Regulations & Policies


Leave is a provision to stay away from work for genuine reasons with prior approval of the authorities. It may be granted for a casual purpose or a planned activity, on medical grounds or in extra-ordinary conditions.

Leave cannot be claimed as a matter of right. Accordingly, leave rules and norms have been categorized under various heads. Vacation and leave are governed by a set of rules and norms as laid down by the Government of India/University Grants Commission. The following leave rules and norms give details about the different types of leave and how they can be availed of. Certain rules are common to both faculty and non-faculty of the Institute. Certain rules and norms have been stipulated specifically with reference to faculty of the Institute. These rules should be used for the better understanding and utilization of the leave rules and norms and are only complementary and explanatory in nature and in no way meant to supersede the leave provisions of the Government of India.


These leave rules shall be applicable to all the permanent employees of this Institute with retrospective effect from 1.1.2020 , as far as Earned Leave (EL) and Half Pay Leave (HPL) are concerned. Other kinds of leave will be effective from the date as approved by the Board of Management.

Short Title and Commencement:

  • These regulations shall be called the Leave, Holidays & Vacation Rules of the Academy.
  • They shall come into force with immediate effect.

Kinds of Leave:

The following kinds of leave shall be admissible to the members of the staff of this Institute.

  • Casual Leave. (CL)
  • Special Casual Leave.(SCL)
  • Special Leave
  • Earned Leave (EL)
  • Vacation (Only for academic staff)
  • Half Pay Leave (HPL)
  • Commuted Leave 8) Leave Not Due (LND)
  • Extra-ordinary Leave (EOL)
  • Maternity Leave
  • Adoption Leave
  • Paternity Leave
  • Medical Leave
  • Sabbatical Leave
  • Study Leave

Casual Leave (CL)

  • Casual Leave is not earned by duty. A staff on CL is not treated as absent from duty. CL cannot be claimed as of right and is subject to a maximum of 15 days in a calendar year. In addition each employee will also be allowed to avail himself/herself of any two holidays from the list of Restricted holidays declared by the Government of India.
  • CL can be combined with Special Casual Leave/Vacation/Restricted Holidays but not with any other kind of leave. Saturdays, Sundays, restricted holiday and holidays, whether intervening, prefixed or suffixed, shall not be counted as Casual Leave.
  • CL should not be granted for more than 5 days at any time, except under special circumstances.
  • CL can be taken for half a day also.
  • CL cannot be combined with joining time.
  • Officials joining during the middle of a year may avail of CL proportionately or to the full extent at the discretion of the competent authority.
  • Half-day’s CL should be debited to the CL account for each late attendance. However, late attendance upto one hour for not more than two occasions in a month can be condoned by the competent authority, if convinced that it is due to unavoidable reasons.
  • Employees who have got only half day’s leave at credit when applying for half-day CL for the afternoon of a day should ensure that they attend office the next day since CL cannot be combined with EL. However, if due to sickness other compelling grounds he/she is not able to attend the next day combining with EL can be permitted as an exception.

Special Casual Leave (SCL)

  • Special Casual Leave, not counting towards ordinary Casual Leave, may be granted to a member of the staff when he/she is:
    • Summoned to serve as Juror or Assessor or to give evidence before a court of law as a witness in a civil or a criminal case in which his/her private interests are not at issue.
    • Deputed to attend a reference library of another Institute or conferences and scientific gatherings of learned and professional societies in the interest of the Institute.
    • Required to be absent for any other purpose approved by the Board of Management.
  • SCL may also be granted for other purposes, as approved by the Board from time to time. The Special CL can be granted up to a maximum of 15 days in a calendar year. In case it exceeds the 15 days’ limitation, the cases of those staff have to be placed before the Board for further consideration. SCL may be granted for donating blood to recognized Blood Banks on working day (for that day only).
  • The Director is empowered to examine the purposes for which absence can be treated as “ON DUTY” and purposes for which SCL can be granted. The Director is also empowered to examine the possibility of advising the staff members to fix up programmes like conduct of Viva-Voce for Ph.D on Saturdays or on holidays
  • The additional purposes for which the SCL can be granted, are specified below:
    • To attend committee meetings, invited lectures without remuneration which are not treated as on duty.
    • To conduct Ph.D. Viva or an Examination
    • To present a paper in a conference or just to attend a conference.
    • To attend CME/CDE/TOT/Guest Lecture/Workshop etc.
  • Faculty members deputed by the institute in connection with the institutional work will be treated as on duty and the period will not count towards SCL
  • The absence of the faculty members in their efforts towards funds raising and building of corpus funds etc. will be regulated under SCL.
  • SCL shall be granted for other academic purposes from time to time subject to the approval of the Board.
  • For participation in Sports Events, SCL is admissible up to a maximum of 30 days in a calendar year like Coaching or Training camps of all India coaching or training schemes.
  • To give special lectures with honorarium, the faculty member must take leave at credit. No SCL is admissible
  • SCL may also be granted to re-employed disabled Military Pensioners when called upon to attend Resurvey Medical Board to assess their Disability element.
  • SCL is admissible up-to a maximum of 10 days in any one year for participating in inter-Ministerial and inter-Departmental tournaments and sports events.
  • SCL may also be granted to sportsperson getting seriously injured or being hospitalized during Sports events subject to the overall ceiling of 30 days in a calendar year.
  • SCL is admissible to 30 days in one calendar year for participation in cultural activities like dance, drama, music, poetic symposium etc., of an All India, or Inter-state character organized by or on behalf of the Central Secretariat Sports Control Board or on its behalf. SCL will not be admissible for practice or for participation in cultural activities organized locally.
  • SCL is admissible to employees participating in dancing and singing competitions at Regional, National or International level, organized by Govt. of India / Govt. Sponsored Bodies subject to maximum of 15 days in a calendar year.
  • SCL up-to a maximum of 15 days in a year is admissible for visit in connection with the consultancy and sponsored research activities.
  • SCL up-to a maximum of 12 days in a year is admissible to the office bearers of recognized Unions/ Association to attend meetings.
  • SCL shall be granted to the staff of the Institute when they are unable to attend office due to natural calamities/bandh etc. subject to the approval of the authorities. SCL granted to be reported to the Ministry.
  • Combination of Casual Leave or regular leave (ex. EL, HPL, etc.) with SCL is permissible but combination of both CL and regular leave with SCL is not permissible.
  • For Family Planning:
    • Male Employee:
    • Maximum of 6 working days admissible for vasectomy operation. If he undergoes the said operation for second time due to failure of the first, another 6 days will be admissible on the production of medical certificate.
    • Maximum of 21 days for undergoing recanalization operation.
    • Maximum of 7 days if his wife undergoes tubectomy, laproscopy or salpingectomy operation. The leave should follow the date of operation.
    • Female Employee:
    • Maximum of 14 days admissible for tubectomy/laproscopy. If she undergoes the said operation for a second time due to failure of the first, maximum of 14 days will be admissible for the second time.
    • Maximum of 14 days admissible for salpingectomy operation after Medical Termination of Pregnancy (MTP).
    • Admissible for one day on the day of IUCD/IUD insertion/re-insertion.
    • Maximum of 21 days admissible for undergoing recanalization operation.
    • Admissible for one day on the day of operation when her husband undergoes vasectomy operation.

Special Leave

Special leave may be granted when a staff member wishes to attend Conferences / seminars/symposia/practical training etc. in or out of India upto 15 days in a calendar year

Earned Leave (EL)

  • The EL admissible to a member of the staff shall be 30 days in a calendar year. 15 days of EL is credited in advance on the first January and first July every year.
  • The credit will be reduced by 1/10th of EOL and or period of dies non during the previous half-year, subject to a maximum of 15 days.
  • The advance credit for the half-year in which a staff is appointed will be at the rate of 2½ days for each completed calendar month of service.
  • EL credit for the half-year in which the staff retires/resigns/removed/dismissed or dies in service will be afforded at the rate of 2½ days per completed calendar month up to the end of the calendar month preceding the last calendar month of service. While affording credit, fraction shall be rounded off to the nearest day.
  • EL can be accumulated up to 300 days (including the number of days for which encashment has been allowed along with LTC)
  • When the credit of EL at the start of any half year, results in the total accumulation of EL being more than 300 days, the 15 days EL for that half year shall be kept separately and set off against the leave availed during that half year. Any portion of this separately credited leave not availed within the half year, shall be accumulated with the previous EL to the credit of EL account, provided the total accumulated EL does not exceed 300 days. Such procedure may be restored to in cases where the earned leave at the credit of the Institute employee on the last day of December or June is 300 days or less but more than 285 days.
  • The maximum amount of Earned Leave that can be granted to a member of the staff at a time shall be 180 days.
  • EL may be taken at a time up to 300 days as leave preparatory to retirement.
  • EL up-to 300 days at a time may be granted to Group A and B Officers, if at least the quantum of leave in excess of 180 days is spent outside India.
  • Encashment of EL while availing LTC up-to 10 days on each occasion and a maximum of 60 days in the entire service are permissible. At least equal number of days of EL should be availed of along with encashment. The encashment so availed will be taken into account while computing the maximum admissible for encashment at the time of quitting service.
  • For leave encashment HRA, CCA and special increment for small family norms are not taken into account.


  • Teachers including Librarians and Physical Directors can avail 60 days vacation in an academic year partly in winter and partly in summer period or entire 60 days in summer period. Other employees are not eligible for vacation.
  • A new faculty joining in the summer vacation period is not eligible for vacation during that summer.
  • A faculty joining in the middle of the academic year is eligible for a proportionate vacation for that academic year.
  • The duration of winter vacation period and summer vacation period will be notified by the Registrar.
  • Vacation can be suffixed or prefixed with any leave but the duration of vacation and other leave combined should not exceed 180 days at a time.
  • If a staff member avails of any vacation half of that period will be debited from his/her EL account.
  • For example, if a staff member avails 40 days vacation in an academic year, 20 days will be deducted totally from his/her EL account in the respective half year EL account. It is equivalent to say that if a staff member avails of 40 days vacation in a year, only [30- (40/2)] = 10 days EL benefit will accrue for that year in his/her account, instead of 30 days.

Half Pay Leave (HPL)

  • The Half Pay Leave admissible to a member of the staff in respect of each completed year of service shall be 20 days. Service includes periods of duty and leave including extraordinary leave with or without Medical certificate, but does not include periods of suspension treated as dies non, overstayal of leave/joining time unless otherwise regularized.
  • HPL is credited in advance at the rate of 10 days on the 1st January and 1st July every year.
  • The advance credit for the half-year in which a staff is appointed will be at the rate of 5/3 days for each completed calendar month of service.
  • The advance credit will be reduced by 1/18th of the period of dies-non /suspension treated as dies-non during the preceding half-year, subject to a maximum of 10 days.
  • HPL credit for the half-year in which the staff retires / resigns / removed / dismissed or dies in service will be afforded at the rate of 5/3 days per completed calendar month up to the end of the calendar month preceding the last calendar month of service. While affording credit, fraction shall be rounded off to the nearest day.
  • HPL may be availed of either on medical certificate or on private affairs.
  • Encashment of HPL is explained under Retirement Benefits.

Commuted Leave

  • Commuted Leave not exceeding half the amount of half pay leave due can be taken on medical certificate.
  • Commuted Leave can be taken without medical certificate:
    • Up-to a maximum of 180 days in the entire service if utilized for an approved course of study certified to be in public interest by the Director.
    • Up-to a maximum of 60 days by a female staff if it is in continuation of maternity leave.
    • Up-to a maximum of 60 days by a female staff with less than two living children if she adopts a child less than one year old.
  • Commuted Leave can be granted only when the leave sanctioning authority is satisfied that there is a reasonable prospect of staff returning to duty on its expiry. So it cannot be granted as leave preparatory to retirement.
  • If commuted leave is taken, twice the number of days availed should be debited in the HPL account.
  • Where the staff granted commuted leave quits service voluntarily without returning to duty, the commuted leave shall be treated as HPL and excess leave salary shall be recovered. If the retirement is by reason of ill-health incapacitating him for further service or in the event of death, no such recovery should be made.
  • Commuted leave may be granted at the request of the staff even when EL is available.

Leave Not Due (LND)

  • Leave Not Due may be granted only on medical grounds to a permanent staff with no HPL at his/her credit.
  • Temporary staff with minimum of one year service and suffering from TB, Leprosy, Cancer or Mental illness may also be granted LND if the post from which the staff proceeds on leave is likely to last till his/her return.
  • LND is granted only if the leave sanctioning authority, i.e. Director, is satisfied that there is a reasonable prospect of the staff returning to duty on expiry of the leave.
  • LND may be granted without medical certificate to a female staff in continuation of maternity leave, or for adoption of a child.
  • The amount of leave should be limited to the half pay leave that the staff is likely to earn subsequently.
  • LND during the entire service is limited to a maximum of 360 days.
  • LND will be debited against the half pay leave that the staff earns subsequently and infact LND is HPL taken in advance.
  • LND cannot be granted in the case of Leave preparatory to retirement.
  • When a staff granted LND resigns from the service or is permitted to retire voluntarily without returning to duty, the LND should be cancelled. The resignation/retirement will take effect from the date on which such leave had commenced and the leave salary should be recovered.

Extra-Ordinary Leave (EOL)

  • Extraordinary Leave shall always be without leave salary and may be granted when no other kind of leave is admissible, or when other leave being admissible, the staff concerned has specifically applied in writing for the grant of EOL.
  • The period of EOL shall not count for increment except when such leave is granted due to sickness on medical certificate or for prosecuting higher studies, provided that in case of any doubt as to whether the EOL taken was for prosecuting higher studies or not, the decision of the Board shall be final.
  • Except in the case of permanent staff, the duration of EOL on any one occasion shall not exceed the following limits:
    • Three Months
    • Six months, where the staff has completed 3 years continuous service on the date of expiry of the leave admissible to him/her under the rules and his/her request for such leave is supported by Medial Certificate.
    • Eighteen months, where the staff is suffering from TB, Leprosy, Cancer or Mental illness and undergoing treatment in a recognized clinic or under a specialist.
  • EOL may also be granted to regularized periods of absence without leave retrospectively.
  • Depending upon the nature and purpose for which the period of leave is to be availed of, EOL without pay and allowances will be granted only after the completion of a qualifying minimum service of 5 years at this Institute. It may be availed of for any one of the following purposes:
    • EOL for regular appointment.
    • EOL along with or without leave at credit for carrying out research at higher levels in R & D organizations, universities, etc.
    • EOL with or without leave at credit for the purpose of availing of research fellowships and other similar activities.
    • EOL along with or without leave at credit for pursuing higher studies leading to the award of a degree.
    • At any given time EOL (including leave at credit) availed of will be for a minimum period of six months. However, for availing of academic fellowship, the Institute may permit EOL for a period of up-to 90 days.
  • EOL granted to staff members for short-term / long-term assignments in India or abroad may be regulated on Foreign Service Terms (FST) for the limited purpose of annual increments and terminal benefits. Pension and leave salary contribution as per rules shall be paid either by the employer or by the staff members concerned to SSAHE during the period of Foreign Service. These contributions will entitle the staff member to count his period of Foreign Service towards Pension, Annual Increment and Earned Leave/HPL. However, such period of EOL will not count towards continuity of service for Sabbatical Leave eligibility.
  • For the staff members who do not wish to utilize Foreign Service terms, extra-ordinary leave may be granted under the existing rules and they will not be eligible for counting of service and will not earn leave for that period and will also not be eligible for notional increment.
  • The period of EOL availed for the purpose of prosecuting higher studies leading to award of degrees or for the purpose of research fellowships (not salaried jobs) will count for annual increments and qualifying service for terminal benefits as well. EOL availed of for all other purposes will not be counted for terminal benefits unless they are regulated on Foreign Service terms.
  • A staff member will be eligible to avail himself of a maximum of 5 years of EOL without pay and allowance during the entire period of his service at this Institute (including periods of service elsewhere if these are taken into account for retirement benefits).
  • On any single occasion a staff member can avail himself of EOL (including leave at credit that may be attached) for a maximum of 2 years or the eligible period as per 1:5 norms, whichever is less.
  • There must be a minimum interval of 3 years between two consecutive periods of long leave.(i.e.) whose duration exceeds 6 months including sabbatical leave.
  • The eligible period of EOL (excluding leave at credit) shall be calculated as follows:
    • Total period of service from the date of joining the Institute = n years
    • Total period of Special Leave and Sabbatical Leave already availed of (excluding leave at credit = a years)
    • Total period of EOL availed of other than for higher studies and on medical grounds and excluding leave at credit = b years
    • EOL availed of for higher study = c years
    • Eligible period of EOL (excluding leave at credit) is [n-(7a – 6b – c )]/5 or 5 years whichever is less.
    • The above period may be rounded off to a month.
  • Whenever senior faculty/Professors of the Institute go on deputation to a higher position in an Institute of National importance, he/she can be allowed for a maximum of 5 years and in all other cases they should not be allowed for more than two years at a stretch. After completing the first term in service ranging from 3 to 5 years depending upon the nature of the initial contract, they should join back the Institute. In case they get a second term of their contract they should be willing to resign or retire from the services of the Institute before taking up second term of the office.
  • The faculty requests on EOL for taking up assignments within India/Abroad will be considered based on the following:
    An internal committee will be formed by the Director to look into the EOL requests of the faculty member. The committee will take in to account that at any time, only one faculty members per department could be spared on long leave (EOL), so that the teaching activity would not be affected. Faculty appointed as Director / Vice-Chancellor to Government Institutions, would not be counted for the said upper limit of one faculty per department. Long leave shall be sanctioned only for appointments to Institutions of comparable (to SSAHE) or superior standing. It is essential to ensure that the faculty members add value to NITT, upon their return from such appointments. The Director shall be empowered to take a final decision in this matter.

Maternity Leave

  • Maternity leave may be granted to female staff provided of 180 days from the date of its commencement. During such period, she shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.
  • Maternity Leave may also be granted on full pay in cases of miscarriage including abortion, subject to the condition that the leave applied for does not exceed 45 days in entire service and the application for leave is supported by a medical certificate.
  • Maternity Leave shall not be debited to the leave account.
  • Maternity Leave may be combined with leave of any other kind except Casual Leave.
  • Any leave (including commuted leave up-to 60 days and leave not due) may be taken without medical certificate up to one year in continuation of Maternity leave.
  • During maternity leave, leave salary equal to last pay drawn is admissible.
  • A Woman who legally adopts a child below the age of three months or a commissioning mother shall be entitled to maternity benefit for a period of twelve weeks from the date the child is handed over to the adopting mother or the commissioning mother.

Adoption Leave

A female member of the service on her adoption of a child may be granted leave of the kind due and admissible(including commuted leave without production of medical certificate for a period not exceeding 60 days and leave-not-due) up-to one year subject to the following conditions:

  • The facility will not be available to an adoptive mother already having two living children at the time of adoption
  • The maximum admissible period of leave of the kind due and admissible will be regulated as under.
    • If the age of the adopted child is less than one month, leave up-to one year may be allowed;
    • If the age of the child is six months or more leave up-to six months may be allowed.
    • If the age of the child is nine months or more leave up-to three months may be allowed.

Paternity Leave

  • Male staff with less than two children may be granted 15 days Paternity Leave during the confinement of his wife for childbirth.
  • The Paternity Leave can be availed up-to 15 days before or up-to six months from the date of delivery of the child.
  • Paternity Leave shall not be debited to the leave account.
  • During paternity leave, leave salary equal to last pay drawn is admissible.

Medical Leave

  • Medical Leave is admissible to Group C staff whose duties involve handling of dangerous machinery, explosive materials, poisonous drugs and the like or performance of hazardous tasks and all Group D staff.
  • Medical Leave may be granted to staff under medical treatment for illness or injury, if such illness or injury is directly due to risks incurred in the course of his official duty. This concession will be available to such staff, the nature of whose duties exposes them to such illness or injury and whose appointing authority is director.
  • Medical Leave may be granted on leave salary, either average or half average, as the authority granting it may consider necessary.
  • The staff eligible for Medical Leave will be entitled to such leave without any restriction on the quantum of leave and the leave can be granted for such period as is considered necessary by the authority competent to grant it.
  • Medical Leave is not debited against the leave account and may be combined with any other leave, which may be admissible, provided that the total period of leave after such combination shall not exceed 28 months.
  • Leave salary for the first 120 days will be pay last drawn and for the remaining period, it will be equal to leave salary during half-pay leave.

Sabbatical Leave

The Sabbatical Leave is a special facility to the academic staff members in order to enable them to update their knowledge and experience so that they will be of greater use to the Institute on their rejoining. It should be applied 4 months in advance to the BOG through proper channel. 16.2 Sabbatical Leave shall be admissible to a permanent member of the academic staff:-

  • After the completion of 6 years of continuous service, or more in the Institute.
  • Where he/she avails of Special Leave, after the completion of 6 years service or more in the Institute after his/her return from such Special Leave.
  • The continuous service will commence from the date of joining the Institute or from the date of rejoining on return from Sabbatical Leave/Special Leave/EOL without leave salary except EOL granted on medical grounds.
  • In any case, sabbatical leave shall not exceed three times (inclusive of Special Leave in case such leave has been granted) during the entire service of such a member.

Sabbatical Leave may be granted for one or more of the following purposes, namely:-

  • To conduct research or advanced studies in India /abroad;
  • To write text books, standard works and other literature;
  • To visit or work in industrial concerns and technical departments of Government to gain practical experience in their respective fields;
  • To visit or work in a University, Industry or Government research laboratory in India and Abroad; and
  • Any other purposes for the academic development of the staff as approved by the Board.

The grant of Sabbatical Leave shall be subject to the following conditions, namely:-

  • The period of Sabbatical Leave shall not exceed one year at a time inclusive of vacations, if any but the Board may grant in addition any other leave up-to a maximum of 120 days which the staff might have earned during the service at the Institute;
  • Academic staff shall, during the period of Sabbatical Leave, be paid full salary and allowances as admissible under the normal rules but he/she shall not be entitled to any traveling allowance or any extra allowance in India or Abroad;
  • No substitute shall be appointed in the vacancy and his/her work shall be shared by the other members of the faculty.
  • Academic staff shall not undertake during the period of Sabbatical Leave, any regular appointment under any other organization in India or abroad. He/She shall, however, be free to receive a scholarship or fellowship or bursary or any other adhoc honorarium other than regular employment;
  • Academic staff availing himself /herself of sabbatical leave shall furnish a bond in the prescribed form to serve the Institute for a minimum period of 3 years on return to duty and it is reduced to 2 years in cases where the staff member is unable to serve the Institute for a period of 3 years on the expiry of Sabbatical leave due to superannuation.
  • Sabbatical Leave shall not be granted for less than 6 months at a time and splitting of Sabbatical Leave is not permissible and cannot be utilized in parts.
  • If the leave availed of is less than the maximum permissible period, it would still be presumed that the opportunity has been fully utilised and the eligibility criteria would apply afresh from the date of reporting back from such leave.
  • The faculty member shall specify the places he proposes to visit, the nature of work he proposes to do and how this would contribute to his academic development.
  • While recommending the leave, the Head of the Department/Centre has to certify that alternative arrangements have been made for sharing of the academic, research and project activities and other departmental duties and commitments of the staff member concerned during his absence.
  • A staff member having a long term project may request for permission to avail himself of Sabbatical Leave only after completion of one year from the commencement of a project and only if a co-investigator as approved by the funding agency is available to take care of the project.
  • At any point of time, in a Department a maximum of 15% of the sanctioned strength of the academic staff members of the Department (subject to any fraction in the figure thus arrived at being rounded off to the next higher integer) may be permitted to avail of long leave either within India or abroad. No substitute will be appointed in the vacancy and the other members of the Faculty will share the work. This 15% rule will not apply in the case of staff members who are 55 or more years old.
  • No other type of leave except leave at credit EL/HPL up to a maximum of 120 days will be permitted as an extension of Sabbatical Leave.
  • A staff member who does not have the required period of service in the Institute on his return, may, however, be eligible for leave at credit such as EL and HPL for visit abroad to accept academic responsibilities.
  • The Board of Management may constitute a sub-committee as Standing Committee to look into the proposals received from the faculty/scientific staff for sabbatical leave and EOL (Long Leave) to recommend to the Board of Management for further consideration and approval.
  • The constitution of the Board Standing Committee may be;
    • Director/Principal Chairman(Ex-officio)
    • A Nominee from BOM Member
    • Professor representing
    • Engineering / Medical / Dental Stream Member
    • Assistant Registrar (Academic) Member
    • Registrar Member
    • Deputy Registrar (Academic) Member Secretary
  • The terms and reference of the Board Standing Committee:
    • To scrutinize requests of faculty members and to make recommendation to the Board of Management regarding the applications for long leave (EOL) /Sabbatical Leave/other Long Leave for going abroad or within India to take up any assignment or academic work.
    • To examine the request of faculty members seeking financial assistance for attending international conferences abroad including scrutiny of research papers published by them.
    • To go into the rules/norms for financial assistance as well as revision of the format of the proforma for applying assistance.
  • Study Leave

    • Study Leave is granted to staff with not less than five years of service for undergoing a special course consisting of higher studies or specialized training in a professional or technical subject having a direct and close connection with the sphere of his/her duties or being capable of widening his/her mind in a manner likely to improve his ability.
    • Course should be certified to be of definite advantage to the Institute from the point of view of public interest.
    • The competent authority to grant leave should approve the particular study or study tour.
    • The official on his/her return should submit a full report on the work done during study leave.
    • Study leave is not admissible
      • For studies out of India if facilities for such studies exist in India;
      • To an official due to retire within three years on return from the study leave;
      • To same official with such frequency as to remove him from contact with his regular work or cause cadre difficulties owing to his absence on leave.
    • Maximum period of study leave is 24 months in the entire service and may be granted at a stretch or in different spells.,/
    • Study leave shall not be debited to the leave account. Study leave may be combined with any other leave due, but maximum period of continuous absence, including vacation, if any but excluding extraordinary leave, should not exceed 28 months generally, and 36 months for study leading to Ph.D. degree.,/
    • Requisite Bonds in the prescribed forms are required to be executed by the official before proceeding on study leave. The bond amount will be decided by the BOM.,/
    • Before grant of study leave for study outside India, Finance Ministry’s agreement for release of foreign exchange is necessary.,/
    • If the course falls short of the study leave, the official should resume duty on conclusion of the course; or the excess period may be treated as ordinary leave with the leave sanctioning authorities’ prior approval.,
    • Leave Salary:
      • Outside India: Pay last drawn plus Dearness Allowance, HRA, CCA and in addition, Study Allowance admissible;
      • In India: Leave salary will be equal to pay last drawn plus DA, HRA and CCA. No study allowance admissible.
      • Stipend, scholarship or remuneration for any part-time employment during the period of study leave should be adjusted against the leave salary subject to the conditions that the leave salary will not be less than that admissible during half pay leave.

    General Principles Regarding Grant of Leave.

    Applicability: The provisions contained in these rules shall apply to all employees of Sri Siddhartha Academy of Higher Education.

    Right to leave

    • Leave cannot be claimed as a matter of right and the leave sanctioning authority may refuse or revoke leave of any kind.
    • Leave sanctioning authority cannot alter the kind of leave due and applied for.
    • Leave will not be granted to staff under suspension.

    Authority empowered to sanction Leave:

    • Applications for leave shall be addressed to the Board by the Director and to the Director/Registrar by the other members of staff.
    • Leave may be sanctioned by the Director or by a member of staff to whom the power has been delegated by the Director. Normally, the Registrar will regulate the leave accounts of the staff members (Faculty and Non-faculty).
    • The Board may sanction leave other than Casual Leave to the Director. The Director can avail himself of Casual Leave on his own authority.

    Commencement and termination of leave

    • Leave ordinarily begins from the date on which leave as such is actually availed of and ends on the day preceding the date on which duty is resumed.
    • Saturdays, Sundays, Restricted Holidays and other Holidays or the vacation may be prefixed as well as suffixed to any leave, subject to any limit of absence on leave prescribed under each category of leave.

    Combination of leave

    Except as otherwise provided any kind of leave under these provisions may be granted in combination with or in continuation of any other kind of leave, subject to any limits prescribed in such cases.

    Grant of leave beyond the date of retirement and in the event of resignation

    • No leave shall be granted beyond the date on which a member of the staff must compulsorily retire.
    • If any employee of the Institute resigns, he/she shall not be granted either prior or subsequent to his resignation, any leave due to his/her credit. Provided that the Director may, in any case, grant leave to an employee prior to his/her resignation if, in the opinion of the Director, the circumstances of the case justify such grant of leave.

    Conversion of one kind of leave into another kind

    Leave of any kind taken earlier can be converted into leave of any other kind at a later date on an application within 30 days of joining duty after leave by the employee, and at the discretion of the leave sanctioning authority subject to adjustment of leave salary.

    Special provision for conversion

    The staff who have applied for Medical Leave on or after 1.1.2020 but were sanctioned only EL can apply for conversion of EL to HPL/Commuted leave within 30 days after the notification by the Registrar for this effect.

    Rejoining duty on return from Leave on medical grounds

    • An employee who has been granted leave on medical certificate is required to produce a medical certificate of fitness before resuming duty.
    • Leave sanctioning authority may secure second medical opinion, if considered necessary.

    Rejoining duty before the expiry of leave

    Except with the permission of the authority, who granted leave, no member of the staff on leave may return to duty before the expiry of the period of leave granted to him/her.

    Maximum period of absence from duty

    • No member of the Service shall be granted leave of any kind for a continuous period exceeding five years.
    • A member of the service who remains absent from duty for a continuous period exceeding five years other than on foreign service, whether with or without leave, shall be deemed to have resigned from the service.

    18.11 General

    • Leave should always be applied for and sanctioned before it is taken, except in cases of emergency and for satisfactory reasons.
    • Absence from duty after expiry of leave entails disciplinary action.
    • Absence without leave will constitute an interruption in service.
    • A staff on leave should not take up any service or employment elsewhere without obtaining prior sanction of the competent authority.

    Guidelines for carrying over the Earlier Leave Accounts

    • The EL account of a staff member as on 31.12.2019 shall be carried forward and credited to his/her EL account in the Institute subject to the prescribed limit of accumulation of leave. The maximum limit at that time was 240 days for EL. Then an advance credit of 15 days on 1st January and 15 days on 1st July will be made. If a staff member is having 133 days EL at credit as on 31.12.2019 and if he/she has not availed of any EL or vacation during the period 1.1.2020 to 30.6.2020, then on 1.7.2020 his/her EL account will have 133 + 15 + 15 = 163 days at credit. Other details regarding EL are available in section 6.
    • There is no provision for unearned leave on medical certificate, usually called medical leave in Government of India. Only HPL/Commuted Leave is available which can be availed of on medical grounds.
      Since the HPL is calculated at the rate of 20 days for each completed year of service and credited in advance at the rate of 10 days on 1st January and 10 days on 1st July, HPL in credit of an employee is calculated as follows:
      If the number of years of service put in by the employee is ‘n’ as on 31.12.2019 and the number of days of Medical leave availed up to 31.12.2019 is ‘m’, then, the number of days of half pay leave at the credit on 31.12.2019 is ‘20n -2m’ . If this number becomes negative, it is made as zero. From 1.1.2020, onwards, the half pay leave is credited at the rate of 10 days on 1st January and 1st July every year. Other details regarding HPL are available in section 8.
      Illustration: 1 If an employee has put in a service of 8 years and 7 months on 31.12.2019, and he/she has availed Medical Leave for 34 days up-to 31.12.2019, then the number of days of HPL at credit as on 31.12.2019 is 160 + 12 – 68 = 104. On 1.1.2020 HPL at credit is 114 For 8 years : 160 days of HPL plus for 7 Months : 12 days of HPL [(7/12) x 20 = 12] (rounded off to the nearest integer) minus for Medical Leave of 34 days : 68 days of HPL = 104 days of HPL.
      Illustration: 2 If an employee has put in a service of 34 years and 1 month on 31.12.2019, and he/she has availed Medical Leave for 427 days up-to 31.12.2019, then the number of days of HPL at credit as on 31.12.2019 is zero (since 682 – 854 is negative)
    • The EL accumulation at the Institute, including the leave accumulated prior to 1.1.2020, shall be eligible for encashment at the time of retirement subject to limits prescribed in these rules. The leave encashment availed prior to 1.1.2020 shall not be taken into account for the purpose of the ceiling of number of days for which encashment is admissible at the time of retirement from this Institute. For example, if a staff has encashed 40 days of EL before 1.1.2020, and if he/she has accumulated 300 days EL as on the date of his/her retirement on or after 1.1.2020, he/she will be entitled to encashment of 300 days of EL at the time of his/her retirement from the Institute, provided no encashment of EL has been done for the purpose of LTC on or after 1.1.2020.
    • As on date, the maximum limit for accumulation of EL is 300 days and there is no limit for accumulation of HPL.
    • The Administrative Section under the control of Registrar shall maintain leave account for each staff. Staff of SSAHE can refer his/her leave account in the month of January every year with prior intimation. Administrative section should send the leave accounts of staff to individual member once in a year.

    Restricted Holiday:

    Employees are eligible to avail 2 (two) days Restricted Holidays in a year

    Interpretation of Rules:

    Any doubt or dispute arising about the interpretation of these rules shall be referred to the BOM, whose decision shall be final and binding on all.

Preamble: The fee for the General Merit and NRI Quota students in the Academy shall be regulated by the Fee Fixation Committee constituted by the Chancellor of the Academy. The fees for the other shall be as specified by the Finance Committee and Academic Council with approval of Board of Management.

The Fee Policy applies to all the students (including applicants, where applicable) of Sri Siddhartha Academy of Higher Education.


This document sets out the policy and procedures of Sri Siddhartha Academy of Higher Education, concerning student fees, charges and refunds. Finance Committee and Academic Council provide advice and input to the policy. All student fees are required to be paid by a specified due date. Failure to pay outstanding fees will result in the cancellation of a student's enrolment. Final year students will not be awarded a graduation and no complete results or complete academic records will be issued, unless full payment of all outstanding dues is cleared.

General Principles.

Authority for Course Tuition Fees

The Finance Committee & Academic council has prime responsibility for the setting and approval of tuition fees for courses offered by the Academy on the basis of recommendation of the Fee Fixation Committee constituted by the Chancellor of the Academy, approves the range of fees for courses offered by each students.

Authority for other Fees:

The Vice Chancellor, Administration authorities approves the other fees on the recommendations of the Finance Committee and Academic council.

Due Date for Payment:

All student fees are required to be paid by a specified due date. Failure to pay outstanding fees will result in the cancellation of a student's enrolment. Final year students will not be recorded as a graduate and no complete results or complete academic record will be issued, unless full payment of all outstanding dues is cleared.

Fee reminder:

Where a student has an outstanding due, then a fee reminder will be issued within two weeks of the due date.


Where a student continues to have an outstanding dues (i.e., tuition fees, fines etc), their enrolment will be encumbered if they have not paid this dues by the due date fixed by the Academy. The encumbrance will cause the following disabilities:

  • inaccessibility to library borrowing and other library services
  • inaccessibility to Academy computer systems, including internet
  • inaccessibility to enrolment records, examination results and academic transcripts
  • inability to graduate until the outstanding dues is cleared.

Encumbered students will be informed that if they make no further payment or do not contact the Academy concerning their debt, their enrolment may be cancelled (i.e. invalidated).

It shall be the duty of a Professor who is not the Head of Department

  • To teach, train and evaluate the students.
  • To conduct research work by himself.
  • To guide research students in his specialized branch: and
  • To delver or hold lectures or classes not less than the requirement of Apex body guidelines and other duties may be allotted by the Vice-Chancellor from time to time.
  • The special duties of the holders of particular posts shall be such as may be prescribed by the Board of Management / The Vice-Chancellor.

It shall be the duty of Associate Professors / Reader

  • To teach, train and evaluate the students.
  • To conduct research work.
  • To guide research students in his branch of specialization allotted to him by the Professor.
  • To deliver or hold lectures or classes not less than the requirement of Apex body guidelines.
  • To assist the Head of Department in such departmental matters as required by him and such other duties as may be allotted by the Vice-Chancellor from time to time.
  • The special duties of the holders of particular posts shall be such as may be prescribed by the Board of Management / The Vice-Chancellor.

Assistant Professor / Lecturer shall work under the direction of the Head of the Department concerned and shall assist him in the discharge of the administrative duties of the Department, in addition to his teaching work and such other duties as may be allotted to him by the Head of the Department.

Part-Time Teachers and Visiting Faculty:

  • Part-time teachers and visiting faculty shall be appointed only for special reasons and shall perform such duties as may be assigned to them.

They shall be appointed for such periods and paid such salaries as may be fixed in each case regard being had to the grade of the teacher and to the amount of time he/she is to devote to the work of the Academy.

Seniority List:

  • Whenever in accordance with these Rules any person is to hold an office or to be a member of an authority of the Institution deemed to be University by rotation of seniority, such seniority shall be determined according to the length of the continuous service of such person in the grade in the institution deemed to be university accordance with such other principles as the Board of Management may from time to time prescribe.
  • It shall be the duty of the Registrar to prepare and maintain in respect of each class/cadre of persons to whom the provisions of these Rules apply a complete and up-to-date seniority list in accordance with the provisions of the foregoing clause.
  • If two or more persons have equal length of continuous service in a particular grade/cadre or the relative seniority of any person or persons is in doubt, the Registrar may on his/her own notion and shall at the request of any such person, submit the matter to the Board whose decision shall be final and binding.


At SSAHE timing starts from 10.00 AM to 5.00 PM with a lunch break of 30 minutes from 1.30 PM to 2.00 PM from Monday to Friday and Saturday 10.00 AM to 1.00 PM. SUNDAY is a weekly off.


It shall be the duty of Associate Professors / Reader

  • Employees should punch their attendance in the Bio-Matrix attendance machine placed at the department door by “signing-in” in the machine on arriving to the office and “sign-out” at the time of departure. Management can call any employees to report to work before/ after specified time; his/her timings will be adjusted accordingly.
  • All employees are expected to reach office by 10.00 AM. After 10:00 AM, 30 minutes is grace period, after 10.00 AM, 30 minutes of grace period is provided.
  • The employees coming to office after 10.30 AM is marked as LATE and:-
    • If someone comes half an hour late he/she has to work one hour extra as self penalty which will be monitored by machine. Staff coming 10:00 AM to 10:30 AM and working more than prescribed 8 hours per day will be given extra weight-age in annual appraisal.
    • Late beyond 10.30 AM is allowed only eight times in a month. Any employee coming late for more than eight times in a month shall loose ½ day leave/salary.

Employees can avail the facility of 2 hours short leave from his/her arrival/departure time, once in a month. Who will not avail this facility across the year will be given extra weight-age in annual appraisal.

Employees are advised to plan their work & its time allocation to finish their work within office timings. Staffs are encouraged to devote quality time in office hours.

Any employee on leave should complete his LEAVE application and forward to the REGISTRAR through his Reporting Officer / Head’s / In-charge.

Legend of Logo of the Sri Siddhartha Academy of Higher Education.

An ephemeral look of this logo is conceptual; in consequence it contains the primary for an institution like Sri Siddhartha Academy of Higher Education, Tumkur.

The vision of the Academy is to “Reach the Unreached” with Medical, Dental and Engineering background and Sri Siddhartha Academy of Higher Education follow the Buddhist ethics; providing health education engineering and technology.

Finally, the whole unit is embedded in circles; the Sun and the Moon graphic outline as its background to given it a corporate identity.

Colors Indicates:

Deep Green: Signifying Ambition, growth, harmony, energy, Richness, trust, security, cleanness and atmosphere.

Yellow: The color of Sunshine, hope and happiness, enlightenment, honor, loyalty and Clarity.

Black: A governing color indicates strength.

Initial view.

The Academy logo must appear on the initial view of all communications, including print, digital, and video, so that it serves as an introduction to the Academy. Beyond this guideline, there is no preferred placement of the logo. Design should dictate where the logo appears on the initial view.

Academy entities should follow the logo placement from the Authorities of the Academy. There are, however, limited exceptions to these guidelines. These exceptions have been approved by the Academy Office of Communications, and they are the only approved exceptions to the initial view guidelines.


  • In print applications, “initial view” refers to the cover of materials with multiple pages or the front of one-sided materials.
  • For two-sided materials, the logo can appear on either side depending on contents.
  • Water mark used in the centre of the page.


  • The logo must appear before any user interaction (click, scroll, input, etc.).
  • The logo does not need to appear on pop-ups or redirected pages.

Initial view exception: Digital magazines.

  • For digital magazines, the logo must appear near the top or in the footer of each page.


Approved from the Board of Management, for visiting cards, letterhead, and other office paper products are available from the Academy preferred stationery printing vendor.

Short Title and Commencement:

  • These regulations shall be called the University Academic Integrity Panel of the Academy.
  • They shall come into force with immediate effect.


There shall be UAIP Committee, which shall consist of the following members:

  • Vice-Chancellor – Chairman
  • Dean(s) / Principal(s) constituent colleges
  • Member – Senior Academician, nominated by the Vice-Chancellor
  • Director (R&D Advisory committee) Member-Secretary.


  • Academy has to create awareness about responsible conduct of research, thesis, and dissertation, promotion of academic integrity and prevention of misconduct including plagiarism in academic writing among student, faculty, researcher and staff.
  • To establish institutional mechanism through education and training to facilitate responsible conduct of research, thesis, dissertation, promotion of academic integrity and deterrence from plagiarism.
  • To develop systems to detect plagiarism and to set up mechanisms to prevent plagiarism and punish a student, faculty, researcher or staff of the Academy committing the act of plagiarism.

Functions of the UAIP Committee.

  • to enhance awareness about responsible conduct of research and academic activities, to promote academic integrity and to prevent plagiarism.
  • Conduct awareness Programs and Trainings at the Academy.
  • The UAIP shall consider the recommendations of Department Academic Integrity Panel (IAIP/DAIP).
  • The UAIP shall also investigate cases of plagiarism as per the provisions mentioned in these regulations.
  • The UAIP shall follow the principles of natural justice while deciding about the allegation of plagiarism against the student, faculty, researcher and staff of the Academy.
  • The UAIP shall have the power to review the recommendations of IAIP/DAIP including penalties with due justification.
  • The UAIP shall send the report after investigation and the recommendation on penalties to be imposed to the Vice-Chancellor / Authority within a period of 45 days from the date of receipt of recommendation of IAIP/DAIP/ complaint / initiation of the proceedings.
  • The UAIP shall provide a copy of the report to the person(s) against whom inquiry report is submitted.

Frequency of Meetings :

The Committee will meet on an as needed basis

Preamble: The expectations from the higher education system have undergone a significant change over the last few years. The key thrust has been on improving the employability prospects of the graduates and also improving the quality and quantum of research. Therefore, it becomes imperative to involve experts, professionals and researches from diverse fields to contribute to the emerging needs of higher education system. The Indian higher education system is poised to make itself more relevant to the needs of industry and employment opportunities keeping in mind the rapid changes in job requirements and needs of the economy.

Taking an integrated initiative towards skill development and up gradation of the competencies, the constituent colleges of the Academy offer courses from certificate up to postgraduate and research level degrees aimed at skill development and up gradation to meet the existing and emerging economic and industrial needs at the regional and national level under these scheme. The courses are offered with active involvement of industry partners in governance, curriculum development, and delivery of courses and assessment of learners. Acute shortage of quality faculty is widely felt in the system of higher education as a whole. However, it is felt more prominently in skill based courses.

It is well realized that there is lot of creative talent and intellectual resources available within the country that are not formally connected to the higher education system. It is imperative that the expertise and experience of such individuals, who are outside the main stream academic system, flows into our universities. This would enhance, strengthen and improve the quality of teaching, training and research. The current massive expansion phase in higher education, mandating huge programmatic diversity, also requires that faculty resources be augmented by utilizing the services of superannuated academics, reputed scientists, engineers, physicians, advocates, artists, civil servants including skilled professionals, both serving and retired. It is also essential that such faculty is hired with the same degree of riguor as adopted for full-time faculty so that right types of candidates are identified for such assignments. It is also necessary to have uniformity and transparency in the process of hiring adjunct faculty in Sri Siddhartha Academy of Higher education.


  • To develop a useful and viable collaboration between SSAHE and industry and enhancing quality of education and skills by involvement of academicians, scholars, practitioners, policymakers and skilled professionals in teaching, training, research and related services on regular basis;
  • To attract distinguished individuals who have excelled in their field of specialization like science and technology, industry, commerce, social research, media, literature, fine arts, civil services and public life into the academic arena, to enrich the overall learning processes by bringing external perspectives to regular teaching. Such interactions are expected to foster trans-disciplinary approach and synergize the outside ‘real world’ experience with the inside intellectual pursuits in the university;
  • To promote the interaction of skilled professionals with the learners and facilitate the imparting of industry relevant standards in skills, acceptable nationally, which could fulfill the need for skilled workforce and also to undertake R&D in the areas related to skill education & development, entrepreneurship and employability etc;
  • To enable SSAHE to access the eminent teachers and researchers who have completed their formal association with the university/college, to participate in teaching, to collaborate and to stimulate research activities for quality research at M. Phil and Ph. D. levels; and to play mentoring and inspirational role;
  • To recognize the skills of professionals in their respective areas of excellence irrespective of their academic qualifications to impart training to the learners of skill based vocational courses in Universities and Colleges.

Target Groups:

Professionals, experts, officials and managers having experience of working in:

  • Teaching and research organizations supported by bodies like ICAR, ICSSR, CSIR, ICMR, DRDO, Central and State Universities, etc.
  • Central and state public sector undertakings (PSUs), business corporations, NGOs and professional associations.
  • Civil servants (IAS / IPS / officials from Central and Provincial Services) and professionals & officials from professional councils and statutory bodies like UGC, and AICTE, both serving and retired;
  • Skill training providers recognized by National Skills Development Corporation and / or Sector Skill Councils in their respective area for skills education and training;
  • NRIs and PlOs working with overseas academic, research and business organizations or having a demonstrated interest in Indian issues.
  • Skilled professionals working in organized and unorganized sectors known for their hands-on skilling techniques and expertise.

Engagement Modalities:

Qualifications: Candidate for adjunct faculty should satisfy the following norms:-

  • For Conventional Higher Education Courses:
  • Should have the minimum qualifications as prescribed in the regulations framed by UGC/AICTE/MCI/DCI councils from time to time. OR
  • A person of eminence with or without a postgraduate or Ph.D. qualifications.

For Skill based Courses:

  • Should be an accomplished professional / expert in his chosen field of discipline and may not necessarily possess qualifications prescribed under UGC AICTE/MCI/DCI regulations. OR
  • Should be a certified professional, for teaching and training on National Occupational Standards under NSQF, by the Sector Skills Council for teaching respective trade / job role.

They are also expected to have an understanding of industry requirements, National Occupational Standards (NOSs) and Assessment & Certification for skills.

In addition to the above, it is expected that the adjunct faculty in both the above streams would be an accomplished scholar in his area of specialization and his association would add value to the academic programmes he is associated with.

Selection Criteria:

Adjunct Faculty will be appointed by the competent authority based on the recommendation of a Committee. Period of empanelment will vary from 06 months to 03 years as decided by the SSAHE on mutually agreed terms and conditions. It is expected that any application for adjunct faculty is first discussed at the department level. The department may forward the application with comments specifying the suitability of such candidate(s) in the department / institution level academic activities. If the department recommends a case for adjunct faculty, the same should be examined by a Committee comprising of following:

  • Head of the Institution or his nominee (Chair).
  • Head of the concerned Department.
  • Dean (Academic / Research) in case of university / senior most faculty in case of college.
  • One External Expert (Nominated by head of the institution).
    Representative of Sector Skill Council / Industry Associations (for skill based courses).
  • Registrar or equivalent person (Convener).

If the committee recommends the case, the same would be forwarded to the Board of Management of SSAHE for consideration and necessary approval. The strength of Adjunct faculty may not exceed 25 % the sanctioned strength of faculty at any time.

Roles and Responsibilities:

The empanelled adjunct faculty is expected to undertake following assignments:


  • Conventional Higher Education Courses: Adjunct faculty will be expected to teach courses directly related to his specific expertise and professional experience or the areas of his specialization. He may also contribute to the institution’s activities like counseling of students, developing new course(s) and pedagogical improvements.
  • Skill based Vocational Courses: The core courses pertaining to specialized skills / trades may be imparted by the adjunct faculty from industry, Sector Skill Councils approved trainers or other persons with appropriate skill proficiency. Such faculty, imparting education and training to learners in skill based courses, should have relevant NSQF qualifications, preferably certified by the relevant Sector Skill Council.
  • Research Courses: Adjunct faculty may also be involved in the M.Phil / Ph.D. Course work based on his professional and research proficiency adjudged by the concerned institution/colleges.

Training: Adjunct faculty will be expected to facilitate the setting of workshops and labs, providing hands on training in the relevant domain areas, development of soft skills, and focus on ensuring competency based learning outcomes among students.

Research: Adjunct faculty is expected to interact with and supervise the research students in the area of his specialization or professional proficiency. However, there should be preferably one core faculty member associated as Supervisor / Co-supervisor for smooth induction and coordination of academic procedures. The adjunct faculty may lack a traditional academic background in such case, they are not expected to contribute to the institution's research and creative mission by participating in traditional scholarly activities (i.e. they are not expected to conduct independent research and/or publish in peer-reviewed journals). Instead, he may participate by advising faculty on their research projects, serving as a liaison between the institutions and industry or government entities to identify research and/or funding opportunities or by working with faculty to identify research projects that would benefit private industry and/or government entities.

Services: Adjunct faculty is also expected to actively participate in service-related activities, such as sitting on departmental committees, serving as advisors to faculty and/or undergraduate and post graduate students, helping students network, and active collaboration with the industry / employer providing internship and job opportunities.

Any resource person receiving grants under “Adjunct Faculty Scheme” from the constitution college/institution of SSAHE cannot work as Adjunct Faculty in other Institutions.

Costs and Honorarium :

Adjunct faculty will be provided travel cost, as per entitlement, from his/her institution/place of stay and back, maximum six (06) times per academic year. No reimbursement for hiring accommodation will be permissible. However, she/he will be provided free lodging and boarding in the Guest House.

She/he will be provided an honorarium of Rs. 1000/- (Rs. One Thousand Only) per lecture to a maximum of Rs. 4000/- (Rs. Four Thousand Only) per day of service subject to a maximum ceiling of Rs. 80,000/- (Rs. Eighty Thousand Only) per month. The Adjunct Faculty will work at the host institution for a minimum of 02 days per visit.

Other facilities such as Office Room, Secretarial Services, depending on their involvement in academic activities, shall be considered.

Monitoring :

At the end of assignment, every Adjunct Faculty will submit a 'performance report' to the Head of the Institution/college with a copy to the Sri Siddhartha Academy of Higher Education. The performance report, may be considered for his continuation / renewal of next tenure, based on committee recommends the case, the same would be forwarded to the Board of Management of SSAHE for consideration and necessary approval.

Policy Review: The University undertakes to review this policy from time to time to ensure that its terms are relevant and appropriate to the prevailing conditions.

Policy on Performance Appraisal System for Teaching and Non-teaching staff

Performance appraisal policy is the way to ensure the performance-oriented work environment in the organization, it helps employees to achieve the set objects and act as a reward for their contribution in the progress of the organization. Sri Siddhartha Academy of Higher Education continuously makes efforts to improve the academic training and research environment in its constituent colleges. This is achieved not only by improving the infrastructure facilities but also by using effective teaching and learning methodologies. To assess the success of the inputs given by the Constituent Colleges as well as the Academy, it is important to understand, whether the user of such facilities is indeed satisfied and getting the expected outcomes from the initiatives made.

The Academy and its constituent colleges have Self Appraisal Mechanism for Teaching Staff:

In this direction, the Academy has structured an objective assessment mechanism with scope for improvement. The three-tier assessment involves:

  • Self appraisal by the faculty
  • Peer evaluation by the Department heads/ Principal/ external expert
  • Student’s feedback

The above assessment mechanism has resulted in the teaching staff understanding and getting acquainted about the following:

  • Teaching style and abilities with the feedback from the peers and the students.
  • Scope for improvement in teaching resources and methodologies
  • The research outcomes and relevance of the work being done with the current developments in the respective fields.

The self assessment mechanism does not have any negative impact on the staff as he is provided with the opportunity to comment on the evaluation outcomes and give opportunity for improvement.

The Academy rewards and recognizes teachers commending them for their teaching approaches and research initiatives, which helps them to work with renewed zeal.

The Academy and its constituent colleges have Self Appraisal Mechanism for Non-Teaching Staff.

The works of the Non teaching staff are assessed periodically through a structured mechanism:

  • Work efficiency and commitment.
  • Initiative towards learning newer trends in their respective areas.
  • Leadership and team work.
  • Discipline and regularity

The non-teaching staff are periodically trained and also encouraged to pursue their higher studies.

The feedback had helped take the following decisions.

  • Conduct of language and soft skill programme for non-teaching and administrative staff.
  • Leadership training programme for senior faculty to identify the succession lines.
  • Deputation of staff to various orientation programs relating government policies and rules concerning HR management and Education.
  • Sensitize teachers and international students with regard to cultural issues and sensitivities.

Download Appraisal form:


  • The sponsoring society, Sri Siddhartha Education Society (SSES) started by Late H.M. Gangadhariah.
  • The Board of Management and Finance committee have mandated the Sri Siddhartha Academy of Higher Education, to ensure –
    • Optimum utilization of assets i.e. land, buildings, equipments, vehicles, furniture etc. which are already in place and to be created in future.
    • Feasibility studies are done before start of new programs and institutions lay emphasis on the quality of Education, before venturing into new programs/institutions.
    • Effective administration that nurtures quality and promotes a competitive environment that results in additional revenue generation.
  • All the constituent colleges are self-financing institutions.
  • Carrying out a financial resource mobilization strategy includes the following steps:
    • Identifying potential sources of funds,
    • Actively soliciting pledges,
    • Following up on pledges to obtain funds,
    • Depositing these funds, and
    • Recording the transactions and any restrictions on their use.
  • Financial resources are mobilized by fee collected from the students.
  • The donations are invited for the purpose of instituting endowments for giving medals, awards, fellowships, research, etc
  • Attracting Govt. / Private Grants and CSR funds to the maximum extent possible.
  • Additional revenue generation by way of conducting new programmes/courses/training schemes and in coordination with the industry.
  • Cultivation of the Alumni and philanthropists to generously donate to the university.
  • Overhead charges from research grants received from various government and non-government funding agencies.
  • Institutional Consultancy Charges through consultancy services provided by faculty members.
  • E-Content creation.
  • Renting of auditorium, conference room, sports ground, guest house, and similar such facilities to the faculties, department and outside agencies for organizing academic and non-academic activities like conferences, seminars, lectures, workshops and personal functions.
  • To facilitate the above initiatives, the University provides space on lease to various commercial utility facilities for the students, faculty members and officials of the University, such as Banks, Post Office, Book shop, Cafeteria, Canteen, Xerox Centre, Laundry etc.


  • Funds generated from above sources are principally used as University Development, Fund for maintenance and for the overall development of the University.
  • All the expenditures are allocated according to the sections, namely Infrastructure maintenance, salaries of the staff, research incentives, seed money, staff welfare, student welfare, budget for the various events such as convocation, graduation day, etc… Accounts of the institution are audited regularly and balance sheet and other financial statements drawn annually pre audit objections are taken care of and cleared. The Finance committee and the Board of Management reviews and passes the annual budget put forth in the committee meetings.