NHPC LIMITED (A GOVT. OF INDIA ENTERPRISE) NHPC Office Complex, Sector-33, Faridabad. No.PPL-672(E) Dated:04.03.11 PART-I OFFICE ORDER NO.06/14 Sub: Promotion Policy & Rules for NHPC Executives — Modification therein. Ithhas been decided to incorporate the changes in the Promotion Policy & Rules for NHPC Executives to the extent shown in ‘Annexure’ 2. This shall come into force with immediate effect. 3 This issues with the approval of Board of Directors vide Item No.330.3.4. “ep EES Manager (HR) Encl. Annexure Distribution: Standard.(Annexure to Part-| 0/0 No.06/11 dated 04.03.11) Clause Existing Clause Clause To read as [he =a} Now — |_ (3 | BASIC PRINCIPLES AND OBJECTIVES | 3 | No Change zi 31° [The "promotion “policy is aimed at| 3.7 |The promotion policy is aimed al providing providing prospects for cereer growth o prospects for career growth to the executives at tne executives and at regular intervals Feguiar intervels compatible with the size of the compatible with the size of the Company. Further, to attract, retain & develop organisation in the same sector with a talent balancing the needs of the Company with | view to motivele the executves 10 the strengths, interests of the individual shoulder greater responsibilities and to build an ever willing task force and expert | groups to bring an eminent position to tne Company. The principle of rewarding the deserved retaining the ablest and sustaining a gradual and steady growth | of cadre officer would form the basis on | which the promotion policy is structured. 351 [to provide its “executives adequate | 3.5.1 [to provide is execulives adequale opportuniy, opportunity, encouragement and career encouragement and career growth consistent growth consistent with their contribution wih their contribution to the growth of the 10 the growth of the organization, NHPC Company, NHPC will endeavor to motivate the will endeavor to motivate and enthuse its executives to develop their potential to be able to executives and Managers for better and take on higher responsibilities, More effective performance for rewarding them with promotion commensurate with their merit and abil 352 [to ensure faimess, “consistancy and | 35.2 | To ensure equily, vansparency and objectvly uniformity in the matter of promotion of executives of the Company. A eee = _| 4.5 | Promotion to the post of Senior Manager | 4.5 | Promotion to the post of Manager or equivalent and above will be subject to availebilily of and above wil be subject to availability of vecanc) vacancy. 4.7 | Promotions upto Manager shall be based [4.7 | Promotions upto Deputy Manager or eaulvalent ‘on seniority subject to suitability. shall be based on seniority subject to suitability 4.8 | Promotion to the post of Senior Manager | 4.8 | Promtion to the post of Manager or equivalent and above shall be by selection based on merit with seniority taking secondary role. Seniority wil, 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 Senior Manager and above. (E5) and above shall be by selection based on merit. Seniority wil, however, be the deciding factor between officers securing equal marks, The DPC shall interview the eligible Deputy Manzgers 9 equivalent and above as the case may be lo ‘assess their suilabiity for promotion to the post of Manager or equivalent and above. a3 | CLUSTERS OF SCALES / GRADES 5 CLUSTERS OF SCALES / GRADES | While preparing panel for promotion from 5.1 | For the purpose of promotion and career | 5-1 _| For the purpose of promotion and career planning planning of executives, scales of pay shall of executives, scales of pay stall be grouped in be grouped in the following cluster : the following cluster Clu | Grade | Scale of pay (IDA) [in Rs) Cluster [Grade Code | Scale of pay (IDA) (in ste | Code Rs) f _ - A E2 — 20600-3%-46500 ‘A | 2 8600-820(2)-360-370.480- s '400-420-430-450-470-490- | EZA Boron. '510-530-540-14600 £3 29700-3%-64500 E-2A 10750-420-430-450-470- & - = | 1490(2)-530-540(8)-550(2)- E-4 — [52900-5%-56000 16750 —— a — Ea 13760-560.575-600510- | 620-626-685(2)-18700 E-4 16000-600-085(4)-700(2)- ‘& 20800 | | &-5 17500-690-685(2) 70004). | 22300 704] while considering promotions to the | 104 | While considering promotions to the grade/post of gredelpost of Engineer (E-2) and above Engineer (E-2) and above upio and including the Upto and including the grade / post of grade | post of Deputy Manager (E-4) & Manager (E-5) after taking inio account ail equivalent after taking ino account all relevant relevant factors, the DPC will award upto faviors, the DPC will award upto a maximum of 10 2 maximum of 10 marks to each olighle marks fo each eligible executive keeping in view. executive keaping in view —_ _| 75.5 | The DPC shall interview executives in the | 10.5 | The DPC shall interview executives in the gredes grades of E-5 and above with a view to of E-4 and above with a view to ascertain ther ascerlain their suitabilly for the nex! suitability for the next higher position. Marks for higher position. Marks for interview shall interview shall be awarded by the DPC taking into be awarded by the DPC taking into consideration facters ike educational consideration factors like educational qualifications, professionel Knowledge, ality to qualifications, professional knowledge, Feason out logically, presentation of ideas billy to reason out logically, prosentation coherently, environmental awareness, leadership, of ideas coherently, envirormental potential for decision making, communication awareness, leadership, potential for skils, commitment fo the orgenization ete, decision making, communication skis, commitment to the organization ete. 7 77 |PROMOTION FROM ASSISTANT | 11 | PROMOTION FROM ASSISTANT ENGINEERIASSISTANT OFFICER(E-1) ENGINEER/ASSISTANT OFFICER(E-1)_ TO To ENGINEERIOFFICER(E-2), ENGINEERIOFFICER(E-2), ENGINEER ENGINEER /OFFICER(E-2) TO E-2A, & [OFFICER(E-2) TO (E-2A), E-2A TO ASSISTANT * 24 TO ASSISTANT MANAGER(E-3), MANAGER (3) AND _ ASSISTANT ASSISTANT MANAGER(E-3)__ TO MANAGER(E-3) TO DEPUTY MANAGER (E-4) & DEPUTY MANAGER (E-4) AND DEPUTY EQUIVALENT POSTS L MANAGER(E-4) TO MANAGERVE-5) 7 42 | PROMOTION FROM MANAGER (E<)| 12 | PRONOTION FROM DEPUTY MANAGER (E- TO SENIOR MANAGER (€-6) AND 4) TO MANAGER (E-5) OR EQUIVALENT AND. L ABOVE ABOVE 121] Promotion Wom Manager to Senior| 12.1 | Promotion from Deputy Manager to Manager or Manager and above shall be based on equivalent and above shall be besed on selection selection with seniority taking a secondary with seniority taking 2 secondary role and factors. role and factors as mentoned here in as mentioned here in below shall be teken into | below shall be taken into consideration. consideration 725 | CRITERIA FOR PROMOTION 726 | CRITERIA FOR PROMOTION While preparing panel for promotion from Deputy SsManager to Senior Nanager, 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 shail be strictly on merit Manager to Manager or equivalent, uniess there is difference of three marks, the seniority should not be disturbed. But in case of promoton to Chief Engineer / Chief and above the panel of officers for promotion shail be strictly on merit 127 New Clause PROBATION ON PROMOTION 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 _regerding Glearance of probation period will be issued within one month from completion of probationary period. aT 15 15.4 Field exposure is essential for consideration of promotion to the post of Manager or equivalent (E5) and General Manager o equivalent (E8). Thus, an executive will be required to have field experience at Project /Power —_Station/ Unit/Office(Field) other than Corporate Office for consideration of promotion as follows i) For promotion to the post of Manager or equivalent (E5) : Minimum of 2 years experience atthe level of E2 to E-4 | | fi) For promotion to the post of General Manager (E-8) : Minimum of 2 years experience at the level [FES te Where the executive does not have sufficient exposure at the time of consideration of promotion as stipulated above, the executive _shall necessarily be transferred to the field for exposure and promoton will be effective only on joining at the new place of posting, ‘Where executive does not join at the new place of posting in the field on promotion within the Stipulated period, the promotion would stand automatcally cancelled and his case for promotion to the next higher grade will be considered afresh by the next DPC as pet policy. To counter operational cifficulties in implementng the Clause relating to Field exposure for few key functions such as Design and Engineerng Division, Company Secreteriat cadre etc, ‘exceptions, if required may be made atter approval of CMD by recording proper reasors. PROBATION ON PROMOTION Al executives promoted to the grades of Menager (E-5) or equivalent and above shail 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 inwnting. Order regarding clearance of propation period will be issued within one month from completion of probationary period