CISF is the country’s main security agency, providing security for national strategies and important assets. The force is responsible for security in areas with many obstacles and threats. CISF has brought new human resource policy to the force. There’s a lot of special stuff in it. NGOs joining the force are recruited from various regions of India, giving the force a regional diversity and pan-India character. Section 15 of the CISF Act, 1968 provides that every member of the force can be stationed anywhere within or outside India.
CISF has experienced significant growth and change since its last published guidance in 2017. The number of troops increased from 150,000 to more than 190,000, and the number of operational troops increased from 339 to 359. CISF has also entered new areas such as prison security and parliament buildings.
CISF business is increasing
CISF’s operational environment is becoming increasingly global and dynamic as the use of technology, drone threats, and international security standards continues to increase. The force needs to continually absorb new technologies, skills and knowledge to address emerging security challenges. Transfer/transfer guidelines also need to take into account social changes such as the inclusion of more women and married working couples. Taking into account this dynamic security environment and its impact on operational and management requirements, the 2017 NGO Resettlement/Relocation Guidelines have been reviewed and replaced.
read this too
Human resources are the most important resource for security forces. This manpower policy will affect more than 98 per cent of the force’s personnel (out of the sanctioned strength of 1,94,053) over a service life of approximately 38 years. It replaces the 2017 policy and encourages force members to bring new knowledge, technology and skills to the force to address emerging security challenges. Additionally, the policy is designed to motivate unit members to achieve a better work-life balance throughout their service by meeting individual needs.
The policy includes a number of measures
Domain Expert- For the first time, a library of domain experts will be created in at least 10 fields. Force members possessing high levels of knowledge and skills are deployed as leading experts in 10 areas including cybersecurity and data science, aviation security, training, warfare technology, weapons and tactics, counter-drone solutions, and firepower. Domain experts will be trained by the best institutions and will be responsible for developing and implementing world-class security solutions. International safety standards will be defined in various areas such as aviation and port security to ensure world-class safety solutions. Work has begun on establishing an internal quality control unit within the aviation sector to ensure that new aviation technical solutions and ICAO safety standards are integrated into the airport sector’s safety responsibilities.
Specific skill categories- Training Instructors, SSG Personnel, K9 Specialists, Band Members and Athletic Staff: They will receive advanced, quality training through a rigorous selection and annual performance review process. Due to the highly skilled and demanding nature of the job, these highly qualified individuals will receive priority in their preferred positions.
Multidisciplinary capabilities among force members will be encouraged through representation to other security organizations, United Nations missions, etc. The quality of training across departments will be improved through a rigorous trainer selection process and annual performance reviews.
Posting based on likes – For the first time in CISF history, selection-based postings will be introduced where each person will have the opportunity to list ten preferred locations for postings, giving them the opportunity to have a say in decisions that will have a profound impact on their lives and families.
retire- Those retiring within two years will have one of three location options. They give priority to vacancies when issuing posting orders. This will help them plan for their children’s marriage and deal with post-retirement issues.
Special priority is given to women’s and couples’ issues – Today, a large number of women are joining CISF as a career option. For such women workers, especially those who manage a household alone, special attention needs to be paid to work-life balance. After 6 years of non-elective service, the remainder of their service will be elective service. Now, working couples can more easily work from one location through more thoughtful publishing decisions. The goal is to create a more flexible and satisfying force.
Fixed deadlines and timetable for issuing postings – Retiree postings will be issued by December 31st. The deadline for women is January 15th, the deadline for couples is January 31st, and the break is until February 15th. This will help in planning your child’s education.
Other aspects
- Of the approximately 38 years of service, approximately 24 years are tenure based on selection, particularly during children’s education and after reaching the age of 50.
- Select posts made 2 years before retirement and one year now.
- Promote excellence in sport across disciplines through annual performance reviews in partnership with coaches, experts and national sports federations.
