Staff Service Rules


1. Short Title

  • The Service rule may be called Staff Service rule of Bless International School, Makhar, Nawada, Bihar.
  • This service rules shall come into force on 1st day of October, 2014.

2. Definition
In this Service rule unless the context otherwise requires:-

  • ‘Service rule’ means Staff Service rule of Bless Internationl School, Nawada.
  • ‘Articles’ means a numbered articles of the Staff Service rule.
  • ‘Board of Directors’ means the Board of Directors Bless International School.
  • ‘Chairman’ means the Chairman of Bless International School.
  • ‘Secretary’ means the Secretary of Bless International School.
  • ‘Principal’ means the Principal of Bless International School.
  • ‘School’ means The Bless International School.

3. Appointments

All appointments to all categories of employee except Group ‘D’ employees as per State Government gradation shall be made by Managing Committee either by direct recruitment or by promotion through Selection Committees.

  1. in case of recruitment of the Head of the school:
    • The chairman of the managing Committee
    • Director of the School
    • An educationist, nominated by the Managing Committee;       
    • and
    • A person having experience of administration of schools,
    • Nominated by the managing committee.
  1. In case of recruitment of teachers and librarian:
  • The chairman or director of the school ;
  • the head of the school;
  • An educationist, nominated by the managing committee;
  • and
  • A subject expert
  1. In case of recruitment of clerical staff \ Lab. Asst:
    • The director of the school or any member of the managing committee nominated by the chairman.
    • The head of the school.
    • Manager \ correspondent of the school
  1. in case of recruitment of class 4th Group staff:
    • the head of the school;
    • a nominee of school managing committee.

The appointment of every employee of a school shall be made by its managing committee.

4. Medical Certificate and Character Certificate etc.

Every employee shall be required to produce the following certificates on appointment in the school:

  1. Medical certificate of fitness from a hospital established or maintained by the government or local authority.
  2. Two certificates from educationists or any other respectable members of society, not related to the candidate, certifying the character and conduct to the satisfaction of the school authorities.
  3. Original degree\diploma, certificates along with certificate(s) of experience, if any, with attested photocopies thereof. Original certificates will be returned after verification.

5. Probation

  • Except in the case of purely temporary vacancy or leave vacancy or for a specific post of temporary nature, every employee shall initial appointment be on probation for a period of one year from the date of his\her joining the duties.
  • The period of probation may be extended by the Managing Committee by a further period not exceeding one year. Service of an employee during probation may be terminated by the Managing Committee without assigning any reason by giving one month’s notice in writing or one month’s salary including all allowances.
  • If an employee desires to be relieved during the period of probation, it will be necessary for him to give one month’s notice in writing or one month’s salary including all allowances unless and otherwise Managing Committee permits relaxation under special circumstances.

6. Confirmation

  1. If the work and conduct of an employee during the period of probation are found to be satisfactory, he\she will become eligible for confirmation on the expiry of the period of probation or the extended period of probation as the case may be, with effect from the date of expiry of the said period provided he\she fulfils the other requisite conditions.
  2. The employee shall be informed of his confirmation within 3 months of the completion of probation period.

7. Termination of Service due to Abolition of Posts etc.

  1. if an employee at any time after confirmation intends to resign he\she shall give three month’s notice in writing or three month’s salary including all allowances to the Managing Committee.
  2. The Managing Committee shall also be competent to terminate the services of a confirmed employee only in case of abolition of a post due to closing down of school a class or reduction in the number of sections of a class or discontinuance of a teaching subject by giving three months notice in writing or three months salary including all allowances.
  3. The Managing Committee shall have the power to relax the period of notice or payment of salary in special circumstances.

8. Retirement

  • Every employee shall retire from service on attaining the age of superannuation as per corresponding categories of employees.
  • The Managing Committee may grant extension as per rules of State if the employee has no mental or physical disabilities and his\her service are beneficial to the institution.
  • The Board will be informed of such extension by the SMC.

9. Working Days and Working Hours

  1. The working days and holidays will be as per State Government Schools.
  2. The working hours will be such as may be specified from time to time by the Principal. Normally the working hours will conform to the State Government School.
  3. Working hours may be different for teaching and non-teaching staff as may be specified by the principal.
  4. As and when required an employee may be assigned any special duty even if it is to be done beyond the normal working hours in the interest of the school.
  5. An employee is also required to conduct and organize co-curricular programmes and perform other duties even beyond the normal working hours.  

10. Head of the School – Duties, Powers and Responsibilities

  1. Head of the school/Principal will be the ex-officio, Honorary Secretary   of the School Managing Committee.
  2. Will function as, the Head of the office of the school under his charge and carry out all administrative duties required of a head of office.
  3. Be responsible for the proper maintenance of accounts of the school, school records, service books of teachers, and such other registers, returns and statistics as may be specified by the SMC.
  4. Handle official correspondence relating to the school.
  5. Ensure that the tuition fees, as levied are timely collected and properly accounted for and duly appropriated for the purpose for which they were levied.
  6. Make purchase of stores and other materials required for the school in accordance with the rules governing such purchase and enter all such stores in stock register and shall scrutinize the bills and make payments.
  7. Conduct physical verification of school property and stock at least once a year and ensure the maintenance of stock registers neatly and accurately.
  8. He must ensure that the school building, its fixture and furniture, office equipment, lavatories, play grounds, school garden and other properties are properly and carefully maintained.
  9. Supervise, guide and control the work of the teaching and non-teaching staff of the school.
  10. Be in-charge of admission in the school, preparation of school time table, allocation of duties and teaching load to the teachers, and shall provide necessary facilities to the teachers in the discharge of their duties and conduct of school examination in accordance with the instructions issued by the Govt./Board  from time to time; and he shall discharge his duties in consultation with his colleagues.
  11. Plan the year’s academic work in advance in consultation with the Director and hold staff meeting at least once a month and twice a year in presence of Director to review the work and assess the progress of the pupils.
  12. Supervise class room teaching and secure co-operation and          co-ordination amongst teachers.
  13. Arrange for special remedial teaching of the children who need such remedial classes.
  14. Plan and specify a regular time-table for the scrutiny of pupils written work and home assignment and ensure that the assessment and corrections are carried out timely and effectively.
  15. Organize and coordinate various co-curricular activities through the house system or in such other effective ways as he may think fit.
  16. Develop and organize the library resources and reading facilities in the school and ensure that the pupils and teachers have access to and use of books and journals of established value and usefulness.
  17. Send regularly the progress reports of the students to their parents or guardians and meet them when feel necessary.
  18. He must ensure the safety of students and supervise the transporting system of the school.
  19. Devote at least twelve periods in a week to teaching of the pupils.
  20. He must submit monthly progress report of the school to the Director.  


11. Number of Teaching periods for other Teaching staff

  • Normally a teacher shall be engaged as a whole time employee except in special cases because of the nature of a subject where the work load does not justify a whole time teacher.
  • Every teacher shall devote in a year not less than 1200 hours to the teaching of students, out of which not more than 200 hours may be required to be devoted for the coaching in the school premises, of weak or gifted students, whether before or after the school hours.
  • Provided that if any teacher is required to devote more than 1200 hours to the teaching of students, extra remuneration shall be paid to him at such rate as may be determined by the managing committee, for every hour in excess of 1200 hours devoted by him to the teaching of students.

12. Maintenance of Record by the Teachers
A teacher is expected to maintain the following documents and also any other record as may be specified from time to time.

  1. Attendance Register of the class for which he\she is the Class teacher.
  2. Personal Log Book and Class Log Book, Programme of instruction and Lesson Plans.
  3. Cumulative result of his class.
  4. Attendance Diary of optional subject in case of teachers teaching such optional subjects.
  5. Stock Register of properties held by him\her.
  6. CRP (Cumulative Record Book) of the class for which he\she is a class teacher.
  7. Fee collection book of the class.

13. Attendance of Employees

  1. Every employee is expected to reach the school punctually and sign the attendance register on arrival before the working of the school begins and also mark the time of departure.
  2. An employee who has not signed the attendance register as above is liable to be considered absent from duty for that date.

14. Contributory Provident Fund – Pension Scheme

  1. Employees except those employed in temporary vacancies and on part-time service, will be required to become members of the Contributory fund Scheme as required under the employees’ Provident Fund and Miscellaneous Provisions Act, 1952.

15. Representation

  1. Representation to the Managing Committee, Chairman of the school or Director may be made only through principal in case of teacher\other employees.
  2. The Principal may submit his representation to the Managing Committee\Chairman of the school through his next higher up Director of the school.

16. Permission to add qualification

  1. No teacher shall be permitted to apply for adding qualifications before completing two years service.
  2. Individual cases duly recommended by the principal may be considered when due by the Managing Committee as also under special circumstances before completion of 2 years.

17. Application for Another Post

  1. No member of the staff shall apply for employment elsewhere without notifying through the principal in writing to the SMC which may grant such permission.
  2. At the time of appointment each candidate will be required to declare particulars about all other applications he\she might have put in for jobs.

18. Private and other Tuitions

  1. No staff member shall undertake private or any other tuition without prior permission in writing of the principal \head of the institution.
  2. Group Tuition in the school shall not be allowed.

19. Leave

  1. Every employee shall be entitled to such leave as are admissible to the employee of a corresponding status in Government schools.
  2. Encashment\accumulation of leave shall also be allowed as per Govt. Rules.

20. Grant of Leave

  1. Leave cannot be claimed as a matter of right.
  2. Grant of any leave shall depend on the exigencies of the institution and shall be at the discretion of the Principal\Manager.
  3. Except in unavoidable circumstances, applications for leave in writing shall be made in advance, a letter or a phone message giving reasons should reach the Principal on the day of absence. When a phone message is sent, it should be confirmed in writing by the subsequent day. Merely applying for leave will not mean sanction, until and unless the leave is sanctioned by the             sanctioning authority.

Note: An application for leave or extension of leave should be made in good time before the date from which the leave or its extension is sought. If any employee does not apply within seven days of the expiry of leave for further leave, or has been absent from the school without leave for ten school days the employee may be deemed to have deserted his post.

21. Code of Conduct for Employees

  1. Every employee shall be governed by the code of Conduct. The following acts shall constitute breach of code of conduct:
  • Habitual late coming and negligence of duty.
  • Use of abusive language, quarrelsome and riotous behavior.
  • Insubordination and defiance of lawful order.
  • Disrespectful behavior rumour mongering and character assassination.
  • Making false accusations or assault either provoked or otherwise.
  • Use of liquor or narcotics on the school premises.
  • Embezzlement of funds or misappropriation of school property or theft or fraud.
  • Mutilation\destruction of school records and property.
  • Conviction by a court of law for criminal offence.
  • Possession in school premises of weapons, explosives and other objectionable materials.
  • Indulging in or encouraging any form of malpractice connected with examination or other school activities.
  • Divulging confidential matters relating to school.
  • Obstructing other members of the staff from lawful duties and indulging in any sort of agitation to coerce or embarrass the school authorities.
  • Carrying on personal monetary transactions among themselves, with the student and\or with the parents.
  • Taking active part in politics.
  • Propagating through teaching lessons or otherwise communal or sectarian outlook or inciting or allowing any student to indulge in communal or sectarian activity.
  • Making sustained neglect in correcting class work or home work.
  • Taking private tuition without permission of school authorities.
  • Organizing or attending any meeting during school hours expect when he is required or permitted by the Head of the school to do so.
  • Absenting from work even though present in the school premises or absent without leave.
  • Preparing or publishing any book or books commonly known as keys or assist whether directly or indirectly in their publication or as a selling agent or canvasser for any publishing firm or trader.
  •  All the teachers are expected to be exemplary in their public and private life. Their loyalty, sense of dedication and integrity of character at all should be an inspiration of youth committee to their care. The teacher shall attend to his duties with care and commitment, be punctual in attendance and dutiful in respect of class room and also for any other work connected with the duties assigned to him by the Head of the school or the Board. He shall abide by the rules and regulations of the school and carry out the lawful orders and also show due respect to the constituted authorities.
  • The following shall not be deemed as a breach of the code of conduct.
  • To appear in an examination to improve his qualifications with the permission of the employer.
  • To become, or to do continue to be a member of any religious library, scientific or professional organization or co-operative society.
  • To organize or attend any meeting outside the school hours subject to the condition that such meeting is held outside the school premises.
  • To make any representation to the management for the redressal of any bonfire grievance, subject to the condition that such representation is not made in rude or indecorous language.

22. Service Books and Confidential Rolls

  1. Service Book containing the factual record of employee, salary scale, increments, promotion, leave record any disciplinary action or reward etc. shall be maintained for each employee on the form prescribed by the Education Directorate of the State. The signature of the employee shall be obtained for entries in the Service Book. Service Book shall be duly attested by the manager\secretary\correspondent in the case of Head of the institution.
  2. Annual confidential roll shall be maintained by the school for every employee including the Head of the institution. The confidential roll will contain assessment of work of the employee during the academic year including the results. Confidential rolls for the employees shall be written by the Head of the institution and for the Head of the institution by the Director\Correspondent.
  3. Confidential roll should be maintained in the form prescribed by the Education Department of the State and should be kept confidential. Any adverse entry in the confidential roll should be communicated to the employee concerned. The employee concerned may represent the adverse entry. The representation will be considered by the next higher authority and if higher authority is satisfied that the adverse entry is not justified the same shall be expunged from the ACR.
  4. Personal files shall be maintained by the school for each employee. The original certificate\degrees shall be returned to the employees after verification and Photostat copies kept in the personal files. School authorities should not keep the original certificate with them.

23. Rules for yearly increment
There will be yearly increment of the staff in the month of April every year on the basis of the points they score. There will total 10 points. The increment will be made as per their total No. of points they score e.g. If an employee gets 8 points so the increment will be 8% of the net salary. Points can be scored on the following grounds.

  • Academic \ Administrative performance.  (3 points)
  • Conduct and behavior which includes:
  • Behavior towards school Management (1\2 point)
  • Behavior towards colleagues (1\2 point)
  • Behavior towards parents (1\2 point)
  • Behavior towards students  (1\2 point)
  • Punctuality which includes:
  • Reporting in time (1\2 point)
  • Completing the assigned work in stipulated time. (1&1\2)
  • Creating friendly and congenial atmosphere. (1 point)
  • Participating in extra-curricular activities. (1 point)
  • Parents positive remarks. (1 point)


  • If an employee is found absent for more than 15 days in a academic year 2 points will be deducted.
  • Management reserves the right to give extra points to those employees who give their best for the betterment of the school. Accepts all the challenges and remain alert and active.

On any question as to the interpretation of any provision of these Bye-laws, the decision of Chairman shall be final.

24. Repeal and Saving

  • The existing provisions regarding affiliation regulations and any notification or orders issued there under are hereby repealed by these bye-laws, provided that:
  • Such repeal shall not effect the previous operation of the said regulations or any notifications or orders made, or anything done, or action taken, there under.
  • Any proceeding under the same Regulation pending at the commencement of these Bye-laws shall be continued and disposed of, as far as may be, in accordance with the provisions of these Bye-laws, as if such proceedings under these Bye-laws.
  • Nothing in these Bye-laws shall be construed as depriving any person to whom these Bye-laws apply, or any right of appeal which had accrued to him under the regulations, notifications or orders in force before the commencement of these Bye-laws.
  • An appeal pending at the commencement of these Bye-laws against an order before such commencement shall be considered and orders thereon shall be made in accordance with these Bye- laws as if such orders were made and the appeals were preferred under these Bye-laws.
  •  As from the commencement of these Bye-laws any appeal or application for review against any orders made before such commencement shall be preferred to or made under these Bye-laws as if such orders were made under these Bye-laws.

25. Jurisdiction to file suits

  1. The Secretary shall be the legal person in whose name the Board may sue or may be sued.
  2. The legal jurisdiction for the suits to be filed against the Board shall be Patna.