No.28020/3/2018-Estt.(C) Government of India Ministry of Personnel, PG Pensions Department of Personnel & Training
North Block, New Delhi Dated: 11th March, 2019
OFFICE MEMORANDUMSubject: Master Circular on Probation/ Confirmation in Central Services- reg. The undersigned is directed to refer to this Department’s O.M.No.28020/1/2010-Estt.(C) dated 21.07.2014 wherin consolidated instructions on Probation/Confirmation were Issued. It has been decided to further consolidate/ modify the instructions/ guidelines in relation to probation and confirmation as a Master Circular to provide clarity and ease of reference. The Master Circular issued vide O.M. dated 21.07.2014 has been suitably updated as on date and the same is enclosed. The list of O.M.s which have been referred for consolidation of instructions for this Master Circular is at Appendix.
sd/- Umesh Kumar Bhatia) Deputy Secretary to the Government of India
MASTER CIRCULAR ON PROBATION AND CONFIRMATION IN CENTRAL SERVICES
- A person is appointed on probation in order to assess his suitability for absorption in the service to which he has been appointed. Probation should not, therefore, be treated as a mere formality No formal declaration shall be necessary in respect of appointment on probation. The appointing authority may declare successful completion or extend the period of probation or terminate the services of a temporary employee on probation, on the basis of evaluation or performance.
- Probation is prescribed when there is direct recruitment, promotion from One Group to another or for officers re-employed before the age of superannuation. The probation shall stand successfully completed upon issue of orders in writing. It is, however, not desirable that a Government servant should be kept on probation for long periods.
- Instead Of treating probation as a formality, the existing powers to discharge probationers should be systematically and vigorously used so that the necessity of dispensing with the services of employees at later stages may arise only rarely.
- Concentration of attention on the probationer’s ability to pass the probationary or the departmental examination, if applicabh2, should be an essential part of the qualification for confirmation but there should be a very careful assessment of the outlook, character and aptitude for the kind of work that has to be done in the service before a probationer is confirmed.
- A probationer be given an opportunity to Work under more than one officer during this period and reports of his work may be obtained from each one of those officers. The probation reports for the whole period may then be considered by a Board of senior officers for determining whether the probationer concerned is fit to be confirmed in service- For this purpose, separate forms of report should be used, which are distinct. from the usual Annual Performance Appraisal Report (APAR) forms. The probation period reports, unlike APAR, are written to help the supervising officer to concentrate on the special needs Of probation end to decide whether the work and conduct of the officer during the period of probation or the extended period of probation are satisfactory enough to warrant his further retention in service or post- The probation period reports thus do not serve the purpose for which the APARs are written and vice versa. Therefore, m the case of all probationers or officers on probation, separate probation period reports should be written in addition to the usual APARS for the period of probation.
- Save for exceptional reasons, probation should not be extended for more than a year and in no circumstance an employee should be kept on probation for more than double the normal period.
- A probationer, who is not making satisfactory progress, should be informed of his shortcomings before the expiry of the original probationary period so that he can make special efforts at self-improvement. This can be done by giving a written warning to the effect that his genera] performance has not been such as to justify his confirmation and that, unless he shows substantial improvement within a specified period, the question of discharging him would have to be considered. Even though this is not required by the rules, discharge from the service being a severe, final and irrevocable step, the probationer should be given an opportunity before taking the drastic step of discharge.
- During the period of probation, or any extension thereof, candidates may be required by the Government to undergo such courses of training and instructions and to pass examinations, and tests (including examination in Hindi) as the Government may deem fit, as a condition for the satisfactory completion of probation.
MANDATORY INDUCTION TRAINING9. In all cases of direct recruitment there should be a mandatory induction training of at least two weeks duration. Successful completion of the training may be made a pre-requisite, for completion of probation. The syllabus for the training may be prescribed by the Cadre authorities in consultation with the Training Division of DOPT. The recruitment rules for all posts, wherever such a provision does not already exist, may be amended to provide for such mandatory training. Till such time as the Recruitment Rules are amended, a clause on the above lines may be included in the offer of appointment.
PERIOD OF PROBATION10. The period of probation is prescribed for Government on the following lines:
|S.No.||Method of appointment||Period of Probation|
|1.||Promotion from one grade to another but within the same group of posts e.g from Group ‘C’ to Group ‘C’||No Probation|
|2.||Promotion from one Group to another e.g. Group ‘B’ to Group ‘A ‘||The Period of Probation prescribed for the direct recruitment to the higher post. If no period is prescribed then it should be 2 years.|
|3.||(i) For direct recruitment to posts except clause (ii) below(ii) For direct recruitment to posts carrying a Grade Pay of Rs. 7600 or above or to the posts to which the maximum age limit is 35 years or above and where no training is involved Note: Training includes ‘on the job’ or ‘Institution training’||2 years 1 year|
|4.||Officers re-employed before the age of superannuation||2 Years|
|5.||Appointment on contract basis, tenure basis, re -employment after superannuation and absorption||No Probation.|
LEAVE TO PROBATIONER, A PERSON ON PROBATION11. A probationer shall be entitled to leave under the provisions of the Rule 33 of the CCS (Leave} Rules, 1972. If, for any reason, it is proposed to terminate the services of a probationer, any leave which be granted to him shall not extend;
- beyond the date on which the probationary period as already sanctioned or extended, expires, or
- beyond any earlier date on which his services are terminated by the orders of an authority competent to appoint him.
EXTENSION OF PROBATION PERIOD15. If during the period of probation, a probationer has not undergone the requisite training course or passed the requisite departmental examinations prescribed (proficiency in Hindi, etc.), if any, the period of probation may be extended by such period or periods as may be necessary, subject to the condition that the total period of probation does not exceed double the prescribed period oi probation. 16. If the Appointing Authority thinks it fit, they may extend the period of probation of a Government servant by a specified period but the total period of probation should not exceed double the normal period. In such cases, periodic reviews should be done and extension should not be done for a long period at a time. 17. Where a probationer who has completed the period of probation to the satisfaction of the Central Government is required 10 be confirmed, he shall be confirmed in the Service/ Post at the end of his period Of probation, having completed the probation satisfactorily. 18. Some employees are not a to complete the probation on account of availing leave for long duration during probation period. In such cases if an employee doc not complete 75% of the total duration prescribed for probation on account or availing any kind of leave as permissible to a probationer under the Rules, his/ her probation period may be extended by the length of the leave availed, but not exceeding double the prescribed period oi probation.
TERMINATION OF PROBATION19. The decision whether an employee should be confirmed or his probation be extended should be taken soon after the expiry of the initial probationary period that is within six to eight weeks, and communicated in writing to the employee together with reasons, in case of extension. A probationer who is not making satisfactory progress or who shows himself to be inadequate for the service in any way should be informed of his shortcomings well before the expiry of the original probationary period so that he can make special efforts at self-improvement. 20. On the expiry or the period of probation, steps should be taken to obtain the assessment reports on the probationer so as to:
- Confirm the probationer/ issue Orders regarding satisfactory termination of probation, as the case may be, if the probation has been completed to the satisfaction of the competent authority; or
- Extend the period of probation or discharge the probationer or terminate the services of the probationer as the case may be, in accordance with the relevant rules and orders, if the probationer has not completed the period of probation satisfactorily.