Sl.NO Name Designation Role
1. Dr. V. P. Huggi Principal Chairman
2. Dr. P. K. Gonnagar Vice Principal (Administration) Member
3. Dr. P. V. Malaji Mechanical Dept. Member
4. Mr. R. G. Talasadar, Associate Professor Academic Co-ordinator Convener
5. Dr. M.I.Sakri, Professor HoD, Automobile Dept. Member
6. Dr.(Smt.) P. B. Patil, Professor HoD, Computer Science Dept. Member
7. Mr. S. B. Koulagi Associate Professor HoD, Mechanical Dept. Member
8. Mr. S. C. Sankad, Associate Professor Ist Year Co-ordinator Member

Goal: Focusing on best practices to consistently achieve overall objectives and learning outcomes of educational programs in the Institute.


The committee reports to the Principal on the issues of Teaching Learning  and Assessment. The regular work activities of the committee are:

  • Collecting student feedback on teaching-learning process
  • Suggest measures to improve overall academic performance of students
  • Analysis of semester results

To assist the Principal in executing the following:

  1. To assist in the quality improvement in teaching learning evaluation.
  2. To assist in quality improvement
  3. To improve results and performance of students
  4. To organize mandatory extra / remedial classes in requirements for under performing Students.
  5. To streamline the teaching hours and teaching timetables with central committee for effective allocation of human resources in common subjects like English, Mathematics and Computer Science.etc.
  6. To bring into effect new courses, seminars, conferences, video lectures such as TED talks etc.
  7. To manage the laboratories and libraries from the academic perspective.
  8. Random visit to classes and laboratories.
  9. Preparation of overall progress report semester wise.
  10. To liaise with other committees on matters relating to Academic audit.
  11. To review student feedback on teaching learning process.
  12. To suggest measures to improve overall academic performance of students.
  13. To discuss I.A Test performance / semester results and suggest steps for   improvement in results.
  14. Monitoring syllabus coverage with respect to time according to course information.
  15. Decisions / suggestions given by committee members will be put in HoDs meeting for implementation.
  16. To advise the Principal annually, the level of risk identified through academic audit.
  17. The convener of the committee is to convene at least two meetings every semester.
Sl.NO Name Designation Role
1. Dr. V. P. Huggi Principal Chairman
2. Dr. P. K. Gonnagar Vice Principal (Administration) Member
3. Dr. M.I.Sakri


HoD, Automobile Dept. Convener
4. Dr. P. B. Patil


HoD , Computer Science Dept. Member
5. Mrs. S. S. Angadi

Associate Professor

HoD, Civil Dept. Member
6. Mr. P. S. Kori

Associate Professor

Mechanical Dept. Member
7. Mr. S. R. Purohit

Associate Professor

HoD, E & C Dept. Member
8. Mr. M. Adimurthy

Associate Professor

Automobile Dept. Member
9. Mr. V. P. Tankasali

Associate Professor

HoD, Architecture Dept. Member
10. Ombudsman nominated by VTU VTU Member

Goal: The Grievance Appeal Committee shall be responsible for collective agreement dealing with grievances.


BLDEA’s CET is committed to providing a harmonious, fair and just learning environment by ensuring that students and staff have access to processes that allow for appeals, complaints and grievances to be resolved.

Student and staff grievance resolution processes seek to facilitate the informal resolution of grievances as close as possible to the source of student dissatisfaction, though there will be instances when either students may choose to lodge a formal appeal or a grievance needs to go to a higher authority for resolution.

BLDEA’s CET approach to student grievance resolution emphasizes:

  • Fairness and impartiality
  • The handling of grievances informally where possible
  • The principles of natural justice and procedural fairness
  • Effective, reciprocal communication and feedback
  1. Student Grievance Committee shall hear complaints and appeals arising from the policies on:
  • Evaluation and assessment
  • Academic programs
  • Student progress
  • Appeals arising from higher degree research studies.
  • Student admission
  • Breaches of academic integrity
  • Problems arising in the context of their association with the institute, including those involving faculty misconduct in an instructional setting
  • Administrative operations or decisions relating to academic matters.
  • Other policies, not listed above, which provide for scope to the Grievance Committee.
  1. Jurisdiction: The committee is charged with hearing those student grievances related to faculty misconduct in the performance of his or her duties in an instructional setting. It should be understood, however, that certain cases do not fall under the jurisdiction GC, but are subject to special investigatory procedures: cases involving sexual harassment or sexual misconduct; cases involving discrimination on the basis of race, color, age, national origin, religion, gender, sexual orientation, disability, or any other protected status; and cases involving allegations of fraud or plagiarism in research.
  1. The grievance once received, the convener shall be responsible for the distribution of a copy of the grievance to the other members of the Grievance Appeal Committee.


  1. Investigating a Potential Grievance: The duty of GC is to provide fair representation for all of its members. The Committee Member appointed to investigate a potential grievance shall investigate the grievance and report the results of the investigation to the Grievance Committee, along with a recommendation. At all stages in the handing of a potential grievance, the Grievance Committee and members undertake to maintain a policy of confidentiality and assess the grievance fairly, without discrimination, and in a non arbitrary fashion. Depending on the circumstances and seriousness of the grievance, the investigation shall include:

At least one meeting with the aggrieved member to determine all relevant facts and secure all relevant documentation. The investigating Grievance Committee member shall interview or attempt to interview any relevant witnesses to the facts of the grievance.

During the course of the investigation, the investigator will maintain careful notes of interviews with the aggrieved member and relevant witnesses.

Fostering intellectual inquiry in a climate of academic freedom and integrity. Its members, students and faculty alike, are expected to uphold these principles and exhibit tolerance and respect for others.

  • In addition to the written statements and testimony of the student and the faculty member, the Committee may collect and consider any information it deems relevant and hear from anyone it deems to have relevant information. Both the student and faculty member may suggest the names of persons with relevant information, but the Committee makes the final decision about whom to interview.
  • The proceedings and the Committee’s deliberations shall be confidential and not open to the public.

5. Timeframe for Committee Proceedings, Its Report and the Decision: The Committee shall make every effort to address requests for reviews during the monthly meeting after they have been submitted and to inform students of its decision within 10 working days thereafter. (the Committee meets only once monthly.

Sl.NO Name Designation Role
1. Dr. V. P. Huggi Principal Chairman
2. Mrs. Sridevi S. Angadi, Associate Professor HOD, Civil Dept. Member
3. Dr. G. V. Patil, Professor HoD, Mechanical Dept. Member
4. Mrs. Fatima N. Kudachi, Assistant Professor E&E  Dept. Member
5. Mrs. M. M. Bannur Associate Professor  HoD, Civil Dept. Member

Goal: Prevention of sexual harassment should be improved to ensure that legal obligations are being met; Any person aggrieved in this matter may fearlessly approach the committee for a fair and concerned hearing and redressal.

Responsibilities of Anti-sexual harassment committee:

  1. To ensure provision of a work and educational environment that is free from sexual harassment (Sexual harassment is defined by law from the perspective of the person who feels they have been harassed and it occurs if the person who feels they have been harassed feels offended, humiliated, or intimidated by the conduct and it is reasonable, in all the circumstances that the person who feels they have been harassed would feel offended, humiliated or intimidated).
  2. To take all reasonable steps (active and preventive in nature) to prevent the harassment occurring; To address any oral/written complaint about: unwelcome sexual advances, unsolicited acts of physical intimacy, unwelcome requests for sexual favours or other unwelcome conduct of a sexual nature. Unwelcome conduct of a sexual nature includes oral or written statements of a sexual nature to a person, or in a person’s presence.
  3. Obtain high level support from the chief executive officer and Principal & Director for implementing a comprehensive strategy:
    • providing information to all staff and students about what constitutes sexual harassment and about their responsibility not to sexually harass other staff and students.
    • providing information and training to managers, supervisors and staff conducting.
    • teaching and learning activities on meeting their responsibilities in relation to maintaining a work and study environment free from sexual harassment.
  4. Develop a written policy which prohibits sexual harassment.
    • The Institute shall have a Sexual Harassment Policy. The policy outlines the Institute’s key commitments and legal responsibilities and provides a definition of sexual harassment and behaviors that are not acceptable.
    • Complaints of sexual harassment are handled separately for staff and students under the Staff Complaints Policy and Sexual Harassment Complaints Resolution Procedures for students.
  5. Regularly distribute and promote the policy at all levels of the organisation; Ensure that managers and supervisors discuss and reinforce the policy at staff meetings; Provide the policy and other relevant information on sexual harassment to new staff as a standard part of induction; Periodically review the policy to ensure it is operating effectively and contains up to date information.
  6. Display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures; Conduct regular awareness raising sessions for all staff on sexual harassment issues.
  7. Ensure that complaints processes:
    • are clearly documented;
    • are explained to all employees;
    • offer both informal and formal options for resolution;
    • address complaints in a manner which is fair, timely and confidential;
    • are based on the principles of natural justice;
    • provide clear guidance on internal investigation procedures and record keeping;
    • give an undertaking that no employee will be victimized or disadvantaged for making a complaint;
Sl.NO Name Designation Role
1. Dr. V. P. Huggi Principal Chairman
2. Dr. P. K. Gonnagar Vice Principal (Administration) Member
3. Dr. P. V. Malaji Vice Principal (Academic & Research) Member
4. Asst. Prof. R. G. Talasadar Academic Coordinator Member
5. Dr. M. I. Sakri HoD, Automobile Dept. Member
6. Mr. S. M. Chadachan HoD, Information Science Dept. Member
7. HoDs Member

Goal: Purchase of items/services/goods/equipments on project funds and institute funds.

Role and responsibilities of Purchase Committee:

Formulate a Purchase Procedure taking into consideration of small, medium and big expenditure utilizing either institute-fund or project grant funds.

Calling for quotations:

  1. Purchases up to Rs.25,000/- : without calling for quotations but after satisfying that the items purchased or services acquired are of requisite quality / specification and have been purchased from a reliable supplier at a reasonable cost.
  2. Purchases above Rs.25,000/- and up to Rs.100,000/- : Minimum 3 quotations are to be called for.
  3. Purchases above Rs.100,000/- and up to Rs.10.00 lakh: Notice inviting quotations should be sent to minimum 6 firms as far as practicable. Such quotations should be obtained either from the manufacturers directly or authorized dealers / distributors who are registered with the Commercial Tax Department of the respective State (for VAT purpose).
  4. Purchases above Rs.10.00 lakh/-: Quotations should be obtained by giving wide publicity in the local newspapers. (One or more news papers as situation may demand) in the classified column in respect of stores / consumables. In respect of scientific equipment and related items, tendering through websites system may also be resorted to in addition to news paper advertisement.
  5. Quotation, as far as possible, should be called for from the original manufacturers / principals / reputed and regular dealers only. In cases where quotations are obtained from the agents, a letter of authorization or dealership from the principal is required to be obtained.
  6. To ensure sound financial status, the manufacturer / suppliers are to be asked to mention in the quotation their valid Sales Tax / VAT / Service Tax / PAN registration references.

Opening of quotations and preparation of Comparative Statements

  1. As soon as the last date for receipt of quotations is over, each envelope containing the quotations should be initialed and serially numbered and then opened by the purchase proposer ( to be invited by purchase committee) in the presence of two to three members (depending upon the value of quotation) (preferably from the PC). The representatives of the firm may be allowed to be present on the specified date where substantial amount of Purchases is involved, say above Rs.25,00,000/-. Dated initials of all the members present while opening the quotations should be obtained on each page of the quotation duly high lighting the corrections if any, in the quotation.
  2. A Comparative Statement of the rates quoted by each firm is required to be prepared simultaneously. A list of quotations which are not considered for inclusion in the Comparative Statement is to be prepared duly recording the reason(s) for non inclusion.

Following precautions are required to be taken while preparing a comparative statement.

  • Basic rate of each item and the taxes, insurance, freight etc., are required to be exhibited in the comparative statement. In case spares / attachments also are being purchased along with the main equipment, then separate column may be opened for these items.
  • This would facilitate comparison. Wherever discount has been offered, it may be indicated under the total column with a view to arrive at the net cost quoted.
  • Special conditions relating to payment, place of delivery of articles, time schedule for supply, warranty, any other charges etc., are required to be noted in the comparative statement. Monetary value of all the items is to be included when arriving at net cost quoted.
  • The dated signatures of the officials preparing and checking the comparative statement are invariably required to be effaced on the comparative statement.
  • Reasons / justification for rejecting the lowest quotations, if any, should also be recorded on the comparative statement.
  • Late quotations (i.e. quotations received after the specified time of opening), delayed quotations (i.e. quotations received before the time of opening but after the due date and time of receipt of quotations) and post quotations offers, should not be considered.
  • When the quotations are under examination, no other authority should be allowed to make queries or call for reports or exercise any sort of influence, as it is improper and would lead to delays in taking correct decisions.
  • Validity of quotation should be sufficiently longer, say upto 60 days, so that the proposal can be processed without any need for seeking re-validation.
  • From among those suppliers meeting all the specifications prescribed by us, the one who has quoted the lowest may be called for negotiation , if felt necessary

Documents required to be kept in any purchase proposal file:

A neatly arranged and prepared file (not loose sheets), serially numbered, may be opened, keeping the following documents therein:

  1. Notice inviting quotations / tenders and / or a report of survey conducted.
  2. Copy of in principle approval, if available
  3. Quotations / bids received (all in original)
  4. Report of the Technical committee (in the case of two-bid system).
  5. Comparative Statement(s) – pre-negotiation and post-negotiation, signed by the proposer on each
  6. Purchase Proposal in the prescribed format, duly obtaining the signatures of the PC members (wherever required)

 Placing Purchase Orders:

  1. All proposals which require approval of the appropriate authorities (Heads of Department, Principal etc.) Empowered to sanction the expenditure, are required to be submitted to them duly complying the formalities
  2. As soon as approval of the appropriate authority is obtained for purchase of the articles etc from a particular firm, a purchase order should be placed on the firm duly specifying the terms & conditions of the institute of the quotation by the indenter. Acknowledgement of purchase order is to be obtained from the party. Each purchase order should be assigned a separate serial number in each financial year commencing from serial number one on 1st April and ending the last serial number on the 31st For this purpose a purchase Order Register should be maintained. Maintenance of a purchase Order Register is mandatory and Internal Audit should ensure about it. A review of pending purchase orders should be made periodically and necessary follow up action taken with the firms concerned for expediting the supplies.
  3. A copy of the purchase order/work order/service order may be sent to Bills Section / Projects Section as the case may be so that while admitting the bill for payment, they may be linked with the P.O. and make an endorsement as paid & cancelled. The unpaid P.Os will be reviewed at the end of 31st March and report given to Accounts Section quantifying the out standings to account for them as O/S Liabilities in the Balance Sheet.
  4. Receipt of the equipment etc, the indenting official shall take steps for installation and commissioning. Upon satisfactory commissioning, suitable entries in the Assets Registers (in respect of durable and long life items) or in the Stock Register (in respect of consumable items) shall be made. These details are required to be noted on the back side of the invoice / bill with proper attestation bearing full signature with date and stamp.
  5. As regards the purchase for Projects by the respective Project Investigators, a copy of the purchase order and invoice may be marked to the Head/Principal, so that the stock register is periodically updated by the School Office on receipt of the same.
  6. The F&A should send a copy of the cheque forwarding memo to the user department to update the Bills Register.
1. Dr. V. P. Huggi Principal Chairman
2. Dr. P. K. Gonnagar Vice Principal (Administration) Member
3. Mr. M. U. Nagral

Assistant Professor

Placement Officer Member
4. Mr. Rajeev R. Rohedekar

Assistant Professor

M.C.A. Dept. Member
5. Mr. N. N. Desai

Assistant Professor

ED Cell Member
6. Mr. S. A. Warad

Assistant Professor

Civil Dept. Member
7. Mr. A. T. Patil

Assistant Professor

Mechanical Dept. Member
8. Mr. Vinod Jiddi

Assistant Professor

E & E Dept. Member

Goal:Providing placement, training and business opportunities for the students


  • Strengthen Industry-Institute Interaction.
  • To prepare a comprehensive list of industries.
  • To visit industries frequently to explore possibilities of student recruitment through campus interviews
  • To prepare list of students along with bio-data eligible for various interviews.
  • To conduct programmes for students in areas like personality development, communication skills.
  • To help students to get vocational training in industries during vacation.
  • To make facilities available for the smooth conduct of interviews by visiting industry personnel.
  • To prepare alumni records and update them.
  • To arrange Alumni meet twice every year
  • To offer support in translating ideas to businesses through this cell.
  • To the aim is to nurture the spirit of entrepreneurship among talented and ambitious students.
1. Dr. V.P. Huggi Principal Chairman
2. Dr. P. K. Gonnagar Vice Principal (Administration) Member
3. Dr. P. V. Malaji Vice Principal (Academic & Research) Member
4. Dr. M. I. Sakri


HoD, Automobile Dept. Member
5. Mr. R. G. Talasadar

Associate Professor

Academic Co-ordinator Member
6. HoDs of respective Dept. Member
7. H. R. Head Member
8. Subject experts from outside Member


 Performance management system for academic professional and administrative (Personnel – Faculty: Technical & non-technical & Administration) employees that is delivered in a manner that is appropriate to the nature of the work, appropriately recognizes and rewards exemplary performance (promotions, etc.), provides for the growth and development of the employee, and addresses substandard performance.


  1. The board shall be responsible for Conducting the annual performance review
  •  Review of Annual Performance Summary Report: The Board shall review the annual performance summary report prepared by the faculty being reviewed and assess the work and progress toward goals.
  • Performance Feedback from others: The board might seek feedback regarding the faculty’s performance from others as appropriate. In doing so, ensure that procedures are consistent for all faculty in the department unless special circumstances exist.
  • Preparation of Written Evaluation: The board will prepare a written evaluation regarding the performance of the faculty being reviewed.
  • Meeting with the faculty: The board will meet with the faculty, provide the review, and discuss review points.
  • Discussion of Next Year’s Goals and Areas for Growth: The board will engage the employee in a discussion of expectations and goals for the coming year and areas for professional growth.
  • Central Personnel File: The board will forward a copy of the employee’s completed performance review to the Office Establishment for inclusion in the employee’s personnel file.
  1. The board shall evolve Performance Management Evaluation and Development System

Critical components of the Institute’s performance management system include:

  1. Communicating performance expectations to individual employees;
  2. Assisting employees in connecting their objectives to the Institute’s overall mission through goal setting;
  3. Conducting an annual review of employee performance with written documentation;
  4. Measuring the degree to which expectations are met;
  5. Addressing areas needing improvement through training, coaching, and other methods;
  6. Encouraging, guiding, and supporting individual development plans;
  7. Dealing with substandard performance;
  8. Recognizing and rewarding performance;
  9. Providing one basis upon which salary increases are determined; and
  10. Making decisions, as appropriate, as a function of performance evaluation.