Amendment CSIR Service Rules, 1994
Technical Staff Recruitment (Pay Level 10 & Above)
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The Governing Body of the Council of Scientific & Industrial Research (CSIR) has approved significant amendments to the recruitment rules for technical staff at Pay Level 10 and above under the CSIR Service Rules, 1994. These amendments were approved during the 210th Meeting of the Governing Body held on 15 September 2025.
Key Changes & Amendments
The amendments introduce a comprehensive two-stage recruitment process and restructure the composition of selection and screening committees to ensure transparency, merit-based selection, and adherence to government guidelines.
1. Selection Committee Constitution (Rule 9.2.1)
The Selection Committee shall comprise the following members:
| Position | Composition |
|---|---|
| Chairperson | Chairperson of the RAB or nominee from panel approved by VP, CSIR |
| Member 1 | Chairman or specialist member of Research Council (RC) |
| Member 2 | Director of the Lab/Institution or nominee; Nominee of DG, CSIR for CSIR Headquarters |
| Members 3-4 | Two External Experts of appropriate level (nominated by Chairperson, RAB) |
| Member 5 | Departmental Expert (nominated by DG, CSIR) |
Additionally, representatives of SC/ST, OBC, Minorities, and Women shall be co-opted as per existing Government of India and CSIR orders and instructions.
2. Screening Committee Constitution (Rule 9.2.2)
The Recruitment Assessment Board (RAB) shall constitute a Screening Committee with the following composition:
| S. No. | Composition | Role |
|---|---|---|
| 1 | Expert from Sister Lab/Institution/CSIR HQ (relevant discipline) | Chairperson |
| 2 | Expert from concerned Lab/Institution (Internal Expert) | Member |
| 3 | Expert from Sister Lab/Institution (same discipline - External Expert) | Member |
| 4 | Director or nominee; Nominee of DG, CSIR for CSIR HQ | Member |
Important Note: All Chairpersons and Members shall be at least one level higher than the advertised post.
Screening Committee Quorum: The Chairperson and at least two members, one of whom must be the external expert.
3. Two-Stage Recruitment Process (Rule 10)
The amended rules establish a structured two-stage recruitment process:
Stage 1: Screening Process
- Primary Screening: The Screening Committee shall scrutinize and screen out all applications not fulfilling the prescribed age, educational qualifications, and experience as advertised.
- Secondary Screening: Eligible applications are short-listed based on screening criteria devised by the Screening Committee, considering suitability to the advertised post.
- Written Test/Presentation: If necessary, the Screening Committee may organize a written test and/or seminar/presentation for shortlisting candidates.
- Candidate Pool: The Screening Committee shall shortlist a minimum of 3 (three) and up to 12 (twelve) candidates for each post for interview.
Stage 2: Selection Interview
- The Selection Committee shall interview shortlisted candidates.
- Candidates are recommended in order of merit in two categories: (i) Recommended and (ii) Wait-listed.
- Cut-off marks are decided by the Selection Committee and mentioned in the proceedings.
- Selection Committee meetings are normally held at RAB but may be held at other locations as deemed necessary.
4. Vacancy Communication & Application Submission
- Vacancies of technical staff at Pay Level 10 and above, along with their reservation status, shall be communicated to RAB by the Lab/Institution/Headquarters with approval from the Appointing Authority.
- Applications in response to advertisement shall be received at RAB.
5. Panel Declaration & Validity
- RAB declares the panel of successful candidates and forwards it to the Appointing Authority for further processing.
- If a recommended candidate does not accept the offer, does not join by stipulated date, or resigns/dies within one year, a candidate from the waitlist panel can be offered the post.
6. Delegation of Authority (Critical Change)
Distribution & Compliance
This Office Memorandum has been issued to all relevant stakeholders, including:
- Directors/Heads of all CSIR National Labs, Institutions, Headquarters, and Units
- Chairperson and Head of the Recruitment Assessment Board (RAB)
- Office of the Director General, CSIR
- Joint Secretary (Administration), CSIR
- Financial Advisor, CSIR
- Chief Vigilance Officer, CSIR
- Legal Advisor, CSIR
- All Senior Administrative Officers across CSIR institutions
Implications for Recruitment
These amendments represent a modernization of CSIR's recruitment procedures for senior technical positions. The key implications include:
- Transparency: The structured two-stage process with defined criteria ensures transparent and merit-based recruitment.
- Expert Evaluation: Inclusion of external experts from sister institutions ensures objective evaluation without institutional bias.
- Efficiency: Delegation to the DG for procedural matters reduces bureaucratic delays.
- Representation: Mandatory co-option of SC/ST, OBC, Minority, and Women representatives ensures inclusive recruitment practices.
- Flexibility: The option to organize written tests or presentations provides flexibility in identifying the most suitable candidates.
For More Information
This amendment document has been circulated to all CSIR National Laboratories, Institutions, and Headquarters. All procedural matters regarding technical staff recruitment at Pay Level 10 and above should be directed to the respective administrative departments with reference to this amended rule.
For official queries or clarifications, contact the respective CSIR Institution's Administration Department or the CSIR Headquarters, New Delhi.
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