DKTE Society’s

Yashwantrao Chavan Polytechnic,

Ichalkaranji.

RULES,
POLICIES &
PROCEDURES
2019-2020
 Rules, Policies & Procedures 2019-20

INDEX

SR. NO. CONTENTS PAGE NO.

1. SUMMARY OF INSTITUTE
1. SUMMARY OF INSTITUTE 1
2. BACKGROUND OF THE INSTITUTE
2.1 GENESIS 2
2.2 VISION, MISSION AND QUALITY POLICY 3
3. INSTITUTIONAL MANAGEMENT
3.1 MANAGEMENT STRUCTURE 4
4. RECRUITMENT & SERVICE CONDITIONS
4.1 RECRUITMENT OF FACULTY AND STAFF 10
4.2 SERVICE CONDITIONS 16
4.3 CODE OF CONDUCT 16
4.4 WORKING HOURS AND WORKLOAD 20
4.5 JOB RESPONSIBILITIES 21
4.6 POLICIES FOR DISCIPLINE 25
5. PERFORMANCE APPRAISAL
5 PERFORMANCE APPRAISAL 27
6. LEAVE RULES
6.1 CASUAL LEAVE 29
6.2 MEDICAL LEAVE 29
6.3 MATERNITY LEAVE 30
6.4 COMMUTED LEAVE 30
6.5 STUDY LEAVE 30
7. FACULTY DEVELOPMENT
7.1 HIGHER STUDIES 31
7.2 SEMINAR / WORKSHOPS / CONFERENCES 31
7.3 POLICY FOR RESEARCH & DEVELOPMENT 31
7.4 POLICY OF ENCOURAGEMENT 32
7.5 TRAINING 34
8. WELFARE MEASURES
8.1 WELFARE MEASURES 34

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1. SUMMARY OF INSITITUTE

1. Name of College with Contact Details : DKTE Society’s

Yashwantrao Chavan Polytechnic,

R.S.No.644, Sangli Road, Near

Adinath Housing Society,

Ichalkaranji.Tal. Hatkanangle, Dt.

Kolhapur (MS) India – 416115

Phone: +91 230 2436612

Fax: +91 230 2432793

Email: [email protected]

Web: www.dkteycp.ac.in

2. Affiliating University/Board : Maharashtra State Board of Technical,

Education Mumbai.

3. Year of Establishment of College : 2012-13

4. NBA Certificate Available : No

5. If Yes, Grade obtained under : --

No. of courses covered under NBA : --

6. Type of Institution / College : Private

(Govt. / Private / Aided Etc.)

Whether College is Self-Financed : Yes

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2. BACKGROUND OF THE INSTITUTE

2.1 GENESIS
The local industry was facing handicapped due to the dearth of technically qualified
personnel. Nine co-operative organizations from Ichalkaranji therefore, came together under the
leadership of Mr.K.B. Awade (Ex. M.P) in 1981 to form an Education Society, this Society was
named after Shri Dattajirao Kadam, a veteran leader and an ardent co-operator, and who was
mainly instrumental in the development of Textile Industry at Ichalkaranji. Thus, the Dattajirao
Kadam Technical Education Society, popula rly known as DKTE, came in to existence with a
view to start institutes and colleges to cater to education in the field of textiles, engineering,
management and others. The objective was to provide education facilities in various fields to
students of this rural area of western region of the Maharashtra state and to support the growth
of industry by providing technically qualified professionals. In this endeavor, Ichalkaranji
municipality and a number of generous and philanthropic citizens extended their wh olehearted
support.
The DKTE society appealed to the State Govt. to permit them start the Diploma course
in Engineering and the State Govt. accorded their approval in June-2012. The D.K.T.E. Society
accepted this challenge and started the Diploma Engineering Institute with a Diploma course on
27th June, 2012.

Diploma Engineering Institute began its activities by introducing a Diploma Course in

Engineering in the academic year 2012-13.

The Institute is holding a prestigious ISO 9001-2015 Certification. Presently the institute

conducts 5 Diploma Courses in Diploma in Civil Engineering, Computer Science &

Engineering, Electrical Engineering, Electronics & Tele -Communication Engineering And

Mechanical Engineering. The total student strength o f the institute is close to around 1200 and
has 51 teaching faculty members and 53 non-teaching staff. Owing to excellent infrastructural
facilities and a highly qualified staff, very high standard of education has been maintained.
Apart from regular teaching, the institute is very well known for its intensive interaction with
industry. The Institute has vigorously strived since all these years to create an academic
environment wherein outstanding students and scholars.

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2.2 VISION, MISSION AND QUALITY POLICY

VISION

To become an excellent academic hub to develop skilled technocrats by imparting Quality

Technical Education for development of Industry and Society.

MISSION

·To Provide Sound Technical education through Academic Excellence.

·To give the Industrial exposure to the students by industry-institute interaction.

·To Inculcate Technical Competence & Values for Professional career.

·To Enhance Ethical, Societal Concern & Lifelong Learning Skills.

·To offer research development, consultancy, testing services and customized training to meet
specific needs of the industry there by promoting self-employment entrepreneurship amongst
students.

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3 INSTITUTIONAL MANAGEMENT
3.1 Framework of Management Structure existing in the Institute

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Governing Council of DKTE Society

Sr. No. Members Designation

1 Shri Kallappa Baburao Awade Chairman

2 Shri Prakash Kallappa Awade Vice-Chairman

3 Shri Ramchandra Vishwanath Ketkar Treasurer

Honorary
4 Dr. Mrs. Sapna Uttam Awade
Secretary

5 Shri Bhupal Balwant Kagwade Trustee

6 Shri Sarjerao Dattatraya Patil Trustee

7 Shri Sunil Satgonda Patil Trustee

8 Shri Prakash Bapuso More Trustee

9 Shri Anil Tatyso Kudche Trustee

10 Adv.Shri Swanand Mukund Kulkarni Trustee

11 Shri Shashank Malhari Bawachkar Trustee

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The details of all the Statutory Committees like Board of Governance, Anti Ragging
Committee, Standing Committee, and Internal Complaint Committee

Governing Body of the Institute

Sr. No. Name Designation Designation

Chairman DKTE Society,
1 Mr. K. B. Awade Chairman
Ichalkaranji
Vice-Chairman, DKTE
2 Mr. P. K. A wade Member
Society, Ichalkaranji
Hon. Secretary, DKTE
3 Dr.Mrs. S. U. Awade Member
Society, Ichalkaranji
Director, DKTE Society,
4 Mr. R. V. K etkar Member
Ichalkaranji
DIRECTOR, DKTE Society,
5 Mr. P. B. More Member
Ichalkaranji
Director, DKTE Society,
6 Mr. A. T. Kudache Member Ichalkaranji , and
Industrialist.
7 Mr.V.N. D eshpande Member Industrialist

8 Mr. B.B. Nandgave Member Industrialist

Academician Director, Board
of Examinations and
9 Mr. Prof. M. A.Kakade Member
Evaluation, Savitribai Phule
Pune University
Member
10 Mr. A.P. Kothali Head of Institute
Secretary
AICTE New Delhi
11 The Regional Officer Member
Representative
DTE Maharashtra
12 The Director Member
Representative
MSBTE Maharashtra
13 The Secretary Member
Representative
State Govt.of Maharashtra
14 The Secretary Member
Representative
Faculty Representative
15 Mr. B.A.Tare Member
Nominated by Trust
Faculty Representative
16 Mr. M. B. Chougule Member
Nominated by Trust

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Anti-Ragging Committee

Sr. No. Members Designation

1 Shri A.P.Kothali Chairman

2 Shri S.V. Kumbhar Member

3 Shri R.A.Hatgine Member

4 Shri S.K.Naik Member

5 Shri R.S.Byakude Member

6 Mrs.M.S.Chakote Member

7 Shri A.A.Bhosale Member

8 Shri S.B. Khool Member

9 Shri S.D.Patil Member

10 Miss.S.B.Bargir Student
Representative
11 Shri A.S.Chikhale Student
Representative

Standing Committee (SC/ST Committee)

Sr.No. Members Designation

1 Shri A.P.Kothali Chairman

2 Shri S.V.Kumbhar Member

3 Shri S.U.Misal Member

4 Mrs.P.B.Bhopale Member

5 Shri.V.P.Kamble Member

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Internal Complaint Committee / Sexual Harassment Prevention Committee

/Women’s Grievance Committee

Sr.No. Members Designation

1 Mrs.P.B.Bhopale Chairman

2 Mrs. R.V.Pujari Member - Teaching Faculty

3 Mrs.D.A.Bhosale Member - Teaching Faculty

4 Mrs.M.A.Chorage Member - Teaching Faculty

5 Mrs.R.K.Nimbalkar Member - Non-Teaching Faculty

Grievance Redressal Committee

Sr.No. Members Designation

1 Shri A.P.Kothali Chairman

2 Shri. R.A.Hatgine Member – Teaching Faculty

3 Shri S.K. Naik Member – Teaching Faculty

4 Shri A.A.Bavachkar Member – Teaching Faculty

5 Mrs.P.B.Bhopale Member – Teaching Faculty

6 Shri. R.B.Bhosale Member – Non-Teaching Faculty

7 Mrs.S.V.Chaougale Member – Non-Teaching Faculty

8 Shri S.D.Patil Member – Non-Teaching Faculty

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Non Statutory Committees for the year 2017-18

Sr.No. Name of the Committee

1 Admission Committee
2 MAGZINE Committee

3 Alumni Committee

4 Career Guidance Cell Committee

5 Website/ERP Development Committee
6 IQAC
7 Finance Committee
8 Student Council Committee
9 Sports Committee
10 Mentor Committee
11 Purchase Committee
12 Building & Maintenance Committee
13 College Core Committee
14 Library Committee
15 Canteen Committee
16 Cultural Committee
17 Hostel Committee
18 Training & Placement Committee

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4 RECRUITMENT & SERVICE CONDITIONS

4.1 RECRUITMENT OF FACULTY AND STAFF
Eligibility Criteria:
With reference to AICTE Regulations on minimum qualifications for appointment of
Teachers and other Academic Staff. (01st March 2019)
For Faculty members:
Faculty Members are recruited based on the qualifications prescribed by AICTE and
Maharashtra State Board of Technical Education (MSBTE) , Mumbai for various cadres. At present the
following criteria is being followed, as per G.R. No. F. No. 61-1/RIFD/7th CPC/2016-17.
Engineering and Technology
Sr.
No Cadre Qualification Experience
BE/B. Tech and ME/ M.Tech in \ Direct Recruitment. No minimum Exp.
Lecturer relevant branch with First Class or Requirement
1
equivalent either in BE/ B.Tech or
ME/ M.Tech.

Promotion / Direct Recruitment Minimum of 5 yrs

experience in teaching/research/ industry. Two
BE/B.Tech and ME/M.Tech in weeks of Faculty Development Programme (FDP)
recognised by AICTE/UGC / TEQIP/NITTTR OR
relevant branch with First Class or
One week faculty development programme as
2 Lecturer equivalent either in BE/B.Tech or above and one eight weeks duration MOOCS
ME/M.Tech and PhD or equivalent, course with E-Certification by NPTEL-AICTE.
in appropriate discipline. OR Completed two such eight weeks duration
MOOCS courses with E-Certification by
NPTELAICTE.

Promotion / Direct Recruitment Minimum of 12 yrs

experience in teaching/research/ industry out of
which at least 2 years shall be post Ph.D. experience
minimum at the level of Lecturer. OR Bachelor's
and Master's Degree in relevant discipline with
minimum of 15 years of experience in Teaching /
BE/B.Tech and ME/M.Tech in Research / Industry, out of which at least 3 years
relevant branch with First Class or shall be at the level of Lecturer Two weeks of
3 HOD equivalent either in BE/B.Tech or Faculty Development Programme (FDP) recognized
ME/M.Tech and PhD or equivalent, by AICTE/UGC / TEQIP/NITTTR OR One week
in appropriate discipline. faculty development programme as above and one
eight weeks duration MOOCS course with
E-Certification by NPTEL-AICTE. OR Completed
two such eight weeks duration MOOCS courses
with E-Certification by NPTELAICTE.

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Sciences and Humanities

Sr.
Cadre Qualification Experience
No.
Master's degree in appropriate Direct Recruitment. No minimum Exp. Requirement
subject with First Class or
1 Lecturer equivalent at Bachelor's or
Master's level.

A Master's degree with First Promotion / Direct Recruitment Minimum of 5 yrs

Class or equivalent in a relevant experience in teaching/research/ industry. Two
subject and, must have cleared weeks of Faculty Development Programme (FDP)
the National Eligibility Test recognized by AICTE/UGC / TEQIP/NITTTR OR
One week faculty development programme as
2 Lecturer (NET) conducted by the UGC
or the CSIR, or a similar test above and one eight weeks duration MOOCS
accredited by the UGC, like course with E-Certification by NPTEL-AICTE.
SLET / SET. OR Completed two such eight weeks duration
MOOCS courses with E-Certification by
NPTEL-AICTE.
A Master's degree with First Promotion / Direct Recruitment Minimum of 5 yrs
Class or equivalent in a relevant experience in teaching/research/ industry. Two
subject and, must have cleared weeks of Faculty Development Programme (FDP)
the National Eligibility Test recognized by AICTE/UGC / TEQIP/NITTTR OR
(NET) conducted by the UGC One week faculty development programme as
3 HOD above and one eight weeks duration MOOCS
or the CSIR, or a similar test
accredited by the UGC, like course with E-Certification by NPTEL-AICTE.
SLET / SET. OR Completed two such eight weeks duration
MOOCS courses with E-Certification by
NPTEL-AICTE.

If a class/division is not awarded at BE/ME/equivalent Degree, a minimum of 60% marks

in aggregate shall be considered equivalent to First class/division. If a grade point system is
adopted the CGPA will be converted into equivalent marks as given below

Grade Point Percentage Equivalent

6.25 55%
6.75 60%
7.25 65%
7.75 70%
8.25 75%

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Staff/Non-Teaching: The eligibility criteria for various posts of staff

Librarian

Sr.
Cadre Qualification Experience
No.

Librarian Master's Degree in Library Science/Information

Science/ Documentation Science or an Equivalent Professional
Librarian Degree with at least First Class or equivalent and a consistently
1 good academic record with knowledge of computerization of
library. Qualifying in the National Level Test conducted for the
purpose by UGC or other equivalent test as approved by the
UGC.

Administrative
Sr.
Cadre Qualification Experience
No.
At list 5 years’
experience in academic
Administrative Officer/ Post Graduate Degree of a Statutory
1 Institution or equivalent
Registrar University
post in academic
administration
3 years of experience of
2 Superintendent A Bachelor Degree or equivalent
administration
2 years services in the
3 Senior Assistant A Bachelor Degree or equivalent
lower Category.
A Bachelor Degree or equivalent
Technical I) Typewriting English Grade
2 years of service as
4 Senior Stenographer Higher and II) Shorthand English
Stenographer.
Higher Grade III) Knowledge of MS
Office
A Bachelor Degree of equivalent
1 or 2 years of service
Technical I) Typewriting English Grade
5 Stenographer as Stenographer is
High e and II)Shorthand English Lower
desirable.
Grade III) Knowledge of MS Office
A Bachelor Degree or equivalent
Technical 1) Typewriting English 1 year experience
6 Junior Assistant (Typist)
Higher Grade II) Knowledge of M.S. desirable
Office
A Bachelor Degree or equivalent and
7 Junior Assistant / Clerk --
knowledge of MS Office
Senior Laboratory Diploma in appropriate branch of
8 --
Assistant Engineering) Engineering/Technology
Laboratory Assistant Diploma in appropriate branch of
9 --
(Engineering) Engineering/Technology
Laboratory Instructor
10 Science concerned --
(Science)

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Sr.
Cadre Qualification Experience
No.
A certificate from relevant Trade from
11 Workshop Instructor --
I.T.I. In Trade

Electrician/ A certificate from relevant Trade from

12 --
Plumber/Welder I.T.I. In Trade
1 or 2 Years’
10th Standard, and should possess
13 Driver experience as Driver is
professional driving license
desirable.
10th Standard Able to ride a bicycle in
14 Peon --
respect of male members

15 House Keeping Assistant No formal education is required

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MODE OF SELECTION
FACULTY MEMBERS
PROCEDURE

Recruitment Procedure: Teachers: ( Lecture /HOD /Principal)

I. Manpower Planning:
Manpower planning is the first step in recruitment. This is to be carried out at the start / end
of each academic term, i.e., six months that constitute a semester, of the institute. Staff
employment during the semester will be avoided as far as possible. Planning the process is
concern of the Head of the Department. He will put up the requirement for his / her
respective department to the Principal during the semester. The Principal then determines if
the vacancy is to be filled through in-house staff or a new employee has to be selected. As
far as possible the Principal will ensure that all existing employees are given the opportunity
to apply for new vacancy if they so desire. Screening of the candidate for advertised post is
important. Definite guidelines are to be followed for calling the qualified candidate. Head
of the Department calculate the Human resource requirement: Concolidation of subject wise
teaching load calculation student-Teacher Ratio (as per AICTE guideline) For Diploma: 1:25.
II. Succession Plan:
A process, involves identification of particular internal individual or employee as the
possible successors to the key or senior position if it is vacant.
The succession can be:
a. Absolute Succession:
The identified candidate full fills all conditions required for appointment; hence, no
special conditions are involved in the appointment.
b. Conditional Succession:
The identified candidate full fills minimum conditions but the appointment against the
special conditions must be fulfilled during agreed time period. Special conditions may
comprises of Acquiring higher qualification, certifications etc.
III. Fillingintemporaryvacancy:
Where vacancy of a teacher is to be filled in temporarily for a period not exceeding one
term the Registrar, on the recommendation of the principal, initiates the process of
temporary appointment.
IV. Creating a New Position:
Description of a new position must be completed by the Head of the Department and
submitted to the principal, who reviews and assigns the most appropriate title according
to the job specifications in consultation with the competent authority. Reclassifications
of vacant positions can be requested at any time during the academic year. If a
classification is chosen which is not on the current pay plan, a pay grade will be assigned
based on available market data. As far as possible, post titles should match with All India
Centre for Technical Education, Directorate of Technical education and MSBTE Mumbai.

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V. Job Announcement:

All positions are advertised externally for a minimum period of fifteen working days.
Exceptions are approved only in the rarest of circumstances by the Management. On the
Institute's website, list of new openings will be available from time to time.

VI. Closing Date:

All classified positions are open for a period of fifteen working days. At times, a hiring
official can choose to keep the job open until filled. In such instances the hiring official
reviews all applications received up to the date and notify the Management when decision
is made.

VII. Advertising:

Once the job advertisement is ready, the advertisement is be posted on the website, social
media or at least one newspapers. When placing an external advertisement, the advertisement
will specify that all resumes or applications are to be sent to the Registrar and all
correspondence refers to the appropriate job position.
Publishing the Advertisement: The advertisement should be published in
1. News Papers .
2. Web Site etc

VIII. Employee Selection:

If an applicant contacts any department, he/she is referred immediately to the Registrar.

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4.2 SERVICE CONDITIONS

Hierarchy of Reporting:
Reporting by different staff members to higher authorities shall be according to the table
below:

Staff Reporting authority

Principal Chairman
Head of the Department Principal
Registrar / Asst. Registrar Principal
Training & Placement officer Principal
Librarian Principal
Coordinator Head of the Department
Teaching Staff Head of the Department
Laboratory Staff Head of the Department
Office Staff Registrar
Library Staff Librarian
Stores Staff Stores In charge
Peons / Non-teaching Staff Head of the Department / Registrar

In absence of reporting authority as defined above, the staff members shall report to next
nominated person in charge.

4.2 CODE OF CONDUCT

a) Policy for Physically Handicapped People:

Discrimination is prohibited against any applicant or employee in hiring, review, promotion,
demotion, discharge or other aspects of employment on the basis of that person's disability; if
the person is qualified and able to perform the "essential functions" of the job with "reasonable
accommodation."

b) Drug and Alcohol Free Workplace Policy:

The unlawful manufacture, distribution, dispensation, possession or use of illegal drugs by
employees of the institute is prohibited as per the institute's policy. All employees as a condition
of employment: Abide by the institute's policy on prohibited substances; and inform the institute
if he/she is convicted for possessing / using drugs within five days of conviction. An employee
convicted for felony, misdemeanor or drug violation faces a strong disciplinary action which
may include termination of employment, or may be

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required to participate in a rehabilitation program at the discretion of the institute. When

reasonable cause exists to believe that an employee is under the influence and is impaired by
drugs or alcohol on the job, the employee is required to undergo a medical test. Smoking on
campus is strictly prohibited.

a) Equal Employment Opportunity:

It is a policy of the Institute to give equal opportunity to all employees and applicants for
employment without regard to religion, race, creed, caste, color, sex, disability, and age. The
policy applies to initial employment, promotion, compensation, and termination. Employees
/students are not denied benefits, or subjected to discrimination under any program or activity
of the Institute.
b) Sexual Harassment:
Sexual harassment of employees or students at the Institute is prohibited and offender is
dismissed or other disciplinary action is taken. Unwelcome sexual advancements, requests for
sexual favors, and other verbal or physical conduct of sexual nature constitute sexual
harassment such as:
a.Physical contact and advances. or
b.Demand or request for sexual favors. or
c.Sexually colored remarks. or
d.Showing Pornography. or
e.Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

c) Soliciting / Canvassing:
Canvassing, placing signs and posters for solicitation purposes, chain letters, and collections
of any kind and sales of tickets or merchandise are prohibited on the college premises. All
employees are prohibited from indulging in any personal activity utilizing the institutes resources
and facilities. Any faculty found indulging in conducting tuition classes or coaching classes,
remunerative or otherwise would be suspended with immediate effect.

d) Attendance:
Employees are to be prompt in reporting to work on time. It is expected that employees will
remain on the job until the end of the workday unless excused by the Head of the department An
employee, who knows he / she will be absent from work on a particular day should report such
anticipated absence to the Head of the Department .A record of tardiness and unexcused
absences may result in loss of pay or other disciplinary action.

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a)Conflicts of Interest:
An employee of the institute avoids actual or apparent conflicts of interest between his/ her
institute's obligations/ responsibilities and outside activities.

b)Code of Conduct:

All employees to follow rules and regulations, and standards of courtesy, conduct,
cooperation ethics and etiquettes as expected by the institute. Following are examples of
actions, which are unacceptable to the institute and often result in disciplinary action or
termination of employment:

I. Insubordination

II. Theft
III. Conviction of a felony involving moral turpitude
IV. Bringing discredit to the Institute
V. Falsifying, grafting, or forging of any record, report, or information
VI. Discourteous behavior

VII. Any other misconduct interfering with performance of job tasks

VIII. Unauthorized absence from assigned work area

IX. Sleeping on duty

X. Negligence
XI. Dereliction of duty
XII. Interfering with the work performance of another employee

XIII. Favoritism

XIV. Wasting materials

XV. Willful damage to equipment or property of the Institute

XVI. Entering an unauthorized work area xvii.Continued failure to perform assigned duties

XVII. Failure to report absence

XIX. Habitual absence or tardiness

XX. Job abandonment.

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a) Safety:
Safety on the job and care of property and equipment is the responsibility of all employees.
Every effort should be made by the employees to avoid careless work habits. It is necessary to
report unsafe working conditions and any on-the-job-injury, regardless of severity, to the Head
of the Department and the Human Resources Office immediately. A qualified doctor is available
on the campus along with an equipped clinic during the work timings and is also available on
call for emergencies. Basic medicines are provided to all the employees and students free of
charge.

b) Confidential Information:
Some employees handle confidential information as they perform their duties. Such
information is not to be discussed or made available to anyone until it has been approved for
release by proper authority. Any person found using such classified information invites suitable
disciplinary action against him / her depending on the severity of the matter.

c) Gratuities:
Employees of the Institute do not accept gratuities, courtesies, or gifts in any form from any
person or persons, corporations, or associations that, directly or indirectly, seek to use the
connection so as to secure favorable comment or consideration on any commercial commodity,
process or undertaking.

d)Political Activities:
As an individual, each employee of the Institute retains all rights and obligations of
citizenship enshrined in the Constitution of India. However, no employee of the Institute is
allowed to be a candidate for a political party seeking votes while being employed with the
institute, or take part in a political employment campaign while on duty.

e)Disruptive Behavior:
While honoring the freedom of expression and the right to Peaceful dissent of an individual,
the Institute in the best interests of orderly operation and preservation of an environment favorable
to productive study, has adopted a policy prohibiting disruptive behavior on the part of any student,
faculty or staff member. The institute stipulates that any employee, acting individually or in
connivance with others, who clearly obstructs or disrupts or attempts to obstruct or disrupt any
teaching, research, administrative,disciplinary, or public service activity, or any other activity
authorized to be discharged or held on the campus of the Institute is considered to have committed
an act of gross indiscipline and is subject to disciplinary action that may include termination of
services.

a)Outside Employment:
Employment outside the Institute is not permitted except in cases where such employment
does not interfere with the regular and punctual discharge of duties and responsibilities of the
institute. The employee must discuss with the Head of the Department before indulging in any
outside employment to be sure there is no conflict of interest. Use of institute property in such
endeavors is prohibited. An employee must seek written permission of the Management before
taking up any kind of employment.

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a)Malpractices:
No employee indulges in or encourages any form of malpractice connected with examinations
or other activities of the institute
b)Revelations:
Without prior sanction from the Management no employee can give a talk to media or publish
any statement either by name or anonymously about issues related to institutional matters.
Employees and superiors should contact the Registrar immediately if assistance is needed related
to these policies.

4.4 WORKING HOURS AND WORKLOAD

I. Muster:
A record of entry time of employees is maintained by signing in the muster without fail. A
record of entry and exit time is also maintained using Biometric system. Those going out for work
related matter need to fill an on-duty form or else they will be marked absent for the day.

II. The Standard Workweek:

Since the requirements of the various operations of the Institute are Diverse, different work
schedules are adopted to meet different needs. However, the standard workweek of the employees
is Monday to Saturday. The timing is 9:20 am to 5:30 pm for Administrative Staff and 09:30am to
5:30 pm for Faculty. All days have a forty five minutes break for lunch and 15 minutes of tea break.

III.Change of Workweek:
Any change of workweek / breaks / work timings etc. should be with The prior approval of
the Management. No employee is to work for 15 days continuously without a holiday except
under exceptional circumstances and with intimation to the Management. The Management may
intervene when a deviation that is not suitable to the HR policies of the institute is noticed. All
employees will be informed from time to time of any changes made by the Management in this
matter. It is the responsibility of each employee, however, to ensure that the Management is
made aware of the change in workweek or timings etc. that he / she have been assigned.

IV.Overtime:
No overtime charges are provided to any employee. Only the administration and Supporting
staff however are entitled to a Compensatory Off if they work on public holidays and Weekend
days. The workweek may be made different for the staff by the various Head of the Department
in-order to facilitate the students' access to additional lectures, training, library, Internet center,
and workshop or admission procedures.

TEACHING DAYS
The College shall have at least 180 full teaching day per year or 90 full teaching days per
semester. “Teaching Days” here shall mean actual class room/laboratory contacting teaching
days and do not include days of examination/ tours/ sports etc.

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WORK LOAD
Workload of a teacher should not be less than 40 hours per week, of which teaching contact
hours should be as follows.
PRINCIPAL: 06 hours/week
HOD : 16 hours/week
LECTURER: 18 hours/week

4.5 JOB RESPONIBILITIES

Each and every employee in the institute has some responsibilities and the employee should
carry all the tasks assigned to him with the full of his ability,
A.Principal :
As the figure head of the institute, principal should have the vision and leadership ability
to keep a college developing.
Academic:
I. To monitor and conduct academic activities of the institute under the guidance of the
management and assistance of the Head of Departments.
II. To take institute and faculty feedback and accordingly take the remedial actions.
III. To plan and take the necessary actions for improvement of college results and academics
IV. To promote industry institution interaction and research & development activity.

Administration
I. To conduct the periodical meetings of the faculties for effective administration of the college
II. To make the employee and students aware of the rules, policies and procedures laid down
III. by the college and see to it that they are enforced.
IV. To initiate recruitment of non-teaching staff & teaching staff as per rules laid down by
MSBTE Mumbai
V. To approve vendors for resources as required in the institute.
VI. To sanction the leave of the HOD's (Head of Department) as per the norms.
VII. To monitor and update the institute website with complete information about the institute.
VIII.To communicate with MSBTE Mumbai, Directorate of Technical Education, All India
Council for Technical Education and Grants Commission for compliance.
To execute any other work assigned by the management.

Finance
I. To recommend allocation of budget for the departments as requested by the Head of
Departments to Governing body.
II. To authorize for cash advances for urgent purchases required in the institute.
III. To ensure that all financial transactions are conducted as per the norms.
IV. To execute salary payments to faculty & staff.
V. Promotion of co -curricular and extracurricular activities
VI. To monitor and promote technical and non-technical, co-curricular and extracurricular
activities like seminars, workshops, cultural and sports events with assistance of
Students Welfare.

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Industry Linkage and Consultancy

I. To formulate policy and facilitate the consultancy work in the institution.

II. To encourage Industry Institute Linkages, Collaborative Research programs and formation
III. of new incubation center.
IV. To monitor Research projects on periodical basis and effective utilization of grants of
research projects and timely completion of these projects.
To apply for intellectual properties generated from research at college and to market these
patents in industry.
Faculty Development

I. To initiate and organize various faculty and staff development programs for continual education.
II. Motivate faculty for exploring new avenues for research work, consultancy and projects.
III. To assist faculty for applying to different agencies of Government of India & other agencies
like Directorate of Technical Education, All India Council of Technical Education and
MSBTE Mumbai etc. for research projects.
IV. To form policies with consultation of the management for sponsoring faculty for attending
conferences/seminars/workshops.
Students Welfare:
I. Responsible for maintaining the students discipline within college premises with respect to
attendance, college uniform, smoke and alcohol free environment with the help of Head of
Departments.
II. To assist students for effective organization of extracurricular & co curricular activities in
and outside the campus.
III. To keep watch on hostel and campus for ragging free environment.
IV. To counsel students for any issue that may arise.
Examination:
I. To execute all Internal Examinations of undergraduates and postgraduate courses and declare
their results.
II. To carry on all work connected with the conduct of board Examinations in accordance with
the procedure laid down by the MSBTE Mumbai.
III. To be the custodian of all question papers and examination scripts pertaining to Examinations.
IV. To execute any other work assigned by the principal and management.
V. To monitor Central Assessment Process and is responsible for all matters connected with the
conduct of examinations.

Head of Department Academic Duties:

I. To Monitor and conduct academic activities of the department under the guidance of the
principal
II. To take department and faculty feedback and accordingly take the remedial actions.
III.To plan and take the necessary actions for improvement of department results and academic
performance.
IV. To coordinate term work assessment and conduction of practical /oral examinations as laid
down by MSBTE Mumbai

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Administration Duties:
I. To maintain discipline and enforce rules as laid down by the institute, in the department.
II. To monitor the day to day activities of the department.
III.To plan for the semester and academic year, in terms of activities, guest lectures, workshops
etc. for the benefit of the student and faculty.
IV. To conduct regular meetings with teaching and non-teaching staff as well as the Class
Representatives to sort out any issue and queries related to academics.
V. To execute any other work assigned by the management/principal

Finance
I. To prepare the department requirements and budget needed.
II. To oversee the purchase and deployment of any resource allotted for the department.

J.Teacher:
Teacher includes all cadre categories as Lecturer.
The Duties and responsibilities are as follow:

I. To understand the Quality Management Policy and Quality objectives of DKTES

Yashwantrao chavan polytechnic.
II. To follow all rules and regulations as laid down by the institute which include working time
in the institute, signing of the muster, college uniform, leaves updating, submission of tax
documents etc .
III. To work sincerely to execute all duties towards academics which include planning and
conduct of lectures and practical, preparation for the course assigned, conduct of internal
exams and to maintain the Course file and personal file in appropriate format.
IV. To use innovative teaching aids and adopt innovative teaching –learning methodologies.
V. To counsel students and conduct extra lectures/ revision lectures for students requiring help.
VI. To organize/ coordinate/ attend various seminars/ workshops/ STTP/ training programs.
VII. To participate proactively in any research and development activities conducted in the
department.
VII. To perform other academic/ administrative duties assigned by Head of the Department /
principal.

K.Non-teaching technical staff:

a.In charge: System and Technical Support
I. To update and maintain institute website with institute data.
II. To administer and maintain servers, firewalls, routers, manageable switches UPS and batteries.
III. To initiate purchasing of equipment.
IV. To provide support for various software servers.
V. To ensure continuous internet during assigned hours.
VI. To give support to On-line exam, Seminar, Workshop, technical training program

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a.Laboratory/ Technical Assistant:

I. To prepare the laboratories for smooth conduction of laboratory session.
II. To assist faculty and students during laboratory sessions.
III.To maintain Dead stock register, Instrument Issue register and maintenance register.
IV.To conduct installation of new equipment's and maintenance of existing equipments.
V. To maintain and update the approved supplier list for equipments.

J.Non-teaching non-technical staff:

a.Registrar:
I. To provide secretarial support to the trust & the principal.
II. To maintain general discipline, safety, cleanliness of premises, hostels, dress code etc.
III. To handle the student section, Establishment Section, Stores and Purchase section,
IV. maintenance related activities and Control of Centralized activities of the Institute.
V. To ensure the documented Quality Management System is followed at various stages of
administrative processes.
VI. To execute the admission process and board Examination process of students.
VII. To handle student grievance and taking remedial actions.
VII. To execute attendance monitoring.
VIII. To handle of customer complaints and ensuring corrective actions.
IX. To monitor, manage and evaluate administration of the institution, organize meetings of
Governing Body and Local Managing Committees and maintain minutes of the meeting.
X. To ensure corrective actions and preventive Actions as initiated are implemented w.r.t. all
non-conformities.
XII. To execute any other work given by management.

b.Librarian:

I. To implement all library rules as defined by the management.

II. To ensure the documented Quality Management System is followed at various stages of
library processes.
III. Responsible for overall functioning of the library.
IV. Responsible for procurement of recommended books, daily newspapers, journals, magazines,
videos, CD's, audio cassettes, e books , online resources etc. and renewal of books / magazines
V. To display all technical articles, literature and new arrivals.
VI. To circulate & distribute magazines, literature etc. to faculties & management and
maintain records of the same.
VII. To execute any other work given by management

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a.Training and Placement Officer:

I. To maintain complete information regarding student appearing for placement activities.

II. To conduct placement activities smoothly
III. To decide and arrange for personal development programs for student.
IV. To update and maintain the contact details of companies interested in recruitment activities.
V. To send invitation to industry and company for campus recruitment, to notify the students
about the events and take necessary action.
VI. .To take feedback from industry about the students recruited.
VII. MOU's with Industries for placements
VIII.To take necessary actions for pre-placements
IX. To arrange Training & Soft – Skills as per requirements of Companies / Industries.

4.6 POLICIES FOR DISCIPLINE

Disciplinary Action Policy
It is obligatory for an employer's to set and maintain satisfactory standards of conduct and
performance work. Employees are clear about the standards that are expected of them and about
the consequences in case they are not met. Disciplinary arrangements are therefore an important
part of an employer's overall responsibility. Although disciplinary action involves sanctions
against an employee, the primary purpose is to maintain and improve standards.
4.6.1 The purpose of these procedures and disciplinary rules is to establish equitable and
consistent standards throughout the institute and to ensure that disciplinary action is fair
and reasonable in the circumstances of each case.
4.6.2 Normally no formal disciplinary action is taken without some informal counseling where
the employee is made aware of any shortcomings in standards or in behavior, and these
shortcomings have been discussed between the employee and the Head of the Department.
4.6.3 It is hoped that most of the difficulties, that arise, could be resolved through counseling.
However, the disciplinary procedure may be implemented at any stage if the alleged
misconduct or unsatisfactory performance warrants such action.
4.6.4 The Head of the Department will outline the cause of concern and the employee will be
given an opportunity to state his/her case. Head of the Department are required to provide
appropriate prior notification of any allegations and any evidence, in accordance with natural
justice. A written record of all disciplinary hearings and appeals are kept.
4.6.5 If the conduct or performance of an employee is not satisfactory, he/ she is required to attend
a formal disciplinary hearing held by the Head of the Department, the principal. if the
explanation is unsatisfactory. An appeal against a verbal / written warning notice issued by
the superior may be made in writing, within seven days of receipt of the warning. The appeal
will normally be heard within fourteen days.

Other Policies:

I. Security & Vigilance on campus:

Campus has equipped with security office. They manage the security on campus.
Everyone on campus should positively participate to assist the security personnel if he
suspects anything odd in campus. College has also installed cameras at important locations
as outdoor security monitoring.

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II. Counseling Facility:

College has appointed visiting counselor for students and staff members. Students and
mentors are requested to take the benefit of this facility. Counselor is available in campus
twice a week.
III. Biometric Attendance facility:
Every staff member of this college is required to register the finger print in biometric
system and must record attendance through this system. Three late marks will be treated as
one full day leave. Registration is available with office staff.
IV. I-Card Policy faculty members, non-teaching staff and students:
The staff, students must wear I-Card every day. If any particular student or staff member
is found without I-card, disciplinary action is taken against him / her. Initially verbal
warning is given to the staff member. If repeated incidences occur written letter is issued to
him/her. I – Card registration is available in office.
V. Examination Duties :
a.Supervision duty of board exams: All teaching staff is allotted Supervision duties for board
and departmental examination.
b.Senior Supervisor: Teaching faculties who have five or more years of teaching experience
are usually appointed. Every senior supervisor has to monitor at least five Examination
sessions.
c.Junior Supervisor: All graduate employees are eligible to act as junior supervisors. He/she
has to supervise minimum of three sessions and maximum seven sessions.

d.Examiner ship:
No extra payment or compensatory leave [in lieu for duty on weekly offs or holidays] is
provided for doing examiner's duty. Examiner ship will be considered as on duty for record.

VI. Private Coaching / Outside Employment Policy:

No staff should be involved in private coaching without prior permission. Also staff must
not take up any other employment such as part time or full time at any other place.
Disciplinary action will be taken such staff members.

VII. Internet Facility policy:

Staff of DKTES YCP must use the internet facility only for office and academic purpose.
Staff must not be involved in sending unsolicited mails through DKTES YCP internet facility.
Staff must not download material from internet without proper acknowledgement of original
source. Staff must not watch unsolicited videos or must not waste the internet resources.

VIII. Non smoking, non alcohol and no-tobacco chewing policy:

At DKTES YCP, no tolerance is observed regarding smoking, drinking and tobacco
chewing on campus. It is viewed as serious issue and strict action is initiated against the
staff members and student found indulged in smoking, drinking and tobacco chewing.

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VIII. Keys deposition Policy:

College main office keys are deposited in the security office. Department key are
deposited in the college office keyboard. Department classroom, labs, staff room keys are
deposited in the department office keyboard. This hierarchy is followed by everyone in the
IX. Vehicle parking policy:
college. Also proper staff members are authorized to close and lock the rooms.
a. For staff members: All the staff members are required to park preferably at the designated
parking lots for proper management.
b. Students are required to park vehicle properly so that it should not create parking problems.
Moreover students are advised not to bring four wheelers on campus.
Faculty / Staff shall not park the vehicle continually for days without prior permission;
X.
else action will be taken against it.
XI. Disciplinary procedure: Appropriate actions will be taken against staff and students who
are not following the guidelines, rules and regulations of this college.

5.PERFORMANCE APPRAISAL
Performance Appraisal is a benefit given to the employees in order to form a proper job
matrix in the institute.
Appraisal Factors:
Factors used to appraise an individual's performance in a job are the following:
I. Education - Depth of knowledge normally acquired through education or specialized formal
training
II. Experience - Depth and breadth of knowledge or skill in terms of related work experience
and on-the-job training
III. Job scope - Decision-making requirements including job complexity, independence of
action, analytical and creative job requirements
IV. In campus relationships -Responsibility for contacting and dealing with administrative staff,
faculty, students and others within the institute. Relationship with seniors, subordinates,
juniors, etc.
V. Out campus relationships - Responsibility for representing the institute
VI. Managerial responsibility - Influence the importance of decisions including responsibility
for budgeting, managing human resources, utilization of assets, revenue control, planning,
policy and strategy development
VII. Position conditions - Degree to which the position has certain undesirable working
conditions present
VIII.Integrity- Integrity with institute, initiative, ability to shoulder responsibility, etc.

Parameters of Evaluation:
Each employee of the Institute is evaluating Dina systematic manner on an annual basis.
The Head of the Department leads the performance appraisals which are further reviewed
by principal and the Management. Areas to be evaluated include adjustment to the position,
attitude, cooperation, attendance, and punctuality, potential for future development,
productivity, capability, goals and efficiency.

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I. Student Feed Back:

Confidential student feedback shall be collected twice in semester and reviewed by the
principal. This will be maintained in Head of the Department / principal's office.
Appendix I - Student Feedback Format]

II. Lecture monitoring:

Once in a year, the lecture of each faculty is monitored. Principal, Head of the
Department, one senior faculty of different department monitors and evaluate the lecture of
the concerned faculty and fills in the Lecture Monitoring form. It is then submitted to the
principal.
This will be maintained in Head of the Department / principal's office

III. Result analysis:

Result Analyst is of subject taught by the faculty.
The following formula maybe used as guide lines for the Time Management
a. Teachers : 40% - teaching + 30% - institutional / departmental work + 30% -
Self- developmental work
b. Others : 50% - Official + 30% institutional / departmental work + 20% - Self- developmental
work
c. Students: 75% - study + 15 % curricular / extracurricular activities + 10% - other administrative
work.

Process of Performance Appraisal:

A self-appraisal is the first step in the appraisal process. Employees are asked to sign
appraisal forms. The employee's signature does not imply that the Management / employee
agree with the appraisal, but that the employee has seen it. The employer can discuss the
differences with the Management who will then do an independent analysis of the issue.
Productivity and activity is the key word while evaluating any employee. It is the
responsibility of the employee to ensure that he/ she has had at least one performance
appraisal during twelve months of service. It is to be noted that all performance appraisals
are used to provide a positive and developmental assessment of individuals and are not be
used as tools of personal vendetta under any circumstances.

PERFORMANCE APPRAISAL SYSTEMS:

Annual Staff Performance Appraisal Systems have been introduced. The System consists of
· Appraisal by Students
· Appraisal by Head of Department
· Appraisal by Peer group

The weight age for various levels of appraisal will be as follows-

· Appraisal by Students50%
· Appraisal by Head of Department25%
· Appraisal by peer group25%

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6.Leave Rules
Leave cannot be claimed as matter of right. Discretion to refuse or revoke leave is
reserved with the Governing Body.
Appendix II : Leave Application Forms
Leaves can be broadly classified as:

6.1Casual Leave [CL]:

Teachers are entitled to 08 days of Casual Leave, or part thereof, in a calendar year
depending on the date of joining. Casual Leaves are to be used at the discretion of the
employee, subject to the approval of the Head of the Department. Unused Casual Leaves do
not get carried over to the subsequent calendar year under any circumstances. Casual Leaves
entitled to employee for the year can be availed proportionately in the same calendar year
Not more than 3 Casual Leaves can be availed in continuation. The Holidays or Weekend
days that are sandwiched in the Casual Leave duration are counted as Casual Leaves. Casual
Leave can be taken for half day also.
Casual Leave must not be Pre-fixed or suffixed to vacation or any other type of Leave,
except OD.
It is necessary to get prior sanction of Casual Leave by reporting to the authority .In
case of emergency, telephonic intimation is acceptable to reporting authority and not through
the subordinate. All Casual Leave forms must necessarily be sanctioned by the concerned
Heads of the Department and further submitted to Administration office Department. Casual
Leave of Head of the Department is sanctioned by the principal. The application of Casual
Leave if not submitted before, it is to be submitted within four days from the date of availing
the Casual Leave. Casual Leave cannot be equated with ML or vise versa.

6.2 Medical Leave

All teachers are entitled to 10 days of full pay Medical Leave, or part thereof, in a
calendar year depending on the date of joining
Request for extension of Medical Leave will be considered by the Head of the
Department / principal / Management.
There is need to submit the Medical Certificate authorized by MBBS & BAMS Doctors.
Scheduled Absences: Planned absences and other excused absences with or without pay
must be requested and approved in advance. Medical appointments and scheduled surgery
must also be approved by the Head of the Department Management.
Unscheduled Absences Unplanned absences can be very detrimental to work place
efficiency. In case of sudden illness or other unexpected circumstances, an employee should
notify or arrange to notify his / her superior immediately. If this is not possible, a family
member is expected to alert the Head of the Department as soon as possible to explain the
situation and indicate the expected date and time of return.
Unused Medical Leaves will be carried forward into the subsequent year [s].

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6.3 Maternity Leave

The permanent female teacher, who has two or less than two living children, on the date
of the application, shall be entitled to full pay maternity leave for a period of ninety days
from the date of its commencement. Such leave shall not be debited to her leave account. In
case of the female teacher, if the confinement takes place during the vacation, the maternity
leave shall run concurrently with it.
The female teacher appointed on temporary or adhoc basis or on probation who has put
in at least two years of continuous service shall be eligible for maternity leave as decided by
the Management / principal.
The female teacher with less than one year service shall not be entitled to maternity
leave and the period of absence shall be treated as extraordinary leave as per the discretion
of Management / principal.
The application for maternity leave shall be supported by medical certificates as to the
probable date of confinement.
The female teacher may avail of other leave, including commuted leave, if she so desires,
in continuation of the maternity leave, up to a maximum of sixty days without production of
a medical certificate.
Leave under this Statute shall be admissible in the case of miscarriage or abortion
including Medical Termination of Pregnancy, subject to the following conditions namely:
(a) The leave does not exceed forty-five days during the entire service,
(b) The application for the leave is supported by Medical Certificate.
(a) The leave may be sanctioned to the female teacher irrespective of the number of living
children,
(b) After the Medical Termination of Pregnancy, if the female teacher requires rest for
more than the leave admissible as per sub-clause
(a) Above, she can avail of the other leave due or not due,

If the teacher adopts a child, then he/she or she shall be eligible for the leave of the kind
due or not due, as prescribed by the Government, from time to time.
6.4 Commuted Leave
The teacher may avail commuted leave on half pay at his/her credit on the condition that
the commuted leave shall be debited to the account of leave on half pay at the rate of twice
the number of days actually availed of.
6.5 Study Leave [SL]
A Study Leave granted to a teacher who has served the Institute for a period of minimum
three years without break in service. This leave is meant for pursuing higher studies at the
discretion of the principal. The teacher is privileged with full pay and benefits during the
period of Study Leave. A proof of having effectively used the Study Leave is required to be
submitted to the Institute on resuming duties. A teacher may be able to avail herself/himself
of this only once for a total span of 5 years.
Provided that, such study leave sanctioned to the teacher, shall not, ordinarily more than
twenty-four months. The teacher, for study leave, shall apply at least six months in advance
to the management.
Provided further that, if teacher is sanctioned such study leave, no substitute appointment
shall be made against such vacancy.

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7. FACULTY DEVELOPMENTS
7.1 HIGHER STUDIES
Deputations for Post Graduate Studies:
Staff members having Graduate qualification are encouraged to pursue Post Graduate (PG)
qualification. Staff members who have put in at least three years of continuous service at
DKTES YCP and whose performance is satisfactory, can request management to depute them
for completing PG from recognized institutions. The grant of such request is considered
depending upon merit of the case as judged by Head of the Department, principal.
In case the Management decides, the staff member is required to sign a legal bond, before
starting of PG course. Head of the Department extends necessary support to such aspiring
staff members in terms of adjustment of teaching load etc. Such support however is available
to staff member for the specified minimum tenure of the PG course and it is expected that
staff member completes the PG in this tenure only.
Deputation for Ph.D. Work:
Staff members having Postgraduate qualification are encouraged to pursue PhD
qualification. Staff members who have put in at least three years of continuous service at
DKTES YCP and whose performance is satisfactory, can request management to depute
them for completing PhD from recognized institutions. Such request is granted considering
merit of the case as judged by Head of the Department, principal.
Such member is required to sign a legal bond before the start of PhD. They also have to
submit the progress report to college (through Head of the Department) at every interval of
six months.
For self-sponsored staff members doing PhD at IITs, the entire expenses towards
completion of PhD are borne by staff member. The staff member will have leaned on his/her
current post for the period of four years/ completion of PhD (not exceeding 5 years). Such a
lean shall be valid only after signing the legal bond wherein the staff member undertakes to
serve DKTES YCP for a period of 5 (Five) years after completion of PhD.

7.2 SEMINARS / WORKSHOPS / CONFERENCES

Selected staff members are sponsored by the Principal for seminars workshops and
conferences while meeting the expenses towards delegation fee for the first time and also
treating the period of absence as “ON DUTY”.
The faculties are being deputed to short term/orientation courses during vacation or
non-vacation days without hindrance to the academic work; preference will be given to those,
who have to fulfill the requirements of rules stipulated for Career Advancement.
The period of absence is treated as “ON DUTY” during the period of attending the
courses.

7.3 POLICY FOR RESEARCH AND DEVELOPMENT

Research & Development Cell and its Objectives:
DKTES YCP believes in a judicious combination of teaching and research for the benefit
of student community at large. The institute envisages innovation and technological
development through its R & D cell. It has plans to cultivate academic and research
collaborations with national and international universities, governments and industries to
meet the immediate needs of society and the industry. The institute also remains committed
to long- termer search as the found action for future development.

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Objectives:
I. To enhance the research awareness by organizing national and international conferences,
symposia, workshops on research methodology, IPR and patents, talks and discussions with
eminent researchers.
II. To motivate faculty for doctoral and post-doctoral assignments at various national and
international universities and organizations of repute.
III. To encourage faculty to undertake research projects in, thrust areas in science and engineering
funded by various national and international agencies.
IV. To explore new horizons of knowledge and ensure its practical implementation through
collective efforts and quality research work.
V. To provide a creative atmosphere, complemented by adequate facilities and resources in
which higher studies and research thrive amongst the faculty and students.
VI. To convert College of Engineering into Center of Excellence.
VII. To set up the incubation centers in the engineering discipline.
VIII. To adopt collaborative research with IIT, NIT, Research laboratory and industries.
IX. To mentor the research projects to academics and industries.
X. To publish the research works in renowned journals.

7.4 POLICY OF ENCOURAGEMENT TO EMPLOYEES:

Teaching and Research are the main functions assigned to any institute. Teaching is a
prime function and needs to be performed at the highest level of competence that is possible
only when the faculty is involved in the research activity. Research is an original contribution
to the existing knowledge and is the pursuit of truth with the help of study, observation,
comparison, experiment, collection of facts or data and analyzing the facts. The conclusions
are reached either in the form of solution(s) towards the concerned problem or in certain
generalizations for some theoretical formulation. In short, the search for knowledge through
objective and systematic method of finding solution to a problem is research. Research
essentially nourishes the academic program and such engagement helps teachers to remain
at the cutting edge, with advances in their own subject. It also sustains the interest in academic
activities and widens the scope of learning. Importantly, it helps the institute to stand at the
global level.

Funded Projects and Consultancy Work:

a. Funded Projects:
The depth of R&D culture, in any institution is judged by the number of grants approved
and funds generated via various projects. A large number of new research projects are initiated
every year with funding from various national and international governmental organizations
and industries. The R&D cell keeps the faculties, abreast of all such information encourages
them to submit proposals for funding.

b.Consultancy Assignments:

Consultancy assignments must have a letter from the organization, clearly mentioning
the work carried out, period and amount of consultancy, people involved and the benefit of
the consultancy to the institute; both intellectually as well as financially. Proof of expenditure
must be maintained as per the concerned funding agency.

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c.Permission for accepting research or consultancy project:

All the faculty members who intend to apply for R&D projects and grants, and all those
who have obtained approval for their projects from various apex bodies, industries and
universities shall follow the work procedure given herewith.
I. Every research proposal shall pass through a multi-tier review, where the proposal shall
first be reviewed by the principal Investigator/ Co- Investigator and then by the concerned
Head of the Department / experts in the department. This may be followed by review by
eminent researchers in the field. The proposal shall then be vetted by the R&D committee
before submission to the funding agency.
II. All applications related with R&D shall be routed through the Dean - R&D along with
one hard copy for R&D records. A soft copy shall also be emailed to the Dean - R&D,
department representative in R&D cell and also to the Head of the Department.
III. Separate dead stock registers shall be maintained for the entire R&D for the externally
funded projects in every department.
IV. Purchase of instruments, software, etc. and the audit report made for the same shall follow
the Finance Officer guidelines.
V. Principal Investigator and Co-Investigator shall ensure that the instruments, software, etc.
purchased are secured in the laboratory/ department.
VI. The entire sanctioned amount shall be utilized as per the guidelines of the funding agency.
VII. In case the principal Investigator leaves the institute all the items, instruments, software
etc. purchased shall remain as an asset of the institute.

VIII. All Head of the Department must regularly and diligently update the R&D information
on the institute website for department and give reports to Dean- R&D.

d. Progress Report submissions:

The entire faculty eligible for R&D incentives shall submit the report with supporting
documents to the respective Head of the Department by 1st of June every year. The Head of
the Department along with some senior faculty members shall then carry out a rigorous
scrutiny at the Department level; and ensure that their recommendations reach the R&D cell,
latest by 10th of June every year.

Patents:
Receiving patent for one's research work is one of the most important factors denoting the
quality of research. Full financial and legal assistance shall be provided to those who are
interested in registering the patent. The patent shall irrevocably be registered in the name of
DKTE with the researcher's name prominently featuring as the inventor. The commercial
aspects shall be mutually worked out between the institute and the researcher. If patent is filed
by the individual, then expenses will be borne 50% by researcher and 50% by the institute. If
patent is filed by Institute, then 100% expenses are borne by Institute. If filed jointly then 100 %
expenses are borne by Institute and Individual.

DKTE Society’s Yashwantrao Chavan Polytechnic, Ichalkaranji 33

 Rules, Policies & Procedures 2019-20

7.5 TRAINING
Training programs for Teaching /Technical / Supporting staff member:
All Staff members are encouraged to take up various All India Council for Technical
Education (AICTE) approved short-term training programs or attend reputed National or
International conferences/seminars/workshops etc. during vacation period. Staff members
who have put in more than one year of continuous service at DKTE Societies YCP are
eligible for such deputations. Head of the Department shall decide the usefulness of such
programs and recommend the name of staff members for attending the programs to principal
for approval. As far as possible, such recommendations should be avoided during active
period of the semester.
Submission of proceedings /documents related to training programs:
After attending conferences / workshops, it is mandatory for all deputed staff to submit
a copy of the proceedings, documents, etc to the Central Library and the department library.
In addition, the staff is required to make a presentation on the conference or training program
attended to the department. This is also applicable to any kind of dissertation work tending to
higher degrees

8. WELFARE MEASURES
8.1 WELFARE MEASURES
Honorarium means payment granted to the teachers as remuneration for special work or
work of an occasional nature.
Employees Incentive:
Employee receives incentives in the form of additional increments every year depending
upon the students' feedback and performance appraisal results. Faculty Promotion; is promoted
to higher cadre depending upon their capability and initiative.
Medical benefits & Allowances:
All employees avail the facilities provided by a doctor on campus who is present during
the working hours and is also available on call during emergencies.
Children Education Allowances:
Children studying in units of DKTE Society and whose parents are employees of
DKTES YCP can avail of a waiver on the tuition fees as decided by Management of DKTE
Society.
Contributory Provident Fund:
Contributory Provident Fund Scheme is made available to all employees after five years
of service.
Other Welfare Measures:
· Provision of canteen in the campus,
· Interest free advances during Emergency,
· In the event of death of an employee, while in service his/her dependent will be considered
for employment on compassionate grounds, depending upon the merit of the case, limited to
the cadre Junior Assistant, subject to eligibility of the individual concerned and the availability
of vacant posts.
· Uniforms to attendants, drivers, and housekeeping staff.
· Reimbursement of part of expenses of faculty attending valuable seminars, conferences etc.
· Reimbursement of conveyance expenses.
· Grant of extra duty allowance to transport and housekeeping staff performing late duty.
· Grant of incentives on achieving good results.
· Group insurance scheme for employees

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