12. Provisions related to the recommendation of the executive head (1) When recommending the executive head of a public institution, the recommendation committee under section 11 shall follow the procedure approved by the Government of Nepal on the recommendation of the board. (2) The related public Except as provided otherwise in the law related to the formation, operation and management of the institute, to be a candidate for the executive head of a public institute, at least a master's degree from a recognized university and at least ten years of experience in the field of administration, management, business, finance, production, engineering or law at the official level.

(3) When the executive head recommendation committee selects a suitable candidate for appointment to the position of executive head of a public institution in accordance with this section, the candidate's qualifications and experience, business and financial plans related to the operation and management of the institution, interviews and presentations shall be selected. After evaluation, three qualified candidates who get the highest marks for each position will be selected and recommended to the Government of Nepal in alphabetical order. The subjects that should be included in the proposal of commercial and financial action plan as a minimum shall be as per schedule-3.

(4) The assessment related to sub-section (3) shall be as follows:-

(a) Minimum For educational qualification – 120 marks
(B) Regarding professional and financial action plan – 60 marks (c) For presentation and interview – 30 marks (5) Points for the commercial and financial action plan mentioned in clause (b) of sub-section (4) will be distributed as follows:-

(a) Introduction of the concerned institute and the existing operational status with statistical details as far as possible

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(Performance status with time series data) – 5 points

(B) Identification and analysis of reasons behind the statusof given performance) 10 points

(c) In-depth analysis of problems, weaknesses, opportunities and challenges seen in the current situation of the organization (SWOT with in depth analysis) – 20 points

(d) Strategic improvement Analysis of areas to be done (Major areas of strategic reform) - 5 points

(e) especially productivity enhancement, competitive strength building, industrial relations, human resource management , financial management, leakage control, special arrangements for reducing administrative overhead expenses (Austerity measures), action plan with timetable including resource mobilization - 20 points

(6) Executive Head Recommendation Committee Subsection (4) ) if two or more candidates get the same score during the evaluation, they must have received professional training of national and international level, have special experience, interest and contribution in the work of related fields, have high moral value and high level of social reputation and have a prestigious national or international governmental or non-governmental organization.

(7) The following person shall be considered ineligible to be a candidate for the position of the executive head of the public institution except as otherwise provided in the law related to the formation, operation and management of the related public institution:-

p>(a) Non-Nepali citizens,
(b) has not completed thirty years of age or has completed sixty years of age,
(c) Being a member of any political party, (d) Mentally disturbed or possessed,
(e) He himself or any member of his family is involved in a contract with a public institution or a transaction related to any movable immovable property or he has a private interest with that institution,
(f) having a personal title remaining in his name,
(g) has been convicted by a court of law on a criminal charge of corruption, money laundering or moral turpitude, or
(h) Bank and Financial Institution Loan NoYou have been blacklisted according to the prevailing law.
(8) The candidate should submit the professional and financial action plan proposal and the financial proposal in separate envelopes.
(9) The candidate should mention the salary and other benefits expected by him in the financial proposal. While determining the remuneration amount, attention should be paid to making it based on the overall performance (Performance based). (10) According to sub-section (9) the proposed salary and benefits can be negotiated with the selected candidates for appointment. In the event that the salary and other benefits cannot be determined through negotiations, the appointing authority may cancel the appointment. It will not be maintained except in the case.