Special Drive for Internal Recruitment

        From

        To

        Whom So Ever It May Concer

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        We, the staff and officers of the Commercial Taxes Department, submit the following  representations to one and all concerned about the betterment of the Commercial Taxes Department of Tamil Nadu.

We came to know through the press release  no 589 dt 8-10-2012 issued by the DIPR  about the discussions between the HONOURABLE MINISTER for Commercial Taxes Department and the higher officials of the Commercial Taxes Department. In this discussion the HONOURABLE MINISTER has praised the Commercial Taxes Department for achieving 26% of growth. We are very much happy on hearing the news and proud to be the officers of this department.

        We believe that the Govt. knows the 26% of growth is achieved by the sincere, dedicated and spirited discharge of the duties by the present  staff and officers of this dept.

        We are also happy to know that the HONOURABLE MINISTER has requested the TNPSC for the DIRECT RECRUITMENT of 1325 vacancies of various categories of officers and staff of this department namely ACs, DCTOs, Assistants and Jas. While expressing our sincere thanks to the HONOURABLE MINISTER for his concern towards this department for the recruitment move, we make a request to the HONOURABLE MINISTER for the consideration of promotion proposals of the right people of this department.

As everyone is aware that the CTD has a large number of vacancies in various categories right from the Jas to ACs. These vacancies need to be filled immediately. There are lot of qualified staff and officers in this department waiting to be promoted.  Many of the officers have rendered decades of glorious services to the department. Now it is the high time for the department to show its gratitude to the staff and officers of this department by giving due promotions. It is the most appropriate time for the staff and officers of this department to expect such gratitude from the administration of this department as they have toiled so much to achieve such a growth rate, in spite of various hardships faced by them in last several years.

It is not uncommon for a staff or an officer  to expect a better living and progress in his career. After all we are humans, we do expect such progress in our career.

Instead of giving promotions to the existing employees, hiring higher officers from direct recruitment may spoil the morality, spirit and integrity of the existing employees. The ‘would be  new recruitment officers’ have nothing to do with the past performances of this department, the existing employees’ sincere and hard work yielded such fruitful results.

The new Indian Express has reported on 11-10-2012 that the Standard & Poor has advised the Union Govt of India to implement the GST in its report titled “ Asia Pacific Sovereigns : A Bit of Stability In the Sea of Uncertainty.”  If the Govt of India accepts the advice, GST will be implemented soon, so as Tamil Nadu. If it is implemented the CTD needs more and more officers. If the officers are experienced and talented the functioning of the dept. would be more smooth and productive.

We humbly request one and all the concerned to foresee the situation and patiently hear our representation.

We strongly believe that our capabilities  were not correctly presented before the  executives and the law makers.  If our capabilities were correctly presented, the present situation would be much more different than now.

We put here our strong representation for the benefits of the department as well as ours.

The DIRECT RECRUITMENT alone can not solve the CTD’s complicated growing workloads, it needs several long years of in depth study of the department to master it. The officers’ have to study and understand the department and its functioning for quiet some time. This alone will enrich the practical knowledge of the officers.

We admit that it is inevitable to recruit the officers through the DIRECT RECRUITMENT. This will infuse the fresh blood to the department. The newly appointed officers will enthusiastically work and discharge their duties.

At the same time the system of DIRECT RECRUITMENT has its disadvantages also. Mr. S K Das has rightly pointed out them in his  book ‘The Encyclopedic Dictionary of Public Administration’ as follows:

We know that every administrator in the Civil Services knows these merits and demerits of the DIRECT RECRUITMENT. The advantages of the DIRECT RECRUITMENT may look more attractive than the disadvantages. But the ground reality is much different as far as this department is concerned.

What we want to point out here are the followings:

If the officers are experienced , talented, dedicative and  industrious then the migration from VAT to GST would be more smooth. Many of the present officers have worked in TNGST and VAT regimes. So migration from VAT to GST would be practically easier.  If the GST is not implemented the officers who have valuable experiences with VAT are enough for the department.

DIRECT RECRUITMENT alone is not the correct solution to the department at this juncture, as the economy of the Indian Union is rapidly going through a sea of uncertainty. There exist some other possible and correct way of recruitment. The all healthy process of recruitment is Internal or In- House Recruitment. The Internal or In-House recruitment exist in many organizations in India eg., Indian Railways, LIC,etc., and in state administration at the Municipal Administration. The advantages of the Internal Recruitment are as follows :

Internal recruitment

Internal recruitment means that a job vacancy is filled from within the business; an existing employee rather than employing externally. You may decide that you already have the right people with the right skills to do the job

Advantages

• uses in-house resources and builds on skills and expertise of existing staff
• retains valuable employees: avoids recruitment costs ensures a return on any investment in training and development
• motivation: provides opportunities for development and promotion for existing staff
• shorter induction period
• generally quicker and cheaper

This extract is taken from the following website:

http://webarchive.nationalarchives.gov.uk/+/http://www.bis.gov.uk/policies/higher-education/access-to-professions/prg/recruitment-step-by-step/attracting-applications/internal-recruitment

The advantages of Internal Recruitment in Commercial Taxes

The officers who have rendered services in this dept. are well experienced and there is no need for the govt. to provide basic in-service training. Some of the Officers have already reached the Basic –Pay of the ACs. Hence there is no financial burden on the govt.

Many have worked in the transitional period when the Dept. has migrated from the TNGST regime to the VAT regime.  This would be more useful in future, for migrating from VAT to GST.

Many have come up from Jas to CTOs/DCTOs. Present officers  know  very well about the administration. No one can get such knowledge of administration from any educational institutions.

Most of the officers have completed the mandatory exams prescribed for the future promotional posts.

Every qualified Jas are capable of discharging the duties of Assistants. Every qualified Assistants are capable of discharging the duties of DCTOs. Every qualified DCTOs are capable of discharging the duties of CTOs and ACs. Every qualified CTOs are capable of discharging the duties of ACs.

Apart from giving due promotions to the staff and officers , the administration may be  looking for DIRECT RECRUITMENT for the Permanent Posts. We humbly suggest the following options.

We strongly make a request here to consider us before opting for the DIRECT RECRUITMENT. We humbly propose the following systems of Internal as well as DIRECT RECRUITMENT :

1.    Internal Special Recruitment Drive.

If the dept. needs immediate recruitment, we ,the loyal staff and officers of this dept. propose this method of recruitment called internal special recruitment Drive.

In this , the Group I Recruitment would be made within the department as a special Drive by the recruitment agency namely the TNPSC. In this Drive , the persons who have cleared all the mandatory exams for the posts of ACs and having other qualifications as prescribed for Group I DIRECT RECRUITMENT except the upper age limit, are allowed to take up the exams. Here we request the scrapping of upper age limit.

 Weightages may be given to longer services, higher qualifications, services in various wings of the Depts and stations, etc., This will fetch the fit persons for the right posts.

 This is a quick and reliable method as the screening processes have already been done by the department itself, then the recruiting agency may be relieved of this burden. In this mode the persons recruited are having real time experiences. They need no fundamental training. They are economical as they have reached the Basic Pay of the ACs.

The posts of DCTOs and Assistants may also be filled up in the same manner.

2.    Reservation in DIRECT RECRUITMENT for Existing Employees

In this method the TNPSC, the recruiting agency, may be asked to reserve 50% of posts to the officers in the Subordinate Services of CTD and 25% of posts to the staff in the TNMS of CTD. Here also we request the removal of upper age limit for the persons appearing for the Group I exams from this department.

The same method may be used to recruit the DCTOs and Assistants.

We the staff and officers humbly request the administration to make necessary amendments in appropriate rules to enable such recruitment Drives. We request the administration for a quick and positive response for this representation.