Adadada Dentistry Essay Example

Adadada Dentistry Essay Speciality wise vacancy of Specialist Medical Officer (Deputy Commandant) S/No Field of Speciality BSF CRPF SSB ITBP Assam Total Rifles 1 Medicine 07 19 03 03 01 33 2 Surgery 10 19 03 01 01 34 3 Gynae Obs 07 14 03 01 01 26 4 Anesthetist 09 17 03 01 -30 5 Radiologist 10 21 03 03 01 38 6 Pathologist 10 12 03 03 01 29 7 03 11 02 16 Opthomology (EYE) 8 Orthopedics 01 01 02 9 Psychiatry 01 00 01 10 Pediatrics -00 00 Total 58 114 20 12 05 209 Contd.. 3.. :3: Category-wise vacancy of Medical Officer (Assistant Commandant) Srl No Name of Force Current Gen Back Log Current SC Back Log Current ST Back Log. Current OBC Back Log Current Total Back Log Grand Total 1 2 3 4 5 BSF CRPF SSB ITBP Assam Rifles 46 56 25 43 11 181 - 09 03 15 02 -03 -15 03 04 -46 02 06 - 45 28 21 55 11 160 -02 02 103 99 49 116 26 393 -04 04 103 103 49 116 26 397 Total Category-wise vacancy of Dental Surgeon (Assistant Commandant) Srl Name of CAPF UR/ SC ST OBC Total No Gen 1 BSF 01 01 2 CRPF 01 (Back Log) -01 Total 01 -01 -02 Note :- Vacancies are subject to change(may increase or decrease). 5. PAY SCALE Specialist Medical Officers (Deputy Commandant) Rs. 15,600 – 39,100/- plus Grade pay Rs. 6,600/- per month plus other benefits like NPA,DA,HRA,TPT Allowance etc as per Central Govt. rules. No Post Graduate allowance will be admissible as the basic essential qualification for the post is Post Graduate degree/diploma in a particular field of specialization. Medical Officers (Assistant Commandant) Rs. 15,600 – 39,100/- plus Grade pay Rs. 5,400/- per month plus other benefits like NPA,DA,HRA,TPT Allowance etc as per Central Govt. rules. Dental Surgeon (Assistant Commandant) Rs. 15,600 – 39,100/- plus Grade pay Rs. 5,400/- per month plus other benefits like NPA,DA,HRA,TPT Allowance etc as per Central Govt. rules. We will write a custom essay sample on Adadada Dentistry specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Adadada Dentistry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Adadada Dentistry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Contd.. 4.. :4: 6. OPTION FROM CANDIDATES A candidate may opt for the post of Medical Officer/ Specialist Medical Officer in any one or more CAPFs mentioned above. For this purpose he/she will be required to indicate clearly the name of CAPFs for which he/she wishes to be considered in the order of preference. While making appointment, due consideration will be given to the preferences exercised by the candidate and having regard to her/his rank in the order of merit. 7. AGE LIMIT (i) (ii) (iii) The age limit for recruitment of Specialist Medical Officer (Deputy Commandant) will not be exceeding 40 years as on 13. 07. 2013. The age limit for recruitment of Medical Officer (Assistant Commandant) will not be exceeding 30 years as on 13. 07. 2013. The age limit for recruitment of Dental Surgeon (Assistant Commandant) will not be exceeding 35 years as on 13. 07. 2013. Relaxation in age limit shall be as under:5 Years a. SC/ST b. OBC 3 years c. Govt. servant – 5 years. d. Upto a maximum of five years in the case of Medical Graduates who joined Army Medical Corps as Short Service Regular Commissioned Officers and are released after completing the initial period of assignment of five years. The age relaxation upto five years shall also be admissible to the SSCOs whose assignment has been extended beyond five years and in whose case the Ministry of Defence has issued a certificate that they will be released on three months notice on selection from the date of receipt of offer of appointment. The relaxation in age limit shall be admissible upto a maximum of ten years if such Govt. Servants and SSCO belong to the Scheduled Caste or the Scheduled Tribe and upto a maximum of eight years if such Officers belong to the Other Backward Classes (OBCs). Contd†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 5— 8. QUALIFICATIONS/EXPERIENCE For Specialist Medical Officers (Deputy Commandant) (a) A recognized medical qualification of allopathic system of medicines included in the first or second schedule or Part–II of the third schedule (other than licentiate qualification) to the Indian Medical Council Act, 1956. Holders of educational qualifications included in Part–II of the third schedule should also fulfill the conditions stipulated in Sub Section (3) of Section (13) of the Indian Medical Council Act, 1956. Completion of compulsory rotating internship. Should also possess Post Graduate Degree/Diploma from a recognized University/Institution in the concerned specialty mentioned in Section ‘A’ or in Section ‘B’ in Schedule-I or equivalent and one and half years experience in the concerned speciality after obtaining PG Degree or two and half years experience after obtaining PG Diploma. (b) (c) For Medical Officers (Assistant Commandant) (a) A recognized medical qualification of allopathic system of medicines included in the first or second schedule or Part–II of the third schedule (other than licentiate qualification) to the Indian Medical Council Act, 1956. Holders of educational qualifications included in Part–II of the third schedule should also fulfill the conditions stipulated in Sub Section (3) of Section (13) of the Indian Medical Council Act, 1956. Completion of compulsory rotating internship. Candidates who may not have completed the rotating internship shall be eligible to apply and appear for the interview provided that if selected, they shall have satisfactorily completed the compulsory internship before appointment. (b) For Dental Surgeon(Assistant Commandant) (a) A bachelor Degree in Dental Surgery from a recognized University/Institution included in the schedule to the Dentists Act, 1948 (16 of 1948). (b) Should be registered with Dental Council of India. (c) Candidate should have completed compulsory internship. (d) Candidates should have minimum 60% marks in aggregate in BDS exams. Contd.. 6.. (e) (f) 6-Candidates should have cleared all BDS subjects in first attempt. Post Degree work experience will be given preference. 9. PHYSICAL AND MEDICAL STANDARDS The candidates should conform to the following physical standards :9. 1 Sl No. 1 2 Height Gen/SC/OBC Candidates falling in the categories of Gorkhas, Garhwalis, Kumaonis, Dogras, Marathas and candidates belonging to the States of Sikkim, Nagaland, Arunanchal Pradesh, Manipur, Tripura, Mizoram, Meghalaya, Assam, Himachal Pradesh, Kashmir and Leh Ladakh regions of JK. ST 77 Cms 82 Cms Unexpanded Expanded Male 157. 5 Cms 155. 5 CMs Female 142 CMs 140 CMs 3 154. 5 CMs 139 CMs Not applicable Proportion ate to height and age. Con†¦. 7.. Chest 1 Weight 1 Proportionate to height and age 7-9. 2 MEDICAL STANDARDS (a) Eye sight Near Vision Better Eye Worse eye (Corrected vision) Distant Vision Better Eye Worse eye (Corrected vision) 6/6 or 6/9 (b) 6/9 6/12 J. I J. II The candidates must not have knock–knee, flat feet or squint in eyes and they should possess high-grade colour vision. The candidates will be tested for colour vision by Ishiahara’s test. They must be in good mental and bodily health and free from any defect likely to interfere with the efficient performance of the duties. (c) Subject to (a) (b) above, the standards of Medical fitness for the candidates would be the same as prescribed by the Government for the Indian Police Service. (d) Candidate will give an undertaking at the time of joining that at any stage of service career, if they are found to be colour blind they will be boarded out as per the SHAPE Policy, in vogue. Candidates should be in good physical and mental state for duties in high altitude and to serve in border areas with extreme climatic conditions. Every candidate on his/her having been selected will be produced before a duly constituted Medical Examination Board for examination of his/her Medical Fitness. The said Medical Board will issue Medical Examination report of the candidate in the prescribed form. The Government of India reserves the right to reject or accept any candidate after considering report of the Medical Examination Board. 10. SELECTION PROCESS (a) FOR MEDICAL OFFICERS AND SPECIALIST MEDICAL OFFICERS (i) The interview will carry 200 marks shall be held to test the general knowledge and ability of the candidate’s in the field of their academic study and also in the nature of personality test to assess the candidate’s intellectual curiosity , balance of judgement and alertness of mind ability of social cohesion integrity of character, iniative and capability for leader ship. The minimum standard for the purpose of selection at the interview shall be 40% of the total marks prescribed for interview. Contd†¦.. 8.. -8(b) FOR DENTAL SURGEON: (a) A total of 200 marks will be awarded to the candidates on the basis of following:(i) Weight age on the percentage of marks secured by the candidate in basic qualification i. e. BDS (50% of total marks) (i. e. if anyone secure 80% marks in basic qualification (i. e.BDS) he will be awarded 80 marks out of 200 marks) Advance qualification (15% of total marks) (30 marks may be awarded for PG degree in dental surgery, 20 marks may be awarded for PG diploma in dental surgery. Experience in relevant field (15% of total marks) [6 marks will be awarded for each year of experience in the relevant field in Govt. Medical College(s) or as a faculty member in Govt Medical College(s) /Govt. recognized private hospital(s). ] 100 (ii) 30 (iii) 30 (iv) Interview (20% of total marks) 40 ________________________________ Total 200 _______________________________ Note: Candidates around equal to ten times of number of existing vacancies in order of merit to be called for interview. (b) The interview which will carry 40 marks shall be held to test the General Knowledge and ability of the candidates in the field of their academic study and also in the nature of personality test to assess the candidates intellectual curiosity, balance of judgement and alertness of mind ablity for social cohesion integrity of character, initiative and capability for leadership. The minimum standard for the purpose of selection at the interview shall be 40% of the total marks (i. e. 40% of 40=16). (g) (c) contd9 9-11 . MERIT LIST The Medical Officers Selection Board will arrange the order of merit on the basis of aggregate marks awarded to each candidate and in the order of combined merit list. The board will compile merit list separately for SC/ST and OBC candidates. 12. MEDICAL EXAMINATION (a) The  General Category candidates who attain the minimum prescribed standard for selection and all the SC/ST and OBC candidates will be required to undergo Medical Examination by the Board of CAPFs’ Medical Officers constituted by Medical Officers Selection Board on a day following the date of interview. (b) Candidate will either be declared â€Å"Fit†or â€Å"Unfit† in the Medical Standard Test and those who will be declared unfit will be allowed to appear before the â€Å"Review Medical Board† on their appeals by Appellate authority. No fee shall be charged from the candidates for Medical examination. 13. CONDITIONS OF SERVICE Candidates shall be required to serve the Force for a minimum period of 10 years. If any officer after joining the service wants to resign from the service before the expiry of 10 years, he/she is required to refund a sum equal to three months pay and allowances or the cost of training imparted to him/her in the Force, whichever is higher. APPLICATION FEES :All General and OBC candidates are required to submit a crossed IPO/Bank Draft/Bankers Cheque of any Nationalised Bank for Rs. 50/in favour of the Accounts Officer, Directorate General, ITBP,New Delhi-03 Payable at New Delhi alongwith application form. SC/ST/Female Candidates and Ex-service man are exempted from paying fees. LAST DATE OF SUBMISSION OF FORMS. Application as per the specimen given below should reach at the following address on or before 13th July 2013. Last date for Candidates from Andaman, Nicobar Island , Lakshadweep, North Eastern Region, Ladakh Division of JK state, Sikkim, Pangi sub Division of Chamba, Lahaul and Spiti District of Himachal Pradesh, is 20th July 2013. THE DEPUTY INSPECTOR GENERAL (PERS) MEMBER SECRETARY MEDICAL OFFICERS SELECTION BOARD (CAPFs)-2013 DIRECTORATE GENERAL,ITBPOLICE,BLOCK-2, CGO COMPLEX,LODHI ROAD, NEW DELHI-110003 contd10 14. 15. 10-Cover containing applications must be superscribed in bold letters as â€Å"APPLICATION FOR THE POST OF SPECIALIST MEDICAL OFFICERS (DEPUTY COMMANDANT),MEDICAL OFFICERS (ASSISTANT COMMANDANT) /DENTAL SURGEON (ASSISTANT COMMANDANT)† in CAPFs–2013. Note :- (a) Candidates already employed in Government Organizations should apply through their Employers. (b) Selected candidates will have to undergo basic training and such other courses as prescribed in the Force from time to time. 16. CHECK LISTS OF ENCLOSURES :Before sending application, the candidates must ensure following :(i) (ii) (iii) Duly completed Signed Application form. Application fees for Rs. 50/- as per para 14, if applicable. Recent passport size attested from a Gazetted Officer colour photograph pasted on the application form at the space provided. A spare passport size photograph should also be attached with the application form. Photo Copy of Matriculation Certificate in support of Date of Birth. (iv) (v) 17. Photo Copy of certificates in support of MBBS/BDS or equivalent qualification and other specialized qualifications, issued by the recognized Universities. (vi) Photo Copy in support of completion/undergoing Internship. (vii) Photo Copy of Registration from Medical Council of State/UT. In the case of Dental Surgeon he/she should be registered with Dental Council of India. (viii) Photo Copy of NOC issued by the employer in case the candidate is a Govt. employee. (ix) Copy of Caste Certificate (SC/ST/OBC) in prescribed proforma to be attached as per Annexure-III IV (x) Copy of NCC Grade Certificate, if applicable. (xi) Two self addressed stamped envelop for Rs. 5/- each of 11. 527. 5 cm. size. GENERAL (a) Applications, which are not on prescribed format or not accompanied by the required enclosures, incomplete, unsigned or defective shall be summarily rejected. No representation or correspondence regarding such rejection shall be entertained under any circumstances. (b) Candidates are not required to submit any original certificate along with their applications except the self certified photocopies. Contd.. 11.. (h) 11-(c) Candidates should ensure that they fulfill all the eligibility conditions. If on verification at any stage, it is found that they do not fulfill any of the eligibility condition, the selection committee shall reject their candidature. (d) Candidate found eligible will be called for interview followed by a detailed medical examination by a medical board constituted by the selection committee. Candidate will only be considered for appointment if the candidate is declared medically fit by the medical board as per the instructions. (e) On behalf of Govt. of India, selection committee reserves its right to reject or accept the candidature of any applicant at any stage. (f) Candidates appointed to the cadre shall be on probation for a period of two years. (g) All disputes differences, if any, will be subject to jurisdiction of Delhi only. (h) No Candidate appointed to the posts shall be permitted to engage in private practice including consultancy and laboratory practice. (j) No Candidate will be granted extension in service beyond the age of superannuation. k) Disqualifications. No person,-(i) Who, has entered into or contracted a marriage with a person having a spouse living, or (ii) Who, having a spouse living, has entered into or contracted a marriage with any person, shall be eligible for appointment to the said cadre : Provided that the Government may, if satisfied that such marriage is permissible under the personal law applicable to such person and the other party to the marriage and that there are other grounds for so doing exempt any person from the operation of this rule. 18. The advertisement is also available on ITBP web site. The format of the application may be downloaded from ITBPF web site www. itb police. nic. in. Sd/(S. S. Hartha) DIG (Pers) MOSB Cell, Dte. Genl. ITB Police. Annexure-I Registration No. _________________ (To be filled by office) APPLICATION FOR THE POST OF SPECIALIST MEDICAL OFFICER (DEPUTY COMMANDANT), MEDICAL OFFICER (ASSISTANT COMMANDANT) DENTAL SURGEON(ASSISTANT COMMANDANT) IN CENTRAL ARMED POLICE FORCES – 2013, MINISTRY OF HOME AFFAIRS GOVERNMENT OF INDIA. (This form should be filled in by the candidate in his own handwriting; should be completed in all respects and should be accompanied by self certified copies of testimonials. A recent passport size photograph should also be pasted on the application at the space provided for the purpose. Incomplete application will not be entertained and will be summarily rejected. No column should be left blank. (To be filled by office) ROLL NO APPLIED FOR THE POST OF _______________________ 1. 2. 3. Full Name (in Capital letters) : ______________________________ Father’s name occupation : ______________________________ (a) Date of birth according to : Christian era (as recorded in the matriculation or equivalent certificate) Day (b) Age as on 13. 07. 2013 Month Paste a recent passport size color photograph attested by Gazetted Officer Year 4. 5. 6. Day Month Sex _______________________________ Spouse Name Profession : _______________________________ (For married female candidate only Permanent address in full _______________________________ (With Contact No.) _______________________________ _______________________________ Postal/Correspondence address in full (With Contact No. ) _________________________________ Year 7. 8. 9. 10. State of Domicile Nationality (State whether by birth or by domicile) Religion _______________________________ _______________________________ _______________________________ _______________________________ ______________________________ Contd†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 -211. Do you belong to GEN/ SC/ST/OBC/Ex-Serviceman : ______________________________ (SC/ST/OBC Candidates to attach certificate as per Annexure-III/IV. Details of examinations passed starting from Matriculation/ School leaving certificate onwards: Name of School/ Examination College with address passed. Division/ Class Percentage of obtained marks obtained 12. 13. 14. 15. 16. 17. Do you have any distinction in athletics or sports ? : _______________________ (If so, give details also enclose certified copy ). Have you been a member of the National Cadet Corps?: _____________________ (If so, give details also enclose certified copy) State, if you are employed (a) Name and address of the employer :________________________ (b) Designation/rank held :________________________ (c) Whether holding permanent/temporary post : _______________________ (d) Whether no objection certificate from the employer attached ? (if not reason thereof. ) :________________________ Past working experience, :________________________ if any (specify) Indicate your option for BSF, CRPF, ITBP, SSB and Assam Rifles in order of preference: 1.  2. 3. 4. 5. DECLARATION I hereby declare that entries made in this form as above are true and correct to the best of my knowledge and belief. In the event of any information being found false or incorrect or ineligibility being detected before or after the interview, my candidature will stand cancelled and all my claims for the recruitment forfeited. I also understand that if at any stage I have violated any of the Rules/Regulation governing the conduct of selection process, my candidature can be cancelled or be declared to have  failed by the selection board at its sole discretion. Station: Date : Signature of the applicant NOTE:- The candidate shall produce the original certificates at the time of document verification /interview. Non-production of certificates shall be a disqualification. If any one who does not fulfill the minimum physical standards, educational and other qualifications chooses to apply, he runs the risk of incurring wasteful expenditure for which the Government of India or the Selection board accepts no responsibility. ANNEXTURE-II MEDICAL OFFICER SELECTION BOARD (CAPFs) – 2013 Admit card for the post of Medical Officer in CAPFs 2013 Paste here recent passport size photograph duly attested by a GO Registration No. __________________ Roll No. _________________________ 1. 2. 3. 4. Name of candidate Father/husband’s name Date of birth Postal Address : : : ________________________________ :_______________________________ ________________________________ ________________________________ ________________________________ ________________________________ ________________________________ Telephone Number with code and E-Mail ID 5. 6. Category(Gen/SC/ST/OBC/Ex-serviceman):__________________________ Personal mark of identification :_______________________________ ________________________________ : ___________________________ 7. Applied for the post of Signature of the candidate (To be filled by the office) 8. 9. Centre of examination Date of examination :__________________________________ :__________________________________ ANNEXURE-III FORM OF CERTIFICATE TO BE PRODUCED BY A CANDIDATE BELONGING TO SCHEDULED CASTE OR SCHEDULED TRIBE APPLYING FOR APPOINTMENT TO POSTS UNDER THE GOVERNMENT OF INDIA A candidate who claims to belong to one of the Scheduled Caste or the Scheduled Tribes should submit in support of his claim an attested/certified copy of a certificate in the form given below, from the Sub-Divisional Officer or any other officer as indicated below of the District in which his parents (or surviving parent) ordinarily reside who has been designated by the State Government concerned as competent to issue such a certificate. If both his parents are dead, the officer signing the certificate should be of the district in which the candidate himself ordinarily resides otherwise than for the purpose of his own education. Wherever photograph is an integral part of the certificate, the Commission would accept only attested photocopies of such certificates and not any other attested or true copy. The form of the certificate to be produced by Scheduled Castes and Scheduled Tribes candidates applying for appointment to posts under Government of India. This is to certify that Shri/Shrimati/Kumari* _________________ son/daughter of ________________ of village/town* __________________ in District/Division* _______________ of the State/Union Territory* ____________belongs to the Caste/Tribes ___________ which is recognised as a Scheduled Castes/Scheduled Tribes* under :The Constitution (Scheduled Castes) order, 1950 ___________________, the Constitution (Scheduled Tribes) order, 1950 ___________, the Constitution (Scheduled Castes) Union Territories order, 1951* _____________the Constitution (Scheduled Tribes) Union Territories Order, 1951* _____________ (As amended by the Scheduled Castes and Scheduled Tribes (Modification) Order, 1956, the Bombay Reorganization Act, 1960, the Punjab Reorganization Act, 1966, the State of Himachal Pradesh Act, 1970, the North Eastern Areas Reorganization Act, 1971 and the Scheduled Castes and Scheduled Tribes Orders (Amendment) Act, 1976) The Constitution (Jammu Kashmir) Scheduled Castes Order, 1956. The Constitution (Andaman Nicobar Islands) Scheduled Tribes Order, 1959 as amended by the Scheduled Castes and Scheduled Tribes order (Amendment Act), 1976*. The Constitution (Dadra and Nagar Haveli) Scheduled Castes Order 1962. The Constitution (Dadra and Nagar Haveli) Scheduled Tribes Order 1962 @. The Constitution (Pondicherry) Scheduled Castes Order 1964 @. The Constitution (Uttar Pradesh) Scheduled Tribes Order 1967 @. The Constitution (Goa, Daman Diu) Scheduled Castes Order 1968 @. The Constitution (Goa, Daman Diu) Scheduled Tribes Order 1968 @. The Constitution (Nagaland) Scheduled Tribes Order 1970 @. Contd†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 -2The Constitution (Sikkim) Scheduled Castes Order 1978 @. The Constitution (Sikkim) Scheduled Tribes Order 1978 @. The Constitution (Jammu Kashmir) Scheduled Tribes Order 1989 @. The Constitution (Scheduled Castes) Orders (Amendment) Act, 1990 @. The Constitution (Scheduled Tribes) Orders (Amendment) Ordinance, 1991 @. The Constitution (Scheduled Tribes) Orders (Second Amendment) Act, 1991 @. The Constitution (Scheduled Tribes) Orders (Amendment) Ordinance, 1996 2. Applicable in the case of Scheduled Castes, Scheduled Tribes persons who have migrated from one State/Union Territory Administration. This certificate is issued on the basis of the Scheduled Castes/ Scheduled Tribes certificate issued to Shri/Shrimati _______________________Father/Mother _________________of Shri/ Shrimati/Kumari* ____________________ of village/town* in District/Division* ____________________of the State/Union Territory* ______________ who belongs to the _________________________ Caste/Tribe which is recognised as a Scheduled Caste/Scheduled Tribe in the State/Union Territory* issued by the __________________ dated _________________. 3. Shri/Shrimati/Kumari and /or* his/her family ordinarily reside(s) in village/town* _______________of District/Division*__________________of the State/Union Territory of _____________________________ Signature ______________________________________ ** Designation ____________________________________ (with seal of office) State/Union Territory Place ________________ Date ________________ * Please delete the words which are not applicable @ Please quote specific Presid ential Order Delete the paragraph which is not applicable. NOTE: The term, ordinarily reside (s) used here will have the same meaning as in section 20 of the Representation of the People Act, 1950. Contd†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 -3** List of authorities empowered to issue Caste/Tribe Certificates: (i) District Magistrate/Additional District Magistrate/Collector/Deputy Commissioner/Additional Deputy Commissioner/Dy. Collector/Ist Class Stipendiary Magistrate/Sub-Divisional Magistrate/Extra-Assistant Commissioner/Taluka Magistrate/Executive Magistrate. Chief Presidency Magistrate/Additional Chief Presidency Magistrate/Presidency Magistrate. Revenue Officers not below the rank of Tehsildar. Sub-Divisional Officers of the area where the candidate and/or his family normally resides. (ii) (iii) (iv) NOTE:- ST candidates belonging to Tamil Nadu State should submit caste certificate ONLY FROM THE REVENUE DIVISIONAL OFFICER. ANNEXURE-IV FORM OF CERTIFICATE TO BE PRODUCED BY OTHER BACKWARD CLASSES APPLYING FOR APPOINTMENT TO POSTS UNDER THE GOVERNMENT OF INDIA This is to certify that Shri / Smt. / Kum. _____________________________________Son / Daughter of Shri / Smt. ________________________________________________of Village/Town________________________________District/Division________________ __________________in the__________________________________ State belongs to the _______________Community which is recognized as a backward class under:(i) Resolution No. 12011/68/93-BCC(C) dated 10/09/93 published in the Gazette of India Extraordinary Part I Section I No. 186 dated 13/09/93. (ii) Resolution No. 12011/9/94-BCC dated 19/10/94 published in the Gazette of India Extraordinary Part I Section I No. 163 dated 20/10/94. (iii) Resolution No. 12011/7/95-BCC dated 24/05/95 published in the Gazette of India Extraordinary Part I Section I No. 88 dated 25/05/95. (iv) Resolution No. 12011/96/94-BCC dated 9/03/96. (v) Resolution No. 12011/44/96-BCC dated 6/12/96 published in the Gazette of India Extraordinary Part I Section I No. 210 dated 11/12/96. (vi) Resolution No. 12011/13/97-BCC dated 03/12/97. (vii) Resolution No. 12011/99/94-BCC dated 11/12/97. (viii) Resolution No. 12011/68/98-BCC dated 27/10/99. (ix) Resolution No. 12011/88/98-BCC dated 6/12/99 published in the Gazette of India Extraordinary Part I Section I No. 270 dated 06/12/99. (x) Resolution No. 12011/36/99-BCC dated 04/04/2000 published in the Gazette of India Extraordinary Part I Section I No. 71 dated 04/04/2000. (xi) Resolution No. 12011/44/99-BCC dated 21/09/2000 published in the Gazette of India Extraordinary Part I Section I No. 210 dated 21/09/2000. (xii) Resolution No. 12015/9/2000-BCC dated 06/09/2001. (xiii) Resolution No. 12011/1/2001-BCC dated 19/06/2003. (xiv) Resolution No. 12011/4/2002-BCC dated 13/01/2004. (xv) Resolution No. 12011/9/2004-BCC dated 16/01/2006 published in the Gazette of India Extraordinary Part I Section I No. 210 dated 16/01/2006. Shri / Smt. / Kum. ______________________________________________and / or his family ordinarily reside(s) in the __________________________ District / Division of _______________________ State. This is also to certify that he/she does not belong to the persons/sections (Creamy Layer) mentioned in Column 3 of the Schedule to the Government of India, Department of Personnel Training O. M. No. 36012/22/93Estt. (SCT) dated 08/09/93 which is modified vide OM No. 36033/3/2004 Estt. (Res. ) dated 09/03/2004 dated 14/10/2008. Dated: _________________ District Magistrate / Deputy Commissioner / Competent Authority Seal Contd†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 -2- NOTE-I:(a) The term ‘Ordinarily’ used here will have the same meaning as in Section 20 of the Representation of the People Act, 1950. (b) The authorities competent to issue Caste Certificates are indicated below: (i) District Magistrate / Additional Magistrate / Collector / Deputy Commissioner / Additional Deputy Commissioner / Deputy Collector / Ist Class Stipendiary Magistrate / Sub-Divisional magistrate / Taluka Magistrate / Executive Magistrate / Extra Assistant Commissioner (not below the rank of Ist Class Stipendiary Magistrate). (ii) Chief Presidency Magistrate / Additional Chief Presidency Magistrate / Presidency Magistrate. (iii) Revenue Officer not below the rank of Tehsildar’ and (v) Sub-Divisional Officer of the area where the candidate and / or his family resides. NOTE-II:(a) The closing date for receipt of application will be treated as the date of reckoning for OBC status of the candidate and also, for assuming that the candidate does not fall in the creamy layer. (b) Candidates belonging to OBC category, the creamy layer status should have been obtained within three years before the closing date i. e. 13. 07. 2013. The OBC certificate in prescribed format issued after 13. 07. 2013 but before the date of document verification/interview is also accepted as valid proof of belonging to OBC Category. Annexure ‘V’ FORM OF CERTIFICATE TO BE SUBMITTED BY THE CANDIDATES THOSE WHO INTEND TO AVAIL RELAXATION IN HEIGHT OR CHEST MEASUREMENT (Please refer para 9 of the advertisement) Certified that Shri__________________________S/O Shri _____________________ is permanent resident of village______________________ Tehsil/Taluka__________________ District________________________ of _____________________ State. 2. It is further certified that: †¢ Residents of entire area mentioned above are Dogra, considered Maratha, as_____________________ (Garhwali, Kumaoni, Sikkimies) for relaxation in height measurement for recruitment in the Para Military Forces of the Union of India. †¢ He belongs to the Himachal Pradesh/Jammu Kashmir/North Eastern States which is considered for relaxation in height measurement for recruitment in the Para Military Forces of the Union of India. †¢ He belongs to ____________________Tribals/Adivasis community which is considered for relaxation in height and chest measurement for recruitment in para-military forces. Date: _____________________ Signature ___________________ Place _____________________District Magistrate/Sub-Divisional Magistrate/Tehsildar †¢ Delete whichever is not applicable. davp 19112/11/0110/1314

Using and Conjugating the Spanish Verb Oler

Using and Conjugating the Spanish Verb Oler Just as the verb to smell can be used to refer to the act of smelling or the act of producing an odor, so can the Spanish verb oler. But the verbs are used in somewhat different ways in the two languages. Oler comes from the Latin verb olÄ“re and is related to a few English words such as olfactory and odor. How To Use Oler Oler is usually used with a direct object when telling what a person or creature smells: Me gusta oler las flores. (I like smelling the flowers.)Mi hermano no podà ­a oler la comida. (My brother couldnt smell his meal.)Olà ­amos el aire fresco del bosque. (We smelled the fresh air of the forest.) Oler can also be used figuratively in the same way:  ¡Casi puedo oler la libertad! (I can almost smell freedom!) To describe what something smells like, you can use oler a: El coche olà ­a a gasolina. (The car smelled of gasoline.)Desde que comencà © a amamantar a mi bebà © siento que huelo a vaca. (Since I started to nurse my baby I have felt that I smell like a cow.)Tu casa huele a tabaco. (Your house smells of tobacco.)No huele a los baratos perfumes. (It doesnt smell like the cheap perfumes.) Again, oler can be used this way figuratively: La casa olà ­a a dinero. (The house smelled of money.) Without an object, oler can refer to the act of smelling: No puedo oler desde hace aà ±os. (I havent been able to smell for years.) When used with an indirect-object pronoun, oler can be used to mean to suspect or to seem that when it has that meaning: Me huele que el problema no es de tu ordenador. (It seems to me that the problem isnt with your computer.)A mà ­ me huele que fuiste bruja en la vida pasada. (I suspect that you were a witch in your previous life.)Ya le ha olido lo que estamos haciendo. (She already suspects what we were doing.) The reflexive form also can be used to express suspicion: Me lo olà ­a yo desde el sbado. (Ive suspected it since Saturday.)Cuando se huele algo se evoca la memoria emocional. (When you suspect something it triggers the emotional memory.) Full Simple Conjugation of Oler Oler is conjugated regularly except that the o- of the stem changes to hue- when stressed. The irregular forms are shown below in boldface: Present indicative: yo huelo, tà º hueles, usted/à ©l/ella huele, nosotros/as olemos, vosotros/as olà ©is, ustedes/ellos/ellas huelen (I smell, you smell, you/he/she smell/smells, we smell, you smell, they smell) Imperfect indicative: yo olà ­a, tà º olà ­as, usted/à ©l/ella olà ­a, nosotros/as olà ­amos, vosotros/as olà ­as, ustedes/ellos/ellas olà ­an (I used to smell, you used to smell, etc.) Preterite indicative: yo olà ­, tà º oliste, usted/à ©l/ella olià ³, nosotros/as olimos, vosotros/as olà ­as, ustedes/ello/ellas olà ­an (I smelled, you smelled, etc.) Future indicative: yo olerà ©, tà º olers, usted/à ©l/ella oler, nosotros/as oleremos, vosotros/as olerà ©is, ustedes/ellos/ellas olern (I will smell, you will smell, etc.) Conditional: yo olerà ­a, tà º olerà ­as, usted/à ©l/ella olerà ­a, nosotros/as olerà ­amos, vosotros/as olerà ­ais, ustedes/ellos/ellas olerà ­an (I would smell, you would smell, etc.) Present subjunctive: que yo huela, que tà º huelas, que usted/à ©l/ella huela, que nosotros/as olamos, que vosotros/as olis, que ustedes/ellos/ellas huelan (that I smell, that you smell, etc.) Imperfect subjunctive (more common form): que yo oliera, que tà º olieras, que usted/à ©l/ella oliera, que nosotros/as olià ©ramos, que vosotros/as olierais, que ustedes/ellos/ellas olieran (that I smelled, that you smelled, etc.) Imperfect subjunctive (less common form): que yo oliese, que tà º olieses, que usted/à ©l/ella oliese, que nosotros/as olià ©semos, que vosotros/as olieseis, que ustedes/ellos/ellas oliesen (that I smelled, that you smelled, etc.) Imperative: huele tà º, no huelas tà º, huela usted, olamos nosotros/as, oled vosotros/as, no olis vosotros/as, huelan ustedes (Smell! Dont smell! Lets smell! Smell! Dont smell! Smell!) Compound Conjugations of Oler Perfect forms of oler use the appropriate form of haber with the part participle, olido. For example, the first-person indicative perfect of oler is he olido (I have smelled). Progressive (or continuous) forms are formed with the present participle, oliendo, and the appropriate form of estar. For example, the first-person indicative present progressive form of oler is estoy oliendo (I am smelling). Both past and present participles are conjugated regularly. Key Takeaways The verb oler can refer to smelling something or to giving off an odor.The phrase oler a is the equivalent of the English phrases to smell of and to smell like.Most forms of oler are conjugated regularly, although the stem changes when stressed.

GLOBAL ECONOMY Essay Example | Topics and Well Written Essays - 250 words

GLOBAL ECONOMY - Essay Example The four tigers stipulated trade rules for all the member state while the ASEAN 4 implemented a system they called the ASEAN way. The system embraces freedom of domestic legislation while adhering to the ASEAN community (Hirst 2002). The four Tigers first had a strong foreign funding especially from the USA that gave South Korea and Taiwan a strong support. It was due to its geopolitical interests in the region while the ASEAN four countries mostly depended on financial policies; government funding and remittance’s from their economies to further develop their economy. They differed in the source of funding. ASEAN 4 countries mostly relied in export of lower categories of value added goods that have slower growth like apparel clothing, organic chemicals, but have slowly grown into electronics, telecommunication equipment and machinery especially Malaysia and Philippines. It is in contrast to 4 Tiger nations that have a broader range of export categories with most reliance on electronic and machinery. Export policies of the two regions differ from each

Merging in the UK Package Holiday Market Essay Example | Topics and Well Written Essays - 2000 words - 11

Merging in the UK Package Holiday Market - Essay Example Both Cook and MyTravel enjoy an oligopolistic stature in the UK travel market as there are very few big players competing with one another over branded tourism products and services (HighBeam Research 1998). By the time Thomas Cook and MyTravel merged with each other to form the Thomas Cook Group, the trend in the UK travel sector was beginning to change. The concept of franchising was getting popular among giant business houses. As a consolidating approach to this changing scenario, another acquisition was soon on the cards. TUI Travel tied up with First Choice in September 2007, marking a milestone event in the UK travel industry. Following these two mergers, the entire travel sector assumed new looks in terms of operational mobility and packaged marketing initiatives. As the two major players in the global travel hunt, both operators took great care of their respective areas of interest, including hotels, cruises and charter airliners. Moreover, a seamless retail network involving major travel agencies was established to provide a convenient one-stop travel experience for vacationers. This paper is going to analyze in detail these two case studies and probe into a number of strategic issues that set off the mergers. Additionally, the paper will also look into the post-merger economic challenges and how they are going to affect the future of the travel market over the next few years. To address these issues systematically, the paper will answer three questions. 1. Why did Thomas Cook and MyTravel, and TUI and First Choice merge? What benefits have been gained from the mergers? What problems have had to be overcome, and what challenges do they face in the light of the current global economic downturn? The Mediterranean coast has always been the most sought after tourist destination in Europe. Whether it is leisure travel for rejuvenating the mind and the body or high-priority business trips, the Mediterranean destinations provide value for money for the travelers throughout the year.

Religion, Poverty and Wealth Essay Example for Free

Religion, Poverty and Wealth Essay Describe how followers of this religion may put their ideas into practice. Helping others is a big part of being a Christian, because of the importance of the commandment Love thy neighbour. Since the 19th Century, Christians have been setting up homes for the poor and needy. However recently there has been an increase in awareness of poorer people, putting more pressure on people to help others. A very popular way of helping others is by setting up, and giving to charities. There are many different charities, both Christian and non-Christian, which offer a wide range of help. The Church of England Childrens Society helps to better the lives of underprivileged children; The Hospice Movement aims to help the dying spend their last days in a loving, caring environment; the LArche Community helps disabled people. Christian Aid is one of the most famous Christian charities. It was set up in Britain and Ireland at the end of the Second World War, with its main aims being to improve the quality of peoples lives, particularly those of refugees who were struggling to cope with the aftermath of World War II. It also funded Churches to help repair damage caused by the war. Gradually over time, the work of Christian Aid began to involve other countries around the world. It now has an income of approximately à ¯Ã‚ ¿Ã‚ ½40 million a year, and there are forty churches in the United Kingdom and Ireland who are a part of Christian Aid. Most of the money, which they make through door-to-door collections and donations from members of the public and various churches, is put towards development work to help people in the long term. Another famous charitable organisation is The Samaritans. The Samaritans was set up in 1953 when Chad Varah, a priest, was horrified to find out that three suicides took place every day in London. He believed that the best way to help someone who was contemplating committing suicide was to talk to them. So he set up a phone in his church and advertised that people could phone for helpful advice if they were feeling suicidal. Today The Samaritans speak to 2 250 000 people a year. Aside from charities, many Christians feel that they should give a small percentage of their wages to help the less fortunate. Sir John Templeton grew up in a poor family on a farm in Tennessee. He was educated at both Yale and Oxford University, after which he became a financial consultant in New York. Throughout his life he gave 10% of his earnings to help the poor (a process called tithing). Eventually he became very wealthy running a multimillion dollar investment company, where he successfully managed funds for over two million people worldwide. In 1972 he started the Templeton prize to be awarded for progress in religion, which is worth more money than the Nobel Peace Prize. Fifteen years later he was knighted for services to philanthropy. In 1992, he sold his investment company for a colossal $400 million. He still gives money to support projects around the world which further understanding of spirituality and the importance of the human character. George Macleod felt so strongly about helping others that, in 1938, he formed a Christian Community on Iona, an island off of Scotland. He found volunteers to learn building, stone masonry and carpentry skills and together they rebuilt Ionas ruined abbey. After that he opened a centre to provide shelter for young people from across the world, and to allow them to live in a close community. The people of the community feel it is more important to live like this and share everything than to be rich and not live as closely. They take it in turns to cook, clean, garden and work away. When they are not working, they pray. This is very similar to the ideas expressed by Jesus according to the Bible. The first Christians followed Jesus teachings very closely. All the believers were together and had everything in common. Selling their possessions and goods, they gave to anyone as he had need. Not only are there many passages in the Bible that tell Christians how to treat the poor, there are also some in the Old Testament. Share your food with the hungry and open your homes to the homeless poor. Give clothes to those who have nothing to wear. Isaiah 58:6-8 Another example of how Christians helped the poor was the Liberation Theology movement. This started in the late 1960s when the poorer inhabitants of South American countries decided that they didnt want to be exploited any more. They made a decision to stand against the corrupt governments, with inspiration from the words of Jesus: The Spirit of the Lord is upon me for he has appointed me to preach good news to the poor. The Christian followers of Liberation Theology try to fight out against poverty, lack of human rights and the exploitation of certain peoples. Many Priests, especially Oscar Romero, involved in this endanger their lives by speaking out against their government. Romero knew he was in danger, but felt that it was his Christian duty to fight against oppression and injustice. He was shot dead in March 1980 whilst conducting mass. In South America, many people see him as a great martyr. The Catechism of the Catholic Church states: God blesses those who come to the aid of the poor and rebukes those who turn away from them. All Christians feel it is their duty to God to help the poor and needy, and to be kind to those who need their kindness.

completing college the easy way :: essays research papers

Completing our education is a goal many of us share. Finding the time to juggle classes, family life and a job seems to be the hard part. In today’s growing corporate world, more and more people are expanding their education. Searching to obtain a higher level of education, online classes seem to be the wave of the future. The growths in the technology field make achieving our goals seem almost too easy to be true.   Ã‚  Ã‚  Ã‚  Ã‚  Traditional schools offer many learning opportunities, not only to the young, but also to the adults looking to move forward with their careers. Many adults head off to college, hoping to reach personal goals by obtaining a higher level of education. With this goal in mind, many are looking for job opportunities.   Ã‚  Ã‚  Ã‚  Ã‚  Higher levels of learning bring an achievement of not only personal goals, but also many gain financial opportunities that come with having a degree. Organizations are hiring individuals with educational backgrounds, to benefit their company. Having a high school degree in these changing times is not a big enough asset anymore.   Ã‚  Ã‚  Ã‚  Ã‚  Online learning is quickly becoming the wave of the future. Many traditional colleges are quickly adding online courses to keep in demand. Modern technology enables us to receive our education with out leaving our home or jobs. Today’s computers are holding large amounts of information making, those days of lugging books back and forth to the library a thing of the past.   Ã‚  Ã‚  Ã‚  Ã‚  Completing our jobs, taking care of families and now attending classes via the Internet makes college more acceptable to many individuals. Attending a class when it is convenient to ones schedule is creating an environment of educated adults who are benefiting the companies they work for.

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STUDY ABOUT 360-DEGREE EVALUATION: THE PROS AND CONS OF MULTI-SOURCE PERFORMANCE APPRAISAL INTRODUCTION: In an organization employees are the important asset and play a significant role in the progress of an organization. Nowadays firms usually focus on the human capital in the form of the employees by giving them training, assisting them in career development and also work on performance management in order to keep the employees motivated and dedicated by giving them feedback through performance appraisals.Through these performance appraisals the employees are informed about their strengths that they can enhance and about their weaknesses that they can improve in the future. Multi-source performance appraisal or 360-degree evaluation is basically a process in which the feedback is collected from different people that interacts with employee like his supervisors, coworkers, bosses, can be stakeholders etc.It is an important tool for Human Resource Management as the feedback is collec ted through the questionnaires in which the employees are asked to rate the particular employee in his performance and behavior. Its main purpose is to provide a healthy feedback to the employee that can highlight his strong and weak points and also helps in the development and the training of the employee. The feedback that is collected from different people is discussed between the manager and the particular employee.In this performance appraisal method the identity of a person who is filling the survey form is not shared with that particular employee. It also gives an impression to the employee that what other people think of him as in traditional appraisal method only the supervisor of particular employee gives the feedback about his performance but now due to involvement of people from different departments and different levels make the assessment less subjective and may be more accurate and honest.If one person says something about the employee then their can be chances of bia sness but if many people says the same thing and without the influence of someone then we can say that their might be something wrong or something good about that particular person. As nothing is perfect in this world, which means that there are some pros and cons of 360 degree evaluation method. This paper highlights the advantages and disadvantages of multi-source performance appraisal and also mentions some recommendation that can be used while implementing this performance appraisal method.The main importance is given on the pros and cons of this method that can help the organization to decide whether to continue with the traditional appraisal method or to go with 360-degree evaluation method. ANALYSIS: The multi-source performance appraisal method plays a vital role for employees. It makes the employees to think about their attitude and behavior and about others perception about them. It also identifies the areas in which a particular employee performed well and also where he c ould not come up to the expectations.There are a lot of advantages and disadvantages of multi-source performance appraisal which are as follows: ?Advantages of Multi-Source Performance Appraisal Method: The main advantage of this method is that it provides feedback from different levels of organization and it is not restricted to supervisor or the manager as in the traditional performance appraisal method, as shown in the Appendix-I. In this method the employee is the centre of attention of all the people and the main goal of this method is to make the performance of that employee better than before as shown in Appendix-II.Due to the use of rating from different people, 360 degree evaluation method enhances the quality of the performance procedures and gives a detailed view. This method is useful to the supervisor as it can provide more authentic assessment of the performance of the employee and can help to eradicate the chances of biasness due to which it becomes easier for the sup ervisor to come to a certain conclusion related to that particular worker. Another advantage of this method is that through this feedback the top managers can make decisions related to the promotion or sometimes extermination of an employee.It also helps to highlight those areas in which the employee can be trained and it is also beneficial in the employee development. This appraisal method can be beneficial for those people who are in inferiority complex and underestimate themselves, to change their mindset and remain motivated after getting a positive feedback from their co-workers, bosses etc. One of the major benefits of this method is that it reduces the chance of discrimination as the feedback is collected from a very diverse group of individuals.It is an important tool to bring a change in the performance of an employee that result in organizational effectiveness. It is also beneficial in making the performance of the employee parallel with business values. Customer service m ay be improved by the front line employees by getting feedback from the customers through this method as this provide the opportunity to the employees to think on those areas where they are not performing well. Due to above advantages of multi-source performance appraisal method many big companies like Johnson and Johnson Limited, IBM , Xerox etc. se this method and are very successful in today’s competitive world as this method is more accurate and gives more reliable information than the traditional performance appraisal methods. ?Disadvantages of Multi-Source Performance Appraisal Method: This method had a lot of advantages but there are some disadvantages that may create doubt of whether to opt for this method or not. This method is quite complex and time taking and also very costly as it involves a lot of hassle to make the survey form filled from different people and conclude the ratings.This method can be dangerous and can produce very destructive results if it is not conducted properly and also if it is not done correctly then it can become a huge waste of time. This process can become difficult to handle and manage if there are too many people involved. One of the major disadvantages is that sometimes there are questionnaires in which the comments are not clearly understandable and needs some further explanation from those people who filled that form but due to anonymous feedback it is extremely difficult to trace out those people as a result of whom the results may not be so accurate or authentic.Human beings are major part of this method as every individual have personal preferences so there are chances that some people may rank a person in such a way so that an employee looks good or sometimes bad and may also some people got together and form a group and gave evaluation in favor or against of someone. This will probably occur in those conditions when there is no proper checking or supervision that how the questionnaires are being filled. RE COMMENDATIONS:Due to disadvantages of this method it can be difficult for an organization to select this performance appraisal method. So there are some recommendations that can help to control the pitfalls of this method. 360-degree evaluation method should be conducted carefully so that accurate results could be obtained. The managers who are supervising this whole procedure should identify those areas on which they want to collect information for a particular employee like questions related to leadership skills may be asked, or may be related to employee behavior with his subordinates etc.It should also be considered that the questionnaire should not be so long that it consumes a lot of time and the employees utilize most of their work time in filling the survey form. Employees should be trained in such a way that the people who are giving the feedback remain positive and practical rather than considering personal grudges and also those who received the feedback should take it in a constructive way even if it indicates some of the weaknesses of an employee.An employee can be given an option to choose the people from whom feedback he wants but the management has to make sure that they are not his friends or not so close to him. The manager or the supervisor who will communicate the feedback to the particular employee should deal him like a psychologist and should have some training that how to share the feedback with the employee so that he does not react very badly and not become demotivated from the feedback.There are some people who do not want to change themselves so if the appraisal is related to those employees then the supervisor should be careful in communicating the feedback and also try to share the feedback in such a way that he tries to change himself. The identities of the appraisers remain confidential but there should be some source of identification through which the management can identify the person if there is some problem in understanding the comments in their filled form. The employee whose performance is being measured should be treated with great respect and esteem.As the world is changing with the evolution of information technology and organizations are improving their technology in order to remain competitive, this performance appraisal method should be moved from the paper to the computerized system. Software should be installed in order to get online feedback of the multi-source performance appraisal, in this way employees can fill the form online and it will reduce the hassle and also lessen the time of conducting whole procedure. The feedback system should be aligned with the culture of an organization and also the rating instruments should be reliable so that accurate results could be obtained.CONCLUSION: The 360-degree feedback is used by many organizations as this process has become very famous in today’s’ world. This method involves the feedback from different people which can make the fe edback more reliable and authentic. Due to a lot of popularity of this method many organizations are now trying to adapt this method so that they could become more competitive in today’s global world. This tool should be used with a lot of care and responsibility so that the results that will be obtained should be authentic.