Mkting This is Final Project Pankaj
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Transcript of Mkting This is Final Project Pankaj
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SUMMER PROJECT REPORT
ON
PROMOTION POLICY
IN
NHPC LIMITED
SUBMITTED IN PARTIAL FULFILLMENT OF
DEGREE OF
MASTERS OF BUSINESS ADMINISTRATION
SESSION (2009-2011)
SUBMITTED BY:
PANKAJ MISHRA
MBA 3
rd
SEM
SUBMITTED TO
ICL INSTITUTE OF ENGINEERING AND TECHNOLOGY SOUNTLI
(KURUKSHETRA UNIVERSITY, KURUKSHETRA)
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DECLARATION
I hereby declare that, the project entitled PROMOTION POLICY assigned to me for the
partial fulfillment of MBA degree from Kurukshetra University, Kurukshetra. The work is
originally completed by me and the information provided in the study is authentic to the best of
my knowledge.
This study has not been submitted to any other institution or university for the award of any other
degree.
PANKAJ MISHRA
MBA 3rd SEM
University Roll No.
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ACKNOWLEDGEMENT
Gratitude is the hardest of emotions to express and one often does not find adequate words to
convey what one feels and trying to express it
The present project file is an amalgamated of various thoughts and experiences .The successful
completion of this project report would have not been possible without the help and guidance of
number of people and especially to my project guide in the company. M.M Khan, NHPC
limited. I take this opportunity to thank all those who have directly and indirectly inspired,
directed and helped me towards successful completion of this project report.
I am also immensely indebted to my project guide, Ms.Vishu Mehndiratta Assistant Professor,
ICL, for his illumining observation, encouraging suggestions and constructive criticisms, which
have helped me in completing this research project successfully.
There are several other people who also deserve much more than a mere acknowledgement at
their exemplary help. I also acknowledge with deep sense of gratitude and wholehearted help and
cooperation intended to me by them.
PANKAJ MISHRA
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PREFACE
Summer Training is the bridge for a student that takes him from his theoretical knowledge world
to practical industry world. The main purpose of industrial visit is to expose for industrial and
business environment, which cannot be possible in the classroom.
The advantages of this sort of integration, which promotes guided to corporate culture,
functional, social and norms along with formal teaching are numerous.
1) To bridge the gap between theory and practical.
2) To install the feeling of belongingness and acceptance.
3) To help the student to develop the better understanding of the concept and questionsalready raised or to be raised subsequently during their research period.
The present report gives a detailed view of the Promotion Policy. The research is definitely going
to play an important role in developing an aptitude for hard self-confidence.
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CONTENTS
1) CHAPTER-1 INTRODUCTION TO
INDUSTRY
COMPANY
PROJECT
2) CHAPTER -2
OBJECTIVES
3) CHAPTER-3
RESEARCH METHODOLOGY
4) CHAPTER-4
ANALYSIS AND INTERPRETATION
5) CHAPTER-5
FINDINGS
6) CHAPTER-6LIMITATIONS
7) CHAPTER-7
RECOMMENDATIONS
8) CHAPTER-8
CONCLUSION
BIBLIOGRAPHY
ANNEXURE
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CHAPTER-1
INTRODUCTION
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HYDROPOWER-INDUSTRY PROFILE
The electric power industry in India is both a supplier and a consumer of Primary energy,
depending on the kind of energy used to turn the generator Hydroelectric and nuclear power
plants add to the countrys supply of Primary energy. The total installed electricity capacity in
public utilities in 1992 was 69,100 megawatts, of which 70percent was thermal, 27 percent
Hydropower and 3percent nuclear. The total installed capacity was programmed to reach around
100,000 megawatts by FY1996 through a package of government-supported incentives to the
private sector.
Because they cannot always depend on public utilities, many larger industrial Enterprises have
developed their own power generation systems. In 1992 there was a capacity of 9,000 megawatts
outside the public utility system. Overall, the generation and transmission of power in India
with an Average 57 percent plant load factor in FY 1992 in thermal plants and transmission
losses of 22 percent-were inefficient. About 322 billion Kilowatt-hours of power were generated
by utilities inFY1992, approximately 8.5 percent shy of demand. This trend continued the next
Year when 315 billion kilowatt-hours were produced. Many factors Contributed to the shortfall
of electric power in India, including slow completion of new installations, low use of installed
capacity because of insufficient maintenance and coal, and poor management. In FY1990,
industry Accounted for 45 percent, and domestic use 16.5 percent. Other sectors, Including
commerce and railroads, accounted for the remaining 12.5 percent.
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HYROPOWER POWER SCENARIO IN INDIA
Energy is one of the basis inputs to accelerated economic development. Hydropower is
perhaps the oldest and yet most readily exploitable source of energy, with bulk of its
potential yet to be harnessed in many countries, including India. Hydroelectric power has
become an increasingly important energy source for Indias economic development owing to
the availability of water resources in large quantities that can be trapped for power
generation. The Central Electricity (CEA) has accessed the hydro potential in the country to
the tune of 84,000 MW, at a plant load factor of 60%. Mobilization of resources for
achieving self-sufficiency in the power sector assumes high priority in almost all states in the
country. In India the power generating capacity of entire country in the year 1971 was as low
as 16,000 MV, which has since increased to 95,183 MV in 1996(Sirvastava 1997; MOP
1998).Despite the tremendous progress that has been made in the hydro power sector ,most
regions in our country still face acute power shortage. The per capita electricity consumption
in India ,which is close to 270 units, is still among of the lowest rates estimated for the
developing countries, the level of per capita power consumption ranges between 8000 units
to 25,000 units per year. In its pursuit to increase the power generating capacity, India, has
adopted the blend of thermal, Hyde and nuclear sources. For the 8th plan(1992-97),the CEA
had estimated a need based capacity addition of 48,000 MV which was reviewed and brought
down to 30,538 MV to confine the increase in capacity that could remain dependent on
available resources.
Rural electrification in India made great progress in the 1980s more than 200,000
villages received electricity for the first time. In 1990 around 84 percent of Indias villages
had access to electricity.Villages complain that government figures on electrification of
villages are artificially inflated. Actually, although lines have been run to most villages,
electricity is provided only sporadically (for example, only nine to twelve hours per day), and
villagers feel they cannot depend on electricity to operate pumps and other equipment.
Electricity to cities also is sporadic; blackouts occur every day in most cities.
Indias first hydroelectric station was considered in 1897 in Darjeeling (then megawatts.
The country has a large economically exploitable hydroelectric potential, especially in the
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foothills of the Himalayas, but no large increase in capacity is predicated for the mid-
1990s.Hydroelectric facilities have to be coordinated with other sources of electricity because
seasonal and annual variations in rainfall affect the amount of water needed to turn the
generators and consequently the amount of electricity that can be produced.
Hydroelectric power projects in India have not been without controversy. Indian Dams for
irrigation and power generation have displaced people and raised the sector of ecological
problems. At present, the country suffers an average shortage of 80% and peaking shortage
of 19%.Even with the planned capacity addition of over30,000 MV in the eighth plan, the
shortage in power capacity would not be overcome. In view of this backdrop, the hydro-
based power projects become a necessity for harnessing the energy from a renewal resource
like water. In India, there are over 1,554 large, medium ,and small
dams(Anon.,1982).Another 200 hydroelectric projects are under construction or are being
planned(Sharma,1985).
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INTRODUCTION TO NHPC
N.H.P.C AT A GLANCE:
National Hydroelectric Power Corporation was incorporated under the Companys Act 1956 in
November 1975 as a central Government Enterprise with the initial authorized share capital of
Rs. 2000 million for hydropower development in Central Sector. Since then, NHPC has become
the largest organization for hydropower development in India.
The corporation included Wind and idal power in its objects in1998 and Geothermal and Gas
power in1999and is preparing to take up Mini / Macro hydro projects. NHPC is a schedule A
Enterprise of the Government of India with an authorized share capital of Rs. 150,000 million.
With an investment base of over Rs.200, 000 million, NHPC is among the TOP 10 companies in
the country in terms of investment. NHPC is a major organization in Central Sector for
hydropower development with capacity to undertake Activities from conceptualization to
commissioning.
Areas of Expertise of NHPC in Hydro projects:
Projects investigations & Feasibility report preparation.
Detailed project report preparation.
Geological & Geo technical studies.
Design & Engineering (ISO-9001 certification).
Underground construction Tunnels, Shafts, Caverns, (Power house/ Transformer
Gallery).
Construction equipment.
Construction Planning.
Operation & Maintenance.
Renovation, Modernization & Up rating.
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Concept to commissioning for setting up of hydro project.
NHPC, a leading Public Sector Enterprise of the Government of India and is the largest
organization for hydro-power development in India with total installed generating capacity of
4665 MW from 12 Power Stations including 1000 MW Indira sagar and 520 MW Omkareshwar
projects under joint venture with Government of Madhya Pradesh. There are 12 projects under
construction with a total installed capacity of 5132 MW. With this, NHPC is poised to
consolidate its position as the largest single Hydro Power Utility in the country and also plans to
take up hydro power projects in neighboring countries.
The corporation is having credit rating AAA for domestic borrowings and rating equivalent to
sovereign rating for foreign borrowings assigned to it by reputed international rating agency and
recently it is also included in MINI NAVRATNA.
CORPORATE VISION
A world class, diversified & translational organization for sustainable development of hydro
power and water resources with strong environment conscience.
CORPORATE MISSION:
TO achieve international standards of excellence in all aspects of hydro power and
diversified business.
To execute and operate projects in a cost effective, environment friendly and socio
economically responsive manner.
To foster competent, trained and multi- disciplinary human capital.
To continually develop state-of -the art technology.
To adopt the best practices of corporate governance and institutionalized value based
management for a strong corporate identify.
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To maximize creation of wealth through generation of internal fund and effective
management of resources.
CORPORATE OBJECTIVE
Development of vast hydro potential at faster pace and optimum cost eliminating time
and cost over-run.
Completion of all ongoing projects within stipulated time frame.
Ensure maximum utilization of installed capacity and help in better system stability.
Generation of sufficient internal resources for expansion and setting up new projects.
Corporate development with respect to the simultaneous Human Resources
Development.
FINACIAL HIGHLIGHTS:
NHPC started generating power in the year 1982 with a turnover of Rs. 24 crore and made a net
profit of Rs.8.0 crore in the first year. Since than the financial performance of NHPC has shown
a north trend year after year. In the financial year 2006-07 the gross sales of the corporate
on has increased to Rs.1963 crore and the net profit of the corporation has increased to Rs.925
crore and increase in the net profit of 24.5% from the previous financial year. The corporation
has declared a dividend of Rs. 278 crore for the year 2006-07.
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TANAKPURPOWERSTATION:
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Installed Capacity 120 MW (3 X 40 MW).
Up rated Capacity : 94.2 MW (3 X 31.4 MW).
Annual Generation : 452 MU.
Project Cost : Rs. 379.16 crore.
Beneficiary States : U.P, Uttrakhand, J&K, Punjab,
Haryana, Delhi, Chandigarh,
Himachal Pradesh and
Rajasthan.
Year of Commissioning: 1992.
TECHNICAL FEATURES:
Barrage for diverting Sharda river waters into the power channel.
Surface power house with a total installed capacity of 120 MW.
About 1.15 Km long tail race channel for discharging back the water from the Generating
machines in to the Sharda River.
220 KV /132 KV switching station adjacent to the power house.
220 KV double circuit transmission line to Bareilly C.B. Ganj.
132 KV single circuit transmission line to Mahender Nagar, Nepal for evacuation of
power.
The Power Station has 3 Kaplan turbines of 40 MW each. The (Kaplan type) Hydro turbines
for the Tanakpur Power station are supplied by M/s BHEL. The turbine and generating
equipment were manufactured against our purchase order in October 1985.The Generators
are of the umbrella types which are also supplied by M/s BHEL. The elements of water path
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of turbine viz. spiral casing, stay ring, guide apparatus, runner and draft tube have been
worked out to get minimum overall dimensions of the unit, with high efficiency and good
unit cavitations properties. Main attention in designing the machines was focused to obtain
high hydraulic and operational qualities of the equipment and its complete reliability.
The project area falls under gradation 4 on Richters scale and is not seismically
active. Monsoons are heavy and covers the month of July to October, winter extends up to
February and summer from March to June. Average rainfall is 1500 mm. During monsoon, in
order to have silt free water for the power house, a silt excluder/ejector provided in
between the barrage and power house in the power channel.
About the manpower of the power station there total 370 employees working, which consist
of 62 executive, 56 supervisors & 252 workmen.
NHPC Limited (Formerly known as National Hydroelectric Power Corporation Ltd.) Govt. of
India Enterprise was incorporated in the year 1975 with an authorized capital of Rs. 2000 million
and with an objective to plan, promote and organize an integrated and efficient development of
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hydroelectric power in all aspects. Later on NHPC expanded its objects to include other sources
of energy like Geothermal, Tidal, and Wind etc.
At present, NHPC is a schedule 'A' Enterprise of the Govt. of India with an authorized share
capital of Rs. 1,50,000 Million . With an investment base of over Rs. 2, 85,350Million Approx.,
NHPC is among the TOP TEN companies in the country in terms of investment.
INTRODUCTION TO PROMOTIONAL POLICY
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The process of conceiving an idea of starting a company and developing it into a concrete
reality through incorporation is called promotion. It is the primary stage of formation and refers
to the sum total of activities of all those who participate in the building of the enterprise up to the
organization of the company and completion of the plan to exploit the ideas.
According to Heney "the process of organizing and planning the finances of a business
enterprise under the corporate form is called promotion. The person who undertakes the
responsibility of bringing a company into existence is called a promoter. The promoter may be a
single individual or group of individuals. The promoter conceives the idea of for incorporation of
a company. The promotion work may be undertaken for starting a new business or expansion of
an existing business unit.
Promotion involves the following steps:
Discovery of idea: The idea of starting the business enterprise is conceived by the
promoter. The idea conceived should be applicable and feasible. At this stage, the promoter
makes a rough estimate of probable incomes and expenditures of the business unit to be started.
At the time of discovering the idea of starting the business, he makes an assessment about
business risks, financial risks, investment risks, technical risks and commercial risks of the
venture. This stage of promotion is primarily meant for thinking of an idea to start a company.
Preliminary Investigation: Preliminary investigation constitutes the second important
stage of company promotion. At this stage the soundness of the business is studied by the
promoter. The soundness of the venture is studied by ascertaining the hidden weakness of the
plan and also finding whether the venture is suitable for the consumer or not. The promoter
makes a rough estimate about the cost of the project, estimated sales and estimated income
resulting from the venture. The viability and profitability of the project is accounted for while
making preliminary investigation at promotion stage.
Detailed Investigation: The first and second stage of promotion has given a wide range
of encouragement to the promoter and he got inspired at this stage. After preliminary
investigation, the promoter goes for detailed investigation of his ideas with the help of different
experts like engineer, chemist, financial experts and market analysis experts. Detailed
investigation gives a good picture regarding the soundness of the project because at this stage the
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promoter is in a better position to know the capital requirement, place of location, size of the
unit, demand for the product in the market and the probable prices of the product. The
knowledge about the various branches is obtained from the experts.
Assembling: When all the parameters of starting a company are found favorable at
detailed investigation stage, the promoter goes for giving a concrete shape to the business. At
detailed investigation stage, the promoter is satisfied regarding the practicability and profitability
of the proposed venture. After being satisfied he proceeds for the next stage called assembling
which means getting the support and consent of some other persons to act as directors or
founders arranging suitable site for the company and arrangement for patents. At this stage all
the steps for setting up a company is accounted for. The promoter also enters into contract with
the government and other agencies for necessary clearance and license of the business.
Financing the proposition: Finance is the life blood of each and every business unit. In
financing stage the promoter approaches bankers, financing institutions, underwriters,
prospective investors and creditors to help in financing the proposition. The promoter also
prepares prospectus which is written invitation to the public to subscribe for the paid-up capital.
Promoter also takes necessary steps for incorporating a company and getting certificate of
commencement.
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PROMOTION POLICY AND RULES FOR NHPC EXECUTIVES
1. SCOPE AND COVERAGE
1.1 These Rules shall be called "Promotion Policy and Rules for NHPC Executives" and
shall be applicable to NHPC Executives on the regular rolls of the Corporation including
those who are out on deputation to some other Organization and are in the following
executive grades:
Grade Code Scales of Pay (IDA) *
1 4
E-1 8000-290-300-330(2)-350-360-370-390-410-420-
440-460-470-480-13400
E-2 8600-330(2)-350-370-380-400-420-430-450-470-
490-510-530-540-14600
E-2A 10750-420-430-450-470-490(2)-530-540(3)-550(2)-
16750
E-3 13750-550-575-600-610-620-625-685(2)-18700
E-4 16000-660-685(4)-700(2)-20800
E-5 17500-630-685(2)-700(4)-22300
E-6 18500-700(2)-730-750-780-850-890-23900
E-7 19500-750-810-845-880-910-945-960-25600
E-8 20500-670(2)-850-900-950-980(2)-26500
E-9 23750-900-950-980(2)-990-28550
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These rules shall not be applicable to executives who are appointed in a grade for a
limited tenure, such as appointments on contract basis for a particular period / specific
assignments etc., superannuated persons re-appointed in the Corporations service or are
serving Corporation on extension of service after attaining the
age of superannuation and to other executives appointed on a purely casual or temporary
basis viz. Appointments on ad hoc, limited period etc.
1.3 Executives who are on deputation to NHPC or who retain lien on the service of the parent
Organization shall not be covered by these rules. Similarly those executives who have
been allowed to retain lien vide Office Order No. 17/94 dated 05.07.1994, will not be
covered during the period of lien. In the event of an employee rejoining the Corporation
after completion of lien period, he would be adjusted against the available vacancy in the
same category and scale of pay which he was drawing before proceeding on lien. In case
vacancy in the required category in the scale of pay is not available, supernumerary post
may be created with the approval of CMD.
2. DEFINITIONS
2.1 "Board" shall mean the Board of Directors of the Corporation.
2.2 "CMD" shall mean the Chairman & Managing Director of the Corporation.
2.3 "Competent Authority" shall mean the Chairman and Managing Director for promotions
for the posts of Sr. Manager (E-6) and above and Director (HR) for the posts upto the
level of Manager (E-5).
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2.4 "Corporation" shall mean National Hydroelectric Power Corporation Limited and
includes Projects / Units / Offices under its administrative control.
2.5 "Disciplinary Authority" shall mean an authority specified under NHPC Conduct
Discipline and Appeal Rules.
3 "Executive" shall mean all regular employees of the Corporation at the level of Assistant
Engineer /Assistant Officer and equivalent (E-1) in the scale of Rs. 6500-10500 (CDA) /
8000-13400 (IDA) and above upto and including the post of Executive Director (E-9) in
the scale of Rs. 23750-28550 (IDA).
PROMOTION RULES
4.1 Promotion shall mean movement of an executive from a post in a lower grade to a post in
the next higher grade along the line of promotion as defined herein. Jumping of scale(s)
shall not be allowed.
4.2 All promotions shall be subject to completion of qualifying period and other requirements
laid down in these rules.
4.3 Save otherwise provided hereunder, the promotion of Executives shall be on the basis of
seniority, merit, efficiency, grade service and suitability for the higher posts and shall be
based on availability of vacancies except as mentioned in para 4.7 and 4.8.
4.4 Promotions of Executives within the cluster of grades shall be on the basis of combined
sanction for all the posts in the cluster. In other words, vacancy will not be a constraint
for promotion within the cluster grades.
4.4.1 Notwithstanding the provisions of Rule 4.4 above, promotion of Secretarial personnel
shall be vacancy oriented/availability of posts.
(Rule 4.4.1 effective from 1.7.1997 included vide Part I Office Order No.61/98 dated
9.9.98)
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4.5 Promotion to the post of Senior Manager and above will be subject to availability of
vacancy.
4.6 The number of eligible executives to be considered for promotion in case of promotion
by selection shall not exceed three times the number of vacancies available in various
posts.
4.7 Promotions up-to Manager shall be based on seniority subject to suitability.
4.8 Promotion to the post of Sr. Manager and above shall be by selection based on merit with
seniority taking secondary role. Seniority will, however, be the deciding factor between
officers securing equal marks. The DPC shall interview the eligible managers and above
as the case may be to assess their suitability for promotion to the post of Sr. Manager andabove.
4.9. Qualifying period, as fixed, shall be to determine the eligibility of executives for
consideration for promotion to the next higher grade / post and hence mere fulfillment of
eligibility criteria will not confer any right on promotion to the executive or even right for
consideration for promotion if not covered under sub-para 4.6 above.
4.10 In case where an executive is senior in the seniority list but has not completed the
qualifying service on the relevant cutoff date, he shall also be considered for promotion
along-with his juniors (who have completed the qualifying service on the relevant cutoff
date). This dispensation shall, however, be given to an executive only once in his entire
service career. The short fall in the qualifying period of the senior employee Vis-a Vis his
junior in the same panel will be notional and with effect from the date the employee
completes eligibility period for promotion. His inter-se-seniority shall also remain
unaltered unless determined otherwise by the DPC (in case of promotion by selection
only).
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5. CLUSTERS OF SCALES / GRADES
5.1 For the purpose of promotion and career planning of executives, scales of pay shall be
grouped in the following cluster :
Cluster Grade Code Scale of pay (IDA) (in Rs)
A E-2, E-2A, E-3,
E-4 & E-5
8600-330(2)-350-370-380-400-420-430-
450-470-490-510-530-540-14600
6. SENIORITY
6.1 All the Executives of the corporation will be grouped in four broad cadres, namely
Technical, Finance, Human Resources and others. The broad cadres shall be sub-divided
into smaller cadres for the purpose of seniority and line of promotion as under:-
a) Technical Cadre
- Civil Engineering
- Power Engineering (Electrical Engineering, Electronics and Mechanical
Engineering)
- Geology including Geo-physics and Research (vide O/o No.30/2000 dated 20.4.2000).
- Environment - Contracts & Procurement
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b) Executives who are initially appointed for Contracts & Procurement division shall be
allowed to exercise their option to switch over to other disciplines.
c) Human Resources
d) Other Cadres
- Medical
6.2 Officers posted to Vigilance Department & HRD Division on tenure appointment shall
continue to carry their seniority in their parent sub-cadre.
6.3 The sub cadres of Technical Cadre shall merge in the Broad Technical Cadre for
promotion to the post of General Manager.
6. A. Line of Promotion
(i) The line of promotion of Assistant Executive Draftsman (E-I) shall be upto the level
of Executive Draftsman i.e. E-2A scale.
(ii) The line of promotion of Assistant Photo Officer (E-I) shall be upto the level of Photo
Officer i.e. E-2A scale.
The Executives holding higher posts / scale of pay other than those indicated in (i) and
(ii) above shall be personal to the individuals.
(Rule 6.A included vide Office Order No. 23/98 dated 27.3.1998.
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7. For the purpose of promotion to E-2 grade, following quota shall be provided for internal
officers :
Categories Promotion Direct
Recruitment
Not
(i) Technical Cadre 25% 75%
(ii) HR and F&A 25% 75%*
8. MINIMUM QUALIFYING PERIOD
The qualifying period for promotion shall be as under:
Salary Grade Qualifying Period
From To Diploma Holders/
Graduate
(Years)
EngineeringGraduates/
Professionally
Qualified
(Years)
E-1
E-2
E-2A
E-3
E-2
E-2A
E-3
E-4
4
1
5
5
3
1
4
4
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E-4
E-5
E-6
E-7
E-8
E-5
E-6
E-7
E-8
E-9
5
-
-
-
-
4
3
3
4
2
8.1 In order to encourage employees to acquire higher educational qualifications leading to
improved performance, due weight age has been provided in the qualifying period for
promotion.
8.2 An officer who is a Diploma Holder in Engineering in Technical Cadre shall be
considered for promotion beyond the post of Manager only after he acquires qualification
equivalent to Degree in Engineering. Similarly, an officer who is Graduate in F&A and
HR Cadre shall be considered for promotion beyond the post of Manager only after he
acquires professional qualifications as enumerated in Annexure to this policy.
8.3 For promotion to Executive post (E-1) level from the Supervisory Cadre in F&A and HR
cadres, the minimum qualification shall be Graduate.
8.4 Since linkage of promotion to educational qualification has been introduced in this
policy, it has become necessary to provide time to the existing employees to acquire the
required educational qualification. Those employees who do not possess the requisite
qualification, will be considered for the promotion to the next higher grade on their
becoming eligible for promotion, but they will become eligible for further promotion
only after acquiring of the requisite qualifications.
8.5 EOL on medical grounds up to the permissible limits defined in the Leave Rules of the
Corporation shall count as qualifying period for promotion.
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8.6 Period spent on Extra Ordinary Leave (EOL) for prosecuting higher scientific,
technical /professional studies, provided such a study is in the interest of the
Corporations work and is helpful in the efficient discharge of duties of the Executives
shall also count as qualifying period for promotion, provided further; the employee
completes his study successfully.
8.7 The period on probation shall be counted towards qualifying period for considering an
executive for promotion under this rule. The extended period of probation shall not be
counted towards eligibility period for promotion
8.8 The executives of NHPC going on deputation to some other PSUs/Autonomous Body/
Central Government shall be entitled for Performa promotion in NHPC. The promotion
will be effective only after the executive reverts back to the Corporation.
8.9 Period spent on extra ordinary leave (EOL) on any ground other than the grounds as
given above in paras 8.5 and 8.6 shall not be counted as qualifying period for considering
an executive for promotion under these rules.
8.10 The following shall exclude from eligibility period for further promotion:-
(a) The period of stay by an employee at a particular Project / Station / Office where he has
been posted on request directly by self verbally or in writing or at the behest of the
Project Head or through request made by fellow employee, representation or through
external pressure for transfer to a particular Region / Station
(b) The period of an employee under transfer who does not join his new place of posting
after relieving within the stipulated period for any reason, whatsoever.
9. APPRAISAL SYSTEM / PERFORMANCE APPRAISAL REPORT (PAR)
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9.1 Performance appraisal system in operation for the executives of the Corporation as
modified from time to time, will generally provide the basis for determination of merit,
efficiency, potential and suitability of an executive for position of higher responsibility in
the appropriate higher grade / post.
9.2 The appraisal year will be the Calendar year beginning from the first of January, up-to the
31st of December for all Executives.
9.3 Performance Appraisal Report for any period less than four months in an appraisal year
shall not be taken into consideration for the purpose of promotion. However, where two
or more reports are written in any appraisal year by reason of any executive having been
posted under different officers, the Appraisal Report for the longer duration shall be taken
into account.
9.4 In case where an executive has been granted extra ordinary leave (EOL) on grounds as
given in para 8.5 and 8.6 above, the Performance Appraisal Report (PAR) for the period
he remains on EOL (on grounds as given in paras 8.5 and 8.6) shall be the same as the
PAR written just before the employee proceeds on EOL.
9.5 Except in case of fresh appointments, the DPC shall consider Appraisal Reports for a
period of five years immediately preceding the year of assessment including the last
appraisal report. In case of fresh appointment where five appraisal Reports may not be
available, the DPC shall take into consideration all appraisal Reports for the period of
eligibility and average of 4 reports shall be taken as the rating for the 5th year.
9.6 The appraisal system will be on a 5 point scale i.e. "Outstanding", "Very Good", "Good",
"Average" and "Poor", as defined in the Appraisal Formats.
9.7 The DPC in case of wide variance in the appraisal ratings of Initiating Officer /
Reviewing Officer / Accepting Officer, which is not supported by reasons, may moderate
the appraisal rating keeping in view the performance reflected in the earlier Appraisal
Reports.
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9.8 The Departmental Promotion Committee shall be constituted only once in a year effective
from 1st April.
10. CONSTITUTION AND ROLE OF DEPARTMENTAL PROMOTION COMMITTEE
(DPC)
10.1 CMD shall have the powers to constitute the Departmental Promotion Committee (DPC)
as considered appropriate by him, from time to time.
10.2 DPC shall consider the suitability or otherwise of the eligible employees/executives for
promotion to the appropriate next higher grade/post, on the basis of their qualification,
service in the grade, performance and potential as reflected in the Appraisal Reports,
Interview (wherever applicable) and other documents, relevant records in the personal
files and any other information/reports having a bearing on the suitability for assuming
positions in the next higher grade / post.
10.3 The DPC shall take into consideration the Performance Appraisal Reports for the last five
years immediately preceding the cut out date of consideration for promotion. In case of
fresh appointee, the average of four appraisal reports shall be taken as rating for the fifth
year.
10.4 While considering promotions to the grade / post of Engineer (E-2) and above upto and
including the grade/post of Manager (E-5) after taking into account all relevant factors,
the DPC will award upto a maximum of 10 marks to each eligible executive keeping in
view:
10.4.1The desirability of according special recognition to experience and performance in the
discipline consistent with the companys priorities.
10.4.2 The need to ensure uniformity, consistency and equitability.
10.4.3 Potential and suitability for the specific job position to which he is to be promoted.
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10.4.4 General conduct, personality, aptitude, sense of involvement, commitment to the
organization etc. and
10.4.5 The upward or downward trend in the appraisal ratings. In case of upward trend, the DPC
might consider awarding higher marks as compared to the cases where there has been a
downward trend, other things remaining equal.
10.5 The DPC shall interview executives in the grades of E-5 and above with a view to
ascertain their suitability for the next higher position. Marks for interview shall be
awarded by the DPC taking into consideration factors like educational qualifications,
professional knowledge, ability to reason out logically, presentation of ideas coherently,
environmental awareness, leadership, potential for decision making, communication
skills, commitment to the organization etc.
10.6 Subject to fulfillment of the principles, minimum criteria and other conditions as laid
down herein and subject to other relevant rules and orders in force in the Corporation, the DPC
shall recommend for the approval of the Chairman and Managing Director or any competent
authority, a panel of names of eligible employees / executives, who are considered suitable for
promotion to positions in the next higher grades/ posts. Where the CMD himself is the Chairman
of the DPC, the said panel shall be deemed to have been approved. The panel so approved shall
constitute the basis and authority for promotion of employees / executives to the appropriate
higher grade / post.
10.7 HR Department shall provide all necessary support to the DPC including constitution and
convening of meetings of DPC, recording of minutes, furnishing of information and
records, analysis and report on the Appraisal Ratings, available vacancies, etc.
11.1 Promotion of these categories shall be on the basis of seniority subject to suitability and
factors as mentioned herein shall be taken into consideration.
11.2 HR Department shall prepare a statement of all eligible candidates and submit to the DPC
along with the Performance appraisal Report (PARs) of the candidates.
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11.3 PERFORMANCE APPRAISAL REPORTS - 25 MARKS
Performance Appraisal Reports shall constitute 25 marks in all. The appraisal system will
be on a five points scale i.e. Outstanding, Very good, Good, Average and Poor. Each of
these ratings has been defined in the formats of Appraisal reports. For the purpose of
aggregation marks shall be allotted to various ratings as under
Outstanding 05
Very Good 04
Good 03
Average 02
Poor 00
11.4 An executive whose Performance Appraisal report in any of the last three years is poor
immediately preceding the year of consideration shall not be considered for promotion by
the DPC, Adverse entries in the PAR shall also be taken into consideration by the DPC.
While considering suitability of an executive for the next higher grade / post, DPC shall
take the following factors into consideration:
11.4.1 Adverse remarks communicated to the individual, if any.
11.4.2 Integrity and / or case of moral turpitude; and
11.4.3 Potential evaluation as reflected in PARs.
11.5 WEIGHTAGE FOR SENIORITY - 30 MARKS
The DPC shall award a total of 30 marks for seniority in the grade. 5 marks shall be
awarded per year of service in the grade subject to the maximum of 30 marks.
Note: In case of Promotions from E-1 to E-2, 20 marks will be awarded towards the
eligibility period irrespective of qualifying period 3/4 years. For subsequent each
completed year in the grade, additional 5 marks per year of service will be awarded to a
maximum of 30 marks in total.
11.6 QUALIFYING MARKS
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Marks secured by each eligible candidate in terms of sub-paras 10.4, 11.3 and 11.5 shall
be aggregated and those securing a minimum of 36.4 marks in case of General
Candidates and 31.2 marks in case of SC / ST Candidates shall qualify for promotion
subject to the condition that the candidate must secure a minimum of 17 marks in case of
General Candidates and 15 marks in case of SC / ST Candidates in Performance
Appraisal Report
11.7 SENIORITY ON PROMOTION
On promotion, the inter-se seniority of an executive in the lower grade / post shall remain
unchanged.
12. PROMOTION FROM MANAGER (E-5) TO SENIOR MANAGER (E-6) ANDABOVE.
12.1 Promotion from Manager to senior manager and above shall be based on selection with
seniority taking a secondary role and factors as mentioned here in below shall be taken into
consideration.
12.2 PERFORMANCE APPRAISAL REPORTS - 60 MARKS
Performance Appraisal Reports shall constitute 60 marks in all. The appraisal system will
be on a five points scale i.e. Outstanding, Very good, Good, Average and poor. Each of these
ratings has been defined in the formats of appraisal reports. For the purpose of aggregation marks
shall be allotted to various ratings as under:
Outstanding 12
Very Good 10
Good 08
Average 06
Poor 00
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12.3 An executive whose Performance Appraisal report for any of the three years is poor
immediately preceding the year of consideration shall not be considered for promotion by
the DPC. Adverse entries in the PARs shall also be taken into consideration by the DPC.
The minimum qualifying marks for promotion in PAR shall be 46.
12.4 INTERVIEW 30 MARKS
The DPC will award up-to a maximum of 30 marks to each eligible executive for
interview in terms of sub-para 10.5 above, keeping in view the relevant factors defined
therein.
12.5 QUALIFYING MARKS
Marks secured by each eligible candidate in terms of sub-paras 12.2 and 12.4 shall be
aggregated. To qualify for promotion each eligible candidate must secure a minimum
aggregate of 58.5 marks in case of General Candidates and 54 marks in case of SC/ST
Candidates subject to the condition that the candidate must secure a minimum of 15
marks in case of General Candidates and 13 marks in case of SC/ST Candidates in the
interview.
12.6 CRITERIA FOR PROMOTION
While preparing panel for promotion from Manager to Senior Manager, unless there is
difference of three marks, the seniority should not be disturbed. But in case of promotion
to chief Engineer / Chief and above the panel of officers for promotion shall be strictly on
merit.
13. TRANSFER ON PROMOTION
13.1 If any executive is promoted and transferred to another project / unit/ office, his
promotion shall become effective from the notified date only after assumption of charge
at the new station of posting in terms of para 13.3 below.
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13.2 In case any executive who is promoted and transferred to another project / unit/ office
refuses to accept the orders or fails to join within the stipulated period, he shall forfeit his
promotion.
13.3 A period of one month, including normal joining time shall be given to an executive to
join his new place of posting on transfer. In case an executive cannot assume charge
because of personal reasons or due to exigency of corporations work, this period can be
relaxed by one more month with the approval of Director (HR)/ CMD as the case may be.
14. TIME FOR CONSIDERING PROMOTIONS
14.1 Promotions shall be considered once a year.
14.2 The promotion shall be effective from 1st April, or the date of issue of order as may be
specified. This is, however, subject to para 13 above.
15. PROBATION ON PROMOTION
15.1 All Executives promoted to the grades of Senior manager ( E-6) and above shall be
placed on probation for a period of one year. Depending on performance, the
probationary period may be extended. The period of probation will not be deemed to
have been completed unless informed in writing. Order regarding clearance of probationperiod will be issued within one month from completion of probationary period.
PRESCRIBED MINIMUM QUALIFICATIONS FOR DIFFERENT DISCIPLINES
FOR CONSIDERIG PROMOTION BEYOND THE POST OF MANAGER
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S.No. Discipline Qualification prescribed
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1 Human Resources*1
Post Graduate Diploma in Personnel Management (Two years
duration) from recognized university / institution or Masters
Degree in Business Administration with specialization in
Personnel Management and Industrial Relations or Master of
Social Work.
2.Corporate
Communication*2
Post Graduate Diploma in Public Relations, Journalism or
equivalent qualification from recognized University or
Institution.
3. Finance
CA/ICWA or Post Graduate Degree in Business management
(Two years duration) with Specialization in Finance and
Accounts from recognized University or Institution.
4. LibraryPost Graduate Diploma ( one year duration) in Library Science
or Bachelors Degree (Two years duration ) in Library Science.
5. Fire & Safety
Degree in Physics or Chemistry with
(a) Advance Diploma from National Fire Service College
(NFSC), Nagpur or pass in Graduateship examination of
Institute of Engineers, England or equivalent.
(b) Degree or Diploma in Industrial Safety and recognized
Diploma in any branch or Engineering or Technology.
6. Research M.Sc. from recognized University.
7. EnvironmentMasters Degree in Subjects viz. Environment / Botany / Zoology
/ Geology / Forestry / Horticulture / Sociology / Social Work.
8. IT *3B.E./ MCA/ Level "B" Examination from Institution approved
by Department of Electronics.
9 Consultancy Masters in Business Administration with specialisation in
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Marketing Management / Business Development.
PROMOTION POLICY AND RULES FOR SUPERVISORS
1 TITLE
These rules shall be known as Promotion Policy and Rules for Supervisors.
2 PRINCIPLE AND OBJECTIVE
The guiding principles underlying the Promotion Policy of the Corporation aim at
providing and maintaining the appropriate resources and environment for the
effectiveness, efficiency and satisfaction of its employees and motivating them to apply
and develop their abilities and capacities to achieve the objectives of Organization. It will
be the Policy of the Corporation to provide its employees with appropriate opportunity,
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3.4 Corporation shall mean National Hydroelectric Power Corporation Limited and
includes Projects/ Power Stations / Units /Offices under its administrative control.
3.5 Disciplinary Authority shall mean an authority specified under NHPC Conduct
Discipline and Appeal Rules.
3.6 "Supervisor" shall mean all regular employees of the Corporation in the supervisory
post(s) classified in Rule 4 below.
4. CLASSIFICATION
For purposes of promotion, employees of supervisory category are classified as under: -
Supervisory Post(s) Pay Scales
(Grade Code)
S-1 Rs. 7900-3 5%-13700
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S-2 Rs. 8600-3.5%-14920
S-3 Rs. 9300-3.5% 15590
S-4 Rs. 10000-4%-16000
5. PROMOTION RULES
i. Promotions in the Supervisory level i.e., S-1 to S-2, S-2 to S-3, S-3 to S-4 and S-
2/S-3/S-4 to E-1 being central post(s), shall be made centrally by the Corporate
Office
ii. Promotions within the Supervisory Group will be based on seniority subject to
suitability i.e., the senior most person shall be promoted first than his junior
unless the senior is found unfit for promotion.
iii. Promotions within the Supervisory Post(s) will be time bound as per qualifying
period prescribed in Rule 6 without any vacancy constraints, subject to fulfillment
of other conditions for promotion.
iv. Promotions from Supervisory Post(s) to Executive Grade E-1 will be subject to
availability of vacancy, interview, written & trade test to ascertain their
suitability. Marks for interview shall be awarded by the DPC taking into
consideration factors like educational qualifications, professional knowledge, and
presentation of ideas coherently, communication skills, commitment to the
organization etc.
v. Selection for promotion from Supervisory post(s) to Executive Grade E-1 shall be
made on the basis of merit with seniority taking secondary role.
vi. The qualifying period as fixed will only enable the employee for consideration"
for promotion to the higher grade; completion of such period will not confer any
right on any employee for automatic promotion to higher grade.
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S-2 S-3 5 Years -
S-3 S-4 10/15 years Engineering Disciplines:
10 years for Supervisors having ITI / professional
certificate in the relevant trade & 15 years for
other cases
Non-Engineering Disciplines:
10 years for Supervisors having Intermediate /
10+2 & 15 years for other cases
b. The qualifying period for promotion from Supervisory grade(s) to the Executive grade E-1
shall be as under:-
Requisite qualification for promotion to Executive Grade E-1
Discipline Requisite qualification(s)
Engineering/Survey 3 years Diploma in Engg. in relevant discipline / 3 years Diploma in
survey
Human Resource Graduation, shall be designated as AAO
Graduation with PG Dip. in Personnel Management / IR / HR shall
be designated as APO
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Secretarial Staff,
Photography, Vigilance,
Security
Graduate
Finance Graduation with SAS / SAE / CA(Inter) / ICWA (Inter) /
MBA(Finance) or equivalent
IT&C Graduation with A level Examination / BCA / B.Sc.(IT)
Draughtsman ITI in Draughtsman ship (2 years duration)
Library Graduation with 1 year P.G. Diploma in Lib. Science / B. Lib.
Science
Public Relation Graduation with 1 year Diploma in PR / Journalism
Law LL.B.(3 years duration)
Hindi P.G. in English with Hindi as a subject in Graduation or P.G. in Hindi
with English as a subject in Graduation
Analyst/Statistics Post Graduation in Economics/Maths/Statistics
6.1 Having regard to the consideration that 'qualifying period' for promotion mentioned in
Rule-6 above of these Rules is reckoned as on 1st April of a year in term of what is
stipulated in Rule -5 of Seniority Rules which, in effect, may debar an employee otherwise
'senior' under Rule-2 of "NHPC Rules for regulating seniority of employees" vis-a-vis his
junior in certain circumstances, in such cases, the 'senior' employee will be considered for
promotion along with his 'juniors' (who have completed the qualifying period of service
under Rule-6 of these Rules).
6.2 The shortfall in the qualifying period of the senior employee vis-a-vis his junior in the same
panel will be notional and financial effect to the senior employee will be given w.e.f. the
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date the employee completes eligibility period for promotion; this dispensation will,
therefore, be given only once in the entire service career of the concerned employee.
6.3 EOL on medical grounds up to the permissible limits defined in the Leave Rules of The
Corporation shall count as qualifying period for promotion.
6.4 Period spent on Extra Ordinary Leave (EOL) for prosecuting higher scientific,
technical/professional studies, provided such a study is in the interest of the Corporation's
work and is helpful in the efficient discharge of duties of the supervisor shall also count as
qualifying period for promotion, provided further, the employee completes his study
successfully.
6.5 The period on probation shall be counted towards qualifying period for considering a
supervisor for promotion under this rule. The extended period of probation shall not be
counted towards eligibility period for promotion.
6.6 The supervisors of NHPC going on deputation to some other PSUs / Autonomous Body /
Central Government shall be entitled for Performa promotion in NHPC. The promotion
will be effective only after the supervisor reverts back to the Corporation.
6.7 Period spent on extra ordinary leave (EOL) on any ground other than the grounds as
given above in paras 6.3 and 6.4 shall not be counted as qualifying period for considering
a supervisor for promotion under these rules.
6.8 The following shall exclude from eligibility period for further promotion:-
(a) The period of stay by an employee at a particular Project / Station / Office where he has
been posted on request directly by self verbally or in writing or at the behest of the
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project Head or through request made by fellow employee, representation or through
external pressure for transfer to a particular Region / Station.
(b) The period of an employee under transfer who does not join his new place of posting
after relieving within the stipulated period for any reason, whatsoever."
7. TIME FOR CONSIDERING PROMOTIONS
8. CONSTITUTION AND ROLE OF DEPARTMENTAL PROMOTION
COMMITTEE (DPC)
8.1 Chief (HR) shall have the powers to constitute the Departmental Promotion Committee
(DPC) once a year.
8.2 DPC shall consider the suitability or otherwise of the eligible supervisors for promotion
to the appropriate next higher grade/post, on the basis of their qualification, service in the
grade, performance and potential as reflected in the Appraisal Reports and other
documents, relevant records in the personal files and any other information/reports
having a bearing on the suitability for assuming positions in the next higher grade / post.
8.3 The DPC shall take into consideration the Performance Appraisal Reports for the last five
years immediately preceding the cut out date of consideration for promotion. In case of
fresh appointee, the average of four appraisal reports shall be taken as rating for the fifth
year.
8.4 Subject to fulfillment of the principles, minimum criteria and other conditions as laid
down herein and subject to other relevant rules and orders in force in the Corporation, the
DPC shall recommend for the approval of the competent authority, a panel of names of
eligible supervisors, who are considered suitable for promotion to positions in the next
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higher grades / posts. The panel so approved shall constitute the basis and authority for
promotion of supervisors to the appropriate higher grade / post.
8.5 Human Resources Department shall provide all necessary support to the DPC including
constitution and convening of meetings of DPC, recording of minutes, furnishing of
information and records, analysis and report on the Appraisal Ratings, available
vacancies, etc. Personnel Department shall prepare a statement of all eligible candidates
and submit to the DPC along with the Performance Appraisal Reports (PARs) of the
candidates.
9. PROMOTION FROM Grade S-1 to Grade S-2, Grade S-2 to Grade S-3 and Grade S-3
to Grade S-4
9.1 PERFORMANCE APPRAISAL REPORTS -25 MARKS
9.1.1 Performance Appraisal Reports shall constitute 25 marks in all. The appraisal system will
be on a five points scale i.e. Outstanding, Very good, Good, Average and Poor. Each of
these ratings has been defined in the formats of Appraisal reports. For the purpose of
aggregation marks shall be allotted to various ratings as under: -
Outstanding 05
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Very Good 04
Good 03
Average 02
Poor 00
9.1.2 A supervisor, whos Performance Appraisal Report in any of the last three years is poor
immediately proceeding the year of consideration, shall not be considered for promotion by the
DPC, Adverse entries in the PAR shall also be taken into consideration by the DPC. While
considering suitability of a supervisor for the next higher grade / post, DPC shall take the
following factors into consideration:
i Adverse remarks communicated to the individual, if any.
ii Integrity and / or case of moral turpitude; and
iii Potential evaluation as reflected in PARs.
9.2 QUALIFYING MARKS
Those securing a minimum of 15 marks in case of General candidates and 13 marks in
case of SC/ST candidates shall qualify for promotion.
9.3 SENIORITY ON PROMOTION
On promotion, the inter-se seniority of a supervisor in the lower grade/ post shall remain
unchanged.
10. PROMOTION FROM Grade S-2, S-3, S-4 to Grade E-1
10.1 PERFORMANCE APPRAISAL REPORTS -25 MARKS
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10.1.1 Performance Appraisal Reports shall constitute 25 marks in all. The appraisal system will
be on a five points scale i.e. Outstanding, Very good, Good, Average and poor. Each of these
ratings has been defined in the formats of appraisal reports. For the purpose of aggregation marks
shall be allotted to various ratings as under:
Outstanding 05
Very Good 04
Good 03
Average 02
Poor 00
10.1.2 A supervisor, whos Performance Appraisal Report in any of the last three years is poor
immediately proceeding the year of consideration, shall not be considered for
promotion by the DPC, Adverse entries in the PAR shall also be taken into
consideration by the DPC. While considering suitability of a supervisor for the next
higher grade/post, DPC shall take the following factors into consideration:
i Adverse remarks communicated to the individual, if any.
ii Integrity and /or case of moral turpitude; and
iii Potential evaluation as reflected in PARs.
10.2 WRITTEN & TRADE TEST 45 Marks
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Eligible candidate will have to qualify written test and trade test carrying 45 marks in
which he has to secure 25 marks.
10.3 MARKS FOR INTERVIEW -30 MARKS
Eligible candidate will be subject to interview by the committee to test his/her
professional knowledge, aptitude and attitude for assuming executive post and will be
awarded a maximum of 30 marks.
10.4 QUALIFYING MARKS
Those securing a minimum of 58 marks with minimum 25 marks in written & trade test,
18 marks in interview and minimum 15 marks in PARs in case of General category
candidates; 53 marks with minimum of 25 marks in written & trade test, 15 marks in
interview and minimum 13 marks in PARs in case of SC/ST candidates shall qualify for
promotion.
10.5 SENIORITY ON PROMOTION
On promotion to Executive Grade E-1, seniority will be strictly on the basis of merit.
11. PROCEDURE TO BE FOLLOWED IN RESPECT OF CANDIDATES CALLED
FOR INTERVIEW FOR PROMOTION BUT DO NOT ATTEND / DECLINE
ORDER.
11.1 An employee in supervisory grade who has been called for interview for considering
promotion to the next higher grade /post declines to attend the interview, shall be
considered again only in the next DPC.
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11.2 In case a supervisor due to reasons beyond his control such as late receipt of intimation,
blockade of roads due to landslides, self-sickness is unable to attend the interview; he
shall be given another opportunity for consideration before the same DPC. However, the
DPC proceedings could be finalized subject to equal numbers of vacancies are not filled
up till the case of such supervisors is finalized.
12. PROCEDURE FOR DEALING WITH PROMOTION OF SUPERVISOR
AGAINST WHOM ENQUIRY / DISCIPLINARY PROCEEDINGS ARE
PENDING.
12.1 Supervisor falling in any of the categories mentioned in sub-paras 12.1.1 to 12.1.4 below
shall not be debarred from consideration for promotion. For such supervisor, 'the sealed
cover procedure' shall be followed;
12.1.1 Supervisor placed under suspension.
12.1.2 Supervisor against whom a charge sheet has been issued on allegation of corruption,
bribery or other misconduct and / or enquiry is in progress either by the CBI or any
other agency, departmental or otherwise.
12.1.3 Supervisor against whom disciplinary proceedings are pending or a decision has been
taken to accord sanction for prosecution.
12.1.4 Supervisor against whom prosecution for a criminal charge is pending or sanction for
prosecution is issued or a decision has been taken to accord sanction for prosecution.
12.2 In case of Supervisor covered under sub-para 12.1 above, a certificate shall be
furnished by the concerned Disciplinary Authority to Vigilance Section in Corporate
Office, who will in turn give vigilance clearance in respect of these supervisors
eligible for consideration for promotion
12.3 The DPC shall assess the suitability of the Supervisor coming within the purview of the
circumstances mentioned in sub-para 12.1 above along-with other eligible candidates
without taking into consideration the disciplinary case /criminal prosecution pending or
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contemplated against the Supervisor or where the investigation is in progress and the
assessment of the DPC including" Unfit for promotion", shall be kept in a sealed cover.
The cover shall be super scribed 'Findings regarding suitability for promotion to the
grade/post of _________ in respect of Shri __________ (name of the Supervisor). Not
to be opened till the termination of the disciplinary case /criminal prosecution against
Sh __________. The proceedings of the DPC need only contain the note "the findings
are contained in the attached sealed cover."
12.4 The procedure outlined in para 12.3 above, shall be followed by the subsequent DPCs
convened till the disciplinary case/ criminal prosecution/ investigation pending or
contemplated against the Supervisor concerned is concluded.
12.5 On the conclusion of the disciplinary case / criminal prosecution or an investigation
which results in dropping of allegation or complaints against the Supervisor, the sealed
cover or covers shall be opened.
12.6 In case the Supervisor is completely exonerated, the due date of his promotion will be
determined with reference to the position assigned to him in the findings kept in the
sealed cover/covers and with reference to the date of promotion of his next junior on
the basis of such position. The Supervisor may be promoted notionally with reference to
the date of promotion of his junior. However, whether the Supervisor concerned will be
entitled to any arrears of pay for the period of notional promotion preceding the date of
actual promotion, and if so to what extent, will be decided by the Appointing Authority
by taking into consideration all the facts and circumstances of the disciplinary
proceeding /criminal prosecution. Where the authority denies arrears of salary or part of
it, it will record its reasons for doing so. It is not possible to anticipate and enumerate
exhaustively all the circumstances under which such denials of arrears of salary or part
of it may become necessary. However, there may be cases where the proceedingswhether disciplinary or criminal are for example delayed at the instance of the employee
or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings
is with benefit of doubt or on account of non-availability of evidence due to the acts
attributable to the employee, etc. These are only some of the circumstances where such
denial can be justified.
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12.7 If any penalty, minor (including censure) or major, is imposed on the Supervisor as a
result of the disciplinary proceedings or if he is found guilty in the criminal prosecution
against him, the findings of the sealed cover/covers shall not be acted upon and his case
for promotion shall be considered by the next DPC in the normal course and having
regard to the penalty imposed on him.
12.8 Cases of all Supervisors in respect of whom DPC proceedings have been kept in sealed
covers shall be reviewed after six months from the date of convening of the DPC, by a
Committee duly constituted by CMD, keeping in view the progress made in the
disciplinary proceedings / criminal prosecution and further measures to be taken to
expedite their completion.
12.9 Whenever some penalty (minor or major) is imposed on the Supervisor as a result of the
disciplinary proceeding, he shall not be considered for promotion by the DPC until the
period of his penalty comes to an end.
13. EXTENDED PROCEEDINGS
13.1 In cases where the disciplinary / court proceedings are not concluded even after the
expiry of two years from the date from which the Supervisor had first been considered for
promotion but his promotion had been kept in abeyance because of such proceedings,
provided the supervisor is not under suspension, the Competent Authority shall review
his case to consider the desirability of giving him ad hoc promotion keeping in view the
following aspects:
13.1.1 Whether the promotion will be against the Corporation's interest;
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13.1.2 Whether the charges are grave enough to warrant continued denial of promotion;
13.1.3 Whether there is no likelihood of the case coming to a conclusion in the near future;
13.1.4 Whether the delay in the finalization of proceedings, departmental or in a court of law
or the investigation is not directly or indirectly attributable to the employee concerned;
and
13.1.5 Whether there is any likelihood of misuse of official position which the employee may
occupy after ad hoc promotion, which may adversely affect the conduct of the
departmental case / criminal prosecution. The appointing authority should also consult
the Central Bureau of Investigation and take their views into account where
departmental proceedings or criminal prosecution arose out of the investigations
conducted by the Central Bureau of Investigations.
13.2 In case the disciplinary authority comes to the conclusion that it would not be against
the Corporation's interest to allow ad hoc promotion to the Supervisor, his case shall be
placed before the Competent Authority after the expiry of two years period to decide
whether the Supervisor is suitable for promotion on ad-hoc promotion or not when the
13.3 Where a decision is taken to promote a Supervisor on ad-hoc as indicated above, an
order of promotion shall be issued making it clear in the order itself that
13.3.1 The promotion is being made on purely adhoc basis and the ad-hoc promotion shall not
confer any right for regular promotion, and
13.3.2 The promotion shall be "until further orders". It shall also be indicated in the orders that
the Competent Authority reserves the right to cancel the ad-hoc promotion and revert
the supervisor to the grade/post from which he was promoted at any time.
13.4 Where the Supervisor concerned is acquitted in the criminal prosecution on the merits of
the case or is fully exonerated in departmental disciplinary proceedings, or the
investigation did not lead to criminal prosecution /disciplinary proceedings, the ad-hoc
promotion, already made shall be confirmed and the promotion treated as a regular one
from the date of the adhoc promotion with all attended benefits.
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13.5 Where the acquittal in a court case is not on merits in the criminal prosecution but purely
on technical grounds and the Corporation either proposes to take up the matter to higher
court or to proceed against the Supervisor departmentally or if the Supervisor is not
exonerated in the departmental proceedings, the ad-hoc promotion granted to him shall
be brought to an end.
13.6 Where the acquittal by the court is on technical grounds and the Corporation does not
propose to go in appeal to a higher court or to take further departmental action,
promotion shall be regulated in the same manner as if the supervisor had been acquitted
by the Court on merits as given in para 13.4 above.
13.7 A Supervisor shall be granted only one ad-hoc promotion and shall not be considered for
any subsequent promotion regular or ad-hoc notwithstanding the fact he has completed
the qualifying service with reference to the date of his ad hoc promotion.
13.8 A Supervisor who is recommended for promotion by the DPC but in whose case any of
the circumstances mentioned in para 12.1 above arise after the recommendations of the
DPC are received but before he is actually promoted shall be considered as if his case
has been placed in sealed cover by the DPC and he shall not be promoted until he is
completely exonerated of the charge against him and all other rules mentioned above
shall be applicable in his case also.
14. EFFECT OF PENALTY ON PROMOTION
14.1 In case where any employee is awarded any minor penalty under the Conduct, Discipline
& Appeal Rules, he shall be debarred for promotion for a period of one year.
14.2 In case where any employee is awarded major penalty under the Conduct, Discipline &
Appeal Rules, he shall be debarred for promotion for a period of two years.
15. APPEALS
A Supervisor who is aggrieved by an order of promotion on the ground that he has been
superseded may appeal or represent his case to the competent authority through proper channel.
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Representations / appeal must be submitted within 45 days of the date of notification of
promotion.
16. RESERVATION OF POSTS
The directives of Central Government regarding reservation of posts for Scheduled
Castes, Scheduled Tribes, Ex-Servicemen and other categories, if any, issued from time
to time, shall be followed.
17. RELAXATION
The Chairman & Managing Director at his discretion can relax any of these Rules to
mitigate the cases of hardship or to meet organizational requirements.
PROMOTION POLICY OF WORKMEN, TEACHING AND PARAMEDICAL STAFF
APPLICABILITY
This scheme will be applicable to regular *2 workmen covered under Industrial Disputes Act,
1947 and come into force.
The line of promotion for Teaching and Para-Medical staff is shown at Annexure-X &
Annexure-XI.
1. OBJECTIVE
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(a) To provide all workmen with equality of opportunity in growth and career prospects.
(b) To provide for a system this is conducive to equity, fairness and objectivity in
matters concerning promotions of workmen.
(c) To ensure uniformity and consistency in the promotion of workmen in the
Corporation.
(d) To recognize and reward workmen for their contribution to the growth of the
organization.
(e) To sustain the high morale of the workmen by informing them of the promotion
opportunities existing in the organization and the manner in which such promotions
will be effected.
2. GENERAL PRINCIPLES AND GUIDELINES
The following principles will be taken into account in promotion from one grade to the
next higher grade.
2.1 Cluster of scales
The scales of pay will be grouped into the following clusters for the purpose of promotion of
workmen.
Cluster Category Grade
A Un-Skilled W-0*,W-1, W-2,
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B Semi-Skilled W-2,W-4,W-5,W-
C Skilled W-4, W-5, W-6, W-
D Highly skilled W8,W9
2.1.1 On acquiring required educational and technical qualification, wherever applicable,
workmen may be considered for appointment to respective induction levels of higher categories
(i.e. from unskilled / semi-skilled to semi-skilled / skilled category, subject to passing a trade test
followed by interview and availability of posts in higher categories.
2.2 CATEGORISATION
The designation of posts falling in un-skilled, semi-skilled, skilled and highly skilled categories
are given in Annexure-I
2.2.1 The designations marked as * shall be treated as personal to the concerned. However, line
of promotion of the respective category shall be available as personal.
2.3 On a review, certain posts / designations specified in Annexure -II have been re-
categorized from semiskilled to skilled category with effect from 1.7.97. This will not be
treated as promotion.
2.3.1 On their re-categorization, they shall be allowed to draw pay at the minimum of skilled
category of W-4 scale, and in case they are drawing pay higher than the minimum of W-4
scale, their pay shall be fixed in W-4 scale at the stage equal to the basic pay presently
drawn and if no such stage is available then at the immediate lower stage in the scale and
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All promotions under this policy will be from one scale of pay to the next without jumping
of any scale of pay except promotion from W-2 to W-4 in semi skilled cluster of pay scale.
4.1 PROMOTION WITHIN CLUSTERS:
4.1.1 Within each cluster promotion will not be linked with vacancies. However, the total
number of posts in each cluster will remain fixed.
4.1.2 Promotion within the cluster would be effected on the basis of the following criteria
(a) Minimum eligibility period would be five Years.
(b) The workmen promotions shall be considered based on the Performance Appraisal
Report during the last three years of eligibility period, Promotable grading shall mean
average and above.
(c) Disciplinary record & vigilance clearance as per rules.
5. PROMOTIONS FROM SKILLED TO HIGHLY SKILLED CATEGORY
a) The highly skilled category will be available for workmen in O&M Projects,
Corporate Office and Construction projects. The trade tests / selection to highly
skilled category will be carried out centrally. It shall be project /unit cadre and will be
vacancy oriented.
b) Workmen who are in W-7 scale will be considered for promotion to specified
categories in W-8 scale of pay in highly skilled category subject to passing of trade
test, and meeting the other eligibility requirement.
c) The workmen should have earned promotable grading in the Performance Appraisal
Report during the eligibility period in the scale of pay. Promotable grading shall
mean average and above.
d) Disciplinary record and vigilance clearance as per rules.
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(e) The eligibility period from skilled to highly skilled category in technical trades will
be as under:
Workmen having ITI / equivalent ITI qualification : 5 Years
Workman having qualification of Matric : 6 Years
Workman having qualification below Matric : 8 Years
f) The promotions from skilled to highly skilled category in Ministerial / Office based staff
will be subject to trade test and meeting other eligibility criteria as under :
Matriculate and above : 5 years
Non-Matriculate : 8 Years
g) Workmen in W-6 scale who have not been promoted for want of LOP and have rendered
service more than the eligibility period prescribed under this policy will be given weight age
for such excess service. The service beyond the normal eligibility period will be reckoned for
promotion to the post in W-8 scale of pay subject to the condition that such workman at least
renders two years service in the promoted post in W-7 grade.
5.1 DESIGNATION IN HIGHLY SKILLED CATEGORY
The designations in highly skilled category shall be limited. In order to provide
opportunities to all workmen in skilled cadre, the feeder categories for each designation has
been identified and shown at Annexure-III.
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5.2 Those designations which are not appearing in the feeder category of highly skilled will be
provided training accordingly to their skill and aptitude and thereafter will be adjusted in
the appropriate feeder category of highly skilled.
5A Promotion of workmen from Skilled to Supervisory Cadre.
i)Workmen in W-6 grade having qualification of Matric plus ITI from a recognized Institute and
after completion of 5 years service in W-6 grade shall be considered for promotion to the
Supervisory grade (S-2) in the concerned discipline subject to passing trade test including
Supervisory test and availability of vacancy.
However, as a special dispensation, the workmen in W-6 and W-7 grade as on 9.4.97 who are
Matriculate would also be considered for promotion to Supervisory grade ( S-2) as per conditions
stated above.
ii) Ministerial / Office based staff in W-6 grade having qualification of Intermediate / 10+2 or
equivalent from a recognized Institute with 5 years service in W-6 grade will be considered for
Supervisory post (S-2) subject to passing trade test or Supervisory test, interview and availability
of vacancy. However, as a special dispensation, workmen as on 9.4.97 in W-6 and W-7 grade,
who are Matriculate, would also be considered for promotion in Supervisory Grade (S-2) after
completion of 4 years service in W-6 grade.
iii) The post of Assistant foreman shall not be operated henceforth and the existing Assistant
Foremen shall be promoted in the existing line of promotion.
iv) All the supervisory categories (S-1, S-2 & S-3) will be in Central Cadre. Accordingly
promotions i.e. from workmen to supervisor and within supervisory category will be done
centrally by Corporate Office.
5B. General the following shall exclude from eligibility period of Workmen, Teaching &
Para-Medical Staff for further promotion:-
a) The period of stay by an employee at a particular Project/Station/Office where he has been
posted on request directly by self verbally or in writing or at the behest of the Project Head or
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through request made by fellow employee, representation or through external pressure for
transfer to a particular Region/Station.
b) The period of an employee under transfer who does not join his new place of posting after
relieving within the stipulated period for any reason, whatsoever.
6. TRAINING PROGRAMMES
The HRD Wing of the Project / C.O. will organize training programmed for the workmen to
improve their educational / technical qualifications.
7. SENIORITY
The seniority lists of the workmen discipline wise & grade wise shall be prepared / updated as on
31st December of every year and maintained by the concerned Projects/ C.O. HR Department
from time to time in accordance with the rules and shall be circulated.
8. ANNUAL PERFORMANCE REPORT: Annual Performance Report in respect of each
workman shall be maintained on the prescribed forms and is to be written as per rules. Such
reports shall be kept in the custody of the concerned HR Department.
9. RESERVATION FOR SC/ST
Reservation for SC/ST will be as per the directives of the Central Government issued from time
to time.
10. DEBARRING OF PROMOTION
In case where any workman is awarded minor penalty he shall be debarred for a period of one
year and in case of major penalty, he shall be debarred for a period of two years.
Clarification:
(a) Wherever the promotion has been delayed from the eligibility date for a period more than one
year, in case of minor penalty and more than two years in case of major penalty, due to
disciplinary proceedings (for no fault of the employee), Clause 10 as may be applicable, would
run concurrently with the currency of punishment.
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(b) If the employee completes his penalty before he becomes eligible for promotion, the
debarring period as per Clause 10, as the case may be, would commence from the date, he
becomes eligible for promotion.
11. PROCEDURE
Management shall frame procedure for holding DPC. Promotions shall be effective twice in a
year i.e. from 1st January and 1st July every year.
12. REDRESSAL OF GRIEVANCE
A workman aggrieved due to his non-promotion may take recourse of the prescribed grievance
machinery for redressal of the same.
13. AMENDMENTS
The management reserves the right to modify, cancel, add or amend any of these rules at any
time in consultation with Apex Unions.
14. DIVERSIFICATION
14.1 Workmen having qualification of AMIE/PGD/PGDM & IR/ Public relation / Labour Laws
etc. Shall be considered for appointment as "Trainee Officer / Engineer" in the concerned
discipline subject to availability of vacancy and following normal procedure of
recruitment. The condition of possessing supervisory experience shall not be applicable to
the departmental candidates.
15. REVIEW
15.1 The revised policy shall remain in operation for a period of 5 years and will be reviewed
thereafter.
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In order to remove the anomaly between work charged and regular workmen, a "Special Grade"
has been granted to workmen in the same trade in the regular categories of employees who
have not been promoted for want of Line of Promotion in regular cadre. This dispensation
will be available from the date the Special Grade has been given to work charged
workmen, the pay of such workmen will be notionally fixed and the financial benefits will
be given from 1.7.97.
Clarification:
1. The date of effect of special grade is 1.1.1988.
2. The special grade has been provided to certain work charged cadre designations as given
in Annexure-XII. Accordingly the employees in regular cadre with these designations are
to be given the special grade.
3. No other designation in regular cadre be provided the special grade, other than as
indicated in 2 above.
A. UNSKILLED
1. Attendant.
2. Beldar 3. Bearer/Dishcleaner
4. Helper
5. Mali
6. Security Guard
7. Safaiwala
8.* Dhobi
9.* Recanner
10. Valve House Attendant
1. Since the job specification of Messenger and Attendant are of similar nature, the existing
Messengers shall be considered as Attendant only. The