DOCUMENT CONTROL AND INDEX

TABLE OF CONTENTS

INTRODUCTION, PURPOSE AND SCOPE

1. INTRODUCTION

Vel Tech High Tech Dr.Rangarajan Dr.Sakunthala Engineering College recognises that hr is essential to institutional quality, accountability and stakeholder confidence. This policy establishes a structured framework to attract, appoint, develop, engage, evaluate and retain competent employees through fair, transparent and institution-aligned human-resource practices.

2. PURPOSE

To attract, appoint, develop, engage, evaluate and retain competent employees through fair, transparent and institution-aligned human-resource practices.

3. SCOPE

Teaching, non-teaching, technical, administrative, contractual and other approved categories of employees.

OBJECTIVES

4. OBJECTIVES

• Maintain qualified manpower as per approved norms.
• Provide equitable recruitment, induction, development and career opportunities.
• Link performance with mentoring, recognition and improvement.
• Promote safe, respectful and productive working conditions.
• Maintain accurate and confidential employee records.

POLICY FRAMEWORK

5. GUIDING PRINCIPLES

1. Employment decisions shall be merit-based, documented and non-discriminatory.
2. Qualifications and experience shall meet applicable regulatory and institutional norms.
3. Employees shall receive clear roles, performance expectations and opportunities for development.
4. Personal data and service records shall be protected through controlled access.
5. Grievances and disciplinary matters shall follow principles of natural justice.

6. GENERAL POLICY COMMITMENT

The Institution shall implement this policy through approved roles, adequate resources, documented procedures, transparent communication and measurable review. Decisions and exceptions shall be recorded and authorized by the competent authority.

POLICY PROVISIONS

7.1 IMPLEMENTATION REQUIREMENTS

1. Manpower planning shall be completed before recruitment based on workload, student strength, vacancies and future requirements.
2. Recruitment shall use approved advertisements, screening, selection committees, verification and appointment orders.
3. New employees shall undergo induction covering institutional values, policies, role expectations, safety and digital systems.
4. Probation, confirmation and contract renewal shall be based on documented review.
5. Faculty and staff development needs shall be identified through appraisal, audits, role changes and institutional priorities.

POLICY PROVISIONS — CONTINUED

7.2 IMPLEMENTATION REQUIREMENTS

6. Performance appraisal shall consider role-specific outputs, conduct, contribution, student/service outcomes and professional development.
7. Leave, attendance, workload, compensation and benefits shall follow approved service rules and orders.
8. Recognition, incentives and career progression shall be administered through approved criteria and competent committees.
9. Employee grievances shall be acknowledged, examined confidentially and resolved through defined levels.
10. Exit processes shall include notice compliance, handover, clearance, final settlement and record closure.

ROLES AND RESPONSIBILITIES

8. ROLES AND RESPONSIBILITIES

• Management and Principal approve manpower, appointments and major HR decisions.
• HR/Administration maintains recruitment, service, appraisal and separation records.
• HODs supervise performance, workload, development and conduct within departments.
• Employees comply with service rules, protect institutional property and pursue professional growth.
• Committees handle grievances, disciplinary matters and appeals as constituted.

IMPLEMENTATION PROCEDURE

9. IMPLEMENTATION PROCEDURE

1. Approve manpower requisition and job description.
2. Conduct recruitment and verification.
3. Issue appointment and complete induction.
4. Review probation and annual performance.
5. Implement development, recognition or improvement action.
6. Complete exit clearance and final settlement.

RECORDS AND COMPLIANCE

10. RECORDS AND EVIDENCE

• Manpower plan and recruitment files
• Employee personal/service files
• Induction and training records
• Performance appraisal and development plans
• Leave, grievance and separation records

11. MONITORING INDICATORS

• Vacancy and faculty-student ratio compliance
• Employee retention
• Training participation and effectiveness
• Appraisal completion rate
• Grievance resolution time

12. CONFIDENTIALITY, RETENTION AND ACCESS

Records shall be accurate, retrievable and protected against unauthorized alteration, disclosure or destruction. Access shall be role-based and limited to legitimate institutional need. Retention and disposal shall follow the approved schedule and applicable requirements.

13. NON-COMPLIANCE

Non-compliance may result in corrective action, withdrawal of access or benefit, recovery of loss, disciplinary action, referral to a statutory body or other proportionate action after due process.

REVIEW AND APPROVAL

14. REVIEW AND AMENDMENT

The policy owner shall review this document at the stated cycle or earlier due to changes in law, regulation, institutional structure, technology, risk, audit findings or stakeholder requirements. Amendments shall take effect only after approval and version control.

15. REFERENCES

• Approved service rules and employment orders
• Applicable AICTE, university and labour-related requirements

16. APPROVAL AND SIGNATURES

This is a controlled institutional document. Printed copies are uncontrolled unless specifically stamped and issued by the authorized office.