The Comprehensive Guide to the Services Selection Board (SSB)

Section 1: Introduction to the Services Selection Board (SSB)

The Services Selection Board (SSB) is the sole organization established by the Indian
Ministry of Defence responsible for the comprehensive evaluation and selection of candidates
for commission as officers into the Indian Army, Indian Navy, and Indian Air Force. It is
crucial to understand from the outset that the SSB is not a conventional written “exam” in
the academic sense. Instead, it is an exhaustive, five-day assessment procedure designed to
evaluate a candidate’s personality, intelligence, and potential suitability for a career in
the armed forces. This process is one of the most challenging and thorough selection systems
globally, designed to “scan you thoroughly” and assess if an individual possesses the
intrinsic qualities required to lead soldiers, sailors, or airmen in both peace and war.

The assessment is conducted by a panel of experienced and specially trained officers from the
three services, who serve as assessors. These assessors are typically specialists in three
distinct domains: Interviewing Officers (IO), Group Testing Officers (GTO), and
Psychologists. Together, they employ a multi-pronged evaluation technique to create a
holistic profile of each candidate, ensuring that only the most suitable individuals are
recommended for pre-commission training at the respective military academies.

1.1 Clarifying the Acronym: SSB vs. SSB

A common point of confusion for aspirants arises from the shared acronym “SSB.” It is
imperative to distinguish between the Services Selection Boardand the
Sashastra Seema Bal. This distinction is fundamental, as they are entirely
different organizations with separate roles, recruitment processes, and parent ministries.

The Sashastra Seema Bal, also abbreviated as SSB, is one of India’s Central
Armed Police Forces (CAPFs), operating under the purview of the Ministry of Home Affairs.
Its primary responsibilities include guarding India’s borders with Nepal and Bhutan,
preventing cross-border crime and smuggling, and maintaining security in border areas.
Recruitment into the Sashastra Seema Bal for officer-level posts, such as Assistant
Commandant, is conducted through the Union Public Service Commission (UPSC) Central Armed
Police Forces (CAPF) examination, a separate process from the Services Selection Board
interview. Historically, this force was known as the Special Service Bureau before being
renamed in 2001.

Conversely, the Services Selection Boardis the selection system for the
Indian Armed Forces—Army, Navy, and Air Force—which fall under the Ministry of Defence. Its
sole purpose is to assess candidates who have cleared preliminary written examinations like
the National Defence Academy (NDA) or Combined Defence Services (CDS) exam, or those who
have applied through direct entry schemes, for their suitability to become commissioned
officers. Following this distinction is the first critical step in a candidate’s preparation
journey, ensuring they pursue the correct information and pathway for their desired career.

1.2 The Core Philosophy: Assessing Officer-Like Qualities (OLQs)

The entire SSB process is built upon a single, foundational philosophy: the assessment of
Officer-Like Qualities (OLQs). The board is not primarily testing a
candidate’s academic knowledge, which has already been evaluated in the written examination.
Instead, it seeks to identify individuals who possess a specific set of 15 character traits
deemed essential for effective leadership in the demanding and dynamic environment of the
military.

These qualities are not expected to be present in a perfect, fully developed state. The SSB
is designed to gauge a candidate’s potential—the inherent capacity to develop these
traits into the hallmarks of a successful officer after rigorous training at the military
academies. The 15 OLQs are systematically grouped into four overarching factors, providing a
structured framework for the assessors:

• Factor 1: Planning and Organizing
  • Effective Intelligence
  • Reasoning Ability
  • Organizing Ability
  • Power of Expression
• Factor 2: Social Adjustment
  • Social Adaptability
  • Cooperation
  • Sense of Responsibility
• Factor 3: Social Effectiveness
  • Initiative
  • Self-Confidence
  • Speed of Decision
  • Ability to Influence the Group
  • Liveliness
• Factor 4: Dynamic Factor
  • Determination
  • Courage
  • Stamina

This framework of OLQs is the lens through which every action, word, and response of a
candidate is viewed during the five-day procedure. The process is not about memorizing
definitions of these qualities but about demonstrating them naturally and consistently
across a battery of tests. The system is designed to reveal a candidate’s true personality,
making authenticity and genuineness paramount. It is a test of being, not a test of
knowledge.

1.3 Historical Context and Evolution

The origins of the SSB selection system are rooted in the crucible of World War II. The
British military recognized that traditional officer selection methods were inadequate for
identifying leaders who could withstand the immense psychological pressures of modern,
mechanized warfare. This led to the development of a more scientific, psychology-based
approach. In 1943, the War Office Selection Board (WOSB)was established in
Dehradun, India, to select officers for the British Indian Army using these new
psychological testing methods.

After India’s independence, this robust and proven model was inherited and adapted to suit
the specific needs of the newly formed Indian Armed Forces. The first Services Selection
Board was formally established in 1948. In the same year, the Ghosh Committee was formed to
review and refine the selection process further. Over the subsequent decades, the SSB has
undergone continuous evolution, incorporating deeper psychological insights and a more
comprehensive evaluation methodology.

A significant evolution was the integration of a broader assessment model that went beyond
the traditional Intelligence Quotient (IQ). By 1956, the process was enhanced to evaluate a
candidate’s Emotional Quotient (EQ), Physical Quotient
(PQ), and Social Quotient (SQ), alongside their IQ. This
holistic approach acknowledges that an effective officer requires not just intellectual
sharpness but also emotional stability, physical robustness, and the ability to interact
effectively within a team. It was during this period that the 15 OLQs were streamlined and
formally integrated into the four-factor model that is used to this day. This history
underscores that the SSB is not an arbitrary set of interviews and games; it is a
scientifically designed and time-tested system with deep roots in military psychology,
constantly adapting to select leaders capable of meeting the challenges of the future
battlefield.

Section 2: Entry Schemes and Eligibility Criteria

The journey to the Services Selection Board interview begins with choosing the right entry
scheme. The Indian Armed Forces offer a diverse range of pathways for aspirants from
different educational backgrounds and age groups to become commissioned officers. These
entry schemes can be broadly categorized into two main types: those that require candidates
to clear a competitive written examination conducted by the UPSC or the Indian Air Force,
and direct entry schemes where candidates are shortlisted based on their academic
performance or other special qualifications. The performance in the SSB interview is the
ultimate deciding factor in both types of entries, but for direct entries, it is the sole
criterion for merit.

2.1 Written Examination Entries

These are the most common routes for officer induction and involve a two-step process:
clearing a national-level written exam followed by the SSB interview.

• National Defence Academy (NDA) & Naval Academy (NA) Examination:This is
  the flagship entry for young aspirants who have completed or are in their final year of
  the 10+2 school system. Conducted twice a year by the UPSC, the NDA exam is the gateway
  to the tri-service National Defence Academy in Khadakwasla, Pune, for a three-year
  training course before cadets proceed to their respective service academies. Both male
  and female candidates are eligible.
• Combined Defence Services (CDS) Examination:This UPSC-conducted
  examination, also held twice a year, is for graduates who wish to join the Indian
  Military Academy (IMA), Indian Naval Academy (INA), Air Force Academy (AFA), or the
  Officers’ Training Academy (OTA) for Short Service Commission. Eligibility criteria vary
  slightly for each academy, particularly in terms of age and educational background.
• Air Force Common Admission Test (AFCAT):Conducted twice a year by the
  Indian Air Force, AFCAT is the primary entry for graduates to join the Flying, Ground
  Duty (Technical), and Ground Duty (Non-Technical) branches of the IAF. Candidates who
  clear the online AFCAT are called for an interview at an Air Force Selection Board
  (AFSB), which follows the same five-day SSB pattern.

2.2 Direct Entry Schemes (No Written Exam)

These schemes allow candidates with specific qualifications to bypass the written examination
and appear directly for the SSB interview. In these cases, candidates are shortlisted based
on their academic aggregate marks or other specified criteria. This makes their performance
in the five-day SSB process the only factor determining their position in the final merit
list.

• Technical Entry Scheme (TES):This entry is for unmarried male
  candidates who have passed their 10+2 examination with a high aggregate percentage in
  Physics, Chemistry, and Mathematics (PCM). A valid rank in the Joint Entrance
  Examination (JEE) Mains is also a mandatory requirement. TES provides a pathway to a
  Permanent Commission in the technical branches of the Indian Army after a four-year
  engineering training program.[1]
• Technical Graduate Course (TGC):This scheme is for unmarried male
  engineering graduates who wish to join the technical arms of the Indian Army for a
  Permanent Commission. Candidates are shortlisted based on their aggregate marks in their
  engineering degree.
• Short Service Commission (SSC) Technical Entry:Similar to TGC, this
  entry is for engineering graduates (both male and female) but leads to a Short Service
  Commission in the Army’s technical branches.
• NCC Special Entry Scheme:This scheme provides a direct pathway for
  dedicated National Cadet Corps (NCC) cadets who hold a ‘C’ Certificate with a specified
  minimum grade. It is available for both male and female graduates to join the Army,
  Navy, or Air Force, typically for a Short Service Commission.
• Judge Advocate General (JAG) Entry:This specialized entry is for law
  graduates (both male and female) to join the legal branch of the Indian Army. Candidates
  are shortlisted based on their LLB degree marks.
• Other Entries:The armed forces also have other direct entries, such as
  the University Entry Scheme (UES) for engineering students in their pre-final year and
  special entries for serving personnel (SCO, PC-SL) to transition into the officer cadre.

The existence of such a wide array of entry schemes reflects the multifaceted needs of a
modern military. The armed forces require not only the young, raw potential of NDA cadets
who can be molded from scratch but also the mature, specialized knowledge of graduate
engineers, lawyers, and other professionals. This diversity ensures a well-rounded officer
corps equipped to handle a wide spectrum of challenges, from tactical combat leadership to
complex technological and legal matters. While the core OLQs remain the universal standard,
the assessors may view these qualities through the lens of the specific entry. For instance,
a higher degree of technical acumen and practical problem-solving might be expected from a
TGC candidate, whereas raw courage, physical robustness, and leadership potential might be
more heavily weighted for an NDA aspirant.

2.3 Master Eligibility Charts

To provide a clear and comparative reference, the eligibility criteria for major entry
schemes are consolidated below. Candidates should always refer to the latest official
notification from UPSC or the respective service headquarters for the most current and
precise details.

Table 2: Eligibility for Written Examination Entries

Table 3: Eligibility for Major Direct Entry Schemes

2.4 Nationality and General Requirements

Across almost all entry schemes, the nationality requirements are consistent. A candidate
must be:

• A citizen of India, or
• A subject of Nepal, or
• A subject of Bhutan, or
• A Tibetan refugee who came to India before January 1, 1962, with the intention of
  permanently settling, or
• A person of Indian origin who has migrated from specified countries (such as Pakistan,
  Burma, Sri Lanka, and certain East African nations) with the intention of permanently
  settling in India.

Candidates belonging to categories other than Indian citizens generally require a certificate
of eligibility issued by the Government of India. It is also a universal requirement for
candidates to be physically and medically fit as per the stringent standards prescribed by
the Ministry of Defence for their respective services.

Section 3: The Two-Stage Selection Procedure: An Overview

The five-day SSB interview is a meticulously structured process designed to holistically
evaluate a candidate’s suitability for a commission in the Indian Armed Forces. The
procedure is divided into two distinct stages, with Stage I acting as a critical screening
mechanism to filter candidates for the more intensive assessments of Stage II.

The process begins on what is known as Day 0, the day of reporting. Upon
arrival at the designated selection center, candidates undergo document verification to
confirm their eligibility. This is followed by the filling out of the Personal
Information Questionnaire (PIQ). The PIQ form is a detailed biodata form where
candidates provide information about their family background, educational qualifications,
achievements in academics and extracurricular activities, hobbies, and responsibilities
held. This document is of paramount importance; it is not merely an administrative
formality. It serves as the primary reference document for the Interviewing Officer and the
Psychologist, forming the basis for a significant portion of the subsequent assessments. Any
information provided in the PIQ must be accurate and genuine, as inconsistencies will be
thoroughly probed during the personal interview and cross-referenced with responses in the
psychological tests.

Following the initial administrative procedures, the formal assessment begins on Day 1 with
Stage I testing. Only candidates who clear this stage are retained for the remaining four
days of assessment; those who do not qualify are sent back on the same day. This two-stage
approach ensures that the resource-intensive and in-depth assessments of Stage II are
focused on candidates who demonstrate a baseline level of intelligence and perceptive
ability.

Table 4: The 5-Day SSB Schedule at a Glance

Section 4: Stage I – The Screening Process (Day 1)

Day 1 of the SSB is dedicated entirely to Stage I, the screening process. This stage is
designed to quickly and efficiently assess a large number of candidates and identify those
who possess the minimum acceptable level of intelligence and perceptive abilities to be
suitable for further evaluation. It consists of two distinct tests: the Officer Intelligence
Rating (OIR) Test and the Picture Perception & Discussion Test (PPDT).

1. Officer Intelligence Rating (OIR) Test:The OIR test is the first
   assessment candidates face. It comprises two booklets of written tests containing verbal
   and non-verbal reasoning questions. The questions are designed to measure a candidate’s
   logical and analytical abilities, covering topics like analogies, series completion,
   coding-decoding, and spatial reasoning. Each booklet contains approximately 30-50
   questions to be solved within a tight time frame of about 17-30 minutes, demanding both
   speed and accuracy. The performance in this test is graded on a scale of 1 to 5, with 1
   being the highest rating. This rating provides the assessors with a baseline measure of
   the candidate’s raw intellectual horsepower.
2. Picture Perception & Discussion Test (PPDT):The PPDT is a more dynamic
   and multifaceted test that assesses a candidate’s imagination, perceptive ability, and
   group effectiveness. It unfolds in three distinct parts:
   • Picture Perception:Candidates are shown a hazy or ambiguous
     picture on a screen for 30 seconds. In this short time, they must observe the
     details of the picture, including the number of characters, their age, gender,
     mood, and the setting.
   • Story Writing:Immediately after the picture is removed,
     candidates are given four minutes to write a story based on their perception.
     The story should have a logical structure, detailing what might have led to the
     situation shown, what is currently happening, and what the likely outcome will
     be. The assessors look for a positive, constructive, and imaginative narrative
     that reflects a problem-solving mindset.
   • Group Discussion:Candidates are then divided into groups of
     approximately 10-15. Each candidate first narrates their individual story to the
     group in about one minute. Following the individual narrations, the group must
     engage in a discussion to arrive at a common story or consensus. During this
     phase, assessors keenly observe a candidate’s ability to communicate clearly,
     influence the group positively, listen to others’ viewpoints, and work
     collaboratively towards a common goal.

The final shortlisting for Stage II is based on the combined performance in both the OIR test
and the PPDT. A candidate with a high OIR rating might be able to compensate for a slightly
weaker PPDT performance, and vice versa. This screening is a formidable hurdle, and a
significant percentage of candidates are eliminated at this stage.

Section 5: Stage II – The Psychological Evaluation (Day 2)

Candidates who successfully clear Stage I proceed to the comprehensive assessments of Stage
II, which begins on the afternoon of Day 1 or the morning of Day 2. The first part of Stage
II is a battery of psychological tests, designed to probe the candidate’s subconscious mind
and reveal their core personality traits, thought patterns, and emotional responses. These
are projective tests, meaning they present ambiguous stimuli to which the candidate must
respond, thereby projecting their underlying personality structure. The entire battery is
conducted in a single session with strict time limits and no breaks, adding an element of
pressure to elicit natural responses.

This phase of testing aligns with the principle of Manasa(the
Mind), as it aims to create a detailed psychological profile of the candidate, which will
later be correlated with their performance in the GTO tasks (Karmana) and the
Personal Interview (Vacha).

5.1 Thematic Apperception Test (TAT)

Similar in format to the PPDT, the TAT is a more extensive test of imagination. Candidates
are shown a series of 11 pictures, one after another. Each picture is displayed for 30
seconds, after which candidates are given four minutes to write a story on it. The final,
12th slide is blank, and candidates are required to write a story of their own choosing. The
pictures in the TAT are generally clearer than in the PPDT and depict a variety of social
and individual situations. The stories written by a candidate reveal their attitudes,
emotional depth, problem-solving abilities, and how they perceive social relationships and
challenges. The psychologist analyzes these narratives for recurring themes, the nature of
the protagonist (who is assumed to be a projection of the candidate), and the overall
outlook on life.

5.2 Word Association Test (WAT)

In this test, 60 words are displayed on a screen, one by one, each for only 15 seconds.
Within this brief window, the candidate must read the word, process it, and write down the
first thought or sentence that comes to their mind. The rapid pace is intentional, designed
to bypass conscious, carefully constructed thoughts and tap directly into the candidate’s
subconscious associations and mental schemas.[2] The responses provide the psychologist with
insights into the candidate’s emotional state, general awareness, maturity, and potential
areas of conflict or strength.

5.3 Situation Reaction Test (SRT)

The SRT presents candidates with a booklet containing 60 real-life, often challenging,
situations. Candidates are given 30 minutes to write their reactions or the course of action
they would take in each scenario. These situations are designed to test a candidate’s common
sense, decision-making skills, sense of responsibility, and ability to handle pressure. The
responses are evaluated to see if they are practical, mature, and reflect the qualities
expected of an officer, such as leadership, initiative, and resourcefulness.

5.4 Self-Description Test (SDT)

The final test in the psychological battery is the SDT. Candidates are given 15 minutes to
write short paragraphs on five specific prompts:

• What do your parents think of you?
• What do your teachers/superiors think of you?
• What do your friends/colleagues think of you?
• What do you think of yourself? (Strengths and weaknesses)
• What qualities would you like to develop?

This test is a direct measure of a candidate’s level of self-awareness and insight. It
assesses how well they understand their own personality, their strengths, and their areas
for improvement. It also reveals their ability to perceive how they are viewed by others, a
key component of social intelligence. The psychologist looks for honesty, realism, and a
genuine desire for self-improvement.

Section 6: Stage II – The Group Testing Officer (GTO) Series (Days 3 & 4)

Days 3 and 4 are dominated by the Group Testing Officer (GTO) tasks. This series of indoor
and outdoor activities is designed to observe a candidate’s performance in a group setting,
assessing their natural leadership abilities, social skills, and physical and mental
robustness. The GTO, an experienced officer, closely monitors the candidates throughout
these tasks, remaining an active part of the process but never interfering directly. These
tasks are the practical manifestation of the assessment principles of
Vacha(Speech), observed in discussions and planning, and
Karmana(Action), observed in the physical tasks. The GTO is
looking for individuals who can contribute positively to a group, demonstrate leadership
without being domineering, and maintain their composure under physical and mental stress.

The GTO series is typically divided into the following tasks:

Indoor Tasks:

• Group Discussion (GD):The series usually begins with two back-to-back
  group discussions on topical social issues or current affairs. This task assesses a
  candidate’s general awareness, power of expression, and ability to contribute
  constructively to a discussion. The GTO observes communication skills, clarity of
  thought, and the ability to listen to and influence others.
• Group Planning Exercise (GPE) or Military Planning Exercise (MPE):In
  this task, the group is presented with a narrative of a problem on a model map, often
  with multiple interconnected challenges and a time limit.[2] The group must first
  individually write down their plan and then discuss it to formulate a common group plan.
  This exercise is a potent test of a candidate’s effective intelligence, organizing
  ability, teamwork, and practical problem-solving skills.[2]

Outdoor Tasks:

• Progressive Group Task (PGT):This is the first of the outdoor obstacle
  tasks. The group is required to cross a series of four obstacles using helping materials
  like a plank, a pole (balli), and rope.[2] The difficulty of the obstacles progressively
  increases. It is a key test of teamwork, leadership, and resourcefulness.
• Group Obstacle Race (GOR) or Snake Race:In this high-energy task,
  groups compete against each other to navigate a course of six obstacles while carrying a
  long, snake-like rope. This task assesses a candidate’s competitive spirit, physical
  fitness, cooperation, and ability to motivate their team under pressure.
• Half Group Task (HGT):The HGT is similar in nature to the PGT, but the
  group is divided in half. This creates a smaller group dynamic, allowing the GTO to
  observe individuals who may not have had a chance to speak or take initiative in the
  larger group.
• Lecturette:Each candidate is required to give a short, three-minute
  speech on one of four topics provided on a card. This tests self-confidence, clarity of
  thought, and communication skills in an individual capacity.
• Individual Obstacles (IO):Candidates must individually attempt to clear
  a circuit of 10 obstacles within three minutes. The obstacles are marked with points
  corresponding to their difficulty. This is a direct test of an individual’s physical
  courage, determination, and stamina.
• Command Task (CT):This is a crucial leadership assessment. Each
  candidate is made the commander for one task and is allowed to choose two or three
  subordinates from their group to help them overcome an obstacle. It tests a candidate’s
  ability to plan, command, and execute a task effectively while managing their team.
• Final Group Task (FGT):As the name suggests, this is the last task in
  the GTO series. It is similar to the PGT, providing one final opportunity for the group
  to work together and for the GTO to confirm his assessments of the candidates.

Section 7: Stage II – The Personal Interview (Days 2-4)

The Personal Interview is a one-on-one interaction with a senior officer, usually the
President or Deputy President of the board, who acts as the Interviewing Officer (IO). This
interview can be scheduled at any time during Days 2, 3, or 4 and typically lasts for about
40 to 60 minutes.[2]

The interview is not a simple question-and-answer session but a purposeful conversation aimed
at gaining a deep understanding of the candidate’s personality, background, and motivations.
The foundation of the interview is the PIQ form filled out by the candidate on Day 0. The
PIQ acts as a “charge sheet” or a starting point for the IO, who will systematically probe
the information provided by the candidate, seeking elaboration and looking for consistency.

The IO assesses a wide range of qualities, including:

• Self-Awareness:Questions about family, friends, education, hobbies, and
  personal achievements.
• General Awareness:Knowledge of current affairs, national and
  international issues, and matters related to the armed forces.
• Motivation:The reasons for wanting to join the armed forces.
• Personality and Leadership:Confidence, clarity of expression, honesty,
  and responses to situational and psychological questions.

The entire SSB process is a system of cross-validation between the three assessors. The
Psychologist assesses the candidate’s inner self (Manasa), the GTO assesses their
social and practical self (Vachaand Karmana), and the IO assesses their
projected and conscious self. A recommendation is made only when there is a high degree of
congruence among the findings of all three assessors. For example, a candidate who writes
heroic and leader-centric stories in the TAT (Manasa) but remains a passive
follower in the GTO tasks (Karmana) and shows a lack of confidence in the interview
(Vacha) presents a clear mismatch. This incongruence signals a personality that is
not integrated and lacks the genuine OLQs required for a commission. True potential is
revealed when a candidate’s thoughts, words, and actions are aligned and consistently
demonstrate the desired qualities across all three assessment techniques.

Section 8: The Final Hurdle – The Conference (Day 5)

The fifth and final day of the SSB process culminates in the Board Conference. This is not
another test but a formal meeting where all the assessors who have evaluated the batch—the
President, Deputy President, all GTOs, and all Psychologists—sit together to discuss each
candidate one by one.

During the conference, each assessor presents their independent evaluation of the candidate
based on the tests they conducted. They discuss the candidate’s performance, strengths,
weaknesses, and overall potential. The goal is to arrive at a collective and final decision
on whether the candidate should be recommended for a commission. The three independent
assessments (Psychological, GTO, Interview) are compared to ensure a comprehensive and
unbiased judgment.

Each candidate is then called into the conference room individually for a brief interaction
with the entire board. This interaction typically lasts only a minute or two. The questions
are usually general, such as inquiries about their stay, the food, any suggestions for
improvement, or their overall experience. For candidates who are on the borderline—meaning
the assessors have differing opinions about their suitability—this final interaction might
be slightly longer, with the President or another officer asking a few pointed situational
questions to resolve any doubts. However, a candidate’s fate is largely decided before they
enter the room based on their performance over the preceding four days.

After all candidates have been seen, the board finalizes its decisions. The results are then
announced, typically within an hour. Candidates are informed whether they have been
“Recommended” or “Not Recommended” (also referred to as “Conferenced Out”). Those who are
recommended are required to stay back for the next step: a detailed medical examination.

Table 5: Mapping Tests to Officer-Like Qualities (OLQs)

Section 9: The Medical Examination

Immediately following the declaration of the SSB results, all recommended candidates are
required to undergo a detailed medical examination at a designated military hospital,
usually one associated with the selection center. This examination is conducted by a
Special Medical Board (SMB)of military doctors and typically spans four to
five days. The purpose is to ensure that the candidate meets the stringent physical and
medical standards required for military service and can endure the rigors of training and a
demanding career in the armed forces.

The medical examination is comprehensive and covers a wide array of tests and evaluations:

• Day 1:The process usually begins with the collection of blood and urine
  samples for various pathological tests. This is followed by a chest X-ray to check for
  any abnormalities in the lungs and heart, and an ultrasound to examine internal organs
  like the kidneys and liver.
• Day 2:This day is often dedicated to specialized examinations,
  including an ENT (Ear, Nose, and Throat) check to assess hearing ability and rule out
  any chronic conditions, and a detailed eye examination to test for visual acuity, color
  vision, and other ocular parameters.
• Day 3 & 4:These days may involve surgical examinations to check for any
  physical deformities, issues like hernias or piles, and orthopedic fitness of joints and
  bones. A dental examination is also conducted, where candidates are required to have a
  minimum of 14 dental points with sound teeth.
• Day 5:The final day includes a general medical check-up covering
  height, weight, blood pressure, and heart rate, followed by a medical conference where
  the board reviews all the test results and declares the candidate’s final medical
  status.

At the conclusion of the SMB, a candidate is declared in one of three categories:

1. Fit:The candidate meets all the required medical standards.
2. Temporarily Unfit (TR):The candidate has a medical condition that is
   considered curable within a specific timeframe (e.g., being underweight/overweight, wax
   in ears). They are given a period, typically 42 days, to rectify the issue and appear
   for a re-examination.
3. Permanently Unfit (PR):The candidate has a medical condition that is
   not curable or is a permanent disqualifying factor as per military standards (e.g.,
   color blindness, certain cardiovascular conditions, major physical deformities).

Section 10: The Medical Appeal and Review Process

The armed forces have a structured, multi-tiered system to ensure fairness in the medical
evaluation process. Candidates who are declared unfit by the Special Medical Board (SMB)
have the right to appeal the decision. This system provides a recourse and ensures that all
cases are thoroughly reviewed before a final decision is made.

10.1 Appeal Medical Board (AMB)

Candidates declared either temporarily or permanently unfit by the SMB can apply for an
Appeal Medical Board (AMB). The procedure is as follows:

• Timeline:The candidate must appeal and report for the re-examination
  within 42 days from the date of being declared unfit by the SMB.
• Fee:Candidates declared permanently unfit are required to pay a nominal
  fee of INR 40 to file an appeal. Those declared temporarily unfit do not need to pay
  this fee.
• Location:The AMB is conducted at designated, higher-level military
  hospitals, known as Command Hospitals. These include facilities in Mumbai (INHS
  Ashvini), Bangalore, Kolkata, Chandimandir, Lucknow, Pune, and Delhi Cantt.
• Process:The AMB consists of a panel of senior specialists who
  re-evaluate the specific medical condition for which the candidate was rejected. The
  process is usually completed within a single day.

10.2 Review Medical Board (RMB)

If a candidate is declared unfit even by the Appeal Medical Board, there is one final avenue
of recourse: the Review Medical Board (RMB). However, it is critical to
understand that the RMB is not a right.

• Discretionary Nature:Sanction for an RMB is granted at the sole
  discretion of the Director General Armed Forces Medical Services (DGAFMS), based on the
  merit of the case. It is not an automatic entitlement.
• Application:A candidate must request a review within one day of the
  AMB’s decision. The application is addressed to the Recruiting Directorate in New Delhi,
  with a copy to the President of the AMB.
• Location:If granted, the RMB is held only at one of two apex medical
  institutions: the Army Hospital (Research & Referral) in New Delhi or the Armed Forces
  Medical College (AFMC) in Pune.[3] The board is chaired by the highest-ranking medical
  officers (Lt Gen/equivalent).
• Finality:The finding of the RMB is considered final and binding, with
  no further appeals possible.

This structured appeal process, while rigorous, demonstrates a commitment to fairness.
However, the best strategy for any candidate is to undertake a preliminary medical check-up
with a private physician before reporting for the SSB to identify and address any potential
issues, thereby minimizing the chances of facing the complex and uncertain appeal process.

Section 11: The Final Merit List and Joining Instructions

Achieving a “Recommended” status from the SSB and being declared “Medically Fit” by the
medical boards are necessary but not sufficient conditions for final selection. The ultimate
step is the compilation of an All-India Merit Listfor each course and entry
scheme.

The methodology for creating the merit list depends on the type of entry:

• For Written Exam Entries (NDA, CDS, etc.):The final merit list is
  prepared based on the combined marksobtained by the candidate in the
  initial written examination and the five-day SSB interview. For example, in the CDS exam
  for IMA, the written exam is for 300 marks and the SSB is for 300 marks, making a total
  of 600 marks based on which the merit is decided.
• For Direct Entries (TES, TGC, etc.):Since there is no written
  examination, the final merit list is prepared solely on the basis of the
  marksobtained by the candidate in the SSB interview.

This distinction has profound implications for a candidate’s strategy. For those appearing
through NDA or CDS, a very high score in the written examination acts as a crucial buffer.
It can compensate for a relatively average performance at the SSB and still secure a place
in the final merit list. Conversely, a candidate who barely clears the written exam cutoff
must deliver an exceptional performance at the SSB to have a realistic chance of being
“merit-in.” For direct entry candidates, the pressure is immense, as their entire selection
hinges on their five-day performance at the SSB.

Once the merit list is finalized, the names are ranked in descending order of marks.
Candidates are selected for the course based on their rank in the merit list, up to the
number of vacancies notified for that specific entry. Those who rank high enough to fall
within the available vacancies are declared “merit-in” and will be issued Joining
Instructions (JIs)for pre-commissioning training at their respective academies
(e.g., NDA, IMA, INA, AFA, OTA). The journey from being a civilian aspirant to an officer
cadet of the Indian Armed Forces formally begins upon reporting to the academy as per the
joining instructions.

Appendix A: Consolidated List of SSB Centres

The Services Selection Boards are located at various centers across India, managed by the
respective services. The Indian Army has Selection Centres, the Air Force has Air Force
Selection Boards (AFSB), and the Navy has Naval Selection Boards (NSB). Some centers host
boards for more than one service.

Table 6: Comprehensive List of Selection Centres

Appendix B: Physical and Medical Standards at a Glance

Meeting the prescribed physical and medical standards is a non-negotiable aspect of the
selection process. While detailed standards are extensive, the following table provides a
summary of key benchmarks to help candidates prepare. These standards can have minor
variations based on the specific entry and service.

Table 7: Key Physical & Medical Standards