Academic Policy

Academic policy of Sukanta Mahavidyalaya is to work under the purview of the affiliating University of North Bengal guidelines as well as to implement all the recommendations of the UGC as per applicable. Teachers’ Council/ Academic Council decides academic policy under following manner

1. To maintain discipline and regularity in smooth completion of courses in each semester
2. To monitor the percentage of syllabus covered before a fortnight of the end of every academic session.
3. To maintain liaison with the routine committee for smooth conduction of classes of all semesters.
4. To maintain liaison with the examination committee regarding any issues with internal evaluation and tutorial examination
5. To arrange meetings to address any important issues at regular intervals.
6. To act as a bridge between IQAC and different departments regarding various faculty improvement programs and other quality initiatives.

Quality Assurance and Improvement

The college is committed to provide best possible education to the students to make them responsible citizen of India. It has a clearly stated policy to monitor and assess the procedures adapted for quality enhancement in imparting best education. It has a specific aim of development through coherent services rendered by all the faculty members as well as the staff members. This self-assessment procedure is validated through

1. i) Planning and surveillance of Governing Body & IQAC.
2. ii) Advices from Teachers’ Council and Staff Council.

iii) Review meetings held by different sub committees.

1. iv) Involvement and suggestions made by Students’ Union.
2. Analyse all self appraisal reports and feedback reports.
3. Share good practice and recognize outstanding performance.

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Policy Scope

The purpose of this policy is to establish guidance regarding key aims and actions relating to College quality assurance procedures.

Policy Aims

The College aims to have robust and accurate self-assessment which leads to improvement.

 

To achieve this we must:

• Create staff confidence in the self-assessment process
• Expect all staff and members of the College community, including Governing Body members and students, to contribute to self-assessment and to quality improvement
• Operate within a coherent quality cycle. The College aims to be outstanding in all areas of college business. This is achieved through:
• Providing opportunities for all staff to develop outstanding practice. Analyze the capabilities of our staff and provide the appropriate professional development to ensure they have the skills necessary to deliver outstanding practice. Inspiring teachers to focus on the skills to deliver inspirational teaching and learning
• Analyzing the SARs (Self-Appraisal Reports) of the faculties in order to form a year’s programme to cater to the Career Advancement requirements of them.
• Sharing good practice across the College, in all areas of College business, through a variety of mechanisms
• Establishing the aspiration for outstanding teaching and learning
• Recognizing and celebrate outstanding performance of all staff. The College aims to enable outstanding success for all its learners. The College aims to provide accurate and formative assessment and verification The College aims to carry out rigorous action planning and monitoring. To achieve this we must:
• Devise action plans that will achieve year on year improvement
• Rigorously monitor quality improvement plans and targets through Review meetings

Faculty empowerment

Introduction

Sukanta Mahavidyalaya gives utmost importance to the academic excellence of faculty members. The faculty members are motivated to attend subject based refresher courses, trainings, short term programmes and work-shops, to gain a deeper knowledge in their respective disciplines. Faculty members are also encouraged to undertake research projects so as to excel in the creation of knowledge. Necessary infrastructure facilities are provided to the faculty for setting up research laboratories. The College encourages the faculty members to attend national and international level academic meetings to boost their teaching and research potential. The institution firmly believes that the academic and research excellence achieved by the faculty members will benefit the student community and the nation at large. The College provides financial support to the faculty with a goal of achieving academic and research excellence.

 

Objectives

Financial support policy of the College has the following objectives:

• Promote the faculty members to attend national and international seminars/conferences/workshops.
• Encourage teachers to present their research work and interact with experts in their respective disciplines.
• Support teachers to take membership in professional bodies.

Rules and Directives

a) A faculty can participate annually in two international conferences/ seminars/workshops and two national conferences /seminars/workshops.

b) Only a confirmed member of the faculty and with a minimum two years of service at Sukanta Mahavidyalaya is eligible to participate in these conferences/seminars. However, for the first two years of service, a faculty may attend these conferences/seminars with special permission. Such special permission will be granted on condition that if the individual leaves the service of the College before completing two years of service/ confirmation, he/she shall refund the entire amount incurred by College for such conferences/seminars.

c) A full-time faculty on contract is also eligible to participate in conferences/seminars and may be considered for a special permission. Such special permission will be granted on condition that he/she has completed one year of contract with the College and that if he/she leaves the College prior to the completion Of two years of service, he/she shall refund the entire expenses incurred by the College. Procedure for Conference/Seminar Participation:

1. All requests for conference/seminar participation in a national/international conference/seminar with paper presentation will be submitted on a prescribed format (Annexure 1) to the Principal. Copies of the abstract and acceptance letter for the paper, and official registration information specifying conference/seminar dates and fees are to be included with the request.
2. The faculty concerned will coordinate with and/or inform the Head of the Department in the College to appropriately take care/make arrangements of his/her activity at Sukanta Mahavidyalaya while he/she is away for attending this conference/seminar.
3. Sukanta Mahavidyalaya will bear/reimburse the full/part expenditures for registration, travel, daily allowance, lodging costs and local conveyance associated with the conference/seminar as per Sukanta Mahavidyalaya rules on travel entitlements subject to the condition that any part of the expenses/costs are not paid for by any other agency. The number of days for travel entitlements will include the number of days of the conference/seminar actually attended and additional day(s) as necessary to reach the conference/seminar venue or departing after the conference/seminar is over.
4. However the first preference for faculty attending conference/seminar abroad will be to obtain U.G.C. permission and travel grant.
5. A copy of the full paper should be submitted to the Principal before leaving for the conference/seminar.
6. In case attending a conference/seminar does not require any financial support from Sukanta Mahavidyalaya such as, through external funding or drawn from an individual's research/faculty development schemes, the same may be permitted.
7. The institute-funded conference/seminar participation entitlements are subject to the condition that there will not be any effect on the individual's availability for institutional academic activities.
8. The application for attending conferences/seminars is to be made in a prescribed form which is available with the Principal's office

Financial Management Policy

Adequate funds are utilized for development and maintenance of infrastructure of the college. The requirements of the various departments are submitted to the central purchase committee after getting approval from the competent authority. The central purchase committee examines its relevance, usefulness of the requirement and ensures the optimal utilization of funds before approval. For the purpose of purchase, competitive bidding and e-tendering process is followed to ensure optimum use of funds. Budget is utilized to meet day to day operational and administrative expenses and maintenance of fixed assets.

 

Enhancement of library facilities is always given primary importance to augment learning practices and accordingly requisite funds are utilized every year.

• Adequate funds are utilized for the state-of-art improvement through up-gradation of lab facilities in various departments.
• Some funds are allocated for social service activities as part of social responsibilities through NSS and NCC etc.
• Funds are always allocated for regular renovation of classrooms, labs, faculty rooms etc.
• College promotes inter-department sharing of resources.
• College provides financial assistance to teachers for attending FDPs, for memberships in different professional bodies with prior approval of principal.
• College provides financial assistance for holding various programs by IQAC and all the departments of the college.
• Students are also assisted by giving free ships, fee concession and special help one time help in special cases

Routine

The objective of the Routine Sub-Committee of Sukanta Mahavidyalaya is to evolve an ideal time-table which incorporates the needs and convenience of students and teachers.

• The Routine Sub-Committee prepares the Master Routine according to the academic calendar given by the University of North Bengal every semester.
• The Committee allocates classes to all streams, i.e., Science and Humanities as per the requirement and availability of infrastructure, also keeping in mind the U.G.C. regulations for the Substantive and SACT teachers.
• In order to compose the routine in the pandemic period, only online classes were planned to take in the first phase. All teachers took classes either through Google Meet, Google Classroom and WEBEX in that phase.
• Thereafter, a blended version of routine containing both online and offline modes were followed. It was equally applicable for tree streams – Science and Humanities
• The Master Routine is shaped in such a way that each semester can have online classes for 2-4 days and offline classes for 2 days in a week.
• Honours classes are arranged in the first half of a day and General classes are arranged in the second half of the day.
• In the new-normal scenario, we have started offline classes.

Maintenance

Vision: Green, clean, Divyangjan friendly campus

 

The physical facilities like buildings, carpentry, classrooms and advanced ICT attributesare integral part of an institution. Utilizing and maintaining thesefacilities is utmost concern and accordingly, institution has chalked out the following institutional framework for these perspectives:

Building infrastructure: under this aegis the institution looked after new construction buildings, repairing of existing buildings, proper maintenance and improvement of physical infrastructural facilities like plumbing, water supply, electricity. All these works are conducted through tendering system following the institutional norms. During all these up-gradation and maintenance work related to these fields are supervised the concerned person appointed by the college authority. All minor electrical faults are maintained and performedby trained electrician cum caretaker, while themaintenance of toilets and service areasare performed by sweeping staffs and hired plumbers.

Computer & IT infrastructure: Annual Maintenance Contracts (AMC) for computers used in various departments as well as those utilized as a central facility such as the Wide Area Network (WAN), Intercom, and so on are renewed on a regular basis to guarantee that they continue to function properly.

 

Laboratory Equipment’s/Machinery: The capable technicians inspect the gas connection pipeline for any leaks on a regular basis. They also keep a stock record by the laboratory to keep track of the chemicals, glassware, and other scientific instruments. Annual Maintenance Contracts (AMC) are in place for many laboratory instruments and machines. Staff or hired personnel maintain the laboratory equipment at the departmental level annually and/or whenever necessary.

 

Library: Library maintenance is done by the competent staff of the college. Library software is maintained and updated by the software provider through AMC. Disinfecting and keeping the library clean is done frequently by library staff. Selves and racks are maintained by the library staff regularly.

Classrooms: The College has large classrooms with plenty of fans, tube lights, and desks. All of the facilities are well maintained, and carpenters and electricians handle any repairs or damage to the merchandise. Repairing of doors and windows of class rooms/ Labs

Items linked to furniture: The institutional caretaker is responsible for the upkeep and repair of the furniture, fixtures, and other physical infrastructure. He notifies the authority of the need for repair work and verifies the work once it has been performed.

 

Building Security: Security of whole buildings through CC TV surveillance has been employed under this heading

 

Future plan: Creating new class rooms and research labs on roof and converting all lights to LED lights.

Cultural and Magazine

Policies for Cultural Programmes:

• To plan and schedule the cultural events for the academic session
• To prepare budget for all cultural events and take necessary steps for its approval
• To prepare the Annual Budget for various cultural events
• The Conveners of the Committee conduct meetings to discuss and delegate tasks among

the members

• To obtain consent from the college authority to arrange programmes
• To decide the date, time and agenda of the programmes
• To inform staff members and students about the events
• To arrange the venue and logistics (audio/video system, dais, podium etc.)
• To invite the Chief Guest and other dignitaries for any event
• The Committee displays information about events to be celebrated on the Notice Board and also on the College Website
• To prepare and maintain records of all cultural activities
• To encourage students and faculty members alike to indulge themselves into various

creative pursuits

• To search and promote hidden talents among both students and faculty members
• To provide a platform to students for showcasing their talents in diverse fields

 

Policies for Cultural Magazine:

• To provide a platform for students to express themselves through various forms of writing like research articles, comments on current topics, literary/creative writing, drawings etc.
• To promote freedom of expression
• To provide a platform for exchange of thoughts, innovative ideas and information

Anti-Ragging

There is no ragging allowed in the college campus. Students must refrain from engaging in any form of ragging, and those who do so will be immediately suspended from the college, at least for one week. If any cases received by theCell, the situation will review incident before taking any appropriate legal action. Students should be aware that engaging in any form of ragging may result in expulsion from the College. The students are made aware that according to the Circular of the Directorate of Higher Education, issued by the Government of West Bengal and University Grants Commission (UGC), guidelines notified via no.F.1-16/2009 (CPP-II) dated October 21, 2009it is mandatory for the institution to file a complaint with the Police Authority, with all associated consequences on Curbing the Threat of Ragging in Higher Educational Institutions, 2009 (Under Section 26(1) (g) of the University Grants Commission Act, 1956).

 

In addition to the above, students are made aware about the acts of ragging, which include any one or combination of the following:

• Mental Abuse
• Physical Abuse
• Verbal Abuse
• Indecent Behaviour
• Criminal Intimidation
• Un-determining Human Dignity
• Use of Force
• Financial Exploitation

 

Every case involving disciplinary action will be brought before the Committee, which will hear it and submit its findings to the Governing body, which will then decide how to proceed after following the proper legal procedures.According to the UGC notification, the affected student is expected to file an anti-ragging affidavit. The College will maintain a constant watch and vigil against ragging and will respond quickly to any reported incidences.The University will immediately punish or rebuke the offending student, either on its own or in accordance with administrative or other procedures, by forming a special inquiry committee and presenting its findings or recommendations to the appropriate decision-maker.

The College administration, faculty, Anti-Ragging Committee, Grievance Redressal Cell, or any other staff member with whom the student may feel comfortable is encouraged to receive reports of any racial harassment that students witness or experience. The College assures the student's disclosure is kept private.

Grievance Redreesl

Introduction and Objective: Grievance is a formal complaint regarding academic and non-academic matters. Grievance-Reddressal Cell (GARC) of the College, have constituted to look into the complaint lodged by any student/students/faculty and staff members of this college regarding the academic and non-academic matters through e-mail, grievance box and direct contact to the members of the cell. The purpose of GARC is to develop a transparent, responsive attitude among the stakeholders in order to maintain the pleasant educational environment and to solve the grievances lodged by the stakeholder/stakeholders within a stipulated time. The Policy of Grievance Redressal Cell (GARC) aims to reinforce this college commitment towards providing a fair and equitable work environment to all stakeholder(s). The objective of this policy is to lay down the procedure/mechanism for redressing of grievances of Sukanta Mahavidyalaya stakeholders of the nature described below and to create an internal standing sub-committee named as Grievance Redressal Cell to investigate into the complaints lodged by the stakeholders about all such grievances and make recommendations for the necessary corrective action, if any. In view this, below are the objectives of this Policy:

• To provide an effective and efficient grievance redressal mechanism of unsatisfactory academic policies for the stakeholders of the college.
• To create and promote a culture of fairness and trust within the college.
• To promote collaboration among stakeholders by addressing and resolving the grievances lodged by the stakeholders below:

1. Availability of books and library facilities
2. Facilities regarding sports
3. Teaching-learning environment
4. Process of continuous evaluation and internal examination related issues.

The cell members conduct regular meetings to check if any complaints have been lodged by any stakeholder(s) of the college as Sukanta Mahavidyalaya is a disciplined general degree college.
Scope: The Cell organizes awareness programme among the stakeholders so that they can lodged a complaint related to the following issues: 1) Certain misgiving about condition of sanitization, preparation of food and hygiene in Canteen and academic related issues 2) Library related issues 3) Infrastructure of classroom 4) Sports related issues 5) Continuous teaching-learning evaluation process 6) Coordination among students and teachers
Roles and Responsibilities of GARC: The GARC shall be responsible for ensuring that any grievances from stakeholder resolved properly and effectively by consulting with the members of the cell and other academic stakeholders of the college.
GARC shall adhere to the following principles:

• The Committee shall strictly adhere to the principles of natural justice while conducting an investigation of a complaint lodged by stakeholder(s).
• Ensure that the stakeholder(s) receive effective counseling and actively seeks a solution that addresses the stakeholder's grievances.
• Provide feedback to the stakeholder(s) on the action that has been taken to redress his/her Grievance.

Anti-Women Harassment

The college is committed to equal opportunities and to providing an environment in which all Faculties, staff and students are treated with dignity and respect and in which they can work and study free from any type of discrimination, harassment, or victimization. All members of College are responsible for upholding this policy and should act in accordance with the policy guidance in the course of their day-to-day work. Offensive behavior will not be tolerated.

Harassment is a serious offence which is punishable under the College’s disciplinary procedures. This Policy, and the Code of Practice which accompanies it, apply to the academic and office staff of the College, and all others for whom the College is responsible. References to ‘academic staff’ include Principal / Teacher-in-Charge, Full time and Part time teachers and Guest lecturers, who teach the students of the College. The College is committed to making all staff and students aware of this policy and the accompanying guidance and to providing effective guidance and briefing on it. The College takes steps to ensure that both the policy and guidance are fully understood and implemented. The policy and guidance will be brought to the attention of all staff and students and are available on the College web-site. Management of the College and all including students who fall into these categories, have specific responsibilities. These include setting a good personal example, making it clear that harassment will not be tolerated, being familiar with, explaining, and offering guidance on this policy and the consequences of breaching it, investigating reports of harassment, taking corrective action if appropriate, and ensuring that victimization does not occur as a result of a complaint.

 

1. Definition of Harassment Harassment is unwanted conduct on the grounds of sex, marital status, gender reassignment, race, disability, religion/belief, sexual orientation or age that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Harassment on grounds of sex, race, religion, disability, sexual orientation or age may amount to unlawful discrimination. Harassment may also breach other legislation and may in some circumstances be a criminal offence. Harassment may occur through the use of internet, email, or telephone. The other person’s motives are not the main factor in deciding if behaviour amounts to harassment. Just because certain behaviour may be acceptable to the alleged harasser or another person does not mean it is not harassment. Being under the influence of alcohol or otherwise intoxicated will not be admitted as an excuse for harassment, and may be regarded as an aggravating feature. Bullying may be characterized by offensive, intimidating, malicious or insulting behaviour, or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. It includes any behavior which makes someone else feel threatened, frightened, humiliated or taken advantage of.

Some common forms of verbal abuse include verbal abuse; taunting; setting impossible deadlines or objectives; withholding key information or giving false information. Victimisation occurs specifically when a person is treated less favourably because he/she has asserted his/her rights under this guidance, either in making a complaint or in assisting a complainant in an investigation. The College will protect any member of staff, student, or visitor from victimisation for bringing a complaint or assisting in an investigation. Victimisation is a form of misconduct which may itself result in a disciplinary process, regardless of the outcome of the original complaint of harassment. Sexual harassment has been characterised as a particularly degrading and unacceptable form of treatment, and is unacceptable to the College, as well as a unlawful, such that a victim may bring legal proceedings. If the conduct amounts to assault it may also constitute a criminal offence. All those to whom this Policy and the accompanying Code of Practice apply are under a duty not to engage in sexual harassment.

Complaints that sexual harassment has occurred between persons to whom this Policy and the accompanying Code of Practice apply will be taken seriously by the College, and where appropriate may result in disciplinary proceedings. The College will monitor the incidence of sexual harassment in the College, and the resolution of complaints, by means of an annual statistical report to Governing Body from the appointed Advisors. Sexual harassment is a form of sex discrimination. Direct sex discrimination is less favourable treatment on the grounds of sex. Sexual harassment is direct sex discrimination by way of uninvited conduct based on the sex of the recipient which is intimidating, hostile or offensive to the recipient. It can include harassment which has not been directed at them specifically, but that they have witnessed and which violated their dignity. It may include unwelcome behaviour of a sexual nature which the recipient finds intimidating, hostile or offensive, ranging from unwelcome sexual advances, unpleasant or denigratory remarks, to the display of offensive material of an explicitly sexual nature. Such conduct may be physical, verbal or nonverbal. An aggravating feature of some cases of sexual harassment may be the abuse of a position of authority or trust. In general, the starting point for the determination of what is intimidating, hostile or offensive to the recipient will be the perceptions of the recipient of the alleged conduct. The College’s policy dictates that the provisions of the Sex Discrimination Act and the Equality Act cover homosexual as well as heterosexual harassment. Reasonable and proper management instructions administered in a fair and proper way, or reasonable and proper review of a member of staff’s or a student’s work and/or performance will not constitute harassment. Behaviour will not amount to harassment if the conduct complained of could not reasonably be perceived as offensive.

In summary, examples of behaviour that may constitute harassment are:

• verbal or physical threats;
• insulting, abusive, embarrassing or patronising behaviour or comments;
• offensive gestures, language, rumours, gossip or jokes;
• humiliating, intimidating, demeaning and/or persistent criticism;
• open hostility;
• suggestive comments or body language;
• isolation or exclusion from normal work or study place,
• publishing, circulating or displaying pornographic, racist, sexually suggestive or otherwise offensive pictures or other materials;
• unwanted physical contact, ranging from an invasion of space to a serious assault (The above list is not intended to be exhaustive.)

 

2. Advice to individuals who may be suffering one or more forms of harassment Individuals may be unsure whether certain behaviour amounts to harassment.

The first step may be to discuss the matter in confidence with a friend or colleague who is familiar with the College setting. Faculties or staff may want to discuss the matter with immediate superiors, College Management or colleagues. Students may want to discuss the matter with the teacher or any other college officials with pastoral responsibilities.

3. Written Complaints

3.1 Format of Complaints Written complaints may take the form of a letter or memorandum describing the conduct on which the complaint is based. It should include: the date(s) and place(s) on which the offensive conduct occurred, the names of any witnesses, and the name of the respondent any efforts to resolve the complaint and the results of these efforts if appropriate, the specific outcome the complainant seeks

3.2 Filling of Complaints Students: As noted above, complaints against another student should be filed to the Principal or the Head of the Department. Employees: Complaints against employees should be filed to the principal.

 

4. Notification of Respondent Within fifteen (15) working days of the receipt of the complaint, Principal will ask the Harassment committee to investigate into the matter. The co-ordinator of the committee will notify the respondent in writing, advise the respondent of the name of the complainant, the nature of the allegations, refer the respondent to this policy, and provide a copy of the complaint. The Harassment Coordinator will receive a copy of this correspondence, and, upon its receipt, will confer with the complainant and the respondent independently to review options for resolution of the complaint. The complainant, with the assistance of the Harassment Coordinator, will choose the option he or she prefers, subject to the right of the respondent to request mediation or the right of the respondent or the G.B.

Authorised signatories to request the appointment of a Harassment Hearing Committee (see Hearing Committee, below). The respondent will also be advised that any speech or conduct threatening or constituting retaliation against the complainant will be regarded as a serious and separate infraction options for Resolving Written Complaints Mediation Either the complainant or the respondent may request the Harassment Coordinator to attempt resolution of the complaint through mediation. Either party may decline to participate, or the Harassment Coordinator/Principal reserves the right to decline mediation if the Harassment Coordinator deems that it is not appropriate as to the particular complaint. If the parties agree to mediate and good faith efforts to mediate the complaint are ongoing, the Harassment Coordinator may suspend other complaint resolution options. If, through mediation, a settlement is agreed to by both parties and approved by the Harassment Coordinator, no further option for resolution will be available. The case will be recorded in the institutional tally and institutional memory file. If no settlement is reached, the complainant may choose either the Administrative Resolution or the Hearing Committee option.

 

5. Administrative Resolution The complainant has the exclusive prerogative of choosing the administrative resolution option, subject to the right of the Harassment Coordinator to determine that administrative resolution is not appropriate in the given case or the right of the respondent or the Teacher-in-Charge / Principal to request the appointment of a Harassment Hearing Committee (see Hearing Committee, below). In an Administrative Resolution, the Teacher-inCharge / Principal with whom the complaint is filed will review the complaint with the Harassment Coordinator and the complainant and will also meet with the respondent. The Coordinator will then seek to resolve any factual disputes by interviewing witnesses and reviewing documents in order to establish the credibility of the parties. The Coordinator will ordinarily complete this investigation within fourteen (14) working days of notification of the respondent and determine whether the preponderance of evidence indicates that harassment occurred. After completing the investigation, the Teacher-in-Charge / Principal will meet with the complainant and respondent, either together or separately, to discuss an appropriate resolution of the complaint. After this meeting(s), the Teacher-in-Charge / Principal will prepare a statement of the facts and a conclusion.

 

6. Possible Findings If harassment is the finding, the Harassment Coordinator will find any prior history of infractions in the institutional memory file. The Harassment Coordinator will then recommend a resolution in writing and deliver the recommendation to the Teacher-in-Charge / Principal. Teacher-in-Charge / Principal will review and accept or reject the Coordinator’s recommendation. Decision is ordinarily made within fifteen (15) working days of the receipt of the coordinator’s recommendation. The decision will be intimated in writing to the complainant, the respondent and the Harassment Coordinator. If it is determined that there are insufficient grounds to support the claim of harassment, the parties will be so informed in writing and the complaint will be dismissed.

 

7. ICC or Internal Complain Committee under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 Principal/Teacherin-Charge will decide whether the whole matter and the proceedings are forwarded to the Internal Complain Committee under The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

• The Committee is required to complete the inquiry within a time period of 90 days.
• On completion of the inquiry, the report will be sent to the employer or the District Officer, as the case may be, they are mandated to take action on the report within 60 days.
• The college is required to constitute an Internal Complaints Committee at each office or branch with 10 or more employees. The District Officer is required to constitute a Local

Complaints Committee at each district, and if required at the block level.

• The Complaints Committees have the powers of civil courts for gathering evidence.
• The Complaints Committees are required to provide for conciliation before initiating an inquiry, if requested by the complainant.
• Penalties have been prescribed for employers. Noncompliance with the provisions of the Act shall be punishable with a fine of up to 50,000. Repeated violations may lead to higher penalties and cancellation of licence or registration to conduct business.

 

8. Process for Complaint and Inquiry Please refer to the following flowchart which provides, in brief, the process to be followed by the aggrieved employee to make the complaint and by the employer to inquire into the complaint. The law allows female employees to request for conciliation in order to settle the matter although a monetary settlement should not be made as a basis of conciliation.

 

9. Action against Frivolous Complaints So as to ensure that the protections contemplated under the Sexual Harassment Act do not get misused, provisions for action against “false or malicious” complainants have been made. Before appealing to the court, if the situation demands college authority can refer the case to the Women’s commission.

 

10. Employer’s Obligations In addition to ensuring compliance with the other provisions stipulated, the Sexual Harassment Act casts certain obligations upon the employer to, inter alia,

• provide a safe working environment
• Display conspicuously at the workplace, the penal consequences of indulging in acts that may onstitute sexual harassment and the composition of the Internal Complaints Committee
• organize workshops and awareness programmes at regular intervals for sensitizing employees on the issues and implications of workplace sexual harassment and organizing orientation programmes for members of the Internal Complaints Committee
• treat sexual harassment as misconduct under the service rules and initiate action for misconduct.

 

11. Hearing Committee If the Principal / Teacher-in-Charge decide that the situation is not so grave to forward to the Internal Complain Committee, principal / Teacher-in-Charge will appoint a Harassment Hearing Committee to review the case and, after determining the facts, to make a recommendation.

11.1 Composition of Hearing Committee- The Principal /Teacher-in-Charge will appoint a five member committee to hear the case. The members will be Principal /Teacher-in-Charge, the harassment coordinator and three members selected from the Governing body members (Preferably external members).

11.2 Committee Procedures

• The Harassment Coordinator will provide Committee members with copies of the complete policy on Discriminatory Harassment; deliver to the Chairperson of the Hearing Committee a complete set of documents in the case; assist the Chairperson in scheduling a hearing, ordinarily within fourteen (14) days of the request for a hearing; assist the Chairperson in identifying the witnesses whom the complainant and respondent intend to call; and identify other persons who might assist the Committee. by the Committee and by both parties. Once the Committee is satisfied that all relevant information has been presented, both parties may present summary statements and/or briefs to the Committee
• The Committee will meet privately to determine the facts and the extent to which they constitute discriminatory harassment under a preponderance of evidence standard.

11.3 Possible Findings If the Committee determines that discriminatory harassment has occurred, they will be given access to the record of any prior infractions by the respondent. The Committee will then assess the seriousness of the case based on the severity of the harassment, the extent to which it was a single or repeated incident, and any record of past infractions. The Committee will communicate its report and recommendation to the Governing Body. If the Governing Body accepts the report, it will determine and impose the sanctions. Where appropriate, the necessary steps will also be taken to reverse actions which the respondent may have taken in the harassment of the complainant (e.g., restoration of rights or privileges, review of academic or personnel evaluations). The Principal / Teacher-in-Charge will send written notice of the resolution of the complaint to the respondent, within ten (10) working days after the decision of Governing Body. If it is determined that there are insufficient grounds to support the claim of harassment, the parties will be so informed in writing and the complaint will be dismissed. If it is determined that a claim of harassment is knowingly false, the Hearing Committee will recommend appropriate sanctions to the complainant’s area and a notation will be made in the complainant’s file.

 

12. Procedures for Appeal Respondent or complainant can appeal to the Governing Body in the following grounds

• The decision lacked a factual basis
• it did not conform to the procedural requirements of this policy
• it was based on bias
• it violated the respondent’s academic freedom A formal appeal must be filed in writing within fourteen (14) working days after the respondent is informed of the decision. Students: Students may appeal to the Harassment coordinator who will either sustain or reverse the decision, or refer the case back to the Principal/Governing Body. Faculty: For a sanction other than dismissal, faculty may appeal to the Principal. If the sanction is dismissal by the Principal during the term of a contract, faculty may appeal to the Governing Body. Non-Teaching Staff: Employees may appeal to the Principal, who will either sustain or reverse the decision, or refer the case back to the Governing Body for further review and resubmission.

Student Aid Fund

Students Aid Fund Policy is basically to help the financially weak students as much as possible, to complete their undergraduate studies. While the government and other organizations have schemes for the benefit of students, the college on its part follows the policy of waiving off a part of the tuition fees for those financially weak students who do not get any aid from any other organization and Govt.

SOP:

Students from families having an BPL Card are asked to apply to the college for a grant. They have to produce a family annual income certificate from the competent authority, which is considered for granting aid from the college. The policy is to waive off tuition fees either full free/half free on merit basis for CBCS students. SC, ST, OBC. Minority students enjoying any other grant are not considered for this freeship. After sorting the applications on the basis of family annual income, the Principal along with the Finance Committee members sanctioned the waiving of the college tuition. Students are asked to apply to the college for getting Governmental or other institutional grants according to the criteria fixed by the donors, as detailed below:

1. Chief Minister Relief Fund: Applicants should have scored 60% marks in the HS Examination and the scholarship can be renewed only if the candidate continues to score 60% marks at the next examination. Under this scheme, each student gets Rs. 10000/- per annum.
2. Aikyashree Scholarship: It is only for the students of the minority community and there are three types of grants:
3. T.S.P.: Students who have scored below 50% marks at the HS level and whose family income is below Rs. 2 lakh per annum are eligible for this grant of Rs. 5500/-annum; the same criteria are applied for renewal.
4. Post-matric: Students who have 50% marks and above at the HS level and whose family income does not exceed Rs. 2.5 lakh can apply for this grant of Rs. 7500/- per annum; the same criteria are applied for renewal.
5. S.V.M.C.M.: The requirement is 60% marks at the HS level for UG Grant of Rs. 12000/- per annum. PG students can also get this scholarship if they have 60% marks and above at the previous exam. Same criteria are applied for renewal.
6. Kanyashree: According to date of birth, an applicant below 18 years will get K1 scholarship for Rs. 7500/- per annum while those who are 18 or more will get K2 scholarship for 25,000/- as a one-time grant.
7. Swami Vivekananda Merit cum Means (for non-minority students): Applicants should have secured 60% marks and above at the H.S. level to be eligible for this grant which is Rs. 12,000/- per annum for the B.A. Course of study and Rs. 30,000/- per annum for B.Sc students.

Student Welfare

The Student Welfare endeavours to support the students ‘educational process and aid them in enhancing their academic as well as personal abilities. The objective is for implementation of strategies designed to promote and encourage good student behaviour. It reviews the Institution’s rules for student behaviour and prescribes practices in relation to maintaining discipline within the college premises. IQAC and other wings monitor Student and Staff Code of conduct within the institution. It targets at avoiding the hindrances that may come in the path of the students’ learning process so that they can succeed professionally at national and international levels. This initiative ceaselessly works to facilitate a positive academic environment for the students and help them to proceed in their career with minimal obstruction. To sum up, this scheme is responsible for the well-being and holistic development of the students.

 

1) Organizing Seminars and Workshops for student sensitization.

2) Circulating Posters in the campus for students' awareness relating to various environmental and health issues.

3) To maintain a green and clean campus.

4) To maintain a plastic free zone.

5) To maintain an anti-ragging campus.

6) To observe important days following the NCC and NSS Calendar.

7) To address all the students grievances by maintaining a grievance box in the campus in collaboration with the grievance cell.

8) To monitor the various scholarships availed by the students.

9) To organize workshops and seminars to facilitate learning of needy students and slow learners.

10) To monitor and maintain the college sick-room.

Sports Management

1. Our college has a gym center, opening time 11 AM to 3 PM
2. Students, teachers and non-teaching staff are trained by trainers in the gym centre.
3. Indoor and outdoor games like Football, Volleyball, Badminton, Table Tennis, Carom board, Chess, etc., are played by students randomly during their allotted time.
4. Most of time indoor games are held in the common room that is opened at 11 AM and closed at 4 PM.
5. Our college arranges a special coaching class for Table Tennis, Football and Badminton.
6. Our college arranges a special coaching class for college pass-out student for their higher education like BPEd and MPEd
7. To monitor the various scholarships availed by the students.
8. To organize workshops and seminars to facilitate learning of needy students and slow learners.
9. To monitor and maintain the college sick-room.

Examination Policy

 

Examination Policy of Sukanta Mahavidyalaya is to work under the purview of the affiliating University of North Bengal guidelines.

 

The Examination Subcommittee has the following members: One Centre-in-Charge, One Convener and 6-7 members from across the departments including office staff

 

Examination Subcommittee decides examination policy under following manner:

 

1. To conduct Examination sub-committee after receiving the University UG Examination schedule
2. To prepare and circulate the Examination guidelines among the Invigilators and examinees to conduct examination smoothly following the University guidelines
3. To maintain the discipline and regularity in smooth completion of Class Test/Test Examinations and Mid-Term Examinations (1+1+1 system) as well as University Examination as per the affiliating University guidelines
4. To monitor the Continuous Internal Evaluation (CIE) conducted by the concerned departments under CBCS pattern
5. To monitor the grievance related to Internal Evaluation conducted by the concerned departments under CBCS pattern
6. To prepare the duty roster and room allotment
7. To maintain pre-examination arrangements like opening of question paper in presence of assigned Invigilators and Centre-in-Charge
8. To make necessary post-examination arrangements following the University guidelines

Environmental Sustainability

 

Policy Document of the Institution Regarding ENVIRONMENTAL SUSTAINABILITY

1. Energy Management

• The college is committed to adapt energy efficient equipment and technology.
• The College is Committed to gradually reduce CFLs and other traditional lighting sources, bulbs, and tube lights by LED’s
• The college will seek and utilize scope of collaboration with various agencies for proper energy management

2. Waste Management

• The college is committed to implement no use of single use plastics in the campus
• The college is committed to provide appropriate training for stake holders on proper waste management.
• The college is committed to organize environmental awareness in order to encourage waste management
• Collaborative effortshave been adopted for proper waste management in the campus

3. Water Conservation

• College is committed to conduct Awareness Programme and Campaigning on ‘SAVE WATER SAVE LIFE” among the stakeholders
• A sustainable balance between demand, management and reduce waste of water.
• Water conservation education to all the stakeholders.
• Implementation of practices that promote efficient use of water.
• Coordination between water planning and other aspects of facility planning and management in association with local government body.

4. Green Campus Initiative

• The college is committed to maintain ‘NO SMOKING ZONE’ inside the campus.
• The college is committed to monitor pollution level in this region
• The college is committed to reduce pollution level restricting the entry of vehicle outside parking zone.
• The college is committed towards implementation of “Swachh Bharat Abhiyan”
• The college is committed to maintain greenery inside and outside the campus in every year.
• The college will take effective measures to do Green Audit, Environment and Energy Audit.

5. Disabled-friendly, Barrier free Environment

• The institution is committed to create inclusive culture to avoid discrimination.
• The College is committed to plan awareness campaigns for an inclusive culture in the campus.
• The college will ensure the idea “EDUCATION FOR ALL”
• The College is committed ensure participation of persons with disabilities and to provide them the equal opportunities for all.
• The College is committed to provide physical facilities such as wheel chairs, rest room and ramp for the persons with disabilities.

E-Governance

Implementation of e-governance in areas of operations:

Planning and Development  College has given emphasis on e-governance. Financial transactions and Library works are managed digitally. Digitalization of Information related to the teachers and students has been done partially. For digital collection and restoration of students’ data Students’ Central Data management Systemhas been initiated under a newly formed committee. Departments have internet connectivity for day-to-day activities. Exchange and submission of information and correspondence with the Governments both at state and centre, with the regulatory authorities like UGC and other funding agencies have become completely digitalized.

Administration · Principal’s office is computerized. Financial operations are done by e-billing and WBIFMS. Annual Self Appraisal of Teachers are also submitted through WBIFMS portal · Students’ Section of the office manages their activities (including the whole admission procedure, university registration, and form fill up) digitally. Students’ database are collected and maintained digitally throughout the year by the student counselling cell. From this year efforts have been made to build a Students’ Central Data management System. · Faculty related data is collected and digitally preserved by IQAC which has been used for the All India Survey of Higher Education (AISHE). · All the departments and central library have internet connection with adequate number of computers for doing their regular assignments. · All teaching, non-teaching staff and students of the college can avail internet facility during college-hour.

Finance and Accounts · Apart from e-billing, HRMS module of WBIFMS has been introduced for dealing the financial matters and salary of staff. · Tax related procedures are executed and supervised digitally.

Student Admission and Support · In Sukanta Mahavidyalaya undergraduate admission is conducted completely online. Submission of application forms, selections and deposition of admission fees have been done online. · Students’ related data is collected and preserved digitally during admission by the admission committee. These data, is used for registration and form fill up before examinations. Other data is maintained by the student counselling cell throughout the year. · Efforts are being made to build a Students’ Central Data Management System through which both students and college can share students’ related data online and use them when necessary. · In central library book search are partially computerized with the help of WEB-OPAC. We are using the Koha ILMS version 21.05.  INFLIBNET-NLIST program is used for Electronic Resource Package of e-journals.

Examination · Examination related activities, such as university registration, form fill-up etc. are computerized. · Software related to examination is operational. · Tabulation and framing of mark sheets are done digitally. Marks of University examinations are submitted online. Examination results are also preserved digitally by Students Central Database Management System