Recruitment, Retention and Development Policy

The Recruitment, Retention and Development Policy of the College details the procedures and responsibilities for the recruitment of staff while ensuring compliance with safeguarding and equal-opportunity requirement.

Policy Accountability and Structure

• The Principal and the Management are responsible for the policy, which is institution-wide and published internally.


• The policy was implemented post-pandemic, has been revamped, and will be reviewed every three years, with the next review scheduled for January 2029.

Aims of the Recruitment Policy

• Ensure that staff possess the necessary qualifications and skills for their roles.


• Promote a consistent and equitable recruitment process.


• Adhere to equal-opportunity rules under the supervision of DHE, avoiding discrimination based on protected or unrelated personal factors.


• Make recruitment accessible to individuals with disabilities.


• Comply with DHE safeguarding guidance to ensure staff suitability for working with children.


• Utilize resources cost-effectively during recruitment.

Responsibilities in the Recruitment Process

• Management is accountable for the recruitment of all teaching and non-teaching positions arising from time to time.


• The Principal and Head Clerk oversee the recruitment process in accordance with Goa University and DHE guidelines.

Planning Recruitment Needs

• Staff requirements are reviewed annually by a committee comprising the Principal, Vice-Principal, HoDs /Coordinators and Head Clerk.


• Job descriptions and person specifications are created or updated as needed.

Advertising Job Vacancies

• Staff requirements are conveyed to DHE as per anticipated workload and a No Objection Certificate (NoC) is obtained.


• All sanctioned posts are advertised, including job descriptions, in the recruitment sections of two local daily newspapers in different languages, following DHE advertising norms. Details are also published on the College website.


• Leadership posts are advertised widely, following the above procedure.

Application Process for Candidates

• Late applications may be considered under certain circumstances.


• Applications must be submitted as hard copies or by email, together with copies of educational qualifications, experience certificates, 15-year residence certificates, etc.

Selection Process Overview

• A selection panel is formed in accordance with Goa University Statutes and DHE guidelines.


• Suitable panel members are chosen from the Master Panel provided by Goa University.
• Where a large number of applications is received, only qualified and experienced candidates are shortlisted for interview.


• Safeguarding measures include identity checks and verification of documentation.


• Incomplete applications may be rejected.

Interview and Selection Process

• Candidates are informed about the selection methods before interviews by email and telephone.


• Interviews assess candidates on their academic record, suitability and performance at the interview.

Job Offers and Conditions

• Job offers to selected candidates are made verbally and followed by a written offer, conditional upon the required checks.


• An acceptance or rejection letter or email is issued through the official College email account.

Medical Fitness and Right to Work

• A medical fitness certificate from accepting candidates is obtained before they join the post.

Induction Programme for New Employees

• New employees receive an induction programme outlining College policies and expectations from the Chairman, Rector, Director, Principal, Vice-Principal and HoDs /Coordinators.


• The induction programme includes key policies such as Health and Safety, Student Protection, Data Protection, and the Staff Code of Conduct.


• The HoD /Head Clerk mentors newly recruited staff and provides guidance from time to time.

Centralized Register (SCR) of the Staff

• The College maintains a Centralized Register and biometric attendance system to track and monitor daily working time on the College campus.


• Biometric attendance is networked and remotely accessed by DHE.


• The SCR is updated regularly to remove staff who are superannuated and no longer work at the College.

Appointment and Promotion of Existing Staff

• The Management supports the professional development and promotion of existing staff as per Statutes and MACP rules.


• Qualified candidates who have previously worked in the institution on a contract basis and performed well may be given preference during the selection or reappointment process as a retention measure, benefiting from their experience and fellowship with students.

Monitoring Recruitment Practices

The Management and the Local Management Committee (LMC) monitor recruitment practices to ensure compliance with equality and safer-recruitment guidelines.

Record Retention and Data Protection

• The College maintains confidentiality in recruitment records and complies with data-protection laws.


• Successful applicants’ records include identity verification, medical fitness and qualifications.


• All employee information is securely stored in accordance with the Data Protection rules of Goa University and DHE.

Faculty Development

• The College Staff Welfare Club ensures that new hires feel welcomed, understand their roles and integrate into the College culture.


• The Teaching, Learning and Educational Technology Cell (TLEC) is committed to investing in continuous learning and development opportunities, including access to relevant technology training, workshops and courses.


• Staff are motivated and encouraged to embrace new teaching methodologies to cater to technology-savvy youth, including deputation to workshops and seminars outside the institution.


• The Career Advancement Scheme (CAS) is implemented as per Statutes, including mentoring programmes, cross-training opportunities and succession-planning initiatives.


• The performance-review process includes goal setting, regular student feedback and identification of development areas.

The College should remain vigilant in identifying retention problems that may negatively affect faculty diversity and equal-employment opportunity. It conducts exit interviews with departing faculty to understand obstacles to retention and to design effective responses to identified problems. Interviews may also be conducted with faculty who successfully obtain tenure or continue for a longer period, in order to identify factors that contributed to successful faculty careers.