Minimum marks in an interview board
2 months ago
Selection committee of a university for the selection of assistant professor can award how much minimum marks to the interviewers( candidates).
As per UGC regulation selection committe has 50 marks for academic performance and 50 marks for interview with breakup as 30 marks for domain knowledge and teaching skill and 20 marks for interview as per UGC. How much minimum marks selection committe can award to the candidate. Is there any law for giving minimum marks to candidate or is it the discretion of selection committee to award marks as per their choice and performance of the candidate in an interview. Can a candidate challenge in court the marks awarded to him in interview. If he have higher academic score but in interview he has been awarded less marks.
A.Dear Client,
The activities of interview, selection, appointment, and promotion are conducted by establishments based on established recruitment policies, considering various factors and adhering to the principles of natural justice. The selection committee holds the prerogative to determine the suitable candidate for a vacancy in line with the recruitment policy. The High Court may entertain an appeal challenging the selection process only if there is evident deviation, discrimination, or mala fide actions violating the established recruitment or promotion policy. The UGC has established uniform guidelines with a benchmark score of API for the direct recruitment of Assistant Professors. If a candidate perceives any deviation, discrimination, or mala fide actions in the selection process, they can challenge it in the High Court under Article 226 of the Constitution of India, with the burden of proof resting on the petitioner or complainant.
The activities of interview, selection, appointment, and promotion are conducted by establishments based on established recruitment policies, considering various factors and adhering to the principles of natural justice. The selection committee holds the prerogative to determine the suitable candidate for a vacancy in line with the recruitment policy. The High Court may entertain an appeal challenging the selection process only if there is evident deviation, discrimination, or mala fide actions violating the established recruitment or promotion policy. The UGC has established uniform guidelines with a benchmark score of API for the direct recruitment of Assistant Professors. If a candidate perceives any deviation, discrimination, or mala fide actions in the selection process, they can challenge it in the High Court under Article 226 of the Constitution of India, with the burden of proof resting on the petitioner or complainant.
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A.Dear Client,
Interview, selection, appointment, promotion etc all these activities were carried on by respective establishments as per the well-established recruitment policy made out considering a variety of factors and following the principle of natural justice. Above all, it is the prerogative of the selection committee to decide who is to be selected for a vacancy or not following the well-established recruitment policy. Only in case of deviation/discrimination/mala fide in the selection process, if appears on the face of the record, the High Court may entertain an appeal challenging the selection process violating the well-established recruitment or promotion policy. The regulatory body UGC has made uniform policy/guidelines fixing a benchmark score of API (Academic Performance Indicator) for the direct recruitment of Assistant Professor in universities/colleges following which the selection committee carries out the recruitment process and in case of any deviation/discrimination/mala fide in the selection process, if it appears to a candidate, he or she can challenge the selection process before the High Court under Article 226 of the Constitution of India and the burden of proving the deviation/discrimination/mala fide in the selection process lies upon the petitioner/complainant.
Interview, selection, appointment, promotion etc all these activities were carried on by respective establishments as per the well-established recruitment policy made out considering a variety of factors and following the principle of natural justice. Above all, it is the prerogative of the selection committee to decide who is to be selected for a vacancy or not following the well-established recruitment policy. Only in case of deviation/discrimination/mala fide in the selection process, if appears on the face of the record, the High Court may entertain an appeal challenging the selection process violating the well-established recruitment or promotion policy. The regulatory body UGC has made uniform policy/guidelines fixing a benchmark score of API (Academic Performance Indicator) for the direct recruitment of Assistant Professor in universities/colleges following which the selection committee carries out the recruitment process and in case of any deviation/discrimination/mala fide in the selection process, if it appears to a candidate, he or she can challenge the selection process before the High Court under Article 226 of the Constitution of India and the burden of proving the deviation/discrimination/mala fide in the selection process lies upon the petitioner/complainant.
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