G.O.Ms - No. 287 Dated: 30-08-2018

GOVERNMENT OF ANDHRA PRADESH
ABSTRACT
MA&UD Department – MEPMA – Draft Human Resource Policy for MEPMA

Employees – Approved – Orders Issued.
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MUNICIPAL ADMINISTRATION & URBAN DEVELOPMENT (UBS) DEPARTMENT
G.O.MS.No. 287 Dated: 30-08-2018
Read the following:.
1. From the Mission Director, MEPMA, Guntur, Lr. Roc. No.

MEPMA- 15021(32)/9/2018, Dated: 04-05-2018.
2. From the Mission Director, MEPMA, Guntur, Lr. Roc. No.
MEPMA- 5021(32)/9/2018, Dated: 04-05-2018 & 29-05-2018.
*****
O R D E R:
In the circumstances reported by the Mission Director, Mission for Elimination of

Poverty in Municipal Areas, Guntur in the references read above, Government hereby
approve the Human Resources Policy for the MEPMA Employees appended to this
order.
2. The Mission Director, Mission for Elimination of Poverty in Municipal Areas,

Guntur shall take necessary further action in the matter.
(BY ORDER AND IN THE NAME OF THE GOVERNOR OF ANDHRA PRADESH)
R.KARIKAL VALAVEN
PRINCIPAL SECRETARY TO GOVERNMENT
To
The Mission Director,
Mission for Elimination of Poverty in Municipal Areas,
Guntur.
Sf/Sc.
// FORWARDED :: BY ORDER //
DEPUTY DIRECTOR
1
HUMAN RESOURCE POLICY- TERMS AND CONDITIONS OF EMPLOYMENT OF
MEPMA EMPLOYEES, 2018
INDEX
Preamble
1. Short Title, Commencement & Application
2. Creation and Classification of Posts
3. Methods of Appointment and Tenure of Employment
4. Pay Structure
5. Record of Employment and Performance Appraisal Report
6. Leaves
7. Code of Conduct and Discipline
8. Classification, Control and Appeal Conditions
9. Financial & Welfare Benefits
10 Miscellaneous
2
PREAMBLE
Mission for Elimination of Poverty in Municipal Areas is a Society registered with

Registration No. 1120/2007 under the provisions of Andhra Pradesh Societies
Registration Act, 2001 on 10-07-2007. It is established as a society as per the orders of
the Government of Andhra Pradesh vide G.O. Ms. No. 414 Municipal Administration &
Urban Development (UBS) Department dated: 04-06-2007 for addressing the poverty
issues in Urban Local Bodies in a comprehensive manner.
The appointments to public services have been regulated through enactment of Act II of
1993 which came into force from 25-11-1993 and through G.O. Ms. No. 212 of Finance
& Planning (F.W. P.C.III) Department dated 22-04-1994. Since MEPMA came into
existence after them, the individuals have been selected and given employment on
contract basis or outsourcing basis by MEPMA with effect from 2007 and so these
employees do not come under the purview and the meaning of regular Government
Employment.
Government vide G.O.Ms. No. 414 MA& UD (UBS) Department dated: 04-06-2007
have issued orders for establishment of MEPMA clearly prescribing 3 tier structure ie.,
State , District and ULB levels duly indicating the cadres and cadre wise strength with
the following instructions.
That MEPMA will engage on contract basis as many number of professionals/

functional specialists as required to fulfil the objectives set out for it.
That the required number of support staff will be taken either form various
Government departments on deputation or out sourced from market.
To fill up the posts in the higher cadre / Senior management level by drawing
suitable persons essentially from the Government Departments or from Municipal
Administration and Urban Development Department on deputation
Further, Government vide G.O.Ms. No 119 Finance (SMPC) Department, dated

28-04-2008 and G.O. Ms. No. 129 MA&UD (UBS) Department, dated 31-05-2014 have
sanctioned posts indicating the administrative structure at State, District and ULB
levels. Meanwhile, Government of India in the NULM operational guidelines indicated
the norms for Functional Specialists to be positioned at SMMU and CMMU levels.
Keeping all these things in view, MEPMA has engaged different Functional Specialists
/Professionals from time to time on contract or outsourcing as and when need arises to
carry out the objectives set out for it. While doing so, it has created certain new
designations due to allocation of new tasks to MEPMA. Further, it has taken Supporting
Staff either from various Government Departments on deputation or through outsourcing
from open Market. Being a registered society, the Mission for Elimination of Poverty in
Municipal Areas took up selection of its own employees to suit Mission objectives and
engaged their services for fixed tenure purely on contract basis or on outsourcing.
3
As the number of employees increased to a substantial number, a demand for Human
Resource Policy has come from the employees as a natural consequence. The issue of
extending HR policy as adapted in SERP to the personnel working in IKP- Urban
(MEPMA) is engaging the attention of the Government for quite some time. Government
vide G.O. Ms. No.336 Municipal Administration & Urban Development (UBS)
Department dated: 01.03.2009 agreed in principle
“to implement the HR policy by the MEPMA Society for the personnel engaged in
IKP- Urban ( MEPMA) programs in the state inclusive of the Mission Cities of
Hyderabad, Vijayawada and Vishakhapatnam on the lines of HR Policy
implemented for the personnel working in rural areas under SERP”.
and issued instructions to the Mission Director, MEPMA to take further action in the
matter. Accordingly, MEPMA has evolved Human Resource Policy for its employees
(Functional Specialists and the Supporting Staff) who are engaged on contract or
outsourcing. It has unique features to suit the unique working conditions of Mission Mode
approach where the involvement of employees with Community based organizations
(SHGs/ SLFs/ TLFs) is of paramount importance.
The HR Policy clearly defines all the aspects relating to service matters and service
conditions of the employees appointed on contract and outsourcing. While drafting HR
Policy for MEPMA the Terms and Conditions of the Human Resource Policy of
SERP have been incorporated with slight modifications here and there to suit the
organogram and needs of MEPMA. All the financial and welfare benefits which are in
vogue in SERP are proposed for MEPMA employees and incorporated in the HR Policy
of MEPMA. In fact Human Resource Policy includes set of Terms and Conditions of
Employment.
As a step in this direction, document of Human Resource Policy ie., Terms and
Conditions of Employment of MEPMA Employees, 2018 is now placed before the
Executive Committee for its approval in the first instance and thereafter for the approval
of the Government. It is in fact instrumental for effective management of Human
Resources. These Terms and Conditions (HR Policy) are applicable to the employees who
are appointed on contract for fixed tenure and appointed on outsourcing in SMMU,
DPMU and ULB levels who satisfy the conditions prescribed by the Executive
committee/ Government and who are working on the date prescribed by the Executive
Committee of the MEPMA.
The persons retired from the Government Organizations or Government Undertakings

and Public Sector Undertakings and engaged/ employed by MEPMA either on contract or
outsourcing and those who crossed 60 years of age will not come under the purview of
this HR Policy.
In view of the distinct features unique to the MEPMA, these Terms and Conditions of
Employment of MEPMA Employees, 2018 do not fall under the purview of Conventional
Legal Fora dealing with service matters of regular Government Employees.
4
1. SHORT TITLE, COMMENCEMENT & APPLICATION
1.1 Short Title and Commencement:
These Terms and Conditions of Employment of MEPMA Employees shall be

called as ‘Terms and Conditions of Employment of MEPMA Employees,
2018’ and have come into force with effect from the date of its approval by the
Government or any other date as decided by the Government.
1.2 Application:
1. These Terms and Conditions of Employment shall apply to the Field
Functionaries & the Supporting Staff of the MEPMA listed in condition 2.2 of
these Terms and Conditions of Employment.
2. These are not applicable to the Government Employees working on deputation

in MEPMA.
3. These are not applicable to the persons retired from the Government
Organizations or Government Undertakings and Public Sector Undertakings and
engaged/ employed by MEPMA either on contract or outsourcing.
4. These are also not applicable to any employee working in MEPMA who
crossed 60 years of age.
1.3 Definitions:
1. Government’ means Government of Andhra Pradesh.
2 ‘Mission for Elimination of Poverty in Municipal Areas’ which will be

hitherto referred to as “MEPMA” is an autonomous society registered under
Andhra Pradesh Societies Registration Act, 2001.
3 ‘Executive Committee’ (EC) means the ‘Executive Committee’ of the

MEPMA.
4 ‘Governing Body’ means the Governing Body of the MEPMA.
5 ‘Mission Director’ means the Mission Director of the MEPMA.
6 ‘State Mission Management Unit’ (SMMU) is the state level unit of MEPMA
to coordinate the activities of MEPMA with DPMUs, ULBs and other line
departments.
5
7 ‘District Project Management Unit’ (DPMU) is the district level unit of MEPMA,
established for implementing the activities of the MEPMA in the district.
8 ‘Urban Local Body’ includes Municipal Corporations, Municipalities and Nagar

Panchayats in the state.
9 ‘Project Director’ of DPMU is the Head of the DPMU who runs the administration
and implement the activities of the MEPMA in the Urban Local bodies in the district.
10 ‘Level’ – Level is a position in the organogram ( hierarchy) of ‘ Field Functionaries’

of MEPMA where designations with nearly equal status are grouped.
11 ‘ Class’ is a group of categories of ‘ Supporting Staff’ classified into a class.
12 ‘Category’ is a cadre (position) in the organogram (hierarchy) of ‘Supporting Staff’ of

MEPMA where designations with nearly equal status are grouped.
13 ‘Competent Authority’ is the authority empowered to deal with specific functions

prescribed by MEPMA.
14 ‘Basic Pay’ – Basic pay is the pay exclusive of allowances as determined by the
Executive Committee of MEPMA from time to time.
15 ‘Gross Pay’ – Gross pay is the total remuneration drawn by an employee and it is
inclusive of all other allowances other than Travel Allowance, Cell phone charges for
which an employee is entitled to, as decided by the MEPMA.
16 ‘Period of Employment’ – Period of employment is the employment in MEPMA,

which includes the period on duty as well as on leave sanctioned by the competent
authority.
17 ‘Year’ means calendar year.
6
2. CREATION AND CLASSIFICATION OF POSTS
2.1 Determination of strength of employees:

i) The Executive Committee shall determine from time to time the employees’
strength in each designation in a Level or strength of each category in a
Class based on the need, work load and financial position. The Executive
Committee is competent to create new posts with new designations, new
levels and abolish the existing ones or rename them.
ii) The Executive Committee is competent to fix up their pay structure and
other allowances such as Dearness Allowance; House Rent Allowance,
Medical, Traveling Allowances etc.
iii) The Mission Director shall fix up the duties and responsibilities of all the
employees designation wise from time to time with the approval of the
Executive Committee.
2.2. Classification of Employees:

Keeping in view, the designations of the persons working and the nature of their
duties being performed at present , the designations of the employees who are
engaged/ employed on contract or outsourcing are broadly classified into ‘
Functional Specialists’ and ‘ Supporting Staff’ .
1. Classification of Field Functionaries:
The designations of the Field Functionaries working in SMMU, DPMUs & ULBs
are classified into 5 ‘Levels”.
TABLE- 1
FUNCTIONAL SPECIALISTS - SMMU (HEAD OFFICE); DPMU; ULB
Sl. Level Designation

No.
1 L1 1. State Mission Manager (SMM)

1. Consultant (H&N)
2 L2
2. Consultant (Bank Linkage);
3. Consultant(finance);
7
Sl. Level Designation
No.
1. State Mission Coordinator (SMC)
2. Technical Experts/ City Mission Managers (
3 L3
TE/CMM)
1. District Mission Coordinators (DMC) / Town Mission

Coordinator (TMC) working in SMMU (Head Office),
4 L4 DPMUs & ULBs
2. Consultants (other than L2) working in SMMU or

DPMU
3. Assistant Mission Coordinator (ADMC)/ Town

Mission Coordinator (TMC) working in SMMU
(Head Office), DPMUs & ULBs
5 L5 1. Community Organizers
2: Classification of Supporting Staff- HEAD OFFICE
The designations of the Supporting Staff working in the Head Office (SMMU) of
MEPMA are classified as CLASS-1. The designations of the Supporting Staff
working in DPMU (District Office) & ULB are classified as CLASS- 2. The
Supporting Staff belonging to CLASS-1 are further categorised into 4 categories.
The Supporting Staff belonging to CLASS-2 are categorised into 2 categories.
TABLE:2
A: CLASS – 1: SMMU (HEAD OFFICE)
Class Category Designation
1. PA to MD
Category - 1 2. MIS Managers
1 3. IT Analytic
4. System Administrator
1. *Senior Accountant
8
Category - 2 2. *Senior Assistant
1. Data Processing Officer ( IT Anchor)
Category -3 2. Junior Assistant
3. Data Entry Operator
1. Driver
Category -4 2. Office Subordinate
3. Xerox Operator
TABLE: 3
B: CLASS-2: DPMU& ULB
Class Category Designation
1. Data Processing Officer (IT Anchor)

Category – 1 2. Junior Assistant
3. Data Entry Operator
2
Category - 2 1. Office Subordinate
9
3. METHODS OF APPOINTMENT AND TENURE OF EMPLOYMENT
3.1. Method of Appointment and Appointing Authorities.
Subject to the provisions of these terms and conditions of employment, for

various levels of Functional Specialists and for various categories of posts in
Class 1 and Class-2 specified in column-(2), the Unit of Appointment, Method of
Appointment and the Appointing Authority shall be as specified in the columns
(3), (4) and (5) of the following tables.
3.2 Functional Specialists ( SMMU, DPMUs & ULBS)
For various levels of Functional Specialists specified in column-(2), the Unit of

Appointment, Method of Appointment and the Appointing Authority shall be as
specified in the columns (3), (4) and (5) of the following TABLE-1
TABLE- 1
Unit of Appointing
Level Designation Appoin Method of Appointment Authority
tment
1 2 3 4 5
L1 State Mission State 1. Direct Recruitment or Mission

Manager Director
2. Selection from existing eligible
employees as prescribed by the
EC or
3. Deputation from Government

Organizations
Consultant (Health State 1. Direct Recruitment or Mission

&Nutrition); Director
2. Selection from existing eligible
L2 employees as prescribed by the
Consultant (Bank EC or
Linkage);
Consultant Organizations
(finance);
10
Unit of Appointing
tment
1 2 3 4 5
State Mission State 1. Selection from existing Mission

L3 Coordinator; eligible employees as Director
prescribed by the EC. or
2. Direct Recruitment or

Organizations
Technical Expert / State 1. Direct Recruitment or

City Mission
Manager 2. Selection from existing
(working in eligible employees as
SMMU/DPMUs/ prescribed by the EC. or
ULBs )
Organizations
L4 DMC/ TMC State 1. Selection from existing Mission

working in eligible employees as Director
SMMU/ DPMUs/ prescribed by the EC. or
ULBs
2. Direct Recruitment
Consultants (other 1. Direct Recruitment or

than L2) working State
in SMMU or 2. Selection from existing
DPMUs eligible employees as
prescribed by the EC. or

Organizations
1. Selection from existing

ADMC/ TMC State eligible employees as
working in prescribed by the EC. or
SMMU/ DPMUs/
ULBs 2. Direct Recruitment
11
Unit of Appointing
tment
1 2 3 4 5
L5 Community District 1. Direct Recruitment. or Project

Organizer Director
2. Selection from the existing
eligible employees as
prescribed by the EC.
3.3: SUPPORTING STAFF:
For various categories of posts in Class 1 and Class-2 specified in column-(2), the
Unit of Appointment, Method of Appointment and the Appointing Authority shall
be as specified in the columns (3), (4) and (5) of the following TABLE-2 &
TABLE-3.
A: CLASS – 1 - HEAD OFFICE
TABLE-2
Class Category Designation Unit of Method of Appointing

Appoin Appointment Authority
tment
1 2 3 4 5 6
1 Category - 1 1.PA to MD; State 1. Direct Recruitment
2. Selection from
existing eligible
employees as
prescribed by the
EC. Mission
Director
2.MIS Manager; State 1. Direct Recruitment
2. Selection from
3. IT Analytic;
existing eligible
employees as
4.System prescribed by the EC.
Administrator ;
3. Deputation from
Government
organizations
12
Category - 2 *Senior State 1. Deputation from Mission
Accountant ; Government Director
organizations
* Senior
Assistant; eligible employees as
Category - 3 Data Processing 1. Direct Recruitment Mission

Officer State Director
( IT Anchor) 2. Selection from .
existing eligible
Junior Assistant employees as
Data Entry
Operator 3. Deputation from
Government
organizations
Category -4 Driver ; State 1. Direct Recruitment Mission

Director
Office 2. Selection from
Subordinate / existing eligible
employees as
Xerox Operator prescribed by the EC.
13
B: CLASS-2 ( DPMU/ULB):
TABLE-3
Class Category Designation Unit of Method of Appointing
Appoint Appointment Authority
ment
1 2 3 4 5 6
2 Category- Data Processing District 1. Direct Recruitment Project

1 Officer Director
(IT Anchor) : 2. Selection from
existing eligible
Junior Assistant; employees as
prescribed by the EC
Data Entry
Operator; 3. Deputation from
Government
organizations
Category- Office District 1. Direct Recruitment Project

2 Subordinate Director
2. Selection from
existing eligible
employees as
prescribed by the EC
NOTE: The posts of Senior Assistant and Senior Accountant are to be filled by
deputation only. But some persons are taken on outsourcing in these cadres as
no person from Government Departments has expressed willingness to come
on deputation. They will be continued till the persons are available on
deputation. The persons working as Senior Accountant or Senior Assistant on
outsourcing will be covered under the HR Policy.
14
3.4: QUALIFICATIONS
1: Functional Specialists:
The Qualifications and Method of Appointment for each designation in a level specified
in column (1) & (2) shall be as indicated against each entry in columns (3) & (4) of the
following Table -1
TABLE -1
Level Designation of Method of Qualifications

Post Appointment
1 2 3 4
L1 State Mission a) Direct recruitment a) Must possess a PG degree in the

Manager relevant area with Ten years’
experience in the relevant field
b) Selection from b) As prescribed by the EC

existing eligible
employees as
prescribed by the
EC.
c) Deputation from c) As prescribed by the EC

Government
Institutions
L2 Consultant a) Direct recruitment a) Must possess a PG degree in the

(H&N) ; relevant area with Ten years’

existing eligible
employees as
Government
Institutions
Consultant a) Direct recruitment a) Must possess a PG degree in the

(Bank relevant area with Ten years’
Linkage); experience in the relevant field
existing eligible
employees as
Government
15
Institutions
Consultant a) Direct recruitment a) Must possess a PG degree in the

(finance); relevant area with Ten years’
existing eligible
employees as
Government
Institutions
L3 State Mission a) Selection from a) Must possess a PG degree in

Coordinators existing eligible relevant area with 3 years’
employees as experience in the relevant field
prescribed by the EC. or Graduation with 5 year
experience
b) Direct recruitment b) As prescribed by the EC from

time to time.
c) Deputation from c) As prescribed by the EC from

Government time to time.
Institutions
Technical a)Direct recruitment a) Must possess a PG degree in
Experts / relevant area with 3 years’
CMMs experience in the relevant field or
Graduation with 5 year experience
b)Selection from b) As prescribed by the EC from
existing eligible time to time.
employees as
c) Deputation from c) As prescribed by the EC from
Institutions
L4 DMC/ TMC a)Selection from a) As prescribed by the EC from

working in existing eligible time to time.
SMMU (Head employees as
office)/ prescribed by the EC.
DPMU/ ULB or
b) Direct Recruitment b) Must possess a PG degree in the

relevant area with 3 years’
experience in the relevant field or
in the relevant field.
16
Consultants a) Direct recruitment a) Must possess a PG degree in
(other than L2) relevant area with 3 years’
in experience in the relevant field or
SMMU/DPMU Graduation with 5 year experience
in the relevant field
b) Selection from b) As prescribed by the EC from
employees as
prescribed by the
EC.
c) By Deputation from c) As prescribed by the EC from

Institutions Graduation with 5 year experience
in the relevant field
ADMCs/ a)Selection from a) As prescribed by the EC from

TMCs existing eligible time to time.
working in the employees as
SMMU (Head prescribed by the EC.
Office)/ or
DPMU/ ULB
b)Direct Recruitment b) Must possess a PG degree in the
relevant area with 3 years’
experience in the relevant field or
in the relevant field.
L5 Community a) Direct Recruitment a) Must possess a PG degree with 2

Organizers years’ experience in the relevant
field or Graduation with 5 year
b)Selection from b) As prescribed by the EC from
employees as
or
17
2. SUPPORTING STAFF:
The Method of Appointment and Qualifications for each category in CLASS-1 &
CLASS-2 specified in column (1) & (2) shall be as indicated against each entry in
columns (3) & (4) of the following Table-1 & Table- 2
TABLE.-1
A. CLASS-1 (SMMU/ HEAD OFFICE)
Category Designations Method of Appointment Qualifications

1 2 3 4
Category - 1 PA to MD 1. Direct Recruitment Graduation with 5 years’

experience as steno in the
2. Selection from existing peshi of any senior
eligible employees as officer in the
prescribed by the EC. Government
Departments/
Government
Undertakings.
MIS B. Tech with computer

Managers; Science / MCA/ M.Sc.
2. Selection from existing computer Science
IT Analytic; prescribed by the EC. and
3. Deputation from
Government 3 Years’ experience in
organizations any Government
organization or in a
reputed private firm
System 1. Direct Recruitment Any Graduation with

Administrator 2. Selection from existing Microsoft System
Certificate
prescribed by the EC. and
3. Deputation from 3 years’ experience in
Government installing and
organizations maintenance of net
working
18
Category - 2 *Senior 1. Deputation from As prescribed by the
Accountant Government Government for Senior
organizations. accountant in the
Government sector.
3.Direct Recruitment Post-Graduation in the

relevant subject with 5
years’ experience as
Accountant in a
Government Firm/
Government undertaking
/ reputed private firm
dealing with Government
departments.
Senior 1. Deputation from As prescribed by the

Assistant Government Government for Senior
organizations. Assistant in the
Government sector.
2. Selection from existing .
3..Direct Recruitment 1. Post-graduation with 3

years of experience as
Administrative
Assistant / junior
assistant in any
Government
Organization or
And knowledge of MS
office & e –office
OR
2. Graduation with 5
years’ experience as
19
Junior Assistant or
Administrative
Assistant in any
Government
Department or in any
and knowledge of MS
office and e-office
Category - 3 Data 1. Direct Recruitment 1. B. Tech with

Processing 2. Selection from existing computer Science /
Officer (IT eligible employees as MCA/ M.Sc.
Anchor) prescribed by the EC. computer Science.
3. Deputation from OR
Government 2. Any graduation with
organizations
knowledge of MS
office 3 Years’
experience in data
processing in any
Government
Junior 1. Direct Recruitment Any Graduation with 3

Assistant years’ experience in any
Government organization
as Administrative
Assistant
3. Deputation from
Government and
organizations
Computer knowledge in
Microsoft Office (word,
Excel, Power Point) and
sending emails etc.
Preferable: Experience in
e - office.
Data Entry 1. Direct Recruitment B.Sc. (Computer

Operator Science) or B.Com
2. Selection from existing ( Computer Science) or
eligible employees as Any degree with
prescribed by the EC. PGDCA
20
3.Deputation from
Government And
organizations
3 Years’ experience in
any Government
reputed private firm in
data handling, data
uploading and
downloading, data
validation.
Knowledge of M.S.
Office is essential
Category - 4 Driver i. SSC

ii. LMV Driving
2. Selection from existing Licence
eligible employees as iii. Badge Number.
prescribed by the EC. iv. Experience: 5
years
Office SSC pass

Subordinate /
Xerox eligible employees as
Operator prescribed by the EC.
TABLE.-2
B. CLASS-2 DPMU &ULB
Category Designations Method of Qualifications

Appointment
1 2 3 4
Category - 1 Data Processing 1. Direct Recruitment B. Tech with computer

Officer (IT Anchor) 2. Selection Science / MCA/ M.Sc.
from computer Science.
existing eligible
employees as
OR
prescribed by the
EC. Any graduation with
3. Deputation from knowledge of MS office
organizations data processing in any
21
Government organization
or in a reputed private
firm
Junior Assistant 1. Direct Recruitment Any Graduation with 3

years’ experience in any
2. Selection from Government organization
existing eligible as Administrative
employees as Assistant
prescribed by the and
EC.
Computer knowledge in
3. Deputation from
Microsoft Office (word,
Government
Excel, Power Point) and
organizations
sending emails etc.
Preferable: Experience in
e - office.
Data Entry Operator 1. Direct Recruitment B.Sc.( Computer

Science) or B.Com (
2. Selection from Computer Science) or
existing eligible Any degree with
employees as PGDCA
prescribed by the
EC.
And
3. Deputation from
organizations any Government
reputed private firm in
data handling, data
uploading and
downloading, data
validation.
Knowledge of M.S.
Office is essential
Category - 2 Office Subordinate 1. Direct Recruitment SSC pass
2. Selection from
existing eligible
employees as
prescribed by the
EC.
22
3.5: Special Representation.
Special representation shall apply to appointment by Direct Recruitment to any

post in MEPMA. The order of rotation in a unit of 100 vacancies is specified in
Appendix No. I. The power of modification vests with the Executive
Committee.
3.6: Deputation:
i. Where it is prescribed or necessary to fill up a post on deputation from the

employees of State or Central Government, the rules of State / Central
Government governing the terms and conditions of deputation on Foreign Service
shall be followed by MEPMA. In addition, the Executive Committee may
prescribe certain other terms and conditions from time to time depending on the
merits of the circumstances. The decision of the Executive Committee with
regard to filling up of any post by deputation is final, unless otherwise
prescribed.
ii. In the case of category 2 of Class-1 ie. Senior Accountant and Senior Assistant in
the Head Office or in the DPMU are to be filled by deputation from Government
Departments. But these posts could not be filled by deputation as no Senior
Assistant / Senior Account from any Government department has expressed
his/her willingness to come to MEPMA on deputation. In such circumstances,
they may have to be filled either by direct recruitment or by selection from
the existing employees who are qualified and eligible with the approval of the
Executive Committee. Hence such provision is made in the methods of
appointment of Senior Assistant / Senior Accountant.
3.7: Age
No person shall be eligible for appointment by direct recruitment to any post in

any level of Field Functionaries or in any category of Class-1 and Class-2 of
supporting staff unless he/she completes 18 years of age and less than 33 years of
age as on the first day of July of the year in which the notification for recruitment
is made. The Executive Committee is competent to extend age concessions
whenever & wherever it deems necessary.
3.8: Certificate of Physical fitness
Every person selected to any post in a level of Field Functionaries or in a category

of Class-1 and Class-2 of supporting staff by direct recruitment shall submit a
medical fitness certificate from a medical Officer not below the rank of a Civil
Surgeon.
23
3.9: Antecedents Verification:
The antecedents of an employee appointed by direct recruitment shall be got

verified by the concerned police authorities. Those with adverse antecedents shall
not be continued in the employment.
3.10: Tenure of Employment:
1. Every employee who is on the rolls of MEPMA on contract or outsourcing as on

the date of application of Human Resource Policy and to whom this H.R. Policy is
made applicable by the Executive committee will be on fixed tenure of
employment on contract for a period of 5 (five) years and the tenure of
employment is renewable at the end of every five years subject to satisfactory
performance. The maximum period of contract will be till the individual attains
the age of 60 years, subject to the individual putting in satisfactory performance
as required by the MEPMA and subject to terms and conditions of contractual
agreement and letter of appointment. The Executive Committee shall prescribe the
Letter of appointment on contract.
2. In future, whenever MEPMA undertakes fresh appointments, the candidates will

be appointed initially on contract for a short term of 2 years and if their
performance is satisfactory and there is a need to continue them they may be
given long term employment contract renewable at a stretch for a period of 5
years. The maximum period of contract is till the individual attains the age of 60
years, subject to the individual putting in satisfactory performance as required by
the MEPMA if there is a need and sufficient workload.
3.11. The MEPMA reserves the right to recover from an employee whose tenure of
employment has expired, any loss / damage caused by him within the period of
three years of the discovery of said loss / damage.
3.12. Career Advancement/Promotional Opportunities
MEPMA employees are eligible for availing Career Advancement Opportunities

available in MEPMA under this policy as per the guide lines issued by the
Executive Committee from time to time.
3.13. Transfers:
The Executive Committee evolves transfer policy and issues guidelines every
year. Accordingly, the transfer of the employees will be made by the Mission
Director or by any other authority authorized by the EC, following the guidelines
issued by it.
24
3.14: Resignation
1. An employee may resign to his/her post and the appointing authority shall be
competent to accept or reject such resignation. The employee, who intends to
resign to his post, shall give at least three months’ notice or three months
remuneration in lieu thereof.
2. The acceptance of such resignation by the appointing authority shall take

effect from the date of relief, if he/she is on duty or from the date of
communication, if he/she is on leave, or if the said authority so directs from the
date of expiry of leave. Before actually relieving the employee, it should be
ensured that the amounts due from the individual to MEPMA are fully
recovered.
3.15: Removal
1. The appointing authority may remove an employee during his/her

employment for sufficient and reasonable cause by giving such person a show
cause notice and to provide an opportunity to offer his / her explanation.
2. The person so removed shall have the right to appeal within 90 days from
the date of receipt of the order to such authority as is prescribed under these
Terms and Conditions of employment.
3. Any employee engaged on contract may be removed for the breach of any
condition of contractual agreement as stipulated in it or for breach of
conditions of Letter of Appointment. In such case the procedure stipulated in
3.15.1 & 3.15.2 will not apply and hence those provisions cannot be invoked.
25
4. PAY STRUCTURE
4.1 PAY STRUCTURE
The pay structure for each designation of employees in a “Level” of “Functional

Specialists” is given hereunder in the Table - 1. The pay structure for each
designation in each category of Class -1 and Class-2 of the Supporting Staff is
given hereunder in the Table – 2 & Table-3. The Executive Committee is
competent to reduce or increase or modify the pay structure and fix other
allowances depending upon the works assigned and the financial resources of the
MEPMA.
TABLE- 1
FUNCTIONAL SPECIALISTS
Sl. Level Designation Present Gross Pay

No.
1 L1 State Mission Managers Rs . 66,000/-
Consultant (H&N)
Rs 50,000/-
2 L2 Consultant (Bank Linkage);
Rs 50,000/-
Consultant
(finance); Rs. 40,000/-
State Mission Coordinators
3 L3 Rs. 35,000/-
Technical Experts/ CMMs Rs. 30,000/-
DMCs/TMCs working in
L4 SMMU(Head Office) , DPMUs & Rs. 24,000/-
4 ULBs
Consultants other than L2 working
at SMMU, DPMU Rs. 35,000/-
ADMCs /TMCs working in Rs. 18,000/-

SMMU(Head Office) , DPMUs &
ULBs
5 L5 Community Organizers Rs. 15,000/-
26
Table -2
CLASS- 1- Supporting staff in SMMU ( Head Office )
Class Category Designation Present Gross Pay

Category - 1 PA to MD Rs.29,000/-
MIS Managers Rs.27500/-
IT Analytic; Rs.27,500/-
System Administrator Rs.24,200/-
Category - 2 *Senior Accountant / *Senior Rs. 24,780/-

1
Assistant
Category - 3 Data Processing Officer ( IT Rs. 18,000/-
Anchors)
Junior Assistant Rs. 15,000/-
Data Entry Operator Rs. 15,000/-
Category -4 Driver Rs. 15,000/-
Office subordinate / Xerox Rs. 12,000/-

Operator
Table -3
CLASS-2 - Supporting staff in DPMUs & ULBs
Class Category Designation Present Gross Pay

Category - 1 Data Processing Officer ( IT Rs. 18,000/-
2 Anchor)
Junior Assistant Rs. 15,000/-
Data Entry Operator Rs. 15,000/-
Category-2 Office Subordinate Rs. 12,000/-
27
4,2 Implementation of HR policy
i) On approval of the HR policy by the Government, every employee belonging

to Field functionary or Supporting staff who will be covered by the HR Policy
will be given an increase in the gross pay as agreed by the Executive
Committee.
ii) The gross pay of the Employees covered under HR Policy will be revised by
the Executive Committee as and when new PRC revises the pay scales of
Government employees provided the MEPMA has funds to meet the
additional expenditure arises due to revision of Gross Pay.
4.3 Sanction of Annual Increments / Annual Enhancement
All the employees belonging to Field Functionaries and the Supporting Staff
will be sanctioned increment annually basing on the Average Consumer Price
Index from April to March, provided the performance of employee is
satisfactory. If the average of CPI from April to March is less than 6% or 6%,
the 6% of the basic pay will be given as increment. If the average of the CPI
from April to March is more than 6%, the increment will be given basing on
the actual average CPI. For computation of annual increment, 50 % of the
gross pay being drawn on the date of increment will be taken as basic pay.
4.4 Competent Authorities to sanction annual increments / annual

enhancements
1. In respect of the Field Functionaries working in the State and the other
employees including supporting Staff working in the Head Office/ SMMU
the Mission Director is the competent authority to sanction increments
annually provided their performance is satisfactory.
2. In respect of the supporting staff working in the DPMU and ULBs the
Project Director, DPMU is the competent authority to sanction annual
increments provided their performance is satisfactory.
28
5. RECORD OF EMPLOYMENT AND PERFORMANCE APPRAISAL REPORT
5.1 RECORD OF EMPLOYMENT
Record of Employment shall be maintained for each field functionary and supporting
staff of the MEPMA. It shall contain particulars of appointment, places where he/she
worked, changes in levels/ categories, emoluments, increments, place of working,
transfers, leave, disciplinary proceedings and allied matters.
5.2 PERFORMANCE APPRAISAL REPORT (PAR)
1. MEPMA shall develop ‘Performance Indicators’ for each designation in all

levels of field functionaries and for each designation in all the categories of Class
-1 and Class -2 for assessing and quantifying the performance of each employee.
2. With the help of these performance indicators, the performance of every employee
shall be assessed every month.
3. The Performance of Field Functionaries working in DPMUs and ULBs will be

assessed every month at two levels ie. by the Head Office through carefully
designed MIS and by the Project Director of DPMU concerned.
4. The performance of field functionaries working in the Head Office (SMMU) will
be assessed every month by the Head Office through carefully designed MIS.
5. The Project Director shall send detailed report with his remarks on the
performance of employees working under his administrative control to the
Mission Director once in a quarter. At the end of the year, the Project Director
shall submit Performance Appraisal Report for the period from 1st April to 31st
March of the succeeding year ie for the financial year to the M.D., MEPMA
before 30th April of the year.
6. The performance of Supporting Staff working in the Head Office will be assessed
by the Head Office through carefully designed MIS.
7. The performance of Supporting Staff working in the District Offices and ULBs
will be assessed by the Project Directors concerned.
8. The Human Resource and IT wings in the office of the M.D., MEPMA will
generate monthly reports, quarterly reports and half yearly reports and finally
Annual Performance Appraisal Report for the financial year on the performance
of each employee duly quantifying the performance basing on the indicators
prescribed.
9. HR and IT wings will analyse the quarterly Reports received from the Project
Director and the quarterly reports generated in the Head Office and submit a note
29
to the MD for corrective action. Further, the Project Directors shall take corrective
action basing the quarterly performance reports and see the employees who are
below the satisfactory levels improve their performance.
10. The HR and IT wings of the Head Office shall analyse Annual PAR received from
the PD concerned and Annual PAR generated in the Head Office by the IT wing
and generate individual wise PAR with analysis duly grading it and submit the
same to the M.D. for taking appropriate action. The performance so assessed will
become the basis for sanctioning annual increments or any other performance
incentives and disincentives. If necessary, a separate ‘Performance Cell” may be
established for this purpose in the Head Office.
11. The HR wing of the Head Office will assess and analyse the Performance of the
supporting staff once in a quarter. It shall further assess their annual performance
and assign the Grades to them..
12. The Project Director will analyse the performance of the supporting staff working
in the DPMU and ULBs of the district once in a quarter. He /she shall further
assess annual performance of each individual and assign Grades to them.
13. Watch register in the prescribed proforma shall be maintained in the office the
P.D., DPMU and also in the office of the M.D., MEPMA to watch the propelling
of the Performance Appraisal Reports from the PD office to the MD office.
5.3: GRADING
1. The PAR shall contain Grading - A, B, C,D, E which indicate Outstanding, Very
Good, Good, Satisfactory and Poor performance respectively .Grading A, B & E
should be supported by specific instances or justification along with recorded
proof.
2. If the Grading given by the PD, DPMU and the MD, MEPMA are different the
Grading awarded by the MD holds good.
5.4: COMMUNICATION OF ADVERSE REMARKS
1. Assessment of Monthly Performance shall be made available on the MEPMA

Website for the perusal of the employee concerned to know where he/she stands
and to take steps to improve his/her performance.
2. In the case of employee whose performance is not satisfactory continuously for 3

months and falls under Grading – E, he/she shall be warned in writing through
email for improving their performance. In the next quarter also if he/she doesn’t
improve his/ her performance he or she must be under continuous supervision and
monitoring of the P.D. for another 3 months. In case his/her performance is not
30
improved in the next quarter also his/ her services are no longer required for
MEPMA as it cannot afford to keep the Urban poor woman at the mercy of such
inactive persons. All such cases with detailed remarks on their performance shall
be placed before the Executive Committee for taking appropriate action. The
employees who secure Grade E are not eligible for annual
increment/enhancement.
3. The adverse remarks recorded by the reporting officer/ assessing Officer in the
Quarterly reports or Half yearly reports or Annual PAR shall be supported by
specific evidence or instances as far as possible.
4. Such adverse remarks should be communicated to the employee concerned

through the PD, DPMU within 30 days from the date of the receipt of PAR and a
note to that effect should be made in the report as well as the manner of
communication.
5. An employee may make a representation against adverse remarks communicated

to him/her through the P.D. concerned within 15 days to the Mission Director. The
PD shall forward the same with his remarks to the MD, MEPMA.
6. On receipt of the representation of the employee concerned and the remarks of the
PD concerned, the MD shall examine and pass appropriate orders either
confirming or expunctuating the adverse remarks. In the case of confirmation of
the adverse remarks he will initiate appropriate action against the employee.
7. In respect of the employees working in the Head Office, the adverse remarks if
any, will be communicated to the concerned by the Mission Director.
8. On receipt of the representation of the employee working in the Head Office the
MD shall examine and pass appropriate orders either confirming or expunctuating
the adverse remarks. In the case of confirmation of the adverse remarks he will
initiate appropriate action against the employee.
5.5 : ASSESSMENT OF THE PERFORMANCE OF THE EMPLOYEES BY THE

THIRD PARTY: CAREER ADVANCEMENT / PROMOTION:
In addition to the internal assessment of the performance of the employees by the
MEPMA, the performance of the individual employees covered under this
policy shall also be done by a third party agencies such as APHRDI as decided by
the Executive Committee for considering them for any promotion/ career
advancement or demotion. In this regard an Advisory body may be constituted by
the Executive Committee.
31
6. LEAVES
6.1: All the Field Functionaries and the Supporting Staff of MEPMA covered under
HR policy are entitled to avail the following leaves. Leave is earned by duty only
and it cannot be claimed as a matter of right. Discretion is reserved with the
authority empowered to grant or refuse or revoke leave at any time according to
the exigencies of the employment.
6.2 The different kinds of leave and the number of days in each kind of leave for
which the employee is entitled to avail are given in the table given below.
LEAVE BENEFITS
Sl. No Kind of leave No. of days
1 Casual leave 12 days in a calendar year
2 Annual Leave 18 days in a calendar Year
3 Maternity Leave 180 days up to two surviving children
( Female Employee )
4 Paternity Leave ( Male 15 days up to two surviving children
Employee)
5 Miscarriage (Female 42 days up to two surviving children
Employee )
6 Special Casual Leaves
1. Tubectomy ( Female 20days
Employee)
2. Vasectomy ( Male 6 days
Employee))
3. Recanalization 21 days
operation ( Male
Employee)
4. IUD( Females) 1 day
5. MTP (Female 14 days
Employee)
6. National and 30 days
International Games/
Sports
7 Study leave 3 years;
8 Special disability leave In case of disability caused by an injury
during the performance of duties
9 Extra Ordinary leave 3 years
6.2.1 Casual Leave
Besides Sundays and Public holidays, the field functionaries and the supporting
staff can avail 12 days of casual leave on pay in a calendar year and they are
lapsable at the end of each calendar year if not availed.
32
6.2.2 Annual Leave
The field functionaries and the supporting staff can avail 18 days of Annual
Leave on pay in a calendar year which are lapsable at the end of each calendar
year if not availed.
6.2.3 Maternity Leave & Miscarriage Leave
i) Maternity Leave for a period of 180 days on full pay may be sanctioned to
a married female employee belonging to Field Functionaries or the Supporting
Staff with less than two surviving children subject to the condition of
production of Medical Certificate.
ii) In case of miscarriage, 6 weeks leave on full pay can be sanctioned subject
to the condition of production of Medical Certificate. The abortion leave shall
be granted for 6 weeks by the competent authority to the married female
employee, to those with less than two surviving children.
iii) Leave of any kind may be granted in continuation of Maternity leave, if the
application is supported by a Medical Certificate. Leave of any kind in
continuation of maternity leave may also be granted in case of illness of a
newly born baby, subject to the women employee producing a medical
certificate from the Assistant Civil Surgeon to the effect that the condition of
the ailing baby warrants mother’s personal attention and her presence by the
baby’s side is absolutely necessary.
iv) Maternity leave is not debitable to any leave account.
6.2.4 Paternity Leave :
Paternity Leave for a period of 15 days on full pay may be sanctioned to male
employees who have less than two surviving children. It shall be availed by the
male employee during the period of his wife’s delivery.
6.2.5 Special Casual Leave
Special casual leave, not counting against ordinary casual leave, may be granted
in the following circumstances.
a) Any field functionary or supporting staff that undergoes operation under

family planning scheme is eligible for special casual leave on production of
medical certificate from Assistant Civil Surgeon. Female employees who
undergo Tubectomy are eligible for special casual leave for a period not
exceeding 20 days on full pay and male employees who undergo
Vasectomy are eligible for six days of special casual leave on full pay.
b) Any field functionary or supporting staff who undergoes operation for re-
canalization are eligible for special casual leave up to a period of 21 days
33
on full pay or actual period of hospitalization as certified by Assistant Civil
Surgeon.
c) One day special casual leave may be granted to female employee on the
date of “Intro-Uterine-Contraceptive Device”.
d) Female field functionary or supporting staff who undergoes salpingectomy

operation after Medical Termination of Pregnancy (MTP) are eligible for
special casual leave on full pay for a period not exceeding 14 days.
e) Special C.L for the purposes mentioned from (a) to (d) shall be sanctioned
only after submission of the certificate issued by Assistant Civil Surgeon.
f) Special casual leave not exceeding 30 days on full pay in a calendar year
can be sanctioned to the employees participating in sports/games if it is of
National or International importance.
6.2.6 Study Leave
The MEPMA may grant Study leave to the Field functionaries or the Supporting
staff in the interest of MEPMA to study scientific, technical or similar issues to
undergo special course of training in or outside India for a maximum period of
three years without pay on the following terms and conditions.
a) The employee who is sanctioned study leave should undertake the study at
his/her own cost or on scholarships granted by the Government or institution.
b) Study leave shall not be granted to the employee having less than 5 years of
employment in MEPMA.
c) On return from the study leave, he/she has to serve the MEPMA at least for a
period of five years and he should not resign or leave the employment during
the period of study or at any time within the period of five years mentioned
above otherwise he/she will be forfeited all the benefits accrued by virtue of
his employment in MEPMA.
d) When an employee belonging to the Field functionaries or the Supporting staff
has been granted definite periods of study leave and finds subsequently that
his course of study will fall short of the sanctioned period to any considerable
extent, his/her absence from duty shall be reduced by the excess period of
study leave unless he / she agrees to taking it as ordinary leave for which
he/she is eligible.
e) On completion of course of study, certificates of examinations passed or of
special study, which should show the dates of commencement and
termination of the course, with remarks, if any, shall be submitted to the
MEPMA through the concerned controlling officers.
f) Study leave will count for career advancement, if available, but not for
increments.
g) The employee must be below 52 years of age.
34
6.2.7 Special Disability Leave
a) Special disability leave on full pay can be granted to an employee belonging

to the Field functionaries or the Supporting staff who is disabled by an injury
caused during performance of his/her duties in the MEPMA. The period of
leave shall be as certified by a Civil Assistant Surgeon.
b) Special disability leave should not be debited against the account of any other
kind of leave of the Field functionaries or the supporting staff.
6.2.8 Extra Ordinary Leave (EOL)
a) Extraordinary Leave can be granted for a period not exceeding 3 years to an

employee in any level, either by itself or in combination with or in continuation
of other leave, when no other leave is admissible or when the employee
concerned applied for grant of Extraordinary Leave even when other leave
being admissible.
b) No employee shall be granted extraordinary leave for a continuous period of 3

years at a time.
c) Extraordinary Leave may also be sanctioned to employee on medical grounds.
d) Extraordinary Leave may also be sanctioned to employee to acquire minimum

qualification, which is prescribed for his/her post.
e) Extraordinary Leave may be sanctioned to the employees, who desire to

undertake higher studies which would be useful for the MEPMA and in
performing their duties provided such employees give an undertaking that on
completion of the course, they would serve the MEPMA for a minimum period
of three years.
f) No pay and allowance are admissible during the period of extraordinary leave
and the period spent on such leave shall not be counted for increments and also
for career advancement if available..
6.3 Power to refuse or recall an Employee on Leave
Leave of any kind cannot be claimed as a matter of right. When the exigencies of
employment so require, discretion to refuse or revoke leave is reserved with
competent authority except in the case of leave on medical grounds. Power of
refusing leave will vest with the sanctioning authorities. In case of exigency
MEPMA can cancel the leave other than the medical leave sanctioned to an
employee.
35
6.4 Early Return from Leave
If an employee belonging to Field functionaries or supporting staff on leave

desires to join duty before the expiry of the period of leave granted to him / her,
he/she cannot do so, unless so permitted or required by the competent authority.
6.5 Leave when not Admissible

Any Field functionary or the Supporting staff who is under suspension or against
whom disciplinary proceedings are pending is not entitled for any kind of leave.
6.6 Absence from Duty

Any Field functionary or supporting staff, who remains absent from duty for one
month, or more shall automatically, ceases to be employee of the MEPMA. In all
such cases a separate notice to the employee is not specifically required.
However, this regulation does not preclude the competent authority to take
disciplinary action against the employee if he/she is absent from duty without
leave.
6.7 Extension of Leave

If an employee belonging to Field functionaries or Supporting staff who is on
leave, desires an extension thereof, he or she shall make an application in writing
so as to reach the office at least seven days before the expiry of the leave. A
written reply communicating the sanction or rejection of leave shall be sent to the
employee to the address given by him/her.
6.8 Absence or overstay

Absence without leave whether in continuation of sanctioned leave or otherwise
will constitute misconduct for the purpose of these conditions.
6.9 Commencement and Termination of Leave

a) The first day of an employee's leave will be reckoned from the working
day succeeding the day on which he/she is relieved.
b) The last day of the employee's leave is the working day preceding the day
on which he/she returns to duty.
6.10 Leave address
An employee belonging to Field Functionaries and Supporting staff shall before

going on leave, intimate, in writing on the leave application itself his/her address
while on leave and shall keep the competent authority informed of any subsequent
change in the address.
36
6.11. Station to which an Employee should report on return
An employee belonging to Field Functionaries and supporting staff on leave shall

unless otherwise instructed, return to duty at the place at which he was last
stationed. An employee who is availing leave for more than 30 days should obtain
reposting orders duly submitting application in advance to the competent
authority to issue the same.
6.12. Competent authorities for sanction various kinds of leave
Competent Authorities for sanctioning various kinds of leave to different levels of

Field Functionaries and different categories of Supporting Staff in Class-1 and
Class-2 are given in the table given below.
COMPETENT AUTHORITIES FOR SANCTIONING DIFFERENT KINDDS OF

LEAVE
Kind of leave Competent Authority to sanction leave

Field Functionaries Supporting Staff working
working in in
Head DPMUs Head Office DPMUs and
Office and ULBs /SMMU ULBs
/SMMU
Casual leave M.D. P.D. M.D. PD
Annual Leave M.D. P.D. M.D. PD
Maternity Leave M.D. M.D. M.D. M.D.
( Female Employee )
Paternity Leave ( Male Employee) M.D. P.D M.D. P.D
Miscarriage ( Female Employee) M.D. P.D. M.D. P.D
Special Casual Leave
Tubectomy ( Female Employee) M.D. P.D. M.D. PD
Vasectomy ( Male Employee) M.D. P.D. M.D. PD
Recanalization operation M.D. P.D. M.D. PD
IUD( Female Employee) M.D. P.D. M.D. PD
MTP (Female Employee) M.D. P.D. M.D. PD
National and International Games/ M.D. M.D. M.D. M.D.
Sports
Study leave M.D. M.D. M.D. M.D.
Special disability leave M.D. M.D. M.D. M.D.
Extra Ordinary Leave MD MD MD MD
6.13. The employees engaged on contract shall also adhere to the terms and conditions
of Contractual Agreement signed by him/her.
37
7. CODE OF CONDUCT AND DISCIPLINE
7.1 Every Field functionary or Supporting staff of the MEPMA shall be devoted to his
duty and shall maintain absolute integrity, discipline, impartiality and sense of
ownership.
7.2 Every Field functionary or Supporting staff of the MEPMA shall have strong faith
in the capacities of poorest of the poor and commitment to work, honesty, sincerity,
truthfulness, integrity, transparency and committed to the development of poor
communities especially deprived communities. He / She shall have empathy
towards the poor, especially towards women issues.
7.3 Every Field functionary or Supporting staff shall treat his/her fellow employees,
members and office bearers of Self Help Groups( SHGs) / Slum Level Federation
SLFs/ Town Level Federations ( TLFs) courteously and respectfully
7.4 No Field functionary or supporting staff shall behave in a manner which is

unbecoming of such employee or derogatory to the prestige of the MEPMA or
which will place his/her official position under any kind of embarrassment.
7.5 Every Field functionary or Supporting staff shall obey the orders of superiors
given in writing. Where it is not practicable to obtain direction in writing, shall
obtain written confirmation of the direction thereafter as soon as possible. It shall
be incumbent on such official superior to confirm in writing the oral directions
given by her/him, and in any event, he/she shall not refuse such written
confirmation where a request is made by the Field functionary or Supporting staff
to whom such direction was given. However, this shall not empower the employee
to evade her/his responsibility by seeking instructions from, or approval of, an
official superior where such instructions are not necessary under the scheme of
distribution of powers and responsibilities.
7.6 Every Field functionary or Supporting staff holding a superior post shall take all
possible steps to ensure the integrity and devotion of duty of all employees for the
time being under her/his control and authority.
Explanation: An employee belonging to Field functionary or Supporting staff

who habitually fails to perform the task assigned to him within the time set for the
purpose and with the quality of performance expected of him shall be deemed to be
lacking of devotion to duty.
38
7.7 Prohibition Regarding Employment of Children
No Field functionary or Supporting staff shall employ on work, any child below
the age of 14 years.
7.8 Prohibition of sexual harassment of working women
i) No Field functionary or Supporting staff shall in performance of his/her

official duties act in a discourteous and discriminate manner or indulge in
sexual harassment with any woman at work either directly or by implication.
ii) Every Field functionary or Supporting staff who is the in charge of a work
place shall take appropriate steps to prevent sexual harassment. 'Sexual
Harassment includes such unwelcome sexually determined behaviour either
directly or by implication such as
a) Physical contact and advances
b) A demand or request for sexual favours;
c) Sexual coloured remarks;
d) Showing pornography;
e) Any other unwelcome physical, verbal or non-verbal conduct of sexual
nature.
iii) Such conduct which amounts to special offence under the Indian Penal Code
1860 or under any other law for the time being in force.
7.9 Joining of Associations
No Field functionary or Supporting staff shall join or continue to be a member of

an association, the objects or activities of which are prejudicial to the interests of
the 'sovereignty and integrity of India' or public order or morality
7.10 Demonstrations and strikes
i) No Field functionary or Supporting staff shall engage himself or participate in

any demonstrations which is prejudicial to the interests of the sovereignty and
integrity of India, security of the state, friendly relations with foreign states,
public order, decency or morality or which involves contempt of the court,
defamation or incitement to an offence.
ii) No Field functionary or Supporting staff shall participate in any strike. They
should not participate similar activities or incitement thereto.
a) Absence from duty or work without permission.
b) Neglect of duty with the object of compelling any superior officer, or
Community Based Organization to take or omit to take any official action.
c) Any demonstration fast like 'hunger strike' with the object mentioned in
item (b)
39
d) Concerted or organized refusal on the part of the employees to receive
their pay.
7.11 Observance of Secrecy
No Field functionary or Supporting staff shall divulge directly or indirectly any

official document or any official information or records of confidential nature
either to a member of the public or any outside agency or to any other employee
who is not authorized to receive the same or to any non-official person or the
press.
7.12 Seeking to Influence
i) No Field functionary or supporting staff shall bring or attempt to bring any

political or other outside influence to bear upon any superior authority to
further his interests in respect of matters pertaining to employment under
MEPMA.
ii) No employee shall interfere in Community Based Organization’s
(SHG/SLF/TLF) decision making process and influence/compel them to
take decisions in favour of his/her personal interest or in favour of
influential people.
7.13 Absence from duty
No Field functionary or Supporting staff shall absent himself from his duty or be
late in attending office or leave the station without having first obtained the
permission of the competent authority.
Provided that in the case of unavoidable circumstances where availing of prior

permission is not possible or is difficult, such permission may be obtained later
subject to the satisfaction of the competent authority that such a permission could
have been obtained.
7.14 Acquiring and disposing of movable and immovable and valuable property
i) No Field functionary or Supporting staff of the MEPMA shall, except after

prior permission from MEPMA, acquire or dispose of, or permit any member
of her/his family to acquire or dispose of, any immovable property by
exchange, purchase, sale, gift or otherwise, either by her/himself or through
others.
Where prior permission is asked for, the application (in the proforma appended
to these Terms and Conditions as appendix - II) should be submitted at least 30
days before the proposed date of the transaction.
Provided also that the Field functionary or Supporting staff shall submit a
request to MEPMA seeking prior permission duly obtaining acknowledgement
40
of having made such a request and if no permission is received within one
month, he/she may go ahead with the transaction.
ii) Any Field functionary or Supporting staff who enters into any transaction
concerning any movable property exceeding one lakh rupees in value, whether
by way of purchase, sale or otherwise, shall forthwith report such transaction to
the MEPMA :
Provided that any such transaction conducted otherwise than through a regular
or reputed dealer shall be with the prior sanction of the Mission Director of the
MEPMA.
Nothing in the sub-condition (ii) shall apply to any purchases made by the
Field functionary or Supporting staff of the MEPMA for the performance of
weddings, religious or social functions.
iii)The Mission Director or any authority empowered by him on his behalf may, at
any time, by general or special order, require any Field functionary or
Supporting staff of the MEPMA to submit, within a specified period, a full
and complete statement of all immovable property and movable property, of
the specified value, held or acquired by him/her or by any member of his
family. Such statement shall, include particulars of the means by which, or the
sources from which, such property was acquired.
iv) Every Field functionary or Supporting staff shall submit annual property
returns in the proforma given as Appendix - (III) duly indicating the movable,
immovable properties and cash reserves acquired during the year with detailed
financial sources before 15th January of succeeding year.
v) The Mission Director or any authority empowered by him on his behalf may,
by general or special orders require an employee belonging to the Field
functionary or Supporting staff on duty not to keep cash in his possessions
beyond Rs.1000/- or a specified sum and to declare the cash in his possession
in the manner prescribed.
vi) Acquiring or Usage or disposing of movable and immovable property and
funds of the MEPMA
a) No Field functionary or Supporting staff shall use movable or immovable
properties and funds of the MEPMA for his/her personal use either
directly or indirectly.
b) No Field functionary or Supporting staff shall use office premises of the
MEPMA for his/her personal use.
c) No Field functionary or Supporting staff shall conceal, steal or damage
files and documents of the MEPMA directly or indirectly.
vii) Acquiring or Usage or disposing of movable and immovable property and

funds of the Community Based Organizations ( SHG/SLF/TLF):
41
a) No Field functionary or Supporting staff of the MEPMA shall use the
movable or immovable properties of Community Based Organizations and
their funds for her/his personal use either directly or indirectly.
b) No Field functionary or Supporting staff shall use office premises of
Community Based Organizations for her/his personal use.
c) No Field functionary or Supporting staff shall take any loan or advance
from the Community Based Organizations and deal funds of Community
Based Organizations either directly or indirectly.
d) No Field functionary or Supporting staff shall conceal, steal or damage the
books of accounts and documents of Community Based Organizations
directly or indirectly.
7.15 Speculation in stocks and shares and Investments
i) No Field functionary or Supporting staff shall engage himself/ herself

directly or indirectly in any trade or business or undertake any employment
for remuneration without sanction of MEPMA. Honorary work of social or
charitable nature, artistic or scientific character can be taken up provided it
does not interfere with his/her official duties. Canvassing by employee in
support of the business of Insurance agency, Commission agency and the like
owned or managed by spouse, or any other member of his/her family shall be
deemed to breach of this condition.
ii) An employee belonging to the Field functionary or Supporting staff shall

report to the Mission Director about the engagement of member of his/her
family in trade or business or owning or managing an Insurance Agency or
Commission Agency.
iii) No Field functionary or Supporting staff shall speculate in any stock, share
or securities or commodities or valuables of any descriptions or shall make
investments which are likely to embarrass or influence him/her in discharge
of his/her duties
iv) No Field functionary or Supporting staff shall invest or permit any member
of his/her family for making investment, likely to embarrass or influence in
his/her discharge of his/her official duties.
v) Without previous sanction of the Mission Director of the MEPMA, no Field

functionary or Supporting staff shall take part in promotion, registration or
management of any bank or other company registered under relevant law for
time being in force.
7.16 Indebtedness
An employee belonging to Field functionary or Supporting staff shall so

manage his/her private affairs as to avoid habitual indebtedness or insolvency. In
42
case, any employee of the MEPMA is involved in any legal proceedings for
insolvency, it shall be reported to the Mission Director forthwith.
7.17 Taking up outside employment

i) No Field functionary or Supporting staff shall engage himself /herself
directly or indirectly in any trade or business or undertake any employment for
remuneration without sanction of MEPMA.
ii) Honorary work of social or charitable nature, work of literary, artistic or
scientific, professional, cultural, educational, religious or social character can
be taken up provided it does not interfere with his/her official duties.
Explanation: Canvassing by employee in support of the business of insurance
agency, Commission agency and the like owned or managed by spouse or any
other member of his/her family shall be deemed to be breach of this condition.
7.18 Lending and Borrowing

i) No Field functionary or Supporting staff shall engage himself/herself or
through others or any person acting on behalf in the business of money lending
or lend or borrow money, deposit money as a principal or agent to or from or
with any person or firm or private limited company within local limits of
her/his authority, or with whom he/she is likely to have official dealings, or
otherwise place her/himself under pecuniary obligation to such person or firm;
or lend money to any person at interest or in manner whereby return in money
or kind is charged or paid.
Provided that nothing in this regulation shall apply to any transaction entered
into by an employee with the prior sanction of the Mission Director of the
MEPMA.
ii) When any Field functionary or Supporting staff is appointed or transferred
to a post of such nature as would endeavors or influence her/him in discharge
of her/his duties or involve her/him in breach of any of the provisions of this
condition he/she shall forthwith report the circumstances to the Mission
Director and shall thereafter act in accordance with such orders as may be
made by the Mission Director. However this condition shall not apply to -
a) any transaction of the employee with a Cooperative Society registered or

deemed to have been registered under the law relating to Cooperative
Societies for the time being in force in the State;
b) any Field functionary or Supporting staff who lends money while acting
as an executor, administrator or a trustee without profit or advantage to
her/himself;
c) any Field functionary or Supporting staff who belongs to a Joint Hindu
family carrying on the business of money lending as an ancestral
profession, provided he/she takes no active share in that business and is
not employed in the district in which the said business of the family is
carried on.
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7.19 Acceptance of gifts:
i) No Field functionary or Supporting staff shall accept or permit any member

of his/her family to accept, from any person any gift, the receipt of which, or
any service the performance of which, will place the employee under any
kind of official obligation or embarrassment in performing his/her duties in
relation to any person.
ii) If any question arises whether the receipt of a gift or the performance of a
service places the Field functionary or Supporting staff of the MEPMA
under any kind of official obligation or embarrassment, the decision of the
Mission Director shall be final.
iii) No Field functionary or Supporting staff shall ask for, or accept or in any
way participate in raising of, any subscriptions or other pecuniary assistance
in pursuance of any object whatsoever, without previous sanction of the
Mission Director of the MEPMA.
7.20 Giving Evidence
i) No Field functionary or Supporting staff shall give evidence in connection

with any inquiry conducted by any Committee, Commission or other
Authority except with the previous permission of the Mission Director;
ii) Where any sanction is accorded under sub-condition (i), no Field functionary
or supporting staff of the MEPMA while giving such evidence shall
criticize the policy and activities of the MEPMA.
Nothing in sub-condition (i) shall apply to-
a) evidence given before a statutory committee, commission or other

authority which has power to compel attendance and the giving of
answers;
b) evidence given in judicial inquiries;
c) Evidence given at any departmental inquiry ordered by the Mission
Director or any authority subordinate to him.
7.21 Contribution to Newspapers, Radio etc.
i) No Field functionary or Supporting staff shall communicate directly or

indirectly any official document or any of its contents or any official
information to any employee or any other person not authorized (except
persons requested as per the Right to Information Act) to receive such
document or information.
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ii) No Field functionary or Supporting staff shall participate in radio broad cast
or drama or any tele-serial or feature film or contribute any article or write any
letter in his own name or anonymously, pseudonymously or in the name of any
other person, to any newspaper or periodical, without previous sanction of the
Mission Director of the MEPMA ;
Provided that no such sanction is necessary if such broadcast, or drama or any

tele-serial or feature film or article or letter is of a purely literary, artistic, or
scientific character, or if such broadcast relates to a talk arranged under the
general or special order of Mission Director of the MEPMA and the employee
may accept the remuneration prescribed for such broadcasts, dramas, or tele-
serials, or feature film, or articles or letter.
7.22 Vindication of Acts and Character of an employee:

i) No Field functionary or Supporting staff shall, except with the previous
sanction of the Mission Director, shall recourse to the press or any Court for
the vindication of his official stand which has been the subject matter of
adverse initiation or an attack on defamatory character in public.
ii) Nothing in sub-condition (i) shall be deemed to prohibit an Employee

belonging to Field functionary or Supporting staff from vindicating his
private character on an act done by him/her in his/her private capacity but
he/she should report the action taken to the Mission Director within a period of
2 months.
iii)No Field functionary or Supporting staff shall, except with the previous
sanction of the Mission Director, accept from any person or body,
compensation of any kind for malicious prosecution or defamatory attack in
respect of his/her official act unless such compensation has been awarded by a
competent court of law.
7.23 Bigamous Marriages:
i) No Field functionary or Supporting staff of the MEPMA who has a spouse

living shall enter into, or contract another marriage without first obtaining the
permission of MEPMA, notwithstanding that such subsequent marriage is
permissible under the personal law for the time being applicable to him:
Provided that where the personal law provides for second or subsequent
marriage, the Field functionary or Supporting staff shall while seeking
permission to contract another marriage, produce documentary evidence in
support of "Divorce" in respect of previous marriage and the manner in which
the same was secured or pronounced and intimated to the first or former wife.
ii) No female Field functionary or Supporting staff of the MEPMA, whether

un-married or windowed or divorced, as the case may be, shall marry any
person who has a wife living without first obtaining the permission of the
45
Mission Director of the MEPMA though the parties are governed by the
personal law which otherwise permits contracting more than one marriage
while the prior marriage is subsisting.
7.24 Consumption of intoxicating drinks and drugs
Notwithstanding anything contained in the provisions of any law relating to

intoxicating drinks or drugs for the time being in force in any area, no Field
functionary or Supporting staff of the MEPMA shall-
i) While on duty, possessing or be under the influence of such drinks or drugs to

such an extent as to render him incapable of discharging his duty properly and
efficiently; or
ii) appear in a public place in a state of intoxication; or
iii) Consume such drinks or drugs in excess.
7.25 Taking part in politics and elections:
i) No Field functionary or Supporting staff shall be a member of, or be

otherwise associated with any political party or any organization in respect of
which there is slightest reason to think that the organization has a political
aspect and takes part in politics, nor shall he/she participate in, subscribe in
aid of, or assist in any other manner, any political movement or activity.
ii) It shall be the duty of every Field functionary or Supporting staff of the
MEPMA to endeavor to prevent any member of his/her family from taking
part in, subscribing in aid of, or assisting in any manner, any movement or
activity which is, or tends directly or indirectly to be, subversive of the State,
being prejudicial to national security; and where an employee belonging to
Field functionary or Supporting staff is unable to prevent a member of
his/her family from taking part in, or subscribing in aid of, or assisting in any
other manner, any such movement or activity, he/she shall make a report to
that effect to the Mission Director.
iii) No Field functionary or Supporting staff shall canvass or otherwise

interfere or use his/her influence, in connection with, or take part in, an
election to Parliament or any House of a State Legislative or any local
authority or body.
iv) The display by any Field functionary or Supporting staff of the MEPMA
on his/her personal vehicle, residence or any of his property, of any election
symbol shall amount to using his/her influence in connection with an election
within the meeting of sub-condition (iii).
v) If any question arises as to whether any movement or activity falls within the
scope of this condition, the decision of the Executive Committee thereon shall
be final.
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7.26 Working with or under, near relatives:
i) Every Field functionary or Supporting staff of the MEPMA shall inform

his/her immediate official superior if an employee, who is his/her near
relative, is to work under him/her.
ii) Every Field functionary or Supporting staff shall inform his/his immediate
official superior if he/she is to work under a member of an All India Service
or a State Service who is his/her near relative.
iii) Employment of a member of the family in the Community Based
Organizations:
iv) No Field functionary or Supporting staff shall compel the Community
Based Organizations to appoint his/her relatives as Community Based
Organizations staff. If the Community Based Organizations themselves
identify and appoint the relatives of Field functionary or Supporting staff as
Community Based Organization’s staff, prior permission has to be sought
from the Mission Director of the MEPMA.
7.27 Criticism against MEPMA & Government
No Field functionary or Supporting staff shall criticize the activities of the

MEPMA or Government
7.28. Misconduct:
A breach of any of the provisions of these conditions shall be deemed to constitute

misconduct punishable under Terms and Conditions for Control and Appeal
incorporated in H R policy. In addition to above, the following acts are also
treated as misconduct on the part of the Field functionary or Supporting staff of
the MEPMA.
i) willful insubordination or disobedience of instructions whether alone or in

combination with others or any lawful and reasonable order of a superior;
ii) damage, theft, corruption, fraud or dishonesty in connection with MEPMA's
business or property;
iii) habitual absence without leave, or absence without leave for more than five
consecutive days or overstaying the sanctioned leave without sufficient
grounds or proper or satisfactory explanation;
iv) engaging trade within the premises of the MEPMA;
v) unprovoked misbehaviour with Community Based Organizations,
drunkenness, riotous, disorderly or indecent behaviour in the premises of the
MEPMA;
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vi) habitual neglect of work, or habitual negligence, disclosing any information
in regard to the activities of the MEPMA to any unauthorized person which
may be prejudicial to the interest of the MEPMA;
vii) gambling within the premises of the MEPMA;
viii) Conviction by any Court of Law for any criminal offence involving moral
turpitude.
Note:
Breach of any of the above acts will also result in initiation of disciplinary action
against employee under Terms and condition for control and appeal of Field
functionary or supporting staff of MEPMA.
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8. CLASSIFICATION, CONTROL AND APPEAL CONDITIONS
8.1 Classification
The employees of the MEPMA are classified broadly in to “Field Functionaries”
and Supporting Staff. The designations of the Field Functionaries working in
SMMU, DPMUs & ULBs are classified into 5 ‘Levels”.
The designations of the Supporting Staff working in the Head Office (SMMU) of
MEPMA are classified as CLASS-1. The designations of the Supporting staff
working in DPMU (District Office) & ULB are classified as CLASS- 2. The
Supporting staff belonging to CLASS-1 are further categorised into 4 categories.
The Supporting Staff belonging to CLASS-2 are categorised into 2 categories. All
these employees are subject to these Classification, Control and Appeal
Conditions of MEPMA employees.
8.2 Suspension
i) An employee either appointed on contract or outsourcing and belonging to Field

functionaries and Supporting staff of the MEPMA may be placed under
suspension from employment –
a) where a disciplinary proceedings against him/her is contemplated or is

pending, or
b) where in the opinion of the authority competent to place the employee
under suspension, he/she is engaged in activities prejudicial to the interest
of the security of the State, or
c) where a case against him/her in respect of any criminal offence is under
investigation, inquiry or trial.
d) An employee may be placed under suspension from employment even if
the offence for which he/she was charged does not have bearing on the
discharge of his/her duties assigned by the MEPMA.
ii) An employee belonging to Field functionaries and Supporting staff of the

MEPMA shall be deemed to have been placed under suspension by an order of
the authority competent to place him/her under suspension-
a) with effect from the date of his/her detention, if he/she is detained in

custody, whether on criminal charge or otherwise for a period exceeding
forty-eight hours;
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b) with effect from the date of his/her conviction, if in the event of a
conviction for an offence, he is sentenced to a term of imprisonment
exceeding forty-eight hours and is not forthwith removed consequent to
such conviction.
Explanation:
The period of forty-eight hours referred to in sub condition (b) of this
condition shall be computed from the commencement of the imprisonment
after the conviction and for this purpose, intermittent periods of
imprisonment, if any, shall be taken into account.
c) the order of suspension ceases to be operative as soon as the criminal

proceedings, on the basis of which the employee of the MEPMA was
arrested and released on bail, are terminated.
iii) Where a penalty of removal from employment imposed upon an employee

under suspension is set aside in appeal or on revision under these terms and
conditions and the case is remitted for further inquiry or action the order of
his/her suspension shall be deemed to have continued in force on and from the
date of original order of removal, and shall remain in force until further orders.
iv) a) An order of suspension made or deemed to have been made under this
condition shall continue to remain in force until it is modified or revoked by the
authority which made or is deemed to have made the order or by an authority to
which that authority is subordinate.
b) Where an employee of the MEPMA is suspended or is deemed to have been

suspended, whether in connection with any disciplinary proceeding or
otherwise, the authority competent to place him/her under suspension, may, for
reasons to be recorded by him in writing, direct that the employee shall
continue to be under suspension until the termination of all or any of such
proceedings.
c) An order of suspension made or deemed to have been made under this

condition may, at any time, be modified or revoked by the authority which
made or is deemed to have made the order or by any authority to which that
authority which suspended is subordinate.
v) Under condition 8.2, the Project Director is the Competent Authority to

suspend L1 & L2 Level Field functionaries working in DPMU and ULBs and
Supporting Staff in the categories 1 & 2 of CLASS-2 working in DPMU and
ULBs in the district.
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vi) Under condition 8.2, the Mission Director is competent to suspend any field
functionary working in any level and any supporting staff working in any
category irrespective of the fact whether he/she is working in SPMU ( Head
Office) or DPMU or ULB.
vii) Orders of suspension shall be reviewed at an interval of every six months, as

indicated below.
a) The first review of the orders of suspension made by the Project Director shall
be reviewed by the Project Director himself after six months from the date of
issue of orders. The 2nd subsequent review shall be by the Mission Director
of the MEPMA.
b) The first review of the orders of suspension made by the Mission Director shall
be reviewed by the Mission Director himself after six months from the date of
issue of orders. He shall review the order of suspension at an interval of every
six months.
c) Notwithstanding anything contained in these rules, the Executive Committee

may place any Field functionary or Supporting staff of the MEPMA under
suspension.
viii) If the disciplinary proceedings are not finalized till two years from the date of
suspension, the employee may be reinstated without prejudice to the
proceedings being pursued. However in exceptional cases, considering the
gravity of the charges the employee may be continued under suspension
beyond a period of two years, especially in cases where there is deliberate
delay caused due to non- cooperation of the employee concerned.
ix) Subsistence Allowance:
The suspended employee shall be paid subsistence allowance during the

period of suspension subject to the following terms and conditions.
a) Subsistence allowance at an amount equal to the 50% of the

remuneration he/she was drawing at the time of suspension. The amount
of subsistence allowance may be enhanced to 75% after 6 months, if the
disciplinary proceedings could not be completed because of
administrative reasons not attributable to the accused employee.
b) Subsistence allowance shall not be denied to the suspended employee on

any ground unless the suspended employee is unable to furnish a
certificate that he/she is not engaged in any other employment etc.,
during the period for which the claim relates.
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c) Subsistence allowance shall not be withheld even if the review is pending
with higher authority.
8.3 Penalties:
The following penalties may, for good and sufficient reasons and as hereinafter
provided, be imposed on any Field Functionaries and Supporting Staff of the
MEPMA, namely:-
(i) Minor penalties:
a) Written warning.
b) Withholding of Career Advancement if available.
c) Recovery from pay of the whole or part of any pecuniary loss caused by
him/her to the MEPMA, by negligence or breach of orders.
d) Withholding of increments of pay without cumulative effect.
e) Suspension, where a person has already been suspended under condition 8.2
to the extent considered necessary.
(ii) Major penalties:
a) Withholding of increments of pay with cumulative effect.
b) Removal from employment which shall ordinarily be a disqualification for

further employment under MEPMA.
Explanation:
The following shall not amount to a penalty within the meaning of this
condition, namely;-
1) not considering an employee of the MEPMA for career advancement, after

consideration of his/her case on merit, to a higher level to which he/she is
eligible.
2) reversion of career advancement of an employee working in a higher level
to a lower level, on the ground that he/she is considered to be unsuitable
for such higher level on an administrative grounds unconnected with
his/her conduct.
3) withholding of increments of pay of an employee for his/her failure to pass
any prescribed examination in accordance with the terms and conditions
governing the employment to which he/she belongs to
4) Removal of an Employee engaged under contract/ outsource in accordance
with the terms of his/her appointment on contract/ outsource.
5) Removal, when the services of any employee are no longer required for
MEPMA.
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8.4 Disciplinary Authorities:
i) The Project Director, DPMU may impose any of the penalties specified under
condition 8.3 (i) on the Field Functionaries belonging to L1 & L2 and
working in the DPMU & ULBs and on the Supporting Staff belonging to
Categories 1 & 2 of CLASS-2 working in the DPMU and ULBs.
ii) The Mission Director may impose on any Field functionary or Supporting
staff of the MEPMA any of the penalties specified under condition 8.3 (i) and
8.3 (ii).
iii) The Executive Committee has power to impose penalties specified under
condition 8.3 (i) and 8.3 (ii) on any Field functionary or Supporting staff of
the MEPMA:
8.5 Procedure for imposing major penalties:
i) Any of the major penalties specified above shall be made except after an
inquiry held, as far as may be, in the manner provided in these terms and
conditions.
ii) Whenever the Disciplinary Authority is of the opinion that there are grounds
for inquiring into the truth of any imputation of misconduct or misbehavior or
misappropriation against any Field Functionary or Supporting Staff of the
MEPMA, it may itself inquire into or appoint under this condition, as the case
may be, an authority to inquire into the truth thereof.
Explanation:
Where the Disciplinary Authority itself holds the inquiry, any reference to the
Inquiring Authority shall be construed as a reference to the Disciplinary
Authority.
iii) Where it is proposed to hold an inquiry against an Employee under these

terms and conditions, the disciplinary authority or the controlling authority
who is not designated as disciplinary authority and who is subordinate to the
appointing authority can draw up or cause to be drawn up:-
a) The substance of the imputations of misconduct or misbehaviour into

definite and distinct articles of charges;
b) a statement of the imputations of misconduct or misbehaviour in support

of each article of charge, which shall contain:-
i. a statement of all relevant facts including any admission or

confession made by the Employee ;
53
ii. a list of documents by which, and a list of witnesses by whom, the
articles of charges are proposed to be sustained
iv) The disciplinary authority shall deliver or cause for the delivery to the
Employee a copy of the articles of charge, the statement of the imputations of
misconduct or misbehaviour and a list of documents and witnesses by which
each article of charge is proposed to be sustained and copies of the said
documents and statements of the said witnesses and shall require the
Employee to submit a written statement of his/her defense on the date fixed
for appearance not exceeding 10 working days and to state whether he/she
desires to be heard in person.
v) a) On the date fixed for appearance, the Employee shall submit the written
statement of his defense in respect of those articles of charge to which the
Employee pleads guilty. The Disciplinary Authority shall ask the Employee
whether he/she is guilty or has any defense to make and if he/she pleads
guilty to any of the articles of charge, the disciplinary authority shall record
the plea, sign the record and obtain the signature of the Employee thereon.
The disciplinary authority shall record findings of guilty. Where the Field
Functionary or Supporting staff admits all the articles of charge, the
disciplinary authority shall record its findings on each article of charge after
taking such evidence as it may think fit and shall act in the manner laid
down.
b) Where the Employee appears before the disciplinary authority and pleads
not guilty to the charges or refuses or omits to plead, the disciplinary
authority shall record the plea and obtain the signature of the Employee
thereon and may decide to hold the inquiry itself or if it considers it
necessary to do so, appoint an inquiring authority for holding the inquiry
into the charges denied by the employee.
vi) The inquiring authority shall give an opportunity to answer charge and permit
him/her to produce witnesses in his/her defense and cross examine any
witnesses on whose evidence the charge rests.
vii) The Inquiring Authority may, after completion of the production of evidence,
hear the Employee, or permit him/her to file written statement, if he/she so
desires. After the conclusion of the inquiry, the Inquiring Authority shall
prepare a report which should contain the articles of charge and the statement
of the imputation of misconduct or misbehaviour of the Employee in respect
of each article of charge, an assessment of the evidence in respect of each
article of charge, the findings on each article of charge and the reasons
therefore.
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viii) The Inquiring Authority, where it is not itself the Disciplinary Authority shall
forward to the Disciplinary Authority the records of inquiry which shall
include:-
a) The report prepared by it

b) the written statement of defense, if any, submitted by the Employee;
c) the oral and documentary evidence produced in the course of the inquiry;
d) Written statements, if any, filed by the Employee and the orders, if any,
made by the Disciplinary Authority and the Inquiring Authority in regard
to the inquiry.
ix) Disciplinary Authority after receipt of the enquiry report from the Inquiring
Authority shall examine the report and if it agrees with the findings of the
Inquiring Authority it shall communicate the same to the Charged Officer to
offer his / her remarks. In case it disagrees with the findings of the Inquiring
Authority it remit the same to the Inquiring Authority for further inquiry or it
orders enquiry denova.
x) The Disciplinary Authority shall forward or cause to be forwarded a copy of

the report of the inquiry, if any, held by the Disciplinary Authority to the
charged Officer to submit written representation or submission to the
Disciplinary Authority within fifteen days, irrespective of whether the report
is favourable or not to the Employee.
xi) The Disciplinary Authority shall consider the representation, if any, submitted
by the Employee and record its findings before proceeding further in the
matter.
xii) If the Disciplinary Authority having regard to its findings on all or any of the
articles of charges is of the opinion that any of the penalties specified in
condition 8.3 (ii) should be imposed on the Employee of the MEPMA it shall
make an order imposing such penalty and it shall not be necessary to give the
Employee any opportunity of making representation on the penalty proposed
to be imposed.
8.6 Procedure for imposing minor penalties :
In the case of minor punishments the disciplinary Authority shall inform the
employee in writing the proposal to take action against him/her and of the
imputation of misconduct or misbehaviour on which it is proposed to be taken and
giving him/her a reasonable opportunity of making such representation as he/she
may wish to make against the proposal within 15 days. After examining the
55
representation with reference to material available the disciplinary Authority shall
issue orders imposing any of the minor penalties specified in 8.3 (i)
8.7 Special procedure in certain cases :
Notwithstanding anything contained in terms and conditions where any penalty is

imposed on an Employee of the MEPMA on the ground of conduct which has led
to his/her conviction on a criminal charge or where the Disciplinary Authority is
satisfied for reasons to be recorded by it in writing that it is not reasonably
practicable to hold an inquiry in the manner provided in these Terms and
conditions the Disciplinary Authority may consider the circumstances of the case
and make such order there on as it deems fit.
8.8 Waiver of procedure in certain cases:
i) All or any of the terms and conditions relating to procedural aspects in

conditions 8.5 and 8.6 in exceptional cases and for special and sufficient
reasons to be recorded by the Disciplinary Authority in writing, be waived,
where there is a difficulty in observing fully the requirements of these Terms
and conditions and those requirements can be waived without causing any
injustice to the Employee of the MEPMA charged.
ii) If, in respect of any Employee of the MEPMA charged, a question arises
whether it is reasonably practicable to hold such inquiry or give such
opportunity as is referred to in these terms and conditions the decision thereon
of the Disciplinary Authority competent to impose any of the penalties
specified in condition 8.3 (ii) on the Employee of the MEPMA concerned shall
be final.
iii) In case of strike, willful abstaining from duties and in other cases where the
disciplinary authority feels difficulty in observing fully the requirements of
these Terms and conditions and those requirements can be waived. In all such
cases a press note or SMS amounts to giving reasonable opportunity to the
Charged Officer.
8.9 Appeals:
(i) An employee of the MEPMA may prefer an appeal to the Appellate Authority
prescribed in these terms and conditions of the employees on the following
orders.
a) An order of suspension made or deemed to have been made under

condition 8.2.
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b) An order imposing any of the penalties specified under condition 8.3 (i)
and 8.3 (ii) by the disciplinary authority.
(ii) The Mission Director is the Appellate Authority in respect of the orders issued
by the Project Director, DPMU in respect of the Field Functionaries and the
Supporting Staff working in DPMU and ULBs in the district. The Executive
Committee is the Appellate Authority in respect of the orders issued under
these terms and conditions by the Mission Director in respect of various levels
of Field Functionaries and various categories Class- 1 & Class-2 of
Supporting Staff.
(iii) No appeal preferred under these terms and conditions shall be entertained
unless such appeal is preferred within three months from the date on which a
copy of the order appealed against is delivered to the applicant.
(iv) Form and content of Appeal :
a) Every person preferring an appeal shall do so separately and in his/her

own name.
b) The appeal shall contain all material statements and arguments relied on,
by the appellant and it shall be complete in itself, and shall not contain
any disrespectful or improper language. It shall be presented to the
authority to whom the appeal lies, a copy being forwarded by the
appellant to the authority which made the order appealed against.
c) The authority which made the order appealed against shall, on receipt of
a copy of the appeal, forward the same with its comments thereon
together with the relevant records to the appellate authority, without any
avoidable delay and without waiting for any direction from the appellate
authority.
(v) Mere filing application before the Appellate Authority will not come in the
way of giving effect to the orders passed by the Disciplinary Authority.
8.10 Revision
1. An application for revision shall be made within 30 days from the date of issue
orders by the original disciplinary Authority or Appellate Authority as the case
may be. The employee shall explain in his explanation the new facts of the
case brought to light subsequent to issue of final orders by the original
disciplinary Authority or Appellate Authority and enclose documentary
evidences in support of new facts that came to light.
57
2. Notwithstanding anything contained in these terms and conditions, the
Executive Committee may revise any order passed under these terms and
conditions within six months only when new facts of the case have been
brought to light subsequent to issue of final orders issued by the Original
disciplinary Authority or Appellate Authority and
i) confirm, modify or set aside the order; or
ii) confirm, reduce, enhance or set aside the penalty imposed by the order, or
impose any penalty where no penalty has been imposed; or
iii) remit the case to the authority which made the order or to any other
authority directing such authority to make such further inquiry as it may
consider proper in the circumstances of the case; or
iv) pass such other orders as it may deem fit.
3. In the case of enhancing penalty, the employee shall be given reasonable

opportunity of making representation against the penalty proposed before
order is passed by the Revision Authority. In all other cases ie confirmation,
reduction, set aside of the penalty imposed, giving opportunity to make
representation is not necessary.
4. Mere filing application before the Revision Authority will not come in the way
of giving effect to the orders passed by the Disciplinary Authority or Appellate
Authority.
58
9. FINANCIAL & WELFARE MEASURES / BENEFITS
9.0 MEPMA will implement the following financial and welfare measures /benefits for
the Field functionaries and the Supporting staff covered under this HR policy
subject to availability of Funds. These financial and welfare benefits except
statutory ones may be continued or modified or discontinued depending upon the
availability of funds. In this regard the decision of the MEPMA is final and non-
negotiable.
9.1 Employee Provident Fund (EPF) & ESI
MEPMA will follow the Employee Provident Fund provisions as per EPF and
Miscellaneous Provisions Act, 1952 and implement the scheme in respect of the
eligible Field functionaries and the Supporting staff covered under HR policy.
The following are the rates of contribution on basic remuneration of each member.
EPF employee’s contribution 12%

EPF employer’s contribution 12%
EPF Administrative Charges 0.65%
Administrative Charges on EDLS 0.5%
ESI scheme will be implemented to the eligible Functional Specialists and

Supporting Staff
9.2 Gratuity:
The Gratuity Act , 1972 will be made applicable to the eligible Field functionaries
and the Supporting staff covered under HR policy and payment of Gratuity will
be made accordingly. Operational guidelines will be as decided by the Executive
Committee.
9.3 Personal Accidental Insurance:
The premium to be paid for the sum of Rs.5.0 lakhs assured will be paid by the
MEPMA. Operational guidelines will be as decided by the Executive Committee.
Operational guidelines will be as decided by the Executive Committee.
9.4 Medi claim policy for Employee and 5 family members:
50 % of the annual premium will be borne by the employee and the remaining 50
% of the premium will be borne by the MEPMA. The sum assured is Rs. 3.0 lakhs.
Operational guidelines will be as decided by the Executive Committee.
59
9.5 Abhaya Group Insurance:
The premium of Rs. 100/- per month will be paid by the employee. The sum
assured is Rs. 5.00 lakhs. Operational guidelines will be as decided by the
Executive Committee.
9.6. Disability allowance:
Disability Allowance @ 10% of the basic pay will be given to the disabled persons
who have physical deformity to the extent of 40% or more on production of
certificate issued by the Medical Board, subject to maximum amount fixed by the
Government.
9.7. Special Rent Allowance:
All the Functional Specialists and the Supporting Staff covered under this policy will
be given Special Rent Allowance on the basic pay. The rates of Special Rent
Allowance on the basic pay will be decided by the Executive Committee from time
to time keeping in view the orders of the Government issued in respect of House
Rent allowance from time to time. .
9.8. Performance Based Incentive :
10 % of the Field Functionaries in each level who secured Grade A ( Out Standing )
in the Annual Performance Appraisal (APR) will be given one time performance
incentive in a year subject to availability of funds as decided by the Executive
Committee. Detailed guidelines for selection of employees for this benefit will be
issued by the Executive Committee every year.
9.9. Travelling Allowances /Fixed Travelling Allowance, Lodging Charges, And

Daily Allowances:
Travelling Allowances, Fixed Travelling Allowance, Lodging Charges and Daily

Allowance while on tour will be as decided by the Executive Committee from time to
time and accordingly they will be extended to the employees.
9.10. Additional Charge Allowance:
The employees covered under this HR Policy are eligible for full additional Charge
allowances @1/5th of basic pay if he/ she holds full charge of an equal or higher
position against a prior order issued by the Competent Authority for a maximum
period of 3 months only.
60
10. MISCELLANEOUS
10.1 Interpretation:
The power to interpret all these terms and conditions vests in the Executive
Committee of MEPMA and it is empowered to issue such instructions as
may be necessary to give effect to and to carry out the provisions of these terms
and conditions of employment of Functional Specialists and Supporting staff of
the MEPMA.
10.2 Power to amend and to issue new terms and conditions and subsidiary
instructions
The Executive Committee shall have the powers to amend or modify these terms
and conditions and to frame and issue new terms and conditions and subsidiary
instructions as it may consider necessary to secure effective management of the
Functional Specialists and Supporting Staff of the MEPMA
10.3 Savings clauses

These terms and conditions of employment of Functional Specialists and
Supporting Staff of the MEPMA, 2018 shall be in addition to and not in
derogation of any other terms and conditions of Contract appointment or any
other orders of the MEPMA.
61
APPENDIX-1
1. Open Competition – Women

2. Scheduled Caste – Women
3. Open Competition
4. Backward Class – A – Women
5. Open Competition
6. Open Competition- PH- Visually Handicapped - Women
7. Scheduled Caste
8. Scheduled Tribe – Women
9. Open Competition
10. Backward Class – B – Women
11. Open Competition
14. Backward Class – C
16. Scheduled Caste
18. Backward Class – D – Women
19. Backward Class – E – Women
20. Backward Class – A
24. Backward Class – B
25. Scheduled Tribe
27. Scheduled Caste
31. Open Competition – PH- Hearing impaired
33. Scheduled Tribe
39. Backward Class – D
41. Scheduled Caste
62
44. Backward Class – E
45. Backward Class – A- Women
49. Backward Class – B- Women
50. Open Competition - Women
52. Scheduled Caste
55. Open Competition- Women
56. Open Competition – PH- Orthopedically Handicapped
58. Scheduled Tribe - Women
59. Open Competition-Women
62. Scheduled Caste
64. Backward Class – D - Women
66. Scheduled Caste - Women
72. Scheduled Caste
75. Scheduled Tribe
77. Scheduled Caste
81. Backward Class – B - Women
83. Scheduled Tribe
63
87. Scheduled Caste - Women
91. Scheduled Caste
97. Scheduled Caste
99. Backward Class – B- Women
64
APPENDIX – II
Proforma for seeking prior permission to acquire or dispose of movable and

immovable property
1. Name and Designation :

2. Scale of pay and present pay :
3. Purpose of application/ sanction for transaction/ prior intimation of transaction :
4. Whether property is being acquired or disposed of :
5. Probable date of acquisition / disposal of property :
6. Mode of acquisition/ disposal :
7. (a) Full details about location viz., Municipal No., Street/Village, Mandal, District
and State in which situated :
(b) Description of the property, in the case of cultivable land, dry or irrigated land :
(c) Whether free hold or leasehold :
(d) Whether the applicant's interest in the property is in full or part (in case of
partial interest, the extent of such interest must be indicated):
(e) In case the transaction is not exclusively in the name of the employee,
particulars of ownership and share of each member:
8. Sale/ purchase price of the property (Market value in the case of gifts):
9. In cases of acquisition, source or sources from which financed/ proposed to be

financed
(a) Personal savings :

(b) Other sources giving details :
10. In the case of disposal of property, whether requisite sanction / intimation was
obtained / given for its acquisition. A copy of the sanction / acknowledgement
should be attached :
11. (a) Name and address of the party with whom transaction is
proposed to be made ;
(b) Is the party related to the applicant? If so, state the relationship:
(c) Did the applicant have any dealings with party in his official capacity at
any time, or is the applicant likely to have any dealings with him in the
near future?
65
(d) How was the transaction arranged? (Whether through any statutory body
or a Private agency through advertisement or through friends and
relatives. Full particulars to be given).
12. Any other relevant fact which the applicant may like to mention.
DECLARATION
I ....................................................... hereby declare that the particulars given above

are true. I request that I may be given permission to acquire/dispose of property as
described above from/to the party whose name is mentioned in item 11 above.
(OR)
I,………. .................................................... hereby intimate the proposed acquisition
/ disposal of property by me as detailed above. I declare that the particulars given above
are true.
Station:.............................................................. Signature:
Date
66
APPENDIX- III
Proforma for submission of Annual Property Returns

Annexure-1
Statement of immovable property possessed, acquired and disposed by Sri……………or
any other person on behalf or by any member of his family during the year ……………
Situation of property(
acquisition / disposal
Whether information
Annual Income from

obtained ; Reference
Price paid / obtained
Held in whose name
Source of payment
Survey/ Municipal
Nature of property
Date and Mode of
given or sanction
No. & date
Property
number)
1 2 3 4 5 6 7 8
Note: Details of acquisition of properties standing in the name of Hindu Undivided

family or partnership in which the officer held a claim or share should be separately
shown in the statement.
Signature
Designation
67
Annexure-II
Statement of movable property possessed, acquired and disposed by Sri……………or
any other person on behalf or by any member of his family during the year ……………
Name & address of person
Whether transaction done

from whom acquired / to
acquisition / disposal
Price paid / obtained

Held in whose name
whom disposed off
within the limits of
Source of property
Nature of property
Date and Mode of
jurisdiction
Sl. No.
1 2 3 4 5 6 7 8
Movable whose value
1 exceeds Rs. 50,000/-
Vehicles; Motar Car/

2 Motor Scooter& other
vehicles
Electrical Goods; Air

3 Conditioner,
Television,
Refrigerator, any other
goods
Jewelry; Ornaments,
4 Vessels etc.
Investments and Cash;

5 Bank Deposit /
Debentures/ Shares,
Bank Balances
Note: Details of acquisition of properties standing in the name of Hindu Undivided

family or partnership in which the officer held a claim or share should be separately
shown in the statement.
Signature
Designation
68

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G.O.Ms - No. 287 Dated: 30-08-2018

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GOVERNMENT OF ANDHRA PRADESH

MA&UD Department – MEPMA – Draft Human Resource Policy for MEPMA

G.O.MS.No. 287 Dated: 30-08-2018

Read the following:.

1. From the Mission Director, MEPMA, Guntur, Lr. Roc. No.

In the circumstances reported by the Mission Director, Mission for Elimination of

2. The Mission Director, Mission for Elimination of Poverty in Municipal Areas,

(BY ORDER AND IN THE NAME OF THE GOVERNOR OF ANDHRA PRADESH)

1. Short Title, Commencement & Application

2. Creation and Classification of Posts

3. Methods of Appointment and Tenure of Employment

5. Record of Employment and Performance Appraisal Report

7. Code of Conduct and Discipline

8. Classification, Control and Appeal Conditions

9. Financial & Welfare Benefits

Mission for Elimination of Poverty in Municipal Areas is a Society registered with

That MEPMA will engage on contract basis as many number of professionals/

Further, Government vide G.O.Ms. No 119 Finance (SMPC) Department, dated

The persons retired from the Government Organizations or Government Undertakings

1.1 Short Title and Commencement:

These Terms and Conditions of Employment of MEPMA Employees shall be

2. These are not applicable to the Government Employees working on deputation

1. Government’ means Government of Andhra Pradesh.

2 ‘Mission for Elimination of Poverty in Municipal Areas’ which will be

3 ‘Executive Committee’ (EC) means the ‘Executive Committee’ of the

8 ‘Urban Local Body’ includes Municipal Corporations, Municipalities and Nagar

10 ‘Level’ – Level is a position in the organogram ( hierarchy) of ‘ Field Functionaries’

11 ‘ Class’ is a group of categories of ‘ Supporting Staff’ classified into a class.

12 ‘Category’ is a cadre (position) in the organogram (hierarchy) of ‘Supporting Staff’ of

13 ‘Competent Authority’ is the authority empowered to deal with specific functions

16 ‘Period of Employment’ – Period of employment is the employment in MEPMA,

17 ‘Year’ means calendar year.

2.1 Determination of strength of employees:

2.2. Classification of Employees:

1. Classification of Field Functionaries:

Sl. Level Designation

1 L1 1. State Mission Manager (SMM)

1. District Mission Coordinators (DMC) / Town Mission

2. Consultants (other than L2) working in SMMU or

3. Assistant Mission Coordinator (ADMC)/ Town

2: Classification of Supporting Staff- HEAD OFFICE

A: CLASS – 1: SMMU (HEAD OFFICE)

Class Category Designation

Class Category Designation

1. Data Processing Officer (IT Anchor)

3.1. Method of Appointment and Appointing Authorities.

Subject to the provisions of these terms and conditions of employment, for

3.2 Functional Specialists ( SMMU, DPMUs & ULBS)

For various levels of Functional Specialists specified in column-(2), the Unit of

L1 State Mission State 1. Direct Recruitment or Mission

3. Deputation from Government

Consultant (Health State 1. Direct Recruitment or Mission

State Mission State 1. Selection from existing Mission

3. Deputation from Government

Technical Expert / State 1. Direct Recruitment or

L4 DMC/ TMC State 1. Selection from existing Mission

Consultants (other 1. Direct Recruitment or

3. Deputation from Government

1. Selection from existing

L5 Community District 1. Direct Recruitment. or Project

3.3: SUPPORTING STAFF:

A: CLASS – 1 - HEAD OFFICE

Category - 2 Senior Accountant / Senior Rs. 24,780/-