Points to keep in mind regarding reservation roster

 

Preparing a reservation roster, particularly in the context of government services or public sector undertakings in India, requires adherence to specific rules and guidelines. The key points to remember generally revolve around the principles of Post-Based Roster system (introduced after the R.K. Sabharwal case) and legal requirements.

​Here are the crucial points to remember:

1. ​Post-Based Roster, Not Vacancy-Based: The roster must be based on the total sanctioned strength (number of posts) in a cadre, not the number of vacancies occurring in a year.
   • ​The total number of points in the roster must equal the total number of posts in the cadre.
   • ​Reservation is applied to the posts, ensuring the prescribed percentage of posts is held by the reserved categories (\text{SC}/\text{ST}/\text{OBC}/\text{EWS}).
2. ​Separate Rosters:
   • ​Maintain separate rosters for Direct Recruitment and Promotion.
   • ​If there are different modes of promotion (e.g., selection, non-selection), separate rosters may be required for each mode.
3. ​Cadre Definition: The "cadre" for the purpose of the roster is a specific grade/post and is determined by the number of posts filled by a particular mode of recruitment as per the applicable rules.
4. ​Prescribed Percentages:
   • ​Ensure the roster accurately reflects the current statutory and government-prescribed percentages of reservation for \text{SC}, \text{ST}, \text{OBC}, \text{EWS}, and Horizontal Reservations (like PwD, Ex-servicemen, etc.).
   • ​The total vertical reservation (\text{SC} + \text{ST} + \text{OBC}) generally must not exceed the 50% limit (unless specifically permitted by law or constitutional amendment for a state).
5. ​Earmarking Posts: Each point in the roster must be clearly earmarked for a specific category (\text{SC}/\text{ST}/\text{OBC}/\text{EWS}/Unreserved (\text{UR})) in a cyclical manner to ensure the proportional representation is achieved and maintained.
6. ​Principle of Replacement: When a post falls vacant, it must be filled by a person of the same category (reserved or \text{UR}) to which that specific roster point is earmarked, thereby maintaining the representation. This is the core of the post-based roster system.
7. ​Sizing the Roster:
   • ​For cadres with a small strength (e.g., 13 or less posts), a smaller \text{L}-shaped roster (like a 14-point roster) may be used, and a standard roster for larger cadres.
   • ​The roster must be expanded or contracted if the cadre strength increases or decreases.
8. ​Initial Preparation/Recasting:
   • ​The roster should be initially prepared or recast by plotting the existing incumbents (employees) against the roster points chronologically from the earliest appointee.
   • ​The category of the incumbent (whether \text{SC}/\text{ST}/\text{OBC} or General) and the category against which they were appointed (\text{SC}/\text{ST}/\text{OBC}/UR/Own Merit) must be clearly noted to determine the current status of representation.
9. ​Horizontal Reservation:
   • ​Horizontal reservation (for \text{PwD}, Ex-Servicemen, etc.) must be applied separately and adjusted against the posts reserved for \text{UR}, \text{SC}, \text{ST}, and \text{OBC} categories as applicable, depending on the category of the candidate selected under horizontal reservation.
10. ​Liaison Officer and Attestation: The roster registers are typically required to be maintained and periodically checked/attested by a designated Liaison Officer for \text{SC}/\text{ST}/\text{OBC} and/or the appropriate administrative authority to ensure correct implementation of the policy.

​Note: The specific percentages, roster cycles (e.g., 14-point, 40-point, 100-point), and detailed rules are subject to the latest circulars and guidelines issued by the competent authority, such as the Department of Personnel & Training (\text{DoPT}) in the case of the Government of India, or respective state governments.