PREAMBLE

PREAMBLE





WELCOME TO THE DIRECTORATE OF VOCATIONAL HIGHER SECONDARY EDUCATION….








MOHAN ABRAHAM
DIRECTOR



Government of Kerala






INDUCTION TRAINING FOR NEWLY RECRUITED TEACHERS
2008-2009









Department of Vocational Higher Secondary Education
Housing Board Buildings, Santhi Nagar
Thiruvananthapuram



INTRODUCTION

Introduction Programme for Newly Recruited Teachers is an innovative venture on the part of the Directorate of Vocational Higher Secondary Education. The Primary Objective of this is to help the newly recruited teachers in acquiring some of the basics on vocational education vis-à-vis educational administration.
The Introduction Programme for the Academic Year 20082-2009 was conducted at DIET, Thiruvalla from November 5 through November 7, 2008. It has been understood that the programme was well received by the target group.
As part of its effort to provide written material to the teachers on the objective of vocational education and the Kerala Service Rules, the VHSE Department thought of bringing out a book. And this is the outcome of the effort.
It is hoped that the teachers concerned will make good use of it as a ready reference book.
If paucity of material is noticed in any section in the ensuing pages, the teachers should feel free to bring that to the notice of the Directorate. Appropriate action will be taken as remedial measures.
I would advise the young recruits to peruse this book with the seriousness it deserves and be sure of what is expected of them.

Thiruvananthapuram MOHAN ABRAHAM
21.11.2008 Director, VHSE



INDEX


• A word to the Teacher 9
• About out Department 11
• About our Duties and Responsibilities 17
• Role of Teachers in Vocational Education 23
• Educational Support System in Vocational Higher Secondary Education 25
• Career Guidance and Counselling 29
• Note on Kerala Service Rules 31
• National Service Scheme 58


TRAINING FOR THE NEWLY RECRUITED PSC HANDS OF THE DEPARTMENT OF VHSE CHENGANNUR REGION on 5-11-2008 TO 7-11-2008
AT DIET, THIRUVALLA

Training Of Co-ordinator: T. V Anil Kumar, Regional Assistant Director Phone:9447104088

5.11.2008
Time Subject matter Resource person
9.30 am Registration
10.00 am Welcome, course briefing, Ice breaking Training co-ordinator
10.15 am – 11.30 am Vocational Education-vision, mission, objective; VET, future prospects, administrative set-up of the dept.
11.45 am – 1.pm Role of teacher in Vocational education entrepreneurship, self employment
apprenticeship, industrial linkage, field visit, etc
2 pm – 3.30 pm Vocational Education, national and international perspectives, managing vocational based projects PTC, OJT success stories Shri. SureshC
Agricultural Officer, Open Jail
Neyyattinkara (former co-ordinator of IMG training of VHSE & Voc. Tr.)
3.45 pm to 5 pm Project preparation on PTC (GROUP WORKS) -do -
6.11.2008
9.30 am Reporting Day-1
10.00 am – 11. 30 am Introduction to the new approach to the curriculum transaction, theory, innovative teaching methods, learner centered –activity based approach Sri. Viswambaran K. R
Lecturer,
DIET, Alappuzha

11.45 am – 1pm Transaction strategies, activities- planning and implementation, introduction to CO’s -do-
2 pm Evaluation CCE, PE, VCE/ IE, TE – monitoring planning the year, moth & day Resource persons- SRG, DRG members of the Department of VHSE
3.45 o 5 pm Preparation of sample questions- presentations, discussion- feedback documentation -do-

7.11.2008
9.30 am Reporting Day-2
10 am-11.30 am Presentation of CO’s, sample questions, daily plans feed back and group work in subject wise clusters. Resource persons,SRG, DRG members of the Dept. of VHSE
11.30 am- 1.00 pm Introduction to KSR, KER – Important service rules related to teachers, role of AG Sri. Gopalakrishna Pillai, Govt. Lay Secretary, Retd.
2.00 pm-3.00 pm Career Guidance and Counseling, NSS, various club activities in school, year of efficiency, support systems , academic supervision T V Anilkumar
Assistant Director, ROVHSE

3.15 pm to 5.00 pm Effective relations in work place, behavioral aspects leading to a successful teacher, An introduction to Adolescence psychology, Managing the class of teenagers Dr. R Prakash
Associate Professor
Dept. of Agri. Extension
College of Agriculture, Vellayani


A WORD TO THE TEACHER

The curriculum is under constant scrutiny and change the teachers therefore should know what to teach an how to teach, and how to evaluate the students because the knowledge, skill, understanding and attitudes appropriate for a young person entering the world of work in the twenty first century is vastly different from those that were considered appropriate even fifteen years ago. The skill competence commitment expected of a young person entering the field of work has changed and what is expected of him/her is quality and efficiency.
As a teacher, you are given clear guidelines about the aims and objectives of teaching and learning related to your subjects. These are based on the documents and syllabus prepared by the Government for the purpose.
Pupils learn in different ways, and different teaching methods could be adopted for different types of materials to be transacted or objectives to be realized. Teaching means organizing experiences and activities which cause pupils to engage actively with the materials and thus help them to learn. Teaching is not telling pupils about the same material they are learning. It is familiarising with a range of ways of structuring and providing them learning experiences. Adopt a suitable method which you consider most suited for the purpose, you can adopt more than one method also.
The chapters are planned and presented with a view to helping you in knowing the theory, practice and assessment. It will help you to devise long term and short term plans for the student’s learning. Based on it, you may design your scheme of work to ensure development of knowledge, skills/ competencies and attitudes in the students. In this task the following questions may be considered
 What are you trying to achieve (aims and objectives for particular lesson)
 What has been taught before
 What most appropriate tasks and learning situations should be planned and given to realize the aims and objectives.
 How much time is available to do the task?
 What material/ human resources are available or needed
 What are the approaches to classroom management
 How is the work to be assessed
 What is to be taught later
 Your planning of the lesson, each learning task should be divided into five key stages
 Preparation
 Beginning
 Facilitating the learning process
 Ending
 Evaluation
Remember that your students like to have a democratic atmosphere in the learning situation where each individual is recognized and considered. Rewards are highly appreciated, like social contact and pleasant interactions with others, including a praise, a smile to recognize an action or achievement or encouraging remarks or a gesture of approval. Token rewards like grades, points, materials rewards and activity towards motivating the learners. To motivate the pupils effectively you should know your pupils so that you can anticipate how they will respond. Motivation is supported by good formative assessment.
Your professional knowledge and judgement will enable you to combine theory with practice and to realize activity based learner centered pedagogy in the class which will raise the competence skill of the learners.
Hope this training programme will be helpful to you in equipping yourself as a better facilitator in developing and moulding the students into self confident personalities, knowledge members of society and excellent citizens of the nation.
ABOUT YOUR DEPARTMENT
Vocationalisation of education at the plus two level was introduced in the country in 1976. it was formally adopted in Kerala at the Higher Secondary Level in the academic year 1983-84. The implementation of vocationalisation got a boost resulting in rapid growth when the centrally sponsored scheme was launched by the Government of India in February 1988.
The aims of the scheme are to avoid forcing students into the academic channel alone, but to enable them to choose subjects in a wide field of knowledge and skills and to provide society with personnel having a wide range of knowledge and training for its own needs and uplift. The main objectives are enhancing individual employability, reducing the mismatch between demand and supply of skilled manpower, and providing an alternative to those who pursue higher education without particular interest or purpose.
At present there are 389 VHS Schools handling 1100 sections of vocational courses in 42 subjects. The sanctioned intake capacity of these schools to various vocational courses is 27500 students per year.
Vision
To make available skilled, trained and competent work force at middle level blue collar employment, which will stimulate the economy and lead to increased productivity and faster development.
Mission
To fulfil the man power requirement for national development and for social security for citizens through employment


Objectives
 Initiate action for the modification of recruitment rules of other departments so as to incorporate VHS qualifications
 Explore the possibility of apprenticeship training to all the pass outs.
 Create awareness about the avenues of vocational education at the higher level
 Introduce attractive courses relevant to the present scenario
 Modify the curriculum to cope with the changing trends
 To make available the expertise of the specialized teachers and students for the benefit of the local community
 Conversion of schools into production/service cum training Centres.
 Creation of avenues for On the Job Training (OJT) for confidence building of students
 Awareness campaign for VHS scheme in the feeding schools
 Conduct seminars by incorporation PTA and students on recent technological advancements.
Organisational Structure
DVHSE was set up in 1983 under the General Education sector. The apex body of the VHSE is the Joint Council for Vocational Education.
Directorate of Vocational Higher Secondary Education
A separate Directorate was set up for the efficient implementation of the programme of vocationalisation of education in the State in the Year 1985. The formation of an independent Directorate has accelerated the growth of the scheme.
Director - Sri. Mohan Abraham
Deputy Director (Curriculum) - Sri. M O Pushpendran (in Addl. Charge)
Deputy Director (General) - Sri. M O Pushpendran
Assistant Director (Curriculum) - Sri. K Ajith
Web site address:- www.vhsekerala.gov.in
E-mail id:- dirvhse@yahoo.co.in
Regional offices
For efficient administration and effective control over the schools, three regional offices were started at Kollam, Thrissur and Vadakara in 1989. During 1991-92 another regional office started functioning at Ernakulam. In the Eighth Five Year Plan, the numbers of regional offices were increased at the rate of one office for two revenue districts and accordingly regional offices were established in Chengannur, Kuttippuram and Payyannur. The regional offices and the districts coming under them are listed below.

Regions Districts Asst. Director No. of schools Website/Emailid
Payyannur Kasaragod, Kannur Sri. T H Vijayaraghavan 41 ropayyannur@yahoo.co.in

Vadakara Wayanad, Kozhikkode Sri. T H Vijayaraghavan 38 rovtk@rediffmail.com

Kuttippuram Palakkad, Malappuram Smt. Ligi Joseph 51 vhseroktpm@yahoo.com

Thrissur Idukki, Thrissur Smt. Geetha T K 52 vhserotsr@rediffmail.com

Ernakulam Ernakulam, Kottayam Dr. Leena Ravidas 54 ekmrovhse@yahoo.com

Chengannur Alappuzha, Pathanamthitta Sri. T V Anilkumar 48 rovhsechngr@yahoo.co.in

Kollam Kollam, Thiruvananthapuram Smt. Sheeba S 93
Examination wing (e-mail id-vhsexamination@g.mail.com)
The VHSE has its own examination wing, where the entire work connected with the examinations is being carried out with utmost care and confidentiality.

Exam Secretary - Smt. Betty Cherian
Technical Officer - Sri. Kurian A John
Schools
The Vocational Higher Secondary courses are offered in the existing high schools. The Head of the high school is re-designated as Principal for administrative convenience and he/she holds full charge of the Vocational courses in the school.
There is one full time vocational teacher, one vocational instructor and one laboratory technical assistant for each vocational section. In addition to this, non vocational teachers are also provided for Part III subjects.
Board of examinations
The Board of Vocational Higher Secondary Examinations is constituted with the Director of Vocational Higher Secondary Education as the Chairman, the Deputy Director (Technical Officer) as the Secretary (exams) and the Heads of various Departments as members. The Board responsible for the conduct of the examinations, awarding of moderation, if necessary declaration of results and awarding of certificates. Two examinations are conducted in a year -VHSE public examination and Save a Year Scheme of supplementary examination. The valuation is done in centralized valuation camps and the results are declared in time

Scheme of Studies
Part I English and General Foundation Course
Part III Vocational subjects
Part III Optional subjects (Non Vocational Part Group A, B, C or D)
Physics Physics History Commerce
Chemistry Chemistry Geography Business Studies
Mathematics Biology Economics Accountancy
Pass in Part I and II qualifies the candidate for public services only. Part III is purely optional. Pass in Part I, II and III make the Candidates eligible for higher studies.
Course structure
According to the course content, the 45 vocational disciplines are classified into the following four main course groups:
A Engineering Technology
B Agriculture based, para medical, Animal Husbandry and Home Science courses
C Travel and Tourism
D Business and Commerce
Time Allocation
Sl.No Title of Subject Hours/Week Part
1 English 6 I
2 General Foundation Course 2
3 Vocational Theory 4 II
4 Vocational Practical 13
5 Physics Theory 4 III
6 Physics Practical 13
7 Chemistry Theory 4
8 Chemistry Practical 2
9 Biology Theory 4
10 Biology Practical 2
Total 43



Management and Structure of VHSE
Level Function
i. Policy ii. R & D iii. Admn iv. Exam
National JCVE PSSCIVE BE CBSE
Regional BOAT
State SCVE SCERT DIRECTORATE VHS BOARD
Institution PRINCIPAL
JCVE - Joint Council for Vocational Education
PSSCIVE - Pandit Sundarlal Sharma Central Institute of Vocational Education
BE - Bureau of Vocational Education
SCVE - State Council for Vocational Education
BOAT - Board of Apprenticeship Training
ABOUT OUR DUTIES AND RESPONSIBILITIES
Awareness about duties and responsibilities makes our activities more dynamic and confident. Hence, our department has a well defined framework for all the staff as detailed below

PRINCIPAL
 The head of institution is the Principal of the VHS School and he/she is the Administrative Head of the VHS Section.
 He performs all duties and responsibilities assigned by the Regional Assistant Director/the Secretary or the Director of the VHSE from time to time.
 He/She deals with all the administrative, financial and establishment matters. He is solely responsible for all communications to the superiors and the subordinates.
 He/She is responsible for controlling the functions of the PTA, the PTC , the OJT programmes, various clubs etc
 He/She has to take a lead role in planning and implementation of schemes for the strengthening and development of the VHSE
 He/She controls and supervises the examinations and related matters, being the Chief Officer
Superintendent
 He/She is responsible for maintaining discipline among the staff of VHS Section.
 He/She is to ensure the availability of infrastructure facilities in the school
 He/She is the stock verifying officer
 He/She assigns duty to the lab assistant for the smooth conduct of the practicals in Vocational and Non Vocational labs.
 He/She has to ensure the participation of the staff under his/her control in all the training programmes offered by various agencies as per the request.
 He/She has to conduct personality development programmes, career guidance and counseling, placement, etc to all the VHSE students
 He/She has to ensure full utilization of the library by the students and the teachers.
 He/She has to ensure that the subordinate staff under his/her control exercise their duties and responsibilities for imparting quality education to the vhse students.
TEACHING STAFF
The teaching staff of the VHS sections have to be advised/guided to effectively plan and execute all curricular, co-curricular and extra curricular activities so as to impart quality education
 He/She has to work to inculcate in the students values and standards and foster mutual respect and respect for others
 He/She should actively participate in the activities of career guidance, remedial coaching, clubs etc
 He/She is also responsible for conducting awareness programmes for the general public, guardians, students etc
 He/She has to work for the formation for an Alumni Association
 He/She should ensure the utilization for library facilities by the students.
ACADEMIC HEAD
 The Academic Head should supervise the academic activities of the Vocational Higher Secondary Education.
 He/She should prepare the time table for theory and practical classes
 He/She has to issue necessary instructions regarding the maintenance of registers for IAM, CE, VCE etc
 He/She is the custodian of students attendance registers
 He/She has to maintain and ensure strict discipline among the VHS students.
 He/She is to verify registers like Class Log, Daily Plan, etc periodically or as directed by the department
 He/She should submit the consolidated requisition for lab items to the head of the institution.
 He/She will convene period meetings of the PTA, the class PTA and staff council, and plan such activities for the smooth functioning of curricular, co-curricular and extra curricular activities.
 He/She has to ensure that the classes function as per the time table, syllabus and the scheme of study.
 He/She has to report the insufficiency of infrastructure facilities, if any to the Principal in time
 He/She will have to conduct athletic meet, youth festival, trade fair etc. in time
 He/She is to ensure proper functioning of the PTC, the OJT effectively in the school
 He/She has to monitor the portions to be covered in time as per source materials.
VOCATIONAL TEACHER
In addition to the responsibility as teacher, the vocational teacher has to perform the following duties:-
 Assessment of the requirements of the vocational lab
 Identification of Centres for OJT
 Controlling the production aspects of the PTC
 To give awareness to the students about the VHS Schemes including apprenticeship scheme, self employment opportunities etc
NON VOCATIONAL TEACHER
In addition to the responsibility as a Teacher, the Non Vocational Teacher has to perform the following duties.
 He/She will be incharge of non vocational lab concerned
 He/She will be the custodian of the stock registers of the lab concerned
 He/She will have to report the requirements of the lab concerned to the Academic Head Periodically
 He/She will have to assist the Academic Head in every aspect
 He/She will have to extend awareness for the vertical mobility and also to provide entrance coaching etc wherever required
GFC TEACHER
In addition to the teaching responsibility, the GFC teacher has to perform the following duties
 He/She will be responsible for the management aspects of PTC except production
 He/She has to maintain the accounts of the PTC and will be the custodian of all the registers of the PTC.
 He/She will have to make necessary arrangements for the conduct of the OJT, field visits, study tour, etc in consultation with the Vocational Teacher and Academic Head. He will have to conduct entrepreneurship development programmes in order to equip the students as future entrepreneurs.
 He/She will have to organize other vocational programmes, talks, lectures, seminars, group discussion, case study etc for the exposure of the students to various aspects of self-enrichment.
 He/She will be responsible for organizing and reporting various club activities.
 Vocational Instructor
 He/She will be in charge of the vocational lab concerned
 He/She will be the custodian of the stock registers of the vocational lab concerned
 He/She will have to report the requirements of lab to the Vocational Teacher concerned
 He/She is responsible for the smooth conduct of the vocational practicals as per the syllabus under the supervision of the Vocational Teacher.
 He/She has to assist the Vocational Teacher in production aspects of the PTC, the conduct of the OJT etc.
LAB TECHNICAL ASSISTANT
 He/She should attend all the laboratory works as instructed by the Principal for the smooth functioning of the VHSE courses.
 He/She should make all arrangements for the conduct of practicals as per the instruction of the teacher concerned
 He/She should maintain the labs properly and neatly
 He/She has to assist the teacher in the production aspects of PTC and in the smooth conduct of OJT and other academic activities.
CLERK
 He/She will be under the Head of the Institution/Office
 He/She should attend all the clerical duties of the VHS courses and other works allotted by the Head of Institution/Office/A.H
 He/She is the custodian of the stock register of library books
 He /She should ensure that library books are issued to the student/ teachers on demand
 He/She will also maintain an issue-register in this regard
 He/She should have a good linkage with the teaching staff of the VHS section and the Head of Institution
 He/She will work for the overall development of the VHS courses
 He/She should collect and keep all data related to the VHSE and submit them in time on demand
PEON
 He/She will be under the head of the institution/office
 He/She will have the responsibility to assist the Principal, the clerk and other staff of the VHS Section in administrative and academic matters
 He/She has to attend treasury duties assigned by the Principal in accordance with the existing rules and regulations
 He/She will have the responsibility to open and close the office, class rooms etc, as per the instruction of the head of the institution or office
 He /She should perform all other duties assigned by the Principal
Apart from the duties and responsibilities noted above, all the VHS staff including the Principal should follow the instructions and other guidelines issued by the higher authorities from time to time. Moreover, the staff of the VHSE should have awareness about the Vision and Mission of the Vocational Higher Secondary Education in Kerala.

ROLE OF TEACHERS IN VOCATIONAL EDUCATION

The teacher is the most crucial input in the total scheme of Vocationalisation of education who ultimately interprets and implements the educational policy in actual class room situation. Traditionally, teachers have enjoyed a position of great respect in our country. The religious leaders and social reformers have been addressed as teachers of the people. The Teachers in Vocational education are qualified and competent persons who have an indispensable role in extension and social service.

The present system of education is mostly individual central. A child is brought up intentionally for his own development and the social aspect of his education is largely neglected. The result is that after a lapse of 15 or 20 years of general and higher education, the youth enters society without any social commitment and responsibility. In the long run, such attitude may become detrimental to his existence itself. Upon proper motivation and cultivating a positive attitude and spirit of community service, by imparting suitable vocational skill, they can be moulded into excellent citizens leading to national development

The report of the working group for the revision of centrally sponsored scheme of Vocationalisation of Secondary Education (NCERT 1998) states that the national goal of vocational education is to fulfil the manpower requirement for sustainable national development and social requirement for employment. The major task before the teacher in vocational education is to prepare vocationally competent persons through need based, appropriate and adequate education and professionally sound training programme who can ensure production of goods and services of the highest quality and standards to maintain economic stability in a globalised market economy.

Unemployment and social unrest among the youth and school leavers is commonly attributed to lack of linkages between formal schooling and occupations in developing countries It is believed that introducing a vocational element in school curriculum especially in developing countries is conducive to economic development.



The teachers in vocational education must take a leading role in linking his institution with the various related agencies in and around. engaged in the course related activities. This may include small scale industries, self employment units, self help groups, service sectors like hospitals, automobile workshops, mechanical units, electrical and electronic units, computer firms, agriculture farm, fish farm, coconut expeller units, production units like garment units, food processing units, building construction, tourism, photography etc.

The teachers in vocational education have to disseminate their basic and acquired knowledge in their respective fields for promoting the related sectors of the society. They can develop and popularise research findings and devices of talented teachers in fields like energy saving, water conservation, recycling and waste management, organic farming, time management, local level marketing etc., which ultimately lead to the prosperity of community.

The teacher should inculcate entrepreneurial qualities in the students. Vocational guidance and counseling offered by the teacher definitely assists in their search for job opportunities. Another quality that can be developed in students is earn while learning which generates income to the students by engaging in establishments or through production cum training centres attached to the schools, developing vocational skill, reducing unemployment, developing entrepreneurial quality, meeting required manpower needs of society and developing service mindedness eventually paving the way for National Development.
The system of vocational education in Kerala also ensures an academic vertical mobility to the pass outs by means of its equivalence to the academic higher secondary education. This is through the optional study of the part III subjects which are named as non vocational subjects. In short, the teacher in vocational educational in our State has a dual role of equipping the student both for the direct entry in the Vocational field for the higher studies in academic front.
“Education is not a commodity that could be dispatched by post and delivered through the teachers, it is something deep-rooted in the socio-cultural background of the student and enriched through the interaction of the teachers, fellow- students and Society”

Yeshpal
EDUCATIONAL SUPPORT SYSTEM IN VOCATIONAL HIGHER SECONDARY EDUCATION
Information regarding the Student Support Systems introduced by our Department will help you understand and implement these activities in an effective manner.

SCHEME FOR ON-THE JOB TRAINING

DEFINITION
On-the-Job Training (OJT), which is an integral component of Vocational Education, refers to that component of vocational curriculum which takes place in a real job situation under the supervision of an expert in-plant supervision or master craftsman, aiming at the development of proficiency and self confidence

OBJECTIVE
On-the-Job Training programme is designed to supplement in-school instruction by providing the dimension of practical training in a realistic work situation, under the guidance and supervision of a practicing and skilled supervisor.

Concept of On-the-Job Training

1. It is planned and organized work experience. A programme of OJT is planned by the educational institution and the training is given in an established or organized industry or work spot
2. It helps the student to assimilate the theory, which was learnt in the classroom and practises it at the actual work spot by following part of the curriculum of each vocational course.
3. It gives the student a supervised experience. This facilitates the student to attain mastery on the work by observation and working, supervised by a master craftsman.
4. Generally, the theory subjects taught within the classroom and laboratory give little scope of exposure to the student to the real work situation. But the OJT provided to the student enables him to feel the implications and intricacies during the work.
5. It gives an opportunity to the student to participate in the actual production of goods and services, which leads to the securing of gainful employment. The student gets motivated by actual participation in the production of goods and services at the time of learning or training and develops self-confidence.
6. It prepares the student psychologically in developing entrepreneurship qualities, so that he is in a position to take up self-employment.
7. It helps in continuous evaluation of the students' work and knowledge since an expert workman and the teacher guide at the work spot supervise it.
8. The major advantage of the on the job training is that since it is being provided in the organization or industry, which uses the latest technology and equipment, the student is exposed to these technology and equipment, which are not available in the school. This helps the student to get adjusted and acquainted to the working of latest machinery so that he can join similar job after the completion of the course with greater ease.
9. The student who undergoes on the job training gets an opportunity to identify with the actual work field, which helps him to rectify the defects by watching the other trainees and taking instructions from the expert supervisor.
10. It leads to increased production of goods and services to the employer at less cost since the trainees who actually do the work are not paid. This encourages the employer to arrange on the job training in his industry or organisation
11. On the job training is conceptually a mutual benefit programme for both the trainee and the employer.
OUTPUT OF THE PROGRAMME
• Develop the innovative and technical skills of the students in a creative way
• Exposure to Real life - Tasks and situations
• Application of the learnt theory into an efficient output
• Development of Team spirit and leadership qualities
• Ability to develop individuality
SELECTION OF OJT CENTRES
Centers for the OJT programme may be a reputed industrial or production or training or service units related to the vocational subject. We may use the service of four or five centers to provide training to all the students of a school. The selected centers may have the facilities like:
1. Live training and demonstration with skilled /experienced hands
2. Lecture session by the experts
3. Provision to supply materials and consumables to the trainees
4. Provision to handle tools and instruments to the trainees
5. Trained lady faculties for the supervision of girls
6. Provision for evaluation of the students
7. Issue of certificates for those who have completed OJT successfully

PRODUCTION – CUM -TRAINING CENTRE

PTC may be considered a methodology of providing an educational experience which links the world of work with the teaching, learning process, so that students not gain can only relevant skills and attitudes but also the necessary hands on experience to use skills in producing goods and services.
OBJECTIVES
• To achieve two major objectives of education
• Relevant to individual and social needs
• Organization of the learning experience efficiently and effectively
• To provide an opportunity to the students to apply their knowledge and information gained from the class room and laboratories
• To develop necessary skills, competencies and attitudes amongst students for meeting the challenges the world of work.
• To develop entrepreneurial skills through experience in determining the requirements of the neighborhood and producing them through suitable economical and profitable activities
• To provide educational experience relevant to business and industry in the areas.
• To develop an attitude amongst the students to find out self-employment after the completion of their studies and to enhance self support capabilities.
• To make the students more confident in their fields.
• To achieve national goals of development in an optimum manner
• To make the education of process more efficient and cost effective.
• To develop the spirit of social accountability in educational institutions.
• To provide chances to the students for developing innovative ideas.
• To generate resources for the institute so that more upgraded education and training is made available without necessarily depending upon external funding.
PREPARATION
• Locate/Find out a building/rooms for PTC (Utilization of existing building/room will be economical)
• Take a decision regarding the goods and services to be produced in the PTC and the scope of its marketing after visiting two or three industrial units/business centers/service centers which produce/provide similar type of goods and services.
RESOURCE DEVELOPMENT
• Assess the requirements of the PTC and prepare a budget accordingly
• 50% of the fund required may be raised using the following methods.
1. Loan from PTA/School Fund/Staff Council
2. Advance from the customers
3. Loan from commercial/Co-operative banks under priority sector lending scheme
4. Project based State Government funding scheme
• floating shares collect 50% of the fund.
1. Fix the value of each share on the basis of total fund required and total number of shares proposed to be floated.
2. Each student should purchase at least one share. The students should surrender their shares at the end of course of study.
3. PTA/Staff Council/Teachers/Guardians and others., can also purchase shares.

MANAGEMENT

• Teacher in GFC may be appointed as the Manager of PTC.
• The Manager can take decisions and execute the same in consultation and with the consent with the Vocational Teacher concerned.
• A Committee should be constituted under the chairmanship of the Principal
• Manager of the PTC will be the convener of the committee.
• PTA President, concerned Vocational Teacher, A representative of VHS staff, a representative of the students and The Manager of Aided school will be the members of the committee.

MARKETING

• Open a retail outlet in the school
• Door to door sales
• Conduct ‘sales fare’ during festival seasons.
• Open stalls at various places at the time of celebrations and cultural festivals
• Sales through the commercial shops/ Margin Free shops etc.
CAREER GUIDANCE & COUNSELLING
Career guidance and counselling programs aim at helping students more to be informed and giving better educational and career choices. Among other things, the programs offer information on higher courses, career options, the type of academic and occupational training needed to succeed in the workplace, and postsecondary opportunities that are associated with their field of interest. Programs also often provide teachers, administrators, and parents with information they can use to support students' career exploration and postsecondary educational opportunities.
Activities associated with career guidance and counseling programs typically include:
• Advising students and parents on VHS School programs and academic curriculum, preparing them for higher education application and admission.
• Creating awareness about the industrial linkages and entrepreneurship opportunities.
• Arranging dual/concurrent enrollment and Advanced Placement credits to prepare students for the rigour of postsecondary education.
• Planning and preparation for professional course admissions and Entrance tests
• Informing students about postsecondary financing that can be used to support advanced education and training.
• Developing career portfolios, which include test and grades results, examples of student work, and resumes and cover letters to prospective employers.
• Arranging job shadowing, work placements, and community-based learning programs to allow students to directly experience workplace situations.
• Sponsoring workshops, classes, focus groups, and special presentations that focus on job skills and personal development.
• Providing specialized counseling and intervention services to provide students with individualized attention.
Recognizing the importance of career guidance and counseling programs for student's postsecondary success, the Department is implementing a number of activities at school, regional and State levels.

• Career Guidance & Counseling centers are furnishing in all VHS Schools and qualified, efficient and aptitude are engaged as carrier master.

• Facilities for the functioning of CGCC shall be provided.

• Articles, publications, magazines related to the Career guidance and counseling shall be made available in the center. These shall be procured by utilizing the PTA fund.
• Awareness programmes for guardians may also be conducted frequently

• Conduct workshops for development of personality & communication skill of the student

• Take necessary measures for creating awareness in the feeding schools.

• Monthly report of the activities related to Career guidance and counseling centers should be sent to the Directorate and the regional offices



NOTE ON KERALA SERVICE RULES PART I
I. Introduction
The Kerala Service Rules were issued by the Governor of Kerala under the powers conferred on him by the proviso to Article 309 of the Constitution of India, and published under Notification No. Fin/CR.57702/59 dated 10th November 1959 in the Kerala Gazetted Extraordinary No. 67 dated 12th November 1959. Later, on 17th September 1068, Kerala Legislative Assembly passed the Public Service Act-19 for the conditions of Service of Government Employees and since then the Kerala Service Rules have been governed by that Act.
KSRs are divided into three parts
Part I Rules 1 to 159 - General conditions of service and rules on Pay, Leave Joining Time and Foreign Service
Part II Rules 1 to 116 - Travelling Allowance Rules, and
Part III Rules 1 to 151 - Pension Rules
Rules under Parts I and II are given effect from 1.11.1999 and those in part III from
1-11-1956. The present Pension Rules, viz., Simplified Pension Rules, are in force from
14-11-1966.
II. Powers reserved by the Government
1. To decide whether the rules are applicable to a particular person
2. To dispense with or relax the requirements of any rule in an individual case
3. To make any rule
4. To regulate the terms and conditions for the grant of compensatory allowances from time to time.
5. To determine the standard rent of Government buildings to be recovered from occupants
6. To remit leave salary contribution or pension contribution in respect of an officer transferred to Foreign Service.
7. To permit an Officer on foreign service to receive pension or gratuity from the foreign employer
8. To modify the rules and to give final interpretation in case of doubt (R. 4, 7, 9 & 11)
9. To grant Leave without Allowance in excess of 120 days, R-64
10. To grant study Leave-R-99-App. VI
11. To grant leave for study purpose under rules in Appendix XII B
12. To grant LWA for taking up other employment in the Country or abroad as per Appendix XII A and for meeting spouse under rules in Appendix XII C.
13. To cancel unavailed portion of leave granted under App. XII A or XII B or XII C
14. To send a person on foreign service-R 140 (b)
15. To re-employ a person discharged on pension or gratuity. R 92 P III
16. To grant Family Pension to the parents of a deceased government servant/deceased pensioner – R 90 (6A) 5 P III.
III. General Conditions of Service
A. Punctuality (R13 & 14)
1. No person may be appointed to a post in Government Service without his producing a Medical Certificate of health (R.13). But the Government may dispense with production of Medical Certificate in individual cases and exempt any specified class of officers from the operation of this rule. The five categories of persons exempted (Note 3 to R 13)
i. An officer recruited through a competitive examination who had to undergo a medical examination in accordance with regulations prescribed for appointment to service under Government.
ii. an officer in service other than the Last Grade appointed in a temporary vacancy of less than six months duration
iii. an officer in the Last Grade appointed in a temporary vacancy of less than 12 months duration.
iv. a temporary officer who has already been medically examined in one office, if transferred to another office without a break in service subject to the provision of note 2 to R 13.
v. a retired officer reemployed immediately after retirement.
2. The whole time of a Government Servant is at the disposal of the Government R 14.
3. Every officer must attend his office punctually. For every three late attendance, each upto one hour, without permission the person will forfeit a day’s casual leave. Leave attendance without permission for less than three days at the end of a calendar year will be ignored. If there is no casual leave to be forfeited, disciplinary action may be taken against the person concerned. (notes 1-2 to R.14).
Comment Questions
a. A person, who is appointed in the last grade category in a temporary vacancy for a period of 9 months, has not been admitted to duty for want of Certificate of his health. (See sub rule 3 under note 3 to R 13 – action irregular)
b. A Lower Division Clerk put in 2 years service in the Police Department has not brought with him certificate of his health when he reported for joining duty as Assistant Grade II in the Government Secretariat
c. As there was no casual leave at the credit of an upper division clerk, it was ordered to forfeit one EL for his three late attendance (See note 2 to R 14-CL along shall be forfeited, action incorrect)
d. It was ordered by a Head of Office to bring forward 2 late attendance of a clerk in his office, to the next year since there was no casual leave at the credit of the clerk at the end of that calendar year. (See note 1 to R 13;CL less than 3 days at the end of a calendar year will be ignored ; action not correct)
B. Lien (R.15-18)
1. Lien is the title to hold a permanent post substantively R.12(18)
2. Two or more persons cannot be appointed substantively to the same permanent post at a time R. 15(a)
3. One person cannot hold lien in more than one post at a time R.15(a)
4. An officer cannot be appointed on permanent basis to a post on which another person has a lien R.15©
5. An officer ceases to hold lien previously acquired, when he acquires lien in a second post. R 16.
6. Lien once acquired will remain
a. while performing duty in that post
b. while on foreign service
c. while on leave
d. while holding a temporary or officiating post
e. during joining time unless the transfer is on an appointment on substantive basis.
f. while under suspension and
g. while undergoing training R 17
7. Government may suspend the lien
i. when a permanent officer is appointed on substantive basis to a post in another cadre.
ii. when an officer having lien is appointed on substantive basis to a higher post in the regular line of promotion.
iii. when an officer having lien is appointed permanently to a post where another person has suspended lien R 18.
IV. Increment (R 31 to 33 & 37 B)
1. An annual increment is a rise to basic pay granted once in 12 months
2. From 1.4.1974 increment is granted from the first day of a month in which it falls due R 31
3. Increment accruing consequent on declaration of probation shall be drawn only with effect from the date of completion of probation, but subsequent increments shall be drawn on the first day of month in which they fall due. (GD 2 to R 31 and 37 B0
4. When an efficiency bar is prescribed in a time scale of pay, the increment next above the bear shall not be given without the specific sanction of the competent authority. R 32.
5. Following are reckoned as qualifying services for the grant of an increment R 33
a. All duty periods in a post on a time scale.
b. Services in another post with the same pay on the same/ identical time scale.
c. Period of deputation
d. Period of leave including LWA on MC and LWA upto 60 days without MC in continuation of maternity leave
e. Period of in-service training
f. Period of joining time
g. Period of suspension treated as duty
h. Period of dies-non
i. Previous service when reappointed after thrown out for want of vacancy in the same post or another post carrying the same/identical time scale of pay.

6. Periods not counted for granting increment
a. LWA taken by teachers for completion of training courses such as B.Ed Hindi Teacher’s Training, Language Teacher’s Training and TTC (G.O. (P) 217/05/Fin dated 11.5.05.
b. Provisional service regularized on or after 1.10.04
c. Period of suspension not treated as duty, or that treated as LWA
d. LWA without MC beyond 60 days in continuation of maternity leave
e. Previous service if re-employed after resignation, removal or dismissal and period of permanent withholding of increment.
f. Service in a lower post.
g. Officiating service in a higher post, if not certified, “would have continued in the lower post, but for promotion.’’
h. Period of training, if pay of officiating Post is not drawn during that training.
Suspension and Subsistence Allowance R 55
C. An officer under suspension is eligible for subsistence allowance as detailed below
i. An amount equal to half pay leave salary as if the person is on HPL instead of suspension.
ii. DA admissible to the above
iii. Any other compensatory allowance received by the person at the time of suspension (Restricted to 120 days)
iv. Special allowance as per Rule 93
Note: Reduced rate of subsistence allowance from 2nd year onwards contemplated in the rule has been cancelled vide G.O. (P) 330/97/Fin dated 6.3.1997.


D. Compulsory deductions from subsistence allowance (note 2 (a) U/R 55)
a. Income tax and Super tax
b. House rent and allied charges
c. Repayment of loans and advances taken from Government
d. Recoveries due to co-operative societies &
e. Subscriptions to FBS and GIS
E. Optional deductions from subsistence allowance 9Note 2(b) U/R 55)
a. Premia due to SLI and PLI
b. Refund of advances taken from GPF. (Written consent is compulsory)
F. Deductions not be made (note 2 (c) U/R 55)
a. Subscription to GPF
b. Court attachment
c. Recovery of loss sustained to Government
V. Leave
Leave means permitted absence from duty
A. General Conditions
1. The Government are the Sanctioning Authorities for the grant of leave without allowance exceeding 4 months at a time. Study leave (R.99-App.VI), LWA for study purpose (R.110 C-app.XII B), LWA for taking up other employment (R.110B-App.XII A) and LWa for joining spouse (R.110D-App.XIIC). All other kinds of leave are sanctioned by the competent departmental authorities R. 64.
2. Leave cannot be claimed as a right. In exigencies of service, the sanctioning authority may at his discretion, refuse or revoke the leave of any description. R 65.
3. The nature of the leave due and applied for by an officer cannot be altered at the option of the sanctioning authority. Note under R. 65
4. Holidays and restricted holidays can be prefixed or suffixed to leave. R 68 read with Note 1 below it.
5. An officer when entered on leave on MC may be allowed to join duty after producing Medical Certificate of fitness. Note 2 to R 68
6. Any kind of leave other than LWA under App. XIIA, XII B, and XII C may be combined with.
7. Vacation may be availed in combination with or in continuation of any kind of leave R.74.
8. The maximum amount of leave, in combination or otherwise, granted at a time shall not exceed 5 years R 24.
9. LWA under App XII A and XII C shall not be granted exceeding 5 years at a time. On expiry of that, further extension may be considered R. 24 A.
10. Any kind of leave, except EL, can be commuted into any other kind of leave (R 76 and 89). EL sanctioned to join spouse can be retrospectively commuted into LWA under App XII C
11. An officer on leave may not return to duty before expiry of leave unless he is permitted to do so (R.72)
12. An officer on leave should intimate sufficiently early his intention of joining duty after the leave, enabling to issue posting orders in time R. 124.
B. Classification of leave
Leave is classified into ordinary leave and special leave
1. Ordinary Leave This is the leave earned by a Government Servant in proportion to his/her duty or service. A leave account is maintained. Every leave except LWA availed shall be debited against the leave at credit. Earned leave, Half Pay leave, Commuted Leave, Leave Not due, and LWA are coming under this category.
2. Special Leave This is the leave granted to a particular person in a special circumstance. No leave account is necessary.
3. Disability leave, study leave, Maternity leave and Hospital leave are the four types of special leave.
C. Five kinds of Ordinary leave.
1. Earned Leave R 78, 79, 86 and 87
All permanent employees are earning EL at the rate of one day for every eleven days on duty. Non permanent employees are earning this leave at the rate of one day for every 22 days on duty for the first year and after @ 1/11. When the person is confirmed in that cadre, he EL calculated @ 1.22 will be regularized @ 1/11.
The maximum amount of EL that can be at credit at a time shall not be in excess of 300 days with effect from 1.11.1998. Prior to that it was 240 days. The maximum amount of EL that can be granted at a time shall not be in excess of 180 days. But, in the case of leave preparatory to retirement, it can be granted up to 300 days.
EL Salary
Full pay, if the person had been on duty plus Darness Allowance to that pay plus compensatory allowances ad admissible (no HRA if occupying Government Quarters) plus special pay as admissible. If promoted during EL, monetary benefit of promotion shall be granted only from the date on which charge is assumed. (See Rules 92 & 93)
2. Earned leave for those persons enjoying vacations R.80, 81 and 86
i. Those persons who are eligible for regular vacations are not eligible for EL, if they are enjoying full vacation. But, if they are prevented from enjoying vacation in full they will earn EL under formula n/v X 30, where ‘n’ represents the number of days prevented from enjoying and ‘v’ total period of vacation.
ii. If in any year (actual duty period of 12 months and not calendar year) an employee is not enjoying the vacation, EL is earned for that year @ 1/11.
iii. Teaching staff attending valuation and tabulation work of SSLC and HSC Public examinations during vacation shall be considered to have been prevented from enjoying full vacation and they earn EL at proportionate rate as per R 81.
3. Half pay leave R 82 and 83
This leave is earned at 2o days for each completed year of service. HPL is granted either on private affairs or on Medical Certificate.
Completed year of service includes period spent on duty periods of leave including LWA, periods of suspension treated as duty/leave and dies non. LWA awailed for other employment under APP. XII A, LWa for joining spoounse under App.XII C, LWA for study purpose under APP. XII B and LWa specially ordered not to count for service benefits are not earning HPL.
HPL is not earned for fraction of a year. It is granted without any limit.
Half Pay Leave salary R 93
Leave salary will be equal to half of the pay, the officer would get, had he been on duty during the period of leave. It includes an increment that falls due during the period of HPL. When an officer is promoted during the HPL, the monetary benefit of promotion shall be granted only from the date on which he assumes charge of the post, if there is change of duties. Dearness allwances during HPL will be based on leave salary actually drawn. But in the case of NCCs, whose pay before proceeding on leave does not exceed Rs. 6500 with effect from 1.3.1997, in the revised scale of pay, the DA will be what would have been admissible to him had he performed duty i.e., full DA. In such cases, leave salary and DA shall not be less than 65% of the amount of pay and DA while on duty.
4. Commuted Leave R 84 and 86 A
This is a conversion of HPL into full pay leave. Twice the amount of HPL will be debited for each commuted leave. All permanent employees and those who have completed three years of continuous service are eligible for this leave. No MC is necessary for the grant of this leave from 23.12.1982.
Leave Salary will be twice the amount of pay admissible on HPL and DA to that amount R 94.
5. Leave not due R 85
This is HPL granted in advance. Only permanent employees are eligible to avail this leave. This is granted only when no other leave is at credit and the Leave sanctioning Authority is satisfied that there is reasonable prospect of the employee returning to duty on the expiry of this leave and earning an equal amount of HPl thereafter for adjusting the leave granted. During the entire service, the maximum amount of LND should not exceed 360 days out of which 180 days may be granted without MC and it should not exceed 90 days at a time. The remaining 180 days should be on medical certificate.
6. Leave Without Allowance/Extra Ordinary Leave R 64, 86A and 88
This leave is granted to an officer in regular employment, when there is no other leave at credit or there is leave at credit, but applies for LWA. Non-permanent employees with less than 3 years service are eligible to LWA up to 3 months at a time. This is granted on MC or other wise. This is also granted
i. for regularizing the period of suspension R.88(ii)
ii. for treatment of TB, cancer or mental disease R.90
iii. for obtaining superior qualification R 91.
iv. For taking up other employment App XIIA or for joining with spouse under App. XII C
v. For study purpose APP XII B
Period of LWA exceeding 4 months requires the sanction of Government. R. 64

D. Four kinds of Special Leave
1. Disability Leave R 97
This leave is granted to an officer who is disabled by injury intentionally inflicted or cause in or in consequence of due performance of his official duties or in consequence of his official position. It shall not be granted unless the disability manifests itself within three months of the occurrence to which it is attributed and the person disabled acts with due promptitude in bringing it to the notice of the sanctioning authority with the support of MC.
The maximum period if 24 months for one disability
This can be combined with other kind of leave.
Leave Salary – For the first 4 months at the rate of EL salary and for the remaining period at the rate for HPL R 104.
2. Study Leave R99-App VI
This is granted to officers who are selected by the Government to undergo a course of study in the interest of the government
Officers having a service of 5 years or more and not due to retire from service within three years after the leave, are eligible for this leave
The maximum amount of this leave that can be granted ordinarily will be 12 months. Which shall not exceed 24 months in exceptional circumstances and in all during the entire service.
Study leave can be combined with other kinds of leave, but the total duration of absence shall not be in excess of 28 months, and the other leave combined with it shall not be reckoned as study leave.
Leave salary admissible will be equal to that for HPL excluding DA. This leave is also called Extra Ordinary Half Pay Leave.

3. Maternity leave R 100, 101 and 102
From 25.11.1998 this leave is granted to female Government Servants on full pay for a maximum period of 135 days R. 100
This is also granted in the case of miscarriage including abortion for a period not exceeding six weeks R 101.
This leave an be combined with any other kind of leave and MC is not necessary for such leave not exceeding 60 days in continuation. LWA without MC upto 60 days will be counted for granting increment. R 102. Leave Salary as admissible for EL under R 92
4. Hospital Leave R 103
This leave is granted to the categories of Government Servants specified under the rle while under medical treatment for illness of injury, if such illness or injury is directly due to risks incurred in the course of their official duties.
This is granted for treatment either at hospital or at home
The duration will be as suggested by the attending Medical Officer
Leave salary as for Disability leave (R104)
5. Comment on the following:-
a. On 1.7.2004 an officer requested for converting 30 days EL availed of by him in April 2004 into HPL (See R 76 and 89 EL shall not be commuted. Hence irregular)
b. A Permanent Officer who is due to retire on superannuation on 1.8.2003 has applied for 40 days Leave Not due from 1.3.2003 as there was no EL or HPL at his credit. Considering his ability and devotion, it was granted (See R 85 cannot earn HPL. Hence irregular)
c. An Officer not in permanent employ has applied for 20 days EL on completion for 200 days duty. It was granted after satisfying the purpose for which it was applied (See R 86 will earn EL at 1/22. Hence irregular)
d. An officer applied for 15 days EL, which was admissible. But as the leave sanctioning authority wanted to punish for his frequent absence, LWA for 15 days was sanctioned to him (See note under R 65 Action irregular)
e. A temporary clerk who had put in 2 years service was granted LWA for 5 months (See R 88(ii) and 88 A LWA upto 3 months can be granted. Hence irregular)
f. A clerk in the office of the City Police Commissioner, Tvm met with a scooter accident and one of his legs was fractured. He was granted hospital leave for 4 months. (See R 103 is not eligible to hospital leave, and that leave is granted while undergoing medical treatment for illness or injury, if such illness or injury is directly due to the risk incurred in the course of official duty. Hence, also the above action is irregular.
g. Commuted leave for 15 days is granted to an officiating clerk who has put in 2 years service. (See R. 86 A CML can be granted only to permanent officers and officers having 3 years continuous service. Hence irregular)
h. Study leave and HPL were sanctioned in combination for a period of 30 months. (See APP IV-4. Maximum period of the combined leave shall not exceed 38 months. Hence not correct)
i. EL and LWA were sanctioned as leave for study purpose to a clerk for technical course of study in a polytechnic. (See note 2 to R 91 sanction irregular)
j. The balance of EL of a full time teacher at the time of his appointment to a part-time post was allowed to be surrendered. (See ruling to R.86, the action is irregular. When a full time teacher is appointed to a part-time post, the EL at credit can be granted only when he is reappointed in the full time post)
E. So me other Leave
1. Commutation of Leave R. 76 and 89
This is conversion of one kind of leave into another kind with retrospective effect, provided EL shall not be commuted into leave of a different kind except the EL for meeting spouse as provided in Note. 1 of Appendix XII C
Commutation of one kind of leave into another kind automatically carries with it the drawal of arrears of leave salary or recovery of amounts overdrawn.
2. Leave for obtaining superior qualifications-R91
Officers with a continuous officiating or temporary service of 2 years or more, will be granted, in addition to any leave to which they are eligible, leave under this rule for obtaining superior qualifications like BA, BL etc. But this 2 year service is not insisted upon in the case of employees belonging to SCs/STs. Such leave will not be given for broken periods, but will cover the entire period of the course concerned. Extension of leave will be granted to cover the further period required for the completion of the study.
‘Superior qualifications’ mentioned above are intended to enhance the usefulness of the Government servant concerned as a member of the service or will improve his prospects in the service of which he is a member.
In Circular No. 24780/R4/99 dated 22.4.1999, it has been directed by Government, to specify in the leave sanctioning order under R 88 & 91 whether the LWA so granted will count for service and retirement benefit.
Leave under R 91 can be granted by the authority competent to sanction eligible leave and LWA.
3. Leave to officers appointed for limited periods and provisional employees
Where the appointment is for one year or less, earned leave on full pay calculated at 1/11 of the period spent on duty may be granted subject to a maximum of 15 days on MC. If there is no EL at credit, HPL upto 15 days on MC, subject to the condition that the leave period of the two kinds does not exceed one month in the term of service of the concerned. If the officer serves in the vacation department, EL is not admissible. If absolutely necessary, HPL on MC, not exceeding 1/11 of the time spent on duty, subject to a maximum of 15 days during the terms of service. (See G O (P) 740/70 Fin dated 20.11.1970 and Appendix VIII).
The leave of provisional, recruits shall be regulated by Appendix VIII. (See G O (P) 216/05/Fin dated 11.5.05.
4. Leave for Full Time Contingent Employees
Permanent FTC employees are eligible for EL and HPL as regular employees. LWA as admissible to regular employees, if they have completed 3 years continuous service, and to those with less than 3 years service, the duration of such leave shall not exceed 3 months at a time.
5. Leave for Part Time Contingent Employees
EL is earned at 1/22 of duty. EL to be granted in a year shall not exceed 15 days. Maximum EL at credit shall not be in excess of 120 days. EL at credit when promoted shall be carried over. (See G.O.(P) 523/92 Fin dated 4.9.92). 20 days EL can be surrender in a year. Terminal surrender of EL upto 120 days is allowed. (Se G O (P) 151/92 Fin dated 3.2.1992 and G O (P) 324/04/Fin dated 12.7.04) LWA under special circumstances for a maximum period of 20 days in a calendar year, maternity leave for 3 months, and leave of miscarriage or abortion for six weeks, are also admissible.
VI. Joining Time R 125-138
A. This is the time allowed to join a new post or place on transfer. This is admissible
a. When transferred while on duty and
b. When transferred while on leave
The item (b) above is further classified
i. on return from earned leave
ii. on return from leave other than EL when the person has no sufficient information about his new appointment.
B. How granted
1. When there is no change of office or building, No joining time
2. For less than 8 km of distance from old station, One day
(When relieved from the old station on the AN of Saturday. Sunday the next day is counted as the day for this purpose. R 126)
Note: - A transfer shall be held to involve a change of station, only when the distance between two places is 8 km or more.
3. For a distance of 8 km and above
A, Preparation time 6 days
b. Journey time as below
i. Rail for every 500 km and fraction – 1 day each
ii. Road-for every 150 km and fraction – 1 day each
iii. Air-Actual time required for the journey (Part of a day is treated as one day)
4. Sundays are excluded for the calculation of joining time in ordinary course. But for maximum for 30 days.
5. Normally holidays are included in the Joining time. But when holidays follow joining time, joining time is deemed to have been extended to cover such holidays. R 127
6. When transferred while on transit, a second preparation time will not be allowed. R 130.
7. When transfer is subsequently cancelled, the period from the date of relief and re joining duty has to be treated as joining time. R 130
8. When transferred while on EL, the person has to join duty at the new place, only after the expiry of leave and admissible joining time. If he joins duty at the new station, before the expiry of leave, the availed portion of EL will be reduced by the admissible amount of joining time. R 131.
9. When joining time is combined with vacation, the person may join duty only at the end of vacation R 132.
10. Normally, joinint time is not allowed in the case of transfer at request. But journey time under item (30 above) will be allowed. Note below R 136.
11. As per rule 15 part II KSR, a journey or transfer is held to begin or end at the actual residence of the officer concerned. Hence, for the calculation of joining time, the distance of journey can be reckoned from residence to residence. But, it is to be noted that a government servant shall reside within 15 km of distance from his Head Quarter.
C. Exercise
An officer working in Thiruvananthapuram was transferred to Malappuram and relieved of his duties from the old station on the afternoon of 4th October (Monday) 2004. Distance from his residence to Central Railway Station, Thiruvananthapuram 11 km (rd), Thiruvananthapuram to Tirur 373 km (Rail) Tirur to Malappuram 29 km (road)
Ans Preparation time 6 days
Journey time
a. for rail journey of 373 km – 1 day
b. for road journey of 40 km (11+29) – 1
S M T W TH F S
4 5 6 7 8 9
10 11 12 13 14 15 16
17 18 19 20
He will join duty at Malappuram on the FN of 14th (R-125-127)
D. Comment
a. Mr. X was transferred to an office at a distance of 6 km from the office where he was working. He was relieved on 6th (Saturday) morning. He joined duty at the new office on 8th (Monday) morning. (See R 126 and GD to R 137). He should have joined duty in the new office on the afternoon of 6th (Saturday) itself. His action was irregular)
b. An officer was transferred from Kasaragode to Thiruvananthapuram (580 km rail) and was relieved on the afternoon of 9th (Friday). He reported for joining duty in the new office on the forenoon of 20th Tuesday (See R-125-127) Correct action)

Foreign Service R 140-155)
A. An officer is said to be in Foreign service, when he is receiving his pay and allowances from a source other than the consolidated Fund of India or of a State R 12(9)
B. Conditions
1. No officer may be transferred to Foreign Service against his will. But Government can transfer an officer to a body or substantially owned and controlled by Government. R 140 (a).
2. government are the authorities to transfer an officer to Foreign Service R(140b)
3. No officer shall remain in Foreign service for more than 5 years at a time.
4. The duties to be performed during Foreign Service are such as those rendered by an officer of the government.
5. Foreign service begins from the date of relinquishment o charge in the Government Service R 144.
6. Foreign service ends on the day he rejoins duty in Government Service R 154.
7. No deputation allowance is allowed from 22.7.1997.
8. Pension contribution @ 15% and leave salary contribution @ 10% respectively of the maximum of the scale of pay of the officer should be remitted to Government as cost of service.
9. No leave salary contribution will be realized for an officer on deputation to an institution owned or controlled by the Government.
C. Comment.
a. A Deputy Secretary in the Government Secretariat was transferred to KSEB on deputation against his will (See rule 140 (a) action is in order)
b. An officer was sent to Foreign Service as per orders of the Head of the Department. He was allowed to join duty back in Government Service by the same authority after 6 years (See rules 140(b) and R 24. Government Order is necessary for the appointment in Foreign Service and for the readmission to Government Service. Maximum period of FS at a time shall not be in excess of 5 years. Hence the actions are irregular).

Kerala Service Rules-Part II
(Travelling Allowance Rules)
I. Introduction
Travelling Allowance is an allowance granted to an officer to cover the expenses incurred by him in traveling in the interest of public service. It includes allowances granted for the maintenance of conveyance (R 12(37) PI KSRs)
TA is classified as compensatory allowance and it should not be on the whole a source of profit to the recipient (R 44 PI KSRs)
II. Important Definitions
Day:- means day beginning and ending at midnight; but, an absence from Head Quarter which does not exceed 24 hours shall be reckoned as one day for calculating Ta, at whatever hours the absence begins or ends (R 12 (6) PI KSRs)
Head Quarter – means the radius of 8 km around the place or office in which an officer is employed. The office in which the officer is employed is called the duty point at the Head Quarter.
No TA is admissible for journey within the Head Quarters. But the items admissible are i. actual cost to the officers in Grade III or IV when deputed for duty o called to duty; ii. Allowance to teaching staff of Training Centres when deputed for practice teaching iii. Actual fare subject to a maximum of Rs. 10 to last grade employees attending treasury duty since 23.9.2002. and iv. Conveyance allowance to attend Annual firing course and NCC camp. (R 64, 5, 9, P II KSrs) G O (P) 567/02/Fin dated 23.9.2002 & notes 2 & 3 to R 57 (PII)
Pay means the amount drawn monthly by an officer as substantive pay or officiating pay including personal pay, special pay and any other emoluments specially classified as pay (R 12(23) PI KSRs)
Public conveyance means a train, steamer, bus, boat or other conveyance which plies regularly for conveyance of passengers (R12 (29) PI KSRs)
Special conveyance means a motor car or motor cycle/scooter engaged or used by an officer during tour for which the entire cost of its use and propulsion is paid by the officer. (note under R 31 part II KSRs)
III. General
The following are the five kinds of TA which may be drawn in different circumstances. R 5
1. Permanent Travelling Allowance
2. Permanent Conveyance Allowance
3. Mileage Allowance
4. Daily Allowance
5. Actual Expense
Permanent Travelling Allowance : It is a fixed monthly allowance granted to an officer for frequent travel within his jurisdiction. For the drawal of full amount of PTA, an officer should be on tour outside 8 km from his Head Quarters for 15 days in a month and should spend at least 6 hours outside Head Quarters on each day. If this minimum tour is not performed, PTA will be reduced proportionately. Ordinarily, PTA cannot be drawn along with any other TA
Permanent conveyance allowance : This is also a fixed monthly allowance granted to an officer for traveling extensively within Head Quarters. PCA can be drawn in addition to other forms of TA (R 9 to 11 P II)
Mileage Allowance: This is an allowance calculated on the distance traveled, which is granted to meet the cost of a particular journey. Rate of mileage in respect of different journeys (Rail, Road, Air and Water) is varied (See parts V and VI of this note)
(R 12 to 36 P II KSRs)
Daily Allowance: This is a uniform allowance for each day of absence from Head Quarter, which is intended to cover the ordinary charges incurred by an officer in consequence of such absence (R 37 to 40 P II KSRs)
Actual expense: This is the actual cost of part of the actual cost of Ta, where no means of conveyance by on at the expense of the Government, or to be drawn as TA, is permissible. (R 41 Part II KSRs)
IV. Important Points on Tour TA (R 12 to 52, 55 to 64 and 100 to 110)
The following are the main points to be borne in mind while calculating Tour Travelling Allowance.
1. The Head quarter of an officer shall be in such a place as the Government may prescribe (R 46)
2. The Government may define the limits of the sphere of duty of an officer (R47)
3. An officer is on tour when absent on duty from his Head Quarters either within or beyond his sphere of duty as permitted (R48)
4. The TA drawn by an officer on tour ordinarily takes the shape of either PTA or Daily Allowance, if either of these is admissible to him (R52)
5. Minimum TA admissible is one DA, when an officer goes out side his Head Quarters on tour except in cases where means of locomotion is supplied (R55). It cannot be drawn for any day in which a Government Servant does not go outside a radius of 6 km from the duty point or his HQ or return to it from a similar point (R57)
6. For Journeys within a radius of 8 km from HQ, an officer not in receipt of conveyance allowance can be given the actual hiring charge of conveyance (R64 and notes)
7. In respect of journeys involving an overnight halt at an intermediate station either duty to non availability of connecting service or due to the cancellation of connecting at service, half daily allowance will be allowed at the rate applicable to the intermediate station for each night halt. (Note 4 under R 58) when no facility is provided by the Indian Airlines.
8. When two journeys are performed within a period of 24 hours, the period of absence from HQ will be treated as one day irrespective of the fact that the journey was performed on two calendar days, and Daily Allowance is granted accordingly (R56)
9. DA for journey and DA for halt will not be allowed on the same day (within 24 hours) exchange this DA for mileage (R62(a)(iii)
10. When journey is performed for more than 32 km and the mileage calculated comes to less than the amount of one DA, the DA of the officer can be exchanged for mileage (R55 and G.D (ii) to R 63)
11. The DA admissible for halt an outstation and DA/MA admissible for the journey should be calculated separately, irrespective of whether the halt is preceded of followed by a journey which qualifies for daily/mileage allowance (GD(i) to R 63)
12. If the officer on tour returns to the first outstation on the same day DA can be exchanged for mileage allowances. In such cases, no DA in addition is admissible.
13. When Government vehicle is provided no mileage allowance will be allowed, only incidental expenses subject to a minimum of half DA (Note (5) R 31, (R107 and 110 P II)
14. Fraction of one rupee. i.e., 50 paise of more shall be rounded to one rupee
15. In the case of long journey, an intermediate halt can be allowed after completing 200 km of distance. If such journey is late in the night such intermediate halt can be availed before completing 200 km. No DA is allowed for such halt. (GD 1 to R 31)
16. Half DA is allowed for intermediate halt after completing 200 km in departmental vehicle. (GD 3 to R 31)
17. If journey is performed partly by Air or rail and partly by road, he mileage for road portion of not more than 32 km of distance, shall not be in excess of one DA.
18. Journey for a distance within 50 kms shall be commenced on the date of official duty and the return journey shall also be on the day of which the duty is over (note 2 to R 14)
19. Time limit for claiming TA is 2 years (25 A)
20. Arrear claims shall not be allowed on revision of scale of pay, retrospective promotion, confirmation etc. But it will be admissible on belated increment in the usual course or on pay slip.
21. Officers who are eligible for I class accommodation will be entitled to travel in second AC Coaches. Grade II (b) Officers will be entitled to third AC only, and if there is no such facility, second AC will be allowed. G O (P) 1225/2000/Fin dated 17.10.2000.
22. Grade I Officers traveling to metropolitan cities and other large cities will be allowed to hire taxi cars for the day. (G O (P) 707/95/Fin dated 25.10.1995)
23. Reservation charges paid for railway journeys in respect of the appropriate classes of accommodation will be reimbursed forming part of the fare in cases where reservation is actually required in exigencies of public service. (GD 2 under R 20)
24. Auto rickshaw/taxi charges at the rate admissible will be reimbursed for the journey from residence or office to Airport/Railway Station/Bus Station and back, subject to a maximum distance of 8 km each way. Only Grade I Officers are eligible for taxi charge. (Note 3 to R 14)
V. Tour TA-DATA
a. For the calculation of Travelling Allowance, offices are classified into four as followes, as per G O (P) No. 145/2006/Fin dated 25.3.2006.
Grade 1 - Officers with actual pay of Rs. 14,900 and above, and Heads of Departments, All India Service Officers, Private Secretaries to Minister and Speaker, irrespective of the amount of pay drawn by them
Grade II (a) Officers with actual pay of Rs. 12400 and above, but below Rs. 14900
Grade II (b) Officers with actual pay of Rs. 8000 and above, but below Rs. 12400 (NGOs except Last Grade, whey they accompany the Governor, Advisors or ministers on tour will be treated as Grade II (b) irrespective of their pay)
Grade III Officers with actual pay of Rs. 5000 and above, but below Rs. 8000
Grade IV Officers with actual pay below Rs. 5000. (pay includes basic pay, dearness pay, Personal pay and special pay in lieu of higher scale of pay).
b. Halt how to reckon for Daily Allowance
1. Upto 6 hours - No DA
2. Above six hours upto 12 hours - Half DA
3. Above 12 hours upto 24 hours - Full DA
4. Halt exceeding 24 hours - apply principals 1 to 3 above
5. Halt constructively in camp on holidays - DA admissible
6. Halt in camp on holidays;but no work - No DA
7. When free boarding & lodging are allowed ¼ DA
8. When free lodging alone is allowed - 2/3 DA
9. When free boarding alone is allowed - ½ DA
c. For hilly tract
Class I hilly tract - 25% of TA and DA in addition
Class II hilly tract - 121/2 of TA and DA in addition
Note:- maximum period of halt for DA is 3 months. i.e., DA at full rate for the first 10 days, at ¾ rate for the next 20 days and at ½ rate for the remaining 60 days.
d. Rate for Daily Allowance (w.e.f. 25.3.2006)
Grade of Officers Inside State Outside State
Grade I Rs. 150 Rs. 220
Grade II (a) Rs. 120 Rs. 170
Grade II (b) Rs. 120 Rs. 140
Grade III Rs. 100 Rs. 110
Grade IV Rs. 100 Rs. 110
(Rules for DA 37 to 40, 56 & 57 P II KSRs)
e. Rail mileage (w.e.f. 25.3.2006)
Grade I : II AC+incidental expenses @ 25 paise per km subject to a minimum of ½ DA
Grade II (a) : I class (if train doesn’t have I class, II AC)+incidental expenses @ 20 paise per km subject to a minimum of ½ DA
Grade II (b) : III AC (if train doesn’t have III AC, I class)+incidental expenses @ 18 paise per km subject to a minimum of ½ DA
Grade III : II class fare+incidental expenses @ 15 paise per km subject to a minimum of ½ DA.
Grade IV : II class fare +incidental expenses @ 15 paise per km subject to a minimum of ½ DA.
f. Road mileage (w.e.f. 25.3.2006)
From 25.3.2006, road mileage is fixed @ 80 paise per km for all categories of employee + incidental as under item (e) above.
g. For air journey (w.e.f. 25.3.2006)
Heads of Departments, Private Secretary to Ministers and All India Service Officers irrespective of their pay scale and officers in the pay scale of Rs. 16650-23200 and above will be eligible for air journey. Incidentals for air journey will stand discontinued with effect from 25.3.2006.
VI. Transfer TA Rules (R.65 to 67 P II)
A. General
1. A transfer should involve a change of station. (the distance between the two places should be 8 km or more)
1. The transfer should be in the interest of public service. (No TA, for transfer ‘on request’. But if the transfer ‘on request’ is after completion of one full year, excluding period of leave, at a station, T.A. is allowed) G O (P) 480/89/Fin dated 1.11.1989.
2. The Distance for the calculation of transfer TA should be the distance from old residence to the new residence (R15 part II) It may be noted that a Government Servant should reside within 15 km of radius from his Head Quarters.
3. When a Government Servant holding substantive post, is appointed to another post as per the advice of PSC, TA is admissible as on transfer (note 1 to R 65).
4. For temporary transfer (for a period not more than two months), no transfer T.A. is admissible. T.A. and D.A. as on tour is admissible. But, when the period is further prolonged, transfer TA shall be granted. But, no refund is necessary if the amount of tour TA already received is larger. (Note 2 to R 65)


NATIONAL SERVICE SCHEME


The National Service Scheme (NSS) is a noble experiment in academic expansion. The overall aim of NSS is to give an extension dimension to the higher education system and orient the student youth to community service.

The main objective of the NSS are to understand the community in which they work, to identify the needs and problems of the community, to acquire leadership quality and democratic attitude, to promote national integration and social harmony and so on.

The NSS activities are divided into two groups – Regular Activity and Special Camping Programmes. Under Regular Activities, NSS volunteers undertake 120 hours various activities in adopted villages and slums 10 days Camping Programme are organized on various development issues of National importance.

At present there are 240 NSS units in the VHSE schools. The Directorate of VHSE won the State Award during 2003-2004.

The NSS wing has since initiated several innovative programmes like Echo School Programme, ‘Nammude Maram Pathathi’ Student Police Cadet Scheme, NSS Sureksha Bhavan, NSS Resource Group etc.