Brief on organisational structure of Indian Railways and Promotional avenues available to various grades of employees

1. Rajesh Kumar Gupta IRPS
Dy Chief Personnel Officer/Gaz
Rajesh Kumar Gupta IRPS
Dy Chief Personnel Officer/Gaz

2. Organisation
• Indian Railways manages a network of over 63000 route km with
over 13 lakh employees.
• Indian Railways are owned and managed by Government of India.
• Ministry of Railways is headed by a Minister of Railway assisted by
one Deputy Minister (MOSR).
• Administration and Management of Indian Railways by Railway
Board.
• Indian Railways manages a network of over 63000 route km with
over 13 lakh employees.
• Indian Railways are owned and managed by Government of India.
• Ministry of Railways is headed by a Minister of Railway assisted by
one Deputy Minister (MOSR).
• Administration and Management of Indian Railways by Railway
Board.

4. • Additional Members in Higher Administrative Grade + (HAG +)
Grade
• Advisors / Sr Eds in Higher Administrative Grade (HAG) Grade
• Executive Directors are in Senior Administrative Grade (SAG),
• Directors/Joint Secretaries in Selection Grade,
• Join Directors/ Dy. Secretaries in Junior Administrative Grade(JAG)
and Dy Directors/ Under Secretaries in Senior Scale.
• Additional Members in Higher Administrative Grade + (HAG +)
Grade
• Advisors / Sr Eds in Higher Administrative Grade (HAG) Grade
• Executive Directors are in Senior Administrative Grade (SAG),
• Directors/Joint Secretaries in Selection Grade,
• Join Directors/ Dy. Secretaries in Junior Administrative Grade(JAG)
and Dy Directors/ Under Secretaries in Senior Scale.
Level of Functional Officers

5. Pay Scale/Grade Pay
80000(fixed) CRB/MEMBERS
75500-80000 - ADDL. MEMBER - GM
67000-75500 - ADVISOR - HAG
10000 - EXEC. DIRECTOR - SAG
8700 - DIRECTOR - SEL. GR.
7600 - JT. DIRECTOR - JA GR.
6600 - DY. DIRECTOR - SR. SC.
4800 - SECTION OFFICER - Gr. B

6. Organisational StructureOrganisational Structure
1. Railway Board
2. Zonal Management
3. Divisional Organisation
• The apex management organisation is the Railway Board,
also called the Ministry of Railways. The board is headed by
a Chairman who reports to the Minister of Railways. The
board has six other members in addition to the chairman.
1. Railway Board
2. Zonal Management
3. Divisional Organisation
• The apex management organisation is the Railway Board,
also called the Ministry of Railways. The board is headed by
a Chairman who reports to the Minister of Railways. The
board has six other members in addition to the chairman.

7. Zonal ManagementZonal Management
• Indian Railways is divided into 17 Zones, each of these zones is further
divided in divisions with a total of 71 Divisions.
• Each zone is headed by a General Manager (GM). Similarly, Each division
is also headed by a separate Divisional Railway Manager (DRM).
• Indian Railways is divided into 17 Zones, each of these zones is further
divided in divisions with a total of 71 Divisions.
• Each zone is headed by a General Manager (GM). Similarly, Each division
is also headed by a separate Divisional Railway Manager (DRM).

8. Railway Zones
• Each zone is under the control of General Manager (GM) who is
responsible for its operation, maintenance and financial position.
• GM is assisted by an Additional General Manager (AGM) and Heads
of Department (HOD) for various Departments viz, Transportation,
Commercial, Accounts, Personnel, Civil Engineering, Mechanical
Engineering, Electrical Engineering, Signal & Telecommunications,
Stores, Medical and Security
Railway Zones
• Each zone is under the control of General Manager (GM) who is
responsible for its operation, maintenance and financial position.
• GM is assisted by an Additional General Manager (AGM) and Heads
of Department (HOD) for various Departments viz, Transportation,
Commercial, Accounts, Personnel, Civil Engineering, Mechanical
Engineering, Electrical Engineering, Signal & Telecommunications,
Stores, Medical and Security

9. • General Manager
• Additional General Manager
• Accounts (FA&CAO/PFA)
• Commercial (CCM/PCMM)
• Electrical (CEE/PCEE)
• Engineering (PCE)
• Mechanical (CME/PCME)
• Medical (CMD/PCMD)
• Operating (COM/PCOM)
• Personnel (CPO/PCPO)
• RPF (IG-cum-CSC)
• Stores (COS/PCMM)
• S&T (CSTE/PCSTE)
• General Manager
• Additional General Manager
• Accounts (FA&CAO/PFA)
• Commercial (CCM/PCMM)
• Electrical (CEE/PCEE)
• Engineering (PCE)
• Mechanical (CME/PCME)
• Medical (CMD/PCMD)
• Operating (COM/PCOM)
• Personnel (CPO/PCPO)
• RPF (IG-cum-CSC)
• Stores (COS/PCMM)
• S&T (CSTE/PCSTE)

10. CCM/PCCMCCM/PCCM
CCM (Cat & PS)CCM (Cat & PS) CCM (FM)CCM (FM)
SCMsSCMs
ACMsACMs
Dy.CCMsDy.CCMs
SCMsSCMs
Dy. CCMsDy. CCMs
ACMsACMs
Organization Structure of Zonal / PU
(Commercial Dept.)

11. Divisions
• Divisions are the basic unit of operation.
• Divisional Railway Manager is in the rank of an HOD (SAG).
• A Railway Division is the smallest administrative Unit of Railways.
• Divisions are the basic unit of operation.
• Divisional Railway Manager is in the rank of an HOD (SAG).
• A Railway Division is the smallest administrative Unit of Railways.

12. Divisional OrganisationDivisional Organisation
The Divisional Railway Manager (DRM) heads the organisation at
the division level.
There are currently 71 divisions on the system nationwide.
The divisions are primarily involved with train running but may
have loco sheds (repair shops for locomotives), coaching depots
(repair home bases for passenger trains) and wagon depots (repair
and maintenance points for freight stock).
Each division has all the functional (both line and staff)
organisations.
The heads of these functional groups report to the DRM for
administrative purposes but rely on guidance from the railway board
and the zonal headquarters for policy guidelines.
The Divisional Railway Manager (DRM) heads the organisation at
the division level.
There are currently 71 divisions on the system nationwide.
The divisions are primarily involved with train running but may
have loco sheds (repair shops for locomotives), coaching depots
(repair home bases for passenger trains) and wagon depots (repair
and maintenance points for freight stock).
Each division has all the functional (both line and staff)
organisations.
The heads of these functional groups report to the DRM for
administrative purposes but rely on guidance from the railway board
and the zonal headquarters for policy guidelines.

13. Divisional Railway Manager
Additional Divisional Railway Manager
• Accounts (Sr.DFM)
• Commercial (Sr.DCM)
• Electrical (Sr.DEE)
• Engineering (Sr.DEN)
• Mechanical (Sr.DME)
• Medical (CMS)
• Operating (Sr.DOM)
• Personnel (Sr.DPO)
• RPF (Sr.DSC)
• Stores (Sr.DMM)
• S&T (Sr.DSTE)
Divisional Railway Manager
Additional Divisional Railway Manager
• Accounts (Sr.DFM)
• Commercial (Sr.DCM)
• Electrical (Sr.DEE)
• Engineering (Sr.DEN)
• Mechanical (Sr.DME)
• Medical (CMS)
• Operating (Sr.DOM)
• Personnel (Sr.DPO)
• RPF (Sr.DSC)
• Stores (Sr.DMM)
• S&T (Sr.DSTE)

14. Organization Chart: Divisional Level (ALD Div)Organization Chart: Divisional Level (ALD Div)

15. Group of Employee & Recruiting AgencyGroup of Employee & Recruiting Agency
• There are FOUR groups of staff on Indian Railways. They are :
• Group A : UPSC
• Group B(RBSS) : UPSC
• Group C : RRB
• Group D : RRC
Group of Employee & Recruiting AgencyGroup of Employee & Recruiting Agency
• There are FOUR groups of staff on Indian Railways. They are :
• Group A : UPSC
• Group B(RBSS) : UPSC
• Group C : RRB
• Group D : RRC

16. • The various Group ‘A’ cadres are as below:
Non Technical Services recruitment through Civil Services
Examination conducted by UPSC:-
IRTS - Indian Railway Traffic Service
IRPS - Indian Railway Personnel Service
IRAS - Indian Railway Accounts Service
RPF - Railway Protection Force
• The various Group ‘A’ cadres are as below:
Non Technical Services recruitment through Civil Services
Examination conducted by UPSC:-
IRTS - Indian Railway Traffic Service
IRPS - Indian Railway Personnel Service
IRAS - Indian Railway Accounts Service
RPF - Railway Protection Force

17. Technical Services recruitment through Indian Engineering
Services Examination conducted by UPSC:-
IRSE - Indian Railway Service of (Civil) Engineers
IRSEE - Indian Railway Service of Electrical Engineers
IRSME - Indian Railway Service of Mechanical Engineers
IRSS - Indian Railway Stores Service
IRSSE - Indian Railway Service of Signal Engineers
Technical Services recruitment through Indian Engineering
Services Examination conducted by UPSC:-
IRSE - Indian Railway Service of (Civil) Engineers
IRSEE - Indian Railway Service of Electrical Engineers
IRSME - Indian Railway Service of Mechanical Engineers
IRSS - Indian Railway Stores Service
IRSSE - Indian Railway Service of Signal Engineers

18. • Medical Services recruitment through Combined medical
Examination conducted by UPSC
• IRMS - Indian Railway Medical Service

19. Filling up of Junior scale post
• 50% of vacancies by direct recruitment
• 50% of vacancies by promotion from group B officers
• 50% of vacancies by direct recruitment
• 50% of vacancies by promotion from group B officers

20. Filling up of Group B postsFilling up of Group B posts
• All group B posts are filled up by promotion except RBSS where
there is direct element
• 70% of vacancies of group B is filled by selection from eligible
group C employees
• 30% of vacancies is filled by LDCE from eligible group C
employees
• All group B posts are filled up by promotion except RBSS where
there is direct element
• 70% of vacancies of group B is filled by selection from eligible
group C employees
• 30% of vacancies is filled by LDCE from eligible group C
employees

21. Selection
LDCE
Eligible Grade GP 4200 GP 4200
Service requirements Min 3 years in the 4200 Min 5 years in the 4200
Who can appear the selection
Only those who are called as per
seniority and vacancy available
All employees in concerned
department who fulfill the above
condition
Method of selection
Primarily seniority. Written test
and viva-voce has to be passed.
Purely on the basis of written
test and viva-voce(standard of
written exam higher than that for
Selection)
SC/ST Reservation Applicable Applicable
Seniority
Employees empanelled through selection will rank above those
through LDCE

22. • Frequency of Selection
Selection for appointment to Group B posts should be
held once in two years.
Where due to unforeseen developments, the panel
drawn gets exhausted and the biennial selection is away
by more than six months a fresh selection may be held.
The need for conducting such selections should
however, be rare and due care should be taken in
working out the vacancies for the normal biennial
selection.

23. Selection of Group BSelection of Group B
• Composition of selection committee will be constituted by GM
• 3 HOD/additional HOD including CPO/additional CPO and HOD
concerned
• If none of the officers belong to SC/ST ,one holding the rank JAG or
above may be nominated
• SDGM or additional CVO should not be nominated
• Paper setting and evaluation should be done by different officers of
SAG rank who need not be member of the board
• Composition of selection committee will be constituted by GM
• 3 HOD/additional HOD including CPO/additional CPO and HOD
concerned
• If none of the officers belong to SC/ST ,one holding the rank JAG or
above may be nominated
• SDGM or additional CVO should not be nominated
• Paper setting and evaluation should be done by different officers of
SAG rank who need not be member of the board

24. • Assessment of vacancies
Vacancies for two years should be assessed carefully taking into
account the vacancies in regular cadre (both permanent and
temporary), as also in the construction and work-charged
cadre/posts. To the assessment thus made, the vacancies due to
arise in the next 6 months should also be included to cater to
unforeseen contingencies and the panel should be formed for the
total number of vacancies.
• Reservation in favour of SCs/STs
• Conditions of eligibility.
For the selection, all Group C employees working on a regular basis in
grade the minimum of which is Rs. 5000/- in the revised scale and in the
higher Group C grades and who have rendered not less than 3 years of
non-fortuitous service in the grade are eligible. There will be no
distinction between permanent and temporary employees.

25. • In case a junior employees is considered for selection by virtue of his
satisfying the relevant minimum service conditions all persons senior to
him shall be held to be eligible, notwithstanding the position that they do
not fulfill the requisite minimum service conditions.
• Zone of consideration. The number of employees to be called for the
selection will be in accordance with the sliding scale in the order of
seniority as shown below -
• 1. vacancies 5 employees.
• 2. vacancies 8 employees.
• 3. vacancies 10 employees.
• 4. vacancies and above employees equal to three times the number of
vacancies.

26. • Since employees from the different streams will be eligible to appear for
the selection, their integrated seniority for purposes of the selection should
be determined on the basis of total length of non-fortuitous service rendered
in grade Rs. 6500-10500 (R.S.) and above. In other words the date of
appointment to the grade Rs. 6500-10500(R.S.) on a non fortuitous basis
will be the criterion.
• Where due to exceptional reasons beyond the control of the Administration
it is not possible to hold the selection as scheduled and it is delayed by
more than one selection period, two cycle of selections may be clubbed.

27. • Selection Procedure.
• The selection is based on a written test to adjudge the professional ability,
viva-voce and assessment of record of service by the Selection Committee. The
marks allotted and the qualifying marks under the different heads are as
follows:-
• Prescribed papers - One paper on Professional subject and Estt. And Financial
Rules
• Max. Marks - 150
• Qualifying Marks - 90
• Remarks
• Out of 150 marks, the professional subject will carry atleast 100 marks.
• RECORD OF SERVICE AND VIVA-VOCE
•
• Max. Marks
• i) Viva-voce - 25
• ii) Record of service - 25
• Qualifying Marks - 30 ( including atleast 15 marks in the record of
service).

28. Total Marks Minimum
Qualifying Marks
Paper-I
(Professional Subject and
General Knowledge)
150 90
Paper-II
(Professional Subject and
Establishment and Financial
Rules)
150 90
Viva Voce 25 30 (including at least
15 marks in the
record of service)
Record of
Service
25
30% LDCE

29. • The question paper for the written test should have a practical bias
i.e. it should be designed to test the ability of candidates to tackle
the practical problems they are likely to face rather than their
theoretical knowledge. It is in view of this that no syllabus has been
prescribed for the written examination except, the written
examination for the post of Assistant Personnel Officer and the
Railways depending on the local conditions/practices should set the
paper.
• Ten percent of the total marks allotted for testing the professional
ability should be set apart for questions on official language policy
and official language rules. While the employees should be
encouraged to attempt the questions on official language policy and
official language rules the questions should not be compulsory.
• Personality, Address and Qualities of Leadership should be
assessed at the viva-voce test. In case a written test is not held for
adjudging professional ability this should also be assessed at the
viva voce through questions with a practical bias.

30. • Marks for record of service should be given on the basis of
Confidential reports and relevant service records. Integrity of
character should receive special consideration.
• The successful candidates shall be arranged as follows :
• (1) Those securing 80% marks and above graded as 'Outstanding'.
• (2) Those securing between 60% marks and 79% marks graded as
'Good'.
• The panel should consist of employees who had qualified in the
selection, corresponding to the number of vacancies for which the
selection was held. Employees securing the gradation 'Outstanding'
will be placed on top followed by those securing the gradation,
'good' interse seniority within each group being maintained.
• Currency of Panel. The panel will be current for a period of 2 years
from the date of approval of the competent authority or till a fresh
panel on the basis of next selection becomes available whichever is
earlier.

31. • Medical fitness of employees selected for promotion to Group 'B’.
• Employees selected for promotion to Group B service should be fit in
all respects, including physical fitness, for the duties assigned to the
particular category of posts to which the promotion is made. The
Group C employees qualifying in the selections for promotion to
Group B, posts but not passing the prescribed medical standard should
not be promoted to Group 'B' even on ad hoc basis.
• SUPPLEMENTARY SELECTION.
• Not more than one supplementary selection should be held to cater to
the absentees. While holding the supplementary selection all care and
caution should be exercised to ensure that employees who did not avail
of the main selection are provided the opportunity at the supplementary
selection. Measures to notify the employees either for the main
selection or the supplementary selection, particularly in cases
where employees are serving outside the Railway including employees
on deputation should not be routine.

32. Refusal of Promotion
• An employee empanelled for promotion to Group 'B' refusing promotion,
when his turn arises should be debarred for promotion for one year and if
after one year, he refuse promotion again, his name should be deleted from
the panel, when promoted, after the period for which he is debarred,
seniority will be as from the date of effect of promotion and he will be
junior to all employees promoted earlier than him on regular basis from the
same panel but will be senior to employees from the subsequent panel, if
any formed.
Ad hoc promotion.
• In the event of an empanelled officer not being available due to the
absence of a panel, ad hoc promotion of the eligible Group 'C’ employee
may be made subject to his suitability being assessed by a screening
Committee of the HOD concerned, the CPO and an officer of appropriate
rank belonging to SCs/STs from the Deptt., other than the one represented
by the HOD. The occasion for ordering ad hoc promotion should be rare
and even where ad hoc promotions are made, efforts should be made to
replace the ad hoc arrangements at the earliest.

33. Recruitment of Group ‘C’Recruitment of Group ‘C’
• Group 'C‘ are recruited by Railway Recruitment Boards (RRBs)
that operate under the control of Railway recruitment control
board (RRCB). These RRBs are the prime recruiting agencies for
zonal railways, production units etc.
• Group 'C' technical services include Civil, mechanical, electrical
engineering, signal and telecommunication etc. Non -technical
services include, Clerks, Assistant Station Masters, Ticket
Collectors, Train Clerks, etc.
• Group C are also recruited through Compassionate appointments,
Sports quota, Scout and Guide Quota etc.
• Group 'C‘ are recruited by Railway Recruitment Boards (RRBs)
that operate under the control of Railway recruitment control
board (RRCB). These RRBs are the prime recruiting agencies for
zonal railways, production units etc.
• Group 'C' technical services include Civil, mechanical, electrical
engineering, signal and telecommunication etc. Non -technical
services include, Clerks, Assistant Station Masters, Ticket
Collectors, Train Clerks, etc.
• Group C are also recruited through Compassionate appointments,
Sports quota, Scout and Guide Quota etc.

34. ChairmanChairman
Member Secretary / SecretaryMember Secretary / Secretary
Asst. SecretaryAsst. Secretary
Organization Structure of RRBOrganization Structure of RRB

35. Recruitment in Group ‘D’
• Railway Recruitment Cell in each Zone is responsible for Group D
recruitment.
• Also recruitment in Group D through Compassionate ground
appointments, Sports Quota, Scout & Guide Quota etc.
• Now majority of Direct recruitment are conducted through online
Exam.
• Railway Recruitment Cell in each Zone is responsible for Group D
recruitment.
• Also recruitment in Group D through Compassionate ground
appointments, Sports Quota, Scout & Guide Quota etc.
• Now majority of Direct recruitment are conducted through online
Exam.

36. Designation Scales (Rs.) GP
Group C -
Chief OS/CWLI/CPI PB-2 4600
OS/WLI/PI PB-2 4600
Hd. Clerk/WI/PI PB-2 4200
Sr. Clerk PB-1 2800
Jr. Clerk PB-1 1900
Group D-
Sorter, etc. PB-1 1800
Daftary, Hamal, Sr.Peon
Peon,Khalasi etc.
Designation Scales (Rs.) GP
Group C -
Chief OS/CWLI/CPI PB-2 4600
OS/WLI/PI PB-2 4600
Hd. Clerk/WI/PI PB-2 4200
Sr. Clerk PB-1 2800
Jr. Clerk PB-1 1900
Group D-
Sorter, etc. PB-1 1800
Daftary, Hamal, Sr.Peon
Peon,Khalasi etc.
Designation in Group C & DDesignation in Group C & D

37. Promotion from Group D to C
• Prescribed percentage in nominated Group C categories are to be
filled by promotion of Group D employees on selection on the basis
of a written exam.
• Group D staff who complete 3 years of regular service will be
considered for promotion if they apply. The minimum service
condition does not apply to Scheduled Castes and Scheduled
Tribes candidates.
• 33 ½% quota of posts in the lowest grade of Commercial Clerks,
Ticket Collectors, Train Clerks, Office Clerks and other categories of
Clerks like Stores Clerk etc. are earmarked for promotion of Railway
servants in the categories carrying grade Pay of Rs. 1800 for whom
no regular avenue of promotion exists;
• Prescribed percentage in nominated Group C categories are to be
filled by promotion of Group D employees on selection on the basis
of a written exam.
• Group D staff who complete 3 years of regular service will be
considered for promotion if they apply. The minimum service
condition does not apply to Scheduled Castes and Scheduled
Tribes candidates.
• 33 ½% quota of posts in the lowest grade of Commercial Clerks,
Ticket Collectors, Train Clerks, Office Clerks and other categories of
Clerks like Stores Clerk etc. are earmarked for promotion of Railway
servants in the categories carrying grade Pay of Rs. 1800 for whom
no regular avenue of promotion exists;

38. Promotion within Group ‘C’
• Made through Selection or Non selection method.
• Posts are categorized into Selection or Non selection for Promotion
purposes by Railway Board.
• For non-selection posts selection is primarily done on the basis of
seniority cum suitability and trade test whereas for selection posts it
is done primarily on the basis of merits.
• Made through Selection or Non selection method.
• Posts are categorized into Selection or Non selection for Promotion
purposes by Railway Board.
• For non-selection posts selection is primarily done on the basis of
seniority cum suitability and trade test whereas for selection posts it
is done primarily on the basis of merits.

39. Transfer Rules
• On Administrative Grounds
• Normal Transfer of employees
• Transfer on Promotions.
• Transfer on account of Reduction in Establishment.
• On account of Punishment/ Vigilance Recommendation.
• On the request of employee
• One Way Transfer.
• Mutual Transfer.

40. In Administrative interest
• Whenever transfer is in administrative interest, seniority is not lost.
• Trade union office bearers not to be transferred without agreement
of union concerned except in cases of Vigilance cases, promotion,
legal requirement etc.
• To avoid fraud in transfers Railway Board has laid down a
procedure which requires submission of as many copies of
application as the officials/levels through which it has to move with
a photo of the employee in each.

41. Own Request
• In case of Transfer at one’s own request to a new seniority unit the
employee gets the bottom most seniority on the day of joining new
station.
• Service rendered in the old unit will count as Qualifying Service for
promotion in the new unit as per extant rules.
Mutual Transfer
• In case of Mutual Transfer both the employees gets the seniority of
junior of them.
• Request for backtracking of mutual transfer shall not be entertained.

42. Periodical Transfers
• Certain posts are identified as sensitive in view of the Railway
employee coming into contact with public /contractors or handling
pay bills/passes etc will be transferred as per extant rules.
• The categories include ASMs(excluding those posted at way side
stations), Stock verifiers, JE/SE(Works and Permanent Way) in
charge of Stores, dealing with Contractors.
Ticket Checking Staff
• Ticket Checking Staff indulging in malpractices are sent on Inter
Railway/Inter Divisional Transfer as a matter of policy.
Periodical Transfers
• Certain posts are identified as sensitive in view of the Railway
employee coming into contact with public /contractors or handling
pay bills/passes etc will be transferred as per extant rules.
• The categories include ASMs(excluding those posted at way side
stations), Stock verifiers, JE/SE(Works and Permanent Way) in
charge of Stores, dealing with Contractors.
Ticket Checking Staff
• Ticket Checking Staff indulging in malpractices are sent on Inter
Railway/Inter Divisional Transfer as a matter of policy.