How To Apply For Education Havildar?

12.02.2023 Grady A. Lowry 0 Comments

Education Havildar Recruitment 2022 Dates(महत्वपूर्ण तिथियां, समय और लिंक): –

Starting Date of Registration: Coming Soon.
Closing Date of Registration:
Start Rally Date: Coming Soon.
Ending Rally Date:
Reporting Time: 04:00 AM to 07:00 AM.

NOTE:- Our page will not be responsible for any errors in advertising on the Vedikajobs.com job portal. Visit the official website of the Indian Army Education Havildar Bharti for complete information. : Indian Army Education Havildar Bharti Rally 2022 – Apply Online for Havildar (Surveyor Automated Cartographer) Posts
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How can I become a havildar in India?

Army Havildar SAC Eligibility Criteria- Educational Qualification – The educational qualifications are common for In-service and Civil Candidates. The minimum educational qualifications required for the post of Army Havildar (SAC) are as follows:

BA/B.Sc with Mathematics, having passed 12th Class (10+2) or equivalent with Science and Mathematics as main subjects from a recognized Board/ University.

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Who is called havaldar?

Havildar Rank in the Indian and Pakistani armies Havildar Indian and Pakistani rank insignia Country Service branchArmyRank groupNext higher rankNext lower rankEquivalent ranks Havildar or havaldar (: हविलदार or हवलदार (), حوالدار () ) is a rank in the Indian, Pakistani and Nepalese armies, equivalent to,
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How can I become an AEC officer?

AEC provides challenging opportunities to motivated young men and women with right attitude and a passion for teaching. Procedure for applying and conditions of eligibility are given below. How to Apply (Officers) Male Applicants Apply to Addl Dte Gen of Recruiting (TGC Entry) Army HQs West Block III, RK Puram, New Delhi- 110066 in response to the advertisement published in Employment News and other major national dailies in the month of April/October for regular commission through Technical Graduate Course conducted at Indian Military Academy, Dehra Dun,

Female Applicants Lady officers are presently commissioned into AEC only as Sort Service Commissioned Officers with tenure being extendable up to 14 years.
Lady aspirants have to apply to Addl Dte Gen of Recruiting (TGC Entry) Army HQs West Block III, RK Puram, New Delhi- 110066 in response to advertisement published in Employment News and other major national dailies in the month of July & for Short Service Commission through Officers Training Academy, Chennai.

Eligibility Educational Qualification – Post graduate in notified Subject with 1st / 2nd div. Age For male officers 23 – 27 Years at the time of joining For Woman Officers 19 – 27 Years at the time of joining Short listed candidates will be directly called for SSB Interview.

Candidates recommended by SSB will have to undergo a medical exam.
Officers Address for more details RTG ( b), West Block – III,Army Headquarters, R K Puram, New Delhi-66.
Email : recruitingdirectora[email protected] Personnel Below Officer Rank (AEC) AEC Instructor 1.
Education Instructors of Army Educational Corps are recruited to impart educational training to the troops of Indian Army.

Recruitment is carried out for the Havildar Education in group`X’ in the Science and Arts stream as per requirement.2. Educational Qualification. The candidates for enrolment should have working knowledge of either English or Hindi or both and should have graduated with at least two of the following subjects: (a) BSc.

I) Mathematics (ii) Physics (iii) Chemistry (iv) Botany (v) Zoology (vi) Electronics (vii) Computer Science. (b) BA. (i) English Literature (ii) Hindi Literature (iii) Urdu (iv) History (v) Geography (vi) Political Science (vii) Economics (viii) Psychology (ix) Mathematics (x) Sociology (c) Group `X.

BA/ BSc, MA /MSc or BCA/MCA with BEd from a recognised University.3. Age Limit. The candidate should be in the age group 20 to 25 years at the time of enrolment.4. Physical Standard, The physical standards are the same as applicable for enrolment in the regular Army.5.

Pay and Allowances. The pay and allowances for the Group `X’ recruits are Rs.2850/-per month during training and Rs 5000-100-6500(revised pay scale) per month on completion of training.6. Terms of Enrolment. The individual will be enrolled for a period of 20 years with colour service and 3 years in reserve or till they attain 47 years of age, whichever is earlier.

Mode of Recruitment 7. Screening. Screening of the candidates is carried out as per the programme issued by Recruiting Offices.8. Written Examination. Only those candidates selected in the screening are permitted to appear for the written examination which is conducted at Recruiting Offices.

The written examination consist of one composite paper of three hour duration, composed of the following parts: (a) Part I. Compulsory for all candidates, It will consist of Section A on General English and Section B on General Knowledge both of class XII standard. (b) Part II, (Science of B. Sc. Standard ) Compulsory for MSc/BSc candidates.

This part is further sub-divided into four sections covering Physics, Chemistry, Biology and Mathematics. Candidates will be required to attempt questions from atleast two sections. (c) Part III. (Humanities of BA standard) Compulsory for MA/BA candidates.

This part is further sub-divided into four sections covering History, Geography, Economics and Political Science.
Candidates will be required to attempt questions from atleast two sections.
MA/BA candidates with Mathematics may attempt questions from Mathematics section of Part II and atleast one more section of Part III.

SSB Interview Techniques General 1. The system of selection of suitable candidates through the SSB’s envisages in finding out an individual, who after training can become a successful officer of average calibre. Thereafter, with experience, maturity and familiarity, it is expected that, he would attain higher goals.

For this purpose, the SSB’s adopt three different techniques, which are as under:- (a) Interview technique (b) Group testing technique (c) Psychological testing technique 2.
Though the above three techniques are different in their rationale and application, the three assessors through their individual specialisation, try to find out “officer like qualities” in a candidate, which are as follows:- (a) Effective Intelligence (b) Reasoning Ability (c) Organising Ability (d) Power of Expression (e) Social Adaptability (f) Cooperation (g) Sense of Responsibility (h) Initiative (j) Speed of Decision (k) Group Influencing Ability (l) Self Confidence (m) Liveliness (n) Determination (o) Courage (p) Stamina Interview Technique 3.

This technique is based on the theory of free association. The candidate is made to talk freely and through this free association, the interviewing officer assesses the eligibility of the candidate to become an average officer. He does not expect the candidate to be a ” know well” or a ” walking encyclopedia”, but he is only trying to find out if the individual has a receptive mind, which can retain issues in his mind.

Is he a person, who keeps his eyes and ears open and is he a person, who keeps himself posted about almost events and happenings around him.4. The interviewing officer would already have the candidates bio data with him with the help of PIQ (Personal Information Questionnaire). With this in hand he would try and find out the details of candidate’s family background, educational background, his extra curricular activities, interests in sports, hobbies and the like.

Questioning on these in detail would assess the candidates as to whether he is a person with clean, clear and healthy attitude and whether he is a person who wants to improve himself as the life goes on, whether he is a person who spends his time usefully and thus he generally portrays the image of an individual with an inquisitive attitude.5.

Thereafter, he would find out the general knowledge of the individual.
He would probe the candidate by asking questions on various national and international issues and on aspects in which the candidate has special interest.
This is to find out how well his interests are in this aspect.6.
The essential aspects that you have to bear in mind are:- (a) Keep abreast of all that is happening around you.

(b) When you discuss any topic or express your views, you should have logical reasoning to support your views. (c) Be clear, original & fluent in expression. (d) Be properly dressed. (e) Do not sport a gloomy face and be cheerful. (f) Listen to the questions carefully and do not answer in a hurry.

If you have not followed a question, ask for the clarification politely.
G) Do not bluff.
H) Do not upset or lose your temper but be courageous.
J) Never show rigidity of views but be candid.
K) Do not blame govt/org/institution or the teacher for your shortcoming.
Group Testing Technique 7.
This technique is based on a principle called “Gestalt Principle”.

The group testing officer (GTO) assess the complete group as a form and he assesses the level of each candidate and his position in the group.8. This technique is applied through a battery of tests. Some tasks are group tasks and others are individual.

There are a total of nine such tasks, details of which are given in the succeeding paragraphs.
Group Discussion 9.
This is an indoor task.
The candidates are tested in two phases.
In first phase, the GTO gives two subjects to the group and the group is asked to discuss one subject while in second phase the GTO gives them one subject from his side.

This subject is also discussed for about 15-20 minutes. Group discussion is just an informal exchange of views amongst friends on any topical subject and you do not have to come to any conclusion. The GTO gives 2-3 leads on the topic of discussion. You must discuss on all leads.

Using this test the GTO tries to find out:- (a) The candidates power of expression (Not necessarily English).
B) His manner of speech.
C) His awareness of the topic.
D) His ability to put across reasons in support of his views.
E) His ability in grasping details, facts and figures.
F) Is he receptive to others’ views in regard to his views? (g) Whether a candidate gives up or succumbs under opposition to other’s when he knows he is right? (h) He encourages others, specially weaker candidates to speak 10.

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From the above, it is seen that the candidate should show indepth knowledge of the topic with details. He should be able to put across to others clearly, confidently, and with appropriate bearings even against opposition. He should also be flexible to accept others’ intelligent views.

Also, he should encourage and give chance to others.
Group Planning Exercise 11.
Here a situation is given to the group, in which there may be four or five problems.
These problems are to be solved, using the available resources, which should be practical and reasonable.
Human life must get priority over material.12.

It is conducted in two phases. In the first phase, the candidate has to write out his individual solution. In the second phase, the group has to discuss the situation amongst them in about 15-20 minutes. They have to arrive at a commonly accepted group plan.

Once, having arrived at a group plan, the group has to choose a spokesman, who should give out the group solution.13.
The exercise is meant to find out the candidates ability to solve day-to-day problems in which certain amount of risk is also involved and to assess his general awareness; Is he able to understand and muster available and imaginary resources, which are practical; further, is he able to function well in a group in an effective manner.14.

The technique of writing individual solution is that Firstly identify the aim or problem, prioritywise and write them down. Then write your plan in a narrative form, giving due consideration to time and space. Utilize resources appropriately. To explain hidden resources, it is quite reasonable to assume that facilities like hospital, Rly chowkidar may be there.

He may have at least a bicycle or at times even a telephone.15.
During the discussion stage, always try and be the first/second speaker and explain the plan in broad outline.
Remember to give and take ideas from others also.
Active participation, contribution of efforts to find a group solution, sacrificing your ideas for a better one or to specially arrive at a group solution, making the rigid members understand tactfully and politely, are the hallmarks of an effective participation.

Progressive Group Task 16. This is the first outdoor group task. This is a set of four obstacles fixed in serial manner on the ground, which the candidates have to cross in a matter of 45 minutes utilising the in bound structures on the ground and with the helping material such as planks, poles, ropes etc.

You (the group) may also have to carry sensitive material at times.17. There are certain rules governing the Progressive Group Task (PGT) :- (a) Group Rule, Firstly, you function as a group.Secondly, the group(including the material) can go from one obstacle to the other only if all members have crossed the previous obstacle.

(b) Colour rule, Red colour is out of bound. Structures that are painted white can be used by individuals as well as helping materials. There may be a central colour also apart from Red and White. This differs from SSB to SSB. Structures painted with the central colour can be utilsed only by the candidates and not to be utilized to keep load or helping materials.

C) Rigid material rule,
This rule pertains to the rigid helping materials like planks, poles or stumps, two rigid materials cannot be tied together and used.
For example, if you have a pole and a plank you are not supposed to tie them together to increase the length.
However, you can place one on top of the other and use it.

(d) Distance rule, In the obstacles, it will be seen, that you are not allowed to touch the ground. So also no helping material should touch the ground. You have to utilise the permanent structures on the ground and the helping materials to cross the obstacle.

The distance between the structures, notwithstanding, you are not allowed to take a firm jump if the distance is more than 4 feet.
You have to cross the distance and go across reducing the distance by utilising the planks, poles or the ropes.
To explain the obstacles further 18.
The GTO is trying to find out :- (a) Is the candidate able to function in the group as an effective member? (b) Is he endowed with enough intelligence and practical imagination to be an effective member of the group? (c) Is he receptive to others ideas and also able to give his own ideas? (d) Is he reluctant to soil his hands? (e) Is he a hardworking individual? (f) Is he an arm chair planner? Or both good planner and a person, who can implement his ideas? (g) Is he in the area of activity or away from it? (h) Is he rigidly obstinate or flexible and amenable and receptive person, so that there is progress in the efforts of the group? (j) Is he aware of the rules? Does he realize when he breaks rules and does he rectify the mistakes? (k) Does he respect time and space commensurate to urgency? (l) Does he restrain his cool and composure even under stress/pressure? (m) Is he scared to take risks? But then is he foolhardy too? (n) Is he physically tough? (o) Is his work based on practical imagination? Group Obstacle Race 19.

This again is an outdoor group task also known as ` Snake race’. In this task the group is made to race against another over a set of six obstacles. The group is also required to carry a snake, which is actually a tent rolled into the shape of a huge snake and it is cumbersome to carry it especially over obstacles, some of which are high.

The rules governing this task are:- (a) Colour rule.
B) Group rule.
C) The snake should be held by at least 3 persons at any time.
D) Between the obstacles and while starting and finishing all the members of the group should hold the snake.20.
Apart from the aspects mentioned above, the GTO is also trying to find out certain social attributes of the candidate.

Like does he volunteer, when a common punishment is awarded, help the physically weaker members, does he lose temper with slow and clumsy members, who is slowing down the progress of the group. Is he aware of sharing the common lead? Is he scared of heights? Is he amenable to rules and discipline? Does he realize his mistakes and endeavor to rectify it? Would he volunteer to do the task or a particular obstacle, in case a weak member cannot do the obstacle?.

Half Group Task 21. Here the group is further divided into two groups. The GTO is attempting to find out the same trend as in PGT, but the only difference is that he can now concentrate on small group and has a wider scope to get data of each candidate. Lecturette 22. This is an individual indoor task. Each candidate is required to give a lecturette on a topic.

The time given for preparation is 3 minutes and 3 minutes to deliver the lecturette. The candidate gets four topics on a card, and he has to choose one.23. In order to give good lecture on a topic, the candidate should be aware of the topic in detail with facts and figures.

He should be able to put across his views in a reasonable manner, in the time given.24.
The GTO is assessing the following aspects:- (a) The general knowledge of the candidate and the subject matter.
B) The general awareness.
C) The power of expression and delivery.
D) Confidence of the candidate.
E) Time plan.

(f) Never resort to mannerisms and notes. (g) Never try to put on an artificial accent. (h) Stand erect in a balanced manner. Even the way you stand and face the group, suggests something of your personality and demeanour. (j) Do not give wrong facts and figures.

K) Do not overshoot the time given and do not give up before time.25.
With the lecturette, the day of the GT1 ends.
On the GT2, depending on the availability of the ground, it could start with the individual obstacles or the command task, both of, which are individual outdoor tasks, the ideal conditions of the day will be taken into consideration to start with individual obstacles.

Individual Obstacles 26. As the name indicates, this task is an individual task. The candidate has to go over a course of 10 obstacles during the time period of 3 minutes. The obstacles are numbered from 1 to 10. The number of obstacles denote two things:- (a) The serial numbers.

(b) The marks you score, if you do it successfully.27. Though, they are numbered, yet are not arranged in a serial fashion on the ground. Hence you will find that no 1 is in one corner and no 2 may be in the other corner. Meaning thereby, that they may be arranged or laid in a haphazard manner. The candidate can go over the course in any sequence that he wishes to do.

Supposing a candidate completes all 10 obstacles successfully he can start repeating the course again not necessarily serially.28. Some of the suggestions which are to be borne in mind are:- (a) Do not try to do it serially. (b) Plan your course in such a manner that you do all the ten obstacles moving from easy to difficult.

C) Show urgency and a sense of purpose in your effort.
D) Do not hesitate on heights or pits.
Command Task 29.
This system is an individual task.
Here, each candidate is given an assignment a task he is responsible for planning, execution and completion in the given time of 15 minutes.
He can take 2-3 colleagues as his subordinates from the group to do the task.

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The rules governing the task are the same as in other outdoor tasks, less the group rules since there is only one obstacle and as it is an individual task.30. The requirements are as follows:- (a) Understand the task thoroughly, when the GTO explains it.

Clarify, if some features are not clear, but do not question the rules, which he would have explained earlier. This will only reveal the fact that you are incapable of remembering simple instructions/comprehension. (b) Before you begin the task, explain the task and rules to your subordinates briefly.

After the task, when they are to go, thank them. (c) The helping material should be related to the structures and must be utilized for the same. (d) Choose your subordinate not because you travel together or he is your country cousin but be discriminate.

Further, you may like to have a suitably hard working fellow. But avoid the rigid diehard persons, who may question you. (e) Try and retain ideas from the previous task and if they are handy use them. But do not use them blindly or in an unimaginative manner. (f) Be conscious and do not allow anyone to break the rules.

(g) A good commander is one, who will work along with his subordinates if required. (h) Treat your subordinates with politeness and if somebody has done a good job encourage him. (j) If you get stuck due to some reason, or because GTO has denied some resources, do not ask suggestions from your subordinates and workout the solutions yourself.

Remember all the outdoor tasks have a minimum of 2/3 independent workable solutions. (k) Some times, the GTO may do away with some resources or helping material or certain structures. This is only to pressurise you. So do not get nervous and be cool and find a workable solution. (l) Endeavor should be to complete the task.

But do not worry, if you could not complete the task because it may also be due to the fact that the GTO has put impediments in your way. So, when he asks later, explain clearly, as to what you have planned to do. (m) Never blame your subordinates for your inability to complete the task.

Psychological Testing Technique 31.
Psychological tests are also designed to assess Officer like qualities in a candidate by observing original and spontaneous responses.
This technique involves administering intelligence and personality tests.
Aim of giving intelligence tests is to ascertain intelligence level of a candidate, which helps the Psychologist to match responses of the candidate.

The mismatch of intelligence level and personality tests responses is an indicator of non-original behaviour of the candidate. Therefore the candidates should be attentive throughout the briefing of the Psychologist.32. Personality tests are based on spontaneous and original behaviour of a candidate.

There is stress of time factor in various tests and if a candidate evades spontaneous response, he / she will miss out a portion of test. It is advised that a candidate should give out original and spontaneous response to any stimulus. Following personality tests are administered at the SSBs :- (a) Thematic Appreciation Test (TAT).

(b) Word Association Test (WAT). (c) Situation Reaction Test (SRT). (d) Self Description (SD). Thematic Appreciation Test (TAT) 33. This is a test of imagination of a candidate. A set of ten or twelve pictures are shown to candidates including the last picture, a blank one, where he / she has to imagine a picture of his own and write the story in almost half page of the answer sheet without disturbing the sequence.

Each picture is shown for 30 seconds and candidates are asked to think of a plot / story which is written in 4 minutes.
A story should have the following three parts:- (a) What might have led to the situation projected in picture? (b) What is going on without describing the scene? (c) What will be the outcome? 34.

TAT is a test of imagination of a candidate who perceives the factors leading to the situation, describes the plot thought of and finds a practical and workable solution. The candidate should be optimistic to find a solution. A candidate should identify himself / herself with one of the person and write a story.

Word Association Test (WAT) 35. It is a test of imagination and not sentence framing. There are sixty words in WAT battery. Each word is projected on the screen for 15 seconds. On seeing a word a candidate is asked to write the first reaction coming to his mind preferably in the form of a meaningful sentence.

The candidate may/may not use the word in his/her sentence. Situation Reaction Test (SRT) 36. There are sixty situations contained in a booklet. The situations are framed to elicit imagination of candidates. A candidate has to attempt the situations in thirty (30) minutes.

One should attempt maximum situations.
Self Description (SD) 37.
The test is meant to find out the level of insight of a candidate.
One should be aware of one’s strong points and weaknesses.
If a candidate is aware of his/her strong points, he/she can make use of the strength for further growth and improvement.

If one knows one’s weaknesses,one can always improve with conscious efforts. If one lacks insight, one cannot benefit from opportunities and training. A candidate is asked to write five paragraphs in 15 minutes based on following heads :- (a) What is the opinion of your parents about you? (b) What is the opinion of your teachers / boss / coy cdr about you? (c) What is the opinion of your friends about you? (d) What do you think about yourself giving out your strong and weak points? (e) What qualities would you like to develop?
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What is the duty of a havildar in Indian Army?

Army Havildar SAC Probation Period – The probation period in the government job is the amount of time an employee has to spend in their particular department to become a permanent employee. The probation period for most of the government jobs is 2 years and for the Army Havildar SAC, it is also the same.
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What is the salary of Education Havildar?

Indian Army Executive Havildar Salary FAQs Average Indian Army Executive Havildar salary in India is ₹ 5.5 Lakhs for experience between 16 years to 24 years. Executive Havildar salary at Indian Army India ranges between ₹ 1.5 Lakhs to ₹ 7.5 Lakhs.
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What is Havaldar salary?

Havaldar salary in India ranges between ₹ 1.5 Lakhs to ₹ 7.5 Lakhs with an average annual salary of ₹ 5.8 Lakhs.
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What is the havildar job?

MTS Havaldar Job Role – SSC MTS Havaldar job role includes the following responsibilities

Watch & ward duties.Any other work assigned by the superior authority. Assisting seniors in Raid and other fieldwork etc. Watchman or Guard DutiesBuilding security

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What is havildar work?

: a noncommissioned officer in the Indian army corresponding to a sergeant.
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What is the salary of havildar in India?

How does the salary of a Havildar Clerk at Indian Army compare with the average salary range for this job in India? The average salary of a Havildar Clerk at Indian Army is ₹ 4.9 Lakhs per year which is 8% less than average salary of a Havildar Clerk in India which receives a salary of ₹ 5.3 Lakhs per year.
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Is AEC a degree?

Attestation of College Studies (AEC): a post-secondary diploma in one year Author : Arrondissement.com It is possible to obtain a certificate of post-secondary studies in Québec without having to take general education courses. The courses are intensive in the professional and technical fields.

AEC programs are offered at private and public colleges, in areas as diverse as administrative techniques, office automation, computer graphics, interior design, fashion design, tourism, computer science and photography.
Developed at the initiative of each institution, these training programs can vary in terms of duration (from 300 to 1,200 hours), content (from very general to very specific), purpose (development, but also sometimes basic training).) and regularity of the offer (one-time, occasional or recurring).

Adult-only programs that lead to Attestation of Collegial Studies (AEC) focus on methodology and knowledge related to learning a technique from a specific sector of the labor market (often a profession). There are no general culture classes such as philosophy, French, physical education and others.

Recognized as a Diploma of College Studies (DEC) in the labor market, the ACS leads directly to the job market.To be eligible, you must have completed a Secondary V (some subjects may require other specific courses) and have left school or undertaken post-secondary studies for at least one year.Students in the AEC program may be eligible for financial assistance through the,

: Attestation of College Studies (AEC): a post-secondary diploma in one year
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What is AEC certificate?

What is an AEC? AEC is the acronym for ‘ Attestation of College Studies ‘ in French. AEC programs are part of continuing education and are destined primarily for adults who wish to add value to their skill set or reorient their career.
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What is Edu Havaldar in Indian Army?

Education Havildar – The Army has soldiers who come from Class VIII/X backgrounds. There is a requirement to further enhance the education standards of these soldiers. Also certain specialist education / military training is imparted to the soldiers during their service for which we require MA/MSc/ B.Ed students who are well educated and have teaching abilities.
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Which is the lowest rank in Indian Army?

A Guide to Indian Army Ranks — EMPIRE, FAITH & WAR The table below contains a list of Indian Army ranks and their British Army equivalents. However, care should be taken when comparing Viceroy’s Commissioned Officers (jemadar and above), with their British counterparts (who held their commission from the British Crown) as even the most senior VCO was subordinate to the lowest ranked British officer.


Indian Infantry	Indian Cavalry	British Infantry Rank
Sepoy	Sowar	Private
Lance Naik	Acting Lance Duffadar	Lance Corporal
Naik	Lance Duffadar	Corporal
Havildar	Duffadar	Sergeant
Havildar Major	Kot Duffadar	Sergeant Major
Jemadar	Jemadar	Lieutenant
Subedar	Risaldar	Captain
Subedar Major	Risaldar Major	Major

Bhisti A follower in the Indian Army who served as a water carrier,transporting it in a large goatskin slung over his back. They were known for their bravery on the battlefield in supplying water to wounded soldiers at grave personal risk.

Coolie / Cooly An unskilled labourer.
Dhobi A follower who served as a washerman.
Daffadar A rank in the Indian cavalry equivalent to a sergeant in the British Army.
Follower Indian units had a complement of non-combatants that would follow the unit around the cantonment towns of India, and on campaign.
Havildar A non-commissioned officer rank equivalent to a sergeant in the British Army.

Jemadar The most junior VCO rank. In 1914, each infantry regiment had eight jemadars, and it would typically take a sepoy over ten years to rise to this rank. Promotion was on merit.

Khalasi Dock worker / Lascar.
Lance Daffadar A non-commissioned officer rank in the Indian cavalry equivalent to a corporal in the British Army.
Lance Naik A non-commissioned officer rank equivalent to a lance corporal in the British Army.
Langri A cook.
Munshi Secretary.
Mutsuddy Accountant / Clerk.
Naik A non-commissioned officer rank equivalent to a corporal in the British Army.
Pakhali A man who fills a pakhal (water container) and distributes the water.

Private followers These followers were men whose services were deemed non-essential to running the unit and were paid for by the officers and men. When the 47th Sikhs embarked for France in September 1914, they took 28 private followers with them. Public followers These were followers whose services were deemed essential to the running of the unit and were paid for by the government.

When the 14th King George’s Own Ferozepore Sikhs left India in November 1914, they took 27 public followers with them. Sarwan A camel driver. Sepoy The lowest enlisted rank in the Indian infantry with its equivalent being a private in the British Army. Though the majority of Indian infantry regiments used the rank of sepoy, the Gurkha Rifles, 104th Wellesley’s Rifles, and others used rifleman.

Meanwhile, infantry regiments from southern India tended to use the rank of private. Sowar The lowest enlisted rank in the Indian cavalry and equivalent to a trooper in the British cavalry. Subedar The second-highest VCO rank, which would usually take a sepoy at least twenty years to reach, with promotion based on merit.

In 1914, there were seven subadars for each infantry regiment. Subedar Major The senior VCO in an Indian infantry regiment and the right hand man of the commanding officer. These were long-serving soldiers who had been promoted through the ranks on merit, and would have been aged into their forties on appointment.

Syce A groom. Syces weren’t limited to cavalry regiments in the Indian Army, as infantry regiments used syces to look after the officers’ horses. (Courtesy of Rob Clark / www.researchingww1.co.uk) : A Guide to Indian Army Ranks — EMPIRE, FAITH & WAR
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Which Army post has highest salary?

What is the highest salary in Indian Army? The highest-paying job at Indian Army is a Senior Program Manager with a salary of ₹33.5 Lakhs per year. The top 10% of employees earn more than ₹23.67 lakhs per year. The top 1% earn more than a whopping ₹36 lakhs per year.
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Which is the highest post in Indian Army?

The Field Marshal rank is the highest rank in the Indian Army. It is a ceremonial or wartime rank. Only two officers namely Field Marshal Sam Manekshaw and Field Marshal KM Cariappa have been elevated to the rank of Field Marshal.
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Is Havaldar a good job?

SSC Havaldar Career Growth Opportunity – As we near the end of the article on the SSC Havaldar Salary Job profile. We would like to inform the aspiring candidates about the career opportunities and promotions in this department. The Havaldar, based on his performance and merit, can climb the ladder of hierarchy to become the Head Havaldar.

Along with promising career growth in the government job sector, candidates qualified for this post can avail additional incentives and raises based on their performance.
Additionally, they can apply for higher posts once they gain the required experience.
We hope that our article on SSC Havaldar Salary Job Profile 2022 was informative and we have answered all your queries on the SSC Havaldar Salary and Job Profile 2022.

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What is the rank of havildar?

Havildar is the senior-most non-commissioned officer rank. It is equivalent to the Company Sergeant Major post. After 26 years of service or at the age of 49 Havildar can retire.
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What is havildar?

(ˈhævɪlˌdɑː ) a noncommissioned officer in the Indian army, equivalent in rank to sergeant.
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Which rank is lowest in Indian Army?


Indian Infantry	Indian Cavalry	British Infantry Rank
Sepoy	Sowar	Private
Lance Naik	Acting Lance Duffadar	Lance Corporal
Naik	Lance Duffadar	Corporal
Havildar	Duffadar	Sergeant
Havildar Major	Kot Duffadar	Sergeant Major
Jemadar	Jemadar	Lieutenant
Subedar	Risaldar	Captain
Subedar Major	Risaldar Major	Major

Coolie / Cooly An unskilled labourer.
Dhobi A follower who served as a washerman.
Daffadar A rank in the Indian cavalry equivalent to a sergeant in the British Army.
Follower Indian units had a complement of non-combatants that would follow the unit around the cantonment towns of India, and on campaign.
Havildar A non-commissioned officer rank equivalent to a sergeant in the British Army.

Jemadar The most junior VCO rank. In 1914, each infantry regiment had eight jemadars, and it would typically take a sepoy over ten years to rise to this rank. Promotion was on merit.

Khalasi Dock worker / Lascar.
Lance Daffadar A non-commissioned officer rank in the Indian cavalry equivalent to a corporal in the British Army.
Lance Naik A non-commissioned officer rank equivalent to a lance corporal in the British Army.
Langri A cook.
Munshi Secretary.
Mutsuddy Accountant / Clerk.
Naik A non-commissioned officer rank equivalent to a corporal in the British Army.
Pakhali A man who fills a pakhal (water container) and distributes the water.

When the 14th King George’s Own Ferozepore Sikhs left India in November 1914, they took 27 public followers with them.
Sarwan A camel driver.
Sepoy The lowest enlisted rank in the Indian infantry with its equivalent being a private in the British Army.
Though the majority of Indian infantry regiments used the rank of sepoy, the Gurkha Rifles, 104th Wellesley’s Rifles, and others used rifleman.

In 1914, there were seven subadars for each infantry regiment. Subedar Major The senior VCO in an Indian infantry regiment and the right hand man of the commanding officer. These were long-serving soldiers who had been promoted through the ranks on merit, and would have been aged into their forties on appointment.

What is the job of Havaldar?

SSC Havaldar Job Profile – Candidates applying for the post of Havaldar through SSC, must carefully go through the SSC Havaldar job profile to see if they are suitable for the post. The detailed job profile of SSC Havaldar will be informed to the qualified candidates once the posts have been allotted to them. The expected points have been listed below:

Doing the duties of a Guard or Watchman. Carrying ward duties. Undertaking the security work of the building/unit. Assisting the senior officials during raid, etc.

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Grady A. Lowry