In a significant policy shift, the Railway Ministry has stated that the Railway Recruitment Board (RRB) will now conduct direct recruitment to fill 60% of vacancies in the control department, which is the unit in charge of managing railway operations. This development signifies the reintroduction of graduate-level hiring into this department, a practice that had been put on hold since 2017.
Previously, train controllers were selected via the Railway Traffic Apprentice Exams, but this exam was eventually disbanded. Following its discontinuation, vacant positions were filled through promotions from subsidiary roles such as guards, station masters, and train clerks. A criterion that needed to be reviewed.
According to the department’s officials, the unavailability of a direct hiring process and below-average financial incentives had caused skilled staff to avoid the control department. This adversely affected the growth and effectiveness of the department, as it was often filled with cluster of staff who had been medically de-categorized.
The newly introduced reform seeks to reverse this adverse trend. The proposal seeks to incorporate competent graduates into the control department, a space that is seen as the central pillar of the Indian Railways. This move is likely to enhance the overall operational performance of the department.
The finalized name and structure of the new recruitment examination necessary for direct hiring are yet to be announced. In accordance with the circular issued by the ministry, the remaining 40% of the vacancies will be staffed through Limited Departmental Competitive Examinations (LDCE) and a quota that is based on merit-led promotions.
Eligibility for the position of the train controller, a role that begins at Grade Pay Level 6, has been extended to candidates from Grade Pay Level 2 to Level 5. This includes roles like track maintainers.
The staffing process for higher-level positions will involve a combination of promotions and departmental selections. For Grade Pay Level 7 vacancies, an equal split is anticipated, wherein 50% of vacancies will be filled by promoting suitable individuals from Level 6 based on their seniority, while the rest will be filled through LDCE for deserving station masters, section controllers, and train managers.
For Grade Pay Level 8 positions, promotions from Level 7 will completely cover vacancies. All recruitment and promotions processes will incorporate aptitude and psychometric tests in line with the RDSO norms. Furthermore, each recruit will need to complete one year of traffic control skills training.
Indeed, this major transformation in the recruitment process is a renewed effort to attract meritable professionals into the control department, enhancing not just the efficiency of operations, but the professional development of its employees. The introduction of adept graduates spells a revival in the department which is integral to the seamless functioning of the Indian Railways. Emphasizing the nerve center of the Indian Railways, the ministry’s shift targets the central pillar of the Indian Railways’ operation.
Further details on the recruitment process remain to be finalized, including specifics relating to the new recruitment examination. It’s a welcome change, nevertheless, that those who help maintain the Railway’s operation daily, like track maintainers, are now being given an opportunity to progress further within the organization.
As this reform renders a substantial portion of control department vacancies to be filled via direct recruitment, this paves the way for a new era of transparency and innovation in the hiring process of the railway operation sector. It serves as a significant leap for the ministry aiming for higher performance standards.
The ministry’s steps, involving the resumption of graduate-entry hires and allowing for more growth opportunities for existing staff, set a clear roadmap for talent acquisition within the department. Entry-level job opportunities for graduates and a clear path for promotion for existing employees encourage sustained growth within the department.
The decision to implement aptitude and psychometric testing as part of the recruitment process supports the objective of identifying capable candidates. This, coupled with a year’s worth of training in traffic control skills, doubles up as a robust plan for continuous learning and development within the department.
The revised hiring actions highlight the ministry’s determination to redirect the recent trend of stationing medically de-categorized staff within the control department. It envisions a reformed area, freshly driven by the skills, motivation, and ambitions of its employees.
Addressing one of the key reasons for the control department becoming less attractive – the concern about monetary benefits – would necessitate a detailed review and rectification. Ensuring competitive compensation for its employees would also enhance the attractiveness of the department.
In the end, this vivid change displays the ministry’s recognition of the importance of the control department, buttressing the entity that forms the backbone of the railway’s operations. It underlines a massive shift in the operation and emphasizes a stronger focus on skills development and efficiency.
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