HR Manual | RISE Krishna Sai Gandhi Group of Institutions

Preamble & scope

This HR Manual sets out the service conditions, entitlements and administrative procedures that govern all teaching, non-teaching and support staff of RISE Krishna Sai Gandhi Group of Institutions. It works alongside the Code of Conduct and the Governing Body's service rules, and is administered by the Administrative Office under the direction of the Principal.

Where this manual is silent on a matter, the applicable AICTE, UGC and JNTUK service norms, and any specific order of the Governing Body, shall prevail.

Recruitment & appointment

Teaching positions are advertised against sanctioned vacancies and filled in accordance with AICTE qualification norms and UGC/JNTUK regulations applicable at the time of recruitment.
Selection is made by a duly constituted Selection Committee, which evaluates academic qualifications, demonstration/teaching skills where applicable, and an interview.
Every appointee receives a written offer of appointment specifying designation, department, salary, probation period and reporting date, to be countersigned and returned before joining.
Original certificates are verified at the time of joining; appointment is provisional until verification is complete.

Probation & confirmation

New appointees serve a probation period of one year from the date of joining, extendable at the Principal's discretion where performance or conduct warrants closer review.
Confirmation follows a satisfactory performance review conducted by the Head of Department and endorsed by the Principal, and is communicated in writing.
Service during probation may be terminated by either party on one month's notice, or payment/forfeiture of one month's salary in lieu of notice.

Working hours, attendance & punctuality

College working hours and the weekly timetable are notified at the start of each academic year and displayed on departmental noticeboards.
All staff are required to sign the attendance register (or use the biometric system, where installed) both at arrival and departure.
Persistent late arrival or early departure, in the absence of prior approval, is treated as a discipline matter under the Code of Conduct.

Leave policy

Casual Leave: 12 days per calendar year, credited annually; not encashable and not normally combined with other leave without the Principal's approval.
Medical Leave: 12 days per calendar year for teaching staff; a medical certificate is required for absence exceeding three consecutive days.
Earned/Vacation Leave: accrues per University norms for teaching staff and is availed during vacation periods to the extent operational requirements permit.
Maternity Leave: granted in accordance with the Maternity Benefit Act as applicable, on submission of medical certification.
On-duty: deputation to conferences, University work, NSS camps or officially sanctioned events is recorded as on-duty and does not draw against leave balance.
All leave, other than medical emergencies, must be applied for and sanctioned in advance through the Head of Department; unsanctioned absence is treated as leave without pay.

Performance appraisal & promotion

Teaching staff undergo an annual performance appraisal covering academic delivery, student feedback, publications/professional development and contribution to institutional activities.
Career advancement follows applicable UGC Career Advancement Scheme norms and JNTUK service rules, where the designation and pay scale so require.
Increments are ordinarily granted annually, subject to a satisfactory appraisal and confirmation of continued service.

Grievance redressal

Employees with a service-related grievance should first raise it with their Head of Department. Matters not resolved at department level may be referred, in writing, to the institution's Grievance Committee, which reviews and responds within a reasonable time. Employees are expected to route grievances through these internal channels before pursuing any external representation, consistent with the Code of Conduct.

Resignation, retirement & separation

Employees intending to resign shall give the College one month's written notice, or one month's salary in lieu, unless a longer notice period applies under their appointment terms.
Superannuation follows the retirement age prescribed under applicable UGC/State norms in force at the relevant time.
On separation, all College property — identity card, library books, laboratory equipment and documents — must be returned before the final settlement of dues.