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Pupillage application questions: example answers and why this chambers

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Mini-pupillage application and cover letter: two worked examples

Articles related to Pupillage Applications (Pupillage Gateway, England and Wales) on page 1 

<div style="background:#eef3fb;color:#303846;border:1px solid #c9d7ee;border-radius:12px;padding:14px 18px;margin:0 0 18px"><p style="margin:0;font-size:14px;line-height:1.6"><strong style="color:#171d29">Checked 29 September 2026.</strong> The marks split and the panel, interview and ranking-list rules are in the 1987 Promotion Rules as hosted by LIC (amended to 12.09.2012). How the work record is converted to marks is set by internal circulars; the only public account is a reported digest. How the test was scaled to 50 in 2022-23 is on record in a Central Information Commission decision of 20.01.2025; a new circular would change those parts of this page.</p></div>

<p style="margin:0 0 16px;line-height:1.7">Passing the 1(b) Promotion Test does not make you an AAO. It makes you eligible. Eligible candidates whose work record is not below average are placed on a <strong>panel</strong> in order of marks; up to five times the vacancies may be called to interview; and only after the interview does the committee prepare the <strong>ranking list</strong> on the full <strong>100 marks: Test 50, Work Record 25 and Interview 25</strong>, as printed in the Schedule to the LIC Promotion Rules, 1987. There are <strong>no marks for seniority or qualifications</strong> in 1(b), unlike the HGA route. This guide walks through each component, the steps from panel to promotion order with the rule that governs each, what is official and what is only reported about the work-record marks, and a calculator for your own estimate. ProSyllabus is an independent study site, not part of the Life Insurance Corporation of India. Every rule here is quoted or summarised from LIC’s published rules, an LIC recruitment notification or a court record; your Zonal Office decides every individual case.</p>

<div style="display:flex;flex-wrap:wrap;gap:10px;margin:18px 0"><div style="flex:1 1 140px;background:#fbfaf6;border:1px solid #e4e1d8;border-radius:10px;padding:12px 14px"><div style="font-size:24px;font-weight:800;color:#171d29;line-height:1.2">50</div><div style="font-size:13px;color:#5b6472;line-height:1.4;margin-top:4px">marks for the Promotion Test</div></div><div style="flex:1 1 140px;background:#fbfaf6;border:1px solid #e4e1d8;border-radius:10px;padding:12px 14px"><div style="font-size:24px;font-weight:800;color:#171d29;line-height:1.2">25 + 25</div><div style="font-size:13px;color:#5b6472;line-height:1.4;margin-top:4px">work record and interview</div></div><div style="flex:1 1 140px;background:#fbfaf6;border:1px solid #e4e1d8;border-radius:10px;padding:12px 14px"><div style="font-size:24px;font-weight:800;color:#171d29;line-height:1.2">5x</div><div style="font-size:13px;color:#5b6472;line-height:1.4;margin-top:4px">vacancies: the most who may be interviewed</div></div><div style="flex:1 1 140px;background:#fbfaf6;border:1px solid #e4e1d8;border-radius:10px;padding:12px 14px"><div style="font-size:24px;font-weight:800;color:#171d29;line-height:1.2">1 year</div><div style="font-size:13px;color:#5b6472;line-height:1.4;margin-top:4px">life of the ranking list (plus up to 1 more)</div></div></div><p style="margin:12px 0 0;font-size:13px;color:#5b6472;margin:-8px 0 18px">LIC Promotion Rules 1987, Schedule Sl. 1(b) and rule 6 (official).</p>

Serial 1 of the Schedule has three feeder items for AAO, and the other AAO serials have their own. Set side by side, the difference is plain: 1(b) is the only AAO channel in which a written test carries marks, and it carries half of them.

<figure style="background:#ffffff;color:#303846;border:1px solid #e4e1d8;border-radius:12px;padding:18px 20px;margin:18px 0;margin:18px 0"><figcaption style="margin:0 0 10px;font-size:17px;font-weight:700;color:#171d29">Where the marks come from in each AAO channel</figcaption><div style="margin:0 0 8px"><span style="display:inline-flex;align-items:center;gap:6px;margin:0 14px 6px 0;font-size:13px;color:#303846"><span style="width:12px;height:12px;border-radius:3px;background:#1f7a45;display:inline-block"></span>Test</span><span style="display:inline-flex;align-items:center;gap:6px;margin:0 14px 6px 0;font-size:13px;color:#303846"><span style="width:12px;height:12px;border-radius:3px;background:#2f6fb0;display:inline-block"></span>Seniority and qualification</span><span style="display:inline-flex;align-items:center;gap:6px;margin:0 14px 6px 0;font-size:13px;color:#303846"><span style="width:12px;height:12px;border-radius:3px;background:#b7791f;display:inline-block"></span>Work record</span><span style="display:inline-flex;align-items:center;gap:6px;margin:0 14px 6px 0;font-size:13px;color:#303846"><span style="width:12px;height:12px;border-radius:3px;background:#8e3b8e;display:inline-block"></span>Interview</span></div><div style="margin:0 0 10px"><div style="font-size:14px;color:#303846;margin:0 0 4px">1(a) HGA / Section Head</div><div style="display:flex;height:22px;border-radius:6px;overflow:hidden"><div style="width:33.33%;background:#2f6fb0;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">25</div><div style="width:33.33%;background:#b7791f;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">25</div><div style="width:33.33%;background:#8e3b8e;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">25</div></div></div><div style="margin:0 0 10px"><div style="font-size:14px;color:#303846;margin:0 0 4px">1(b) Assistant / Stenographer</div><div style="display:flex;height:22px;border-radius:6px;overflow:hidden"><div style="width:50.00%;background:#1f7a45;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">50</div><div style="width:25.00%;background:#b7791f;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">25</div><div style="width:25.00%;background:#8e3b8e;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">25</div></div></div><div style="margin:0 0 10px"><div style="font-size:14px;color:#303846;margin:0 0 4px">1(c) HGA (Finance)</div><div style="display:flex;height:22px;border-radius:6px;overflow:hidden"><div style="width:50.00%;background:#b7791f;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">25</div><div style="width:50.00%;background:#8e3b8e;color:rgb(255,255,255);font-size:12px;font-weight:700;text-align:center;line-height:22px;overflow:hidden;white-space:nowrap">25</div></div></div><p style="margin:12px 0 0;font-size:13px;color:#5b6472">Maximum marks printed in the Schedule to the LIC Promotion Rules 1987 (official). The maximums differ by channel because each ranks its own panel; the totals are not compared across channels.</p></figure>

In 1(b), work record and interview together are worth exactly as much as the test. A strong test cannot fully carry a weak confidential report, and a strong report cannot carry a weak test. How the three are weighed inside a zone is simple addition: rule 6(1) ranks "all eligible employees in the order of total marks".

The only published breakdown of a real 1(b) score is in a Central Information Commission decision of 20.01.2025 (File No. CIC/LICOI/A/2023/140951), which reproduces the reply that LIC’s Kanpur Divisional Office gave to an applicant under the RTI Act on 06.02.2023. We give the numbers without the name.

Three things follow, in our reading. The test was out of 200 in two papers and was scaled to 50 by straight proportion, dropping the fraction. The panel before interview was ranked on 75 marks (work record and test), and the interview was added afterwards. And a full 25 for work record plus a mid-table test still fell two marks short of the cut-off: the interview decided it. One exercise in one division is not a rule for every zone or year.

Two features are worth reading twice. The five-times rule is a ceiling ("may be called"), so a committee can interview fewer. And the ranking list lives for a year: if a vacancy arises during that year, it is filled from the list, not by a fresh test, which is why the timing of a notification matters to anyone waiting to complete five years.

The Staff Rules add the general principle that promotion is "based on merit, suitability ... and seniority", judged by "confidential reports and/or interviews and/or examinations" (rule 7(3)), and name the committees. For Class I posts not listed separately, the committee is one officer not below Deputy Zonal Manager and two not below Divisional Manager, nominated by the Central Office. Which clause the AAO committee falls under is not stated; that clause fits, in our reading, because AAO is not named in the others.

The work record: what is official and what is reported

The Rules give the work record 25 marks and leave the method to the Chairman (Chief Executive since 2021): rule 10(2) lets the Chairman issue instructions on "detailed allocation of marks for seniority, qualification and confidential reports (work record)". Those instructions start with Chairman’s Circular No. 7726/ASP/87 of 20.11.1987, which LIC has not published. The only public account is a digest on a legal database of unknown provenance. We print what it says, as reported, because nothing else describes the method.

<div style="background:#ffffff;color:#303846;border:1px solid #e4e1d8;border-radius:12px;padding:18px 20px;margin:18px 0"><h3 style="margin:0 0 10px;font-size:17px;font-weight:700;color:#171d29">Work-record method, as reported in the digest (not verified against LIC)</h3><ul style="margin:0;padding-left:20px"><li style="margin:6px 0;line-height:1.6">Confidential reports of Class III employees are marked out of <strong>35</strong> and scaled to the 25 allotted for AAO in proportion: its own example is 30 out of 35 becoming <strong>21</strong> out of 25 (30 × 25 / 35 = 21.43).</li><li style="margin:6px 0;line-height:1.6">The marks of the <strong>preceding 3 years</strong> before the notification are added and divided by 3. Where one year has two reports, they are weighted by months (for example 5/12 and 7/12).</li><li style="margin:6px 0;line-height:1.6">The result is taken to the <strong>nearest integer</strong>, "ignoring a fraction equal to 0.5 or less": 21.43 becomes 21, 21.5 becomes 21, 21.6 becomes 22.</li><li style="margin:6px 0;line-height:1.6">Interview marks are given <strong>in integers only</strong>.</li><li style="margin:6px 0;line-height:1.6">Below <strong>15 out of 25</strong> counts as below average for a Class III employee, which removes you from the panel under rule 6(2).</li><li style="margin:6px 0;line-height:1.6">The ranking list carries the selected candidates and then a further <strong>20%</strong> as a contingency list, valid for one year.</li><li style="margin:6px 0;line-height:1.6">Ties are broken by date of entry into the competing cadre, then date of entry into service, then date of birth.</li><li style="margin:6px 0;line-height:1.6">SC and ST candidates are empanelled as a separate group and interviewed on a separate day.</li></ul><p style="margin:12px 0 0;font-size:13px;color:#5b6472">Indian Kanoon digest of LIC circulars (reported). The Rules themselves say only "Work Record 25" and leave the method to instructions.</p></div>

<p style="margin:0 0 16px;line-height:1.7">The same digest says there are "no marks for departmental/promotion test", then adds: <em>"However, in the case of Assistant competing directly for the post of A.A.O., maximum marks for the test are 50."</em> That matches the Schedule, which gives some comfort that the digest is copying real circulars; but it is still not an LIC document, and the scaling above should be treated as a likely method, not a rule.</p>

The Schedule gives the Promotion Test 50 of the 100 selection marks. No current conversion instruction is on LIC’s site, but LIC’s own figures for the 2022-23 exercise, reproduced in the CIC decision, show the method used then: two papers totalling 200, scaled by straight proportion (divide by 4), with 34.25 recorded as 34. The calculator below does the same. How a fraction of exactly .5 or more is treated for the test is not stated; we apply the digest’s work-record rounding rule, which is our assumption, and a later round’s instructions may differ.

<div style="background:#ffffff;color:#303846;border:1px solid #e4e1d8;border-radius:12px;padding:18px 20px;margin:18px 0" id="lic1b-mer"><h3 style="margin:0 0 10px;font-size:17px;font-weight:700;color:#171d29">1(b) merit-score calculator (our arithmetic)</h3><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">Your Promotion Test marks out of 200 (two papers together, as in 2022-23)<input type="number" id="lic1b-mer-t" value="130" min="0" max="200" step="1" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box;max-width:200px"></label><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">How you know your work record<select id="lic1b-mer-wm" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box"><option value="3">Confidential report marks out of 35 for each of the last 3 years (reported method)</option><option value="25">An official work-record mark out of 25</option></select></label><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">Report marks out of 35, year 1 (or your official mark out of 25)<input type="number" id="lic1b-mer-c1" value="30" min="0" max="35" step="0.5" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box;max-width:200px"></label><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">Report marks out of 35, year 2<input type="number" id="lic1b-mer-c2" value="29" min="0" max="35" step="0.5" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box;max-width:200px"></label><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">Report marks out of 35, year 3<input type="number" id="lic1b-mer-c3" value="31" min="0" max="35" step="0.5" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box;max-width:200px"></label><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">Interview marks you expect, out of 25 (whole numbers only)<input type="number" id="lic1b-mer-i" value="16" min="0" max="25" step="1" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box;max-width:200px"></label><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">Vacancies notified in your zone (optional, for the interview call)<input type="number" id="lic1b-mer-v" value="150" min="0" max="5000" step="1" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box;max-width:200px"></label><label style="display:block;margin:0 0 12px;font-size:14px;font-weight:700;color:#171d29">Your expected position on the panel before interview (optional)<input type="number" id="lic1b-mer-r" value="400" min="0" max="50000" step="1" style="width:100%;padding:8px;border:1px solid #c9c4b5;border-radius:8px;font-size:15px;margin-top:4px;background:#ffffff;color:#171d29;box-sizing:border-box;max-width:200px"></label><div id="lic1b-mer-out" style="margin:8px 0 0;padding:12px 14px;background:#f7f5ef;border:1px solid #e4e1d8;border-radius:10px;line-height:1.6;color:#171d29"></div><p style="margin:12px 0 0;font-size:13px;color:#5b6472">The 50/25/25 split is official (Schedule Sl. 1(b)). Dividing a 200-mark test by 4 follows LIC’s 2022-23 figures in a CIC decision (official); the rounding of the test is our assumption. The 3-year average, the scaling of 35-mark reports to 25 and the rule "ignore a fraction of 0.5 or less" are from a reported digest of LIC circulars; the digest does not say whether rounding comes before or after scaling, and we round once, after scaling. The interview-call line applies rule 6(2). This is an estimate for planning, not a prediction of any result.</p><script>(function(){var R=document.getElementById('lic1b-mer');if(!R)return;function g(x){return document.getElementById('lic1b-mer-'+x);}function n(x){var v=parseFloat(g(x).value);return isNaN(v)?null:v;}function rd(x){var f=Math.floor(x+1e-9);return (x-f>0.5+1e-9)?f+1:f;}function go(){var o=g('out'),t=n('t'),wm=g('wm').value,c1=n('c1'),c2=n('c2'),c3=n('c3'),i=n('i'),v=n('v'),r=n('r'),li=[];g('c2').parentNode.style.display=g('c3').parentNode.style.display=(wm==='3'?'':'none');if(t===null||t<0||t>200||i===null||i<0||i>25||Math.floor(i)!==i){o.innerHTML='Enter test marks from 0 to 200 and whole-number interview marks from 0 to 25.';return;}var ws,wtxt;if(wm==='3'){if(c1===null||c2===null||c3===null||c1<0||c2<0||c3<0||c1>35||c2>35||c3>35){o.innerHTML='Enter three report marks from 0 to 35.';return;}var av=(c1+c2+c3)/3,sc=av*25/35;ws=rd(sc);wtxt='Work record: average '+(Math.round(av*100)/100)+' of 35, scaled to '+(Math.round(sc*100)/100)+', taken as <strong>'+ws+'</strong> of 25';}else{if(c1===null||c1<0||c1>25){o.innerHTML='Enter your official work-record mark from 0 to 25 in the first box.';return;}ws=c1;wtxt='Work record: <strong>'+ws+'</strong> of 25 (official mark you entered)';}var ts=rd(t/4);li.push('Test: '+t+' of 200 divided by 4 = '+(t/4)+', taken as <strong>'+ts+'</strong> of 50');li.push(wtxt+(ws<15?' <span style="color:#b42318;font-weight:700">below 15 of 25: reported as below average, which keeps you off the panel under rule 6(2)</span>':''));li.push('Interview: <strong>'+i+'</strong> of 25');var call='';if(v&&v>0&&r&&r>0){call=r<=5*v?'<br>Panel position '+r+' is within five times '+v+' vacancies ('+(5*v)+'), so you are inside the most the committee may call to interview.':'<br>Panel position '+r+' is beyond five times '+v+' vacancies ('+(5*v)+'): rule 6(2) would not reach you for interview.';}o.innerHTML=(ws<15?'<strong>Off the panel on the reported work-record line.</strong>':'<strong>Panel mark before interview: '+(ts+ws)+' / 75. Estimated total after interview: '+(ts+ws+i)+' / 100</strong>')+'<ul style="margin:6px 0 0;padding-left:20px">'+li.map(function(x){return '<li style="margin:4px 0">'+x+'</li>';}).join('')+'</ul>'+call+'<br>For scale: in LIC’s 2022 exercise in the Kanpur Division the General minimum for promotion was 72 of 100 (CIC record).';}var f=R.querySelectorAll('select,input');for(var k=0;k<f.length;k++){f[k].addEventListener('change',go);f[k].addEventListener('input',go);}go();})();</script></div>

The same arithmetic for a few profiles, for readers without JavaScript. Every figure in this table is our arithmetic on the assumptions stated above the calculator.

The last row is the one to remember. On the reported line of 15 out of 25, reports averaging 20 out of 35 scale to 14.29, taken as 14, and under rule 6(2) a below-average work record keeps a candidate off the panel whatever the test score. The middle rows show the other lesson: a candidate ten marks weaker on the test (30 against 40) can finish ahead of a stronger test-taker on the strength of the reports and the interview.

<div style="background:#ffffff;color:#303846;border:1px solid #e4e1d8;border-radius:12px;padding:18px 20px;margin:18px 0"><h3 style="margin:0 0 10px;font-size:17px;font-weight:700;color:#171d29">More in this series</h3><ul style="margin:0;padding-left:20px"><li style="margin:6px 0;line-height:1.6"><a href="/hub/lic-aao-1b-promotion-eligibility" style="color:#255a45">Who is eligible under 1(b)</a></li><li style="margin:6px 0;line-height:1.6"><a href="/hub/lic-aao-promotion-channels-1a-1b-1c-explained" style="color:#255a45">Channels 1(a), 1(b), 1(c)</a></li><li style="margin:6px 0;line-height:1.6"><a href="/hub/lic-aao-1b-promotion-test-papers-what-lic-publishes" style="color:#255a45">The Promotion Test: official vs reported</a></li><li style="margin:6px 0;line-height:1.6"><a href="/hub/lic-assistant-to-aao-promotion-vs-direct-recruitment" style="color:#255a45">1(b) vs direct AAO, pay and probation</a></li></ul></div>

<div style="background:#ffffff;color:#303846;border:1px solid #e4e1d8;border-radius:12px;padding:18px 20px;margin:18px 0"><h3 style="margin:0 0 10px;font-size:17px;font-weight:700;color:#171d29">Sources</h3><ul style="margin:0;padding-left:20px"><li style="margin:6px 0;line-height:1.6"><span style="color:#1f7a45;font-weight:700">official</span> — <a href="https://licindia.in/documents/d/guest/ii-lic-of-india-class-iii-and-class-iv-employees-promotion-rules-1987" rel="nofollow noopener" style="color:#255a45">LIC Class III and Class IV Employees (Promotion) Rules, 1987 ("Annexure - 2", LIC’s own copy): GSR 824(E) of 25.09.1987 as amended by GSR 462(E) 30.04.1990, 229(E) 23.04.1991, 393(E) 04.05.1993, 226(E) 22.04.1997, 833(E) 30.12.1999, 779(E) 21.10.2011 and 690(E) 12.09.2012. Rules 3 to 10 and the Schedule, serials 1 to 17</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#1f7a45;font-weight:700">official</span> — <a href="https://cms.rajyasabha.nic.in/UploadedFiles/Debates/OfficialDebatesDatewise/Floor/254/382021/F03082021.pdf" rel="nofollow noopener" style="color:#255a45">Rajya Sabha, papers laid on the table, 03.08.2021, item (12): "G.S.R. 477 (E), dated the 7th July, 2021, publishing the LIC Class III and Class IV employees (Promotion) Amendment Rules, 2021" (proves the amendment exists; not its text)</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#8a5300;font-weight:700">reported</span> — <a href="https://indiankanoon.org/doc/99284343/" rel="nofollow noopener" style="color:#255a45">Indian Kanoon consolidation of the 1987 Promotion Rules ("last updated 22nd July, 2021"): shows the "Chief Executive" substitution made by GSR 477(E) of 07.07.2021 but still prints age 35 and has no item 1(c)</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#1f7a45;font-weight:700">official</span> — <a href="https://indiankanoon.org/doc/49819947/" rel="nofollow noopener" style="color:#255a45">Court record: Central Information Commission decision of 20.01.2025, File No. CIC/LICOI/A/2023/140951 (LIC Divisional Office, Kanpur), reproducing LIC’s CPIO reply of 06.02.2023 on the 2022 AAO 1(a) and 1(b) exercise and the 2022-23 1(b) written test (Indian Kanoon copy; cited by file number only)</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#1f7a45;font-weight:700">official</span> — <a href="https://licindia.in/documents/d/guest/lic-of-india-staff-rules-1960_updated-31-01-2022-1" rel="nofollow noopener" style="color:#255a45">LIC (Staff) Rules, 1960, updated to 31.01.2022: rule 7 (promotion committees), rule 16 (probation on promotion), rule 52(2) (pay-fixation option)</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#1f7a45;font-weight:700">official</span> — <a href="https://licindia.in/documents/d/guest/staff-rules-english_30122025" rel="nofollow noopener" style="color:#255a45">LIC (Staff) Rules, 1960, updated to 17.08.2023 (last amendment GSR 611(E) of 17.08.2023): rule 16 and rule 52(2) as current</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#8a5300;font-weight:700">reported</span> — <a href="https://indiankanoon.org/doc/164337255/" rel="nofollow noopener" style="color:#255a45">Indian Kanoon text filed as the Promotion Rules, of unknown provenance: a digest of LIC circulars from Chairman’s Circular 7726/ASP/87 of 20.11.1987 (work-record scaling over 3 years with integer rounding, integer interview marks, contingency list, tie-breaks)</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#1f7a45;font-weight:700">official</span> — <a href="https://indiankanoon.org/doc/26037244/" rel="nofollow noopener" style="color:#255a45">Court record: Madras High Court (Madurai Bench), W.P.(MD) Nos. 15510 to 15517 of 2015, order of 10.12.2015: reproduces Schedule serial 1 and records LIC’s statements on the Southern Zone AAO promotion exercises of 2014 and 2015, including vacancies "expected to be in the region of 150" (cited by writ numbers only; Indian Kanoon copy of the court’s order)</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#8a5300;font-weight:700">reported</span> — <a href="https://study4insurance.com/lic-aao-1b-syllabus/" rel="nofollow noopener" style="color:#255a45">study4insurance, "LIC AAO 1(b) syllabus" (coaching site; read 29.09.2026): 120 + 120 questions, 150 minutes each, 50%/40% pass per paper, exam 07.09.2025</a></li><li style="margin:6px 0;line-height:1.6"><span style="color:#8a5300;font-weight:700">reported</span> — <a href="https://ambitiousbaba.com/lic-aao-1b-exam-pattern-syllabus/" rel="nofollow noopener" style="color:#255a45">ambitiousbaba, "LIC AAO (1B): Exam Pattern &amp; Syllabus" (coaching site, page dated 18.07.2026; read 29.09.2026): quotes an "Appendix II of the Instructions"; 100 + 100 questions, 100 marks each, 50%/40% pass per paper</a></li></ul><p style="margin:12px 0 0;font-size:13px;color:#5b6472"><strong style="color:#1f7a45">official</strong> = a document published by the conducting body. <strong style="color:#8a5300">reported</strong> = a news or coaching site we could not check against an original. Where sources disagree this page says so rather than picking one.</p></div>

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