which,
his/her increments will be stopped

Professor

Qualification Pay Structure

Must have total experience 8 to 10 Professor Scale

Years Rs. 50,890+DA+HRA
M.Tech. and Ph.D. and
five publications in
reputed journals Scale range of:
At least 3 years teaching experience as
Associate Professor at ANITS 37,400-67,000+AGP10000

58