Ranchi, September 1: The Public Enterprises Selection Board has reviewed the extant guidelines and process being followed in selection of personnel for board level posts in central public sector enterprises as per it’s mandated contained in government resolution (No. 27(21)-EO/86(CC) dated 03.03.1987.
Reforms are contemplated inter alia, for simplification and rationalisation processes attracting better talent from all sectors, widening the pool, providing a level playing field to applicants, standardizing the job description, increasing the slots for short-listing criteria accordingly, faster process of confirmation and extension of tenure, mandating filing of APAR’s online etc.
A draft “suggestive reform proposal” has been uploaded on PSEB website for consultation wills all stakeholders which will be available till September 30. Suggestions comments, if any, may be forwarded to e-mail id secypesb@nic.in latest by September 30 this year.
A memorandum issued by the department of personnel and training on August 27 informed this.
The development took place after the union of coal executives, All India Association of Coal Executives (AIACE) has knocked the door of minister of state for personnel, public grievance and pension, Jitendra Singh, for reform in Public Enterprises Selection Board (PSEB) selection procedure on July this year.
Principal general secretary of the union P.K.Singh Rathore wrote a letter giving the present status of the selection process, pointing out anomalies in selection procedure and suggesting reforms in it. He also pointed out the advantages of reform before requesting him to reform selection procedure.
Rathore had pointed loopholes in PSEB selection procedure saying it was observed that sometimes, the No. 1 candidate selected in a panel by PESB fails to join the post in time due to various administrative & vigilance reasons, and on the other hand, a candidate below No. 1 ranks, gets selected and joins a PSU. It also happens that, in a selection interview none of the candidates are found suitable, but within a very short span, one among these is selected for the coveted post in another selection interview.
He had demanded that all the applicants for the advertised Post be considered for the interview. If their number increases beyond 15, they may be called for a preliminary round of interview, performance in which can be considered for shortlisting. He has opined that amendment will ensure inclusion of a candidate who is competent enough but not finding a place in shortlisted 15 under the present system. This will also pave the way for transparency in the entire selection process, he had anticipated.
