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We need these services being manned by professionals only at least as the head of that unit where Mktg/HR exist. ii) The Business Area Heads/ Circle Heads should have some Mktg/finance qualification/exposure in addition to the core competence. 11.2(f) Effective grievance redressal mechanism AIBSNLEA In CPSEs such as BSNL, a lot of court cases are pending on service matters, mainly due to wrong interpretation and indifferent attitude of Management. The top level management may be trained to frame/interpret rules in such a manner that there is no need for the individual employees to seek judicial intervention. A high power committee comprising 4-5 middle level officers should be constituted at every Circle office with a mandate to attempt to redress the grievances in a time bound manner. These officers may be chosen from all disciplines and should be kept under the direct control of the head of the Circle. 11.2(g) Better delivery of services/product by CPSEs to their users AIBSNLEA Proper training in the operation and marketing field will better the delivery of services/products to the end users. i) Single window delivery system with computer savvy person should be the first criteria. The commercial/technical/accounts persons should act in tandem in CSC. ii) The application forms should be simple and short. So is the tariff plan. iii) In Customer Service Centres customer feedback forms should be obtained online for all transactions with the help of a PC placed inside the CSC exclusively for customers’ feedback and it should be connected to the network for linking to their issues. The feedbacks should be given due weightage in the performance parameters of the employee. 11.2(h) Any other suggestions AIBSNLEA No 11.3 The concepts of contractual appointment, part-time work, flexible job description, flexi time etc. are expected to change the environment, provide more jobs and impart flexibility to the working conditions of employees? Share your experiences. AIBSNLEA Based on the requirement of the CPSEs where the customer may require to contact the Company for a particular service, the flexi time concept (or any other concept as per requirement) may be introduced. However, in company such as BSNL, the existing employee can be trained to meet the requirement instead of making contractual appointment. However, there is no harm in engaging a top level professional on contract basis with a higher statue and pay etc. if the job assigned to him is such that it can be done by a person of his calibre only. But, this should not be a general practice giving scope for misuse by the top levels of CPSEs. 2. Subject: JTOs (Erstwhile Officiating JTOs) Service - reg Reference: 1. JTO Recruitment Rules 1996 2. Agreement entered into between the CMD, BSNL and the Unions On 2.01.2001 3. Judgement No. OA 619/2009 dated 19.1.2010 and Review of this Judgement on 10.3.2016 4. Judgement No,. OA 278, 378/2013 dated 27.6.2013 5. Letter No. 3-23/2013/Estt-V dated 22.12.2015 of the Corporate Office. Respected Madam, As per the JTO Recruitment Rules 1996, quota of 35% was fixed for TTAs who have passed internal test conducted by the Department for filling up the vacancies of JTOs. As such an internal test was conducted on 30.4.2000 and 6000 TTAs were declared qualified all over India. Subsequently, DOT became BSNL with TELEWAVE 12 JULY-2016