The document discusses the constitutional provisions, acts, and guidelines related to reservation in government services in India. It outlines the key articles from the Constitution of India that govern reservation, including articles allowing reservation for backward classes. The document also covers principles for preparing reservation rosters, dealing with clashes, applicable percentages for different recruitment methods, and carrying forward vacancies.

1. RESERVATION IN SERVICE
PREPARATION AND MAINTENANCE
OF ROSTERS
(Prepared by Savithri S Mani)

2. How we are governed
 Constitutional Provisions
 Acts of Parliament
 Statutory Rules
 General Guidelines

3. ARTICLE 16 of CoI
 Clause – 1 – There shall be equality of
opportunity for all citizens in matters relating to
employment or appointment to any office under
the state”
 Clause – 2 “No citizen shall on grounds only of
religion, race, caste, sex, descent, place of birth,
residence or any of them, be ineligible for or
discriminated against in respect of any
employment or office under the state”

4. ARTICLE 16 of CoI
 (3) Nothing in this article shall prevent
Parliament from making any law prescribing, in
regard to a class or classes of employment or
appointment to an office under the Government
of, or any local or other authority within, a State
or Union territory, any requirement as to
residence within that State or Union territory
prior to such employment or appointm

5. ARTICLE 16 of CoI
 (4) Nothing in this article shall prevent the State
from making any provision for the reservation of
appointments or posts in favour of any backward
class of citizens which, in the opinion of the
State, is not adequately represented in the
services under the State.

6. Reservation in Promotion
 (4A) Nothing in this article shall prevent the
State from making any provision for reservation
in matters of promotion, with consequential
seniority, to any class or classes of posts in the
services under the State in favour of the
Scheduled Castes and the Scheduled Tribes
which, in the opinion of the State, are not
adequately represented in the services under
the State.

7. ARTICLE 16 of CoI
 (4B) Nothing in this article shall prevent the
State from considering any unfilled vacancies of
a year which are reserved for being filled up in
that year in accordance with any provision for
reservation made under clause (4) or clause
(4A) as a separate class of vacancies to be filled
up in any succeeding year or years and such
class of vacancies shall not be considered
together with the vacancies of the year in which
they are being filled up for determining the
ceiling of fifty per cent. reservation on total
number of vacancies of that year.

8. All India Basis Open Competition
 A ny recruitment through UPSC or by means of
written examination by SSC or any other
authority falls in this Category. Thus, as long
SSC or for that matter any Authority holds a
written competitive Examination, it is called All
India Basis by Open Competition. But if UPSC
(only UPSC) undertakes recruitment without a
written competitive examination i.e. by interview
alone even then it fall in this category

9. All-India basis otherwise than open competition
 Recruitment by any authority other than
UPSC, by not conducting a written
competitive test. For example, if Staff
Selection Commission is holding a
recruitment by not holding a written
competitive exam, the recruitment is ‘All
India basis otherwise than open
competition

10. Local or Regional Recruitment
 Central Government also undertakes direct
recruitment on local or regional basis and the
recruitment thus is not on All-India basis. In this
only candidates domiciled in the particular
region or locality can apply. Normally, such
recruitment takes place to Group ‘C’ posts in
Central Government Offices located in a State or
adjoining States.

11. Scope and Applicability of RIS
1. All Posts and Grades
2. Industrial Workers
3. Work Charged Posts
4. Daily Rated Staff
5. Casual Workers
6. Scientific and Technical Posts – all Groups –
Unless specifically exempted
 Exemptions……….

12. Exemptions and Exclusions
 Scientific & Technical Posts
– Posts above the lowest rung of Group A
– Classified as “Scientific” & “Technical” in
terms of Cabinet Secretariat OM Dated 28th
December, 1961.
– These posts should be conducting research
or organizing, guiding and directing research
– Should be approved by Minister-in-Charge of
Administrative Ministry.

13. Exemptions and Exclusions
 Armed Forces of the Union
 Personal Staff of President and Ministers
 Promotion to grades where element of Direct
Recruitment exceeds 75%
 Temporary appointments of less than 45 days
duration
 Work charged posts for emergencies like flood
relief work, accident restoration and relief etc.
 Transfer on deputation – Fair proportion of posts
to be filled by SC / ST.

14. Effects of Certain Events
 Schedule Caste – Hindu or Sikh
 Schedule Tribes – Religion No Bar
 Effects
– Conversion (SC) – Loses benefit (except
Buddhism) – (to be intimated to appointing
authority)
– Conversion (ST) – No effect
– Reconversion – Gets back benefit , if
accepted by the Society – fresh certificate
required

15. Effects of Certain Events
 Marriage – No effect – Children may get
 Migration – No effect
 Adoption – Depends on the status of the legal
parents.

16. Reservation In Service
Principles For Preparation Of Roster
 Neither seniority nor merit
 Objectives:
– Reservation to be kept within the prescribed
percentage
– Not to exceed 50% of the cadre
Example: Only when complete number is
obtained, point is earmarked or in other words
fraction is ignored. (Our of 100 points only 7
points for ST)
– Separate roster for promotion and direct
recruitment

17. Mode of Recruitment - Examples
 Direct recruitment.
– All India basis open competition.
– Otherwise than all India basis open
competition.
– Regional recruitment.

18. Mode of Recruitment - Examples
 Promotion.
– Non-selection.
– Selection-cum-seniority.
– Selection by merit.
– L.D.C.E.

19. Example:
Section Officer (Central Secretariat Service)
Method of
Grade Mode of Recruitment
Recruitment
Section 80% by 40% by 40% by
Officer Promotion Limited non-
Departmental selection
Competitive
Examination
20% by Direct All India Basis Open
Recruitment Competition
No. of Rosters = 3

20. Principles
 No. Of posts = no. Of posts in the cadre
 Cadre = no. Of posts to be filled by a particular
mode of recruitment
 Posts to be filled on deputation and absorption
to be excluded
 Cadre Strength Upto 13 Posts – Either Grouping
or the ‘L’ shape Roster
 Per Centage – depends on mode of recruitment

21. Percentage
Mode of Recruitment Per Centage
SC ST OBC
AIBOC 15 7.5 27
Otherwise Than
16-2/3 7.5 25.83
AIBOC
Regional Rectt. According to proportion of
population
Promotion – In all the
cases – Uniform 15 7.5 Ni.
percentage

22. Let’s take a break and do this
 Preparation of a new Reservation Roster - In
ABC organisation 25 posts of Data Entry
Operator have been created. The recruitment
Rules for the grade provide for 75% Direct
Recruitment, 25 % by Transfer on Deputation /
Transfer. Please prepare a new reservation
roster for filling up the vacancies by Direct
Recruitment through All India Basis Open
Competition

23. Steps for Preparing a Roster
 Work out the No. of Rosters Required depending
on the mode of recruitment
 Work out the no of points in the roster
 Earmark the serial number of the post for
entitled category based on the prescribed per
centage
 Multiply each post by the prescribed percentage
 When a community obtains a complete number
or oversteps the number – reserve that post to
that community
 Take care to evenly space out the different
reserved categories

24. Steps for preparation of roster (contd)
 In case of clash allocate the point to the
community as per principles followed in the
model roster
 See whether squeezing is to be resorted
 While resorting to squeezing ensure that it does
not exceed the prescribed per centage for
entitled category and 50% limit
 Whenever there is any increase or decrease in
the cadre strength or change in the proportion of
points due to amendment in the recruitment
rules, the roster shall be correspondingly

25. Dealing With Clash in the Middle of Roster
Between Two Communities
 Check whether communities having clash have
been represented earlier. In case this is the first
entitlement of any one of the communities,
earmark the post to that community (e.G. Point
no.14)

26. Dealing With Clash in the Middle of Roster
Between Two Communities
 If this is not the first entitlement of the
communities having clash, then compare
fractions. Community having higher fraction will
get the allotment (point no. 27)

27. Dealing With Clash in the Middle of the Roster
Between Two Communities
 If fraction is not comparable, then see which
community has immediate earlier representation.
Allot the post to the community not having
immediate earlier representation. (Point no. 40,
80, 100 etc.)

28. Dealing With Clash in the Middle of the Roster
Between Two Communities
 Shift the other community to the subsequent
point
 If there is a clash in the subsequent post also,
earmark the post to the community which is
brought forward from the previous post. Shift
the third community to the next post. (Point no.
15, 41 etc.)

29. Clash Among Three Communities
 Check whether the communities having clash
have been represented earlier. In case this is
the first entitlement of any one of the
communities, earmark the post to that
community.

30. Clash Among Three Communities
 If this is not the first entitlement for the
communities having clash, then compare the
fractions. Community having higher fraction will
get the allotment (point 67)

31. Clash Among Three Communities
 If fraction is not comparable, see which
communities have immediate earlier
representation. Allot the post to the community
which do not have immediate earlier
representation (point 200)

32. Clash Among Three Communities
 Shift the remaining two communities to the
subsequent points. While shifting compare the
fraction in the subsequent post also. Community
having higher fraction will get weightage
 Shift the third community to the next post

33. Clash When Two Communities Have the Same
Per Centage
 SC, ST and OBC in that order.
 This was the order in which reservation was
introduced
 In the old 200 pt.; 40 Pt.; and 120 Pt. Also this
was the sequence followed.
 (Regional roster for Madhya Pradesh SCs 15%;
ST 20%; OBC 15%)

34. Clash Between Two Communities at the End of
the Roster - Squeezing
 Squeezing is to be done only at the end of the
roster, in order to ensure that all the categories
are given representation in accordance with the
prescribed per centage and entitlement
 Between two communities
– Move one step upward and compare the
fractions of that post. Community having
higher fraction will get the entitlement. (Point
No. 14, 100 etc.)
– If the post is already occupied by some other
community, shift that community one step
backward and follow the procedure given
above. (Point No. 15, 27 etc.)

35. Clash Among Three Communities at the End of
the Roster - Squeezing
– Move two steps upward and compare the
fractions of that post. Community having
highest fraction will get the entitlement. Allot
the point to that community. (Point no. 67,
200 etc.)
– Move to the subsequent point below that.
Compare the fractions of the remaining
communities. Allot the point to the
community having higher fraction

36. Clash Among Three Communities at the End of
the Roster - Squeezing
– Allot the last point to the third community
– While doing so ensure that the total
representation do not exceed 50%
– While recasting a roster due to expansion or
contraction of roster, squeezing or
desqueezing, as the case may be, may have
to be done.

37. Order of Preference to Resolve Clash
 Community having no representation so far;
 Community having higher fraction; and
 If fraction not comparable, community not
having immediate representation in the earlier
posts
 If all the above fails, SC, ST and OBC (The
order in which reservation was introduced)

38. Principles for Operation of a Roster
 To be operated on the principle of replacement
 Not a running account
 SC / ST / OBC appointed on their own merit not
to be shown against reserved points
 Candidates who have sought relaxations like –
age, standard, experience, no. of chances,
extended zone of consideration etc. will be
shown against reserved points. (Fee
concession is not included in this category)

39. Principles for Operation of a Roster
 For small cadres (cadres which do not have
sufficient no. of posts for giving at least 1
representation to each category) initial
recruitment shall be by the category for which
the posts is earmarked. Replacement will be by
rotation as shown horizontally against the cadre
strength applicable.
 Relevant rotation is to be skipped if it exceeds
50% limit.

40. Initial Operation
 Existing employees’ name to be entered in
chronological order
 Enter the remark utilized by SC / ST / OBC/
Gen
 SC / ST / OBC candidate appointed on own
merit not to be counted toward reservation.
 Excess representation if any, of the categories
or it the representation exceeds 50%, to be
adjusted through future appointments
 Rectification of representation in Direct
Recruitment and Promotions, in case of
temporary diversion.

41. Carry Forward and Exchange
 Exchange between SC / ST or vice versa is not
permissible
 Procedure to be followed in direct recruitment
– Ban on dereservation
– When sufficient candidate not available in the
first attempt, second attempt to be made in
the same recruitment year or as early as
possible before the next recruitment
– If not available, treat them as “backlog”
vacancies

42. Carry Forward and Exchange(2)
 In the subsequent recruitment year, Current
Vacancies (CV) and backlog vacancies of OBC
(BLOBC) to be treated as one group.
 Vacancies of SCs and STs (BLSC/ ST) as a
separate and distinct group
 50% limit to apply on the CV&BLOBC
 No such limit on BLSC/ST
 This procedure to continue indefinitely except in
Group A Service

43. Carry Forward and Exchange
Procedure in Group A Service
Proposal with full justification to be prepared
 Comments of National Commission for SC/ST
(In case of SC/ST vacancies) and National
Commission for Backward classes (in case of
OBC Vacancy)
– Comments to be placed before a committee
comprising of Secretaries of – DOP&T,
M/Social Justice and Administrative Ministry
 Recommendation of the Committee to be placed
before Minister Incharge of DOP&T

44. Carry Forward and Exchange
Procedure in case of Promotion
 Promotions upto lowest rung of Group A –
attempt to be made for dereservation
 If dereservation is not possible due to non-
availability of suitable candidates in other
categories, vacancies to remain as unfilled and
will be treated as backlog vacancies
 CV and BLSCST two distinct group
 50% limit will apply only on CV

45. Carry Forward and Exchange
SMALL CADRES
 When a vacancy is dereserved, reservation to
be carried forward
 Carry forward permitted for three subsequent
recruitment years
 After third year of carry forward, reservation will
lapse.

46. CALCULATION OF VACANCIES
 WORK OUT THE VACANCIES TO BE FILLED
BY EACH MODE OF RECRUITMENT
 WORK OUT IF THERE IS ANY CHANGE IN
THE NUMBER OF POSTS TO BE FILLED BY
EACH MODE OF RECRUITMENT AS
COMPARED TO THE PREVIOUS
RECRUITMENT YEAR
 IF SO PREPARE A NEW RESERVATION
ROSTER AS PER DOP&T GUIDELINES
– DRAW UP A ROSTER EQUIVALENT TO
THE NUMBER OF POSTS TO BE FILLED BY
EACH MODE OF RECRUITMENT

47. CALCULATION OF VACANCIES
– Arrange the employees in the order of date of
joining irrespective of the category to which
they belong
– Plot their names in the roster in that order
– Work out number of vacancies
– Tally representation
– If excess, adjust the excess representation

48. CALCULATION OF VACANCIES
 If there is no change in the number of posts to
be filled by each mode of recruitment, work out
the reserved vacancy based on the existing
roster
 In both the above case also take into account ph
reservation

49. HORIZONTAL AND VERTICAL RESERVATION
 Work out ph reserved vacancies for the group as
a whole
 Ascertain in which post reservation is to be
provided
 Work out reservation for SC/ ST/ OBC (in case
of DR)
 While notifying vacancy for this post indicate that
so many posts would be reserved for a particular
category

50. HORIZONTAL AND VERTICAL RESERVATION
 Also indicate sub-category of ph reservation
 On joining of the ph candidate show her / him
against the respective category (SC / ST / OBC/
GEN) depending on the status of the candidate