Improper Reward & Punishment System:

Inequity

Think Tanks:

Nilay Meshram, Rakesh Kumar, Phoolchand Mahato, Sanchit Rastogi,

Sujay K Sikdar, Vinesh Chauhan

1

No reward to performer = Punishment

No Punishment to non-performer = Reward

2

People are not our real asset….. Best people are

Phase -1

PILOT PROJECT

AT

MH-ASSET LEVEL

INDIVIDUAL INCENTIVES & PUNISHMENTS

AT

DEPARTMENT / INSTALLATION LEVEL

OBJECTIVE

To strengthen the existing reward & punishment system at local department/

Installation level in MH - Asset

Some positive points

• Awards will motivate employees to perform their duties with vigor and enthusiasm which

will in turn help in growth of the employees and the organization as well.

• Punishment will make employees more organized, regular and sincere in achieving

organization goals and target.

• Implementation procedure for the above is quick and easy as approval required for them

can be sought easily at local level.

SUGGESTIONS

AWARDS

• Employee of the Quarter

• Award for Maximum Attendance

• Performer of the year

• Trainer of the year

PUNISHMENT

• Punishment for irregularity

Employee of the Quarter

Objective – is to increase involvement of every employee towards the achievement of common

target set for installation / department.

Eligibility – (E5 or below) level employees working at installation/ department in MH-Asset.

Distribution – if nos. of employee’s at a particular installation or group is

< 70 than only 1 award (which includes staff & officer)

> 70 than 2 awards (1 for staff & 1 for officer)

Distribution

Offshore Platforms

Platform Total Personnel’s No. of Awards

– SHP 166 2

– ICP 120 2

– BHS 144 2

– SCA 32 1

– NQO 136 2

– MNW 116 2

– WIN 96 2

Base

Groups Total Personnel’s No. of Awards

– Surface Team 103 2

– SST + RDAG 94 2

Other Group -1 (FEG, HSE, Fin, ES) 73 2

Other Group – 2 (MM, HR, D (O) off, ED off) 86 2

Total Number of Awards per Quarter = 21

Selection Parameter

• Voting will be carried out via WEBICE.

• Every employee working on installation / department will vote for anybody else

for both categories (staff & Officer) except himself/ herself.

• Voting window in SAP will be opened during last week of every quarter.

• Any employee who didn’t participate in voting will become disqualified for the

award even after he received maximum votes.

• Any employee who had already won this award will not be eligible for the same

in the current financial year.

Award

50 gm Silver Coin with ONGC monogram

Certificate of Excellence

Recognition by display on notice boards, intranet and a letter to family.

Financial Burden

Cost of 50 gm silver coin will be around Rs 1500 including

miscellaneous expenses

Rs 1500 X 21 = Rs 31,500/- Per Quarter

31,500 X 4 = Rs 1, 26, 000/- Per Annum

Webice Format

Employee of the Quarter_Page 1

Last Voting Results

Date Employee voted Reason

New Voting

Webice Format continued….

Employee of the Quarter_Page 2

Officer

Staff

Name

CPF

Reason

Submit

Maximum Attendance Award

Objective – is to increase total working man hours from the existing strength of

employees at a particular installation/ department.

Number – all those who qualify every year with maximum of 25

Eligibility – (E5 or below) level employees working at particular installation/

department.

Distribution – List of eligible employee will be generated via SAP yearly utilizing

PRAVESH Data.

Selection Parameter

• Employees with > 90% attendance.

• No leave of any type (Half pay leave / Earned Leave / Complimentary leave/ Medical

leave or any other) excluding Casual Leave should be availed during this period.

• For office going employees up to 30 minutes delay in reporting or relieving at work will be

pardoned only twice per week, more than that will be counted as absence.

• For offshore going employees date of reporting and allotted chopper sortie will be

considered and change of chopper sortie from the allotted one due to delay due to any

reason will be considered only once in six months.

• Pravesh data will be utilized to generate list of eligible employees yearly. In addition,

Controlling officer/ section head will also be submitting attendance along with time of

reporting & relieving of every employee working under them every month to HR.

• If any employee leave early or late from the stipulated office time due to any official reason,

then controlling officer should justified the same by informing to HR at end of every month.

Award

• Monetary award of Rs 10000/- to be given maximum of top 25 employees, and

in case of tie between two or more than the amount will be shared.

• Recognition by display on notice board; intranet and a letter of appreciation will be

sent to family.

• Further, written answers should be sought from those controlling officers/

sectional heads under which any employee work for more than the total stipulated

duty period.

Financial Burden

25 x 10000 = Rs. 2, 50, 000 yearly

Performer of the year

• Objective – is identification of performers and motivation of other employees for

the same.

• Number - One every year for each department/installation.

• Eligibility – (E5 or below) level employees working at particular installation /

department

Distribution

Offshore Platforms

Platform No. of Awards

SHP 1

ICP 1

BHS 1

SCA 1

NQO 1

MNW 1

WIN 1

Base

Groups No. of Awards

Surface Team 1

SST + RDAG 1

Other Group -1 (FEG, HSE, Fin, ES) 1

Other Group – 2 (MM, HR, D (O) off, ED off) 1

Total Number of Awards per Quarter = 11

Selection Parameter

• Every employee will submit his achievements whichever he thinks should be awarded to respective

controlling officer by 15th of April every year. Controlling officer after evaluation & their comments,

forward it to Sectional Head. Final winner to be decided by Sectional Head in consultation with

controlling officer on basis of the following:

Achievement in terms of time saved in job completion, record performance, accomplishing special task in shortest

time, performance with respect to utilization, refurbishment of equipment, performance of a seismic surveys etc.

Tasks, which have elate gains like salvaging, recovery of an equipment in repair.

Fabrication of equipment, development of a chemical, in house development of software.

Involvement in saving the corporate property, human life etc. or the action, which has lead to prevention of huge

losses to the organization

Prevention of pollution, Utilizing 3 R’s i.e. Reduce, Reuse & Recycling of waste, innovative techniques to treat

pollutants / waste, procurement of products with eco-label etc.

• In case any employee found controlling officer judgement partial or compromised than he can make

plea for the same to authority one level above the controlling and his decision will be final.

• Due to transfer constraints, the time period considered for this award will be between July to March.

Award

10 gm Gold Coin with ONGC Monogram

Certificate of Excellence

Recognition by display on notice boards of all other department / installations in the

region, intranet and letter of appreciation to family.

Name of winner should be forwarded for Asset Level Award.

Financial Burden

Cost of 10 gm Gold coin will be around Rs 20000 including

miscellaneous expenses

Rs 20000 X 11 = Rs 2,20,000/- Per Annum

Trainer of the Year

Objective – The objective is to enhance the sharing, training & presentation capabilities of an

individual. This will motivate him to share his knowledge acquired by training

of

by experience to his peers, colleagues & juniors. This will also motivate an

individual to learn maximum out of a training program & be updated of the

current technologies.

Number – One for every Department/Installation

Eligibility – All employees working at any level in particular installation / department.

Distribution

Offshore Platforms

Platform No. of Awards

SHP 1

ICP 1

BHS 1

SCA 1

NQO 1

MNW 1

WIN 1

Base

Groups No. of Awards

Surface Team 1

SST + RDAG 1

Other Group -1 (FEG, HSE, Fin, ES) 1

Other Group – 2 (MM, HR, D (O) off, ED off) 1

Total Number of Awards per Quarter = 11

Selection Parameter

For Offshore

• Shift I/c‘s to nominate officers / staff working under them to OIM if they find eligible candidates.

• OIM to forward 4 names to LM & LM to decide the final winner in consultation with OIM & Shift I/c

For Base

In case of ST & SST

• Controlling officers to nominate employees working under them to Sectional Head, if they find eligible candidates.

• Surface Manager / Sub Surface Manager to decide the final winner in consultation with Sectional Heads

In case of other group - 1 &2

• A committee to be formed with representation from all the sections comprising the Groups. The committee to

decide the final winner.

The following points to be kept in mind while nominating the candidates

• Sharing his knowledge with peers, colleagues & juniors

• Presentation & training skills

• Keeping himself updated with current technologies

• How he has utilized the skills acquired in routine activities

• Number of person he is able to train after acquiring the knowledge

Award

• Monetary award of Rs 10000/-

• Recognition by display on notice boards of all other department /

installation, intranet and letter of appreciation to family.

• Name of winner to be recommended for specialized training in India or

abroad.

Financial Burden

11 x 10000 = Rs. 1, 10, 000 yearly

Punishment for Irregularity

In this case punishment can be divided in two categories

Not reporting on duty at time

Not reporting on duty at Date

Not Reporting at Duty on Time

Objective – to help employees to understand importance of reporting duty on

time and increasing total man hours devoted by him/her for achieving

organization goals & target.

In this case employees have to be divided in two category

Offshore posted employees

Onshore posted employees

Recommendations

Onshore Posted Employees

• Condition - if any employee report half an hour late or leave half an hour prior to

stipulated office time thrice in any week.

• Punishment - 1 day salary (Basic + DA) should be deducted.

• Implementation - List of such employees will be generated by SAP after registering their

reporting and leaving time electronically and deduction will be made accordingly.

Offshore Posted Employees

• Punishment can not be implemented for offshore going employees.

Not Reporting at duty on Date

Objective – to prevent employees from remaining absent on crucial working days or

without prior knowledge of controlling officer or sectional head.

In this case employees have to be divided in two category

Offshore posted employees

Onshore posted employees

Onshore Posted Employees

• Condition: if employee remains absent from work without prior permission of his

controlling officer.

• Punishment: deduction of salary for the absent period.

• Implementation: List of such employees will be generated by SAP after registering their

reporting electronically and deduction will be made accordingly on monthly basis.

• Leaves - Employees will be entitled for leave such as (Half pay leave / Earned Leave /

Complimentary leave/ Medical leave) but with new guidelines.

Availing Leaves

• Casual leave - should report his controlling officer within 3 hrs after reporting time and

controlling officer should certify for the same in SAP within 24 hrs, after that no change will

be permitted.

• Medical leave - leave period applied for should be at least 5 days. Employee or his near

relative should report his controlling officer within 2 days from reporting time and controlling

officer should certify for the same in SAP within 5 days, after that no change will be

permitted. Further, employee is also required to submit proof of illness and type of treatment

which he received duly certified from the registered medical practitioner to concerned P&A.

• Half Pay/ Earned Leave - should apply for it via Webice and get it certified by his/ her

controlling officer before beginning of leave otherwise it will be considered as absence

without information.

• Complimentary Leave - any such leave earned should be entered in SAP by controlling

officer along with valid reason for doing it. No employee can have more than 10 such leave

in his account at a time and any extra leave earned should be credited in form of 1-day

salary. Other rules for availing the same are similar to that of casual leave.

Offshore Posted Employees

To be Decided

Format for Appreciation Letter to Family

“Let your light so shine that God will see your Good Works”

[Date]

[Name]

[Address]

[City], [State] [Zip]

Dear Family Members of Shri ____________________________,

We truly appreciate the dedication and all the hard work put by Shri ……………………… for receiving the award towards

The Employee of the quarter XXXXX and hope you recognize, as we do, the valuable role he/she plays in building

brighter futures for ONGC Ltd.

We wish to Thanks you for your continuing support to him/her.

We wish him/her much success in all his/her future endeavours.

Sincerely,

[Authorised Signatory]

Format For Notice Board Display

Winners of the Employee of the quarter April-09 to June-09

Name

Name

Name

Department:Votes Received:Total Votes:% votes:

Department:Votes Received:Total Votes:% votes:

Department:Votes Received:Total Votes:% votes:

Photo

Photo

Photo

Certificate for Excellence

OIL & NATURAL GAS CORPORATION LTDMUMBAI HIGH ASSET PRESENTS

Employee of the Quarter AwardAt

____________________________________________

To

EMPLOYEE NAME19 April 2023

Mr. Apurba Saha, ED, Asset Manager-Mumbai high Asset

OIL & NATURAL GAS CORPORATION LTDMUMBAI HIGH ASSET PRESENTS

Employee of the Year Award

to

EMPLOYEE NAMEApril 19, 2023

Mr. Apurba Saha, ED, Asset Manager, Mumbai –High Asset

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