Revised Specimen

(Name of the Institute should be stated here)

SCHEME OF RECRUITMENT FOR THE POSTS IN THE EMPLOYEE

CATEGORY OF JUNIOR MANAGER

File No: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . .

MSD File No: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

1. Employee Category:
Junior Manager

2. (a) Broad definition of the nature of functions assigned to the

employees of the category:

Administrative, Personnel Management, Financial Management

Activities, and other similar activities post specifically delegated in a
manner supplementary to and facilitating the discharging of duties by
the Managers and Senior Managers of the Organization, subject to the
supervision/ directions by the Managers / Senior Managers.

(b) Posts falling within this service category :

To be listed here.
(c) Job Description

To be stated here. (Attach a schedule if necessary)

3. Nature of Appointment:

Permanent with entitlement to Employees Provident Fund and Employees`

Trust Fund.

4. Salary Scale, Efficiency Bar and Employment Structure

4.1 Salary Code and the Monthly Salary Scale of the employee
category *
w.e.f. 01.01.2016
JM 1-1 - 2016: Rs. [42,600 - 10 x 755 - 18 x 1,135 70,580]
JM 1-2 - 2016: Rs. [43,355 - 10 x 755 - 18 x 1,135 71,335]
4.2 Structure of grades and the initial salary step applicable to each
grade:

Relevant Initial Salary

Grade JM 1-1 JM 1-2
Step
st
II 1 Step Rs.42,600 Rs.43,355
I 12th Step Rs.51,285 Rs.52,040

* Only the respective salary code and the salary scale approved by the
DG MSD to be stated.
1
 However, till 01.01.2020 remunerations for all the recruitments and
promotions should be in line with the schedule II of the MSD Circular No.
02/2016.

In every letter of appointment salary code, salary scale and the

structure of grades should be mentioned. When promoting from one
grade to another within each category it is not necessary to issue a
fresh letter of appointment and issuing, a letter of promotion is
sufficient.

4.3 Cadre : (To be listed here by designations/posts)

For the purpose of promotion from grade to grade within the

employee category, all grades will be considered to be within a
combined cadre. The cadre here means the approved total cadre for all
grades under the employee category.

4.4 Efficiency Bar:

The Efficiency Bar Examination is a Written Examination.

All employees in this category,

4.4.1 Should pass the 1st Efficiency Bar Test within 03 years from
the date of appointment to the Grade II

4.4.2 should pass the 2nd Efficiency Bar Test within 05 years from
the date of promotion to the Grade I

4.4.3 Relevant syllabus is given in the paragraph 8. If an officer fails

to get through the efficiency bar test during the prescribed
period, he/ she shall be dealt with in terms of provisions of the
Establishment Code and the Manual of Procedure of the
Institute.

4.4.4 Efficiency Bar Examinations will be held once a year or as and

when necessary.
4.5 In addition to the above efficiency bar requirements, all employees
should acquire proficiencies and competencies which will be
prescribed by the Government from time to time.
5. Recruitment to Junior Manager Category:
Qualifications:

External Candidates :- (1 or 2 or 3 or 4 or 5 below)

1. A Degree in a relevant field for the post (the relevant Subject area
should be mentioned) which is recognized by the U.G.C.
2. Having passed the Intermediate Examination of a recognized
professional Chartered Institute, of which the subject area is relevant
to the post

2
 3. (For a post related to Technical Field)
Having obtained a certificate of proficiency not below than the
National Vocational Qualification Level 7, issued by a Technical/
Vocational training institute accepted by the Tertiary and Vocational
Education Commission

4. Having obtained a certificate of proficiency not below than the

National Vocational Qualification Level 6, issued by a technical
/vocational training institute accepted by the Tertiary and Vocational
Education Commission

AND

At least five (05) years post qualifying experience in a relevant field

in a Corporation, Board or a Reputed Statutory Institution

5. Having obtained a certificate of proficiency not below than the

National Vocational Qualification Level 5, issued by a technical/
vocational training institute accepted by the Tertiary and Vocational
Education Commission.

AND

At least ten (10) years post qualifying experience in a relevant field in

a corporation, Board or a Reputed Statutory Institution.
Internal Candidates (1 or 2 or 3 below)

1. Having obtained the qualifications required by the external candidates

above.

2. Completion of minimum five (05) years satisfactory service in a post

of the Management Assistant-Non Technological (MA1) Grade II, in
the subject area relevant to the post.

3. (For a post related to Technical Field)

Completion of minimum five (05) years satisfactory service in a post
of the Management Assistant -Technological (MA2) Grade II, in the
subject area relevant to the post.

5.2 Age:

Age should be not less than 22 years and not more than 45 years. The
upper age limit will not apply to internal candidates.

3
5.3 Other:
Every applicant,
i. Should be a citizen of Sri Lanka.
ii. Should be physically and mentally fit to discharge the duties of the
post well and to serve in any part of the Island.
iii. Should be of excellent moral character.

5.4 Recruitment Procedure:

Recruitment will be done after calling applications through a public

advertisement or a newspaper advertisement and on the results of a
written competitive examination and/ or a structured interview
conducted by a panel appointed by the appointing authority as
determined by the Board of Directors.

i. All recruitments to this category and the promotions within the

category should be strictly in compliance with the provision of this
Scheme of Recruitment.

ii. The Manual of Procedures (M.O.P.) of the institution shall be

applicable to terms of employment after recruitment and all
matters pertaining to that.

iii. The provision in this Scheme of Recruitment shall supersede the

provision in the M.O.P. in respect of all matters provided in this
Scheme of Recruitment.
5.4.1 Written Competitive Examination: (Example)

Subjects for the examination are given below:

Language Proficiency
Aptitude Test
Subject knowledge relevant to the post

Language Proficiency:

This paper will consist of questions to test the candidates

ability of expression, comprehension, spelling and knowledge
in the application of rules of grammar.
Aptitude Test:

This paper will be designed to test the aptitude and ability of

the candidate to perform his/ her official duties.

Subject knowledge relevant to the post:

This test is to assess the subject knowledge of the candidate

relevant to the post.
Candidates should secure at least 40% of the marks allocated
for each subject and an aggregate of at least of 50% of the total
marks to pass the recruitment examination.
4
 5.4.2 Interview: (Example)
Marks allocated for the interview are as follows:

Relevant additional experience - 30 Marks

Relevant additional qualifications - 30 Marks
Other achievements - 15 Marks
Performance at the interview - 25 Marks
--------------
100 Marks
========

If selected through a written competitive examination and a
structured interview final selection will be in the order of merit
based on the aggregate of 60% of the marks obtained at the
written examination and 40% of the marks obtained at the
interview.

If selected through a structured interview - appointments will
be made purely in the order of merit at the interview.

5.5 All recruitments to this category will be only to Grade II. Number of
recruitments to be decided as per the number of vacancies within the
category.

5.6 Qualifying date:

The applicant will be treated as qualified for application for a post

only if he/ she has completed the necessary qualifications specified
under 5.1, 5.2 and 5.3 before the closing date of applications.

5.7 Confirmation

An external candidate who is appointed to the Grade II of this

category will be on probation for a period of three years from the date
of assumption of duties. If his/ her performance and conduct is
satisfactory during the period of probation, and on completion of the
1st Efficiency Bar Examination he/she will be confirmed in the post at
the end of the period of probation. The persons recruited internally
who have already been confirmed in a post will be subjected to an
acting period of one year.

5.8 Salary at Recruitment:

Persons recruited externally will be placed at the initial step of the

salary scale. The salary of persons recruited internally will be
determined in terms of the provision in Chapter VII of the
Establishment Code.

5
6. Promotions:
The promotional procedure, based on performance, shall be as follows:
6.1 Promotion from Grade II to grade I of the category:
6.1.1. Average Performer
(a) Pre-requisites
Should have been confirmed in the post
Should have completed a minimum of 10 years of
service in Grade II and earned ten (10) salary
increments

Showing an average or above average performance

according to the approved scheme of performance
appraisal during a period of 10 years preceding the
promotion

Should have completed 05 years of satisfactory

service preceding the promotion
Should have achieved the necessary level of
proficiency in second language.

Successful completion of due Efficiency Bars.

(b) Mode of Promotion:

Through the application forms introduced by the

employer, a request should be made by the qualified
employees. Appointing authority, after verification of
qualifications will take action to promote the qualified
employees to Gr. I with effect from the qualifying date.

7. Absorption of Incumbent Employees:

Applicable only to employees who are in service by the date on which this
Scheme of Recruitment comes into effect.

7.1 All employees who are in the cadre of .. (1) in the employee
category of Junior Manager on the date on which this Scheme of
Recruitment comes into effect and placed in the salary scale coded
.... (3) under MSD Circular No. 30 will be absorbed in to the
respective grade of the employee category of Junior Manager in the
manner set out below based on the grade in which the employees have
been placed on the date on which this Scheme of Recruitment comes
into effect in the salary scale coded (4), in terms of the
provisions in Clause 4 of Chapter VII of the Government
Establishment Code.

6
7.2 *The holders of the following posts in the cadre of .. (1) in the
employee category of .... (2) to which the salary scale coded
.... (3) was applicable under the M.S.D. Circular No. 30, will
be absorbed in to the employee category of Junior Manager and the
salary scale coded ....................(4), in terms of the provisions in clause
4 of Chapter VII of the Government Establishment Code with effect
from the date on which this Scheme of Recruitment comes into effect.

(Names of the posts should be stated here)
7.3 However, the date of increment applicable to the respective employee
will remain as it was before the absorption. Similarly, on the grounds
that the salary step the respective employee is drawing currently is
similar to the new salary step, he/ she should not be placed on the next
higher salary step in terms of Clause 4.4 of Chapter VII of the
Government Establishment Code.

7.4 The period of service will have to be counted with effect from the date
of appointment to the respective grade.

Legend
1. Name of the Organization
2. Employee Category under M.S.D. 30 as at 01.01.2006
3. Salary scale Code under M.S.D. 30 as at 01.01.2006
4. Salary scale Code under restructuring

* To be included only when posts have been transferred from a

different employee category/ salary code in re-structuring of the cadre

(i) JM 1.1 / JM 1.2 Grade II #

a. Employees who have not completed a minimum of 10 years of

service in a grade or a post, to which the salary steps applicable to
Grade II of the JM 1.1/ JM 1.2 salary scale under MSD Circular
No.30 have been assigned,
b. Employees who have completed a minimum of 10 years of service
in a grade/ post stated above, but not satisfied the conditions to be
absorbed into Grade I,
will be absorbed into JM 1.1/ JM 1.2 Grade II #

(ii) JM 1.1/ JM 1.2 Grade I #

a. Employees who have completed a minimum of 10 years of service

in JM 1.1 / JM 1.2 Grade II and have satisfied the necessary
requirements in terms of the Scheme of Recruitment effective
before the date on which the new Scheme of Recruitment came
into effect
And

b. The employees holding a post to which the salary steps applicable

to Gr. I in the JM 1.1/ JM 1.2 salary code are assigned by the MSD
Circular No. 30.
7
 will be absorbed into JM 1.1 / JM 1.2 Grade I. #

(# Only the respective salary code and the salary scale approved by
the DG MSD to be stated.)

8. Syllabus for the Efficiency Bar Examination : (Example)

8.1 The Efficiency Bar Examination is a written test comprising the

following subjects.

8.1.1 First Efficiency Bar Examination (to be completed within

03 years from the date of appointment to Grade II)
Subjects
Office Systems
Accounting Systems

Subject knowledge

Office Systems:

This is to test whether the candidate has acquired an

appropriate degree of knowledge of the Office Systems
practiced in a Government Office and the candidates ability to
apply such knowledge, under real conditions meaningfully and
fruitfully.

Accounting Systems:

This paper will be designed to gauge the knowledge and

understanding of the candidate on the basic books of accounts
and financial management maintained in a public office and
the ability of the employee to apply the knowledge
purposefully.

Subject knowledge relevant to the post:

This test is to assess the subject knowledge of the candidate

relevant to the post.

Candidates should secure a minimum of 40% marks from this

examination to pass the 1st Efficiency bar.

Candidates should pass this efficiency bar to be confirmed in

the post.

8
 8.1.2 Second Efficiency Bar Examination (to be completed
within 05 years from the date of promotion to Grade I)

Subjects

Establishment Procedure
Public Financial Management

Subject knowledge relevant to the post

Establishment Procedure:

This paper will be designed to test the knowledge of the

employee concerned in office procedure covering subjects
such as principles of office procedure, importance of office
procedures, written communication, filing methods and design
of forms, as well as to evaluate the proficiency acquired by the
employee through his/ her experience in office activities and to
test the knowledge of the employee concerned about the
contents of the Establishment Code and the contents of the
Institutional Manual of Procedures.

Public Financial Management

This paper will be designed to evaluate the knowledge and

understanding of the employee concerned in matters such as
financial control as practiced in Government Offices, custody
of money, income and payments, budgetary estimates and
supplies, works and services and the basic knowledge in Board
of Survey and Storekeeping.

Subject knowledge relevant to the post:

This will test the knowledge of the employee concerned about

the procedural and legal amendments made in the relevant
field during the period of service he/ she has been serving in
relation to the subjects covered in the first efficiency bar
examination and to evaluate the proficiency acquired by the
candidate through his/ her experience in office activities.

Candidates should secure a minimum of 40% marks from this

examination to pass the 2nd Efficiency bar.
8. Appointing authority will be the Board of Directors of the Institute.

9. Definition:

9.1 For all purposes arising out of this Scheme of Recruitment

"Satisfactory Period of Service" means, a period of service during
which all the due salary increments during the period immediately
preceding the date of application for promotion, have been earned and
not subjected to any punishment (other than a warning or a severe
9
 warning) for any offence committed by the officer during the period.

9.2 "Due Date" means the date on which this Scheme of Recruitment
comes in to effect.

Recommended the above Scheme of Recruitment

Signature of the Chief Execute Officer

Date: . . . . . . . . . . . . . . . . . . (Official Seal)

Recommended and forwarded for the approval

Signature of the Secretary of the Ministry

Date: . . . . . . . . . . . . . . . . . . (Official Seal)

Above Scheme of Recruitment is approved

Director General,
Department of Management Services
Date: . . . . . . . . . . . . . . . . . . .

10