Embed Size (px)
Citation preview
Performance Management System and Promotion Policy - 2016
Introduction The primary objective of the Performance Management System and Promotion policy is to: • Enhance transparency and objectivity in assessing performance. • Inculcate a culture of open feedback among executives to help them recognize and
leverage their strengths and work on areas of improvement. • Promote a performance based culture by providing growth opportunity to
performers. • Develop all round managers with deep professional knowledge and orient them
towards achieving vision of the Company.
1. Performance Management System
1.1 Components : Annual Performance Appraisal Report (APAR) APAR score will have the following components:
Sl Grade Individual work plan linked to MoUs/ Key Performance Measures or Key Result Areas (KRAs)
Competencies MoU Score
1 A to E 80 20 - 2 F 75 25 - 3 G 75 25 - 4 H, I 50 25 25*
* In case of communication to PESB and other outside organizations, MoU score will be considered as part of the APAR score.
For all internal purposes including promotion decisions, APAR score and rating will be calculated on the basis of performance KPAs and competencies (scaled to be out of 100)
The format of APAR hosted in online Performance Management System (PMS) has columns on status of property return, integrity, comments of the Appraisee, Reporting Reviewing, Intervening and Accepting authorities, etc.
1.2 Target setting: Annual targets or KRAs will be set following discussions between the Appraisee and the Reporting Authority. These discussions will also be used to ensure overall alignment of individual KRAs to goals of the organization. The KRAs will comprise of
Key Performance Indicators (KPIs) and the KPIs will be SMART (specific, measurable, ambitious, realistic and time-related) in nature. Each executive will be able to see the KPIs and targets of his/her reporting authority and use these in their discussion. The targets will be finally approved by Reviewing Authority.
Target setting will be done using a top-down approach at the start of every financial year in the month of April as per the following schedule:
1
Sl Grade Deadline 1 G, H & I 7 May 2 F 23 May 3 A to E 7 June
NB : List of defaulters will be circulated
At the end of the performance cycle, each executive will have to submit a self-appraisal (record his/her achievement against the target) for assessment by the Reporting, Reviewing and Accepting Authorities.
1.3 Behavioural Competencies : The competencies prescribed by the Department of Public Enterprises (DPE) for top management will be used to anchor behavioural evaluation for all grades. 1.4 Mid-term Feedback : It is imperative to have a mid-term feedback discussion with Reporting Authority in the month of October. This discussion will focus on the individual’s performance against his/her annual KPIs and also provide suggestions to reach the assigned goals.
1.5 Performance Ratings : In line with the organization’s aim of identifying the best performing individuals across the Company under various assessing authorities, each assessor (Reporting, Reviewing and Accepting authority) will allocate a certain number of executives under various performance classifications, viz. ‘Outstanding’, ‘Very Good’, etc. The maximum percentage of executives eligible for a particular rating are specified in the table below:
Sl Performance Rating
Maximum percentage of people in each rating under one assessing
authority*
APAR score range
Score on APAR
component in promotion Reporting/ Reviewing
Authority Accepting Authority
1 Outstanding 25% 35% ≥90 100 2 Very Good 40%# 40%# 80 to <90 90 3 Good 35%# 25%# 70 to <80 80 4 Fair$ Flexible Flexible 60 to <70 0 5 Unsatisfactory$ Flexible Flexible <60 0
*The percentages controls will be incorporated in the system software in the form of pre-defined chart which will also include treatment for small groups (i.e. less than 6) in a grade under one assessing authority. #May proportionately increase if percentage of executives in superior category(s) is/are less than allowed maximum percentage. $Fair or unsatisfactory Rating Should be intimated to the appraisee in writing.
Process for assignment of rating: Performance ratings will be assigned to the executives based on their APAR score. The process will be:
§ The reporting authority will carry out the first assessment. He/she will assess executive performance against each KPI/behavioural competency. The system will aggregate performance score based on his/her assessment and rating will follow from the score as per the table in para 1.5 above.
2
§ The Reviewing Authority will take note of assessment of Reporting Authority and assess executive performance against each KPI/behavioural competency. The system will aggregate performance score and rating based on this assessment.
§ The accepting authority will carry out the final assessment and will assign an overall performance score, keeping in view the Reporting and Reviewing Authorities’ assessment. Final performance rating will follow from the score.
§ The Reviewing and Accepting Authority has the right to change the rating given by the immediate assessing Authority by one level (up/down). For example, if someone is marked as a ‘Very Good’ by the Reporting and Reviewing Authorities, the Accepting Authority can make it ‘Good’ or ‘Outstanding’.
§ An intervening authority wherever available (between Reporting and Reviewing or Reviewing and Accepting Authority) may give his/her comments including recommendation on overall rating.
§ The following will be implemented in the online system to ensure compliance with timeline:
o In case of non-submission of self appraisal on timeline, the report, without
self appraisal, will go to Reporting Authority for assessment.
o In case of non-submission of assessment of Reporting Authority within timeline, the report will go to Reviewing Authority without assessment of Reporting Authority for Review and similarly the report will go to Accepting Authority in case of non-submission by Reviewing Authority within timeline.
o The above principle will also be applicable to Intervening Authority whenever present.
§ D(HR&BD) will be the Authority to specify, review and extend timeline.
1.6 Authorities : APAR writing Authorities will be as under:
Sl Grades Reporting Authority Reviewing Authority Accepting Authority 1 A to E Grade F executive DGM GM/GGM/ED
2 F DGM GM ED/RCE
3 G GM/ED RCE/Head of Project Functional Director
4 H ED/RCE Functional Director CMD
5 I RCE/Director Functional Director CMD For executives on deputation, the completed APAR received from borrowing organizations will be put up to Functional Director (upto Grade ‘G’) or CMD (for Grade ‘H’ and above) for acceptance who may accept or modify the scores/ratings in comparison with his/her peers.
1.7 Disclosure : The entire APAR including comments and ratings given by the Reporting, Reviewing and Accepting Authorities, will be disclosed to the executive.
3
1.8 Representation : In case an executive is dissatisfied with his/her evaluation, he/she has the right to make a representation against the same. This representation must be filed within 15 days of disclosure of the performance assessment report. The representation will be made online and restricted to specific factual observations contained in the assessment of achievements against targets, personal attributes, functional competencies and integrity.
1.9 Appeals : The representation will be reviewed by an Authority higher than the Accepting Authority, herein after referred to as the Appellate Authority as given in table below:
Sl Grades Reporting Authority
Reviewing Authority
Accepting Authority
Appellate Authority
1 A to E Grade F DGM GM/GGM/ED RCE/Functional Director
2 F DGM GM ED/RCE Functional Director
3 G GM/ED RCE/Head of Project
Functional Director CMD
4 H ED/RCE Functional Director CMD CMD and all Functional Directors
5 I RCE/Director Functional Director CMD CMD and all Functional Directors
The representation will be disposed off by Appellate Authority within 45 days of receipt of the representation. The final decision of the Appellate Authority will be communicated to the executive.
Once the appeal is disposed off by the Appellate Authority, the APAR will be closed.
xxxxxxxx
4
2. Promotion Policy
2.1 Promotion Cycle: All promotions will be effected once in a year w.e.f. 1st January of the year. In case 1st January is a holiday, the promotions will be effected from the next working day.
2.2 Eligibility: a) SPAN: Number of calendar years to be completed in the existing grade as on 31st,
December for eligibility for promotion to next Grade will be as under:
Sl Grade w.e.f. 01.01.2016 to 01.01.2019
w.e.f. 01.01.2020 (after a review process)
1 A to B 3 3 2 B to C 3 3 3 C to D 5/6* 5/6* 4 D to E 4/5* 4/5* 5 E to F 3 3 6 F to G 2 3 7 G to H 2 3 8 H to I 2 3 9 Total (Minimum from ET) 21 24
*Selectivity ratio explained at 2.3 (b) will be applicable
b) Overall time to reach Grade ‘I’ will be reduced by three years across grades as an interim measure to provide executives with opportunities in leadership roles for the next four years.
c) Promotions to Grades ‘F’, ‘G’, ‘H’, and ‘I’ were affected twice in a year earlier, i.e.
w.e.f. 1st January and 1st July. Since in the revised policy promotions will be processed once in a year w.e.f. 1st January, as a one-time measure, a special dispensation is taken to consider those who would have completed the requisite span on 01.07.2016, as eligible for promotion to respective grades w.e.f. 01.01.2016.
d) Training period of Executives Trainees will be considered towards qualifying
eligibility period (span) for promotion. e) The extended period of training in case of ETs and extended period of probation
in case of fresh appointment as regular executive in OIL will not be counted towards qualifying period (span). The span will get extended by one whole year in case of unauthorized absence for four consecutive days or more during training period for ET’s/ during probation period for executives recruited in direct grades.
5
f) In case of unauthorized absence for four consecutive days or more during the
qualifying period (span), that year will not be counted in line with clause 5.7 of OIL Executives CDA Rules.
g) Period of Leave without pay exceeding 30 days will not be counted towards span
period.
h) Period of study leave with or without pay will be counted towards qualifying span as per leave rules. However, if the course is not completed successfully within the prescribed course period/approved period, the entire period of study leave will be considered as dies non and shall not be taken into account for span.
i) Treatment of other leaves will be as per leave rules related to the particular type
of leave.
j) An executive is not eligible for promotion in case he/she has been awarded major penalty arising out of any disciplinary action during the last three preceding years or minor penalty in the last one year. [However, in case of award of minor penalty of ‘withholding of promotion’ for a period exceeding one year, the order of punishment shall prevail.]
k) To be eligible an executive, must not have refused promotion in the last two years.
l) An executive will not be considered for promotion if integrity’ is rated as ‘Doubtful’ in the APAR by Reporting Authority/Reviewing Authority and substantiated by the higher authority concerned in the previous calendar year of DPC.
m) An executive must have at least ‘Good’ rating in last three years to be eligible for promotion.
n) ‘Sealed cover procedure’ will be followed as per Company’s approved guidelines.
2.3 Vacancy: a) Promotions from Grade ‘A’ to ‘B’ and Grade ‘B’ to ‘C’: All executives meeting
eligibility criteria and securing minimum 60 marks as per selection criteria (para 2.5) will be promoted.
b) Promotions from Grade ‘C’ to ‘D’ and ‘D’ to ‘E’ will be based on selectivity ratio as under:
• A common seniority list of all eligible candidates will be used for promotions
from Grade ‘C’ to ‘D’ and Grade ‘D’ to ‘E’.
6
• The promotions will be based on selectivity ratio as under:
Promotion
from Selectivity
Ratio Remarks
C to D and
D to E 70 - 30
• 70% executives (rounded off to the next higher integer) will be promoted from the date of eligibility i.e. 01st January, as per merit.
• The remaining 30% executives will be promoted from 01st January of the following year subject to meeting all eligibility conditions.
• The selectivity ratio will be applied separately again to those who complete the span period in the following year.
c) Promotions to Grade ‘F’, ‘G’, ‘H’ and ‘I’:
i) Positions falling vacant during 1st January to 30th June (including those positions falling vacant due to retirements on 30th June) will be filled up w.e.f. 1st January of the same year.
ii) Positions falling vacant during 1st July to 31st December (including those
positions falling vacant due to retirements on 31st December) will be filled up w.e.f. 1st January of the following year.
2.4 Seniority: The order of Seniority of an executive will be determined by:
a) Grade (i.e. Executive in the higher Grade of the hierarchy, shall be senior,). b) Where the grade is same, level and Date of confirmation/Date of Seniority (if
specified separately in the grade or deemed date of confirmation). However, the seniority in respect of the executives who are appointed /promoted on or after 01.01.1996 will be the Date of appointment/promotion or seniority if specified separately.
c) Where up to (b) above are same, the date of confirmation/seniority in the immediate previous grade(s).
d) Where up to (c) above are same, then the ‘merit’ as assessed in: - The initial selection in respect of direct recruits/workmen promoted to
executive grade or - The absorption test in respect of Executive Trainees appointed through
Executive Trainee Scheme e) Where up to (d) above are same, then seniority will be decided on the basis
of Date of Birth.
7
2.5 Selection Criteria : Competency assessment through Assessment Development Center (ADC) will be used for assessment of potential. Since ADC will be a new HR tool being introduced in OIL for promotion purpose, it will be used in promotion decisions from promotion cycle staring from 01.01.2018. Selection criteria (percentage weightages of different components) for promotion in Phases 1 and 2 will be as under:
Phase 1: Promotion cycle starting from 01.01.2016 to 01.01.2017: Sl Grade APAR
score Seniority/ experience Qualification DPC
assessment Personal interview ADC Total
1 A to B & B to C 80 0 20 0 0 0 100 2 C to D & D to E 70 0 20 10 0 0 100 3 E to F 70 20 0 10 0 0 100 4 F to G 70 20 0 10 0 0 100 5 G to H and H to I 60 20 0 0 20 0 100
Phase 2: Promotion cycle starting from 01.01.2018 onwards:
Sl Grade APAR score
Seniority/ experience Qualification DPC
assessment Personal interview ADC Total
1 A to B and B to C 80 0 20 0 0 0 100
2 C to D and D to E 80 0 20 0 0 0 100
3 E to F 50 20 0 10 0 20 100 4 F to G 50 20 0 10 0 20 100 5 G to H and H to I 50 20 0 0 10 20 100
Note: For promotion form Grade ‘A’ to ‘B’ and ‘B’ to ‘C’ a candidate has to secure minimum 60 marks as per above criteria to qualify.
a) APAR score: A weighted average of the past three years will be used for promotion purposes, with weights being 40% for the most recent year, 35% for the year before and 25% for two years ago. Marks will be based on the rating of the executive as under:
Sl Performance Rating Score on APAR component in promotion 1 Outstanding 100 2 Very Good 90 3 Good 80 4 Fair 0 5 Unsatisfactory 0
8
b) Seniority: Seniority will have two components with total 20 marks/points as under:
Sl. Experience / Seniority Max. marks
1 Overall experience 15
Half (0.5) point upto a maximum of fifteen (15) points for each completed year of experience in executive cadre in / outside the Company
2 Experience in Grade 5
Half (0.5) point upto a maximum of five (05) points for each completed six (06) months of service beyond the requisite years of eligibility span.
c) Qualification: Qualification will be applicable only for promotions upto Grade E as under:
Sl Qualification Marks 1 Matric or Equivalent 10 2 Inter/ ITI or Equivalent 12 3 Diploma/ BA/ BSc/ B Com or equivalent 15 4 Prescribed qualification for induction as ET/ Grade B 20
d) DPC assessment: The assessment will be made taking into consideration the following parameters:
Sl Parameter 1 Result Orientation/ Achievement Drive 2 Leadership Abilities 3 Professional Competence 4 Problem Solving Ability 5 Vision Alignment/ Strategic Thinking 6 Potential for growth 7 Any other factor deemed fit by DPC
Note : Extreme marks (below 40% or above 80%) in DPC assessment will have to be justified with a speaking order. e) Personal interviews: These will be conducted for promotions to Grade ‘H’ and ‘I’ and will evaluate individuals on subject knowledge and behavioural strengths. The panel will comprise of internal and external members. External members in the panel may be independent directors of OIL, Ex-PESB members or retired Director/CMD of Oil & Gas PSUs (other than OIL) or reputed professors from IIMs/IITs, etc. These interviews would evaluate individuals on subject knowledge and behavioral strengths. Extreme marks (below 40% or above 80%) in personal interview will have to be justified with a speaking order. Interview marks will not be given in decimals.
9
f) Assessment Development Centre (ADC): Evaluation of executives against critical on-the-job behavioural competencies will be done through an assessment/development centre. Various instruments, such as job-related simulations, Behavioral Event Interviews (BEIs) and psychological tests, will be used to holistically assess executives on the organization’s competency model. These centres will be run by trained external assessors to eliminate biases present in internal assessments.
2.6 Composition of DPC: Sl Promotion
to Grade Committee Approving
Authority
1 Grade A to B
& Grade B to C
- RCE
2 Grade C to D
& Grade D to E
RCE, ED(HR&A),FHQ, ED(Finance),FHQ, ED(HR),Corp Office
(in case ED is not available, next senior officer not below GM)
D(HR&BD)
3 Grade E to F
& Grade F to G
RCE and all Functional Directors CMD
4 Grade G to H All Functional Directors
CMD
5 Grade H to I
CMD and All Functional Directors Board
Concessions to SCs and STs in posts filled by promotion by selection will be regulated by DPE OM F.No.6/11/2004-DPE (SC/ST Cell) dated 31.01.2014 or as amended from time to time. Departmental Promotion Committee (DPC) for concerned grades as regulated by DPE OM F.No.6/11/2004-DPE (SC/ST Cell) dated 31.01.2014 will also consist of a SC/ST member. 2.7 Promotion : a) Promotions from Grade ‘A’ to ‘B’ and ‘B’ to ‘C’ will be based on qualifying criteria.
b) Promotions from Grades ‘C’ to ‘D’ and ‘D’ to ‘E’ will be based on selectivity ratio. A
common merit list of all eligible candidates will be used upon which the selectivity ratio will be applied, irrespective of discipline.
c) Promotions to Grade ‘F’ onwards will be based on vacancy and considering all
eligible candidates across disciplines, a common merit list will be prepared based on the selection criteria irrespective of disciplines. Discipline will not be factored in promotion decisions in line with the organization’s aim of rewarding performance. For example, if 17 vacancies arise in Grade ‘G’ across the company, then the top 17 people from the Grade ‘F’ to ‘G’ merit list will be promoted irrespective of discipline.
10
2.8 Personal Promotions: a) Executives who are superannuating till 31st December of the Promotion cycle
meeting all other eligibility criteria and coming within merit list, will be given promotions to Grades ‘F’, ‘G’, ‘H’ and ‘I’. These promotions will be personal to them and will not be counted against sanctioned posts. These positions will cease to exist with their superannuation.
b) Similarly executives in Grades ‘C’ and ‘D’ who are superannuating till 31st December of the Promotion cycle meeting all other eligibility criteria and coming within merit list, will be given promotions to Grades ‘D’ and ‘E’. These promotions will be personal to them and will not be counted against selectivity ratio.
c) Executives who are superannuating till 31st December of the Promotion cycle meeting all other eligibility criteria but not coming within merit list i.e. within zone of consideration in merit list, will be given promotion personal to them on the day of their retirement.
d) Those posted in outside organizations like DGH, PCRA, OISD, etc. meeting all other eligibility criteria and coming within merit list, will be given promotions and will not be counted against sanctioned posts. On their repatriation, they will be adjusted against sanctioned posts.
2.9 General : a) There will be no probation on promotion within executive cadre.
b) In case of promotion with intra sphere transfer, an executive shall have to take
charge of the new post within 30 days from the date of issue of promotion order. In case of inter sphere transfer the timeline for joining will be 45 days from the date issue of promotion order. The promotion shall stand withdrawn in case the executive fails to comply with the joining timelines. In exceptional cases, the proposal for deferment of joining should be forwarded for approval of CMD through concerned Head of sphere, Functional Director and D(HR&BD). If an officer does not report for duty at the place of transfer after release, he/she will be considered to be on leave provided he/she avail leave as per the rules of the Company or else the period of absence will be considered unauthorized absence.
c) Through a process of rationalization, 31 disciplines have been reduced to 8. The
list is placed at Annexure A.
d) With a view to suitably provide cumulative experience over repetitive experience to executives an illustrative chart for movement of executives is placed at Annexure B. Further, rotations in the formative years of an executive may be encouraged by HR.
• It is desirable that executives undergo two rotations between grades A and E.
• The first rotation may take place upon promotion to Grade C while the second
rotation may take place thereafter. • The illustrative chart at Annexure-B shows rotational opportunities to
different departments/functions.
11
e) Executives recruited as confidential/private secretary will be considered for
promotion upto Grade ‘F’. Their promotion to Grade ‘F’ will be considered personal promotion and will not require vacancy.
f) Executives recruited as sportspersons, upon their de-categorization, shall be considered for promotion at par with other executives irrespective of their qualification.
g) This policy shall supersede the existing PMS and Promotion Policy-2016.
h) The Chairman & Managing Director reserves the right to withdraw, review, alter
and/or amend the rules as and when considered necessary with prior information to the Board.
xxxxxxxx
12
Annexure : A
List of disciplines
1. Engineering § Chemical Engineering § Civil Engineering § Electrical Engineering § Electronics/Instrumentation/Telecom Engineering § IT § Mechanical Engineering § Fire Engineering/HSE
2. Drilling
3. Chemist
4. Production
5. Geosciences § Geology § Geophysics § Reservoir Engineering § Well Logging
6. HR & Administration § HR & Administration § Legal
7. Finance
8. Rest of the disciplines § Medical § Company Secretarial § Economist § Others- Secretarial, Sportsperson, Library etc.
Annexure : B (Illustrative chart)
Rotational opportunities to different departments/functions
(Grade F & above)
Role
Engineering Geosciences
Chem
ical
Civi
l El
ectr
ical
IT
HSE
& F
ire
Elec
tron
ics /
Inst
/ Te
leco
m
Mec
hani
cal
Drill
ing
Chem
ist
Prod
uctio
n Ge
olog
y Ge
ophy
sics
Rese
rvoi
r W
ell L
oggi
ng
HR &
Adm
inist
ratio
n Fi
nanc
e
Head of Vigilance
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Audit Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Corporate/FHQ Affairs and Planning
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of HSE Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of CMT Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of RM Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Planning Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
RCE
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Exploration Directorate
Y Y Y
Head of CoESS Y Y Y
Head of Block Team Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Basin Evaluation Team Y Y Y
Asset/Basin Manager (NELP Projects)
Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of BD
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Corporate HR and Admin
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of OPD Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Non MPA HR&Admin Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of PR and CC Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Legal* Y
Head of Pipeline
Y Y Y Y Y Y Y Y Y Y
Corporate Finance
Y
Head of F&A Y
Head of Treasury Y
Head of Taxation Y
Head of Non MPA Fin
Y
Role
Engineering Geosciences
Chem
ical
Civi
l El
ectr
ical
IT
HSE
& F
ire
Elec
tron
ics /
Inst
/ Te
leco
m
Mec
hani
cal
Drill
ing
Chem
ist
Prod
uctio
n Ge
olog
y Ge
ophy
sics
Rese
rvoi
r W
ell L
oggi
ng
HR &
Adm
inist
ratio
n Fi
nanc
e
Head of Drilling Y Y Y Y Y Y Y Y Y
Head of Drilling Ops Y Y Y Y Y Y Y Y Y
Head of Workover Ops Y Y Y Y Y Y Y Y Y
Head of TS and Equipment Y Y Y Y Y Y Y Y
Head of Cementing Y Y Y Y Y Y Y Y Y
Head of Rig Building Y Y Y Y Y Y Y Y
Head of Planning Y Y Y Y Y Y Y Y Y Y
Head of Deviation Y
Head of Admin, Contract, HSE Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Basin Manager (NE)
Y Y Y Y
Head of NE Exploration
Y Y Y
Head of Area Teams Y Y Y
Head Unconventional Y Y Y
Head of Operational Monitoring Group
Y Y Y
Head of Geophysics Y
Head of Well Logging Y
Head of Geology and Reservoir
Y Y
Asset Manager
Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Sub Surface Manager
Y Y
Head of Area Teams Y Y
Head of Operational Monitoring Group
Y Y Y
Surface Manager
Y Y Y Y Y Y Y Y Y Y
Installation Managers Y Y
Role
Engineering Geosciences
Chem
ical
Civi
l El
ectr
ical
IT
HSE
& F
ire
Elec
tron
ics /
Inst
/ Te
leco
m
Mec
hani
cal
Drill
ing
Chem
ist
Prod
uctio
n Ge
olog
y Ge
ophy
sics
Rese
rvoi
r W
ell L
oggi
ng
HR &
Adm
inist
ratio
n Fi
nanc
e
Asset Engineering Group
Y Y Y Y Y Y
Civil coordination
Transport field operations Y Y Y Y Y Y Y Y Y
Head of Chemical and R&D
Y
Head of PR
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Contracts and Materials
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Projects
Y Y Y Y Y Y Y Y Y Y Y
Head of Planning
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Production Services
Y Y Y Y Y Y Y Y Y Y
Oil & Gas Production Services Y Y Y Y Y Y Y Y Y Y
Gas Management Services Y Y Y Y Y Y Y Y Y Y
Production Services Support Y Y Y Y Y Y Y Y Y Y
Head of Engineering Services
Y Y Y Y Y Y Y Y Y Y
Head of Field Engineering
Y Y Y Y Y Y Y Y Y Y
Head of Electrical
Y Y Y Y Y Y Y Y Y Y
Head of Instrumentation
Y Y Y Y Y Y Y Y Y Y
Head of Civil
Y Y Y Y Y Y Y Y Y Y
Head of Transport
Y Y Y Y Y Y Y Y Y Y
Head of IT,ERP,Field Comm
Y Y Y Y Y Y Y Y Y Y
Head of MPA HR&Admin
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of ER
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Personnel
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Admin
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of L&D
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Role
Engineering Geosciences
Chem
ical
Civi
l El
ectr
ical
IT
HSE
& F
ire
Elec
tron
ics /
Inst
/ Te
leco
m
Mec
hani
cal
Drill
ing
Chem
ist
Prod
uctio
n Ge
olog
y Ge
ophy
sics
Rese
rvoi
r W
ell L
oggi
ng
HR &
Adm
inist
ratio
n Fi
nanc
e
Head of Township Management
Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Head of Land Y Y Y Y Y Y Y Y Y Y Y
Head of Legal Y
Head of Medical/Paramedical
Y
Head of Security
Y Y Y Y Y Y Y Y Y Y Y
Head of MPA Finance
Y
Note:
1. Some executives below Grade F may also be placed in some of roles like civil coordination, Transport operations, Asset Engineering Group, Operation Monitoring Group, Area Team, Production Teams (Installation Managers) etc.
2. Placement in similar roles (e.g. in non MPA locations) will also be decided as per the same principles.
Annexure : B (Illustrative chart)
Rotational opportunities to different departments/functions
(Grade A to E)
Rotation from Grade A to E
Depa
rtm
ent/
Func
tion
Asset
Basin Engineering Services
Pipe
line
Cent
ral
Depa
rtm
ents
Audi
t Co
rpor
ate
/FHQ
Af
fairs
Ge
nera
l Ad
min
istra
tion
Sub-
surfa
ce te
am
Surfa
ce te
am
Supp
ort
Expl
orat
ion
team
Cent
ral G
&R
C Ge
ophy
sics
C.W
ell l
oggi
ng
Supp
ort
Cent
ral D
rillin
g
Prod
uctio
n Su
pp.S
ervi
ces
Civi
l Fi
eld
Elec
trica
l In
trum
enta
ion/
FC
Fiel
d Pi
pelin
e IT
& E
RP
Tran
spor
t
Pr
ojec
ts
Cont
ract
s &
Mat
eria
l Pl
anni
ng
Chem
ical a
nd R
&D
HSE
Corp
Affa
irs/R
M
BD
Fina
nce
Land
Co
mpa
ny
Secr
etar
y Ad
min
HR
ER
PR
& C
orp
com
Tow
nshi
p
Secu
rity
Scho
ol
Med
ical
Lega
l O
ther
s
Discipline Sub Discipline
Geo Science
Geology Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Reservoir Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Geo physics Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Well logging Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Engineering Civil Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Chemical Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Mechanical Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y HSE & Fire Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Electrical Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Electronics & Inst. Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y IT Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Rotation from Grade A to E
Depa
rtm
ent/
Func
tion
Asset
Basin Engineering Services
Pipe
line
Cent
ral
Depa
rtm
ents
Audi
t Co
rpor
ate
/FHQ
Af
fairs
Ge
nera
l Ad
min
istra
tion
Sub-
surfa
ce te
am
Surfa
ce te
am
Supp
ort
Expl
orat
ion
team
Cent
ral G
&R
C Ge
ophy
sics
C.W
ell l
oggi
ng
Supp
ort
Cent
ral D
rillin
g
Prod
uctio
n Su
pp.S
ervi
ces
Civi
l Fi
eld
Elec
trica
l In
trum
enta
ion/
FC
Fiel
d Pi
pelin
e IT
& E
RP
Tran
spor
t
Pr
ojec
ts
Cont
ract
s &
Mat
eria
l Pl
anni
ng
Chem
ical a
nd R
&D
HSE
Corp
Affa
irs/R
M
BD
Fina
nce
Land
Co
mpa
ny
Secr
etar
y Ad
min
HR
ER
PR
& C
orp
com
Tow
nshi
p
Secu
rity
Scho
ol
Med
ical
Lega
l O
ther
s
HSE & Fire Y Y Y Y Y Y Y Y Y Y Y Y Production Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Drilling Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Chemist Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y HR & Administration
HR / ER/Admin/security Y Y Y Y Y Y Y Y Y Y Y Y Y Y
Corporate PR Y Y Y Y Y Y Y Y Y Y Y Y Legal Y Y Y Y Y Y Y Y Y Y Y Y Y Finance Finance Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Others Medical Y Y Y Y Y Y Y Y Y Y Company Secretary Y Y Y Y Y Y Y Y Y Y Y Y Economist Y Y Y Y Y Y Y Y Y Y Y Y
