KVS Transfer Guidelines for Teachers Upto PGTs and Other – Notification

KVS Transfer Guidelines for Teachers Upto PGTs and Other – Notification

KENDRIYA VIDYALAYA SANGATHAN

TRANSFER GUIDELINES FOR TEACHERS UPTO PGTs & OTHERS
UPTO ASSISTANT SECTION OFFICER 2018

1.OBJECTIVE
Kendriya Vidyalaya Sangathan shall strive to maintain equitable distribution of its employees across all locations to ensure efficient functioning of the organization and optimize job satisfaction amongst employees. All employees are liable to be transferred anywhere in India at any point of time and transfer to a desired location can’t be claimed as a matter of right. While effecting transfers the organizational interest shall be given uppermost consideration and that the problems and constraints of employee shall remain subservient.

11. METHOD FOR REQUEST TRANSFER.
Request transfer for a post will be considered at a station on the basis of decreasing order of “Transfer Count” computed on the basis of clause 10 of competing employees. In case of a tie .in the transfer count of two or more employees competing for a location/station, the female employee shall be preferred first. In case of tie in two or more employees of the same gender an employee with an earlier date of joining in present post in present station shall be accommodated and in case, if the date of joining in present post in present station also coincides then the older employee shall be first accommodated. Transfer counts of all request transfer applications shall be displayed on KVS website.
Fresh applications shall be invited for Mutual and transfer against No-Taker Vacancies as per the prescribed schedule.

a) Provided, a cut off mark C1 on transfer count may be prescribed on year to year basis in such a way that an employee whose transfer count is equal to C1 or more may be transferred in one of the desired station(s) even by way of displacement of an employee as per clause 5(c). In the event, if, there is no clear vacancy at the desired station(s), in such cases, an employee having the highest displacement count subject to not being below D1 & D2 shall be liable to be displaced from within the choice station(s) in order of preference indicated by the needy employee. If no employee holding the same post and having a displacement count D1 & D2, as the case may be found in all the choice station(s) going in order of preference indicated by an employee the request of such a needy employee may not be acceded to. Displacement transfer of an employee shall be effected in accordance with the provisions of para 7(a) of the Transfer Guidelines.

b) Provided, a lower cut off mark C2 on Transfer Count may be prescribed on year to year basis below which the request shall not be accommodated in a particular year. Request for transfer of an employee whose transfer count is less than C1 but greater or equal to C2 shall be considered subject to existence of a vacancy in the desired locations/ stations preferably in KVs having more vacancies thereafter in KVs having less vacancies.

c) Provided, more factors can be added/ deleted, points allocated for different factors can be altered to remediate any imbalance resulting in transfers, on year to year basis. Changes shall be notified well in advance before inviting applications.

d) Provided further, the request of an employee with a lower transfer count can be accommodated in preference to employee(s) with higher transfer count if the services of such an employee are essential for efficient functioning of the organization or in view of such other circumstances faced by the employee which justifies such out . of turn consideration.

e) Provided that employees with differently abled dependent children should be given posting in ‘A ‘ & ‘B ‘class cities in case they are not able to get transfer to their choice stations indicated. Further in such cases, percentage of disability should be as per DOPT norms.
DOPT OM No.42011 / 3/2014-Estt.(Res) dated 05.01.2016 has clarified that the word ‘”disabled” includes (i) blindness or low vision (ii) hearing impairment (iii) locomotor disability or cerebral palsy (iv) leprosy cured
(v) mental retardation (vi) mental illness (vii) multiple disabilities. (viii) autism (ix) Thalassemia and (x) Haemophilia.

f) MUTUAL TRANSFER
An employee shall be eligible for seeking a Mutual Transfer at his/ her desired place, if, she/he full-fills the following conditions:-
(i) If, he/she has completed at least 01 year stay in the same post at the same station on initial posting. The employees, who are appointed on the basis of selection panels prepared after 31.03.2017, within the choice Zones shall be eligible for applying Mutual transfer on completion of 03 years stay at the station of initial appointment except spouse cases mentioned in para 9 (ii).
(ii) Benefit of the Mutual Transfer shall only be allowed twice in the entire Service Period with the condition that the same pair of employees cannot seek the second time Mutual Transfer with each other. Employees recruited on Zonal basis shall be eligible for seeking Mutual transfer only within the same Zone.
(iii) The entry for availing the opportunity of a Mutual transfer shall be made in the service records of the employee. Mutual Transfer seeker employees shall apply separately through proper channel after the completion of the normal process of transfer every year. Process of Mutual Transfer will remain open throughout the year.
(iv) Mutual Transfers will be treated as Request Transfer as per Para
(g) TRANSFER AGAINST NO TAKER VACANCY .
i. KVS will consider the request of employees (except those who have been posted on a tenure posting & have not completed the prescribed tenure) for the transfer against a NO TAKER vacancy after the completion of the normal transfer process. No taker vacancy means a post which remains vacant after the completion of annual transfer calendar. Transfer seeker employees will apply separately through proper channel after the completion of the normal process of transfer every year & No Taker vacancy transfer will be considered at the end of transfer calendar.
ii. An employee can apply either for a Mutual transfer or a transfer against a NO TAKER vacancy, not for the both. An employee recruited on Zonal basis shall be eligible for seeking transfer against No-Taker Vacancy only within the same Zone.
iii. If a KVS employee wants to join his/ her spouse through the “No Taker Vacancy” provision, such an employee will be given top priority. In case Husband and Wife both get transferred in the same year, first one of them gets transferred under the other provisions of the transfer guidelines to a Hard/ Very Hard/ NER station and later on , the other one joins his/ her already transferred spouse through “No Taker Vacancy” provision, the period from 01th July till the date of issue of the transfer order +25 days (25 days includes period of availed joining time and other leaves, if any, taken together) will be counted for the completion of tenure of the spouse getting transferred under “No Taker Vacancy” at a later stage. This way the tenure of both the spouses at a Hard/ Very Hard/ NER stations would be synchronized.
iv. In case of more than one claimant employee for the same post in a Kendriya Vidyalaya (except employees covered under (iii) above, preference shall be given to the employee who will be the Senior Most in terms of service in KVS.
v. Transfers under No Taker Vacancy will be treated as Request Transfer as per Para 9.
h) Yoga Teachers can apply for their request transfer to any KV. Transfer of a Yoga Teacher shall be treated as transfer with his/her post.

12. AUTHORITIES COMPETENT TO EFFECT TRANSFER.
Article 15(a) (3) of Education Code for Kendriya Vidyalayas empowers Commissioner, KVS to transfer, post and assign any duties to all officers and staff at the headquarters and Regional Offices as well as Vidyalayas, Therefore, Commissioner shall be competent to exercise all powers under these guidelines to effect transfer and/or grant exemption under various clauses and provisos; and/or do any other exercise prescribed under various clauses and provisos. Commissioner may delegate power to such authorities with such further limitations for such period as deemed appropriate in view of prevailing circumstances either by a general or specific order to such authorities. Power so delegated is liable to be withdrawn by the Commissioner whose discretion in this regard shall be final.

13. POWER OF RELAXATION OF GUIDELINES.
Notwithstanding anything contained in the guidelines, the Commissioner with the approval from the Chairman, KVS, shall be thes61e competent authority to transfer any employee to any place in relaxation of any or all of the above provisions.

14. INTERPRETATION OF GUIDELINES.
Commissioner, KVS shall be the sole competent authority to interpret above provisions and pass such other order(s) as deemed appropriate and essential to facilitate the implementation of the guidelines for the purpose of effective control and administration of the KVS as a whole.

15. SAFEGUARD AGAINST EXTRANEOUS INFLUENCE.
Employees shall not bring in any outside influence. If such an influence from whichever source espousing the cause of an employee is received it shall be presumed that the same has been brought in by the employee. The request of such an employee shall not be considered. Action may also be initlated against such an employee under relevant service rules. Outside influence shall include representations from even spouse and family members/ relatives of KVS employees. Any representation /request regarding transfer not signed by the employee himself/ herself shall not be considered and shall be ,summarily rejected.

16. CALENDAR OF ACTIVITIES OF ANNUAL TRANSFER
A detailed calendar of activities of annual transfer will be prepared by KVS to effect annual transfers pursuant to these guidelines. As far as possible, the following time frame/deadlines will be followed to complete the process:-
a) Issuance of transfer orders by 31st May by KVS.
b) Modifications/Cancellations on administrative ground/ to remove anomalies in transfer orders already issued by 30th June by KVS.
c) Transfer against No-Taker Vacancy by 31st July.
d) Transfer requests in exceptional circumstances against clear vacancies or in place of an employee who is willing to be transferred out against another vacancy will be done with the approval of the Commissioner KVS after 31st July in the following cases:-
1) Death of Family Person.
2) MDG of employee self & family member as per annexure-1 of transfer guidelines.
3) Spouse cases.
Note : In case of tie within above categories, preference would be given in above order i.e. DFP, MDG, Spouse. In case of tie within Spouse category order of preference . would be as follows:
(i) Spouse of KVS employee, (ii) Spouse of Govt. of India employee, (iii) Spouse of State Govt. employees, (iv) Any other Spouse case.
e) No Transfers would be ordered during annual examinations, i.e. during February and March.

ANNEXURE-I

TYPE OF DISEASES PRESCRIBED AS VALID FOR TRANSFER ON MEDICAL GROUNDS
Note: – Refer Para No. 2 (8) of KVS Transfer Guidelines. “MDG” means an employee seeking transfer on the basis of one or more of the medical conditions listed in Annexure-!, affecting himself/herself, spouse or dependentson/daughter.

TYPE OF DISEASE
1. CANCER.
2. PARALYTIC STROKE.
3. RENAL FAILURE.
4. CORONARY ARTERY DISEASE AS EXPLAINED BELOW.
5. THALASSAEMIA.
6. PARKINSONS’ DISEASE.
7. MOTOR-NEURON DISEASE.
8. ANY OTHER DISEASE WITH MORE THAN 50% MENTAL DISABILITY.
9. AIDS
The brief description of illness which will be considered as medical grounds for the purpose of transfer, in terms of transfer guidelines is as under, Medical terms referred herein will bear meaning as given in the Butterworth’s Medical Dictionary.

(i) Cancer
It is the presence of uncontrolled growth and spread of malignant cells. The definition of cancer includes leukemia, lymphomas and Hodgkins’ disease.

Exclusions:
This excludes non-invasive carcinoma(s) in-Situ, localized non-invasive tumour(s) revealing early malignant changes and tumour(s) in presence of HIV infection or AIDS; any skin cancer excepting malignant melanoma(s) are also to be excluded.

(ii) Paralytic Stroke
(Cerebro-vascular accidents) Death of a portion of the brain due to vascular causes such as (s) Hemorrhage (cerebral), (b) Thrombosis (cerebral), (c) Embolism (cerebral) causing total permanent disability of two or more limbs persisting for 3 months after the illness.
Exclusions:
i) Transient/lschamic attacks.
ii) Stroke-like syndromes resulting from
(a) Head Injury .
(b) Intracranial space occupying lesions like abscess, traumatic hemorrhage & tumour.

(c) Tuberclosis meningitis, Pyogenic meningitis and meningococal meningitis
(iii) Renal failure
It is the final renal failure stage due to chronic irreversible failure of both the kidneys. It must be well documented. The teacher must produce evidence of undergoing regular haemodiolysis and other relevant laboratory investigations arid doctor certification.

(iv) Coronary artery Disease
1. Cases involving surgery on the advice of a consultant cardiologist to correct narrowing or blockage of one or more coronary arteries or valve replacements/reconstructions shall be considered MDG cases up to three years from the date of actual open heart surgery and the eligible employees shall be entitled for the points during this period.

2. Cases involving non surgical techniques e g. Angioplasty through the arterial system. Such cases will be considered MDG Cases for a period of one year. from the date of procedure and the eligible employees shall be entitled for points during this period

(v) THALASSAEMIA
It is an inherited disorder and it is diagnosed on clinical and various laboratory parameters. Patient with Thalassaemia, who is anemic and is dependant upon regular blood transfusion for maintaining the hemoglobin level. In addition he is on chelating agent and other supportive care.
Inclusions:
i) Thalassaemia major:- History of blood transfusion/ replacement at less than three months interval. It must be well supported by all medical documents. The history should include the periodicity/duration of blood transfusion/ replacement required by the patient/Chelation therapy.
Exclusion:
(a) Patient may have Thalassaemia minor. His anemia may become severe because of concurrent infection or stress. Anemia may become severe because of nutritional deficiency or other associated factor.
(b) Blood transfusion is not required and these patients do not require Chelation therapy.
(vi) PARKINSONS DISEASE
Slowly progressive degenerative disease of nervous system causing tremor, rigidity, slowness and disturbance of balance. Must be confirmed by a neurologist.

Inclusion:
Involuntary tremulous motion with lessened muscular power, in parts not in action and even when supported; with a propensity to bend the trunk forward and to pass from a waling to a running pace, the senses and intellects being uninjured.

Exclusion:
(i) Patients who are stable with the support of medicine.
(ii) Detection of Parkinsons’ disease within the duration of 5 years.

Requirement :
Date of detection of the disease, hospitalization extent of involvement, duration of treatment along with discharge summary should be furnished . Mention should be made about the progressiveness of the disease, and summary of inception of the patient must be confirmed by Neurologist.

(vii) MOTOR-NEURON DISEASE:
Slowly progressive degeneration of motor neuron cells of brain and spinal cord causing weakness, wasting and twitching in limbs and difficulty in peaking and swallowing.
Must be confirmed by neurologist.

Inclusions: Irreversible/ progressive motor neuron disease with presence of weakness wasting and fasciculation of limbs with/ without brisk tendon jerks and extension painter response

Exclusion: Weakness of muscle due to other causes like infections, neuropathy traumation, idiopathic, motor-neuron disease involving less than 02 limbs and the muscle power is more than 3 grades.
Requirement: It should be duly supported by MRI, EMG and nerve conduction test.

(viii) AIDS:
Inclusions: A person who is diagnosed with HIV+ and going under treatment.

(ix) “Any other disease with more than 50% mental disability duly examined by and recommended by the respective Regional Medical Board with latest records/reports (within three months).