Fertilizer Skills Sector Council

Implementation of
National Skill Qualification Framework (NSQF)

OCCUPATIONAL MAP
(FERTILIZERS)

CENTRAL INSTITUTE OF PLASTICS ENGINEERING & TECHNOLOGY

(Deptt. of Chemicals & Petrochemicals, Ministry of Chemicals & Fertilizers, Govt. of India)
Head Office: TVK Indl. Estate, Guindy, Chennai – 600 032.
Tel.: 044 – 2225 4780 Fax.: 044 – 2225 4787
e-Mail: cipethq@vsnl.com Web: www.cipet.gov.in
CONTENTS

1. Background
I. About the Industry
2. Criteria and Assumptions for evaluating the Skilled
Manpower requirement of Fertilizer Industry
I. Indian Demand and Supply Scenario
II. Measures to Meet the Demand
III. Policy Initiatives in Urea Sector for New Investments
3. Skill Gap Analysis
Profile of people employed
Skill requirements and skill gaps
Projected Industry Size and Human Resource Requirements
Skill Pyramid
Focus Areas for Skill Building
Manpower Placed at Plant Level Fertilizer Sector (including
urea and ammonia plant)
Plant Additions projected upto 2024-25
Manpower Requirement
4 Analysis and findings
5 Broad Occupational Map
Broad Job Role Categorization and Career Progression Path
6
& Tentative Level Equivalences

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 Fertilizer Sector Skills Council

Implementation of
National Skill Qualification Framework (NSQF)

Background:
1.1. Fertilizers have been considered as an essential input to Indian agriculture for
meeting the food grain requirements of the growing population of the country. India is
the 2nd largest producer of Urea after China, the 3rd largest producer of finished
phosphate fertilizers after USA and China, the 2nd largest consumer of Urea after
China, one of the largest consumers of phosphates along with China, USA and Brazil
and the third largest consumer of potash after China and USA. In case of Urea, India is
partially dependent on import. India imports nearly 30% of its urea requirements, which
is about 20-22% of the global trade. India accounted for 15.3 per cent of the World’s
consumption of nitrogenous (N), 19 per cent of phosphatic (P) and 14.4 per cent of
potassic(K) nutrients in 2008 (FAI, 2010). In the process of expansion of fertiliser
production capacity in the three decades of 1960s to 1990s, the industry also helped to
develop a large base of trained technical manpower. Engineers and technicians from
fertiliser industry not only migrated to large Indian chemical, refinery and petrochemical
industries but also to all other countries in Middle East and South East Asia. Though,
the manpower capabilities have been depleted in last decade or so due to lack of
growth in the sector, still the sector has one of the best technical manpower in the
world.

The fertilizer industry employs sophisticated technologies in production of fertilizers. The

operating conditions are hazardous both in terms of the chemical environment, high
pressure and temperature. The operation and maintenance of fertilizer plants require
skills of the highest order. Further, farmers being consumers of the fertilizers should be
adequately informed about the appropriate use of fertilizers and other farm inputs for
optimum farm productivity and net incomes.
With a GDP growth of more than 8%, there is a competing demand for trained
manpower from all sectors of the economy. Fertilizer companies are already having
difficulty in retaining the trained manpower. In view of high turn-over of employees, the
need for training in systematic way is becomes even more important.

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About the Industry:
Fertilizer is defined as any organic or inorganic substance, natural or artificial in nature
supplying one or more of the chemical elements/nutrients required for plant growth. Sixteen
plant nutrients are necessary for proper plant development. These are classified into three
categories viz; primary (macro) nutrients, secondary nutrients, and micronutrients.
Application of essential plant nutrients in right proportion, through correct method and
time of application is helpful to increase crop production. Primary (macro) nutrients are
nitrogen (N), phosphorus (P), and potassium (K). They are the most frequently required
in a crop fertilization programme and are needed in the larger quantity by plants as
fertilizer. So, major focus of the Indian fertilizer sector policy has been on primary
(macro) nutrients. Besides, being used as fertilisers themselves,these three nutrients
are combined to produce several complex fertilisers
Manufactured fertilizers are classified according to different criteria as follows:

1. Number of nutrients
 Single-nutrient or straight fertilizers (whether for macro or micronutrients)
examplesurea (46-0-0), triple superphosphate (0-46-0),muriate of potash
(0-0-60), zinc/iron chelates, boric acid, etc.
 Multi-nutrient/compound (multiple nutrients) fertilizers, with 2, 3 or more
nutrients
examples: compound fertilizers (15-15-15), diammonium phosphate (18-
46-0), monopotassium phosphate (0-47-31), etc.
2. Type of combination
 mixed fertilizers or ‘bulk-blends’ are physical mixtures of two or more
single-nutrient or multi-nutrient fertilizers;
 complex fertilizers are products in which two or more of the nutrients
are chemically combined (e.g. nitrophosphates, ammonium
phosphates).
3. Physical condition
 solid (crystalline, powdered, prilled or granular) of various size
ranges; liquid (solutions and suspensions);
 gaseous (liquid under pressure, e.g. ammonia).
4. Nutrient release
 quick-acting (water-soluble and immediately available);
 slow-acting (transformation into soluble form required, e.g. direct
application of phosphate rock);
 controlled-release by coating;
 stabilized by inhibitors.

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The principles of the right use of nutrient source, rate, time and place form the minimum
basis of any local nutrient stewardship system. Best management practices must be
applied to all of these areas to achieve local economic, social and environmental goals.
1.3 According to the report of Department of Fertilizers, the type of fertilizers
produced in India is given in Table below, installed capacity of various fertilizers and
production of fertilizers is given below.

Major import of fertilizers and their production is given in below

The list of straight nitrogenous fertilizer plants (UREA, AS, CAN, ACI) is installed in India given
as Annexure-1.

Upto the year 2016-17, fertilizer demand in the country is projected to increase to about 336.77
lakh tons (33.67 million tons) urea, 124.13 lakh tons (12.41 million tons) DAP, 59.48 lakh tons
(5.94 million tons) SSP and 47.93 lakh tons (4.79 million tons) MOP.The all India demand
forecast is given below.

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 (In Lakhs MT)
Year Urea DAP NP/NPKs SSP MPO*
2014-15 320.29 120.02 108.61 50.91 44.92
2015-16 328.58 122.12 111.42 55.13 46.43
2016-17 336.77 124.13 114.20 59.48 47.93
2017-18 337.54 127.64 118.41 64.76 49.34
2018-19 345.36 129.50 123.18 66.26 50.48

1.4 To meet the projected demand, additional fertilizer production capacity along with
a conducive and stable policy environment, availability of raw materials, capital
resources and price incentives will play a critical role in near future of Indian Fertilizer
Industry.
1.5 As per the FAI report (FAI, 2010) total no of trained and untrained manpower
employed in this sector is approx 50000 including public and co-operative sector and
private sector (as on 2007).

1.6 Additional project employment generation in the Fertilizer Sector will be around
1.0 Lakhs in the next five years in the following areas. For development of professional
manpower in the sector, specialized training may be given to selected manpower in the
sector. The broad area of training may include:
 Agromony (cropping Pattern, Soil Characteristics, fertilizer Usage)
 Promotional Activities for increase in Fertilizers usage
 Distribution Logistics of fertilizer transport
 Latest Developments in Technology fronts
 Plant Maintenance techniques

1.7 From technical side the following are the programmes offered:

 Process Technology and Unit Operations

 Process Instrumentation and control including DCS
 Analytical Instrumentation including On-line analyzer
 Pumps , Compressors and Steam Turbines
 Valves and Piping

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  Boiler Feed Water Treatment
 Cooling Water Treatment
 Safety and Fire Hazards
 Environment Management
 ISO 14000 and EMS
 Training for Quality/TQM/ISO standards.
 Electrical system and Maintenance
 Mechanical systems and Maintenance
 Instrumental systems and Maintenance

1.8 The Chemical/Petrochemical industry is critical for the economic development of

any country, with Asia’s increasing contribution to the global petrochemical industry,
India emerge as one of the focus destinations for chemical companies worldwide. The
petrochemical industry is critical for the economic development of any country as it
offers products and solution for virtually all sectors of economy.

1.9 At present, the country is having vast agricultural extension system to educate
the farmers on improved farm technologies. Central/State Governments, State
Agriculture Universities, ICAR, NGOs etc. are engaged for this purpose. However,
Farmers’ knowledge regarding the right product, dosage, time and method of
application of fertilizers based on soil condition is very limited, leading to inefficient use
of fertilizers. Extension services are required to be rejuvenated and reoriented with
focus on the poor farmers and low fertilizer consumption areas for increasing farm
profitability. There is need for permanent technical manpower in the DOF for the plant
site as well as at the field level.

1.10 Fertilizers industry mainly produces Urea, DAP, NP/NPK, SSP and MOP
fertilizers and for the same there are Ammonia Plants, Urea Plants, DAP, NP/NPK
Plants were installed. These plants are producing less fertilizer as compared to installed
capacity due to various reasons including unskilled manpower. In spite of tremendous
efforts made in developing our technological base in the fertilizer sector, gap still exists.

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Criteria and Assumptions for evaluating the Skilled
Manpower requirement of Fertilizer Industry

I. Indian Demand and Supply Scenario

1 Taking into account the predicted values of independent variables, assuming normal
rainfall for the forecast period and actual values of lagged consumption up to
2010‐11 and predicted values of it thereon, the forecasts of total nutrients
(N+P2O5+K2O) has been made. This has been broken into N, P2O5 and K2O
separately by applying suitable NPK use ratio. The demand forecast of fertiliser
nutrients for the period 2012‐13 to 2016‐17 and beyond, i.e., up to 2024‐25 has been
worked out. Based on the model, the total nutrient consumption is estimated at
33.81 million tonnes in 2016‐17 as against 29.68 million tonnes in 2012‐13. It is
expected to rise at 1.309 billion during the terminal year of 12th Plan (2016) and
1.431 billion by 2025.
2 The response ratio of 1:6 for fertilizer to food-grain has to be maintained through
balanced fertilization and efficient use of fertilizer. NPK use ratio may improve from
the current level of 4.8:2.3:1 to 4.6:2.3:1 by the end of 2024‐25.
Summary of Demand Projections of Fertilizer Nutrients (N+P+K) Based on Two
Methodologies during the 12th Five Year Plan

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All‐India demand projections for fertilizer nutrients during 2017‐18 to 2024‐25.

All‐India demand projection for fertilizer products for the 12th Plan period are presented
in Table below.

All‐India demand projections for fertilizer products during 2017‐18 to 2024‐25 is given in
Table

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II. Measures to Meet the Demand

To fulfill the projected demand during the Plan period, there is need for proper
estimation of supply. It is imperative to make the projections of supply keeping in view
the medium and long‐term goals of the Fertilizer Sector.

a) Medium term: The medium term period may cover a period of five years
(2012‐2016‐17). The goal of the fertilizer sector in medium term should aim at:
o Achieving self‐sufficiency in nitrogen production through urea by the
terminal year of the 12th Plan and
o Maximization of the production of phosphate.
Nitrogen:Urea constitutes about 78 per cent of the total nitrogen consumption in
the country. Currently, the gap between consumption and production is about 6
to 7 million tonnes. The gap will increase in coming years unless new capacities
are created. At least 6 – 8 new projects of 1.2 million tonnes capacity each are
needed to fill the present consumption – production gap and to meet the further
increase in urea demand in next 5 years. A number of urea manufacturing
companies are waiting for implementation of new capacities subject to the
announcement of new investment policy for urea and additional allocation of gas
at reasonable prices.
Phosphate: For meeting requirement of phosphatic fertilizers, the country has to
use the judicious mix of manufacturing domestically through imported raw
materials, like phosphate rock, sulphur and ammonia or through imported
intermediates, viz., phosphoric acid and ammonia besides importing finished
fertilizers to supplement the domestic production. The production of SSP is
needed to be maximized to reduce dependence on imported DAP or other
imported phosphatic fertilizers. However, quality of finished fertilizer products
should be as per FCO, 1985 specifications.
b) Long‐term: The long term period may cover 5 to 10 years beyond 2016‐17. In
the long run, additional requirement of fertilizers is to be fulfilled through creation
of domestic capacities and acquiring assets abroad for setting up joint ventures

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III. Policy Initiatives in Urea Sector for New Investments

According to the report of Department of Fertilizers, by the year 2016-17, fertilizer

demand in the country is projected to increase to about 336.77 lakh tons (33.67 million
tons) urea, 124.13 lakh tons (12.41 million tons) DAP, 59.48 lakh tons (5.94 million tons)
SSP and 47.93 lakh tons (4.79 million tons) MOP. To meet the growing demands for
enhancing the agricultural production in the country the new/expansion projects will be
based only on natural gas/LNG as feedstock, which is the most cost effective and least
polluting feedstock in the fertilizer sector today. Currently, the import dependence of
urea is around six million tonnes every year and it is likely to go up to nine million tonne
unless indigenous capacities are created.

The following measure was initiated:

o Many fertilizer companies informed the Government the intent to initiate

investments for expansion of their existing units by setting up an additional
capacity of 1.15 Million Tonne per annum Urea production unit in their existing
premises.
o In addition to the above, the proposal for revival of 8 closed urea units of
Fertilizer Corporation of India Ltd (FCIL) and Hindustan Fertilizer Corporation Ltd
(HFCL) are at an advanced stage of processing.
o The three Public Sector units namely BVFCL, FACT and MFL require to reorient
and modernize and revive to augment indigenous capacity to produce urea.
o There are companies proposing investments in urea sector on alternative
feedstocks, i.e., coal gas, CBM etc.
o Acquisition of fertilizer resources in fertilizer resource rich countries
o Joint Venture Projects in resource rich countries with long term offtake. Stand-
alone long term off take contracts with major producer of fertilizers and fertilizer
inputs. The following are the project joint ventures (JV) proposed:

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Skill Gap Analysis:
Ministry of Fertilizers, Government of India assigned the task to CIPET for studying the
skill gap analysis for fertilizers sectors. The meeting with stake holders of Fertilizers
regarding the Assessment & implementation of skill development plan was held on
07.06.2016 at room no. 3220, A –Wing Shastri Bhawan, New Delhi under chairmanship
of Shri Piyush Srivastava, Economic Advisor, Department of Fertilizers with the stake
holder like GNFC, RCFL, FAI, IPL, IFFCO, Coromandel and CIPET.
To prepare the Assessment & implementation of skill development plan CIPET asked all
the stake holders to submit manpower available and required department wise for each
plants (only numbers).
The above assessment reports prepared using data received from stakeholders, reports
available in Fertilizers sectors and FAI reports for human resources/skilled manpower
requirement of Fertilizers industry.

Based on different factors like installed capacities of fertilizers plant, demand and supply
scenario of fertilizer in India, measures to meet demand, Policy Initiatives in urea sector
for new investments manpower requirement at various levels i.e. supervisor, skilled,
semi-skilled was deliberated upon. Accordingly, assessment of manpower requirement
for the next 10 years has been made, as given below.

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Profile of people employed

The following figures illustrate the profile of people employed in the Chemicals Segment
across various categories
Profile of people employed in the Fertilizer Sector

Mainly the skill developmental activity required for the following area:

Engineers / GET with

Shift Engineer /
10-12 years industry experience
In-charge

Graduate
engineers /B ScChemistry /
Control Operator Control Operator
Diploma with 4-8 years /Field Operators /Field Operators
industry experience

ITIs, BSc Chemistry,

Minimally educated / 8th Process Process
Process
/ 10th / 12th pass / fail Operator/Helper Operator/Helper Operator/Helper

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Skill requirements and skill gaps
The following table presents the skill requirements and gaps across various functions
and hierarchical/reporting ‘levels’ in the Fertilizer Segment. The major area of
improvement in this area where the skill gaps exit is given below:

Function Level Skills required Skill gaps

/Role
Production Shift Engineer / o Ability to manage safety and o New technology /
In-charge regulatory aspects of the chemical improved technology
products produced by the understanding of basic
company chemical processes
o Ability to ensure compliance to that will complement
chemical regulatory requirements maintenance and
and guidelines repair activities
o Ability to coordinate with other o Exposure to modern
functions such as research, tool, technology, and
procurement, etc. for existing processes
products and ensure production o Technological fertilizers
and quality targets as per the knowledge
production o Knowledge of safety
plan procedures
o Ability to aid the initial set-up and o Limited availability due
implementation of design mix for to lack of fertilizers
new products specific courses
o Ability to coordinate with third o Advanced knowledge
party manufacturers as well as of terminal and
with internal departments container operations.
o Ability to break down the
production plan further based on
the production target and ensure
achievement of the targeted
production
o Ability to identify opportunities for
process improvement and ensure
the implementation of the same
o Ability to ensure quality standards
o Awareness of emerging areas such
as water soluble fertilizers
o Ability to oversee development,
review and improvement of
standard operating procedures
o Ability to oversee all aspects of

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 operations, including ensuring raw
material ordering, production
scheduling, catalyst replacements,
etc.
o Ability to lead multi-disciplinary
teams
o Ability to achieve maintenance and
reliability goals and expectations
o Ability to work with the research
team to modify or produce new
products
Control o Ability to adjust batch processing o Advanced practical
Operator /Field conditions based on process understanding of
Operators measurements. chemical processes
o Ability to render appropriate o Modern techniques
feedback on the quality of input used for pneumatic
materials valves, rotary pumps
o Ability to track and record process etc.
information and production data o Orientation of shop-
o Ability to ensure cleaning of all floor culture
process equipment at required o Improved process of
intervals fertilizer knowledge
o Ability to perform in-process and o Training and assisting
final product QA tests of finished operators on the job
product as required o Monitoring Truck
o Ability to stringently comply with turnover rate
safety measures with respect to o Advanced techniques
operations, equipment, for people
environment, etc. and ensure that management and
the safety measures are planning skills
stringently followed by workmen
o Adequate knowledge of chemistry,
chemical hazards and safety
measures
o Ability to perform routine
calibrations of equipment such as
process pH meters
o Ability to monitor operators,
communicate effectively with
them, assign specific jobs and
ensure that the assigned jobs are
carried out
o Ability to undertake
documentation of process

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 activities
o Awareness of safety procedures
and environmental norms
o Knowledge on Distributed Control
Systems (DCS) and Process Level
Control (PLC)
Process o Basic understanding of compliance o Advanced knowledge
Operator/Helper to safety issues while handling of conversion factors
chemicals, especially hazardous o New techniques to
chemicals. render feedback on the
o Ability to produce a variety of quality of inputs
chemicals and chemical received for processing
intermediates by following o Orientation on safety
standard operating procedures and compliance
o Loading and unloading of bulk o Awareness on
chemical trucks, chemicals, sensitivity to the
catalysts, etc. environment
o Ability to use reactors, pumps, o Basic understanding of
stills, centrifuges, dryers, valves, chemical processes
mixers, pumps, control equipment o Modern techniques
and other manufacturing used for tools,
equipment technology, and
o Ability to read, understand and processes in chemical
follow batch sheets plants
o Ability to enter production data o Effective utilization of
into computer systems such as SAP computer knowledge
o Working knowledge of chemical required at this level
reactors, chemical transfer o Orientation to handle
systems, filtration systems, multiple types of
instrumentation used instruments
in chemical processing, etc. o Exposure on work with
o Ability to understand ERP software such as
mathematical calculations and use SAP
percentages, fractions, etc. o Modern techniques of
o Ability to undertake grinding or distributed control
milling operations (if required) for systems
rock-based sources o Basic understanding of
o Ability to undertake chemical chemical processes
mixing that will aid in
o Knowledge of conversion factors – complementing
required when adding ingredients maintenance and
o Ability to handle instruments repair
o Ability to use computer simulation
software

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 o Ability to extract production and
sales data from SAP and analyse it
o Ability to maintain the equipments
and machineries in a continuous
process plant
Sales & Senior o Ability to determine customer o Exposure of
Marketing sales o requirements and expectations commercial sense – for
representa with regards to products being e.g. inadequate ability
-tive manufactured by the company to understand tax
o Detailed technical knowledge of implications and thus
the product(s) implications on cost to
o Ability to recommend specific company
chemical products and solutions o Exposure of selling and
based on customer needs negotiation skills
o Ability to coordinate with
production personnel and ensure
that customer orders are
processed per customer’s specific
requirements
o Ability to generate new and repeat
sales providing product and
technical information to clients in
a timely manner
o Ability to monitor competition by
gathering information on strategy
of competitor’s w.r.t. pricing, new
products, etc.
o Ability to sell to a variety of clients
based on the product(s)
manufactured by the company
o Ability to assist the research team
in the introduction of new
products
o Ability to understand commercial
implications and the cost-to-
company of inefficient sales
o Ability to manage sales through
multiple channels
o Extension services to farmers in
deciding type of fertilizers, crop
and other technical support
o Ability to articulate technical
aspects of agriculture
Account o Ability to conduct regular sales o Basic knowledge of

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 manager / calls, make presentations about chemical processes
Junior the company’s products, correctly o Orientation towards
sales assess needs of customers during attaining detailed
representa the sales call and be able to close product knowledge
-tive the deal o Guidance to execute
o Ability to develop & maintain the end-to-end selling
relationships with existing and process
potential customers o Exposure of negotiate
o Ability to undertake product trials prices and a tendency
at the customers’ end to compromise on
o Ability to ensure that the price based on
company’s products are set well customer or potential
into the customers’ processes and customer feedback
then handover the process to the o Skill to convey
customer functional benefit of
o Ability to resolve customer chemical/fertilizer to
complaints, by investigating customer/farmer.
problems and developing solutions
o Ability to negotiate prices with
existing and potential customers
and secure the best price for the
company
o Ability to service existing accounts

Projected Industry Size and Human Resource Requirements

Projected Industry Size

The Chemicals and Fertilizers Industry has grown in volume terms by a Compounded
Annual Growth Rate (CAGR) of 2.4% between 2003 and 2009.The near term growth
rates are expected to be about 13% to 14% for domestic sales and about 23% to 25%
for exports. However, keeping in mind the long term growth trend, we expect that the
domestic production would grow at the rate of the Private Final Consumption
Expenditure on Healthcare (about 14%) and a long term export growth rate of about
15% till 2024-25.

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Skill Pyramid

The major area of skill development plan is required as under

Source: IMaCs Analysis

Focus Areas for Skill Building

The major focus of skill building in the Fertilizers sector should targeted towards
operators and sales personnel. The details of possible focus areas for skill building are
shown in the following table.
Sector Personnel for skill building Indicative coverage areas
Chemicals Industrial and Chemical o Usage of protective equipment such as
and Manufacturing Attendant gumboot, helmet, gloves
Fertilizers o Understanding of basic chemical processes
o Fire detection and safety compliance and
awareness
o Identification of chemicals
o General Awareness about length, width,
height, area, volume, pressure, flow,
temperature, level, pH density, viscosity,
current, specific gravity, etc.
o Understanding SOPs
Process Attendant o Maintenance work: Dismantling, Cleaning and
assembling of gate, globe , ball , stopcock and

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Manufacturing Assistant
Lab Attendant
Equipment Operator
Sales
The above areas, put together, account for over 70% to 80% of the human resource
requirement where skill building would be required in the future.
plug valve
o Dismantling, cleaning, assembling of pumps
o Fitting of pipelines and joints
o Flow measurement (Venturimeter,
Orificemeter, Rotameter, dry
diaphragmmeter)
o Operation of Ball mill
o Operation of hammer Mill
o Operation of Sieve Analysis
o Operation of Plate & Frame Filter Press
o Operation of Rotary vacuum Filter
o Operation of Basket Centrifuge
o Operation Of Mixing Equipment
o Operation of settler & decantation
o Knowledge of GMP, SOPs, etc
o Identification and testing
o Filtration, crystallization, distillation, pH etc.
o Operation and installation of plates, heating
mantles, oven, pump, furnace, incubator, fire
extinguisher, etc.
o Operation of distilling columns
o Operation of absorption towers
o Operation of rotary drier, rotary drier, spray
drier
o Operation of mixers, extractors
o Operation of leaching unit
o Functional knowledge of product
o Understanding farm patters,
diseases(fertilizers and pesticides)
o Advising clients
o Knowledge of basic of commerce – billing,
taxation
o Marketing and communication, especially
invernacular language
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Manpower Placed at Plant Level Fertilizer Sector (including urea and ammonia
plant):
The manpower placed at plant level received from various stake holders which are
given in Annexure-II. Based on the above data received form various stake holder in
Fertilizer sector manpower placed at various level is given below (includes technical and
non-technical, contract manpower, marketing manpower etc.

No. of
S. No Level Key Areas Key Role Holder / Position
Persons
CMD/Director(T)/Director(
1 10 Top Management 4
M)/Director (F)
Dy. Manager/Manager/Sr
2 Executives (Technical) Manager/CM/DGM/GM/E 588
D
9
Dy. Manager/Manager/Sr
Executives (Non-
3 Manager/CM/DGM/GM/E 357
Technical)
D
Asstt.
Engineer(Discipline)/Engin
4 Supervisor (Technical) 461
eer (Discipline)/Sr.
Engineer(Discipline)
8
Asstt.
Supervisor (Non- Officer(Discipline)/Officer
5 221
Technical) (Discipline)/Sr. Officer
(Discipline)
Sr Operator/Sr.
6 6&7 Skilled Workers Technician/ Executive 1032
Opetaror
Technician Gr.III/Operator
7
Gr. III
4&5 Semi- Skilled Workers 769
Typist Clerk/Jr. Accounts
8
Asstt./Steno Asst.
Jr. Plant Attendant, Plant
Attendant, Sr. Plant
9 3 Un-Skilled Workers 251
Attendant, Messenger,
Office Attendant etc.
Un-Skilled - Matahdi
10 2 MATHADI WORKERS 1200
Workers
Conservancy, Horticulture,
Un-Skilled - Contract
11 1 Canteen , civil & plant 1100
Workers-
maintenance etc.
Total 5983

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The manpower requirement for the future requirement (includes technical and non-technical and
contract manpower) is given:

Plant Additions projected upto 2024-25

No.of Plants projected up to 2024-25*

Estimated
Plants Add.
Sector / No of New Public
upto Production Revival New Joint
Process Units sector
2015- Capacity with of Plants Ventures
2024-25 Plants
16 existing plants
Urea 1.15 Million
26 8 3 2
Tons per anum
AS 11 - - - 1
CAN 3 - - - -
SSP 97 - - 1 1
DAP 10 - - - -
NPK 15 - - - -
Total 762 8 4 4
Grand 778 units/plants projected upto 2024-25 to meet the demand with
Total higher capacity of production
* Source: Report of the working group on Fertilizer Industry for the twelfth plan (2012-13 to 2016-17), Ministry of Fertilizers, Govt. of India

Manpower Requirement

(In Nos.)
Total Manpower (2013-14) Additional Manpower required during 2014/15 to 24/25
Sector /
Super- Operator/ Semi- Un- Total Super- Operator/ Semi- Un- Total
Process
visory Skilled Skilled skilled Manpower visory Skilled Skilled skilled Manpower
Urea 702 46826 6526 59800 113854 351 23413 3263 29900 56027
AS 297 19811 2761 25300 48169 27 1801 251 2300 4379
CAN 81 5403 753 6900 13137 - - - - -
SSP 4619 174697 24347 223100 426763 54 3602 502 4600 8758
DAP 270 18010 2510 23000 43790 - - - - -
NPK 405 27015 3765 34500 65685 - - - - -
Total 6374 291762 40662 372600 711398 432 28816 4016 36800 69164
The above calculations is based on the single plant capacity and manpower required for running the plant

Due to retirement upto 2024-25 additional approx. 30,000 - 40,000 no. of manpower
required (all the level). So total manpower required will be approximately 1 Lakh. The
above unskilled manpower is approximately 3-4 Lakhs and semi-skilled manpower is
3.0 Lakhs which needs to be trained for better productivity.

22 | P a g e
 Manpower Requirement at various levels

Description 2013-14 2018-19 2024-25

Total Manpower Required
1.18 1.66 2.34
in Lakhs
Supervisory
0.063 0.065 0.068
in Lakhs
Maintenance
0.406 0.423 0.446
in Lakhs
Skilled Operators
0.362 0.522 0.753
in Lakhs
Semi-skilled
2.91 3.01 3.20
in Lakhs
Other skilled
3.72 3.95 4.09
in Lakhs
Analysis and findings:
 Additional capacity of 1.15 Million Tonne per annum Urea production unit is
projected upto 2024-25.
 Revival of 8 closed urea units of Fertilizer Corporation of India Ltd (FCIL) and
Hindustan Fertilizer Corporation Ltd (HFCL) are at an advanced stage of
processing.
 The 3 Public Sector units namely BVFCL, FACT and MFL require to reorient and
modernize and revive to augment indigenous capacity to produce urea.
 4 Joint Venture will be established in coming years up to 2024-25.
 The near term growth rates are expected to be about 13% to 14% for domestic
sales and about 23% to 25% for exports
 The NPK average per anum growth during 12th plan is 0.83 million ton and 3.3%
compound growth rate in fertilizer sector.
 It is expected to raise NPK demand at 1.309 billion during the terminal year of
12th Plan (2016) and 1.431 billion by 2025.
 Additional approx. 30,000 no so manpower required due to retirement upto 2024.
So total manpower required will be approximately 1 Lakh.
 Additional dealers / vendors who is working in Fertilizers sectors also needs to be
trained in the tune of approx. 500 Nos.
 The above unskilled manpower is approximately 3-4 Lakhs and semi-skilled
manpower is 3.0 Lakhs which needs to be trained for better productivity.

23 | P a g e
Broad Occupational Map
Occupational Chart is done in order to identify the various occupations within the
industry and its relevant job roles.

24 | P a g e
Job Roles

25 | P a g e

S. No Key Areas
1 Top Management
2 Executives (Technical)
EXECUTIVES (NON-
3 ger/Sr
TECHNICAL)
4 Supervisor (Technical)
Supervisor (Non-
5 practical skills to
Technical)
6 Skilled Workers
Key Role Holder Desired Knowledge
Training Need for Skill Up-gradation
/ Position / Experience
Business
Strategy planning, Leadership
CMD/Director(T development,
development, Business outlooks,
)/Director(M)/Di People Management
Decision making, Team management,
rector (F) , Highly specialized
Networking skill, problem solving skill
knowledge
Dy.
Manager/Mana Business
ger/Sr management &
Manager/CM/D Leadership Skills, Team building,
system development
Regulatory compliances updates,
GM/GM/ED in the respective
decision making in complex
area, Advanced
technical activities involving
Dy. knowledge and.
unpredictable
Manager/Mana Critical
work/study situations.
understanding of the
subject
Manager/CM/D
GM/GM/ED
Plant Operation & maintenance skills,
Intercepted management systems,
Asstt. Supervisory & basic participation in Five - S, Six Sigma,
Engineer(Discipl technical knowledge, Quality Circle & IMS, computer/ SAP
ine)/Engineer practical skills to knowledge, participative management,
(Discipline)/Sr. develop creative analytical rigour and good
Engineer(Discipl solutions to abstract communication. Exercise management
ine) problems. and supervision in the context of
work/study having unpredictable
changes
Supervisory skills, knowledge of SOP in
Knowledge of Core
Asstt. respective area, computer/ SAP
area & also
Officer(Disciplin knowledge, participative management,
organization,
e)/Officer analytical rigour and good
(Discipline)/Sr. communication. Exercise management
develop creative
Officer and supervision in the context of
solutions to abstract
(Discipline) work/study having unpredictable
problems.
changes
Operator: Critical plant equipment
operation, SOP/SOI , Start-up & shut
Sr Operator/Sr. Working knowledge down procedure, safety interlocks
Technician/ of Operation & Technician : Critical plant equipment/
Executive Maintenance of Instruments installation commissioning,
Operator respective areas testing calibration & maintenance
safety practices to be followed in
respective area
26 | P a g e

7 Semi- Skilled Workers
8 Semi- Skilled Workers
9 Un-Skilled Workers
Un-Skilled - Matahdi
10
Workers
Un-Skilled - Contract
11
Workers-
Structured Training under Apprentices
Act in the respective trade, On the job
training, Inputs on Safety, fire-fighting ,
Operational &
Technician Integrated Management System,
maintenance
Gr.III/Operator Participation in 5S, working knowledge
overview knowledge
Gr. III of computers, Quality Circle, Kaizen,
in his area
Suggestion Scheme, etc., basic
understanding of social political and
natural environment.
Communication skill, working
Typist Clerk/Jr. Working knowledge knowledge of computers, Integrated
Accounts of respective areas Management System, Participation in
Asstt./Steno & office 5S, Quality Circle, Kaizen, Suggestion
Asst. management Scheme, etc., basic understanding of
social political and natural environment.
Jr. Plant
On routine maintenance practices,
Attendant, Plant
Basic working Inputs on safety, 5S, Participation in
Attendant, Sr.
knowledge of plant, Quality Circles etc., communication ,
Plant Attendant,
machine & basic
Messenger,
equipment’s understanding of social and
Office
natural environment.
Attendant etc.
Basic knowledge of
respective areas,
Material, tools and Safety & health awareness, cost
MATHADI applications in a awareness, Loading &unloading skills,
WORKERS limited hygiene and
context, understands environment.
context of work and
quality.
Conservancy,
Basic knowledge of Communication skills, Safety
Horticulture,
areas, instructional awareness, working knowledge in
Canteen , civil &
words, respective areas, Reading and writing;
plant
meanings and personal financing;
maintenance
understanding. hygiene and environment.
etc.
27 | P a g e
Broad Job Role Categorization and
Career Progression Path &
Tentative Level Equivalences

28 | P a g e
 Broad Job Role Categorization and Career Progression Path
&Tentative Level Equivalences
Project & Planning

Level 9 Head Planning & Project

Level 8 General Manager - Technical

Level 7 Manager – Project/ Planning

Level 5
Engineer – Project/Planning

Engineers - Production Planning

Level 4 Engineer-Estimation and Costing
Materials Engineer
Plant Engineer

Level 3 Material Planner

Fabrication Planner

29 | P a g e
 Broad Job Role Categorization and Career Progression Path
&Tentative Level Equivalences
Maintenance Roles

Mechanical/Electrical/Instrumentatio
n/Civil
Level 6 Manager Design (Plant & Machinery)
Manager (Tool Design)

Design Engineer – Plant

Level 5 Mechanical/Electrical/Instrumentation
/Civil

Field Operator Panel Operator

Design Engineer – Fluid Power
Mechanical/Elec Mechanical/Elec
Design Engineer – Mould Flow
trical/Instrumen trical/Instrumen
Level 4 Design Engineer – FEA tation/Civil
tation/Civil

Design Engineer – Mechanical

Design Engineer – Electrical&

Helper
Electronics Helper
Level 2 & 3

30 | P a g e
 Broad Job Role Categorization and Career Progression Path
&Tentative Level Equivalences
Technical Process

Machine Operators
Plant Operation & maintenance
skills, Supervisory skills,
knowledge of SOP in respective
Level 4 area, computer/ SAP knowledge,
participative management,
analytical rigour and good
communication analytical rigour
and good communication

Technician
On the job training, Inputs on Safety, fire-
fighting , Integrated Management
System, Participation in 5S, working
knowledge of computers, Quality Circle,
Kaizen, Suggestion Scheme, etc
Level 3

Level 2 Technical Process- Assistant

Level 1 Technical Process- Helper

31 | P a g e
 Broad Job Role Categorization and Career Progression Path
&Tentative Level Equivalences
Production Roles

Machine Operators
Plant Operation & maintenance
skills, Intercepted management
Level 4 systems, participation in Five - S,
Six Sigma, Quality Circle & IMS,
computer/ SAP knowledge,
participative
management,analytical rigour and
good communication

Technician
- Critical plant operation
- Sratup and shut down process
Level 3 - Safety interlocks
- Supervisory skills, knowledge of
SOP in respective area,
computer/ SAP knowledge,
participative
management,analytical rigour
and good communication

Level 2 Production - Assistant

Level 1 Production- Helpers

32 | P a g e
 Broad Job Role Categorization and Career Progression Path
&Tentative Level Equivalences
Quality Roles

NDT Technician (Analyst & Trainer) Other Quality Roles

Quality Assurance
Ultrasonic Testing Engineer
Level 5
QC Engineer -
Mechanical
QC Engineer -
Instrumentation

Quality InspectorNDT Technicians/ Other Quality Roles

Machine Assembly Lab Technician – Raw Materials

Precision Tools (Metal) Testing
Testing Destructive Testing Technician -
Level 4 QC Lamination Mechanical
Incoming Destructive Testing Technician -
Assembly Chemical
Processing Radiologist (Analyst &
Radiation Safety Officer)
NDT Technician – Ultrasonic
Testing (Supervisor

NDT Technician – Ultrasonic Testing (Tester)

Level 3 NDT Technician – QC Visual Examiner (Tester)

Level 2 Testing & Quality Control – Assistant

Level 1 Testing & Quality Control –Helper

33 | P a g e
Conclusions:

As the Fertilizers Sectors having semi-skilled and unskilled manpower in the tune of 3-4
Lakhs and to increase the productivity they needs to be trained. Based on the above
finding we are proposing there will be two identified area where the training can be
given for semi-skilled and unskilled operator at plant level and ground level
marketing/vendors/traders:

1. Plant Level Maintenance (Mechanical, Electrical, Technical, Civil and IT):

o Advanced practical understanding of chemical processes

o Modern techniques used for pneumatic valves, rotary pumps etc.
o Orientation of shop-floor culture
o Improved process of fertilizer knowledge
o Training and assisting operators on the job
o Advanced techniques for people management and planning skills
o New technology / improved technology understanding of basic chemical processes that
will complement maintenance and repair activities
o Exposure to modern tool, technology, and processes
o Technological fertilizers knowledge
o Knowledge of safety procedures
o Limited availability due to lack of fertilizers specific courses
o Advanced knowledge of terminal and container operations.
o Advanced knowledge of conversion factors
o New techniques to render feedback on the quality of inputs received for processing
o Awareness on sensitivity to the environment
o Modern techniques used for tools, technology, and processes in chemical plants
o Effective utilization of computer knowledge required at this level
o Orientation to handle multiple types of instruments

2. Marketing Team / Vendors / Traders:

o Basic knowledge of chemical processes

o Orientation towards attaining detailed product knowledge
o Guidance to execute the end-to-end selling process
o Exposure of negotiate prices and a tendency to compromise on price based on
customer or potential customer feedback
o Skill to convey functional benefit of chemical/fertilizer to customer/farmer.

34 | P a g e
 Annexure-I
List of Urea and AS fertilizers Plants:

35 | P a g e
List of DAP and other complex fertilizers

36 | P a g e
List of SSP Plants

37 | P a g e
* Source: Indian Fertilizer Scenario 2014, Ministry of Fertilizers, Govt. of India

38 | P a g e
 Annexure-II

The data received form RCFL

No. of
S. No Level Key Areas Key Role Holder / Position
Persons
CMD/Director(T)/Director(M)/D
1 10 Top Management 4
irector (F)
Dy. Manager/Manager/Sr
2 Executives (Technical) 588
Manager/CM/DGM/GM/ED
9
Dy. Manager/Manager/Sr
3 Executives (Non-Technical) 357
Manager/CM/DGM/GM/ED
Asstt.
Engineer(Discipline)/Engineer
4 Supervisor (Technical) 461
(Discipline)/Sr.
8 Engineer(Discipline)
Asstt. Officer(Discipline)/Officer
5 Supervisor (Non-Technical) (Discipline)/Sr. Officer 221
(Discipline)
Sr Operator/Sr. Technician/
6 6&7 Skilled Workers 1032
Executive Opetaror
Technician Gr.III/Operator Gr.
7
III
4&5 Semi- Skilled Workers 769
Typist Clerk/Jr. Accounts
8
Asstt./Steno Asst.

Jr. Plant Attendant, Plant

Attendant, Sr. Plant Attendant,
9 3 Un-Skilled Workers 251
Messenger, Office Attendant
etc.

10 2 Un-Skilled - Matahdi Workers MATHADI WORKERS 1200

Conservancy, Horticulture,
Un-Skilled - Contract
11 1 Canteen , civil & plant 1100
Workers-
maintenance etc.
Total 5983

39 | P a g e
 JOB ROLES - GNFC Ltd (Company roll) 10.06.16

S. Key areas Key Role No of Desired Qualific Proce Mech Instr El Ci Proj D Techni ISD Purch Store Mark Fina Lab Ot Total
No Holder/ Perso Knowledg ation ss . ume ec vil ect & cal ase eting nac orat he
Position ns e/ Maint nt tri C Servic e ary rs
Experienc cal es
e
Executive BE/B
Top 4 25 years 2 1 1 4
Director Tech
1 Managem
CS & Exe.
ent 1 25 years CS 1 1
Director
General BE/B
8 21 years 3 1 1 1 1 1 8
Manager Tech
Executives Additional
BE/B
2 (Technical General 27 18 years 9 7 1 2 1 1 1 2 1 1 1 27
Tech
) Manager
BE/B
Chief Manager 53 15 years 13 9 4 6 3 5 2 1 2 2 6 53
Tech
BE/MBA
General
5 21 years /CA/IC 2 1 2 5
Manager
WA
Graduat
e/Post
Additional
Graduat
General 11 18 years 3 1 1 6 11
Executives e/MBA/
Manager
3 (Non- CA/ICW
Technical) A
Graduat
e/Post
Graduat
Chief Manager 19 15 years 4 4 4 7 19
e/MBA/
CA/ICW
A
BE or
Graduat
Senior Manager 128 12 years e/Post 35 14 11 15 3 1 4 5 5 4 13 18 128
Supervisor
Graduat
4 (Technical
e
)*
BE or
Manager 82 9 years 32 11 6 5 1 2 2 4 6 5 8 82
Graduat
 e/Post
Graduat
e
BE or
Graduat
Senior Engineer 288 6 years e/Post 109 45 32 25 1 4 8 2 6 16 11 29 288
Graduat
e
BE or
Graduat
Engineer 110 3 years e/Post 46 19 8 3 1 3 1 7 1 3 1 17 110
Graduat
e
MBA/CA
/ICWA/
Graduat
Senior Manager 93 12 years 2 45 15 31 93
e/Post
Graduat
e
MBA/CA
/ICWA/
Graduat
Manager 110 9 years 8 60 23 19 110
e/Post
Supervisor Graduat
(Non- e
5
Technical) MBA/CA
* /ICWA/
Senior
Graduat
Officer/Dy. 152 6 years 15 59 42 36 152
e/Post
Mktg. Mgr.
Graduat
e
MBA/CA
/ICWA/
Officer/Asst. Graduat
58 3 years 5 25 10 18 58
Mktg. Mgr. e/Post
Graduat
e
Graduat
e/Post
Skilled
6 Graduat 374 374
Workers
15 yrs & e,Diplo
Operator 374 above ma

41 | P a g e
 Engg.

Diploma
15 yrs & Engg./G 233
Technician 233 above raduate 97 37 67 3 4 25
Graduat
e/Post
3 85
15 yrs & Graduat
Assistant 85 above e 1 1 1 5 10 13 2 49
Graduat
e/Post
26
15 yrs & Graduat
Accountant 26 above e 26
Graduat
e/Post
Graduat
5 175
e,Diplo
15 yrs & ma 12
Others 175 above Engg. 6 11 2 9 2 2 11 1 6
Diploma
less than Engg./G 145 148
Asst. Operator 148 15 yrs raduate 1 1 1
Diploma
less than Engg./IT 171
Asst. Technician 171 15 yrs I 56 46 53 2 3 2 9
Graduat
e/Post
26
less than Graduat
Semi-
Clerk 26 15 yrs e 2 24
7 skilled
Graduat
Workers
e/Post
6
less than Graduat
A/Cs. Clerk 6 15 yrs e 6
ITI/HSC
less than Certi 14
Fireman 14 15 yrs course 14
ITI/HSC
Jr. Analyst / less than Certi 64
Asst. Analyst 64 15 yrs course 64

42 | P a g e
 Graduat
e/ITI/HS
C with 135
less than certi.
Others 135 15 yrs Course 1 1 1 10 96 1 25
HSC/SCC
Un-skilled
8 10 /Below 5 2 3 10
workers
SSC
17 47
776 271 146 23 17 29 20 33 46 51 323 132 97 2616
Total 2616 7 5
Experience required in relevant field in the respective
work area Education Qualification required in relevant area

43 | P a g e
 JOB ROLES - CONTRACT LABOURS
JOB ROLES - GNFC Ltd (Company roll)
Desired
Key Role Holder/ No of Knowledge/
Sl.no Key areas Position Persons Experience Qualification
Production 39 Above 10 years in ITI in respective area
Mechanical 58 relevant field in /HSC/SSC
Electrical respective area
instrument 1
Civil
Laboratory
1 Skilled Workers Store 9
Fire & Safety 22
Marketing 2
Security Services 25
Others 7
Total 163
Production 59 3-4 years in ITI in respective area
relevant field in /HSC/SSC/ below SSC
Mechanical 57 respective area
Electrical 67
instrument 1
Civil 4

2 Semi-skilled Workers Laboratory 3

Store 25
Fire & Safety
Marketing 3
Security Services 25
Others 32
Total 276
Production 608 Relevant field exp. Below SSC
Mechanical 119 preferred
Electrical
instrument 35
Civil 11
Laboratory 65
3 Un-skilled workers Store 25
Fire & Safety
Marketing 77
Security Services 100
Others 281
Total 1321
 INDIAN POTASH LIMITED
JOB ROLES - HR & ADMINISTRATION / PORT OPERATIONS / SYSTEMS

TRAINING
NEED FOR
KEY ROLE HOLDER / NO. OF DESIRED KNOWLEDGE / SKILL UP-
S. NO. POSITION PERSONS EXPERIENCE QUALIFICATION GRADATION
Having comprehensive Doctorate/Post
Managing knowledge in fertilizer Graduate in
1 Director 1 sector in all aspects Mgmt. / Mktg. -

Extensive knowledge in
Vice President Finance / Accounts / Chartered
2 (Fin. & Admn.) 1 Administration Accountant -

General Experience / Exposure in Agri. Degree /

3 Manager (Mktg.) 1 Marketing Mgmt. Degree -

Any Degree /
Post Graduate
General Experience / Exposure in Degree in
4 Manager (PO) 1 Port Operations Mgmt. -

Having desired knowledge Degree / PG in

/ Exp. in Agri. / Fert. / Agri. or
Pesticide / Marketing / Science Mgmt.
5 Regional Head 15 Logistics / Port Operations Degree
Having knowledge / Exp. in
Agri. Fert. / Pesticide / Degree / PG in
Mktg. / Warehousing / Agri. Or
6 Manager - Mktg. 16 Transportation Science
Having knowledge / Exp. in
Agri. Fert. / Pesticide / Degree / PG in
Asst. Manager Mktg. Warehousing / Agri. Or
7 (Mktg.) 29 Transportation Science
Having knowledge /Exp. In Degree / PG in
Agri. Fert. / Pesticide / Agri. or
8 Field Staff 132 Mktg. / Transportation Science
Having versatile knowledge CA / ICWA /
General Manager / Exp. in Accts. / Fin. / PG in
9 (Fin.) 1 Taxation / Audit Commerce -
CA / ICWA /
Addl. Gen. Having desired knowledge PG Deg. In
10 Manager (Accts.) 1 / Exp. in Accounts Commerce -
Having desired knowledge CA / ICWA /
Chief / Senior / Exp. in Accounts / PG Deg. In
11 Mgr. (Accts.) 4 Taxation Commerce -
Accts. & Admn. Having desired knowledge PG / Deg. In
12 Head 13 / Exp. in Accounts / Commerce

45 | P a g e
 Administration
Mgr. / DM / AM Having desired knowledge PG / Deg. In
13 (Accts.) 15 / Exp. In Accounts Commerce
Having versatile knowledge Any
Addl. Gen. Mgr. in HR & Administration / Degree/PG
14 (P&A) 1 Legal Mgmt. Degree
Any
Chief Manager Having desired knowledge Degree/PG
15 Admn. 1 in Administration Mgmt. Degree
Any
Mgr. / DM / AM Having desired knowledge Degree/PG
16 Admn./Secre./HR 6 in Admn. / Secre. / HR Mgmt. Degree
Having versatile knowledge
17 Reg. PO Mgr. 3 / Exp. in Port Operations Any Degree
Complete operating
knowledge in Systems / MCA / BE - IT /
18 Systems Mgr. 2 Programming & Hardware Comp. Science

46 | P a g e
 Coromandel International Limited, Secunderabad
JOB ROLES - HR & ADMINISTRATION / PORT OPERATIONS / SYSTEMS
S Key Role/
Location Key Areas Position Name No of Persons
No Positions
1 Corporate Top Management MG 11 Managing Director 1
2 Corporate Top Management MG 10 President 3
Executive Vice
3 Corporate Top Management MG 9 Presindent 8
4 Corporate Top Management MG8 A Sr Vice President 3
5 Corporate Top Management MG 8 Vice President 3
Sr Associate Vice
6 Corporate Executives(Technical) MG7 A President 3
Associate Vice
7 Corporate Executives(Technical) MG7 President 14
8 Corporate Executives(Non Technical) MG6 A Sr. General Manager 8
9 Corporate Executives(Non Technical) MG6 General Manager 8
Deputy General
10 Corporate Executives(Non Technical) MG5 A Manager 12
Assistant General
11 Corporate Executives(Non Technical) MG5 Manager 16
12 Corporate Supervisior Technical MG4 A Sr Manager 11
13 Corporate Supervisior Technical MG4 Manager 42
14 Corporate Supervisior Technical MG3 Deputy Manager 55
15 Corporate Supervisior Non Technical CF3 Assistant Manager 34
16 Corporate Skilled Worker CF2 Sr. Officer 24
17 Corporate Skilled Worker CF1 Officer 15
18 Corporate Skilled Worker Trainee Trainee 0
Operator/ Sr
19 Corporate Semi Skilled Worker NMS Operator 4
20 Corporate Un Skilled Worker Contract Assistant 19
25 Plant Top Management MG 8 Vice President 2
Sr Associate Vice
26 Plant Executives(Technical) MG7 A President 2
Associate Vice
27 Plant Executives(Technical) MG7 President 3
28 Plant Executives(Non Technical) MG6 A Sr. General Manager 6
29 Plant Executives(Non Technical) MG6 General Manager 9
Deputy General
30 Plant Executives(Non Technical) MG5 A Manager 18
Assistant General
31 Plant Executives(Non Technical) MG5 Manager 23
32 Plant Supervisior Technical MG4 A Sr Manager 27

47 | P a g e
33 Plant Supervisior Technical MG4 Manager 79
34 Plant Supervisior Technical MG3 Deputy Manager 153
35 Plant Supervisior Non Technical CF3 Assistant Manager 183
36 Plant Skilled Worker CF2 Sr. Officer 197
37 Plant Skilled Worker CF1 Officer 176
38 Plant Skilled Worker Trainee Trainee 65
Operator/ Sr
39 Plant Semi Skilled Worker NMS Operator 1397
40 Plant Un Skilled Worker Contract Assistant 3474
45 Marketing Top Management MG 8 Vice President 1
Sr Associate Vice
46 Marketing Executives(Technical) MG7 A President 1
Associate Vice
47 Marketing Executives(Technical) MG7 President 0
48 Marketing Executives(Non Technical) MG6 A Sr. General Manager 3
49 Marketing Executives(Non Technical) MG6 General Manager 10
Deputy General
50 Marketing Executives(Non Technical) MG5 A Manager 12
Assistant General
51 Marketing Executives(Non Technical) MG5 Manager 13
52 Marketing Supervisior Technical MG4 A Sr Manager 7
53 Marketing Supervisior Technical MG4 Manager 63
54 Marketing Supervisior Technical MG3 Deputy Manager 89
55 Marketing Supervisior Non Technical CF3 Assistant Manager 167
56 Marketing Skilled Worker CF2 Sr. Officer 301
57 Marketing Skilled Worker CF1 Officer 913
58 Marketing Skilled Worker Trainee Trainee 32
Operator/ Sr
59 Marketing Semi Skilled Worker NMS Operator 2
60 Marketing Un Skilled Worker Contract Assistant 1694

48 | P a g e