Mkting This is Final Project Pankaj

7/27/2019 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)
http://intranet/manual/Sec-1_Chap-7.htm#ANNEXURE%23ANNEXURE


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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.


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.


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.


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.


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.


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

Documents

Mkting This is Final Project Pankaj