NBA Has Granted 3 Years Accreditation For Four UG Programs: B.Tech. (CSE, ECE, EEE, MECH)
Service Rules, Leave Rules and HR policy is Approved vide Resolution No.16 of Governing Body Meeting Dated 4th March, 2012
Service Rules, Leave Rules and HR policy shall be called Kallam Haranadhareddy Institute of Technology, Chowdavaram Service leave rules and HR policy (Governing the conditions of Recruitment and service of teaching and non –teaching staff).
These rules shall apply to all teaching and non-teaching employees of Kallam Haranadhareddy Institute of Technology, Chowdavaram unless otherwise mentioned in the appointment order.
These rules have come into effect from 5th March, 2012 and shall supersede all the earlier rules.
The Kallam Haranadhareddy Institute of Technology (KHIT) was established by the Kallam Academy of Educational Society (KAES) in the year 2010. KHIT is recognized as one of the dedicated providers of higher education in Engineering and Technology, in Andhra Pradesh. KHIT is approved by AICTE, New Delhi and affiliated to JNTUK, Kakinada.
To be a quality - oriented technical institution known for global academic excellence and professional human values.
KHIT is engaged in imparting quality education to the young aspirants in engineering and technology. It perpetually shows its strong thirst for obtaining high levels of teaching. The Institutional Quality Policy objectives are as follows:
KHIT, Guntur offers following courses of study:
Under Graduate Courses: B.Tech.
The students are admitted in to the above courses of study strictly on the basis of their merit in EAMCET/ PGECET/GATE etc. tests (Category – A) and the guidelines issued by the state government through the counseling conducted by the concerned convenors. The students are also offered direct admissions to Category - B seats in accordance with the provisions/regulations made by the Convenor/Government
The Governing Body or GB is the supreme body of the Institute. Its primary interface with the Institute is the Director. The Principal of the institute reports all matters on a day to day basis to the Director. The Principal is the chief officer of the Institute. Broadly speaking, the Principal is directly responsible for all administrative, training and placement functions and extension services. The Dean - Academics looks after the academic matters and reports to the Principal. The Administrative officer shall look after all matters relating to office administration. The Exam Section represented by Chief Superintendent (Principal) shall be responsible for the smooth conduct of examinations. The HODs report to the Principal with regard to all the matters of their respective Departments.
These rules shall be called as “KHIT Service Rules”. These rules apply to all employees, in the service of KHIT, Guntur. The Governing Body of “KHIT”, Guntur hereinafter called “GB” reserves the exclusive right, at any time hereafter and without notice, to amend, alter, modify, add or delete any provision(s) to all or any of these service rules, from time to time and, to bring such amendments, alterations, modifications, additions, deletions into effect from a date to be notified by the “GB”. Such amendments, alterations, modifications, additions, deletions if any shall become binding on all the employees covered by these service rules from the date of their notification by the “GB”. The Chairman “GB” shall have the exclusive power to clarify any issue or to remove any doubt relating to these “Service Rules” and or its implementation.
The KAES means “Kallam Academy of Educational Society” registered under the Andhra Pradesh Registration of Societies Act 35 of 2001 with its head quarters located at Syamalanagar, Guntur and bearing Society No. 24/2006 dated 17th January, 2006, which is responsible for the establishment and management of KHIT, Guntur. The Institute means “KHIT” and its sections, wings, departments and centres at Guntur or at any other location in India, established or managed by KAES (Regd.).
The “GB” means the Governing Body of “KHIT, Guntur” which has been constituted in accordance with the provisions laid down in this respect by All India Council of Technical Education. The Chairman of the “GB” shall be a member of KAES.
“Employee” includes all employees, without exception performing whatsoever function assigned to him/her.
“AICTE” means the All India Council of Technical Education, which is an autonomous body of Ministry of HRD, Government of India.
“Affiliating University” means the JNTUK, Kakinada responsible for according affiliation to the KHIT, Guntur.
The provisions contained in this schedule shall apply, without exception, to all employees of the Institute. Every employee of the Institute shall be governed by the Code of Conduct, as specified herein and every employee, without exception shall be liable to strict disciplinary action, including suspension and or termination, for the breach of any provision(s) of the code of conduct. The Principal shall initiate disciplinary proceedings for non‐compliance of any employee related to the code of conduct/service rules/leave rules or any other rules of the Institute that may be in force from time to time and shall have the power to appoint an enquiry officer(s) to conduct an inquiry into the charges against such an employee.
No Faculty Member is supposed to:
Criticism of any kind in radio broadcast or in any document published unanimously or in his/her own name or in the name of any other person or in any communication to the press or in any public utterance, will be viewed seriously.
No employee shall, except with the previous sanction of the Principal, have recourse to any court of law or to the press for the vindication of any official act which has been the subject matter of adverse criticism or an attack of defamatory character.
Whenever an employee wishes to put forth any claim, or seeks redress of any grievance or of any wrong done to him/her, he/she must forward his/her case through proper channel to Grievance & Redressal cell.
Dispute(s) if any, arising out of these Service Rules or any other rules that may be force from time to time will be resolved at the appropriate institutional board.
Disciplinary Action / Suspension
The Principal may place a member of the staff appointed at the Institute under suspension:
The members of staff of the Institute shall be classified as
Cleaning and other Staff – which term shall include Security Guards, Gardeners, Sweepers, Scavengers, Skilled and Unskilled Attendants, Peons etc. and such other staff as may be decided by the “GB”.
Appointment of all employees will ordinarily, be made on probation for a period of one year. In case of unsatisfactory performance, the period of probation of an employee may be extended for such periods of time by the Chairman “GB”, if recommended by the Principal. The “GB” shall have the power to extend the period of probation of any employee of the Institute for such periods as may be found necessary, provided that if, after the period of probation, the official is not confirmed, and, his/her probation is also not formally extended, he/she shall be deemed to have continued on a temporary basis and that his/her services may then be terminable on a month’s notice or on payment of a month’s salary thereof.
The “GB” shall have the power to terminate the services of any member of the staff without any cause assigned during the period of probation. However, due notice shall be given for this.
The notice period for non‐probationary staff is as under
The “GB” shall have the power to terminate the services of any member of the staff by giving appropriate notice or on payment of salary for the notice period in lieu thereof. An employee of the Institute may terminate his/her engagement by giving appropriate notice in writing. In the event of any act prejudicial to the interests of the Institute by an employee, his/her services may be terminated by the Chairman “GB” without any notice or payment in lieu of notice. Service of an ad‐hoc, temporary, contractual or part time employee shall come to an end on completion of the specified work for which he/she was employed or on the expiry of the period for which he/she was appointed, whichever is earlier. But, before the expiry of the said period or work, as the case may be, services of the employee could be terminated by the Chairman “GB” by giving one month’s notice or one month’s salary in lieu of notice, without assigning any reason whatsoever.
Every employee of the Institute shall retire on attaining an age as provided for by regulatory bodies like the AICTE and in force from time to time. Extension or reemployment may also be given according to such provisions, at the discretion of the “GB” only, on such terms and conditions it is deemed fit.
The service of a temporary employee shall be liable to termination at any time by notice in writing given either by the employee to the “GB” or by the “GB” to the employee. The period of such notice shall be one month, unless otherwise agreed to by the Institute and the employee. The other terms and conditions of service of such employee shall be such as may be specified by the “GB” in his/her letter of appointment
Notwithstanding anything contained in these Service Rules, the “GB” may, in special circumstances, appoint an eminent person on contract for an initial period not exceeding five years, with a provision of renewal for further period, on such terms and conditions it may deem fit.
In the matters of medical insurance, the employees shall be governed by regulations/procedures as may be decided by the management from time to time.
For Faculty Members
Experience:“Experience”, means the “teaching experience” in AICTE approved engineering institutes/institutions or in UGC recognized institutes. The “experience” gained by working in Companies/Industries may also be considered partially/fully by the GB of KHIT, in exceptional cases, depending upon the “quality” and “relevance” (to teaching) of the experience, “nature” of the job, designation/post held and the reputation of the company/industry at National/International level.
(I) (a) Marks for faculty academic progress: ( 50 marks)
The components of the academic progress are student feedback on faculty, experiments conducted in laboratories and percentage of pass in university examination.
(b) Student feedback on faculty: (20 marks)
The faculty member will be assessed by the students for various academic performance factors like explanation of the subject, punctuality maintenance, maintenance of discipline, voice of the faculty, coverage of syllabus and communication skills.Then the faculty will be rated for 20 marks. When the average percentage of feedback is above 80% (Excellent) category he/she will be rated with 20 marks .If it lies in between 70% ‐ 80% (Very Good) category he/she will be rated with 18 marks, similarly If it lies in between 60% ‐ 70% (Good) category he/she will be rated with 15 marks, likewise If it lies in between 50% ‐ 60% (Satisfactory) category he/she will be rated with 10 marks and if it lies below 50% (Poor) category he/she will be rated with 0 marks. If any faculty member who gets less than 60% feedback in three consecutive semesters his/her case will be put before the board of academics and as per the recommendations of it, the GB could take a decision regarding his/her services. Here the average percentage of feedback means “The sum of % of feedback obtained in all the subjects handled in both the semesters / total no. of subjects handled in both the semesters.
(c) Laboratories: (10 marks)
The faculty member will be assessed under this category based on the number of experiments completed against prescribed, as well as additional experiments conducted in the laboratory and feedback during the academic year. If a faculty member conducts only the prescribed number of experiments as found in curriculum (100% category) he/she will be given 7 marks out of 7 marks. Further if any faculty member conducts at least two additional experiments in addition to the prescribed experiments he/she will be awarded with additional 1 mark. 2 marks will be given to laboratory feedback. Further if any faculty member fails to conduct at least the prescribed experiments he/she will be given 5 marks against 7.
(d) Subject pass % at university level examination:( 20 marks)
If a faculty member gets 100% average pass percentage in the subjects handled by him/her in both the semesters then he will secure 20 marks out of 20(Max. marks).Similarly he/she gets 18,15,12,10,8 and 0 marks against the average pass percentages 90%‐99%,80%‐89%,75%‐79%,60%‐74%,50% ‐ 59% and less than 50% respectively.
(II) (a) Innovative methods: (3 Marks)
The marks will be allotted based on the information provided in the course file. The instructional methodology consisted of (a) developing a series of written case studies to meet these objectives in conjunction with industry partners; (b) providing competency material on related engineering, design, decision ‐making, ethics, and business topics; (c) enhancing the written case studies by multimedia supplements; (d) developing a monograph that included all the case studies and competency materials; (e) administering the case studies in an engineering classroom; and (f) evaluating the effectiveness of the case studies in achieving the goals and objectives of the course. The appropriate type of instruction adaption is at the discretion of the subject expert.
(b) Extra coaching arranged: (6 marks)
If any faculty member takes initiation to teach more intensified manner the contents within the syllabus or beyond the syllabus by taking extra time he/she will be rated for 2 marks. The documents in proof of this activity should be kept in the course‐file. Even the faculty members take any extra time to propel the students academically could be considered for rating. Extra classes for slow learners will be rated for 2 marks. Special coaching given for supplementary students will be rated for 2 marks.
(III) List of seminars/Workshops attended/organized during this Academic Year: (2 marks for each activity):
The faculty member will be assessed based on the number of seminars/Workshops attended/organized during the Academic Year. He/She will be given two marks for each programme.
(IV) List of papers/Articles published/presented during the year: (Each publication 5 marks):
The faculty member will be assessed based on the number of papers/Articles/books published/presented during the year. This is subjected to the submission of necessary proofs.
(V) List of R & D projects / Consultancy work: (Each 10 marks) :
The faculty member will be assessed based on the number of R & D projects / Consultancy works done.
(VI) M.Tech.projects guided / B.Tech. students publications: ( each 2 marks) :
The faculty member will be assessed based on the number of M.Tech.projects guided or / and publications of B.Tech. Students during that academic year.
(VII) Ph.D Thesis guided: ( each 10 marks) :
The faculty member will be assessed based on the number of Ph.D Thesis guided during that academic year.
(Note: For points II – VII the maximum marks are limited to 40.)
(VIII) Appraisal by HOD: ( 5 marks) :
Faculty member will be rated by the respective department Head based on the contribution in non ‐ academic works at department level /institutional level/any other organization. Also the appreciation/awards/recognition earned/ disciplinary actions faced/proficiency with rules, regulations, management system could be taken into consideration in addition to their leaves availed.
(IX) Appraisal by the Principal: (5 marks) :
Faculty member will be rated by the principal based on the overall contribution in non ‐ academic works at institutional level / any other organization. Also the appreciation / awards / recognition earned / disciplinary actions faced / proficiency with rules, regulations, management system could be taken into consideration in addition to their leaves availed.
Consolidation of appraisal‐ Points earned:
Student feedback, lab performance and results (50)
Other activities (40)
Open Selection: AICTE norms, as applicable from time to time, shall be followed for open selection.
(b) If he/she deserves promotion based on their experience and extra‐ordinary performance or the skills which are useful to fill the gap between Industry and Institute where GB approval is must.
Professor of Eminence post may be filled as per AICTE norms.
5. LEAVE RULES
Holiday: Holiday means a day declared by a notification of the Institute to be nonworking day for all employees except those otherwise specifically asked to attend the institute.
Salary: Salary means the monthly remunerations drawn by an employee including basic pay, dearness allowance, personal pay, special pay, HRA etc.
Retirement: The term refers to superannuation after attaining the age of 65 years. It has all other connotations as applied to a government department including pre‐mature retirement.
Leave is a privilege and not a right: It may be refused or revoked by the authority empowered to grant it. It would, however, generally be granted unless the exigencies of service demand otherwise.
Leave Application: The Application shall be submitted on prescribed form well in advance and shall be got sanctioned before availing of the leave. The faculty members shall make alternate arrangements/internal adjustments among the faculty members of his/her or any other department to keep the students engaged.
No leave can commence unless it has been sanctioned: Mere submission of leave applications does not authorize an employee to avail the leave applied for. Availing of leave without getting the same sanctioned makes the employee liable to disciplinary action besides penal deductions.
No leave will be sanctioned on telephone except in case of extraordinary circumstances/sudden illness etc. This shall however be regularized immediately on joining the duty in writing.
Continued absence of more than six days, or repeated irregularity without intimation of any kind may render an employee liable to disciplinary action including termination of services.
TYPES OF LEAVE:
Staff members at KHIT can avail a maximum of 15 days Casual Leave in a calendar Year. Under normal circumstances staff can avail a maximum of 2 days Casual Leave in any month. Casual Leave availed in excess of 2 days in a month can be treated as leave availed on loss of pay.
Public Holidays and Sundays can be prefixed and/or suffixed with Casual Leave. However, caution must be exercised to see that not more than 10% staff in the department avail leaves with suffixes and prefixes at a time
Any employee detailed for duty on a holiday may be granted a Compensatory Casual Leave on a 1:1 basis, which must be availed before the end of the Academic Year.
Members of the Teaching Staff who have completed one year or more service in KHIT are eligible for a summer vacation of 4 weeks. Members of Non-Teaching Staff who have completed one year or more service in KHIT are eligible for 2 weeks of Summer Vacation.
If a Staff member is recalled and assigned work during vacation he/she will be awarded one day earned leave for every two days of vacation forfeited.
Members of the Teaching Staff are eligible for 6 days earned leave for each year of service rendered in KHIT.
Members of the Non-Teaching Staff are eligible for 12 days of Earned Leave for each year of service rendered in KHIT.
Staff members with an accumulated earned leave of 120 days or more are entitled for encashment of 120 days earned leave at the time of retirement of service in KHIT. The accumulated earned leave in excess of 120 days will be paid as Gratuity to the staff member. Staff Members having less than 120 days earned leave to their credit are not eligible for encashment of earned leave.
All Women Employee who have completed their period of probation are entitled to 3 months of Maternity Leave. Maternity Leave can be availed by women employees only twice during their service.
Members of the Teaching Staff who have put in 2 years or more service in KHIT are encouraged by Management to take up higher education and research. Study Leave is granted to those staff who sign an agreement or execute a financial bond to serve the institute for a specified period of time after availing study leave. The financial bond required will be for the amount of salary drawn during the period of Study Leave.
Staff with less than 2 years of service at the institution can avail Study Leave of 2 years for a regular post graduate course or 3 years for a regular Ph.D programme without pay.
A Staff Member desirous of availing ‘Permission’ should submit an application to the Principal through proper channel. All permissions granted are to be registered in the concerned Department Register held in the Principal’s Office.