Policies

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Policies are guidelines, rules and regulations laid down by the institute for effective management. These are uniform code of conduct and procedures to be followed by all stakeholders to avoid misconduct, conflicts and misconceptions. Policies are formulated as per the needs of all stakeholders like students, faculty members, non-teaching staff etc. and are re-framed and revised on a regular interval.

Grievance Handling

Anti Ragging Committee (ARC)

Definition of Ragging: (Any one or combination)

  • Teasing, treating or handling with rudeness a fresher or any other student by words spoken or written.
  • Rowdy or undisciplined activities by any student or students which causes or is likely to cause annoyance, hardship, physical or psychological harm or to raise fear or apprehension thereof in any fresher or any other student.
  • Asking any student to do any act which such student will not in the ordinary course do and which has the effect of causing or generating a sense of shame, or torment or embarrassment so as to adversely affect the physique or psyche of such fresher or any other student.
  • Any act by a senior student that prevents, disrupts or disturbs the regular academic activity of any other student or a fresher.
  • Exploiting the services of a fresher or any other student for completing the academic tasks assigned to an individual or a group of students.
  • Any act of financial extortion or forceful expenditure burden put on a fresher or any other student by students.
  • Any act of physical abuse including all variants of it: sexual abuse, homosexual assaults, and stripping, forcing obscene and lewd acts, gestures, causing bodily harm or any other danger to health or person.
  • Any act or abuse by spoken words, emails, posts, public insults which would also include deriving perverted pleasure, vicarious or sadistic thrill from actively or passively participating in the discomfiture to fresher or any other student.
  • Any act that affects the mental health and self-confidence of a fresher or any other student with or without an intent to derive a sadistic pleasure or showing off power, authority or superiority by a student over any fresher or any other student.

Objectives of ARC:

  1. To prevent ragging in any form inside the college premises.
  1. To monitor and be vigilant of ragging activities if any.
  1. To take strict disciplinary action against students who are indulging in ragging activities.
  1. To ensure harmonious and peaceful environment inside the college premises.

Anti Ragging Committee (ARC):

  1. Lalit Khullar – Director (Tenure – 5 years)
  2. Sanjay Kavishwar – Dean (Tenure – 5 years)
  3. Yogesh Gharpure – Faculty member (Tenure – 5 years)
  4. Sangeeta Deshpande – Faculty member (Tenure – 5 years)
  5. Carol Poonekar – Faculty member (Tenure – 5 years)
  6. Nikhil Polke – Faculty member (Tenure – 5 years)
  7. Prerna Kothari – Faculty member (Tenure – 5 years)
  8. Vivek jain – Non-teaching staff (Tenure – 5 years)
  9. Anil Kotpalliwar – Non-teaching staff (Tenure – 5 years)
  10. Biren Sial – Parent representative (Tenure – 1 year)
  11. Leena Buddhe – Social Worker (Tenure – 2 years)
  12. M. Bagwan – Police representative (Tenure – 2 years)

Procedure:

 

  1. Any student of the Institute shall have the right to lodge a complaint about ragging with any of the members of the ARC or the respective class teacher or any faculty member.
  2. The complaints may be oral or in writing.
  3. Any complaint in writing shall be signed by the person making the

complaint. If the complaint is oral the same shall be documented in

writing in detail by any ARC member.

  1. A Complaint Register shall be maintained by ARC and would be strictly a confidential document.
  2. Immediately on the date of complaint, the Chairperson shall convene its meeting.
  3. The case shall be discussed and deliberated at length before coming to conclusion and judgement.
  4. The ARC shall accord fair and reasonable opportunity to the delinquent to defend himself and shall ensure observance of the principles of natural justice.
  5. The ARC shall follow all legal procedures required to be followed as per the guidelines of AICTE.
  6. The punishment and penalties depending on the nature of offence if found guilty are mentioned as below:

Actions against ragging:

  • The punishment has to be exemplary and justifiably harsh to act as a deterrent against recurrence of such incidents.
  • Every single incident of ragging a First Information Report (FIR) must be filed without exception by the ARC with the local police authorities.
  • The ARC shall take an appropriate decision, with regard to punishment or otherwise, depending on the facts of each incident of ragging and nature and gravity of the incident of ragging.

This may include:

  • Cancellation of admission
  • Suspension from attending classes
  • Withholding/withdrawing scholarship/fellowship and other benefits
  • Debarring from representing the institution in any regional, national or international meet, tournament, youth festival, etc.
  • Collective punishment: when the persons committing or abetting the crime of ragging are not identified, the institution shall resort to collective punishment as a deterrent to ensure community pressure on the potential raggers.

 

 

 

 

 

 

 

 

 

Sexual Harassment Committee (SHC)

 

Definition of Sexual Harassment:

Sexual Harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as:

  1. Physical contacts and advances;
  2. A demand or request for sexual favours;
  3. Sexually coloured remarks;
  4. Showing pornography;
  5. Any other unwelcome physical, verbal or non‐verbal conduct of

sexual nature

 

Objectives of the SHC:

 

  1. To prevent sexual harassment and to promote the general well‐being of

female students, teaching and non‐teaching women staff of the institute.

  1. To provide appropriate working conditions in respect of work, leisure,

health and hygiene to further ensure that there is no hostile environment

towards women at work places.

  1. To provide guidelines for the redressal of grievances related to sexual

harassment of female students, teaching and non‐teaching women staff.

 

SHC Committee:

  1. Sanjay Kavishwar – Dean (Chairperson) (Tenure – 5 years)
  2. Carol Rao – Female Faculty representative (Tenure – 3 years)
  3. Sangeeta Deshpande – Female faculty representative (Tenure – 3 years)
  4. Shri Jaiswal – Female faculty representative (Tenure – 3 years)
  5. Sneha Tambe – Female non-teaching staff rep. (Tenure – 3 years)
  6. Samiksha Meshram – Female student rep. (Final year) (Tenure – 1 year)
  7. Rajesh Kriplani – Professional Psychologist (Tenure – 2 years)

Procedure:

  1. Any woman employee/female student of the Institute shall have the right to lodge a complaint with any of the members of the SHC.
  1. The complaints may be oral or in writing.
  1. Any complaint in writing shall be signed by the person making the

complaint. If the complaint is oral the same shall be documented in

writing in detail by the SHC member to whom the complaint is made

and shall not be acted upon till signed by the complainant.

  1. A Complaint Register shall be maintained by SHC and would be strictly a confidential document.
  1. Within one week from the date of complaint, the Chairperson shall convene its meeting.
  1. The SHC shall decide whether the complaint deserves to be proceeded with. The complaint shall stand dropped, if according to the SHC, the complainant has not been able to disclose prima facie, an offence of sexual harassment.
  1. The case shall be discussed and deliberated at length before coming to conclusion and judgement.
  1. The SHC shall accord fair and reasonable opportunity to the delinquent to defend himself and shall ensure observance of the principles of natural justice.
  1. The punishment and penalties depending on the nature of offence if found guilty are mentioned as below:

For employees:

  1. Warning or reprimand
  2. Written apology
  3. Fine
  4. Withholding of increments or promotion
  5. Termination of service in case of serious offence

For students:

  1. Warning or reprimand
  2. Written Apology
  3. Suspension for a specified period of time
  4. Expulsion from institute in case of serious offence
  1. The case shall be documented signed by Chairperson.
Code of Conduct

Tirpude Institute of Management Education, Nagpur

Codes of Conduct for Members of Institute

Code of conduct for Students

1. Introduction and Purpose
a. Introduction

This code of conduct is applicable to all the students of Tirpude Institute of Management Education (Henceforth termed as “TIME”) who have taken admission or provisional admission in any diploma, undergraduate, postgraduate or doctoral program offered by TIME. All students are responsible for sustaining the highest ethical standards of this institution, and of the broader community in which the institute functions. The institute values integrity, honesty and fairness and strives to integrate these values into its studying and research activities.
b. Purpose

In that spirit, this Code (the “Code”) is a shared statement of the institute’s commitment to upholding the ethical, professional and legal standards it uses as the basis for its daily and long-term decisions and actions. All the students must be cognizant of and comply with the relevant policies, standards, laws and regulations that guide their work. The students are each individually accountable for their own actions and, as students of the Institute, are collectively accountable for upholding these standards of behavior and for compliance with all applicable laws and policies.
c. Violations

Adherence to this Code also makes students responsible for bringing suspected violations of applicable standards, policies, laws or regulations to the attention of the appropriate authority. Confirmed violations will result in appropriate disciplinary action up to and including rustication from the institution. Students and parents are expected to go through the code of conduct carefully. Institute can take disciplinary action against the student who does not adhere to this code conduct.
d. Questions

Students can raise any questions regarding the intent or applicability of this Code to the respective program coordinator. Program coordinator’s decision regarding code of conduct will be considered as final and no arguments will be entertained in these regards.

2. Standards of Quality
Admission to the institute carries with the presumption that students will conduct themselves as responsible members of the academic community. As a condition of enrollment, all students assume responsibility to observe standards of conduct that will contribute to the pursuit of academic goals and to the welfare of the academic community.

3. Responsibilities of students
Responsibilities of students include, but are not limited to:
• Practicing high standards of academic and professional honesty and integrity
• Respecting the rights, privileges and property of other members of academic community (teachers, management, administrative staff and other students) and visitors to the campus, and refraining from any conduct that would interfere with the institute functions and endanger the health, welfare or safety of other persons.
• Complying with the rules, regulations, procedures and policies, standards of conduct and orders of the institute.
4. Attendance
Class attendance is compulsory for all students. Students are not supposed to wander in the campus unnecessarily when their classes are in progress.
It is expected that all students are punctual and regular in attending their classes, in internal examinations held by institute as well as for all projects, research assignments, etc. Late coming to classes will lead to the students being marked as absent.
Students are expected to maintain attendance in all extracurricular and co-curricular events and activities organized by the institute. They are expected to fulfill all the responsibilities handed over to them.
5. Assignments
It is the students’ own responsibility to submit their assignments to the respective faculty members on time and in the specified formats. It is expected that students submit their original answers and should avoid plagiarism.

6. Notices and communication
Important notices shall be circulated in the classrooms. Important events in the Institute, Time Table, the schedule of Internal and University Examinations, Practical examinations, Viva-voce, Projects are notified on institute Notice Boards. No personal communication shall be made to the students regarding these activities and students must read the Notice Boards regularly.
7. Acts of misconduct which would lead to penalty / punishment / strict action against student
• Conduct that intentionally or substantially obstructs or disrupts teaching or freedom of movement or any lawful activities in the institute campus in connection with any institute organized activities or events.
• Physical abuse of any person or conduct intended to threaten imminent bodily harm or to endanger the health or safety of any person on the campus.
• Malicious damage to or misuse of the institute property or the property of any person in the institute.
• Intentionally inciting others to engage in any unlawful activity which incitement leads directly to such conduct in the institute premises
• Hiding information or providing false information/ fake documents during admission, scholarships or any other such instance
• Sexual abuse or sexual harassment of any fellow student or other members of the academic community
• Use of mobile phones in classrooms except the case when the respective teacher permits to do so.
8. Anti Ragging
Ragging is strictly prohibited on and off the campus. Anti-ragging code laid down by the Honorable Supreme Court of India has made it a criminal offence. In case, any ragging incident is experienced or observed by student, the student is expected to report the same to Anti-Ragging Committee established by the institute. FIR will be lodged against those who indulge in these activities.
9. Dress code
Students should come to the institute campus in decent and presentable attire. Student shall not wear clothing with inappropriate messages. Any student wearing dress in an inappropriate way which degrades the dignity and decorum of the institute will not be permitted to enter the institute campus.
10. Identity Cards
All students are provided identity cards at the time of admission. The students are expected to wear/carry ID cards while on campus as well as during field work or project work.

Code of Conduct for Teachers

1. Introduction and Purpose
a. Introduction
This code of conduct is applicable to all the fulltime and visiting teachers (henceforth termed as Faculty Members) of Tirpude Institute of Management Education (Henceforth termed as “TIME”) who teach to diploma, undergraduate, post graduate and doctoral students. All faculties are responsible for sustaining the highest ethical standards of this institution, and of the broader community in which the institute functions. The institute values integrity, honesty and fairness and strives to integrate these values into its teaching and research activities.
b. Purpose

In that spirit, this Code (the “Code”) is a shared statement of the institute’s commitment to upholding the ethical, professional and legal standards it uses as the basis for its daily and long-term decisions and actions. All faculty members must be cognizant of and comply with the relevant policies, standards, laws and regulations that guide their work. Faculty members are each individually accountable for their own actions and, as members of the Institute, are collectively accountable for upholding these standards of behavior and for compliance with all applicable laws and policies.
c. Violations

Adherence to this Code also makes the faculty members responsible for bringing suspected violations of applicable standards, policies, laws or regulations to the attention of the appropriate authority. Confirmed violations will result in appropriate disciplinary action up to and including termination from employment or other relationships with the institution.
d. Questions

Teachers can raise any questions regarding the intent or applicability of this Code to the Principal/Director of the institution. Principal/Director’s decision regarding code of conduct will be considered as final and no arguments will be entertained in this regard.
2. Standards of Integrity and Quality
TIME recognizes that it must earn and maintain a reputation for integrity that includes, but is not limited to, compliance with laws and regulations and its contractual obligations. Even the appearance of misconduct or impropriety can be very damaging to the Institution. Institute must strive at all times to maintain the highest standards of quality and integrity.
Frequently, TIME’s activities and other conduct of its community members are not governed by specific laws or regulations. In these instances, rules of fairness, honesty, and respect for the rights of others will govern their conduct at all times.
In addition, each individual is required to conduct activities and transactions with the utmost honesty, accuracy and fairness. Each situation needs to be examined in accordance with this standard. No unethical practice can be tolerated because it is “customary” outside of TIME or that it serves other worthy goals.
3. Confidentiality and Privacy
Teachers of TIME are expected to maintain strict privacy and confidentiality about the data related to information of students, other staff members and members of the management. No internal matters, monetary details and other important and sensitive information should be shared with any external person or firm without the permission of Principal/Director of the institute.
4. Conflict of Interest/Conflict of Commitment
Teachers at TIME owe their primary professional allegiance to the Institute and its mission to engage in the highest level of education and research. Outside professional activities, private financial interests or the receipt of benefits from third parties can cause an actual or perceived divergence between the Institute’s mission and an individual’s private interests. In order to protect the primary mission, community members with other professional or financial interests shall disclose them to their reporting authorities.
5. Human Resources
TIME is an institution dedicated to the pursuit of excellence and facilitation of an environment that fosters this goal. Central to that institutional commitment is the principle of treating each community member fairly and with respect. To encourage such behavior, the Institute prohibits discrimination and harassment and provides equal opportunities for all community members and applicants regardless of their race, color, religious creed, physical ability, marital status, sex, age, or any other characteristic protected by law. Where actions are found to have occurred that violate this standard the Institute will take prompt action to cease the offending conduct, prevent its recurrence and discipline those responsible. No teacher is supposed to discriminate or promote discrimination by any means among students on the basis of caste, religion, sex, monetary, educational or physical status of the students. He/ she should be impartial to all students.

6. Environmental Health & Safety, including Workplace Health and Safety

Teachers must be committed to protecting the health and safety of its other teachers and students through good health and safety practices.
7. Academic Policies
Teacher should report to the institute and to classes on time and teach students with best possible and available teaching aids. They should guide students in groups or individually as per the needs of the students. They shall adhere to the teaching plans for respective subjects and evaluate students periodically. Teachers should encourage students for conducting research work and should guide them in the process of research. Teachers should follow the dress code as instructed by the management during teaching sessions and other occasions.
8. Use of Institute Resources
Institute resources must be reserved for business purposes on behalf of the Institute. They may not be used for personal gain, and may not be used for personal use except in a manner that is incidental, and reasonable in light of the employee’s duties. Institute resources include, but are not limited to, the use of Institute systems (e.g., telephone systems, data communication and networking services) and use of Institute equipment (e.g., computers and peripherals, Institute vehicles); the use of procurement tools such as purchasing cards and petty cash; institute’s stationary and, the time and effort of staff, students and others at TIME.
9. Adherence of Policies and Procedures
The institute has established various policies and procedures to ensure the smooth conduct of academic and other activities. These policies include ‘Attendance & Leaves Policy’, ‘Publication Incentives Policy’, ‘Feedback Policy’, etc. The faculty members are expected to strictly adhere to the norms and processes prescribed by such policies.
9. Reporting Suspected Violations

Teachers of TIME should report suspected violations of applicable laws, regulations, or this Code. This reporting should normally be made initially through standard management channels, beginning with the immediate supervisor. If for any reason it is not appropriate to report suspected violations to the immediate supervisor (e.g., the suspected violation is by the supervisor) individuals may go to a higher level of management within their department.

10. Changes in Code of Conduct
Institute is free to make changes in the existing code of conduct and publish new code on its website. It is the duty of teachers to refer to the changes made in the code, time to time and adhere to new developments as and when instructed in the code of conduct.

Code of Conduct for Support/ Administration staff

1. Introduction and Purpose
a. Introduction

This code of conduct is applicable to all the support/ administration staff of Tirpude Institute of Management Education (Henceforth termed as “TIME”) who are employed at TIME and not assigned any teaching work (Henceforth called as “support staff”). All support staff are responsible for sustaining the highest ethical standards of this institution, and of the broader community in which it functions. The institute values integrity, honesty and fairness and strives to integrate these values into all administration and supporting activities.
b. Purpose

In that spirit, this Code (the “Code”) is a shared statement of the institute’s commitment to upholding the ethical, professional and legal standards it uses as the basis for its daily and long-term decisions and actions. All staff members must be cognizant of and comply with the relevant policies, standards, laws and regulations that guide their work. The staff members are each individually accountable for their own actions and, as members of the Institute, are collectively accountable for upholding these standards of behavior and for compliance with all applicable laws and policies.
c. Violations

Adherence to this Code also makes the staff members responsible for bringing suspected violations of applicable standards, policies, laws or regulations to the attention of the appropriate cognizant office. Confirmed violations will result in appropriate disciplinary action up to and including termination from employment or other relationships with the institution.
d. Questions

The supporting staff can raise any questions regarding the intent or applicability of this Code to the Principal/Director of the institution. Principal/Director’s decision regarding code of conduct will be considered as final and no arguments will be entertained in this regard.
2. Standards of Integrity and Quality
TIME recognizes that it must earn and maintain a reputation for integrity that includes, but is not limited to, compliance with laws and regulations and its contractual obligations. Even the appearance of misconduct or impropriety can be very damaging to the Institution. TIME must strive at all times to maintain the highest standards of quality and integrity.
Frequently, TIME’s activities and other conduct of its community members are not governed by specific laws or regulations. In these instances, rules of fairness, honesty, and respect for the rights of others will govern our conduct at all times.
In addition, each individual is required to conduct activities and transactions with the utmost honesty, accuracy and fairness. Each situation needs to be examined in accordance with this standard. No unethical practice can be tolerated because it is “customary” outside of TIME or that it serves other worthy goals.
3. Confidentiality and Privacy
Supporting Staff of TIME are expected to maintain strict privacy and confidentiality about the data related to information of students, other staff members, teachers and members of the management. No internal matters, monetary details and other important and sensitive information should be shared with any external person or firm without the permission of the Principal/Director of the institute.
4. Conflict of Interest/Conflict of Commitment
Supporting staff owe their primary professional allegiance to the Institute and its mission to engage in the administrative work allotted to them. Outside professional activities, private financial interests or the receipt of benefits from third parties can cause an actual or perceived divergence between the Institute’s mission and an individual’s private interests. In order to protect the primary mission, staff members with other professional or financial interests shall disclose them to their reporting authorities.
5. Human Resources
TIME is an institution dedicated to the pursuit of excellence and facilitation of an environment that fosters this goal. Central to that institutional commitment is the principle of treating each staff member fairly and with respect. To encourage such behavior, the Institute prohibits discrimination and harassment and provides equal opportunities for all staff members and applicants regardless of their race, color, religious creed, physical ability, marital status, sex, age, or any other characteristic protected by law. Where actions are found to have occurred that violate this standard the Institute will take prompt action to cease the offending conduct, prevent its recurrence and discipline those responsible. No supporting staff is supposed to discriminate or promote discrimination by any means among students or employees on the basis of their caste, religion, and sex, monetary, educational or physical status.
6. Environmental Health & Safety, including Workplace Health and Safety

Supporting staff must be committed to protecting the health and safety of its other staff members and students through good health and safety practices.
7. Administrative Policies

Supporting staff should report on their duties on time and should be regular on their duties. They shall carry out their duties as per the instructions given by their reporting officers and shall abide by all the rules and regulations to carry out their duties.
8. Use of Institute Resources
Institute resources must be reserved for business purposes on behalf of the Institute. They may not be used for personal gain, and may not be used for personal use except in a manner that is incidental, and reasonable in light of the employee’s duties. Institute resources include, but are not limited to, the use of Institute systems (e.g., telephone systems, data communication and networking services) and use of Institute equipment (e.g., computers and peripherals, Institute vehicles); the use of procurement tools such as purchasing cards and petty cash; institute’s stationary and, the time and effort of staff, students and others at TIME.
9. Reporting Suspected Violations

Supporting staff of TIME should report suspected violations of applicable laws, regulations, or this Code. This reporting should normally be made initially through standard management channels, beginning with the immediate supervisor. If for any reason it is not appropriate to report suspected violations to the immediate supervisor (e.g., the suspected violation is by the supervisor) individuals may go to a higher level of management within their department.
10. Changes in Code of Conduct
Institute is free to make changes in the existing code of conduct and publish new code on its website. It is the duty of supporting staff to refer to the changes made in the code, time to time and adhere to new developments as and when instructed in the code of conduct.

Code of Conduct for Principal/Director

1. Introduction and Purpose
a. Introduction

This code of conduct is applicable to Principal/Director of Tirpude Institute of Management Education (Henceforth termed as “TIME”) who is the head of both – teaching staff as well as administrative staff. He is responsible for sustaining the highest ethical standards of this institution, and of the broader community in which Institute functions. The institute values integrity, honesty and fairness and strives to integrate these values into all administration and supporting activities.
b. Purpose

In that spirit, this Code (the “Code”) is a shared statement of the institute’s commitment to upholding the ethical, professional and legal standards it uses as the basis for its daily and long-term decisions and actions. The Principal/Director must be cognizant of and comply with the relevant policies, standards, laws and regulations that guide his/her work. The Principal/Director is individually accountable for his/her own actions and is accountable for upholding these standards of behavior and for compliance with all applicable laws and policies.
c. Violations

Adherence to this Code also makes him/her responsible for bringing suspected violations of applicable standards, policies, laws or regulations to the attention of the appropriate cognizant office (management or Local Managing Committee of the institution). Confirmed violations will result in appropriate disciplinary action up to and including termination from employment or other relationships with the institution.
d. Questions

Principal/Director can raise any questions regarding the intent or applicability of this Code to the Local Managing Committee (LMC) of the institution. LMC’s decision regarding code of conduct will be considered as final and no arguments will be entertained in this regard.
2. Standards of Integrity and Quality
TIME recognizes that it must earn and maintain a reputation for integrity that includes, but is not limited to, compliance with laws and regulations and its contractual obligations. Even the appearance of misconduct or impropriety can be very damaging to the Institution. TIME must strive at all times to maintain the highest standards of quality and integrity.
Frequently, TIME’s activities and other conduct of its community members are not governed by specific laws or regulations. In these instances, rules of fairness, honesty, and respect for the rights of others will govern our conduct at all times.
In addition, Principal/Director is required to conduct activities and transactions with the utmost honesty, accuracy and fairness. Each situation needs to be examined in accordance with this standard. No unethical practice can be tolerated because it is “customary” outside of TIME or that it serves other worthy goals.
3. Confidentiality and Privacy
The Principal/Director of TIME is expected to maintain strict privacy and confidentiality about the data related to information of students, other staff members, teachers, alumni and members of the management. No internal matters, monetary details and other important and sensitive information should be shared with any external person or firm without the permission of the LMC of the institute.
4. Conflict of Interest/Conflict of Commitment
Principal/Director of TIME owes his/her primary professional allegiance to the Institute and its mission to engage in the administrative work allotted to him/her. Outside professional activities, private financial interests or the receipt of benefits from third parties can cause an actual or perceived divergence between the Institute’s mission and an individual’s private interests. In order to protect the primary mission, the Principal/Director with other professional or financial interests shall disclose them to his/her reporting authorities.
5. Human Resources
TIME is an institution dedicated to the pursuit of excellence and facilitation of an environment that fosters this goal. Central to that institutional commitment is the principle of treating each community member fairly and with respect. To encourage such behavior, the Institute prohibits discrimination and harassment and provides equal opportunities for all community members and applicants regardless of their race, color, religious creed, physical ability, marital status, sex, age, or any other characteristic protected by law. Where actions are found to have occurred that violate this standard the Institute will take prompt action to cease the offending conduct, prevent its recurrence and discipline those responsible. Principal/Director is not supposed to discriminate or promote discrimination by any means among students, alumni or employees on the basis of their caste, religion, and sex, monetary, educational or physical status.

6. Environmental Health & Safety, including Workplace Health and Safety

Principal/Director of TIME must be committed to protecting the health and safety of its other staff members and students through good health and safety practices.
7. Administrative Policies
Principal/Director has a prime responsibility to lead entire institution with his/her leadership skills, diligence, experience and cognizance. Principal/Director has to inculcate discipline, work culture and organizational values in teaching staff, administrative staff and the students of the institution. He/she is responsible for day to day smooth running of the institute and all monetary and non-monetary decisions for the institution. He/she represents the institute in society and in front of all outside stakeholders. He/she is the link between the Management body (LMC) and the staff of the Institute. Thus it is very important that he/she understands all duties and scope of work of a Principal/Director and practice it on day to day basis.
8. Use of Institute Resources
Institute resources must be reserved for business purposes on behalf of the Institute. They may not be used for personal gain, and may not be used for personal use except in a manner that is incidental, and reasonable in light of the Principal/Director’s duties. Institute resources include, but are not limited to, the use of Institute systems (e.g., telephone systems, data communication and networking services) and use of Institute equipment (e.g., computers and peripherals, Institute vehicles); the use of procurement tools such as purchasing cards and petty cash; institute’s stationary and, the time and effort of staff, students and others at TIME.
9. Reporting Suspected Violations

Principal/Director of TIME should take disciplinary action against suspected violations of applicable laws, regulations, or this Code. He/she is authorized to take action if the code of conduct is not followed by students, teachers or the supporting staff. This reporting should be made to the LMC of the institute, in case if the decision regarding the violation is out of his/her authority.
10. Changes in Code of Conduct
Principal/Director should take a review of the code of conduct for students, teachers and supporting staff periodically, should make changes in the code if required and should publish the same on the Institute’s website so that students, teachers and supporting staff can take a note of the changes in code. On the other hand he/she should also note the changes in his/her own code of conduct being made by the LMC of the institute.

Code of Conduct for Members of the Governing Body (Management)

1. Introduction and Purpose
a. Introduction
This code of conduct is applicable to the members of the management (henceforth termed as ‘Members of LMC’) of Tirpude Institute of Management Education (Henceforth termed as “TIME”) who are the governing body of the Institute. They are responsible for setting highest ethical standards, values and for this institution, and of the broader community in which Institute functions.
b. Purpose
In that spirit, this Code (the “Code”) is a shared statement of the institute’s commitment to upholding the ethical, professional and legal standards it uses as the basis for its daily and long-term decisions and actions. All the members of LMC must be cognizant of and comply with the relevant policies, standards, laws and regulations that guide their work. They are each individually accountable for their own actions and, as members of the Institute, are collectively accountable for upholding these standards of behavior and for compliance with all applicable laws and policies.
c. Violations
Adherence to this Code also makes the members of LMC responsible for bringing suspected violations of applicable standards, policies, laws or regulations to the attention of the appropriate cognizant office (management body of the institution).
d. Questions
Members of LMC can raise any questions regarding the intent or applicability of this Code to the President/Chairman of the parent body, Yugantar Education Society. President’s decision regarding code of conduct will be considered as final in this regard.
2. Standards of Integrity and Quality
TIME recognizes that it must earn and maintain a reputation for integrity that includes, but is not limited to, compliance with laws and regulations and its contractual obligations. Even the appearance of misconduct or impropriety can be very damaging to the Institution. TIME must strive at all times to maintain the highest standards of quality and integrity.
Frequently, TIME’s activities and other conduct of its LMC Members are not governed by specific laws or regulations. In these instances, rules of fairness, honesty, and respect for the rights of others will govern our conduct at all times.
Members of LMC are required to develop policies and strategies with the utmost honesty, accuracy and fairness and in line with the vision, mission and core values of the institute.
3. Confidentiality and Privacy
Members of LMC are expected to maintain strict privacy and confidentiality about the data related to the institute including monetary details and other important and sensitive information. Data should not be shared with any external person or firm without the permission of the President of the managing body.
4. Environmental Health & Safety, including Workplace Health and Safety

Members of LMC should give importance to health and safety of the employees, students, alumni and visitors of the institute by making proper provisions for safety and hygienic practices.
5. Administrative Policies

Members of the LMC have prime responsibility to develop strategies and institutionalize best practices in the institute according to the set core values and quality policy of the institution. They are responsible for effective management of external stakeholder and smooth functioning of the institute. They have prime financial responsibilities of the institute and also need to develop and spread unique and robust and transparent organization culture through Principal/Director and staff of the institute.
6. Reporting Suspected Violations

Members of management should take disciplinary action against suspected violations of applicable laws, regulations, or this Code. They are authorized to take action if the code of conduct is not followed by students, faculty members, the Principal/Director and/or other senior management members of the institution. They should report the matter to the Chairman of the parent body, Yugantar Education Society, in case if the decision regarding the violation is out of their authority.
7. Changes in Code of Conduct
The LMC members should take a review of the code of conduct for Principal/Director of the institution, should make changes in the code if required and should inform the same to the Principal/Director so that he can take a note of the changes in code. On the other hand they should also note the changes in their own code of conduct being made by the Chairman of the LMC.

Feedback Policy

Yugantar Education Society’s

Tirpude Institute of Management Education, Nagpur

FEEDBACK POLICY

Preamble:
Feedback on all human endeavours is very important in order to understand if the course of action adopted is correct. It is strongly felt that the institute shall have defined norms, standards and procedures to obtain structured feedback from all its stakeholders. This feedback policy is prepared with a view to ensure a transparent and structured mechanism for obtaining and analysing feedback and recording the response of the institute towards correction of noted concerns. This feedback policy is also intended to ensure that all actions of the institute conform to its basic vision and mission statements. It is a reflection of what the various stakeholders have to say, creates more transparency in all operations, and above all, facilitates improvement oriented measures.

Objectives of the policy:
The following objectives are envisaged for the feedback policy:
• Defining stakeholders
• Identifying intervals for obtaining feedback
• Identifying the persons responsible for obtaining feedback
• Defining the structure of feedback forms for various stakeholders
• Setting up the guidelines for mechanism of obtaining feedback
• Setting up the guidelines for analysis of feedback
• Defining the reporting mechanism for feedback analysis reports

Stakeholders:
Tirpude Institute of Management Education, being an educational institute, shall consider the following as its stakeholders:
• Students of the current batch
They are the main beneficiaries of the institute’s various programmes, processes and systems. Quality of the students passing out from the institute is a reflection of the institute’s own quality.
• Parents of students of the current batch
All changes occurring in the students in respect of their education, associated skills and behaviour are noticed by their parents, closely. Hence parents’ feedback carries a lot of weight.
• Employees of the institute
There are two types of employees – teaching and non-teaching. While teaching members have direct contact with students, the non-teaching employees provide all support facilities. Their feedback, hence, carries utmost importance.

• Alumni of the institute
These are the ex-students of the institute and are now either employees of business organizations or carry their own businesses. They are now experiencing the business world first hand. Hence, their feedback and suggestions are of vital importance for improvement of quality.
• Members from the industry
Industry organizations are the entities for which the institute prepares students and they absorb majority of the students as employees. Their expectations from institute carry great value. Therefore, feedback of these organisations is of utmost importance for the institute.

Feedback from each of the above stated stakeholders is necessary as each of them are unique at their position and contribute differently towards development of the institution:

Procedures:
1. Responsible Authority and Time Interval
The responsibility of taking feedback depends on the stakeholders from whom the feedback is to be taken. The same is mentioned below, along with the person responsible for collecting feedback and its periodicity:
Stakeholder Responsible Authority Frequency and Time Interval
Students Program Coordinators Mid Semester
Parents Program Coordinators End Semester
Employees Dean – Academics End of Academic Year
Alumni Chairperson, Training & Placements During Alumni Meet
Industry Members Chairperson, Training & Placements Between 3 to 6 months of joining of the student

2. Sample Size
The number of respondents for obtaining feedback from any stakeholder, except employees, shall not be less than 10% of the total population. In case of employees, the feedback shall be obtained from all employees.
3. Feedback Forms
Structured feedback forms for various stakeholders shall be made available with the Dean – Academics. The same shall also be made available on the official website of the institute. The responsible authorities shall use these forms only for obtaining feedback. However, the suggestions for modification of these forms can be incorporated with the approval of Director.
4. Mechanism for obtaining Feedback
a. The feedback from any stakeholder can be obtained online or offline. The responsible authority shall use her/his discretion to decide the mode for obtaining feedback.
b. The responsible authorities shall use their discretion to form a team of employees for obtaining feedback. However, they shall ensure that the feedback is obtained without any prejudice or bias.
c. In case of students, due care needs to be taken so that a student is explained the contents of the feedback forms and shall be assured that her/his identity shall be kept strictly confidential.
d. A periodic (as described above) back up of feedback obtained on the official website of the institute shall be taken by the responsible authority.
5. Feedback Analysis Report
The collected feedback shall be analysed by the responsible authority in a structured manner. The responsible authority shall analyse the feedback and prepare a ‘Feedback Analysis Report’ within 15 days of completion of collection of feedback. The Feedback Analysis Report shall consist of – time period of obtaining feedback, total population of stakeholders (except industry members), number of stakeholders responded, responses to various questions in a tabular manner, key observations from feedback and specific suggestions or remarks mentioned in feedback forms, if any. The responsible authority may form a team of employees for carrying out analysis.
• The responsible authority shall submit the duly signed ‘Feedback Analysis Report’ to the Dean/Director, as applicable, within a week of preparation of the report.
• The Dean/Director shall note the key observations and specific suggestions made by the responsible authority and initiate appropriate actions for improvement.
• The Dean/Director shall place the ‘Feedback Analysis Report’ along with ‘Action Taken Report’ in the next meeting of the College Development Committee of the institute.
• The ‘Feedback Analysis Report’ and ‘Action Taken Report’ shall be made available to all the stakeholders by putting it up on the institute’s official website.

6. Implementation and Review of the Policy
This policy shall be implemented from the Academic Year 2017-18 and shall be reviewed after every three years, starting AY 2020-21. However, any suggestions with regard to improvement of this policy can be incorporated with prior approval of the College Development Committee of the institute.

Sd/-
Director

Financial Resources Management Policy

Yugantar Education Society’s
Tirpude Institute of Management Education, Nagpur

Financial Resources Management Policy

Preamble
The educational institute, like any other institution has a mission and goals to be achieved in a time bound limit. In this way, financial resources play the basic role. An effective and efficient use of financial resources is important in the application of scarce resources to the attainment of institute’s developmental objectives. Therefore, planning for financial resources becomes an important exercise which shows clearly the sources of financial resources and the area of expenses. The information that it provides gives a look into how to achieve the institute’s mission and objectives, where additional fund may be got from, etc.
In fact, taking into account the fact that the institute’s current and future life is based on its finances, there is a great need to put on it much emphasis so as to enable the institute to conduct its academic, administrative and support activities in a cost effective manner.
Intent and purpose:
This policy is intended to describe the norms and standards for generating funds for operations and development. It also describes the norms and standards for utilisation of funds. In general, the policy aims to set the procedures and standards for generation and use of financial resources in order to achieve the vision and mission and its underlying strategic objectives set by the Institute.

Sources of Funds:
The Institute is a self-financing institution without any recurring grants from Government or any other Non – Government organisation. Hence, the tuition fees from students of various programs offered by the institute shall be the primary source of funds for the institute. However, the institute can and shall raise funds from other sources such as conducting MDPs for industry, conducting research projects for corporate houses, providing consultancy services to various local as well as national companies, etc. The institute, as a matter of policy, shall never raise funds through borrowing from any bank, non-banking financial institution or any outside organisation. However, the funds can be raised from the parent body i.e. Yugantar Education Society or any of its constituent units.
Allocation of Funds
Tuition fee from students being the only major source of income, the institute has very limited financial resources. Thus, allocation of funds becomes the most crucial aspect of financial resource management for the institute. The segregation of expenses shall be made on the basis of its relevance to the purpose of institute and the role it plays in achieving the vision and mission of the institute. Taking these in to consideration, then, the priority and proportion of allocation shall be determined. The institute shall allocate the funds for various activities as per the norms and standards stated below:
A. Revenue Expenses:
a. Human Resource Cost:
The quality of human resource is of immense importance for survival and growth of an education institution. The institute shall spend 50% – 55% of its revenue on human resources. This includes salary of full time teachers, honorarium to visiting faculty and guest lecturers, salary of non-teaching and technical staff, expenses towards faculty development, expenses of staff welfare, etc.
b. Operational Expenses:
The expenses incurred for conducting various academic, administrative and support activities shall be referred to as operational expenses. For the purpose of establishing and identifying relevance to objectives of the institute and prioritisation, the institute shall categorise such expenses such as Expenses towards – Curricular Activities, Co-curricular Activities, Extra-Curricular Activities and Other Expenses.
I. Expenses towards Curricular Activities: These shall include expenses incurred on various academic activities such as conduct of conferences and seminars, publication of journal, research promotion, and subscription of journals, periodicals and other e-resources, academic events (Erudition and Mindquest), General Administration Expenses (Student Services), etc. The institute shall allocate 5% – 8% of its revenue for curricular activities.
II. Expenses towards Co-curricular Activities: These shall include expenses incurred on various activities that supplement the effective delivery of curriculum viz., innovative activities and events (TPL, MADness, etc.), student training and development, field visits, educational tour, maintenance of academic infrastructure, etc. Since the institute follows ‘Activity Based Learning Model’, a greater portion of its revenue shall be allocated for these activities. The institute shall allocate 8% – 10% of its revenue for conduct of co-curricular activities.
III. Expenses towards Extra-curricular Activities: These activities are essential for development of skills amongst students. These activities are conducted by the institute to achieve its vision and mission. These include various cultural and sports activities (Crescendo), extension activities, community services, etc. The institute shall understand the importance of these activities with reference to imparting human values amongst students and shall allocate a substantial 5% – 7% of its revenue for these activities.
IV. Other Expenses: These are expenses which are not classified under any of the above categories but are imperative for functioning of institute. These include repairs and maintenance of various facilities, travelling and conveyance, expenses for maintaining sustainable environment, expenses on student uniform and other non-academic material, Miscellaneous expenses, etc. The institute shall allocate 6% – 8% of its revenue for these expenses.
V. Depreciation and other Allowances: The physical and technological fixed assets shall be depreciated in accordance with the norms prescribed by ‘Shikshan Shulka Samiti’ constituted by the Hon’ble Supreme Court of India.

B. Capital Expenses:
The institute has an adequate physical and technological infrastructure for the programs it offers. However, a constant effort is needed to improve the quality of infrastructure. The renovation of physical facilities and upgradation of technological infrastructure shall be prioritised with minimum 3% resource allocation for this purpose. Moreover, the fund allocation for capital expenditure shall be sufficient enough according to the strategic plans for expansion of the institute.

C. Reserve for Working Capital:
Around 40% of the total revenue of tuition fee is granted by the State Government of Maharashtra under various scholarship schemes for students belonging to socially and economically backward classes. The pattern of release of these funds by the Government is not consistent. This leads to liquidity crunch to meet various expenses of the institute. Since the external borrowing is not permitted under this policy, the institute shall allocate 10% – 12% of its revenue as ‘Reserve for Working Capital’. This shall be used by the institute to meet the deficit of cash and cash equivalents to ensure smooth financial transactions.

Implementation and Monitoring Mechanism
Two different committees viz. ‘Budget Committee’ and ‘Audit Committee’ shall be constituted to ensure effective implementation and monitoring of this policy.
A. Budget Committee:
a. Constitution: It shall be constituted by the College Development Committee of the institute for a tenure of 3 years. The committee shall comprise of minimum 5 members i.e. The Director, The Dean, 2 Program Coordinators and Chief Accountant. The Director shall be the ex-officio chairperson of the committee and the Chief Accountant shall convene the meetings.
b. Conduct: The committee shall meet at least thrice in a financial year.
i. October – Review of utilisation of the Resource Allocation Budget for the current financial year.
ii. December – Preparatory meeting for formulation of Resource Allocation Budget for the next financial year.
iii. February – Finalisation of the Resource Allocation Budget for next financial year.
c. Preparation of Budget: The committee shall take into account the academic and other activities and developmental needs of the institute while preparing a budget. A budget, thus formulated shall be placed before ‘College Development Committee’ for final approval. A copy of the approved budget shall be forwarded to The General Secretary, Yuagntar Education Society, The Chairperson, Audit Committee and The External Auditor of institute.
d. Review of Budget Utilisation: The committee shall meet in the month of October every year to review the utilisation status of ‘Resource Allocation Budget’ for current year. A draft utilisation statement shall be forwarded to the ‘Local Managing Committee’ for its perusal and further action.

B. Audit Committee:
a. Constitution: The College Development Committee of the institute shall constitute an ‘Audit Committee’ for a tenure of 3 years. The committee shall comprise of The Dean, 1 CDC Representative, 1 Program Coordinator and The Chief Accountant. The Dean shall be the ex-officio Chairperson of the Audit Committee and she/he shall designate the Convenor of the Committee.
b. Roles and Responsibilities:
i. The committee shall be responsible for conducting internal audit of all financial transactions of the institute on quarterly basis.
ii. The committee shall appoint any two persons (Minimum one from the Committee) as Internal Auditors for a particular financial year.
iii. The internal auditors shall conduct the audit in a timely manner and shall submit the report to ‘Audit Committee’ within the time prescribed by it.
iv. The committee shall resolve the objections raised by auditors and the final report shall be submitted to the CDC in its next meeting.
v. The committee shall deal with all the objections raised by Statutory Auditor and resolve them with no time lapse.
vi. The committee shall ensure the maintenance of books of accounts in compliance with the statutory requirements and preparation of final statements as per the norms prescribed by ‘Shikshan Shulka Samiti’.
vii. The committee shall ensure that the audit report for every financial year shall be finalised by the statutory auditor before 30th June of the succeeding financial year.
c. Meetings: The Committee shall meet at least four times a year to review and finalized the Internal Audit Report. Besides this, the committee may a have an emergent meeting to deal with various audit objections raised by Internal or Statutory Auditor.
Implementation and Review of Policy:
This policy shall come into force from the financial year 2016-17 and shall be reviewed at the end of financial year 2018-19. However, in case of any major discrepancy leading to modification of policy, the same shall be dealt with by the College Development Committee of the institute.

Sd/-
Director

Incentive Policy

Yugantar Education Society’s
Tirpude Institute of Management Education, Nagpur

Faculty Research and Publication Incentives Policy

Objectives:
Academic excellence is the key to success for an educational institution. Faculty members of this Institute are required to be encouraged to carry out research in the areas of their own interest and specialisation. This policy is an initiative by the Institute to provide sponsorship facilities to faculty members and endorse research and publication by faculty members. Preliminary objectives of this policy are:
• To encourage original, quality and relevant research publication by providing sponsorship facilities.
• To ensure academic excellence of students of this Institute by sharing such research work with students.
• To reward the merit of faculty members for academic achievements.
Incentives Entitlement Norms:
A faculty member carrying out and publishing his/her research work is entitled to receive an incentive in the form of reimbursement of Registration Fee for the conference and Travelling expenses incurred to attend the conference subject to the following conditions –
• A faculty member is required to claim the entitlement with substantial documentary evidence of publication and the onus of authenticity of such evidence is with the concerned faculty member.
• Such sponsorship includes reimbursement of registration fee for the conference and expenses incurred by a faculty member towards attending the conference.
• The total amount of sponsorship a faculty member can claim shall be limited to 1 months’ salary in the academic year 2013-14. For this purpose salary for the month of July 2013 shall be considered as the base salary.
• No separate monetary incentive shall be paid for research & publications.
• A faculty member can use this total amount for attending 1 or more conferences but the expenditure exceeding this limit will have to be borne by the faculty member.
• Conference registration fee shall be sponsored by the Institute on producing documentary evidence of acceptance of paper.
• A faculty member travelling within India for presenting the paper is entitled to reimbursement of expenses as described in Travel Policy of the Institute.
• Sponsorship of foreign travel expenses for attending conference is excluded from this policy and requires a special approval from Governing Body of the Institute.
• Date of conference/date of journal publication shall be the effective date for considering inclusion/exclusion of such publication in a particular Financial Year.
• All incentives amounting to the value of Rs.5000 or less shall be paid in cash. In case, the amount of incentives is more than Rs.5000, they shall be paid by Cheque/Account Transfer along with the salary of the concerned month and shall be included in the Income of a faculty member in Form No. 16 for the purpose of computation of Income Tax.
• A faculty member is required to publish at least one research paper in national/international journal having ISSN recognition failing which the sponsored amount will be recovered from the faculty member.
• A faculty member is not expected to leave the Institute within 2 years from the date of availing such sponsorship. In case, a faculty member leaves the Institute within such period, he/she has to repay the amount of such sponsorship to the Institute, which shall be recovered from his/her last salary drawn.
A faculty member is also entitled to receive an incentive of Rs. 5000 or Rs.10000 for her/his academic achievement in terms of receiving recognition/award from any national or international recognized professional bodies/institutions.

Procedure to claim entitlement:
• Incentives shall not be paid by the Institute suo moto and the concerned faculty is required to claim for the same.
• A faculty member is expected to bear all expenses such as registration fee and other travelling expenses from his/her pocket and then to claim for sponsorship after publication of the paper with ISBN/ISSN recognition.
• The concerned faculty member is required to follow the claim procedure as described here –
o Present the paper in MBA class and obtain feedback from students in prescribed form (5-10) Nos. This form is available with Dean – Academics.
o Obtain the Incentives Claim Form from Administrative Office.
o Submit the Claim Form along with Proof of Publication, Feedback Forms and any other significant document, if required to the Dean – Academics.
o Dean – Academics shall verify the authenticity of claim and approve/reject the claim and forward it to Accounts Section for needful action.
• A faculty member is expected to submit his/her claim for sponsorship within one month of publication of the paper/receipt of certificates, whichever is earlier.
• Any misstatement or suppression of material facts related to incentives shall lead to recovery of incentives from the concerned faculty member and disciplinary action against such faculty member.
• Any grievance of faculty member in this regard shall be communicated to Dean – Academics and the Dean – Academics shall forward it to the Director with his remarks/explanation.

Review of Policy:
This policy shall come into force w.e.f. 1st July 2013 and shall be reviewed in the last week of June 2018.

Forms and Formats:
1. Form to claim Sponsorship of registration fee – Available in Administrative Office
2. Form to claim Travel Expenses for attending conference – Available in Administrative Office
3. Form to claim Travel Expenses for attending conference – Available in Administrative Office
4. Student Feedback Form – Available with Dean-Academics
5. Incentives Claim Form – Available in Administrative Office

Sd/-
Director

Maintenance Policy

Yugantar Education Society’s
Tirpude Institute of Management Education, Nagpur

Policy for Maintenance and Utilization of Physical, Academic and Support Service Facilities

INTRODUCTION:
Providing quality education is the primary goal of institution. To ensure this, and to provide maximum benefits to its stakeholders, the institute provides various physical, academic and support service facilities to its stakeholders. These facilities cover Buildings (classrooms, seminar halls, library, laboratory, washrooms), sports equipments, recreational facilities, auditorium, computers, internet network, etc. The need of policy for maintenance and utilization of these facilities arises from the expectation of uninterrupted and smooth functioning of these services and facilities.
POLICY STATEMENT:
The policy assures optimum utilization and proper maintenance with a standard required specifications of physical, academic and support service facilities of the institute to accomplish the high degree of excellence in providing quality education.

AIMS OF THE POLICY
1. To achieve optimum utilization of facilities and services for the benefit of stake holders.
2. To receive constant, uninterrupted and smooth functioning of physical, academic and support services.
3. To prevent misuse of resources and services.
4. To prevent the resources from being idle / underutilized.
5. To achieve timely up-gradation, replenishment, repairing and replacement of the resources and services in cost-effective manner.
6. To set standardized maintenance and utilization procedures for resources.
7. To ensure safe work environment by eliminating the probabilities of accidents.

PHYSICAL FACILITIES
The physical facilities of the institute includes building, classrooms, furniture, washrooms, swimming pool, Gymnasium, Air conditioners, Water coolers, Fire extinguishers, coffee machines, refrigerators, sanitary napkin dispensing machine, garden, parking, auditorium, etc.

Maintenance of Physical Facilities:
• The appropriate provision of 2% to 3% of revenue shall be made in the resource allocation budget for maintenance of physical facilities.
• The institute shall have annual maintenance contract (AMC) for regular and effective upkeep of specific facilities such as water coolers, Air conditioners, coffee machines, microwave ovens, etc.
• A separate database of all such service providers shall be made available for ready access of the concerned.
• The Office Superintendent (OS) shall bear the responsibility of maintaining facilities like building, furniture, fittings, equipments, etc.
 The OS or his representative shall personally check the physical facilities every week and maintain a record of the observations during visit.
 The Dean/Program Coordinators shall make a surprise visit to check the state of facilities and inform the OS about observations made during visit.
 In case, any discrepancy is noted and it is within the purview of Annual Maintenance Contract, the OS shall inform the service provider and ensure the functioning of facility at the earliest.
 In case, any discrepancy which is not within the purview of AMC is noted, the OS shall immediately inform the same to the Director with suggestive remedial actions.
 The Director shall give necessary instructions to the concerned in order to repair the facilities.
 The OS shall provide a prompt status report on repair works to the Director.
• In case of breakdown of facilities, the OS shall initiate the required action for repairs with no time laps.
• The OS shall assign specific persons from non – teaching staff (Class IV) for cleaning and maintenance of classrooms, washrooms, staircase and corridors in each building and on each floor.
 The classrooms, labs, corridors, etc. shall be cleaned at the end of the day by assigned non teaching staff.
 The washrooms shall be cleaned by assigned non-teaching staff at least thrice a day and a record to this effect shall be displayed in washrooms.
 The parking area shall be cleaned every morning by the assigned non teaching staff.
 All grievances regarding cleanliness shall be resolved by OS through the non teaching staff.
 To ensure the effectiveness of waste management system, separate dustbins shall be provided in the campus for different kind of waste including e-waste. The daily maintenance of the vermi compost system shall be carried out by non teaching staff under the supervision and guidance of the service provider on periodic basis.
• Fire extinguishers shall be placed at appropriate places and they shall be replaced periodically / as per need.

Policy for utilization of physical facilities:
• The physical facilities like washrooms, garden, water coolers and parking shall be open for use of the stake holders during working hours of institute.
• The classrooms shall be utilized as per the timetable.
 The requisition for classroom other than scheduled time table shall be placed with the respective program coordinators.
 The program coordinator shall seek permission from the Dean for the same.
 The class rooms shall be allotted for various activities based on their priority and availability. Preference shall be given to in house academic activities, followed by placement activities, co-curricular and extracurricular activities of the institute and lastly requirement of stake holders other than students.
• Requirement of auditorium shall be placed with the respective program coordinator one month in advance. The program coordinators shall intimate the Director about the same and shall place the requirement with Yugantar Education Society.
• Requirement of Swimming pool and Gymnasium shall be placed with the respective program coordinator one month in advance. The program coordinator shall intimate the Director about the same and shall place the requirement with Nashikrao Tirpude College of Physical Education (NTCPE).

ACADEMIC AND SUPPORT FACILITIES
The academic and support facilities include library, smart boards, sports facility, computer lab, language lab, AV room, LCD, Projector and other platforms supporting overall development of the students like music room and musical instruments.

Policy for maintenance of academic and support facilities:
• The appropriate provision of around 1% of revenue shall be made in the resource allocation budget for maintenance of academic and support facilities.
• The institute shall have Annual Maintenance Contract (AMC) for regular and effective upkeep of computers, LCD, Projectors, smart board, etc.
• A separate database of all such service providers shall be made available for ready access of the concerned.

• The System Administrator (SA) shall bear the responsibility for regular upkeep of facilities like computer, LCD, projector, smart boards, AV system, etc.
 The SA or his representative shall personally check all the facilities every week and maintain a record of the observations during visit.
 The Dean/Program Coordinators shall make a surprise visit to check the state of facilities and inform the SA about observations made during visit.
 In case, any discrepancy is noted and it is within the purview of Annual Maintenance Contract, the SA shall inform the service provider and ensure the functioning of facility at the earliest.
 In case, any discrepancy which is not within the purview of AMC is noted, the SA shall immediately inform the same to the Director with suggestive remedial actions.
 The Director shall give necessary instructions to the concerned in order to repair / upgrade/ replace the facilities.
 The SA shall provide a prompt status report on repair / up gradation /replacement works to the Director.
 In case of breakdown of facilities, the SA shall initiate the required action for repairs/ replacement with no time laps.
• The OS shall bear the responsibility for regular upkeep of physical facilities in the library.
 The OS or his representative shall personally check all physical facilities in the library every month and maintain a record of the observations during visit.
 The Dean/Program Coordinators shall make a surprise visit to check the state of facilities and inform the OS about observations made during visit.
 In case, any discrepancy is noted OS shall immediately inform the same to the Director with suggestive remedial actions.
 The Director shall give necessary instructions to the concerned in order to repair the facilities.
 The OS shall provide a prompt status report on repair works to the Director.
 In case of breakdown of facilities, the OS shall initiate the required action for repairs with no time laps.
• The librarian shall be responsible for regular upkeep of learning resources.
 Pest Control / Fumigation of library shall be carried out once in a year to preserve the learning resources. OS shall coordinate the pest control activity.
 Stock verification shall be carried out by the librarian once a year (at the end of the session) to take stock and status of books. The same shall be reported to the Director.
 The damaged/ worn out books shall be treated for required repairs.

• Regular upkeep of sports equipments and musical instruments shall be assigned to OS.
 The OS or his representative shall personally check all the equipments and instruments every week and maintain a record of the observations.
 The Sports coordinator /Cultural coordinator/ program coordinators shall make a surprise check of the state of equipments and instruments and inform the OS about observations made.
 In case, any discrepancy is noted OS shall immediately inform the same to the Director with suggestive corrective actions.
 The Director shall give necessary instructions to the concerned in order to repair/ replace the equipments and instruments.
 The OS shall provide a prompt status report on repair/ replacement works to the Director.

Policy for utilization of academic and support facilities:
• A schedule for use of the IT lab, language lab and AV room shall be prepared by the program coordinator and the same shall be coordinated and supervised of the SA.
 In case the students want to use the labs over and above the scheduled time, they may do so with the permission of the SA. The SA shall ensure the availability of these facilities and give permission for use of the same to the students.
• The students, teachers and staff members of the institute shall get the access to Wi-Fi facility.
• All the students and faculty members of the institute shall be free to use the library and reading room facility during working hours of the institute.
 A student can issue two books and two periodicals at a time for two weeks.
 A book or a periodical can be reissued only twice in continuation.
 If the books are not returned or renewed within stipulated time, fine shall be imposed.
 In case the book is misplaced by the borrower, then full amount shall be recovered from the borrower.
 Students can read books from kindle only in the library reading room.
 In case, the kindle is damaged the librarian shall get it repaired and the repairing charges shall be recovered from the borrower having the custody of the kindle at the time of damage caused.
 Book bank facility is available for the students during exam time.

• All students are free to use Sports equipments.
 The student shall take prior permission for use of Sports equipments from the sports coordinator.
 The sports equipments can be issued for a day at a time.
 The sports coordinator shall instruct the designated non teaching staff to issue / return of sports equipment to/from the student and keep a record of the same.
 The sports coordinator is responsible for maintaining issue/ return register of sports equipments.
 In case of damage to sports equipment by the user, same shall be reported to the sports coordinator by the non teaching staff. The sports coordinator shall report the same to the Director and appropriate action shall be taken.

• All students are free to use the music room and musical instruments during the working hours of the institute.
 The student can use musical instruments in the music room only with prior permission of the cultural coordinator.
 In case of damage to sports equipment / musical equipment by the user, same shall be reported to the Director by the cultural coordinator and appropriate action shall be taken.

Implementation and Review of Policy:
This policy shall come into force from the financial year 2015-16 and shall be reviewed at the end of academic year 2017-18. However, in case of any major discrepancy leading to modification of policy, the same shall be dealt with by the Local Managing Committee of the institute.
Sd/-
Director