Assistant professor selection criteria as per UGC regulations.
3 months ago
As per UGC Regulations 2010 minimum scores for API for direct recruitment of assistant professor in university is-
a). Academic record and research performance (50%)
b). Assessment of Domain knowledge and teaching skills 30%
c). Interview performance 20%.
Can anyone tell me the breakup of domain knowledge and teaching skill (30%)
Is it mandatory to deliver lecture before interview board to assess domain knowledge and teaching skill.
If selection commission doesn't ask for lecture during the interview then how can they award marks for point (b) domain knowledge and teaching skill 30%. Wants clarification for point b. Can we challenge it in the court?
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. So, to assess the domain knowledge and teaching skill of the candidate, the selection committee can ask a candidate for a demo lecture in the course of an interview and based on the spot performance, marks are awarded to the candidate and the highest scorer is selected or recruited by the selection committee. The regulatory body UGC has made uniform policy/guidelines fixing a benchmark score of API 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. So, to assess the domain knowledge and teaching skill of the candidate, the selection committee can ask a candidate for a demo lecture in the course of an interview and based on the spot performance, marks are awarded to the candidate and the highest scorer is selected or recruited by the selection committee. The regulatory body UGC has made uniform policy/guidelines fixing a benchmark score of API 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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