1.1. These may be called the Airports Authority of India (Recruitment and Promotion) Regulations, 2020.

1.2. These shall come into force on the date of their Gazette Notification.

1.3. These Regulations shall apply to all regular employees of the Authority and to all persons employed by the Authority on deputation in accordance with the Regulations.

1-A. Initial Constitution. (1) The incumbent holding the posts in Authority under these regulations immediately before the commencement of these regulations on regular basis shall be deemed to have been appointed in accordance with the provisions of these regulations.

(2) The regular continuous service of incumbent referred to above in the respective grade immediately before the commencement of these regulations shall be taken into account for the purpose of period of probation, seniority, qualifying service for promotion, confirmation etc.

In these Regulations, unless the context otherwise requires

a) Absorptionist means an employee belonging to the Central or State Government or Public Sector Undertaking who has been permanently absorbed in the regular service of the Authority;

b) Act means the Airports Authority of India Act, 1994 (55 of 1994), as amended from time to time;

c) Appointing Authority in relation to a post means the Authority as specified in Col. 3 of Annexure-I annexed to the AAI (General Conditions of Service and Remuneration of Employees) Regulations, 2003;

d) Apportioning means identifying the number of posts in the specified disciplines by the Competent Authority within the cadre strength, which need to be filled up at two or more different levels depending upon the specific requirements of the organization.

e) Authority means the Airports Authority of India constituted under section 3 of the Act;

f) Board means the Board of Members of the Airports Authority of India;

g) Chairperson means the Chairperson of the Authority appointed under Clause (a) of Sub-Section (3) of Section 3 of the Act;

h) Competent Authority means the Chairperson or any Whole-Time Member or any officer authorized by the Chairperson in this behalf by general or special order;

i) Departmental Candidates means the officials who have been appointed on regular basis and who hold posts or hold liens on any permanent post of the Authority;

j) Departmental Promotion Committee means a Committee constituted to consider promotions in any grade;

k) Employee means a person appointed by the Authority either on temporary or permanent basis including the deputationists and trainees on stipend recruited against regular posts, but does not include a person employed by the Authority on daily wages, contract or apprentices paid under the Apprenticeship Act, 1961 (52 of 1961);

l) Executive Posts means the posts in the grade of Junior Executive & equivalent and above, up to the level of ED & equivalent;

m) Government means the Government of India;

n) Management means the Chairperson or Member or any other Executive of the Authority so authorized by the Chairperson;

o) Member means a Full time Member of the Authority and includes the Chairperson but does not include an ex-officio Member referred to in Clause (b) of Sub-Section (3) of Section 3 of the Act.

p) Month means the calendar month;

q) Non-Executive Posts means the posts in the grade of Jr. Attendant(NE-1) and equivalent and above, upto the level of Sr. Supdt.(SG) (NE-10);

r) Permanent Employee means an employee who has been appointed by the Authority against a post which has been sanctioned and who has been confirmed after completion of probation period satisfactorily;

s) Post' means any post against which a person has been appointed on temporary or permanent basis or on Contract/Deputation;

t) Probationer means an employee who has been appointed by the Authority against a sanctioned post but has not been confirmed;

u) Recruitment Year means the year commencing from 1st January to 31st December of the year; and

v) Temporary Employee means an employee who has been appointed by the Authority against a temporary post sanctioned for a specified period or appointed on temporary basis against a permanent post.

3.1 The posts included in the various grades/cadres of the Authority, their group, level and the scales of pay on the commencement of these Regulations shall be as specified in Para 4 of these Regulations.

3.2 After the commencement of these Regulations, the authorized strength of the posts in various grades shall be such as may from time to time be determined by the Authority.

3.3 The Authority may create posts and make additions or deletions to the strength of the posts in various grades as deemed necessary from time to time, as provided in the Note under Section 4(2) of AAI (General Conditions of Service and Remuneration of Employees) Regulations, 2003.

3.4 The Chairperson may with the approval of Authority include any allied posts other than those included in Para-4 of these Regulations.

3.5 In exceptional circumstances and beyond delegation of powers, the Chairperson may with the approval of Authority appoint an officer to an appropriate grade in the Executive or Non-Executive cadre in a temporary or in a substantive capacity as may be deemed fit in the interest of the Authority and fix his seniority in the grade after taking into account his continuous regular service in the analogous grade. Any such induction will be reported to the Board at the earliest.

3.6 Re-employment of superannuated Govt. servants/extension of service of AAI employees beyond the age of superannuation in exceptional circumstances can be made in accordance with the Government guidelines.

3.7 In certain circumstances, appointments may be made on a consolidated salary as may be determined by the Competent Authority instead of regular pay-scales enumerated in Para-4 of these Regulations.

4.1 The posts in Authority are broadly categorized as Executive and Non-Executive and all in the following groups/levels:

4.2 The Authority will have the discretion to change the scales of pay from time to time.

4.3 Employees recruited in the Authority's service shall be placed in any of the approved pay scales of the Authority as prevailing from time to time and applicable to the post to which recruitment is made, save as provided in Para-3 of these Regulations.

4.4 The candidate who has applied for a higher post or if he is in the Select Panel for a higher post can be appointed in a lower post subject to his suitability and willingness to accept the same.

The Appointing Authorities of various posts have been defined in Annexure-I of AAI (General Conditions of Service and Remuneration of Employees) Regulations, 2003, which is reproduced as hereunder:

Appointing Authority

DIRECT RECRUITMENT & RELATED MATTERS

6.1 Generally, the intake from outside the Authority through direct recruitment will be at the following levels called the induction levels:

Note: The detailed qualifications and experience required for posts to be filled through DR are specified in Annexure-1.

^ The DR positions in Secretarial cadre in E-3& E-1 levels have been discontinued.

* In case adequate number of executives are not available from next below cadre the Management would have discretion to fill up posts from open market beyond 25% posts earmarked for DR quota.

** Remaining 25% posts of E-1 level will be filled up from departmental non-executives subject to possessing prescribed induction level qualification and meeting other norms as prescribed.

6.2 The induction of degree holder Engineer in Communication, ATC, Electronics and Engineering (Civil) and (Electrical), Fire services be made as Jr. Executive (E-1) (wherever applicable). After successful completion of prescribed training, they may be inducted in the cadre.

6.2.1 Pay scales of Jr. Executive (E-1) and Manager (E-3) will be granted along with other admissible allowances to those appointed by direct recruitment to Jr. Executive (E-1) and Manager (E-3) grades respectively instead of stipend.

However, induction at NE-6 level in ATC, Communication and Electronics shall be made initially as trainees and, they will be given stipend and not pay scale till they successfully complete the prescribed training.

6.2.2. The selected trainees before joining shall have to furnish prescribed amount of bond, wherever applicable.

6.3 The detailed qualification and the kind of experience required for posts filled through DR will be specified with reference to the requirement of each post. These are broadly specified in Annexure-I (Executives) & Annexure-II (Non-Executives). The education qualification/experiences for direct recruitment/promotions for employees joined prior to 29.08.2011 to the various grades in the executive cadres are indicated in Annexure-III.

6.4 Direct Recruitment of sports personnel to above categories will be as per the AAI Sports Policy.

6.5 In case of any requirement for induction of professionally qualified people as Trainees for a specific period, they will be taken from Govt./Professional Institutes as recognized by AICTE without any commitment for regular employment against the sanctioned posts.

The job specification for various posts including the induction level posts will be broadly as per Annexure-I & II and as may be prescribed by the Competent Authority from time to time. The job specifications can be amended from time to time considering the job demand/specialization required for each cadre/discipline subject to the approval of the Chairperson.

(i) The mode of selection to be generally observed for recruitment to posts at the induction levels will be as indicated below:

(ii) For recruitment to professional categories i.e. CNS, Electronics, Finance, Engineering, Law, Technical (Equipment/Technical merged w.e.f. 20.10.2011), Architecture and CP&MS, the weightage shall be as follows:

(a) 70% questions on subjects relating to educational qualifications prescribed for the post; and

(b) 30% on General Knowledge, General Intelligence, General Aptitude, English, etc.

(iii) For recruitment to all other categories including ATC, the weightage shall be as follows:

(a) 50% questions on subjects relating to educational qualifications prescribed for the post; and

(b) 50% on General Knowledge, General Intelligence, General Aptitude, English, etc.

(iv) For recruitment at E-1 level in the discipline where eligibility criteria is Engineering Graduate only, applications will be invited with valid GATE score of last two years and selection will be made as per merit list prepared based on GATE score of applied candidates. In respect of recruitment at E-1 level in other disciplines, where eligibility requirement is other than the Engineering Graduate, selection will be on the basis of merit in the online examination conducted by AAI.

(v) Recruitment of JE (ATC)/Fire etc. will be subject to qualifying the voice test/trade test, physical measurement and endurance tests, as applicable.

9.1 Departmental candidates are eligible to compete with the external candidates provided they fulfil the specification(s) as prescribed for the post(s) advertised.

9.2 Departmental candidates will be considered along with outsiders on merit, and may be allowed relaxation in age by maximum 10 years. They will also be given due weightage for their relevant experience within the organization.

9.3 Departmental candidates possessing recognized degrees obtained through part-time/correspondence/distance education mode shall be eligible to appear in the Direct Recruitment examination conducted against vacancies at various levels/cadres in the organization.

The maximum age limit for each post will be prescribed in the Direct Recruitment specifications which will be relaxed as per Govt. policy in the case of SC/ST/Other Backward Classes, Ex-Servicemen, compassionate appointment and the employees of the Authority.

10.1 Fee. Fee will be payable for Direct Recruitment/Departmental Competitive Recruitment or recruitment through interview as prescribed from time to time. Women candidates are exempted from payment of fees in Direct Recruitment, Departmental Competitive Recruitment or recruitment through interview.

11.1 New Entrants. 11.1.1 Initial pay of a candidate selected for appointment against a direct recruitment post will ordinarily be fixed at the minimum of the scale of pay of the post to which he/she is appointed. However, higher initial pay may be given on the merits of each case but not exceeding three increments. While recommending the initial pay fixation on appointment against DR posts to deserving candidates, the Selection Committee will take into consideration the qualifications, experience, merit performance in the interview and the existing emoluments of the candidate.

11.1.2 Where any person appointed to a post to which a time scale is applicable and he/she has been in service in any Department of the Central or any State Government or any Public Sector Undertaking immediately preceding such appointment or there are other sufficient grounds, the Appointing Authority/Selection Committee may in its discretion fix the pay of the post at which the pay was last drawn by him/her in such department or undertaking to grant him/her a higher starting salary as may be deemed proper.

11.2 Departmental Candidates. 11.2.1 Pay of a Departmental candidate selected for appointment to a higher post in DR quota will be fixed by adding one notional increment. In case the pay so arrived at is less than the minimum of the higher pay scale, then the pay of the employee will be fixed at the minimum of the higher pay scale.

11.2.2. In case a departmental candidate on his appointment to the higher grade wishes to get his pay in the higher grade fixed after drawing his next increment in the lower grade, he/she may give an option within one month of his appointment to the higher grade. The option once exercised will be final and irrevocable.

11.2.3 The departmental candidates who have appointed under DR quota are entitled for following benefits:

(a) Transportation of personnel effects, travelling allowance, packing allowance and transportation of conveyance allowance as per provisions of AAI TA/DA Regulations, 2003 or amended from time to time (Excluding transfer grant, DA on transfer & joining time.)

(b) Past service rendered by them will be counted for the purpose of grant of HBA & Car Advance/Computer Advance.

The directives of the Government concerning reservations of posts and concessions allowed to candidates belonging to Scheduled Caste/Scheduled Tribes/other Backward Classes/Ex-servicemen, PWD persons etc. as notified by the Government from time to time will be strictly followed by the notified appointing authorities.

13.1 Certain categories of persons will be allowed special dispensation in appointments to direct recruitment posts as specified below:

(i) Expropriated Land Owners. Individuals whose land is acquired for setting up the Authority's Projects and who are consequently deprived of their livelihood will be given due consideration in employment against the sanctioned posts in DR quota in any Group C or D posts provided they meet the prescribed specifications in accordance with the Government policy.

(ii) Dependants of Deceased Employees. The dependent of a deceased employee will be eligible for consideration for appointment in the Authority on need-cum-economic status basis against an available direct recruitment vacancy in any Group C or D post commensurate with his/her qualifications and experience. Priority will, however, be given to dependents of those employees who die as a result of an accident while on duty. The broad parameters which will be considered in this regard are

a. income of the family of the deceased employee;

b. educational qualifications of the dependent member of the deceased employee seeking employment;

c. number of dependents, and

d. assets & liabilities left by the deceased employee.

The request for compassionate appointment will be considered even if the name of a dependent is not sponsored by the Employment Exchange or if he/she has not applied against any advertisement provided the applicant is otherwise eligible. Non-existence of an earning member in the family of the deceased employee will be an important criterion in this regard. The Competent Authority may specify any other parameters, to determine the eligible criteria. For purposes of this concession, the dependents mean only sons (or adopted son), unmarried daughters (or adopted daughter) or widow. Deceased employee means an employee who dies while in Authority's service. Compassionate appointment will not exceed 5% quota of Direct Recruitment posts in Group C and D grades in a recruitment year.

While appointing the dependents of the deceased employee on compassionate grounds, an undertaking may be taken that they would take care of the family of the deceased employee and failure to maintain the family may result in termination of their service by the competent authority.

(iii) Outstanidng Sports Persons. Consistent with the Authority's objective of all round development of human personality and to provide encouragement to the activities and programs of the Authority in the area of sports, sport persons of repute may be recruited with the prior approval of the Chairperson in respect of the sports in which the Authority has developed its own teams for participation in Public Sector Undertaking Sports' tournaments or other tournaments. Such recruitment will be made only against the sanctioned strength in DR Quota in accordance with the Sports Policy enunciated by the Authority subject to the following terms and conditions:

(a) Recruitment of such sports persons will be made commensurate with their relevant experience and possessing the qualifications required/specified for entry to the grade to which he/she is sought to be recruited.

(b) In order to be eligible for selection under this special recruitment, candidates should have represented the Country and/or State in a recognized Championship/Tournament at State, National and/or International level at least during the three years preceding the date of appointment.

(c) Physical fitness of such sports persons selected for special appointment should be of the highest standard and the upper age limit shall be 25 years.

14.1 Recruitment to posts at induction and other levels will normally be made from the sources mentioned below.

14.2 Employment Exchanges for posts as prescribed in the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 and/or Government directives issued from time to time.

14.3 Direct recruitment by advertisement in the Press/Electronic Media

14.4 By considering departmental candidates meeting the specified requirements.

14.5 From reputed Engineering/Management Institutes by Campus interviews and through GATE

14.6 Deputationists from the Central/State Governments/Union Territories and the Public Sector Undertakings.

14.6(1) The deputationists taken through a regular process of selection may be considered for absorption subject to meeting the requirement of R&P Regulations.

14.7 By making reference to recognized Associations/Agencies who maintain rosters of suitable persons in different skills for promotion and welfare of Scheduled Castes/Scheduled Tribes/Other Backward Classes, Ex-servicemen, Persons with Disability and other similar special categories.

14.8 Any other sources as approved by the Competent Authority in exceptional circumstances.

Note: i. AAI has introduced a Lateral Movement Policy to induct suitable employees from one department to another in same level.

ii. AAI also has introduced internal deputation policy (IDP-2014) to induct suitable employees to different departments at one level higher.

15.1 It will be necessary first to send a requisition to the concerned Employment Exchange for filling up a DR vacancy in Group C & D posts in accordance with the instructions prescribed in Rule 4 of the Employment Exchanges (Compulsory Notification of Vacancies) Rules, 1960 as amended from time to time and in case the Employment Exchange fails to make available suitable candidates within a fortnight, the post may be advertised.

15.2 Where a post is to be filled by direct recruitment, the respective HR Deptt. will release an advertisement in the Press inviting applications from candidates fulfilling the eligibility conditions of the post. Recruitment will be resorted to only against duly sanctioned posts as per the requirement of the department concerned. While releasing the advertisement, the job specifications, the educational qualifications and experience required for the post and reservation details shall be clearly mentioned.

15.3 All posts at E-1 level and above will be considered as Centralized Cadres and recruitment to these posts will be made by the Corporate Office.

15.4 All posts upto NE-10 level will be considered as Region/Corporate Hqrs./Field posts unless otherwise specified in respect of a particular post and recruitment to these posts will be made by the appointing authorities concerned.

15.5 All applications for direct recruitment shall be scrutinized by the HR Department concerned. The HR Department will prepare a list of applicants who fulfil the prescribed eligibility conditions and submit the same to the Appointing Authority.

15.6 With the approval of the Competent Authority, a Selection Committee will be constituted for selection of suitable candidates. The Selection Committee shall consist of not less than five members including the SC/ST/Other Backward Classes representative, representative of minority community wherever necessary in accordance with the Govt. policy. Officers on the Selection Committee will be at least two scales above the post for which the recruitment is to be made.

15.7 The number of candidates to be considered for filling up the vacancies by direct recruitment & 25% DE quota will normally be five times the number of vacancies to be filled and where the numbers of such candidates are less than five times the vacancies to be filled, all the qualified candidates shall be considered by the Selection Committee. However, where the vacancies to be filled by direct recruitment are limited and the number of candidates who apply and fulfil the prescribed criteria are more, the criteria for selection of candidates may be revised with the approval of the Competent Authority regarding the number of candidates to be called for interview.

15.8 The qualification marks in the written/competitive exam for various posts shall be 50% marks for General & OBC candidates and 40% marks for SC/ST candidates.

15.9 The Selection Committee shall judge the suitability of candidates on the basis of written examination/practical test where prescribed and/or interview as may be decided by the Competent Authority.

15.10 The Selection Committee shall submit to the Appointing Authority a list recommending the names of the candidates found suitable for appointment in the order of merit.

15.11 The Appointing Authority shall consider the recommendation of the Selection Committee and pass such orders as deemed fit. Where the Appointing Authority does not accept any recommendation of the Selection Committee, the Appointing Authority shall record the reasons thereof in writing, and submit the case to Chairperson for a final decision.

15.12 Appointments will be made in the order of merit as given in the said list and the orders will be issued by the HR Department concerned.

15.13 After issue of appointment letters according to availability of vacancies, the names of the remaining candidates in the said list shall be kept for consideration to fill up vacancies which may arise in future within one year from the date of approval of panel by the Appointing Authority subject to its being extended for a further period not exceeding six months for reasons to be recorded in writing by the Competent Authority.

CRITERIA, BENCH-MARK, COMPOSITION OF DPCS FOR PROMOTION

a) For Promotion from Joint GM(E-7) to GM(E-8) and GM(E-8) to ED(E-9). The bench mark for promotions to the grade of GM(E-8) and ED(E-9) will be VERY GOOD. The officers shall be empaneled in accordance with the select list drawn by the DPC based on ACRs, length of service in the next below grade and interview.

For selection to the posts where the criteria is interview, there will be two stage screening.

b) For Promotion to the level of DGM(E-6) and Joint GM (E-7). The bench mark for promotions to the grade of DGM (E-6) and Joint GM (E-7) will be VERY GOOD. (This will ensure element of higher selectivity in comparison to promotions to the grades lower than the aforesaid level where the bench-mark as indicated below, shall be Good only). The DPC, for promotions to the said grades/posts, will give one of the following overall grading's to the officers who are in the consideration zone:

i) OUTSTANDING

ii) VERY GOOD

iii) GOOD

iv) AVERAGE

v) UNFIT

While drawing up the Select Panel for promotion, officers graded as OUTSTANDING will be placed enbloc senior to the officers who are graded as VERY GOOD provided they are within the number of vacancies for which the DPC is held. Since the bench-mark is VERY GOOD for promotions to the grade of DGM and Joint GM the officers getting overall grading's lesser than VERY GOOD will not be empanelled.

c) For promotions from the level of Junior Executive (E-1) to the level of Sr. Manager (E-4). For promotions to the post of Asstt. Manager (E-2) up to the grade of Sr. Manager (E-4), the bench-mark will be GOOD . The DPC, for promotion to posts/grades in these categories, grade officers as OUTSTANDING, VERY GOOD, GOOD, AVERAGE and UNFIT as in Para 16(b) above. While drawing up the Select Panel for promotion, officers graded as OUTSTANDING will be placed en-bloc senior to those officers who are graded as VERY GOOD , and the officers graded as VERY GOOD will be placed en-bloc senior to all the officers graded as GOOD , provided they are within the number of vacancies for which the DPC is held. Similarly, for placing Sr. Manager (E-4) to Asstt. Gen. Manager (E-5) the bench mark will be GOOD .

d) For Promotions in the Non-Executive Grades. Promotion to all these grades will be on the basis of seniority-cum-fitness subject to the rejection of UNFIT . The DPC will therefore grade the officers as FIT or UNFIT on the basis of performance as reflected in their Performance Appraisal Reports (PARs) for the relevant period, and subject to qualifying test wherever prescribed.

17.1 The Departmental Promotion Committee (DPC) will be constituted for selection of suitable candidates with respect to the level of posts and the representatives of SC/ST will be included/co-opted wherever applicable as per the guidelines on the subject. The members of the DPC will be at least two levels higher than the posts for which the DPC is conducted wherever possible. Where the posts are to be filled up on the basis of interview, an outside expert will also be associated with the DPC/Selection Committee.

17.2 Each Departmental Promotion Committee should decide its own method and procedure for objective assessment of the suitability of the candidates who are in the consideration zone for promotion.

18.1 Wherever interviews are prescribed, the weightage would be given to PAR ratings, seniority and interview in order to ensure greater selectivity in the matter of promotions and for having uniform procedures for assessment. DPC should decide its own method and procedure for objective assessment of the suitability of the candidates.

18.2 Scheme for award of marks by DPC where there is interview. (1) DPCs, where there is interview, shall prepare the panels for promotions on the following structured scheme for award of marks:

(a) There shall be a total of 100 marks, which shall be allocated as follows:

Note: (1) Only those officers who secure a minimum of 40 out of 75 marks (for PARs and SAE) will be called for interview by the DPC.

(b) Marks for PARs will be as follows:

Note: (1) Where the benchmark is Very Good , at least four out of five PARs should be Very Good or above.

(2) Maximum marks for PARs will be 50 marks.

(c) For Special Attributes and Experience (SAE), a maximum of 25 marks shall be awarded as follows:

(d) During interview, the DPC shall award a maximum of 25 marks taking into account the parameters viz., knowledge of subject, rules and procedures, qualities/skills and personality. However, the DPC may not indicate marks for each parameter separately and may instead choose to award overall marks only.

(e)(i) The DPC will consider the eligible candidates in two stages. In the first stage, consideration will be by screening of candidates for interview through circulation of papers to DPC members and during the second stage, DPC will formally meet to interview the candidates.

(ii) Only those officers who secure a minimum of 40 out of 75 marks (for PAR and SAE) will be called for interview by the DPC.

(iii) The zone for interview will be 2 x + 4 ( x stands for number of vacancies) and it will be arrived at by screening of those in the eligibility list in descending order till sufficient number of candidates equal to the prescribed zone 2 +4 of those who secure a minimum of 40 out of 75 is reached (after elimination of candidates who do not get a minimum of 40 out of 75) for consideration by the DPC at the second stage by interview.

(f) After interview, the DPC will, keeping in view the number of vacancies, prepare the select panel in terms of the merit position based on the total marks obtained (for PARs, SAE and Interview) by those who were assessed suitable, i.e. who secured a total of 65% marks and above and their seniority will be determined accordingly.

(g) If after interview sufficient number of officers with the required benchmark of 65% marks are not available among those who were called for interview then the DPC will prepare the select panel in terms of merit position based on the total marks obtained by those who secured a minimum of 65% marks and above and for the unfilled vacancies, a fresh DPC will be held in two stages as already stated above. This DPC will consider eligible candidates starting from the one who is next to the last candidate already considered by the previous DPC. Thus, those already considered will not be considered again by the fresh DPC. This process will continue till all the unfilled vacancies are filled in the same year.

(h) A proforma to be used by DPCs for the above stated purpose is as per Annexure-V

(i) The above procedure shall be applicable for selection to the ex-cadre posts also where there is interview and benchmark is Very Good .

(j) * For promotion to the grade of DGM(E-6) and above, while the benchmark will be Very Good , the DPC shall ensure that out of the five years PARs, at least four are Outstanding for grading the officer as Outstanding and at least four are Very Good or above for grading the officer as Very Good .

18.3 The selection process of Regional Executive Director/Airport Director Grade I to Grade-IV (ex-cadre) had been amended w.e.f. 17.02.2017 with a view to create a pool of pre-qualified and pre-selected REDs and APDs which would enable to simplify the process of selection. Further, the process will facilitate appointment of incumbents from the panel as and when need arises. The salient features of the amended selection process for empanelment of RED/APD Grade-I to IV are as under:

(i) PAR grading PAR grading of last five years will be taken and maximum of 50 marks will be awarded for selection of RED/APD Grade-I. Grade-III and Grade IV and maximum of 40 marks (80% weightage) will be awarded for APD Grade-II. The candidates should have at least 4 VG grading & for Outstanding , Very Good , Good, Average marks allotted will be 10, 08, 06 and 03 respectively.

(ii) Experience the minimum prescribed experience as service weightage will not be awarded any marks. However, additional completed year of experience over and above the prescribed experience shall get one marks each for every completed years of service subject to maximum of 5 marks.

(iii) Qualification - The multiple qualifications acquired shall be counted only one time against each category of marks. The qualification prescribed for selection to the post will not be awarded any marks. However, additional qualification acquired (if any) i.e. PG Degree/Ph.D will be awarded 05 marks & for any other diploma qualifications of one year duration, 02 marks subject to a maximum of 05 marks. Under this head marks thus allotted shall be either 5 or 2 depending upon the qualifications so acquired and not both.

(iv) The selection process of APD-II will constitute that candidates are required to make a Case Study Presentation on a pre-determined subject and there will also be a first stage interview with a combined marks of 15. The PAR grading weightage will be 80% (i.e. maximum of 40 marks against PAR grading).

(v) The qualifying marks for First Stage DPC shall be 40 out of 60 for selection of RED/APD Grade-I, Grade-III and for Grade-IV. However, for APD Grade-II, the qualifying marks will be 42 out of 65.

(vi) The second stage DPC shall consist of interview and the maximum marks for RED/APD Grade-I, Grade-III and Grade-IV shall be 40; while for APD Grade-II, it shall be 35.

(vii) The qualifying marks for consideration of selection and for empanelment after end of First and Second Stage DPC & Selection Interview will be 65 marks.

(viii) The validity of the panel shall be for one year extendable for one more year.

(ix) The empanelment process shall be conducted very year from January to March.

(x) The eligibility of applicant will be counted as on 30^th June of current year.

(xi) The Proforma indicating allotment of marks as amended for the selection process are at Annexure VI.

(xii) For selection process of GM level and ED level for cadre post shall continue to be as per the existing process.

19.1 With a view to ensuring regulated promotions and to avoid stagnation due to lack of adequate promotional avenues, the following clusters in various grades have been formed:

* Subject to Para-21(iii) of these Regulations.

** Applicable in grades other than those prescribed in NE-5 grade in Para-6.1(ii) of these Regulations.

19.2 The promotion of staff in the cluster will be made within the total number of posts earmarked in the cluster. The posts in the cluster can be operated at higher level within total number of posts in the cluster. The promotion of staff from one cluster to another will, however, be subject to vacancy arising in the higher cluster, and the employee meeting other norms/specifications prescribed for promotion, from time to time.

19.3 In case of placements/promotions within the cluster, there will be no change in the seniority as determined through DPC for entering into the cluster or the substantive level. For promotion from one cluster to the next, the eligibility will be considered on the basis of seniority, as established at the time of entering into that cluster and following set DPC procedures.

19.4 The reservations for SC/ST/PWD will be followed as per the Presidential Guidelines at the time of promotions from one cluster to another.

DEPARTMENTAL PROMOTIONS AND RELATED MATTERS

20.1 So as to rationalize inter discipline promotion opportunities, there will be an exhaustive annual review before commencement of promotion proceedings by Manpower Advisory Board consisting of Chairman and Whole-Time Members which will determine the number of posts required to be filled in various levels/clusters of different disciplines taking into account the operating sanctioned strength, men in position and number of eligible candidates in each grade.

20.2 It will be essential to qualify departmental training courses/examination for promotion to next higher grade in disciplines where such qualifying training/examination are prescribed.

20.2.1 The criteria followed for promotions will be made applicable in placement/SG also with regard to disciplinary/vigilance clearance. Also the criteria of benchmark wherever applicable shall be considered for placement/SG.

20.3 Vacancies in different categories of posts in the Authority in the promotion quota will be filled, as detailed at Sl. No. 21 of these Regulations.

21. Promotions - Executive Grades (Group A & B Posts)

i) GENERAL MANAGER (E-8) [PRE-REVISED - Rs. 20500-26500] [REVISED Rs. 51300-73000] TO EXECUTIVE DIRECTOR (E-9) [PRE-REVISED - Rs. 23750-28550] [REVISED-Rs. 62000-80000] -100% PROMOTION. General Manager (E-8) with 5 years regular service in the grade will be eligible for promotion to the grade of Executive Director (E-9) subject to recommendation of the Selection Committee based on the interview and prescribed bench-mark of VERY GOOD.

ii) JOINT GENERAL MANAGER (E-7) [PRE-REVISED - Rs. 18500-23900] [REVISED Rs. 43200-66000] TO GENERAL MANAGER (E-8) [PRE-REVISED - Rs. 20500-26500] [REVISED Rs. 51300-73000] - 100% PROMOTION. For promotion to the post of General Manager (E-8), any Jt. General Manager (E-7) with a minimum of one year's regular service in the grade with a combined regular service of five years as Dy. General Manager (E-6) and Jt. General Manager (E-7) will be eligible and on the recommendation of the Selection Committee based on interview and the prescribed bench-mark of VERY GOOD.

Vacancies in posts in the grade of GM and above in the common disciplines shall be filled as follows:

(i) The number of vacancies to be filled by promotion in each common discipline in each grade in both the divisions shall be combined and officers in the respective feeder grade in both the divisions shall be considered for promotion.

(ii) A combined eligibility list of officers in the feeder grade in both the divisions shall be prepared, based on the date of regular appointment in the feeder grade subject to maintenance of inter-se-seniority of those belonging to the same division. If the date of appointment in the feeder grade of an officer in a particular division is the same as that of an officer in another division, then their inter-se position shall be determined on the basis of their date of regular appointment in the lower grade(s) and if it is also the same, then it shall be decided by their date of birth, i.e., the elder will be placed above the younger.

(iii) Officers who were appointed to the feeder grade subject to acquiring passing certain educational qualification shall not be considered eligible unless they have already acquired/passed the said educational qualification as on the prescribed crucial date of eligibility for consideration for promotion.

Note: i) The above has become redundant after implementation of common seniority w.e.f. 01.02.2005 in all grades but implemented in year 2013.

a) Promotion with designation against two-third posts of DGM. Two-third posts of DGM will be operated as Joint GM as a functional post in the respective discipline. DGMs with three years' regular service in the grade will be eligible for normal promotion against these posts subject to DPC recommendation based on the prescribed bench-mark of VERY GOOD.

b) Placement in Joint GM scale as DGM (SG). DGMs not promoted/covered against vacancies of Joint GMs will be placed in E-7 scale as DGM (SG) after completion of five years' regular service in the grade subject to the condition that there is no disciplinary case pending against them and their performance is satisfactory.

a) (i) *Assistant General Manager (E-5) with 2 years regular service in the grade will be eligible for promotion to DGM (E-6) subject to possessing requisite professional/specialized qualification as may be prescribed for each discipline viz. B.Tech/B.E/MBA or equivalent and DPC recommendation on the prescribed bench-mark of VERY GOOD (atleast four out of five ACR's should be outstanding/very good to rate the officer as outstanding/very good).

(ii) In case of non-availability of suitable internal candidates for promotion to the grade of DGM (E-6), the management will have the discretion to fill posts upto 25% from outside, on the basis of prescribed qualifications and experience, as provided in Para-6.1 of these Regulations.

v) PLACEMENT IN ASSTT. GEN. MANAGER (E-5) [PRE-REVISED - Rs. 16000-20800] [REVISED Rs. 32900-58000]. Senior Managers with 3 years of regular service in the grade will be placed (with pay fixation benefit)* in the grade of Asstt. Gen. Manager (E-5) provided that no disciplinary case is pending and performance is satisfactory.

vi) MANAGER (E-3) [PRE-REVISED Rs. 13000-18250] [REVISED Rs. 24900-50500] TO SENIOR MANAGER (E-4) [PRE-REVISED - Rs. 14500-18700] [REVISED Rs. 29100-54500] - 100% PROMOTION. Manager (E-3) with 3 years regular service in the grade will be eligible for promotion to Sr. Manager (E-4) grade, subject to DPC recommendations based on the prescribed bench-mark of GOOD.

vii) ASSISTANT MANAGER (E-2) [PRE-REVISED Rs. 10750-16750] [REVISED Rs. 20600-46500] TO MANAGER(E-3) [PRE REVISED - Rs. 13000-18250] [REVISED Rs. 24900-50500] - 75% PROMOTION. Assistant Manager (E-2) with 3 years regular service in the grade will be eligible for promotion to Manager (E-3) grade subject to DPC recommendation based on the prescribed bench-mark of GOOD.

* With effect from 01.01.2015, the qualification for promotion to the grade of Manager (E-3) shall be the qualification prescribed for direct recruitment as Jr. Executive (E-1). Employees who do not possess the qualification prescribed for direct recruitment to E-1 shall have to acquire the said qualification before 01.01.2015

* 2 yrs. MBA degree obtained by the employee's upto 12.01.2012 with prior permission through Part Time/Distance Education/Correspondence mode including lateral entry subject to recognition of DEC/UGC/AICTE may be taken on record.

The MBA degrees being pursued on lateral entry basis beyond 12.01.2012 through any mode shall not be valid for any purpose in the organization.

a) 50% posts of AM (E-2) will be filled by promotion from JE (E-1 level subject to vacancies and meeting other norms. The eligibility criteria will be three years regular service in the grade.

b) The remaining 50% posts of Assistant Manager (E-2) will be filled by departmental promotion from Sr. Superintendent (NE-9) as follows:

(i) 25% by DPC with eligibility criteria of 3 years regular service in the grade of NE-9 on the basis of seniority-cum-fitness for which the qualification requirement will be as prescribed for NE-6.

(ii) 25% through qualifying test and interview with eligibility criteria of 3 years regular service in the grade of NE-9 with qualification as prescribed for NE-6.

(iii) Employees in NE-9 will be placed in E-2 as Selection Grade on completion of 08 years regular service with pay fixation benefit w.e.f. 01.02.2010.

(iv) The seniority of such employees placed in E-2 scale will be maintained in NE-9 till their promotion as Assistant Manager (E-2) scale on regular basis.

(v) They shall have All India Transfer liability and their services will be utilized to discharge the responsibilities of Assistant Manager and also for multi-skilling.

(vi) With effect from 01.01.2015, the qualification for promotion from Sr. Superintendent (NE-9) to Assistant Manager (E-2) will be the qualification prescribed for direct recruitment to NE-6. Those already in the grade of Sr. Superintendent (NE-9) and do not possess the qualification prescribed for direct recruitment to NE-6 will have to acquire the said qualification before 01.01.2015.

(vii) In case of non-availability of candidates in NE-9, posts of E-2 level can be filled up from E-1 and AAI Board may be kept informed regarding the need for filling up of posts from E-1 whenever the same is resorted to.

c) 25% of Jr. Executive (E-1) posts will be filled by Non-Executives from all trades (disciplines) having the qualification prescribed for direct recruitment to Jr. Executive (E-1) subject to passing written test/qualifying GATE, and meeting other norms.

d) Where vacancies at E-2 level remain unfilled because of non-availability of departmental candidates, Management may introduce a scheme to induct professional/qualified personnel at E-1 level.

e) The Sr. Supdt.(NE-9) and equivalent not interested for promotion, not eligible for promotion to E-2 will be placed in NE-10 scale on completion of 6 years service subject to satisfactory service/PAR norms.

f) Those who have been placed in NE-10 scale for want of prescribed qualification and subsequently acquire the requisite qualification for promotional scale of E-2 can be considered for promotion on acquiring the additional qualification, subject to norms prescribed.

g) Placement with pay fixation benefit will be allowed from the grade of Jr. Executive (E-1) to the grade of Asstt. Manager (E-2) on completion of three years regular service.

h) Anomaly in pay fixation of a senior with reference to his junior will be decided under FR-22 c(a)(i).

22. Promotions - Non-Executive Grades (Group B , C and D Posts)

i) SR. SUPDT. (NE-9)(PRE-REVISED - Rs. 8000-16340) (REVISED Rs. 17000-39500) TO SR. SUPDT. (SG) (NE-10) (PRE-REVISED-Rs. 9000-18000) (REVISED Rs. 18500-40000). Sr. Supdt. (NE-9) and equivalent, not interested in their promotion or not eligible for promotion to the Executive posts, will be eligible for placement in NE-10 scale on completion of six years regular service in NE-9 grade subject to the condition that no disciplinary case is pending and the performance is satisfactory.

ii) SUPERINTENDENT (NE-8) [PRE-REVISED - Rs. 7200-14460] [REVISED Rs. 16000-38900) TO SENIOR SUPERINTENDENT (NE-9) (PRE-REVISED - Rs. 8000-16340) (REVISED Rs. 17000-39500) - (CLUSTER POSTS). Superintendent(NE-8) with 2 years regular service in the grade will be placed in the scale of NE-9 without pay fixation benefit within the total number of posts sanctioned for NE-8 and NE-9 subject to the condition that no disciplinary case is pending and the performance is satisfactory. The posts in the cluster can be operated at the higher level within the total number of sanctioned posts in NE-8 and NE-9.

iii) SUPERVISOR (NE-7) [PRE-REVISED - Rs. 6500-12860] [REVISED-Rs. 15000-35500] TO SUPERINTENDENT (NE-8) [PRE-REVISED - Rs. 7200-14460] [REVISED Rs. 16000-38900). Supervisor (NE-7) with 3 years regular service in the grade will be eligible for promotion to NE-8 grade subject to availability of vacancy with pay fixation benefit against the existing strength as may be re-appropriated subject to fitness, written test and suitability, wherever applicable.

The benefit of combined service of 3 years in NE-6/NE-7 for promotion to NE-8 subject to availability of vacancy is admissible only to those employees who were in NE-6 prior to 01.08.2001 and not to others.

Supervisor (NE-7) not getting promotion to Superintendent (NE-8) for want of vacancies may be placed in the NE-8 scale as Supervisor SG on completion of 6 years' service in NE-7 with pay fixation benefit.

iv) SENIOR ASSISTANT (NE-6) [PRE-REVISED - Rs. 6300-12060] [REVISED Rs. 14500-33500] TO SUPERVISOR (NE-7) [PRE-REVISED-Rs. 6500-12860] [REVISED-Rs. 15000-35500] -CLUSTER POSTS. Sr. Assistant (NE-6) with 2 years regular service in the grade will be placed as Supervisor in the pay scale (NE-7) without pay fixation benefit within the total number of posts sanctioned for NE-6 and NE-7 subject to the condition that no disciplinary case is pending and the performance is satisfactory.

The posts in the cluster can be operated at the higher level within the total number of sanctioned posts in NE-6 and NE-7.

Employees in position as on 31.07.2001 having line of promotion from NE-6 to NE-8 or NE-6 to NE-9 shall be granted promotion, accordingly, as one time measure against supernumerary posts in NE-8 or NE-9 as the case may be on completion of 8 years regular service in NE-6. On such promotion, the employees will be entitled for pay fixation benefit. However, such promotions will be granted to them subject to their giving irrevocable written undertaking that they will follow this channel of promotion. In such cases while the promotion will be retrospective from the date of eligibility, the actual financial benefit will be allowed only from 01.02.2010.

On promotion to NE-8/NE-9, as the case may be, the resultant vacancies in NE-6 will be filled up on the basis of the then prescribed ratio i.e., 40:30:30. Likewise, the number of supernumerary posts being utilized at NE-8/NE-9 shall cease to exist in the event of the incumbent vacating that position on account of promotion/transfer/retirement/resignation/death etc.,

The supernumerary posts so created at NE-8 or NE-9 level shall be adjusted against future vacancies as when they occur.

(i) If officials who were in NE-6 as on 31.7.2001 and had opted for movement from NE-6 to NE- 9 have, despite their option, moved under cluster from NE-6 to NE-7 and NE-8, they may also submit their request for promotion as per their original option in case they are willing to move from NE-6 to NE-8 or NE-9 directly in place of cluster promotions already availed by them. However, dual benefit is not permitted.

(ii) In such cases, the benefit of pay fixation in NE-7 and NE-8, if any, will be adjusted.

(iii) A vacancy register will be maintained to keep a record of such promotions being made against future vacancies and to ensure that all such promotions are, in fact, adjusted against future vacancies, as and when they arise.

The new incumbents appointed in NE-6 scale on or after 01.08.2001 will follow the normal promotion channel i.e. from NE-6 to NE-7 and onwards.

a) Criteria for Promotion to NE-6 Scale in applicable disciplines/posts. Assistant (NE-5) with 3 years regular service in the grade will be considered for promotion to Sr. Assistant in NE-6 pay scale with pay fixation benefit in applicable disciplines/posts subject to availability of a vacancy and following prescribed selection process/trade test and DPC recommendations.

Assistant (NE-5) not getting promotion for want of vacancies in Sr. Assistant (NE-6) may be placed in NE-6 pay scale as Assistant SG on completion of 6 years' regular service in NE-5 with pay fixation benefit.

b) Criteria for appointment to NE-6 scale against vacancies to be filled by DR in applicable disciplines/posts. The departmental candidates possessing the qualification prescribed for DR will be given opportunity for appointment to NE-6 scale against vacancies to be filled by DR subject to qualifying written/trade test and the prescribed selection process, before resorting to filling up of DR vacancies from outside.

a) Criteria for Promotion to NE-5 scale in applicable disciplines/posts. Jr. Asstt. (NE-4) with 2 years regular service in the grade will be placed as Assistant in NE-5 pay scale without pay fixation benefit in applicable disciplines/posts subject to the condition that there is no disciplinary case and the performance is satisfactory.

Similarly, NE-3 employees in position on or before 31.7.2001 and fulfilling entry level qualifications will be considered for NE-5 scale in applicable discipline/posts where such channel was available to them subject to completion of 6 years combined service in NE-3 and NE-4, and subject to passing the prescribed written/trade test.

b) Criteria for appointment to NE-5 scale against vacancies to be filled by DR in applicable disciplines/posts. The departmental candidates possessing the qualification prescribed for DR will be given opportunity for appointment to NE-5 scale against vacancies to be filled by DR subject to qualifying written/trade test and the prescribed selection process, before resorting to filling up DR vacancies from outside.

a) Criteria for Promotion to NE-4 scale in applicable disciplines/posts. 30% vacancies (15% by DPC and 15% through departmental examination) will be filled up from Group D employees in NE-3 in their respective disciplines on completion of three years regular service in the grade to Group C (NE-4/NE-5 as the case may be) subject to meeting prescribed qualification of NE-4, qualifying written/trade test and the prescribed selection process. In case of departmental examination, as referred above, the maximum age limit for Group D employees shall be 50 years.

Sr. Attendant (NE-3) on completion of 6 years regular service in the grade will be placed as Sr Attendant (SG) in the pay scale of NE-4 with pay fixation benefit on the condition that no disciplinary case is pending and the performance is satisfactory.

b) Criteria for appointment to NE-4 scale against 20% vacancies to be filled by DR in applicable disciplines/posts. 20% of posts in Jr. Assistant (NE-4) level will be filled up amongst from Group-D employees (all disciplines) having the requisite DR qualification subject to passing the competitive test. The employees may be granted age relaxation as per rules (Relaxation of 10 years be given to eligible departmental candidates).

GROUP D POSTS. The total number of posts in Sr. Attendant (NE-3), Attendant (NE-2) and Jr. Attendant (NE-1) in each cadre will be operated in the ratio of 40:30:30 respectively (as on 01.02.2010).

viii) ATTENDANT (NE-2) [PRE-REVISED Rs. 4900-8020] [REVISED Rs. 11000-24500] TO SENIOR ATTENDANT (NE-3) [PRE-REVISED Rs. 5300-9110] [REVISED Rs. 11500-26000] CLUSTER POSTS. The candidates will be considered for placement against these posts on completion of 3 years regular service in NE-2 grade and passing the trade test. This will be further subject to the condition that no disciplinary case is pending and the performance is satisfactory.

NE-2 employees who could not be promoted to NE-3 scale for want of vacancies on completion of 3 years of regular service against 40% posts may be given assured promotion to NE-3 scale on completion of 6 years of regular service.

ix) JUNIOR ATTENDANT (NE-1) [PRE REVISED Rs. 4400-6920] [REVISED Rs. 10200-23000] TO ATTENDANT (NE-2) [PRE REVISED Rs. 4900-8020] [REVISED Rs. 11000-24500] CLUSTER POSTS. Jr. Attendant (NE-1) on completion of 3 years regular service in the grade will be considered for promotion to NE-2 subject to the condition that no disciplinary case is pending and the performance is satisfactory.

NE-1 employees who could not be promoted to NE-2 for want of vacancies on completion of 3 years of regular service against 30% posts may be given assured promotion on completion of 6 years of regular service.

Wherever pay anomaly exists i.e. junior drawing higher salary than senior, the same will be decided under FR 22C(a)(i).

The employees who belong either to blind alley cadre or similarly situated who are not getting promotions will be given benefit of Stagnation Relief Scheme 2014.

24. Consideration Zone:

i) Normal Consideration Zone. For the purpose of determining the number of officers to be considered for promotion against selection posts, the zone of consideration will be as follows:

ii) Extended Consideration Zone. Where sufficient number of officers with required bench-mark are not available within the zone of consideration, the DPC would place required number of officers falling within the zone of consideration with the required benchmark on the select panel and for the unfilled vacancies, a fresh DPC will be held by considering the required number of officers beyond the normal-zone of consideration, subject to their fulfilling the requisite qualifying service and other conditions as per Regulations.

(i) The DPC will be held only once in a year between January to March every year.

(ii) The vacancies for the period from 1^st July of the previous year to 30^th June of the current year will be considered.

(iii) The crucial date of eligibility will be 30^th June of the current year. PARs upto previous year will be considered.

(iv) The promotion orders against the anticipated vacancies upto June every year will be issued on completion of DPC proceedings and requisite service.

(v) The empanelled official will be allowed to join on promotion only on completion of requisite period of eligibility service in the lower post.

(vi) The DPC for the grade of GM and above including APD (GM level)/RED (ED level), will be held separately on need basis to meet the exigencies.

The above decisions will be followed for the vacancy year 1^st July 2010 to 30^th June, 2011 onwards.

Where for reasons beyond control, the DPC could not be held in a year(s), even though the vacancies arise during that year (or years), the first DPC that meets thereafter should follow the following procedures:

a) Determine the actual number of regular vacancies that arose in each of the previous year(s) immediately preceding and the actual number of regular vacancies proposed to be filled in the current year separately.

b) Consider in respect of each of the years those officers only who would be within the field of choice with reference to the vacancies of each starting with the earliest year onwards.

c) Prepare a Select List by placing the select list of the earlier year above the one for the next year and so on.

The select panel as recommended by the Departmental Promotion Committee before implementation will have approval of the Competent Authority and will be in force for one year subject to its being extended for a further period not exceeding 6 months for reasons to be recorded in writing by the competent authority.

Reservation for SC/ST& PWD as provided by the Presidential Directives from time to time will be strictly followed in the matter of promotions, by the notified Appointing Authority.

The following will be the criteria for filling up ex-cadre posts:

(i) The ex-cadre posts in the Authority viz Airport Director etc. will normally be filled by lateral movement of executives in the identical scale of pay through a process of selection/interview.

(ii) Placement of executives to ex-cadre posts from next below cadre will only be resorted to if suitable candidates in the identical pay scale are not available. In such cases it will be ensured that the candidates considered for promotion against higher post are otherwise senior enough to be promoted in their own cadre.

When the officer reverts to his parent department on completion of his tenure in the ex-cadre post, it shall be ensured that appointment to ex-cadre post does not result in greater benefit than what the officer would have earned had he remained within the department.

(iii) Management may introduce appropriate incentives for placement of officers in ex-cadre posts where executives are placed from a discipline to multi discipline cadre viz. Airport Director etc. so as to suitably attract executives for lateral movement. This incentive will not be available to the executives covered under (ii) above.

In respect of probation and confirmation, the employees will be governed as per Regulation 10 of AAI (General Conditions of Service and Remuneration of Employees) Regulations, 2003.

31.1 General Principles of Seniority. 31.1.1 An employee's seniority in first appointment to a post will be in accordance with the order of merit in the select list drawn up by the Selection Committee. However, if a candidate joins more than 180 days after the date of offer, his seniority will count from the date of joining irrespective of his position in the select list.

31.1.2 In the case of open selection from different panels formed as a result of different interviews against the same advertisement, the inter-se-seniority will be determined in accordance with the recommendations of the Selection Committees by interpolating their names with reference to the merit list(s) drawn/marks obtained, keeping in view the roster points.

31.1.3 In the case of employees who join the Authority at the same rank at different points of time, on selection from different panels and from separate interviews against different advertisements, a person on selection from the 1^st panel will be considered senior even if he joins later than another person selected against the subsequent panel. However, if a candidate from a fresh panel joins more than 180 days after the date of offer, his seniority will be counted from the date of joining irrespective of the panel he/she belongs to.

31.1.4 In case the period of probation of an employee is extended by the Competent Authority, his seniority will count from the date arrived at by adding extended period of probation to his date of joining in the post.

31.1.5 Seniority between two persons, whose merit drawn by the Selection Committee is the same (bracketed) will be determined on the basis of the date of birth the person born earlier will be senior in such a case.

31.1.6 The seniority of an employee initially taken on deputation from another Public Sector Undertaking/Govt. Deptt., and who subsequently gets absorbed in the Authority will count from the date of his permanent absorption in AAI.

31.1.7 The relative seniority of direct recruits and of promotes shall be determined according to the roster/rotation of vacancies between the two modes based on quota of vacancies reserved, for that year.

31.1.8. If, to the extent the direct recruits do not become available in any particular year, the promotees will be bunched together at the bottom of the seniority list below the last person from direct recruitment.

31.1.9 The unfilled direct recruitment quota vacancies will be carried forward and added to corresponding direct recruitment vacancies of the next year.

31.1.10 Additional direct recruits selected against the carried forward vacancies of previous year would be placed en-bloc below the last promotee in the seniority lists based on the rotation of vacancies in that year.

31.1.11 The seniority of employees changing from one cadre to another cadre will be regulated in accordance with Govt. Guidelines.

31.2 Maintenance of Seniority List. 31.2.1 For staff upto the scale of Rs. 9000-300-18000 (Pre-Revised) (Revised-Rs. 18500-40000) and below, seniority will be Region/Corporate Hqrs./Metro International Airport-wise. For this purpose, seniority lists of employees will be maintained at the Regions/Corporate Hqrs./International Airports.

31.2.2 All posts in the grade of Rs. 8600-250-14600 (Pre-Revised) (Revised-Rs. 16400-40500) at E-1 level and above will be treated as Centralized Cadres for purpose of promotion and hence the seniority lists will be maintained at the Corporate Headquarters.

31.3 Experiences Outside AAI For Reckoning of Seniority. Only experience in erstwhile IAAI/erstwhile NAA in AAI before 01.04.1995 will be taken into account for eligibility for departmental promotion.

PAY & ALLOWANCES

32.1 When an employee is promoted from one post to a higher post in the service of the Authority, his pay in such post shall be fixed adding one notional increment. He will also be entitled to the option highlighted in Para 11.2.2 of these Regulations.

32.2 Where an employee is promoted to a post on a fixed pay, he shall be allowed only such fixed pay.

The deputationists/absorptionists will be governed by the terms of deputation/absorption as the case may be.

SAVING & REPEAL

Nothing contained in these Regulations shall effect the application of any other law, rule or regulation for the time being in force. Nothing contained in these Regulations shall invalidate any order made or action taken by the Authority or any of its officers in accordance with the procedures followed before the commencement of these Regulations.

Similarly nothing in these Guidelines shall affect reservations, relaxation of age limit and other concessions required to be provided for persons belonging to the SC/ST and other special categories of persons in accordance with the orders issued by the Government from time to time.

Protective Clause. In accordance with protective clause in Memorandum of Understanding, Non-executives in the service in a particular grade as on 31.07.2001 will follow the process of selection for moving to the next higher promotable grade under the then existing Regulations as a one-time measure.

If any doubt arises relating to the correct interpretation of these Regulations, the decision of the competent authority thereon, shall be final and binding.

Where the Authority is of the opinion that it is necessary or expedient to do so, it may by order for reasons to be recorded in writing, and in consultation with the CHAIRPERSON relax/amend any of the provisions of these Regulations with respect to any class or category of persons or posts.

All existing rules of promotion and recruitment to various posts in the Authority shall automatically stand repealed with effect from the date these Regulations are issued provided that such repeal shall not affect anything done or action taken under the rules, before such repeal.

ANNEXURE-I

1. Percentage of Marks: Minimum 60% marks or equivalent for Bachelor's Degree and also for PG Degree/Diploma including MBA. Minimum pass marks for CA/ICWA/CS.

Note:

Degree/Diploma/Certificate/Membership examination should be:

(i) From a recognized/deemed university or from an apex institution (IIT/IIM/IIMS/XLRI/TISS, etc.) recognized by Government of India; and

(ii) In first class/division (60% or above marks)

Departmental Examination (under 25% quota). The criteria of 60% marks in Graduation/Post Graduation/Diploma for Departmental candidates will be 55% marks for appearing in Departmental examination for the post of Junior Executive.

2. Experience:

The experience requirement for direct recruitment to the grades of Junior Executive (E-1), Manager (E-3) and DGM (E-6) shall be as follows:

(i) No experience is essential for direct recruitment as JE level (E-1) except for the post of Jr. Executive (Official Language).

(ii) Five years' work experience in the executive cadre in the discipline concerned is essential for direct recruitment to Manager (E-3) level. Ten years' service in the executive cadre in the discipline concerned inclusive of five years' service at Sr. Manager Level (E-4 level) or above is essential for direct recruitment to DGM (E-6) level.

(iii) No Direct Recruitment at E-3 level in ATC discipline.

3. Weightage for additional/higher qualification/experience will be given at the time of interview/DPC/Selection Committee.

4. The qualification/experience prescribed in the R&P Regulations which were in vogue before the issue of Order dated 29.08.2011 i.e. those mentioned in Annexure-I will be followed for promotion of pre-29.08.2011 departmental candidates to various posts/grades. However, for promotion of those recruited on or after issue of the order dated 29.08.2011, the qualification/experience requirements shall be regulated as per the qualification/experience contained in the order dated 29.08.2011.

5. The departmental candidates possessing recognised degrees obtained through part-time/correspondence/distance education mode shall be eligible to appear in the direct recruitment examination conducted against vacancies at various levels/cadre in the organisation.

* Technical and Equipment Directorates have been renamed as Technical Directorate

** Personnel/Admn. Directorate has been renamed as Human Resource Management (HRM) Dte. with two wings viz. HR Directorate &Admn. Department.

*** House Keeping cadre has been formed part of Terminal Management .

6. For Direct Recruitment to the post of Junior Executive (ATC):

a. Medical Standard : No license or rating under Rule 103 shall be issued or renewed unless the applicant holds a medical fitness certificate issued by DGCA after undergoing a medical examination by an approved medical authority and satisfying the medical standards as specified by the DGCA for the purpose.

b. Background check : Before enrolling a person for undergoing the Air Traffic Control Training, Airports Authority of India shall obtain a report on the background check from the Government agency concerned and the proof of the background check shall be submitted to the licencing authority at the time of submission of application for issue of licence.

c. Proficiency in English language assessment : The candidate shall have minimum proficiency in both spoken and written English of the level of 10 + 2 standard. As specified by DGCA, he/she shall also attain the ICAO language minimum proficiency level 4 (operational) for the purpose of issue of licence or rating.

d. Any candidate who is not able to attain ICAO proficiency level 4 or above during the training, his/her services are liable to be terminated.

7. For filling posts on deputation in Security Directorate, the prescribed qualifications are as under:

Note:

a) The above qualification is only for deputation and personnel taken on above qualification will not be absorbed.

Annexure-II

INDUCTIONS AT NE-1

INDUCTIONS AT NE-4

INDUCTIONS AT NE-5

INDUCTIONS AT NE-6

Grant of exemption from typing test to persons appointed either by direct recruitment (including compassionate appointment) or by promotion from Group D to NE-4/NE-5 as Junior Assistant (HR)/Assistant (HR) as follows provided they have computer knowledge.

(i) If above 45 years of age on the date of their appointment the exemption may be granted from the date of their appointment.

(ii) If between the age of 35 years and 45 years at the time of appointment exemption may be granted on attaining the age of 45 years.

(iii) If below 35 years of age on the date of appointment, may be given exemption after 10 years of service as Jr. Assistant (HR)/Assistant(HR) provided they have made two genuine attempts to pass the typing test, otherwise they may be granted

Note:

(a) The genuine attempts referred to above would be determined by the Head of the HRM Department keeping in view that mere appearance in the test or perfunctory attempt would not constitute a genuine attempt.

(b) Whether a person has computer knowledge would be determined by the Head of the HRM Department.

(i) On such exemption being granted, the increments of affected persons may be released from the date from which such exemption is granted to them without any arrears for the period prior to the date of exemption, such to the retention of normal annual date of increment;

(ii) On their passing the typing test, the increments may be released from the date of the test without any arrears for the period prior to the date of the test, subject to retention of the normal annual date of increment.

Such persons would be eligible for regularization/confirmation in Junior Assistant (HR)/Assistant (HR) grade or for promotion to a higher grade, only from a date not earlier than the date of exemption or the date of the test at which they passed the Typing Test, as the case may be.

THE EDUCATIONAL QUALIFICATIONS/EXPERIENCE FOR DIRECT RECRUITMENT/PROMOTION FOR EMPLOYEES JOINED PRIOR TO 29.08.2011 TO THE VARIOUS GRADES IN THE EXECUTIVE CADRES:

INDUCTION IN E-1 JUNIOR EXECUTIVE LEVEL

INDUCTION IN E-3 MANAGER LEVEL

Note: The Executives in the cadre of Communications, ATC and Electronics will be inducted after passing the specialized training/courses. Considering the specialized nature of job, two years' experience will be required.

INDUCTION IN E-6 DEPUTY GEN. MANAGER LEVEL

ANNEXURE-IV

DPC GUIDELINES

As per the provisions of the R&P Regulations, the DPCs are required to be conducted for different categories of posts falling vacant. The broad guidelines for conducting the DPCs are as under:

1. Constitution of Dpc. (i) The Departmental Promotion Committee will be constituted for selection of suitable candidates with respect to the level of posts and the representatives of SC/ST will be included/co-opted. The member of the DPC will be atleast two levels higher than the posts for which the DPC is conducted wherever possible. Where the posts are to be filled up on the basis of interview, an outside expert will also be associated with the DPC/Selection Committee.

(ii) Each Departmental Promotion Committee should decide its own method and procedure for objective assessment of the suitability of the candidates who are in the consideration zone for promotion. In order to ensure greater selectivity in the matter of promotions and for having uniform procedures for assessment by the DPCs, the following guidelines are prescribed:

(a) While merit has to be recognized and rewarded, advancement in an employee's career should not be regarded as a matter of course, but should be earned by dint of hard work, good conduct and result oriented performance as reflected in the Performance Appraisal Reports (PARs), and based on strict and rigorous selection process.

(b) The average performance should be regarded as routine and undistinguished. It is only performance that is really note-worthy which should entitle an employee to recognition and suitable rewards in the matter of promotion.

(c) Confidential Rolls are the basic inputs on the basis of which assessment is to be made by each DPC. The evaluation of Performance Appraisal Reports (PARs) should be fair, just and non-discriminatory. Hence:

(i) The DPC should consider PARs for equal number of years in respect of all employees considered for promotion.

(ii) The DPC should assess the suitability of the employees for promotion on the basis of their service record and with particular reference to the PARs in accordance with the eligibility period prescribed for next higher post for different levels (If more than one PAR has been written for a particular year, all the PARs for the relevant year shall be considered together as the PAR for one year).

(iii) Where one or more PARs have not been written for any reason during the relevant period, the DPC should consider the PARs of the years preceding the period in question, and if in any case even these are not available, the DPC should take the PARs of the lower grade into account to complete the number of PARs required to be considered as per para ii(c)-ii above. If this is also not possible, all the available PARs should be taken into account.

(iv) No extra weightage will be given by the DPC to the employee officiating on a higher post on ad-hoc basis.

(v) The DPC should not be guided merely by the overall grading that may be recorded in the PARs, but should make its own assessment on the basis of the entries made in the PARs particularly in respect of cases where the overall grading in the PAR may be inconsistent with the remarks under various parameters and attributes.

(vi) The proceedings of the DPC shall be legally valid and can be acted upon notwithstanding the absence of any of its members, other than the CHAIRMAN provided that the absentee member was duly invited, but he absented himself for one reason or the other and there was no deliberate attempt to exclude him from the deliberations of the DPC and provided further that the majority of the members constituting the DPC, are present in the meeting. However, under no circumstances DPC should be conducted in the absence of SC/ST representative.

(i) The bench mark for promotion from Joint GM to GM and GM to ED will be Very Good . The officers shall be empanelled in accordance with the select list drawn by the DPC based on PARs, length of service in the next below grade and interview.

(ii) The bench mark for promotion to the grade of DGM and Joint GM will be Very Good . The DPC for promotions to the above grades/posts, will give one of the following overall grading's to the officers who are in the consideration zone:

a) Outstanding

b) Very Good

c) Good

d) Average

e) Unfit

While drawing up the Select Panel for promotion, officers graded as Outstanding will be placed enbloc senior to the officers who are graded as VERY GOOD provided they are within the number of vacancies for which the DPC is held. Since the bench-mark is VERY GOOD for promotions to the grade of DGM and Joint GM the officers getting overall grading's lesser than VERY GOOD will not be empanelled.

For promotion to the grade of DGM(E-6) and above, while the benchmark will continue to be Very Good , the DPC shall ensure that out of the five years PARs, at least four are Outstanding for grading the officer as Outstanding and at least four are Very Good or above for grading the officer as Very Good .

(iii) For Promotions to the level of Junior Executive (E-1) to Sr. Manager (E-4). For promotions to the post of Asstt. Manager (E-2) up to the grade of Sr. Manager (E-4), the benchmark will be GOOD . The DPC, for promotion to these posts/grades in these categories, grade officers as OUTSTANDING, VERY GOOD, GOOD, AVERAGE and UNFIT as above. While drawing up the Select Panel for promotion, officers graded as OUTSTANDING will be placed en-bloc senior to all the officers graded as GOOD , provided they are within the number of vacancies for which the DPC is held. Similarly, for placing Sr. Manager (E-4) to Asstt. Gen. Manager (E-5), the bench mark will be Good .

(iv) For Promotions in the Non-Executive Grades. Promotion to all these grades will be on the basis of seniority-cum-fitness subject to the rejection of UNFIT . The DPC will therefore grade the employees as FIT or UNFIT on the basis of performance as reflected in their Performance Appraisal Reports (PARs) for the relevant period, and subject to qualifying test wherever prescribed.

3. Eligibility Period. (i) For promotion to the grade of DGM(E-6) and above, while the benchmark will continue to be Very Good , the DPC shall ensure that out of the five years PARs, at least four are Outstanding for grading the officer as Outstanding and at least four are Very Good or above for grading the officer as Very Good .

(ii) The recommendations of the DPC can be acted upon only after the approval of the designated Appointing Authority.

(iii) For preparing a panel relating to the vacancies in a recruitment year, the latest available records of service of the employee's upto the preceding assessment year will be taken into account by the DPC.

(iv) The procedure for promotion of employees falling in the above categories as outlined in Regulation No.-26 of the Airports Authority of India Employees (Conduct, Discipline and Appeal) Regulations, 2003 will be followed.

(v) In all other cases, all eligible candidates shall be treated at par irrespective of the fact whether any investigations are pending/contemplated.

(vi) During the currency of any penalty imposed after the conclusion of a vigilance case, the officials included in the Select List will not be promoted. The promotion in such cases will be made effective only after the expiry of the penalty period.

4. Interview and Test. Wherever interviews are prescribed, the weightage would be given to PAR ratings, seniority and interview will be as under:

(1) DPCs, where there is interview, shall prepare the panels for promotions on the following structured scheme for award of marks:

(a) There shall be a total of 100 marks, which shall be allocated as follows:

Note: (1) Only those officers who secure a minimum of 40 out of 75 marks (for PARs and SAE) will be called for interview by the DPC.

(2) Overall pass marks (for PARs, SAE and interview), where the benchmark is Very Good, shall be 65%.

(b) Marks for PARs will be as follows:

Note: Where the benchmark is Very Good , at least four out of five PARs should be Very Good or above.

(c) For Special Attributes and Experience (SAE), a maximum of 25 marks shall be awarded as follows:

(d) During interview, the DPC shall award a maximum of 25 marks taking into account the parameters viz., knowledge of subject, rules and procedures, qualities/skills and personality. However, the DPC may not indicate marks for each parameter separately and may instead choose to award overall marks only.

(e)(i) The DPC will consider the eligible candidates in two stages. In the first stage, consideration will be by screening of candidates for interview through circulation of papers to DPC members and during the second stage, DPC will formally meet to interview the candidates.

(ii) Only those officers who secure a minimum of 40 out of 75 marks (for PAR and SAE) will be called for interview by the DPC.

(iii) The zone for interview will be 2 x + 4 ( x stands for number of vacancies) and it will be arrived at by screening of those in the eligibility list in descending order till sufficient number of candidates equal to the prescribed zone 2 +4 of those who secure a minimum of 40 out of 75 is reached (after elimination of candidates who do not get a minimum of 40 out of 75) for consideration by the DPC at the second stage by interview.

(f) After interview, the DPC will, keeping in view the number of vacancies, prepare the select panel in terms of the merit position based on the total marks obtained (for PARs, SAE and Interview) by those who were assessed suitable, i.e., who secured a total of 65% marks and above and their seniority will be determined accordingly.

(g) If after interview sufficient number of officers with the required benchmark of 65% marks are not available among those who were called for interview then the DPC will prepare the select panel in terms of merit position based on the total marks obtained by those who secured a minimum of 65% marks and above and for the unfilled vacancies, a fresh DPC will be held in two stages as already stated above. This DPC will consider eligible candidates starting from the one who is next to the last candidates already considered by the previous DPC. Thus, those already considered will not be considered again by the fresh DPC. This process will continue till all the unfilled vacancies are filled in the same year.

(h) The above procedure shall be applicable for selection to the ex-cadre posts also where there is interview and benchmark is Very Good .

(i) For promotion to the grade of DGM(E-6) and above, while the benchmark will continue to be Very Good , the DPC shall ensure that out of the five years PARs, at least four are Outstanding for grading the officer as Outstanding and at least four are Very Good or above for grading the officer as Very Good .

i) Normal Consideration Zone. For the purpose of determining the number of officers to be considered for promotion against selection posts, the zone of consideration will be as follows:

ii) Extended Consideration Zone. Where sufficient number of officers with required bench-mark are not available within the zone of consideration, the DPC would place required number of officers falling within the zone of consideration with the required benchmark on the select panel and for the unfilled vacancies, a fresh DPC will be held by considering the required number of officers beyond the normal-zone of consideration, subject to their fulfilling the requisite qualifying service and other conditions as per Regulations.

6. Crucial date for Determining Eligibility. (i) The DPC will be held only once in a year between January to March every year.

(iii) The vacancies for the period from 1^st July of the previous year to 30^th June of the current year will be considered.

(iv) The crucial date of eligibility will be 30^th June of the current year. PARs upto previous year will be considered.

(v) The promotion orders against the anticipated vacancies upto June every year will be issued on completion of DPC proceedings and requisite service.

(vi) The empanelled official will be allowed to join on promotion only on completion of requisite period of eligibility service in the lower post.

(vii) The DPC for the grade of GM and above including APD (GM level)/RED (ED level), will be held separately on need basis to meet the exigencies.

(viii) The above decisions will be followed for the vacancy year 1^st July 2010 to 30^th June, 2011 onwards.

7. Preparation of Year-Wise Panels by DPC where they have not met for a number of years. Where for reasons beyond control, the DPC could not be held in a year(s), even though the vacancies arise during that year (or years), the first DPC that meets thereafter should follow the following procedures:

a) Determine the actual number of regular vacancies that arose in each of the previous year(s) immediately preceding and the actual number of regular vacancies proposed to be filled in the current year separately.

b) Consider in respect of each of the years those officers only who would be within the field of choice with reference to the vacancies of each starting with the earliest year onwards.

c) Prepare a Select List by placing the select list of the earlier year above the one for the next year and so on.

8. Waitlist Panel in DPC:

i) To prepare wait-list/select panel by 25% beyond the number of vacancies so identified as on the cut-off date (30^th June).

ii) The wait-list/select panel shall have the validity for six months from the date of DPC.

iii) The extended panel be utilized only to the extent of vacancies identified up-to the cut-off date i.e. 30^th June of the year.

iv) The select panel will contain only those names who are eligible for promotion as on cut-off date (30^th June).

9. Refusal to Accept Promotion. When an employee on his promotion refuses to accept the promotion or asked for reversion to a substantive post after accepting promotion, he shall stand debarred for promotion for a period of two years. Further, on expiry of two years period, the promotion will not be automatic but the employee will be considered afresh in the next DPC being held after completion of two years of debarred period.

Annexure-V

PROFORMA FOR THE USE OF DPC/SELECTION COMMITTEE

(Where there is interview and Bench-mark is Very Good )

Date of Interview __________________________ Discipline:--------------------------------

Cadre/Ex-cadre: ------------------------

Name of Post: ----------------------------

Proforma for Cadre Posts

Marks for Special Attributes and Experience for DPCs

Proforma for Ex-Cadre Posts

Marks for Special Attributes and Experience for Selection Committee

Annexure-VI

TABLE SHOWING SELECITON PROCESS FOR RED/APD GRADE-I, III & IV LEVEL

TABLE SHOWING SELECITON PROCESS FOR APD GRADE-II

Explanatory Memorandum : In compliance with the order dated 08.08.2017 passed by the Hon'ble High Court of Delhi in WP (C) No. 7051/2010 titled Pradeep Sharma v. Aiports Authority of India, these regulations are being published along with amendments made from time to time till 08.08.2017. These regulations shall come into force from the date of their publication in the Official Gazette. However, the regulation 1A shall come into force with retrospective effect with a view to regularise the services of the existing incumbents working on regular basis to the said posts and it is certified that by giving retrospect effect to regulation 1A, no one is likely to be adversely affected.

1 Vide Notification No. A.60011/67/2011-PP (Pt-1), dated 16-1-2020, published in the Gazette of India, Extra., Part III, Section 4, No. 57, dated 12-1-2020.