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A Presentation On New Performance Management System (PMS) In Airports Authority of India On 30 th May 2011 At Chandigarh. Core Functions of AAI. Development & Management of Airport Infrastructure Air Traffic Management and CNS Infrastructure. Span of Operations. - PowerPoint PPT Presentation
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A Presentation On New
Performance Management System (PMS) In
Airports Authority of IndiaOn 30th May 2011
At Chandigarh
Core Functions of AAICore Functions of AAI
•Development & Management of Airport Infrastructure •Air Traffic Management and CNS Infrastructure
AAI manages 115 airports including civil enclaves as:- 19 International airports - 96 Domestic airports
In addition CNS ATM Services are provided atDelhi, Mumbai, Bangalore, Hyderabad and Cochin;Lengpui, Diu, Puttaparthy, Vidyanagar and Jamshedpur,
Tura, Latur and Nanded.
AAI provides air navigation infrastructure and air traffic services in the Designated Airspace.
Span of OperationsSpan of Operations
The Operations of AAI is categorized into 5 Regions:
Regional SetupRegional Setup
Northern RegionNorthern Region
Southern RegionSouthern Region
Western RegionWestern Region
Eastern RegionEastern Region
Northern Eastern RegionNorthern Eastern Region
AAI has its corporate head-quarters at R G Bhavan, Safdarjung Airport New Delhi.The Operations of AAI is Managed Through 5 Regions:
Regional SetupRegional Setup
Region/Airport No. of Airports No. Of Employees
Executives Non-Executives
Northern Region 30 1504 2762
Southern Region 23 1477 1610
Western Region 24 1126 2929
Eastern Region 22 746 997
North Eastern Region 16 409 658
Kolkata Airport 182 1044
Chennai Airport 219 945
Corporate Headquarters 755 949
Total 115 6418 11894
Compliance of DPE instructions (OM dated 26.11.08 , 28.05.2009 & 05.04.2010)
Developing robust & transparent PMS with Bell-curve approach – prerequisite for Performance Related Pay (PRP) [26.11.2008]
Performance Appraisals to be consultative & transparent. The appraisal to be shared with the appraisee [28.05.2009]
The Objective of New PMS are: Re align the organizational / Departmental objectives with individual objectives
– Thrust on ‘Performance Driven Culture’ Evaluate potential of the appraisee to assume higher responsibilities, ex-cadre
posts To identify the high performance for rewards
New PMSNew PMS
New PMSNew PMS
• DPE Prescribed Performance Appraisal Forms to Board Level & Below Board Level executives in MOU signing PSE’s in 2005
• DPE issued new set of guidelines on PAR for E-8 & above in April 2010.
• Based on DPE instructions and inputs from PMS of other PSEs, the New PMS to evaluate the performance of executives was introduced for year 2010-11.
• New PMS in AAI has been categorized for two levels: Level E-1 to E-7 Level E-8 & above – as per DPE instructions
Salient Features Of New PMSSalient Features Of New PMS
Parameters and their relative weights for level E-1 to E-7
S.No. Component Executives (E-1 to E-7)
1. Key Performance Area(KPA) 60%
2. Functional/Managerial competencies 15%
3. Core Values 10%
4. Potential 10%
5. Special Achievement 5%
TOTAL 100%
PMS Is a FIVE Step ProcessPMS Is a FIVE Step Process• Cascading down the Organizational and Departmental goals/objectives
• Setting KPA (targets) & assigning weightage to these KPA & deciding Functional / Managerial competencies required to achieve these goals after sufficient discussions between Appraiser & Appraisee
• The KPA has to be SMART (Specific, Measurable, Agreeable, Realistic & Time Bound)
• Review of performance revisit KPAs• Assessing the resources skill requirement
• Discuss & arrive at assessment of performance on the basis of agreed targets, functional/managerial competencies, special achievement, potential & core values actualization by individual
• Training & Development Plan
I. Performance Planning
I. Performance Planning
II. Mid Year ReviewII. Mid Year Review
III. Annual AssessmentIII. Annual
Assessment
Moderation to ensure parity and minimizing the
variations of assessment by Normalization Committee ( At Region level, CHQ level to ensure objectivity & transparency in PMS)
‘Bell curve’ envisages 10-15% executives as outstanding, 10% below par and balance 75-80% are acceptable
Communication of final performance and developmental feed back to appraisee
If there is 5% reduction in overall score after normalization/moderation, the executives may be counselled by Reporting Authority
PMS Is a FIVE Step ProcessPMS Is a FIVE Step Process
IV. NormalizationIV. Normalization
V. Feedback & Counseling
V. Feedback & Counseling
Performance Related PayPerformance Related Pay • There has not been a provision for Performance Related Pay in AAI
till date. AAI is now in the process of implementing PRP.
Financial Year
PBT 3% of PBT
PRP distributed from 3% PBT
Incremental PBT 10% of Incremental PBT
2% of PBT
PRP distributed from Incremental PBT
5% of PBT
Total PRP Paid
Distributable Profit
Years Involved
Amount
07-08 1739 52 No Incremental PBT
54 973
08-09 1115 34 (08-09)-(07-08)
(-)624 34 619
09-10 1228 37 (09-10)-(08-09)
(+)112 11 2 39 640
Figures in Crores
Thank You!!Thank You!!
Presented by:
Vilas Bhujang, Executive Director (HR), Airports Authority of IndiaE-Mail ID: [email protected]