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RD .140 RToUIREMENTS SPEcI FIcATIoN
Punjab $tate Power Corporatisn Limited
(p$pcL)
*rmcle *-"f RhlI$ Ccre HR
Author: Ma noj Kumar/ Amarend raNathGa rai
Creation Date: Sep 29, 2020

Last Updated: January 8,2021
Document Ref: p$ pC L.-RD1 40 HR
-" "-Req u irernents --Sper:ificatirns
Version: 1.3
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Firr Rer pspc L-RD1 40-HR-Rerr,,*ril{f;H. ."", Page 1 of 75
RD 140 Requirements Specification Doc Ref: PSPCL-RD'140-HR-Requirements-Specifications
ta
1 Document Control
1.1 Change Record
Date Author Version Change Reference

29-Sep-20 AmarendraNathGarai 1.0 lnitialVersion
22-Oct-20 AmarendraNathGarai 1.1 Updateof thelist of the
business users in the "lnPut
given by" section assuggested
bv PSPCL IT.
27-Oct-20 AmarendraNathGarai 1.2 Disciplinary cases/Punishment
& Appeals process Updated
27-Nov-20 AmarendraNathGarai '1 .2 Hiring of selected emPloYee
updated as per Recruitment
orocess.
7-Dec20 AmarendraNathGarai 1.3 Updatedcomments from HR
core committee discussion.
11-Dec-20 AmarendraNathGarai 1.3 Updates comments from HR
Promotion Process for non
Gazetted employees
15-Dec-20 AmarendraNathGarai 1.3 Updated comments from HR
core committee discussion.
16-Dec-20 AmarendraNathGarai 1.3 HR core committee discussion
on LTC.
on PWD emPloYees,
Grievance. LTG.
on Promotion & RTl.
on Hiring Process.
on Promotion, TBPS,
Emplovee seParation.
28-Dec-20 AmarendraNathGarai 1.3 HR Committee discussion on
Maintain employee record
Absence management, Leave
Annexure.
29-Dec-20 AmarendraNathGarai 1.3 HR Committee discussion on
Employee Movement &
Disciplinarv Action Process.
31-Dec-20 Amarendra Nath Garai 1.3 Attached note shared bY /o
Dy.Secy/Personnel regarding
work structure & deputation.
08Jan-21 Amarendra Nath Garai 1.3 Final review by Core
Committee.
v , f,
File Ref : PSPC L-R D'l 40-H R-Requirements-S pecif ications.docx Page 2 ot 75
.:
R D. 140 Requirements Specification Doc Ref : PSPCL_RD 1 40_H R_Requrrements_Specifi cations
1.2 Reviewers
Date Name Designation

17-OCr-20 RammohanChilukuri PM - Tech Mahindra
24-Dec-20 RammohanChilukuri PM - Tech Mahindra
29-Dec-20 RammohanChilukuri PM - Tech Mahindras
_]
File Ref: PSPCL_R Dl 40_H R_Requirements_Specifications.docx Page 3 of 75

R D. 1 40 Requirements Specification Doc R ef : PSPCL-R D 1 4O-H R-Requirements-Specifi cations
1.3 Inputs Given BY

trtami and Derignatlon of PSPGL Signatut
Pr6ess Businees
Proce$8
Analysis U.niUDepdr' . Domain ExPcrts ewith
.tment SlemD
HR 01 Work The following information is HR and Pay & n. Sh.Kamalpreet Singh' DM/HR a/w
structure discussed in this section and agreed Accounts Dy.SecYServices-2
with PSPCL in this Process: 2. Sh.ManvirSaini,AM/HR
Location, Organization Structure, a/wDY.SecY. Services-3
Organization Hierarchy, Jobs 3. Sh.Bhajan Singh, AO/PaY &
(Designationo), Positions (Posts), Accounts
Grades (Pay Bands) 4. Sh.Shelesh GuPta, MO a/w AO'
Pay & Accounts
Employee This Process describes how a new HR and Pay & Str.P iyustrSingla, DM/HR a/wDy.Secy
HR-02
New Hire emolovee creation takes Place. Accounts Recruitment
This Process describes how an HR and Pay & No discussion held on this.
HR 03 Maintain
employee employee information is maintained Accounts
information bv the PSPCL HR.
Absence This Process describes how an Dy. CAO Mr. CM Sahi, Dy. CAO iEstablishment
HR-04
employee Absence data is caPtured iEstablishment
managemen
in the system. Absence request will
t process
be initiated from SSHR module
through approval process. In case of
exception the absence entrY of
employees can be recorded in core '-,
HR.
HR 05 Employee This Process describes how Services-1 ,2
:or Gazefted employees:-
Movement Promotion/Transfer Process of an &3 for
employee takes place. Gazetted 1. Sh.Reetinder Singh, AM/HR
Employees a/wJt.Secy. Services-1
ENG-1,2,3 &4 2. '
Sh.KamalPreet Singh, DM/HR a/w
ano Dy.SecY€ervices-2
Zones(C,D & 3. Sh.ManvirSaini,AM/HR
T) for Non- a/wDy.SecY. Services-3
Gazetted 4. Sh.MukeshPuri, SYstem Analyst
Employees a/w Jt. SecY-Services'1
For Non€azetted emPloyees
1. Mr. Naresh Kumar Sharma' Under
Secy. Zones O) AM/ DY. Sect
Zones
2. Ms. BhavneetKaur, AM/HR/Eng1
a/w DY. SecY Establishment 1
HR-06 Disciplinary This Process describes how SE/Technical 1. Mi. Nitin Kumar- SupUGrade lla/w
action Disciplinary Action Process is O/oSE/Technical
handled in PSPCL. 2. Mr. Rajesh Kumar'SSS/a/w O/o
process SE/Technical
3. Mr. Arvinder Singh' Sr. Asst/a/w .,
O/o SE/Technical .^
4. Mr. Rahul - JEla/w O/o SE/Teohnioal
This Process describes how ENG-1,2,3,42 l. Itils. S nikhau cnaria, Supdt- Grade-
HR-07 Grievance
Employee Grievance Management 2, ENG-3 alw OIO DY.SecY ENG'2
Process is maintained in PSPCL. 2. Mr. SanchitTewatia, AM/HR ENG-2
atw Oto Dy.Secy/ENG-2
Employee This Process describes now the Concerned Discussion Pending.
HR_08
Separation Termination Process is managed in Establishment
PSPCL. and Payroll
process deoartment
RTI Right to Information (RTl) Dy.Secy./RTl Preliminary discussion was held with: -
HR_09
1. Ms. ShikhaUcharia, Supdt- Grade-2
ENG 3, e/w O/o DY SecY./ENG-2
2. Mr. SanchitTewatia, AM/HR ENG-2
atw Olo DY.SecY/ENG-2
Detailed discussion needs to be held
with O/o DY.SecY/RTl
Em ployee Employee Service Record Concerned For Gazetted emPloyees: -
HR 10
Establishment 1. Sh.Bhaian Singh, AO/Pay & Accounts
Service 2. Sh.Shelesh GuPta, AAO/PaY &
and Pay &
Record Accounts Accounts
For Non€azetted el!p!eyes:Fe39-
File Ref: PSPCT-RDl 40-HR-Requirements- S pecifications.docx
/
v Page 4 of 75
R D. 140 Requirements Specification Doc R ef : PSPCL_RD 1 40_H R_Requirements_Specifi cations
office):-
1. Ms. Radha Saini
2. Ms. Sakshi
For NonGazetted Employees (Field
offices):-
DDO's(AS E's/ Sr.Xen's)
Sh. lnderieet Sinoh. AO/Rooar
HR 11 ApartmenU Booking and allotments of company House 1. Parambir Singh, LDCaiw O/o
House Accommodation allotment SE/Estates
Booking committee 2. Ms. RajwinderKaur, CO, PESCO
HR 12 Establishme Roles and responsibilities of HR/ Services For Gazetted employees:-
nt Matrix Services 1. Sh. Kamalpreet Singh -
DM/H R/Gazette d-2 alw Oy.
Secretary/ Services-l I and Addition
charge of DM/HR/Gazetted-1 a/w
Joint Secretary /Services-lll
2. Sh.Reetinder Singh, AM/HR
a/wJt.Secy. Services-1
3. Sh.ManvirSaini,AM/HR
a/wDy.Secy., Services-3
For Non-Gazetted Employees (Field
offices):-
1. Ms. Bhavneet Kaur, AM/HR/Eng1
AA// Dy Sect Estab 1
2. Mr. Naresh Kumar Sharma, Under

\ Sect Zones (T) A/W Dy. Sect
Zones
3. Ms. ShikhaUcharia, Supdt- Grade-ll
ENG llla/wDy.Secy/ENG-2
4. Mr. SanchitTewatia, AM/HR ENG-
lla/wDy.Secy/ENG-2
5. Ms.ManjeetKaur, Supdt. Grade-
1/Confirmation Cell
a/wDy.Secy/ENG-2
6. Sh.HarmanjeetSingh,
Superintendent Grade-2/Zones(D)
a/wDy.Secyzones
7. Sh.Kuljeet Singh, Sr.Assistant
(Roster Register Maintenance)
a/wDy.Secy.Zones
HR 13 Continuation Continuation in Service on attaining

in Service age of 50/55
L4 Definitions, Acronyms, and Abbreviations

sr'No Definitions, Acronyms and Description
Abbreviations
-
1
Absence Management Leave Management
2gc Business Group
3 core HR HR Data
CPPC Centralized Pension and Payment Cell
5 cvo Commutation Value Order
1r/
File Ref: PSPCL_RD1 40_HR_Requirements_ S pecifications.docx
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R D. 140 Requirements S pecification Doc Ref : PSPCL-RD 1 40-HR-Requirements-Specifications
o.
5 ocp iDisciplina ry Action Modu le
7 ooo
1
:Drawing and Disbursing Office - Finance and HR
8 oon Delegation of Authority for (HR) approvals
t opc
10 EBs Oracle E-Busin ess Su ite
tr ERP
I
,Enterprise Resource Plann in g
12 ER :Employee Relation
'1'
13 ESS Employee Self-Service
'J'4 ,Financial Management Information system

FMrs
'!
15 GHTP iGuru Hargobind Thermal Plant
16 :GPF
:
iGeneral Provident Fund

i
77 cPo ity Payment Ord er

"Gratu
18 HR Human Resource
19 rR lndustrial Relations
20 LE Legal Entity
21' LM Line Manager
22 Lov List of Values

**-:-
23 lpc :Last payment Charge
24 Mss ,Manager Self-Service
25 ,lrtOC No due Certificate

zo oLM ,Oracle Lea rning Management
27 orl
l
Oracle Time and labor
26 Pay charge AdditionalCharge
29 PHP lPhysically Hand ica pped Person
30 PMS Performance Management

I
31 PPo Pension Payment Order PPO
l-n
File Ref: PSPCL-RD140-HR-Requirements-Specifications.docx '.^ Pase 6 or 75
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R D. 140 Requirements Specification Doc R ef : PSPCL_R D 1 40_H R_Requirements_Specifi cations
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PSPCL Punjab State Power Corporation Limited
33 sc ,Schedule Castf-
?A.
SSH R Self Service Human Resource
35 TBPS Time Bound Promotion

35 TechM Tech Mahindra
7
echn ical Training Institute
Vhole time directors
l9
roD loard of Directors
:MD lhairman and Managing Director

\
,D.
File Ref : PSPCL-R D 1 40-l-l R-Requi rements-Specif ication".O*i Page 7 of 75

R D. 140 Requirements Specification Doc R ef : PSPCL-R D 1 40-HR-Requirements-Specifications
a
ilunt*nts
i-...se
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File Ref: PSPCL-RD140-HR _Requirement s_S pecif ications.docx Page I of 75
R D. 140 Requirements Specification Doc R ef : PS PCL_R D 1 40_H R_Requ irements_S pecifications
2 Introduction
Punjab State Power Corporation Limited (PSPCL) is a governmental Company and it is responsible for the
management and operation of Punjab State Power Corporation.
The main functions of PSPCL at the company are to:

o Manage the Company Assets, Facilities, Infrastructure, and Projects.
. Manage allthe commercial areas such as retail, real estate, fuel farm etc.
o Undertake Financial Management and revenue collection from all relevant sources and
expenditure payments.
o Act as a provider of Human Resources and administration support for the corporate company
2.1 Purpose
The purpose of this document is to provide requirements of PSPCL for Oracle Core HR system. This
document explains the requirements of Core HR module.
r The requirements captured in this document will be the basis for solution design (RD.01 1) document.
2.2 Scope
The scope of the project at its highest level is to implement for PSPCL Human Resource and the scope of
this document is limited to describe the requirements of PSPCL.
Further, this document is aimed towards providing the basis for PSPCL to ascertain the future process
design and to configure the processes designed here in Oracle E Business Suite.
2.3 Assum ptions

1 . Requirement document forms the basis for solution design. The feasibility of requirements will be an
outcome of solution phase and Solution design document will highlight the oracle system feature, other
systems, customization, and GAP as applicable.
r 2.
'\r'
Oracle recommends OUM method for documentation of implementation and maintenance of Changes
in the systems with Proper control mechanism.
,l-
7
File Ref: PSPCL_RD140_HR_Requirements_Specifications.docx Page 9 of 75

RD. 140 Requirements Specification Doc R ef : PSPCL-R D 1 40-HR-Requirements-S pecifications
3 Overview
and
This document provides details on how HR requirements would be needed in Oracle E Business Suite
processes documented in the requirements would be expected from system. The process
how each of the
flows for various transactions are discussed in detailed, right from hiring to retirement process.
3.1 Objectives
The objectives of these requirement assessments are to:
o Finalize Business users' requirements to come up with solution design
o Standardize of Business requirements as per Oracle EBS wherever possible
o Optimize standard functionality Utilization pertaining to Oracle modules that have been implemented
o Address the business users'requirements from the system and the key concerns
Y /V
Page 10 of 75
File Ref : PSPCL-R D1 4O-H R-Requi rements-Specif ications docx
R D.140 Requirements Specification Doc R ef : PSPCL_R D 1 40_H R_Requirements_Specifi cations
4 Requirements Methodology
4.1 Key Requirement Areas

The requiremenb are based on the discussions/workshops covering the following:
. Requirementworkshops
o Walkthrough of present application
o Details of Interfaces and integrations with standard EBS components
o Review of reporting needs
. Details of challenges and pain points faced by users
4.2
-\ Inputs
' Th" sources of input for the aforesaid areas are the following:
r Standad product CRP for HR module
o Meetings inputs from multiple meetingsAruorkshop with representatives from PSPCLHR team
o Workshops with lT team for discussing the flows
. Future Design Business Process provided by pSpCL
r Best practices from past implementations
RD-140 document is formulated based on the PSPCL requirements, process and points addressed during
standard system DEMO.
4.3 References
/\
. Org Structurehierarchy
,(-
"
File Ref: PSPCL_RD1 40_HR_Requirements_Specifications.docx Page 11 of 75

R D.140 Requirements Specification Doc Ref: PSPCL-RDl 40-HR-Requirements-Specifications
5 PSPCL High Level HR overview
Recruitnlerlt
Executive
Training
sffiu'u'tt
@ {,
Approved Advertise S4lection

Vacatrn/ j
,,
: 'il.r..ir.
V ,/ 4.,
Page'12 ol 75
File Ref : PS PCL-R D 1 4O-H R-Requirements-Specifications'docx
RD.1 40 R equirements Specification Doc R ef : PSPCL_R D 1 40_H R_Requirements_S pecifi cations
6 PSPGL HR Requirements
6.1 PSPCL HR High level requirements

Process lD Process Analysis Requirements qathered from Business Business
unru-D6ffient
HR 01 Work structure The following information is discussed in HR and Pay & Accounts
this section and agreed with PSPCL in this
process:
- Location
- OrganizationStructure
- OrganizationHierarchy
- Jobs (Designations)
- Positions (Posts)
\ : Grades (Pay Bands)
HR 02 Employee New Hire This Process describes how a new HR and Pay & Accounts
emplovee creation takes olace.
HR-03 Maintain employee This Process describes how an employee HR and Pay & Accounts
information information is maintained by the PSPCL
HR.
HR 04 Absence This Process describes how an employee Dy. CAO o/o CFO
management Absence data is captured in the system.
process Absence request will be initiated from
SSHR module trrough approval process. ln
case of exception the absence entry of
emplovees can be recorded in core HR.
HR 05 Employee Movement This Process describes how Pay&Accounts/DDO
Promotionffransfer / Suspension (change
location) Process of an employee takes
place.
HR_06 Disciplinary action This Process describes how Disciplinary S E-Tech/ H OD/ Appointing
process Action Process is handled in PSPCL. Authority
HR_07 Grievance This Process describes how Employee Dy. Sec. Grievnces
Grievance Management Process is
A maintained in PSPCL.
HR-08 Employee This Process describes how the Competent Punishing
Separation process Termination Process is managed in Authority/ Payroll
PSPCL. departments
HR 09 RTI Right for lnformation Dy. Sec. RTI
HR-10 Employee Service Employee Service Record HR and Pay & Accounts
Record
HR 11 ApartnenV House Booking and allotments of company House allotment committee
Booking Accommodation
HR_12 HR Establishment Establishment Roles and Responsib ilities Services/ Establishmenb
v
Matrix
)4-'-
File Ref : PS PC L_R D1 4O_H R_R eq urrements_S pecifications. docx Page 13 of 75

RD. I 40 Requirements Specification Doc R ef : PS PCL-R O 1 40-H R-Requirements-Specifi cations
7 PSPCL HR Detail Flow
7.'l Process - Work Structure

Sub Process . Business UniUDePartment
. Subr' -.1-1 .
Process..lD AnClvsis
estabtlsh the Enterprise model the cadre secuon unoer nKL/
HR 01.1 Work Structure - To
approved current locations of the various Sec. Personnel
Jt.
Location
organizations will be used to load into
system. These are the addresses of the
various organizations across all the
modules. To define the locations PSPCL
will use the Punjab State Address style.
Existing locations will be loaded in the
system during production setup and also
have the facility to create new locations as
and when required.
HR 01.2 Work Structure - At PsFetTR-iganizations are termed as Cadre Secton under HXU JI.
Organizations Locations. The different level of Sec. Personnel

Organizations are as follows:
Directorates (HO)
ZonelHOD Location
Circles
Division
Subdivision
Sub Office
HR organization's costing is done at the

Division level.
CaOre Section under HRD jt.
HR_01.3 Work Structure - AtFSPe L Jobs are referred as Designation.
Jobs In oracle the JOB (designation) will be a Sec. Personnel
combination of three segments as follows:
1. Designation name
2. Cadre name
3. Cadre branch
cladre sectlon unoer nr(lJ
HR 01.4 Work Structure - PSPCL Positions are referred as Post.
Position (post) will be Sec. Personnel
Jt.
Positions In oracle the

-At a
combination of four segments as follows:
1. Designation name
2. Cadre name
3. Cadre branch
4 LocationAbbreviation
HR_01.5 Work Structure - At pspct- Grades are referred as pay Pay Revision Committee (PRC
Section)
Grade bands.
ln oracle the Grade will be a combination of
the following:
1. Category (Gaz or Non-Gaz)
2. Pay Scale (PaY Band+ Grade PaY)
3. Group (A,B,C,D)
HR 01.6 Note from O/o -Please iefer the note ftom Dy.Secy/Personnel
Dv.Secv/Personnel Dv.Secv/Personnel in annexure-lll.
1\
i4otz5
File Ref: PSPCL-RD1 40-HR-Requirements-Specifications'docx
Vr"r"
RD. 1 40 Requirements Specification Doc R ef : PS PCL_R D 1 40_H R_Requirements_S pecifications
7.2 Process - New Hire Process Diagram
Sub Sub Process Reouiremenb qathered from Business Business

Process Analvsb UniUDepartment
ID
HR 02.1 New Hire - Recruitment manager prepares final list of selection Dy. Secy. /
Candidate panel for approval of competent Authority. Recruitment
reporting (Hand Based on the approval of the selection panel the list is
shaking between forwarded to the concemed establishment for issuing Concerned
recruifnent and appointment letter mentioning the place of reporling at establishment
on boarding) their respective station/ induction training in TTI/ZKC.
a. TTIIZKC provides required induction training.
(Post Recruitment b. On Job Training.
/ Selection In case any selected candidate does not join on the
process - Refer i- specified date then
recruitnent a. lssues 21days notice to the applicants who
requirement have not joined on the date intimated in the
\ Document for pre offer letter.
hiring process) b. After the completion of notice period, the
concerned establishment cancels their offer
letter and sends the list to recruitment team
for empaneling the next eligible candidate(s).
c. In case selected applicant request for
extension for joining then:
i. Upto 1 month - Appointing Authority
ii. More Than 1 Month - Director HR
iii. This process follow the rule 4.a
4. The concerned office/DDOsearch in svstem by
applicant numberfor the selected applicant who
reports in his office.The office/DDOchanges the
applicant status to Accepted.The applicant become an
employee in the system.
a. Notification with HR details goes to concerned
establishments forthe issue of employee lD.
b. DDO will update the official emait tD.
5. The profile (personal information etc.) of the applicant
\ captured/ recorded is automatically updated on hire
process.Only the additional information if required can
be updated for the hired employee by concemed
DDO.
HR_02.2 Job on 1. Job will be offered only to group C and D then ENG-II
compassionate approved. Concerned
grounds in death 2. Appoinfnent on compassionate ground is made against establishment
on job year mark of direct recruitment.
Note:- work flow decided employee relation (Dependent)
./ Apply to concerned deparhnent
/ Higher office
,/ Through the chief engineer/ HOD
HR_02_ Process flow for 1. In case of death of any employee while woiking in
3 hiring of PSPCL, his one of the dependent are eligible for
compassionate employment in the PSPCL as per the dependenb
ground age and qualification.
2. The list of the dependent should be in the record
of the employeels contacts information.
)€
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RD.1 40 Requirements Specification Doc R ef : PSPCL-R D 1 40-H R-Requirements-Specifi cations
Sub Sub Process ngsincsq Business

Process Analvsis UniUDepartment
ID
3. The dependent approaches the concemed office
of PSPCL where the diseased employees was
posted atthe time of death.
4. The dependent submits all the relevant
documenb required to register himself/herself for
the employment at PSPCL. ( The list of document
will be provided bY PSPCL)
5. The concerned office provides perform to the
applicant to fill up his/her details.
6. The office forwards this case to the next
immediate office which consequently moves up to
the chief office.
7. There are 19 check points to enable the applicant
for the post at PSPCL. These check points (all 19)
are verified by the various offices which are in the
flow.
8. Once allthe check points are verified and
checked with appropriate result. lt is forwarded to
the concerned head office of the section ENG-Il'
9. ENGJl consults each/individual request with
Director Admin and seeks its approval for placing
that case before WTD in the form of an agenda.
ENG-Il consolidates allthe approved cases and
create a panel of approved cases and forward it to
WTD for approval to issue appointment letters'
10. Once approved by WTD, The list is retum back to
ENG-Il where ENG-ll issues the approval letter to
issue the appointment letter with respect of each
applicant in the panelto the concerned chief
office. A notification of the same is also sent to the
applicant.
11 . The Chief Office forward this to the concerned
circle or division office based on the post decided
for the concemed applicant' The concerned
offices issues the appointment letter based on the -
consent of the ENGJI.
12. The applicant who receives the appointment
approaches the office mentioned in the
appointment letter.
13. The induction process is initiated by the office
where the aPPlicant aPProaches.
.l
Page 16 of 75
File Ref . PS PCL-R D1 4O-H R-R equirem ents-S pecif ications'docx
RD. 1 40 Requirements Specification Doc R ef : PSPCL_R D 1 40_H R_Requ irements_Specifications
7.3 Process - Maintain employee information
Sub Sub Process Requirements qathered from Business Business

Process Analvsis UniUDepartm
ID ent
HR_03_1 Person types Following are the person types: DDO
- Gazeted
- Non-Gazetted
- Pensioner
- Outsourced
HR_03_2 Personal HR Captures the Following Mandatory Personal Information:
Information - Name :Title (Not available as per Data Migration
Discussion), Last ( May be blank as not available for
employees), First ( Mandatory), Middle(Non Mandatory)
- Date of Birth
- Marital Status
- Nationality
- EmaillD
- Country of Birth
- Office Location
- Phone Number (Alltypes) will be mention in phones.
HR033 Additional Additional Perconal Information : DDO
Personal - lD Mark 1
Information - lD Mark 2
- MedicalEntitlement
- Concession AC Number
- Matric level Punjabipass?
- Extension beyond 50/55?
- Taken part in strike?
- lf Yes, Strike details.
- Physicalcategory
HR_03_4 Employee Emproyee Aooress;
Address and Each Address Style captures the following data:
Contact (Phone) PUNJAB STATE Address Style:
- FlaVDoovBlock No
- Building Name /Village
- Road/ StreeV Lane/ Post Office
-A. - ArealLocalig/TaluUSub-Division
- Town/ City/ District
- State/ UT
- Pin Code
- Country
- For Contact number - Phone
HR035 Employee The List of Master Qualification Type Categories is captured in DDO
Quallfication the Standard HR Lookups are as follows:
- PHD
- MASTER
- BACHELOR
- DIPLOMA
- SECONDARYSCHOOL
- PREPATORY
- ELEMENTARY
- CERTIFICATIONS
- HIGHER DIPLOMA
Note: In the current HR package. this is not available.
Fife Ref: PSPCL-RD14O-HR-Requirements-Specifications.docx y Page 17 ol 75

RD. 1 40 Requirements Specification Doc R ef : PSPCL-RD 1 40-H R-Requirements-Specifi cations
Sub Sub Process Reouirements oethered from Business Business

Process Analvsis UniUDepartm
ID
ent
The Master List of Schools and Colleges are again captured in

the Career Management Schools & Colleges Form.
HR Professionals need to add the Qualification Type and
Schools & Colleges to the Master List if those are not available.
Note: Qualification entry has to be shown as verified after actual

veriflcation of document by concemed issuing autfierlq.-
Previous €mployee Previous Employment Information: DDO
HR_03_6
Employment The following details are captured with respect to Previous
lnformation employment:
- PreviousOrganization
- Previous Job Title
- Start Date
- End Date
Employee Following Assignment Details will be captured: DDO
HR_03_7
Assignment - Posiiion (Post): Organization (Current location of the
lnformation employee), Job (designation), Payroll, Location (Physical
address of the Org) will be defaulted
- Grade:LOV
- People Group Information
o PSPCL shift details
o PSPCL pension tYPe
o Company accommodation (Y/N): This will be link
with the aPartment booking.
o PSPCL PF tYPe (GPF, CPF& EPF)
- Assignment Category: Value depending upon the peson
type will be defaulted.
- Salary Basis: LOV
- Supervisor: LOV (Currently supervisor is not linked with
employee)
- Purchase Order Information: Will be updated by the
purchase departnent for the employees who are defined as
buver in the svstem.
HR_03_8 Employee Bank @ tne following Employee Bank
Accounts Account Details in the Assignment pay method form:
- Name: Bank Transfer
- Priority:
- Percentage:
- Bank Details Structure:
i. Bank Name
ii. Account Number
iii. Account type
iv. Branch Name
Y
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File R ef : PS PC L-R Dl 4O-H R-R equirements-S pecifications. docx
RD.1 40 Requirements Specification Doc R ef : PS PCL_R D 1 40_H R_Requirements_S pecifications
7.4 Process - Absence management process

$ub suD Process Requirements qathered from Business Business
ID
HR_04_1 Manualleave 1 .
Employee submits leave request manually to DDO
request his/her RO for approval.
2. Afier the approval of the RO, it is forwarded to
the next level authority for further approval.
3. After the step 1 & 2, the DDO can enter the
leave application in cases where the concerned
have not applied the requisite leave initially.
However that absent period now to be
regularized etc.
Note: Online leave application will be managed by the
SSHR module onlv.
HR_04_2 Leave element 1. The leave element of the corresponding leave DDO
entry for payroll will be automatically entered for the
process corresponding pay periods for payroll process.
2. The cutoff date for absence period enhry is 20122
every month. Any absence period after 2022will
be considered in the next month.
HR043 List absence of The list of leaves with detail business rule is included
leave in the Annexure ll.
HR044 LTC Leave travel con cession . (Self-service Process)
1. LTC claim to be preferred within lyear of
completion of LTC.
2. LTC is allowed once in block of 4 years. (Current
block is Jan 18 to Dec 21) (LOV)
3. For Visit of hometown twice in a block of 4 years
but once one calendar year.
4. lf travelling by air, then booking of air ticket and
approval of LTC must be done minimum 30 days
prior to the date of travel.
5. For Employees stationed at Patiala, Principal
TTI office is authorized for air ticket booking. For
other cases the concerned employee
himself/herself to book the ticket.
For leave travel employee must apply in advance
(minimum 1Sdays other than air travel and for air
travel mode 3Odays before date of joumey) and to be
approved by competent authority. Generally,
employee can travel even if approval is pending
considering the approvalwill be granted later. In case
approval is rejected then employee cannot claim for
LTC.
HR046 Request for LTC Following to be mentioned for Leave travel request:
1 . Start Date of travel
2. End Date of travel
3. Travel From: Current HQ of Posting
4. Travel to: Any place within India via shortest
route.
5. Whether Visiting Hometown: Yn{ ff Y no leave
encashment admissible)
6. Mode of travel: As per Grade(LOV required from
finance)
File Ref; PS PCL_R D1 4O_H R_R equirements_S pecifi cations. docx

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Sub Sub Process ines E'USlneSs
Process Analvsis UniUDepartment i
ID
7. Members Travelling: Self/ Selt and spouse/ uelT
and other dependent
8. Advance required: Y/N
9. Spouse Working:Y/N
10. Attachment: Declaration of spouse
11. Self-Declaration for others: Y
12. Leave to be applied (casual/ eamed leave):
13. Leave encashment required (1Odays): Y/N
In case of LTC LE up-to 1Odays in each case
and in total60 days during entire service' This is
over and above 300 days on retirement
HR_04_7 LTC Advance 1. 6nce the LTC request is approved the employee
Request can requestfor LTC advance.
The ad'vance amount should not be more than
75% of the eligible tentative LTC fare (Claim)'
3. The payment should be made by CPC payable
through payroll.
4. For employee stationed at Patiala, LTC advance
not applicable for air mode of travel.
11P-[+ a Approval Gazefted:
Other Gazetted:
RO)As per establishment matrix )Final Approval
by head of dePartment
HOD:
RO)As per establishment matrix )Final Approval -
Director HR
Non-Gazetted:
nOln" per establishment matrix )Final Approval
by head of department- Employee subordinate to
them
FYI:DDO
r Your lnformation)
HR049 Advance PaYment
notification (recommended advance amount by
appiou"O wilienter a non-recurring element for LTC
Advance for PaYment'
payment will be released by AO/CPC (Pay) Cell
Daliala
HR 041 | FinalPaYment 1. The concerned lJuu wlll enlel a rrurr-r'uul

0t I
element with the amount to be paid to the
emptoyee with amount for a current pay period'
The element entry is manual process'
2. Balance payment after adjusting lhe -9!t9"OV
glven LTC advanc" will be released by AO/CPC
(Pay) Cell Patiala.
3. Lti'ctaim
-ompletion
to be preferred within 1 month of
8%
of joumey, otherwise .interest. @1
on UfC advanle is ihargeable till date the LTC
claim is adjusted.
!-
,y
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RD. 1 40 Requirements Specification Doc Ref : PSPCL_R D 1 40_H R_Requ irements:Specifications
7.5 Process -Employee Movement

This Process describes how Promotion/ Transfer/ Deputation / Pay charge of an employee takes place.
7.5.1 Sub Process Promotion
Sub Sub Procqss Requirements qathered from Business Business

ID
HR_05_1. General - Promotion is done as per Seniority cum merit of the Gazetted - HRD
1 criteria for particular cadre. Non Gazetted - SE
promotion - lt is based on the ACR for last Syrs (Any pending Personnel
disciplinary action will be a deciding factor for promotion. Exception:
- Service regulation is different for various cadres and the 1. RA.DA. AAO _
minimum continuous tenure required. cFo
l
- Departmental exam/ Safety code passing for certain 2. InternalAuditor
posts is required. - Chief Auditor
- Educational and technical certificates required as per 3. Work Charge
cadre as applicable: Categories (40
i. Matriculation Certificates. nos.) to RTM -
ii. Matriculation Punjabi Pass certificate or office order Chief engineer
as an additional Subject. wise - One
ilt. lTlCertificate. circle is
iv. Technical Diploma certificate (Full Time) nominated for
v. Degree certificate (Full Time)/AMlE. promotion Zone
vi. For (# lV) and (# V) require details of the completion as a whole.
information stating after or before joining the 4. Work Charge
organization. categories (40
vii. lf the course is completed after the joining the Nos) / RTM to
organization then whether approval of the competent ALM Chief
authority to pursue that course is taken or not. engineer wise -
viii. Any other qualification / Certification. One circle is
ix. Sa fety cod e certifi cate (for Elechica I en gineerin g nominated for
Cadre - AE to AEE & JE to AAE. promotion Zone
Reservation certificate required: as a whole
A-
L SC category certificate (From the state of Punjab) 5. ALM to Lineman
ii. a) PWD certificate. (lssued by the office of Civil - Concerned
surgeon) Operation Circle
b) Only for those posts identified by the Department. 6. Regarding
flo be finalized by IRP cell in 2* phase). generation/other
Reservation certif icate req u ired : than operation
iii. SC category certificate wing to be
iv.Handicap certificate. discussed in 2nd
Exemption from DAE: phase.
1. There will be a provision for allowing exemption
from DAE (Departmental Accounting
Examination) as under.
. AE and AEE are exempted from DAE
on attaining age of 54 years.
. For Non-Gazetted employee's
exemption for DAE on attaining age 50
years for Clerical cadre and Drawing
Cadre subject to at least 4 unsuccessful
attempts and at least 6 unsuccessful
File Ref: PSPCL-R D1 4O-H R-Requirements-Specifications.docx' / PasellotTs Y

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Sub Sub Process Reouirements qathered from Business Business

ID
attempt respectively. May require
approval from competent a uthority.
. For Technical / Clerical cadre refer to
instructions issued by Secy. PSPCL
Patiala memo no. 8738988289/ENG/G-
398tuo1. lll dated 1 3-05-1983 and Office
order no. 46 dated 28-04-1998 and 68
dated 15-07-1999. (Soft copy required
from PSPCL which will be attached as
an annexure).
. For Steno Cadre exemption for passing
first Language test at the rate of
100wpm on attaining the age of 50 yrs.
HR_05_1. lnitiation of the @ promotion committee) will be formed Gazetted - HRD

Promotion which comprises of membes (depending upon the post Non Gazetted - SE
2
process for promotion) for Gazetted Engineering officers. -(Refer Personnel t
Office order no 244 date 1 6-Aug-201 0) Exception:
- DPC (departmentalpromotion committee) will be formed 1. RA.DA. AAO -
which comprises of membes (depending upon the post cFo
for promotion) for Gazetted Non-Engineering officers. - 2. InternalAuditor
(Refer Office order no as under - Chief Auditor
o Allcategories as mentioned in office order no.
268 dated 22-Jul-2011 to be incorporated.
. Dy. Manager HR/T to Manager HR/IT - 18 dated
204an2020.
o Under Secy. /lPR -240 dated 19-Aug-2014.
o IPR to Under Secy. /lPR - 240 dated 19-Aug-
2014.
. AM HR/IT to DM HR/IT - 240 dated 19-Aug-20'14
o SSM to DGM/IT - 260 dated 12-Sept-2014
o Others - 184 dated 15Jun-2014
- DPC (departmentalpromotion committee) will be formed
which comprises of membes (depending upon the post
for promotion) for Non-Gazetted Accounts (RA, DA' AAO/
accounts, and MO/Revenue). - DPC member as under:
o CFO Chairman, Dy. CAO/Establishment
member, Dy. FA/Bonds member, Dy. Secy.
Services 2 member, AM/HR Convener.
- DPC (departmentalpromotion committee) will be formed
which comprises of membes (depending upon the post
for promotion) for Internal Auditors. DPC will consists of
following members:
o Chief Auditor - Chairman
. Dy. Chief Auditor/ Works - member
. Dy. Chief Auditor/ Revenue - member
o AM/ HR - member cum convener
- Competent Authority for non-Gazetted employees.
o SE- Personnel- Approves the panel of
clerical/Technical non-Gazefted (LDCruDC/
Circle Asst./ Sr. Asst./ Supdt. Grade ll/ Divisional
Supdt. / Circle Supdt), Stenography cadre (Jr.
I Scale Stenographer/ Sr. Scale Stenographer/
I personalAsit.) and fortechnical (Forqr6an-Elect.
Fi re Ref : PS Pc L-R D1 40" a- *Uts-s pecif ication .

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/ Foreman-welder / Meter inspector / DHD
(Divisional Head Draftsman) / CHD (Circle Head
Draftsman)/ JE-Testing / JE-Communication / JE
(all engineering branches except testing &
communication) willbecome AAE, JE
Communication & JE-Testing will become AAE-
Commu n icatio n and ME-Testin g respectively).s
o Posting orders for above category are approved
by Director Admin/ CMD
Following procedure is followed by DPCs in case of

promotions:
- Meeting will be conducted by DPC during the month of

Jun every year and the names of eligible employees for
promotion are approved in the meeting and Promotional
panels are prepared which are valid from 1st of July of
I
the same year to 30th of June Next year.
- Scrutiny of records is done for all eligible employees as
per above criteria.
- When the vacancy arises during the year the proposed
panel for promotion is sent for approvalto the competent
Authority.
- All officers to provide detail of feeder cadres and eligibility
criteria for promotion to next rank along with detail of
initiating, Verifoing, and approving authority channel (As
above).
- Presently, in case of Non Gazetted (All cadres) no
specific date is required for panel formation. Panel is
oreoared as per vacancv position.
HR_05_1. Panel - The % of promotion quota and direct quota post of total Gazetted - HRD
formation cadre strength varies from cadre to cadre. Non Gazetted - SE
3
- Total vacancy calculation is done afier accounting for Personnel
i. Retirements Exception:
ii. Promotions 1. RA,DA, AAO -
iii. Deputation ( for only share quota posts ) cFo
- The panel strengtr is generally twice the no of vacancy, 2. InternalAuditor
however considering the noncligibility of the employee - Chief Audttor
the panelstrength can be increased.
- The employees on seniority cum merit basis would be
considered in the panel.
- Reservation quota for SC and PWD (Person with
disability) will be considered on their own seniority.
- Following arc also considered:
iv. Resignation
v. Premafure retirement
vi. Death
HR_05_1. Roster Point In State of Punjab 14 % reservation to be given to SC Gazetted - HRD

4 System for Category in group A and B posts for which roster point 1, Non Gazetted - SE
promotions 7,15,22,30, 37, 44,51, 58, 65, 72,80,87, and 94 are Personnel
reserved on every 100 roster point whereas?9 o/o Exception:
reservation to be given to SC Category in group C and D 1. RA.DA. AAO _
oosts for which roster point 1 , 6, 11 , 16,21,26, 31 , 36, cFo
Y
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Ssh Sub Process Requ irements oathered from Business Business

ID
41 ,46,51, 56, 61 , 66, 71 ,76,81 , 86, 91 and 96 are 2. lnternalAuditor
reserved on every 100 roster point. - Chief Auditor
In State of Punjab 4% reservation is given to
"DEVYANG" Category on basis of identification of posb
& eligibility of the employee as per prevalent instructions.
For'DEWANG" Category in group A and B posts for
which roster point 'l 'l ,40,71, and 90 are reserved on
every 10O-roster point. In group C and D posts for which
roster point 10, 40, 70, and 90 are reserved on every
1OO-roster point.
Promotion by reservation is an accelerated promotion,
however it does not give seniority to the employee till his
senior of unreserved category in the lower rank gets
promoted.
Any employee who gets promotion by virtue of his
seniority cannot be said to be promoted on reservation
basis.
The roster ceases to operate once the reservation is
complete. There after the promotion are made on the
replacement basis. Meaning there by post vacated by
reserved category employee has to be filled by promotion
of the employee of that very category on reservation
basis. While non-reserved vacancy to be filled on the
basis of seniority
HR 05 1. Benchmarks Benchmark is measured by the total Score (min) over a Gazetted - HRD
5 span of 5 years recorded (in ACR package) before the Non Gazetted - SE
finalization of the panel as below: Personnel
a. Performance rating score achieved (On Exception:
proportionate basis). 1. RA,DA. AAO _
a. Outstanding (A) - 5 Marks cFo
b. Very Good (B) - 4 Marks 2. InternalAuditor
c. Good (C) - 3 Marks - Chief Auditor
d. Average (D) - 2 Marks
e. Below Average (E) - 1 Marks
b. Any doubtful report on integd$ will lead to
deduction of 5 marks (On proportionate basis).
c. Appreciation lefter for outstanding contribution in
his field adds 1 mark.
d. Any paper published in any recognized joumal
adds 1 mark on the subject of his field.
Note: The count of Syears ACR to be considered. lf
there is no AGR recorded for any year in last five
years, then the one more previous year will be also
considered to make the count Syears. Count of marks
of 5 AGR and any appreciation marks etc. willgive
total benchmarks.
ln the case assessment for particular period of a year
is not done then the assessment of preceding /
succeeding period of that period is considered.
Note: Refer point 5.1.7 for effect of punishment in

disciplinary cases on benchmarks for calculating net
benchmarks.
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{

ID
HR_05_1. Eligible 1. Post min grade pay Rs. 4800 and below: 11 benchmark Gazetted - HRD
6 Benchmarks points. Non Gazetted - SE
2. Post min grade pay Rs. 4801 to Rs.8500: 13 benchmark Personnel
points. Exception:
3. Post min grade pay Rs.8501 to 9600: 15 Benchmark 1. RA.DA, AAO -
points. cFo
4. Post min grade pay Rs.9601 and above: 16 Benchmark 2. InternalAuditor
points, - Chief Auditor
HR_05_1. Disciplinary 1. Letter of warning - 3 letters during last 5 years issued: - 1 Gazetted HRD
7 Cases on points deduction from Benchmarks for every 3 letter of Non Gazetted - SE
promotion waming. Personnel
2. Letter of Censure - 1 letter - leads to 1 point deduction Exception:
3. 1 increment stopped without future effect - deduction of 1 1. RA,DA, AAO _
points cFo
4. 1 increment stopped with future effect - deduction of 2 2. InternalAuditor
points - Chief Auditor
5. Punishment withholding promotion (no of years) no
promotion
6. Punishment withholding promotion (for a given number of
years) will lead to non-consideration of employee for
promotion for that period.
7. Punishment of Reversion (Demotion) will lead to non-
consideration of employee for promotion for that period
after which he will be considered for promotion.
8. Letter of advice will have no effect on benchmarks for
promotion.
9. No Punishment would have any effect on ACRs in case
the time gap between the reply given by the employee to
SCN (show cause notice) or CS (charge Sheet) and the
award of punishment is more than three years and the
reason for delay is attributable to the corporation and not
to the charged employee.
10. No Punishment would have any effect on ACRs while
considering promotion case in case the time gap
,ts-- between cause of action and issuance of SCN/CS is
more than 4 years.
HR_05_1. Different lgnore: Gazetted HRD

8 Decisions on 1st Level check points are ACR Benchmark, Exams, Safety Non Gazetted - SE
promotion code, Time gap, Qualifications, or other mandatory Personnel
cases condilions. lf they are not full filled then it is ig nored . Exception:
1. RA.DA. AAO -
Deferment: cFo
- Failure to achieve benchmarks due to effect of 2. lnternalAuditor
punishments and various disciplinary cases. - Chief Audrtor
- On leave as applicable under regulation or absent from
duty.
- lrregular/Absent /Strike or Suspension period.
- The period of strike by the employees will reflect in data
for consideration for promotion.
Sealed Gover: {is also a kind of deferment)
1. Pendinq Charoe Sheet
/L
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Sub Sub Process Business

Progess Analvsis UniUDepartment
ID
2. Pending FIR (Details required as below):
i. Whetrer prosecution sanction is granted by
competent authoritY or not.
ii. Date of sanction of Prosecution.
iii. Date of lodging of FlR.
iv. Whetrer charge sheet or show cause notice is
issued or not in relation to FlR.
V. lf charge sheet or show cause notice is issued then
date is required.
vi. Whetrer challans have been put up in the court or
not.
3.
lf a charge sheet has been approved to be issued by
the competent authoritY.
4. lf employee is under suspension.
Note: The sealed cover cases are to be reviewed after every
six months.
Notes:
1. The cases of employee against whom FIR has been
lodged shall be considered forwithholding promotion.
2. However, if the challan is not present in court, his
promotion should be considered for promotion
pending FIR on laps of 2 years from date of filling of
FIR or 1 year from date of prosecution sanction,
whichever is earlier.
3. However, if Challan has been put up in court, the
promotion shall be withheld.
Approved cases for Promotion:

An employee who fulfils allthe conditions for promotion and
has no Disciplinary cases (Except Show cause notice)-or FIR
pending against him/her to be approved for promotion.
An employee whose charge sheet has not been decided
even after 1 year of enquiry committee's recommendation
and DPC/Promoting Autho ri$
f . is of the view that delay in decision of charge sheet is not
attributable to the employee but to the administration.
2. Charges framed against the employee do not involve
fraud or embezzlement of funds causing direct financial
loss to the deparfnent.
3. The employee is cooperating with the authorities and has
not reached court in this matter may also be considered
for promotion/ Deemed date promolion
In above cases the name of employee can also be
approved for promotion by DPC / Promoting Authority
during pendency of disciplinary case.
Forgo:
1 . Any employee gets a promotion but does not join in the
promoted rank within the stipulated time of one montl,
his promotion is automatically said to be forgone.
2. Any employee who has forgone promotion not
considered for promotion for a period of three yeas.
File Ref: PSPCL_RD 1 40_H R_R equirem ents-S

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pecif ications.
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Sub Sub Process Reouirements qathered from Buginess Eustness

ID
There after his name will be considered only if he
requests in written.
3. Effect of promotion forgo on TBPS/API (l-ime bound
Promotional Scale/ Advance Promotion Increment)
following are the cases:
i. lf employee forgo his first promotion before
completion of 9 years of service, then he is not
entitled for any of the TBPS Scale/ APl.
ii. lf employee forgo his second promotion before
completion of 16 years of service then he is not
entitled for second TBPS Scale and 23 years API
iii. lf employee forgo his third promotion before
completion of 23 yeas of service then he is not
entitled for 23 years of API
iv. lf afier availing firsU second or both TBPS an
employee Forgo his first promotion then his TBPS
T shall be withheld from the date of promotion order.
lf He forgo his first promotion for second time or
retire before availing his promotion, then his TBPS
shall be withdrawn from the date lt was granted.
v. lf after availing second TBPS an employee Forgo
his second oromotion then his second TBPS shall
be withheld from the date of promotion order. lf He
forgo his second promotion for second time or
retire before availing his second promotion then his
second TBPS shall be withdrawn from the date it
was granted.
vi. lf after availing 23 yeas API an employee forgo his
third promotion then his 23 years API shall be
withheld from the date of promotion oder. lf He
forgo his third promotion for second time or retire
before availing his third promotion then his API
shall be withdrawn from the date it was granted.
Note: Need to be clarified the case of new policy of TBPS

4,9,14 for Forgo cases. (Io be discussed in 2no phase)
a
Deem Dated Promotion:

1. Deemed date promotion is a promotion from
retrospective date (as parwith his junior). Some of the
employees are deferred from promotion at an appropriate
point of time for one reason or the other, which gets
removed from the process of promotion, making such
employee eligible for promotion from a retrospective
date.
2. In case any employee is allowed improvement in
seniority in the current rank where his junior has already
being promoted, such employees are also considered for
deemed date promotion.
3. In case an employee gets deemed date appointment and
seniority and his/her junior has already being promoted.
Such an employee is also being considered for deemed
date promotion.
/L,
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4. Deemed date promotion is applicable in case of court
case Judgment.
5. Cases of such employees are considered for a deemed
date promotion with effect from the date his junior(s)
were promoted. lf the employee is found eligible for
promotion with effect from retrospective date, the
employee is given deem date promotion and seniority.
However only benefit of notional pay fixation will be
allowed.
HR_05_1. TBPS and API Grade pay change, TBPS Oime bound promotion scale) and Concerned
I (to be API ( Advance promotional increment) Establishment
discussed in
2nd phase)
HR_05_1 Grade pay Officers who have been recruited or promoted and has been Concerned
10 change allowed regular in a pay scale of (16650 -39100) + 5800 GP Establishment
his/her pay scale is changed to (16650-39100) + 6850on
completion of 4 years of qualiffing service (ln case of
extraordinary leave, nonduty period or dies non period, or
where probation period is extended that will be deducted).
This is how grade pay is change from 5800 to 6850.
An alert is triggered every month at beginning reminding the
concerned establishment to generate a report to find the list
of the employees who will be completing 4 years of qualiffing
service as mention in the above paragraph. The concerned
establishment generates the report to identify the eligible
candidates who can be recommended for the grade pay
change.
The concerned establishment initiates the proposal to the
competent authority for approval. The concerned
establishment forward the relevant documents required for
the approval to the competent authority along with the
proposal.
The documents to be identified as follows:
1. Complete seruice record could be generated by
running a concurrent report by the concemed
DDO and to be forward to the concemed
establishment.
Based on the approval an order/digital copy is issued by the
concerned competent auhority to the concerned DDO for
making the necessary changes as per the order issued in the
system.
lf the changes are done after the payroll run of the concerned
month then the payment should be made respectively.
The above process should be svstem qenerated.
HR_05_1. TBPS (l'o be Employees who have completed 9/16 years of qualiffing
11 discussed in service on their respective induction post and have not got
2nd phase) one promotion up-to 9 years and second promotion upto 16
years are given firsUsecond TBPS respectively.
In case of extraordinary leave, nonduty period or dies non
period, or where probation period is extended that will be
ded u cted. DAE/Type tesUSafety code test wh e relwhichever
applicable is required to pass.
concerned establishment Logelgqlq a report to find the list
File Ref : PS PC L_R Dl 4O_H R_R equirements_S peci rications.aocxkT Pase 28 ru

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ID
of the employees who will be completing 9/16 years of
qualiffing service as mention in the above paragraph. The
concerned establishment generates the report to identify the
eligible candidates who can be recommended for the grant of
firsUsecond TBPS.
The concerned establishment initiates the proposal to the
competent authority for approval. The concerned
establishment forward the relevant documents required for
the approval to the competent authority along with the
proposal.
1. Complete service record could be generated by
running a concurrent report by the concemed
establishment.
concerned competent auhority to the concerned DDO for
making the necessary changes as per the oder issued in the
system.
month then the payment should be made retrospectively.
The above process should be svstem oenerated.
HR_05_ 1. API Employees who have completed 23 years of qualiffing Concerned
12 service on their respective induction post and have not got Establishment
third promotion up-to 23 years are granted one advance
promotional increment adjustable in next promotion as
applicable (Not in case where employee is already in higher
scale than the scale of his/her next promotion).
In case of extraordinary leave, nonduty period or dies non
period, or where probation period is extended that will be
deducted. DAEffype tesVSafety code test where/whichever
applicable is required to pass.
concerned establishment to generate a report to find the list
of the employees who will be completing 23 years of
qualiffing service as mention in the above paragraph. The
concerned establishment generates the report to identify the
eligible candidates who can be recommended for the grant of
API.
The concerned establishment (DDO in case of Non-Gazetted
employees) initiates the proposal to the competent auhority
for approval. The concerned esbblishment (in case of
Gazetted) fonruard the relevant documents required for the
approvalto the competent auhority along with the proposal.
1. Complete service record could be generated by
running a concurrent repoft by the concemed
establishment.
concerned competent aufrority to the concerned DDO for
making the necessary changes as per the order issued in the
system.
*- ))/t'-
File Ref : PS PCL-R Ol 4O-H R-R eq uirements-S pecification s.docx ./ Page 29 of 75
V
RD. 1 40 Requirements Specification Doc R ef : PSPCL-R D 1 4O-H R-Requirements-S pecifications
Sub Sub Process ffifromBusiness Business

UniUDepartment
Process Analvs'ls
ID
ffihould be made retrosPectivelY.
generalgq:-
The above Drocess should be system
Reversion Oo aion from the Promoted
HR_05_1.
be finalized in post, he wlli be posted back to the feeding cadre.post
13
2nd phase) irom where he was promoted. In such case conditions as
applicable in promotion forgo case will be applicable but
condition of 3 years is not applicable in such case'
2. ln such case appointing autrority of promoted post is
competent for ieversion whereas appointing authority for
feeding cadre post is competent for posting to such
employee.
3. As per punishment and appeal regulation on major
pu nishment for reversion
t
7.5.2 Sub Process Re-designation
Proces Analvsis UniUDepartment
slD
HR-06 lnitiation ffi information of all Gazefted Service lllfor Sr. XEN and
2.1 Engineering officers (cadre) belong to Sr. XEN and SE
SE as under: Competent authorilY for Sr.
1. SR. XEN who has comPleted 4 Years XEN, Chief engineer HRD
continuous service for redesignation to Addl. and for SE is CMD
SE if condition satisfies.
For Non Gazefted:
2. SE who has completed lyear continuous Concerned HOD. No
service for redesignation to Dy. CE if condition specific regulation.
satisfies.
3. Dy. CAO who has comPleted 5 Years

continuous service for redesignation as Jt.
cAo.
a
Conditions are as follows:
1. Should not be on leave except casual leave at
the time of redesignation.
2. Should not be suspended or any FIR not
registered against him during the last four years
in case of Sr. XEN and 1 year in case of SE.
: PS PC L-R D1 4O-H R-R equi rements-S pecifications.docx Page 30 of 75

File R ef
RD. 1 40 Requirements Specification Doc R ef : PSPCL_R D I 40_HR_Requirements_S pecifications
7.5.3 Sub Process Transfer

Sub Sub Process Requirements qathered from Business
Proces Analvsis UniUDepartment
slD
HR_06 lnitiation Gazetted officers Head
2.1 1. "Services 1' departnent owns the responsibility
to transfer and promote Gazette Electrical and
civil engineers only.
2. As and when required "Service 1" department
review the transfer and promotion cases for the
eligible employees and creates a proposal for
transfer and Promotion.
3. Proposal may be created for multiple employees
and for multiple designations as and when
required. Once the proposal is ready, hard copy
is being sent to competent authority for approval.
4. Service 2 department for other than engineering
cadre Gazetted officer follow the above
\ procedure.
Non€azetted
For such post procedure is same above for
Gazetted employee but is observed by respective
establishment of that cadre.
o For lnternal Auditor - Chief Auditor
. FoTAAO/DA/RA-CFO
r Others - SE Personal
o Respective Chief Engineers within their
zone for categories other than
IA/AAO/DA/RA.
HR-06 Proposal Creation 1. Admin will login using the following fields:
_2.2
e Usemame
. Password
Once the admin click on the login button, it will send
an OTP to the concem DDO to verify the user. The
session will automatic logout, if the user is inactive
for the 30 minute.
2. Aftersuccessful login, itwillshowthe listing of
proposalwith the following fields and a button to
"create new proposal".
i. Proposalnumber
ii. Proposalname
iii. Creation date
iv. Entry
v. Count
Note: The admin can also edit, export and delete the
oroposal.
HR-06 Details of Creating 1. Create new proposal:The admin can create the
2.3 New Proposalin proposal, it will consist the following options.
Existing System i. Duplicate
ii. Merge
iii. Text box for new proposal name.
After clicking on the button 'Create new proposal", it
will ask about the Emp_id to show their
informatio n. Employee info rmatio n wil I consist th e
following data like:
?
i. Name: Name of the emplovee
)\a"---
File Ref : PS PCL_R Dl 4O_H R_R eq uirements-S pecifications.docx Page 31 of 75
RD. 1 40 Requirements Specification Doc R ef : PSPCL-RD 1 40-H R-Requirements-Specifications
Sub Sub Process Requirements oathered from Business Business

Proces Analysis UniUDepartment
slD
il. Desg: Designation of the employee
iii. Location: Current working location of the
employee
iv. Mapping: Pay charge location of the
employee.
2. This will have the following options:
i. Transfer
ii. Promote
iii. Change PC (Pay Charge)
iv. CancelOrder
Note:
i. Pay charge can be done only same DDO and
I
within jurisdiction. I
ii. Pay_roll will be run on the basis of pay charge

I
location. I
tl
tl
.l
3. Transfer / Promote: This will have the following
things.
i. Show all posts: lt will show the posb
re'ated':.:[ffiffJ-'
i
. Show special
I
. Show higher post I
ii. Working location

iii. Working Designation
iv. Remarks ( Own interest / Disciplinary
l
action charge sheet )

o Pending / In-progress cases
from disciplinary action.
o Admin can see the list of all I
pending / In-progress cases i
related to the emPloYee.

. The admin can mark check the
cases and mention in the
remark. A
v. Private Comment
. lt should be Off the record
r Reference number ( To check I
the doc with the private I

I
comment ) I
vi. Serial Number (Optional) I
vii. Left text (Optional) I
viii. Right text (Optional)

ix. In case an employee is promoted from
Non-Gazetted to Gazetted then a new
I
employee id (starting with prefix 1) is

I
i
I
issued automatically (in sequence)

through ERP system.
Note: The admin will select the appointing authority
l
from the dropdown list and send the generated pdf.

Pdf will be generated in two different ways:
. PDF without private comment. ( lt will usq
Page 32 ol 75
RD. 1 40 Requirements Specification Doc Ref : PSPCL_R D 1 40_H R_Requirements_Specifi cations
UniUDepartment
for the further approvals )

o PDF with the private comment (For their
own purpose, No proof of the document
HR_06 t. Once the proposalis fully approved, Office order Department Head
2.4 is generated by concerned department upload
and save the office order on website and
confirmation SMS will be sent to the concemed
employee and other concemed. (Emailwill be
sentto all in the list.)
Relieving by current 1. Employee logs into the system and view the HR Departnent
reporting Officer (For notification, and request for release (relieving) to
Gazetted & Non- the current reporting oflicer in the system.
Gazetted both) 2. RO receives a message (FYl) from employee
and logs into the system and accept to release
the employee.
3. lf the RO does not want to relieve the employee,
he can convey his desire to concerned
authority/employee,
HR-06 Joining Destination 1. releasing status geb updated

Location (For and employee gets notification for new joining
_2.6
Gazetted & Non- location.
Gazetted both) 2. Employee logs into his portalagain and submits
joining request.
3. Notification willgo to new reporting officer.
4. New reporting officer logins and accepts the
joining.
5. Transfer of employee record gets updated.
6. Copy of order goes to DDO also. DDO takes
Increment (to be As Applicable Approval Authority

For non Gazetted
discussed in DDO
2ndphase)
-\
7.5.4 Sub Process Deputation

Sub $ub Process Rgq u iremgnts iqathere.d f rom F usiness
Proces Analysis UniUDepartment
slD
HR-06 lnitiation 1. Deputation is a process where any employee
3.1 working in PSPCL is being transferred outside
PSPCL with his will or in public interest to some
other company as mentioned in the below table. The
employee may return back afier completion of
deputation or may retire during deputation. The
terms and conditions are mentioned in the below
table.
2. lf retired during deputation full and final settlement is
carried out bv PSPCL considerinq the deputation
)"/'
File Ref: PSPCL-RD140, _H R_R equirements_S pecifications. *** Page 33 of 75
il
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R D. 1 40 Requirements Specification Doc Ref: PSPCL-RD140-HR-Requirements-Specifications
Sub Process Business

Sub
Analvsis UniUDepartment
Proces
slD
service period.
3. lf re-patriated no need of separate service record.
Employees may be transferred to the organizations other

than PSPCL like BBMB-(Punjab, Haryana, Himachal)'
OTHER Department (PSERC, PSIEC, MC UT CHD,
BHUTAN), Outside tndia.
oEmployees with PSTCL are on secondment
against PSPCL share quota post as per the tri-
party agreement.
HR-06 Pay and allowances Fay end allowances are being paid by the foreign
3.2 departments. Basic pay is being fixed by PSPCL.
HR_06 Service Record Events related to transfer within foreign departments are
3.3 not recorded in service record.
HR-06 Deputation for Please refei the scan copy of the ofiice order in
(
3.4 Gazefted Employees Annexure- | (Deputation)
HR-06 Leave salary and EmFioyee on deputation will remit pension and leave
3,5 pension contribution salary contribution at rates prescribed by PSPCL.
a. Leave salary contribution at the rate of 11o/o of
pay drawn in Foreign Service.
b. Monthly contribution for pension will be
percentage of maximum monthly pay of the post
held by the officer at the time of proceeding on
Foreign Service/ deputation and it will be based
on length of service as per class yllllll/lv
emplovees.
7.6 Process - Disciplinary action process
Sub Sub Process Req u irements oathered f rom Business BusinesA

Process Analvsis UniUDeoartruttt
ID
HR_07_1 lnitiation The Concerned department receives a complain/report
form competent authority and drafts a case against the
employee/ officer and sends to SE Technical
Tea m/conce m ed depa rtment (appointing a uthority) to
record in the system. The types are as follows:
1. Misbehave
2. Corruption
3. Violation of instructions
4. Absence from duty etc.
HR_07_2 File Opening in EtrTeEhnicat tean/concerned departnent (appointing
system authority) receives cases from the initiating agency (with
or without approval of competent authority) and proceeds
as follows:
HR_07_3 Open a file in the Open a case based on apProved:
svstem based on i. Charqe sheet (CS)
soecitications.afy,, Page 34 of 75
File Ref: PSPCL-RD1 40_HR_Requirements-
A
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r{
R D. 1 40 R equirements S pecification Doc R ef : PSPCL_R D 1 40_H R_Requirements_Specifications
Sub Sub Process Reouirements oatherqd fro.m Business

ID
received draft case [. Show cause notice (SCN)
with status draft. iii. letter of warning (LOW)
iv. letter of advice (LOA)
HR074 lnformation i. File number - Generated automatically in
Required to open sequence. 7 digit proceeded by D- e.g. D-
file. File may be for 9999999. File no willbe common for all
single percon or employees implicated in the same
may be for a group CS/SCN/LOWLOA
of people ii. Name and designation of all employees involved
(common). in the case.
iii. Initiating agency (1. Enforcement, 2. Tech, Audit,
3. Concerned CE/DS (in-charge of Zone)
iv. Date of receipt of case from initiating agency.
v. Approving authority (1. WTD's (whole time
Directors, 2. CMD, 3. Director/Admin)
vi. Severity level (Major/Minor)
vii. Number and date of issue of document
(cs/scN/Lowr_oA)
viii. Summary of charges ffext Field for remark)
ix. Attachment of case scanned copy provision
HR_07_5 System Notification i Employee/ officer against the case is register

to be sent as ii Initiator
mentioned: iii Up to 3 level of superior of the employee/ Officer
against the case is opened.
iv Current reporting officer of the current location
v In case of Gazetted officer addl. Copy to
Services (1,2,3)
HR_07_6 Hard copy of the Hard copy is mandatory to be sent through register post
case I CSiSCN etc. or through the office where the employee working for
to allthe proof as well as receiving by the concerned delinquent
notification employee of Charge SheeUSCN as well as decision
recipienb. copy.
HR_07_7 Status of the case A field for the status of the case will have following:
1 . Date of acknowledgement of case
al* 2. Reply by employee to (CS/SCN/LOWLOA) -
Y/N - Provision for attachment.
3. Comments of reporting officer and reviewing
officer on reply of employee - Y/N - Provision for
attachment
4. Departnental enquiry started (Y/N)
5. Deparfnentalenquiry done (Y/N)
6. Result of departmental enquiry, Charges proved
(Y/N) - with Remarks of enquiry officer.
7 . Send the result of departmental enquiry via
registered post to concemed employee(s) (letter
memo number and date)
8. Rebuttal by employee (Y/N)
9. Put off the case to competent authority for
decision.
10. Decision of case (office order number and Date)
as per decision taken by competent authority.
11. Aooeal bv emolovee aoainst decision filled bv
File Ref: PSPCL-RD14O-HR-Requirements-Specifications.docx Page 35 of 75 7/''

k,
A./
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ilt
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ID
PSPCL (Y/N)
12. Decision of appeal (office order no and date with
aftachment oPtion)
13. Court case initiated by employee (Y/N' CWP
number and year along with detail of detail of
court)
14. Decision of the court case (date of judgment'
attachment option to load judgment of court)
15. Whether decision has been implemented or not
(Y/N). lf y then captures the office order number
and date.)
16. Decision of the court case
HR_07_8 Departmental iiAeaiiedby competent authori$ an enquiry could be

lnquiry if desired initiated by appointing enquiry officer assisted by
by competent presenting ofiicer who could be employee of department.
authority Enquiry Status rePort =>
1. Charge proved (Y/N)
2. Remarks of the Enquiry officer
3. Enquiry report to be sent via register post to
the officer/ employee charge sheeted
4. letter number and date
7.7 Process - Grievance

Sub Sub Process fuquirements qatttered
Analvsis UniUDeoartment
Process
ID
-
HR_07_1 lnitiation 1. There will be a new link on the GRMS portal Dy. Secy Grievance
except the following:
a. Supply related: For any complain related to
the supply will be mention through this link 't
including employee.
b. Others
c. Employee/Pensioner Complaint (New Link):
The employee/pensioner can mention
complain related to the PSPCL Services/
Pension payment / HR related.
The employee/pensioner can login using the
following details:
a. Employee id/ Pensioner id (Mandatory)
b. Contact Number (Mandatory):This is
registered mobile number of employee /
pensioner in PSPCL HR Database.
The contact number must be verified with
OTP.
Afier successful login, the basic details will pop
up automatically.
The emolovee/pensioner will select complain
Page 36 of 75
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RD. 1 40 Requirements Specification Doc R ef : PSPCL_RD 1 40_H R_Requirements_Specifications
Sub Sgb Process Reouirements gathered from Business

Process Analvsis Unit/Department
ID
category. E.g. Accounts, GPF, HR etc.
5. Then the employee/pensioner will select
complain sub-category.
6. Then the employee/pensioner will mention
complain summary detail (descriptive).
7. Then the employee/pensioner can also attach the
file, if required.
Other way (Manual Process) to lodge complaints:
1. Admin can scan and upload the manual complaint

copy and forward it to next level.
2. Admin can also fetch the details of grievances by
both categories (Online and Scanned).
Hq_o7_2 Types 1. There is two types of complaint Dy. Secy Grievance

SuPPIY related
'
o Others
Proposed Solution
1. The proposed solution will create the
complaint as per their category, So that
the report can be fetched easily as per
their category.
2. Example are like:
Tffiffi"
o Disciplinary
. Harassment
HR073 Action 1. Admin can view the employee issue separately. Dy. Secy Grievance
2. Admin will select the complaint one by one and
decide the category of complaint and then
forward it to concem nodal officer (Zone wise or
directly to the Director) with the remarks.
3. The recipient can forward the case on Adhoc
basic to any office/ subordinate offlce for enquiry
and report.
fr{ot_+ Closing 1. Once the complaint is resolved the admin Dy. Secy Grievance
Complaint with department sends it for approvalto the
approval concemed nodal officers. Once approved, it will
retum to admin.
2. The admin will close the complaint and closing
SMS will be sent to the lnitiator.
HR075 Complaint 1. The Employee/ pensioner can make another Dy. Secy Grievance
regeneration complain on the basis of previous complain with
the details.
2. lt will again regenerate another complaint
number.
HR_07_6 Dashboard Dashboard will consist the following: Dy. Secy Grievance
1. Total logged complain (chief / HOD wise)
2. Resolved (chief / HOD wise)
3. Pending (chief / HOD wise)
HR077 Reports Pending (chief / HOD wise) case report. . Secy Grievance
HR_07_8 Reminder/Alert Provision for the reminder to the sub - ordinate. Dy. Secy Grievance
T
File R ef : PS PC L-R D1 4O-H R-R equirements-S pecif ications. docx/_ Page37 ol 75 )€-
7.8 Process - Employee Separation

Voluntary Retirement:
Business l
UniUDepartment i
Retirement :Depenils upon the age limit and, onlY

pension will be paid. For
i. GrouP D: 60 Yrc.
ii. PWD(must be at least 40%): An alertto be
triggered to the concerned establishment at
least 6 months before attaining the age of
58yrs to enable the establishment to take
appropriate decision regarding changing the
date of superannuation from 58 to 60yrs'
iii. PWD during service and at the time of hire:
iv. GrouP C and above is 58Yrs.
v. Documents to be verified before changing
suPerannuation in case of PWD:
i. DisabilitY certificate
ii. Verification document from concerned
issuing authoritY.
iii. Medicalfitness certificate from RO'
2. Deceased pensioner: Pension will be paid to the family
depending upon NPS. lf covered under NPSNo family
pensron.
List of documents to start Pension
VRS (Voluntary retirement scheme): As per the (Annexure
- guidelines)
Pre-Mature Retirement - As per the (Annexure -
guidelines)
DDO updates the basic parameters relates to pension

such as basic pension, other allowances allowed to -4
pensioner.
When any employee retired, then all the documents will be
sent by ObO for pension processing to concerned higher
authority, which forwards those documents to pension sec
office who further forwards them to pension audit section
against PPO.
Employee is joined in regular pension package.
Pension audit generates various orders in this regard such
as GPO, CVO, PPO.
10. Fullform of:
i. GPO ==> Gratuity PaYment Order
ii. CVO ==> Commutation Value Order
iii. PPO ==> Pension Payment Order PPO -
Recurring Pension
11 . Transfer to DDOs ==> Transfer to other DDOs.
12. Pensioners are Searched by the last employee id
13. DDOs enrolls pensioners after PPO is issued
'
Page 38 of 75
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\t/
A
v
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UniUPeoartment
revision is only done through orders by Pension Audit
HR082 VRS (Pre- 1 . Any employee with 20 years of qualifying service or 50

Mature) year of age can apply for the Voluntary retirement by
Retirement giving not less than 3 months' notice.
2. ln case notice is less than 3 months then employee shall
deposit salary (including allowances) in lieu of short period
of notice.
3. No leave will be granted (Except leave on medical ground
and casualleave) during notice period.
4.
lt is upto the appointing authority to take cognizance of
pending/upcoming disciplinary cases/court casesfuigilance
case while accepting the VRS.
5. The concerned employee is perluded from withdrawing the
notice for VRS subject to acceptance of such withdraw of
notice by the appointing authority. Provided the request for
such withdrawal of such VRS notice is made within the
notice period.
6. In case the VRS retirement order is not issued/accepted
upto the date of proposed VRS, the VRS of the employee
in such case becomes absolute.
Z.__llSlrp!9y99-!x 9r' !9qy9,!9jgq9!apply for VRS. ___
HR*08_3 Resignatiqn 1. Any employee can resign from service at any time.
2. Employee has to give 3 montrs period notice in such case.
3. In case notice is less than 3 months then employee shall
deposit salary (ncluding allowances) in lieu of short penod
of notice.
4- No leave will be granted (Except leave on medical ground
and casualleave) during notice period.
ln such case, only gratuity will be paid.
In case newly recruited employee resigns within probation
(3 years period or as the case may be), the training
expenses will also be deposited to PSPCL.
Request for withdrawal of resignation (which should be
within 90 days relieving after resignation) shall not be
accepted by the appointing authority where board
employee resigns with the lieu to take up an appointment
in or under
corporation/companyArvholly/substantively/controlled by
government or financed by govemment.
Employee whose conduct in under enquiry/suspension in
such case resignation normally not accepted until he is
cleared of such charges.
In case employee take leave during notice period, the
notice period in such case deemed to have been extended
for such leave period.
lf resignation becomes effective when it is accepted and
employee is relieved office duties.
(fo be discussed in 2no phase) Refer memo no. 1046 dated
19-10-2020 issued by Dy. Secv. Serviceil.
Per order of the appointing authority termination of
services (where post are abolished), dismissal of services
and removal of service is done.
2. In case such employee is re-instated, he is accommodated
File Ref: PsPcL_RD1 40_HR_Reeufyents_ S pecifications.d o",
U/ v
7{ Page 39 of 75 7---
R D. 1 40 Requirements Specification Doc R ef : PSPCL-R D 1 4O-H R-Requ irements-S pecifi cations
Sub Sub ffiiromBusiness Business

UniUDeoartTnent
Process Process
ID Analvs's
@lf no such Post is available, a
supernumerary post is created with proper sanction' Such
post is terminated on occurrence of first substantive post in
that grade.
3. For iork charge and special contingent - lR deparbnent to
consult
Hn-OA-S I Fulland final 1. Documents required
I Process and a. No dues certificate from offices employee worked i
I settlement and specifically designated offices (ln Gazetted I
cases only) i.e. vigilance department, SE technical I
SE enquiry, chief auditor, general section,

SE/Estate. enforcement, technical audit etc'
b. Certificate from operation sub division where the
employee is gefting electricity concession that
concession has been discontinue with effect from I
date of retirement.
c. In case of Gazetted officer, a consolidated NOC is rl
obtained from his last Non-Gazetted posting office
for his all the offices where he remained posted in
Non-Gazetted caPacitY.
2. Retirement order is issued by concerned establishment (ln
case of Non-Gazetted - Appointing authority, In case of
Gazetted - Chief Engineering HRD) before 6 months of
date of retirement.
I g. An alert to be triggered on monthly basis indicating the
I emplovee numbeis completing the superannuation
| ;ti;ilent age (for classA,B,C is 58 years and for class D
I is 60 vears) in the next 6 months.
| +. oro"iot Leave encashment is made online by concerned
I establishment (ln case of Non-Gazetted - Appointing
I authoritv. In case of Gazetted - Chief Engineering passed
HRD
on by
I S. Pension papers to be generated online and
I tn" concemed establishment (Appointing authority) to
I Pension Mobile Section (ln case of Non-Gazetted) and to
I ROp"v& accounts wing (ln case of Gazettedpension Employee)'
I O. AO/Pav & Account or Pension Mobile wing,
I paperswill be forwarded to pension audit wing for audit
I and payment.
Yv
Page 40 of 75
File Ref : PS PC L-R D1 4O-H R-R equirements-S pecifications docx
RD. 1 40 Requirements Specification Doc R ef : PSPCL_R D 1 40_H R_Requirements_Specifi cations
7.9 RTI Process

Sub sub Process Reouirements qathered from Business Business
ID
HR 09.1 ln itiation From any citizen of India or employee ENG II
HR-09 .2 Request for Applicant will submit the RTI application to Dy. Secy. ENG ll/ Nodal Office
information RT|/nodal oflicer or too concerned PlO. Application
could be on Performa or even on plain paper which
clearly indicates the desired information along with
proof of lndian Citizenship. RTI application could be
submitted / send personally or through post.
- Application will be accompanied with Rs.10/- Min
fees through BA-1 6(Cash receipt)/lPO/DD.
- Fee for providing information to applicant under
sub-section (4) of section and sub-section (1) &
(5) of section (7) shall be charged as per rates
\ mention in Rule 4 of RTI rules 2012 or Punjab
Govt. RTI rules 2017. As per rule 4(D of RTI rule
2012 and Punjab Govt. RTI rule 2017 no fee for
inspection of records for the first hour of
inspection and a fee of Rs. 5l- for each
subsequent hour or fraction thereof.
- In case PIO is of tre opinion that information
sought by the applicant is related to 3rd pafi
then that PIO has to follow the provision laid
down under sec 11 of RTl.
HR 09.3 Brief areas of RTI "lnformation" means any material in any form,
including records, documents, memos, e-mails,
opinions, advices, press releases, circulars,
ord e rs, logbooks, contracts, repo rts, pa pers,
samples, models, data materials held in any
electronic form and information relating to any
private body which can be accessed by a public
authority under any other law for the time being
i..- in force.
"Right to information" means the right to

information accessible under this Act which is
held by or under the control of any public
authority and includes the right to -
A) inspection of work, documents, records;
B) taking notes, extracts, or certified copies of
documents or records;
C)taking certified samples of material;
D)Obtaining information in the form of diskettes,
floppies, tapes, video cassettes, or in any other
electronic mode or through printouts where such
information is stored in a computer or in any
other device.
I J\/'
File Ref : PS rcL-R Dl 4O-H R-Requiremente-Specifications.docx F-- Page 41 ot 75
\'/''
RD. 1 40 Requirements Specification Doc R ef : PSPCL-RD 1 4O-H R-Requirements-S pecifications
UniUDepartment
HR_09.4 Pub lic information Officer

1. Applicant can obtain the RTlform from Deputy
Secretary RTI office (if required so). No charges
for the form. In case the preprinted form not
available then the applicant can use scanned
copy/ plain paper application in desired format
or in any other form which clearly indicates the
desired information.
2. Applicant fill up the form and submits directly to
the concerned PIO or to the Nodal officer/RTl or
Dy. Secy/RTl along with processing fees of Rs'10
via IPO/BA-15/ DD. (No Cash). An lD proof of
Indian citizen is required.
Note: PSPCL requests for online payment
provision for RTI processing fees also directly
in the account of PSPCL.
3. In case the applicant submits the form to the
Nodal officer/RTl or Dy. Secy/RTl then they
forward the application to concerned PlO. lf the
application does not relate to the concerned PIO
wholly or partly then PIO may seek assistance of
any other officer he/she (PlO) considers it
necessary for the proper discharge of his/her
duties. That transfer of application shall be made
at the earliest without anY delaY.
4. Any officer, whose assistance has been sought
under sub-section (4), shall render all assistance
to the Central Public Information Officer or State
Public Information Officer, as the case may be,
seeking his or her assistance and for the
purposes of any contravention of the provisions
of this act, such other officer shall be treated as
a Central Public Information Officer or State
Public information Officer, as the case may be'
5. lF PIO is of opinion that any further fee requires
to be charged to provide desired information
requested by the applicant. Then PIO sends a
request for payment of the additional/ further
fees to the applicant to deposit the same as early
as possible (Via IPO/BA-1'6/ DD- (No Cash))' On
receipt of payment of the additionalfurther
fess, the PIO provides the information to the
applicant within 30 days. The period intervening
between dispatch of intimation regarding further
/ Additional fee and PaY@
Y/
File Ref: PSPCL-RD1 zto-H R-R equirem ents-S pecif ications, 0"",ry Page 42 ol 75
l^\
t\
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V
RD. 1 40 Requirements Specification Doc Ref: PSPCL_RD140_HR_Requirements_Specifications
Sub sub Process Requirements oathered from Business Business

ID
be excluded for the purpose of calculating the
period of 30 days.
6. The PIO also keep in mind section 2(f),2 l\J\,8
and 9 of RTI act while dealing with the RTI
application.
Note: PIO directly provides information to the
Applicant/Appellate. PtO is wholly responsible
for non-supply of information / incomplete
information or delay in providing information.
7. In case the information requested by the
applicant is not provided within 30 days or
incomplete information is provided then:
a. Applicant can file first appealto the concerned
first appellate Authority cum Chief Engineers/
\ CAO/ Cost Controller/ CFO of PSPCL.
b. Further if the applicant is not satisfied with the
order of first appellate authority or non-
compliance of order of concerned first appellate
authority by concerned PlO, then applicant may
file second appeal before Punjab State
information commission Chandigarh. The
commission can pass order as per provisions
mentioned in section 19 and section 20 of RTI
Act 2005.
HR 09 ,6 Pain Points 1.. Existing system is manual, Process to be made

online. Offline facility for submitting the RTI
application/Appea I shou ld be reta ined.
2. In case RTlapplication received by PIO and
information is not relating to / available with
that PlO, such application to be transferred by
that PIO to concerned PIO where such
information is available. RTI application should
not be reverted back to RTI cell.
3. The RTI application received through online shall
be dealt online and RTI application received
offline shall be dealt manually/offline.
4. For every RTI application a file is opened with
case file number. Complete flexibility should be
given to gen erate Alpha nu meric/n u meric/ strin g
14 digit file number. RTI-15427-Vivek
5. There should be facility to scan and upload RTI
related documents and online submission of the
same by O/o Dy. Secy./RTlto PtO/ Appellate
Authority and vice-versa.
5. Provision for issuing automatic / manual
File Ref: PSPCL_RD140_HR_R equirements_S pecifications. oocx
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V Page 43 of 75
%-
RD 140 Requirements Specification Doc R ef : PS PCL-R D 1 40-HR-Requirements-S pecifications
Sub Sub Process ises Business

Analvsis Unit/Deoartment
Process
ID
reminders of RTI application and other RTI
related documents should be there in the
system.
7. Automatic intimation to office of deputy secy.
RTI regarding supply of information by
concerned PIO or transfer of application by PIO
to other concerned PIO along with RTI cell file
number to enable tracking of concerned case.
8. Any matter if not detailed above but which is
related and important for compliance of RTI Act
shall be considered part of scope of ERP System'
Note: Any future amendment in RTI Act or RTI

rules made by the Govt. be implemented by
PSPCL without any prior notice to end users and
should be reflected in the ERP System.
7.10 Employee Service Record

Sub Sub Process tli""* Business
Analvsis Unit/Department
Process
ID
HR_10.1 Entries related to service book is realtime activities
which is generated automatically from various
sources related HR activities like:
1. Employee / Manager Self-services.
2. Employee status changes like increment/
promotion / transfer / posting / absence etc'
The life events of employees related to service
record can be viewed / extracted through reports'
7.11 Apartment / House Booking

Req iremen!- qathered f rom Business Business
Sub Sub Process u
UniUDePartment
Process Analvsis
ID
Details of Houses Gircles Area Type of Houses House allotment
HR 11.1
committee
Patiala Power Colony- l, ll, lv, v, vl,vll
I
Power Colony tv(B,F,G), lV A(F.F), lll

No.2 c(G.F), I llB(F.F),
iltA(s.F)
66 KV GRID rLrLtt B(G.F), lll B(F.F),

Colony lV (Ear Marked)
T
Page 44 ot 75
File Ref . PSPCL-R Dl 40-H R-Requir\nts- specifications.docx At
/
V
R D. 1 40 Requirements Specification Doc R ef : PSPCL_R D 1 40_H R_Requirements_S pecifications
sub Sub Process Requirements oathered from Fusiness

ID
HR 11 .2 House 1. Employee applies for house allotment
allotment To house allotment committee
request 2. Approval
3. Sr. XEN/TECH
4. Sec/House allotment committee
5. Chairman/ House allotment commiftee
(ChiefEng. /Eng. Chief or Senior most Eng.
Chief)
6. Approval/ RejecV Receiving allotment
7. Allotment quarter
8. Available
9. Waiting list allotment
10. Applicant receives letter ) Shows to SDO/
Civil maintenance of concemed colony and
receives the lisb assets.
Waiting list case:-
\ 11 . Applicant waits for the house to be available
on First come first serve basis.
HR 11.3 Handing over ) Handing over process
process 1. Fill up the house vacating form
2. Submit to JE in-charge of concerned colony.
3. House is available for new allotment from the
date of vacating the house.
JE Civil maintenance and sends the house wise vacating
report.
1-
7 )>7/"'
File Ref : PS PCL-R Dl 40-H R-R eq uirements-S pecif ications. docx Page 45 of 75
Establishment Matrix
7.12 HR Establishment Matrix
1. Services takes care of the various HR activities of Gazetted officers in PSPCL.

2. Different services can share the same job but for diff cadre/class (l and ll)/groups (A/B) of employees.
3. Service groups (7,2,31basically are the people responsible for initiating different HR activities like promotion,
Transfer etc. They share these responsibilities based on the category of employee.
4. Competent Authorities are the Approval authority based on rank as well as category of work. They belong to
the rank above the services.
5. Team 1 - For Non Gazetted staffthe establishment work is not centralized and hence not included. They are
being dealt by Sr. XEN, Superintending engineers, and chief engineers.
5. ENG - Establishment Non Gazetted
Activity :- if.J
Nmro.ug r=g
I I : Et 3F F{ <r
e Hl
E o =€',5
.9p:
E E EE ;F EE Z 7, S 8,6:iH F
Employee
,9! sc ('=
x"d
(!
L) 9:.Y d c9
'o)
G
(J
i - Oa
E=s
,o q F.OU L
;r:t
'f
.c-o
-F-F-E
!)
.odo= ij !!; 3
E u5 =4.
E;S
.9
FEE
_Fc t h zE +
_+: €
gt : ,E:
gi o = Fi. v
>
E
$€ #E$ e
-r
S 5 (}s :(,S (9H (9H :<:
\-
(' Z
| \. - rr
5i
:Zl) E
Postlne Y.Y Y
Date of
+
Birth
correctio
nof
employee
Cadre
Strength
(Creation,
Diversion,
Abolishin
g and
conti.)
Appointm v
File Ref : PS PC L_R D t 4O-H R-R equirements-S pecif ications. docx Page 46 of 75
RD. 1 40 Requirements Specification Doc Ref: PSPCL_RD140_HR_Requirements_Specifications
ent
letters
Incremen y .y v
t
Promotio y y y vy
n
Transfer y y y vy
PaylN y y v
charge
Training y y Y .y vy
Timeyyy vyy
bound
pro}1rotio
n scales
Leavesall y y y y YYYYY
kinds (onl
v
Sp.
Leav
e)
LTCYyy v Y vv
Leave ex- y Y Y vy
India
Advance y y y yYy
and
Reimburs
ejEnts
Filingof y y y Y (secret Y Yy
Property sec-1 )
retu rn
Decease/ V y y v Yy
Retireme :
nt
benefits
GPFYyyyyYy
withdraw
al
PayYyyyyyy
anomaly
File Ref : PS PCL_R D1 40_H R_Requirem ents_S pecifications.docx Page 47 ot 75

R D. 1 40 R equirements Specification Doc R ef : PSPCL-R D 1 40-H R-R equirements-Specifications
NOCfor y Y Y Y
Yy
passport
NOCfor y Y Y Y
Yy
overseas
travel
Pre Yvy yv
Mature
retiremen
t cases
NoCfor y Y y y Y Y Y Y
higher
studies
NoCfor Y y Y Y Y Y Y I'-
applying
for new
opportuni
ty outside
PSPCL
NOCfor y y y y y ry y
availing
Loans
Nocfor y y y Y Y 'Y Y
buying
Moveable
or
lmmovabl
e
ProPertY . , Jt*
..v
Inward y Y
deputatio
n
ACRyYYY y(secret y Y(Se y y

sec-1 ) cret
Sec
-2l.
VacanoyyYYY yvvv
Statemen
t
RTlCases y Y Y Y Y y Y Y Y Y Y Y Y Y
File Ref: PSPCL-RDl 40-HR-Requirements-Specifications.docx Page 48 of 75

DCP
(Disp.)
Complain
t
Handling
(Grievanc
e)
Preparati Y
on (co
Seniority nfir
List mati
on
Sec)
Rqsignati
ont
Approval
for a tour
program
and for
TAlDA
Court
ca ses
Jobs on
Compassi
onate
grounds
(Depende
nts on
death on
JeS
Disciplina
ry
Appeals
by non
Gaz emp.
Managing
Service
Book*
Maintena
nce of
roster
register
File Ref : PS PC L-R D1 40-H R-R equi rements-S pecifications. docx Page 49 of 75
R D. 1 40 Requirements Specification Doc Ref : PSPCL-RD 1 40-H R-Requirements-Specifi cations
Y
Policy
Formatio
nor
change in
regulatio
n
Continuat vv
ion of
service
after age
of 50/55
Activity Serv 5e SE Dec .Joint ENG1 I:NGiENG ENG4 Z.on

ke, rvi - Tech : Sec 'Sec .2 3 i es
2
1
. ce Enqui . Per
')l
..
t
,.t'
3ry
gE €o ..
c
o
P
.g
,: .x
;
"
t- i ,(!
() tr
or.99 ul
c *g 3g rs 6B
E<
.Q
't:.:6, E
o
E
|!
o
l+ F{
Gazeted -4 SuPt
\- -c Gaz 6 AM/HR
sE
N
I
c€ 4
(!
(9 oo
CF
m (J
q, o)
(J P
E N
q)
vl (9
.9 rt
U
ur
.,fl .o
F BP
File Ref : PSPCL-RD1,lO-HR-Requirements-Specifications.docx Page 50 of 75

RD. 1 40 Requirements Specification Doc Ref : PSPCL_RD140_HR_Requirements_Specifi cations
o
$ .,9 z?
Nu
.ry o)
AS 9F
()
o
{n
o.
E
? t!
'xo
;CL
!
+E
3o*
h
N(!v
ii G', (!(J=
e gti
3g E
c.=th
otg
zoL)
t. Performs all Activities except: Class lll (Group C)&
Date of birth correction, Cadre Strength, Grade
Filling property return, Inward Deputation, LDC, Steno, Data
Seniority list, Job Compassionate on death, Entry operator,
Disciplinary, Computer operator,
Managing service book, Policy formation, Programmer, ALW
Continuation of service after age 50/55 (Asst. Law officer/
Performing: (office order) welfare), DMO
Posting, appointment letter, Increment (Duplicate Machine
o
u Fixation of pay on Promotion, promotion, Operator), Restorer
E
o Transfer, Training, TBPS, Leaves all types, lV & grade
13
(! LTC, Leave Ex India, Advance (GPF) and Peon, Daftari,
{)
reimbursement (medical), Decease / Hawaldar, Cook,
o retirement benefit, GPF withdrawal, Pay Chowkidar etc.
ci
'i"= E anomaly, NOC for (Passport, Overseas
,;
fr€
\.|!
.E
o
Travel, Higher Studies, New Job, Buying
property), Vacancy Statement, RTl,
h-; : og
7,
Disciplinary, Complaint Handling,
Resignation, Approvalfor tour TA/DA, Court
S,H F
ra
(!
cases, Roaster (promotion)
>
U -: +, qr
5 E FE
'
o
N
:o
<(9
File R ef : PS PC L-R D1 4O-H R-R eq uirements-S pecifications. docx Page 51 of 75

RD. 1 40 R equirements Specification Doc Ref : PS PCL-R O 1 40-H R-Requirements-Specifi cations
1. Assign seniority to All non-Gazetted

(Clerical and Technical) employees
2. Seniority is determined based on :
o Merit of CRA in case of direct
:oi appointment.
E
t: ,g o Compassionate Grounds (death)
Yco
*oE N
o Promotion from lower rank (Court
tEe
3 e
€
(!
(,
c
o
cases to be considered related to
sen iority)
1.
a8.go.
a =
Dealing with seniority related to court
cases.
Lineman (Categories)
JEs (Allcategories)
AAE (Allcategories)
Others Techn ical categories
'r*
I
.tr .c c
2 \- [5 tEe
I; ErF
;te ? F:5€
3 -E; € 'd,
5E€E F sET.g
Technical Drawing activities performed by
1. Draftsmen
2. Foreman all categories
3. Meter reader
4. Meter inspector
5. All technical categories related to
thermal/Hydel (group C and D officials)
N
l! Drivers (all except head office)
(9
Note: Sr# 1to 4 are distribution Zones
7i.90 Other Activity:
v=
+,
b9g
o6v)€ o Posting
n 5 S F #
2r ; E t
o Appointment letter
r
N?i
ir3
E
6 X
=E .o
r
Promotion
Promotion
/ Deem Date
3-U
;: €+ ;;5 i Transfer
65 6 N O
File Ref : PS PCL-R D'l 40-H R-R equirem ents-S pecif ications. docx Page 52 of 75
RD. 1 40 R equirements Specification Doc R ef : PSPCL_R D 1 40_H R_Reguirements_S pecifications
Clerical/ Non Gazetted activities performed

by
1, Lower Division Clerk
2. Upper Division Clerk
3. Circle Assistant / Assistant Revenue
Accountant
..'..':..:l:l; .- t N 4. Divisional Superintendent & Circle
(J
::::: ::
'oo
P
Superintendent
(n
e a=
C,
o z,
^.l.
u- < > tl
t.r
E
U
5. Steno Typist, Teachers (All categories)
7:
tlrdN
;;=,
=
Y 9- 'ort --'
t Other Activity:
o posting
\> s; oo q
es a. c E
.o
. Appointment letter
U€ ;; V =6 o Promotion/Deem Date
z,
vr: EE O
a E ae ,g 3-. o-6- c 6 Promotion
o Transfer
F
:
O: ,
E(u J
a.
'g (!
q, .So IIA
E Pg $*, ;#Fg
E
EU
d< o
O'c G
q)
7.13 Continuation in Service on attaining age of 50/55

Sub Sub Requirements oathercd from Business Business
Process Process UniUDepartment
.-Al9 Analvsis
HR_13_1 Continuation When an employee attains an age of 50 and 55 a review is Concerned
of service done by HEIC (High Empowered integrity committee). establishment.
orocess
HR132 Activity 1. A mail and system alert is triggered with the list of Concerned
employees about to complete 50 and 55 years of age to establishment and RO
concemed establishment for review. For 6 months slot the ofthe concerned
alert will be triggered 3 months before (e.9. for first half i.e. employee.
1" Jan 2020 to 30tr June 2020, alert should be generated
on 1s Oct 2019) with reminder alert every month till
finalizationlOrder. Another mail and system alert to RO
(Reporting ofiicer) of the concerned employee.
2. This includes short term extension also.For 6 months slot
the alert will be triggered 3 months before (e.9. for first half
i.e. 1s Jan 2020 to 30th June 2020, alert should be
generated on 1"'oct 2019).
3. Report can be generated by the concerned establishment
based on the alert with the filterinq option with cadre, date
File Ref: PSPCL_RDl,lO_ HR_Requirements _Specifications.docx, Page 53 of 75
fl
II ^-
'-''
V
R D. 1 40 Requirements Specification Doc R ef : PSPCL-R D 1 40-H R-Requirements-Specifi cations
Sub Sub Reouirements oathered from Business Business I
Process Process UniUDeoartment

Analvsis
i
ID
range.
HR_1 3_3 Review 1. Complete ACR access or last 10 years.
criteria 2. Complete Disciplinary cases.
3. Physically and mentally fitness report stating that he is fit
for continuation in seruice from RO.
4. Complete Vioilance report access (afier PMS live).
HR 13 4 Action taken 1. Concerned establishment review the check list as per HEIC
establishmen criteria for each employee and decide the eligibility.
t 2. Concerned establishment forward the list of employees
along with report containing info mentioned in review
criteria to HEIC.
3. HEIC committee approves.
4. lf HEIC decides
i. Approved to continue after 50/55.
ii. Not approved to continue after 50/55 - Pre-mature
retirement process to follow.
File Ref : PS PC L_R Dl 40_H R_R equirements_S pecif ications.docx Page 54 of 75

Open and Closed lssues
8.1 Open lssues
Closed lssues
Target Date
File Ref : PS PC L_R D1 4O_H R_R equirements_S pecif ications.docx Page 55 of 75

1'.aii I .
l' 1'\ ''\li
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.11 :i' i';*:-^' I .)sliJ *b ,sLltl#l 'r'il '{{t d$l :*r!1;* rx 'rrj ir ;:ci;t *i'rr*+:';'l
' ir i .l r. rl. lt tr, t;lt
i!.ril . "
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,^.:,. ar,, ii;i1.1ii i'r,,1).!..r1"!i;1.t!'r ',ri.tt':',.'.rr.i3:"tit{tiilf.riii!:i"e'i}lii;{) ".,:"'l:
r, "ti I I| 1,. I iil
..,i
!": ,i tlt l't. I lht l,.\t l{i . I'ilt (. \ll l t ( t}l}.. ltlll I l\
firi':: J l' rr;\i\j\lJ r'i]J11r'* ''r''4;il
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iri.r-. I .;..",.-
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ir i!- : Ii;, "1i,:,.q ri :ii1i{.!1i
11 I l f:r*l l"i'r :ii:Jtr":fll'rii
t, ,".iii1riI iri {riari: {l! ri,:1:'tlti;rtli '.'r;"'-':llll it*l;,;f
.:.:.|,i]::3ll..j;ti,l.,i',l:i:l:.;|ri;].'{o,i:iitI:.i!:ji:]1iii:l1i|!.i,i.|:r;Li1i:t:i;:.;|l:i
...'io*,",,u..n]!g:|)|{'l.]sl.,|l!l:tli,itl*,1i,.|.f{1i:1i1ii..l
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r'l.r:,
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Page 56 of 75
File Ref : PS PCL-R Dl 4O-H R-R equi rements-S pecifications docx'
RO. 1 40 Requirements Specification Doc Ref: PSPCL_RD140_HR_Requirements_Specifications
10 Annexure ll
The List of Absence Types in PSPCL and ils respective Eligibility &Business rules are as follows:
Sr. Absen Emp. Eligibility ' Calculation and Validation Accrual (Y/N), leave Approvalflow
No. ce l if Y, rule
Type &
Catego
ry
1 Earned All regular Leave will be calculated &credited on For Gazetted:

leaves employees every month end. Elioibilitv:@
including There can be multiple reason for yiO" tfr6 1. Without substitute-
of
Work taking Earned leave. lt may be sick period spend full power to
Charge/ leave, medicalground. Leave can be on dury.' HOD/Secretary/
Contingent under approval by the controlling (lnclud'es all DY SecY. In case
can avail ofiicer. kind of leave working under
this leave En+ashed Earn Leave can be taken except EOL) them.
Employee one time, shall be max. 300 days. Ceilino for 2. With substitute -
may be on Incase of LTC LE upto 1Odays in Carryiorward' HRD dePartment'
Probation or each case and in total 60 days during up-to 450 davs
Regular. For Non-Gazetted:
entire service. This is over and above
Probation 300 days on retirement.
period is 3 Without substitute-
Eam Leave can be en-cashed at full power to Head
years from retirement, limit 300 days
joining date. ' of offlce including
_ Leave can be adjusted in case of SE's,
medical emergency or any other XEN's/RE's/Dy.
emergency. Chief Auditors/Sr.
With Substitute Leave can be AO/AO ln-charge
recommended by controlling officer audit and account
For Sick leave, medical certificate offices of the
requires. project working
Maximum limit for accumulation of under them.
earned leave is restricted to 450 2. With substitute -
days. Appointing
Authority.
2\ Casual Allregular 15 days' maximum for men HOD's/SEs (and

Leave employees 20 days for women equivalent)
At one time not more than 10 WDs /Sectional officers
and total 16 days including holidays in head office and
After twenty years of service, AOs in field- full
employee can take 20leaves powers for
Gazetted/Non-
Casual leave cannot be mixed with
any other leave. Gazetted working
under them.
Leave Reason will be provided by
2. Sr. XENs/REs
PSPCL team (LOV).
(and equivalent) -
It is different from all other leaves. for Gazetted up-to
10 WD and for
Non-Gazetted full
powers.
3. AE/AEEs (and
Equivalent) - up{o
10 working days
File R ef : PS PC L_R D1 4O_H R_R eq uirements_S pecifications.docx Page 57 ol 75

/.
RD. 1 40 Requirements Specification Doc R ef : PSPCL-RD 1 40-H R-Requirements-Specifications
for ruon-Cazetted
working under
them.
4. JEs and In-charge
of sub offices and
internal auditors
and Gazetted
Sectionalhead in
head office - up-to
4 working days for
Non-Gazetted
establishment
working under
them.
5. Non-Gazetted
sectional head in
head office upto 1
day leave
including hqli day
leave, short.leave
and station leave
on Gazetted
holiday - Non-
Gazetted
establishment
working under
them.
2(a) Restric All regular 2 restricted leave eligible for one Controlling Officer
ted emPloYees calendar year.
Leave Available for festive daYs as
approved by PSPCL.
2(b) 2nohalf All regular Four 2no half day leaves are eligible Controlling Officer
day employees to take part in festive processions on
leave days as approved/notified by PSPCL.
3 Half Half pay Leave can be taken for any Due-maximum For Gazetted:
Pay reason. 20 Calendar
1. Without subglitute-
It is admissible to permanent days per
full power t-
Employee in each complete yearof annum'
HOD/Secretary/
service. Dy. Secy. In case
It could be granted on medical working under
certificates and private affairs. them.
Employee will get half salary for that 2. With substitute -
period HRD deparbnent.
It is top on Earn Leave, means
employee can take Earn leave along For Non-Gazetted:
with Half day leave
It is carrying forward maximum to 20 : 1. Without substitute-
days in a year full power to Head
during the entire service shall be of office including
limited to a maximum of 480 daYs SE's,
XEN's/RE's/Dy.
Chief Auditors/Sr.
AO/AO ln-charge
audit and account
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offices of the
project working
under them.
2. With substitute -
Appointing
Authority.
Comm It is applied on the basis of medical N For Gazetted:

uted certificate
leave Not exceeding half amount of half
1 . Without substitute-
pay leave due. full power to
HOD/Secretary/
Commuted leave calculation is
Dy. Secy. In case
applied on half pay leave which is
working under
twice the amount of such leave debit-
them,
able against the half pay leave due.
During the entire service shall be
HRD department.
limited to a maximum of 240 days
It can be taken multiple times but it For Non-Gazetted:
should not exceed 240 days or more.
Commuted Leave should be more 1 . Without substitute-
than 15 days (Not applicable in case full power to Heao
of Vacation department). of office including
Half pay leaves up to 180 days is SE's,
allowed to be commuted during entire XEN's/RE's/Dy.
service for approved course of Chief Auditors/Sr.
studies AO/AO In-charge
Leave approved by Sanction audit and account
controlling officer. offices of the
project working
under them.
2. With substitute *
Appointing
Authority
5 Leave This Leave can be granted provkled For Gazetted:

'not an Employee does not have any Kind
due of Leave available. 1 . Without substitute-
d_ It can be granted by controlling full power to
ofiicer. HOD/Secretary/
It is adjusted against half pay Leave Dy. Secy. In case
which Employee may earn working under
subsequently. them.
It should not exceed 360 days during
HRD deparfnent.
entire service.
This leave can be adjusted against For Non-Gazetted:
half pay leave in the next year when
half pay leave is credited to its 1 . Without substitute-
balance. full power to Head
This leave should not be given more of office including
than 90 days one at a time but in SE's,
case of medical ground it can be XEN's/RE's/Dy.
extended upto 180 days. Chief Auditors/Sr.
5Oo/o of Basic payment. AO/AO In-charge
I
audit and account
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offices of the
project working
under them.
Appointing
Authority.
Extra It has no limit. - HOD (Secy. /Chief

Engineer/CAO/CA/
ordinar This can be taken in probation period
y leave CFO/FA etc.)UPto
also.
1 year
(Leave ' This leave is taken if officials does - Member In charge-
without not have any leave to his credit and up-to 2 year.
Pav) in case competent authority decided - BOD - in other
absence I susPension etc. as EOL.
cases.
' Unpaid leave does not add to its
service record (tenor period) Except
Medicalground.
- Eligible upto 2 Years if service a
exceeding 1 Year and uP-to 'l Year if

service is less than 1 Year. For
female emploYgg.uP=fg-5 Years on
to\
fam-ily gtqund;[APPlicab le
!fi /
\Ep":yr i 1;g*
,'gry-, :ij,"'
i
e$
- For Gazetted:
Matern lt is eligible for female married
ity emploYees. 1 . Without substitute-
Leave - lt is not eligible for female board fullpowerto
(Speci employees who has 3 or more than 3 HOD/Secretary/
al Kind children. Dy. Secy. ln case
of - Limit is up to 180 days or as applied working under
Leave) by the EmPloYee. them.
- lt can be combined with anY other 2. With substitute -
leave. HRD deParfnent.
- Leave for Miscarriage or abortion
types. For Non-Gazetted:
- Limit of miscarriage/ Abortion leave is
up to 6 weeks. 1 . Without subg$tute-
- Miscarriage leave can also be fullpowertofiead
of office including
considered uP to 2 children.
SE's,
- Miscarriage leave could be approved
XEN's/RE's/DY.
on basis of medical certificate.
Chief Auditors/Sr.
- lt is special leave not debit-able to AO/AO In-charge
any leave account. audit and account
offices of the
project working
under them.
ApPointing
AuthoritY
This leave will be

Paterni Eligible for Male EmPloYees'
granted without
ty Limit up to 15 daYs (After commuting substitute and Head of
Leave
: PSPCL-R Dl 40-H R-Requirements-S pecifications.docx

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30 days half pay leave)from the date the officeto approve it

of birth of the child.
- lt is eligible up to 2 children.
- lt has to be applied within 3 days
from the date of conceivement.
Adopti - Eligible for Female Employees to N For Gazetted:

on adopt newly bom baby who have not
Leave their own child. 1 . Without substrtute-
- Limit up to 3 Montrs or up to the age full power to
of child of 3 Months. HOD/Secretary/
Dy. Secy. In case
- This leave starts from the date of
working under
legal adoption of child.
them.
- lt is eligible up to 2 children. 2.
- lt can be adjusted with any other
With substitute -
HRD deparhnent.
leave.
- lt's a kind of special leave which will For Non-Gazetted:
1 not be debited to any leave account.
1 . Without substrtute-
full power to Head
of office including
SE's,
XEN's/RE's/Dy.
Chief Auditors/Sr.
AO/AO ln-charge
audit and account
ofiices of the
project working
under them.
Appointing
Authority
10 Study MSR - Main Higher studies BOD in consultation

leave service For scientific and technical or similar with finance
regulation special courses. department.
Regular Up to 2yrs in service
Employees It is l2months in at one time and can be
\ Service tenure extended up to 24 monfis.
'should 5yrs or It is granted with consultation of the
more finance wing.
Not due to retire Need to upload the purpose of the course
within 3 yrc of of study.
expiry of leave Should be Specifically required by
PSPCL.
It is granted in exceptional circumstances
with approval of competent authority.
Report (outcome) of the course to be
provided after completion of the course.
A competency is added accordingly to the
employee after successful completion the
course.
11 Termin Temporary At the time of retrenchment. For Gazetted:
al employees. Eamed leave up to extend it is due can
leave be granted to temporary employees at 1 . Without substitute-
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the discretion of the competent authority full power to

on termination of the services on HOD/Secretary/
retrenchment / abolition Post. Dy. Secy. In case
Benefit similar to leave encashment, working under
them.
HRD deparbnent.
For Non-Gazetted:
1. Without substitute-
full power to Head
of office including
SE's,
XEN's/RE's/DY.
Chief Auditors/Sr.
AO/AO In-charne
audit and acc :
offices ofthA
project work,,o
under them.
Appointing
Authority
Specia On duty 1. Maximum 24 months for 1 injury Appointing AuthoritY-

12
I disability leave. against medical certificate form as per competencY for
Disabled by medicalboard. earned leave but with
disabili
injury 2. 120 days full pay and thereafter Half consultation of finance
ty
intentionally Pay. section.
leave
inflected due to 3. Period is treated as on dutY.
performing duty 4. It is a special leave which will not be
or in debil-able from anY leave account.
consequences
of his official
position.
For Gazefted:
13 Hospit 1.3months in period of 3Yrs.
al i2.Maximum 2Smonths if combined with 1. Withoutsr-hute-
leave other leaves. fullpowerU
3. Full pay for 3 monhs and half PaY for HOD/Secretary/
remaining period. Dy. Secy. In case
4. Not debit-able to leave account. working under
5. Granted to class lll and lV only whose them.
duty involves handling dangerous 2. With substitute -
mechanical spares and allowed if HRD departnent.
injury due to official dutY.
6. Medical certificate. For Non-Gazetted:
I . Without substitute-
full power to Head
of office including
SE's,
XEN's/RE's/DY.
Chief Auditors/Sr.
AO/AO In-charge
Page 62 ol 75
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audit and account

offices of the
project working
under them.
Appointing
Authority
14 Childc For regular 1. Care of child up to 18yrs of age For Gazetted:

are female '2. 365 days in entire tenure.
leave employee 3. Admissible up to 2 children for reason 1. Without substtute-
like exams, illness etc. full power to
4. Full leave salary | admissible. HOD/Secretary/
5. In one year 3 spells could be taken. Dy. Secy. In case
6. At one time not less than 1Sdays. working under
7. Not debit-able to any other leave them.
account. 2. With substitute -
HRD department.
For Non-Gazetted:
1 . Without substitute-
full power to Head
of office including
SE's,
XEN's/RE's/Dy.
Chief Auditors/Sr.
AOIAO In-charge
audit and account
offices of the
project working
under them.
Appointing
Authority
15 Quara Allregular 1. Not exceeding 21 days (each Head of the office -

ntine employees occasion)or in exceptional cases up- Fullpower.
a\
Leave to 30 days on certificate of medical/
Public Healtr Officer.
2. In excess of 30 days period shall be
treated as ordinary leave.
3. lt is not admissible in case PSPCL
employee himself contacts infectious
diseases.
16 Ex- All regular 1. To visit abroad personal. 1. Up{o 30 days
India employees 2. Debit-able to leave of the kind due concerned HOD
leave and as applied. 2. 31 to 90 days
HOD with approval
of concerned
director
3. More than 90 days
with approvalof
CMD.
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11 Annexure lll
Subject: ERp - Requirement Specifications (PSPCL) Oracle HRMS-Core HR.
Reference: Document ref: PSPCL_RD14O_HR-Requirements-specifications, version
1.3 (Last updated dated 23-12-2020)
With reference to subject cited above, the ERP project document mentioned under
is prepared
was provided by the lT section. lt is mentioned here that, the above referred document
by the tech Mihindra team and it has been found that the following Process lDs
are related to
Cadre- Section:-
Process lD: Process AnalYsis:
HR 01 Work Structure
Sub Process lD: Sub Process AnalYsis:
HR 01.1 Work Structure-Location
HR 01.2 rk S tru ctu re - O rg a n z a t o n s i i
HR 01.3 -Wo
Work Structure- Jobs {
HR 01.4 Work Structure- Positions

in the
The following observations/ processes in respect of above needs to be incorporated
document mentioned under reference:-
that the PSPCL's in house
1.With reference to above mentioned processes, it is mentioned here
exists. Therefore, all the
HRIS-Cadre Strength portal developed by PSPOL lr team already
needs to be present
provisions and functionalities that exist in this portal & back-end database
in the new ERp software being deveroped by Tech Mahindra
team. For this' the complete &
latest data from database of Locations/ office Names/ Designations/ cadre Posts/
the
of these parameters etc'
Hierarchy of offices/ Report generations/ creation- Abolition-Editing
needs to be migrated into ERP software'
Z. ln addition to above, there are some discrepancies in the existing PSPCL adding new
HRIS-Cadre
and
strength portal. The matter regarding resolving these discrepancies
In reply to above, the lT
functionalities had been taken ut witn tne lT Section of PSPCL.
section of PSPCL had intimated that the ERP-HR module is
in at pt"Ltt t'dnt*
and new functionalities as
requirements shall be covered in ERp. Therefore, the discrepancies
mentioned below should be resolved in new ERP-HR Module.
Management as well
The Real-Time/ current cadre strength is demanded by the Higher
i.
as the cadre controlling authorities (establishments). But, the
HRlScadre strength portal
generatecl reports displays the inaccurate data. For Example,
the Reports (mentioned in
portal shows inaccurate/
the following table) generated from the HRls cadre strength
different count of Posts
Pannrt Path
Sr. No. Reports
1 FONE STRENGTH TEPOTI Repons ) E y-Locauut, 7 w'lut v-eu et tY"
2 MIR report Pcnorts) MIR

3 DESGN.WISE rePort Kepons2Apslldua-7uvrvt'-"t'"',
4 CnO-ne-UnfRlX rePort Repofts) Ey'LocauonT vult"ttuct"vt' / L^vvl
Deso Matix
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ii. Further, in all the reports generated, the POST's BRANCH is not being displayed. For
example- in one of the reports, the AEE count is showing total posts. lt is not being
displayed that how many posts are of AEE/ CIVIL & how many posts are of AEE/
ELECTRICAL.
iii Moreover, on the HOME SCREEN of the portal, the PSPCL ONLY strength is showing 174
posts less count.
iv. Incorporation of SPECIAL ALLOWANCE with posts in HRIS cadre Strength portat. For
incorporation of Special Allowance checkmark/ tag (Y/ N- Yes/ No) to each post the posts
to which it is applicable needs to be present.
v. The report regarding Hierarchy of offices under each HOD be generated.
vi. Removing redundant designations from the existing database.
vii. Generation of all reports in Pdf & Excel formats. Currently most of the reports generated
are in Pdf format.
viit Further, the rights/ authorization of Creation/ Abolition/ Editing of posts of pSTCL should
only be with authorized PSTCL employee/ lD. These posts should not be visible for editing/
creation with the PSPCL authorized lD (i.e. this office). Similar is the case that pSpCL
posts should not visible for editing to pSTCL employees.
ix' Incorporating the provision for editing/ changing the Hierarchy level of any office location in
the HRIS Cadre Strength portal.
x. The online preparation of Proposals of creation of Posts by diversion/ conversion of posts
existing in the database & issuance of office orders & its implementation in Database
automatically.
xi. Further, the in-house PSPCL cadre strength portal is not user-friendly in terms of multiple
creation/ abolition entries. For-example- if we have to create/ abolish 50 posts of ALM
cadre at 1 location/ multiple locations, we have to click at least 50 times in sequential way.
Whereas, there must be provision for entering the multiple records at a time on one/
multiple locations.
xii. There must be 2 step processes for enteringl editing any field in this database as available
;\ in other Pspcl's HR databases. That is, for any change in this database, there should be 2
steps - first entry by EDITOR id (i.e. by Data entry operator/ non-gazetted employee) and
second by APPROVTNG td (i.e by Gazetted employee).
xiii' Apart from this, there must be maintenance of History/ LOG/ Record with regards to cadre
strength of every cadre office order being issued. So that the cadre strength at any time
frames/ date/ month/ year may be generated as & when required.
The following processes being handled by Cadre Section needs to be implemented in online ERp
module.
Cadre Section:-
Continuation of temporary posts

The following steps are involved in granting approvalfor continuation of temporary posts:-
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,i. This office circulates the letter to all HODs for seeking proposals (with full justification of
each post) for continuation of temporary posts.
2. After that this otfice scrutinizes the proposals thoroughly.
3. And checking the creation/ abolition/ diversion/ conversion of posts of all the office orders
issued during the particular time period i.e. from 1't of March to last date of February of next
year. (e.9. 01-03-2020 to 28-02-2021).
4. Further the proposal sent to the office of Dy.Secy./ Finance-2 for their concunence.
Depending on the concunence/ non- concurrence by Finance Section 2 possibilities arise
as follows:-
(i) lf finance concurs with the proposal then it will further sent to concemed Director in
charge of the organization (Dy.Secy./Personnel SE/HRD CE/HRD ) Director/ ) )
in-Charge). After his approval this office issues office order regarding continuation of
temP. Posts.
(ii) lf Finance does not concurs with the proposal, then the competency of the same lies
with the WTDs instead of Director In charge. The office order regarding continuation
of posts is issued as per the decision of the WTDs.
Creation of new posts by diversion/ conversion of existing posts:

There are 2 possibilities for creating the posts by this process as follows:
does not chanqe.

step-1. ln this case the concerned HoDs sent the complete proposal for creation of
new
posts by diverting the same cadre posts after taking the approval of their director in charge.
step-2. based on the above proposal this office prepares the Agenda for
the creation of
posts.
step-3. The draft agenda is sent to the offices of Legal section (Dy.Secy./Personnel
)
SE/HRD )
CE/HRD )
Legal Advisor) and Finance section (Dy.Secy./Personnel )
SE/HRD t
CE/HRD )
CAO/HQ )Dy.Secy/Finance-2) for taking their ^-
views.
step-4. These views are incorporated in the agenda and same is sent to Director
in-etfarge
ie. Director/HR(Dy.Secy./Personnel sE/HRD )CE/HRD )
Director/HR) for t
administrative aPProval.
step-S. After this CE/HRD Sign the agenda and this office register it
in record by assigning
the agenda number to it.
it before competent
step-6. Final Agenda is sent to company secretary office for submitting
authority (WTDs).
2.
In this case all the stePs are same as discussed above except
the competency which lies
with BODs instead of WTDs.
Abolition of existing Posts
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In this case all the steps are same as discussed above except the competency which lies
with BODs instead of WTDs.
Restructuring of posts:
In this case all the steps are same as discussed above except the competency varies
(WTDs/ BODs) according to the change in numeric strength depending upon case to case,
Other Processes such as renaming of offices, change of administrative Control of offices
needs to be implemented.
Cadre strength of posts:

This office maintains the sanctioned strength of all the cadre posts/ categories present in
PSPCL. This is achieved by compiling the office orders of particular time period of
continuations of all the HODs. After this each cadre posts reached on some count which is
shown in the cadre strength. This whole count of posts circulates to all the offices. The
cadre Strength is issued Bi-annually by the Cadre Section.
_-,
Empanelment of employees for posting in CGRF:
There are two types of members (Techincal & Finance) in each CGRF office situated at
Patiala & Ludhiana for which the selection process is as follows:-
1. Technical Member (SE/Elect.)

Step-1. This office seeks the list of eligible officers (as per the eligibility criteria specified in
PSERC 2016 regulation)from the concemed establishment (i.e. Dy.Secy/ Services-l).
Step-2: After this the service reports of the officers mentioned in this list is sought from
three following offices:-
1. Vigilance enquiry reports from the office of DGp/ v&s, patiala.
2. Disciplinary reports from the office of SE/ Technical, Patiala & SE/ Enquiry, patiala
3. ACR reports from the office of DM/ Secret Gazetted, Patiala.
Step-3. Then, the case is put-up for the approval of CMD-Pspcl(Dy.Secy./personnet )
-J- SE/HRD )
CE/HRD )
Director/HR )
CMD)for selection of 3 no. officers from this tist.
Step*4: Then, the list of these 3 officers (which is called as Panel) is sent to pSERC.
Step-4 Then, PSERC sends the name of 1 officer to this office after selection from this
panel.
Step-S: Then, the name of the selected officer is sent to the concerned establishment (i.e.
Dy.Secy/ Services-1) for issuing necessary posting orders.
Step€ Then, the concerned establishment (i.e. Dy.Secy/ Services-1) issues the posting
orders after taking approval of competent authority (i.e. CMD-Pspcl) (Dy.Secy./personnel
) SE/HRD )
CE/HRD )
Director/HR CMD). )
2. Finance Member (CAO/ Dv.CAO)
Step-1: This office seeks the list of eligible officers (as per the eligibility criteria specified in
PSERC 2016 regulation)from the concemed establishment (i.e. Dy.Secy/ Services-2)
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Step-2: After this the service reports of the officers mentioned in this list is sought from
three following offices:-
1. Vigilance enquiry reports from the office of DGP/ V&S, Patiala.
2. Disciplinary reports from the office of SE/ Technical, Patiala & SE/ Enquiry,
Patiala.
3. ACR reports from the otfice of DM/ Secret Gazetted, Patiala.
Step-3: Then, the case is put-up for the approval of CMD-Pspcl for selection of 3 no.
officers from this list.
Step-4: Then, the list of these 3 officers (which is called as Panel) is sent to PSERC.
Step4 Then, PSERC sends the name of 1 officer to this office after selection from this
panel.
(i'e.
Step-S: Then, the name of the selected officer is sent to the concemed establishment
Dy.Secy/ Services-2) for issuing necessary posting orders'
Step6 Then, the concerned establishment (i.e. Dy.Secy/ Services-2) issues the posting
{--
orders after taking approval of competent authority (i.e. CMD-Pspcl).
or
Further the sub process lD (HR_06_3.1) regarding transfer of employees on deputation
to BBMB relates to personnel section under Dy.Secy./Personnel. The following processes ln
respect of this needs to be incorporated in the document mentioned under reference.
Transfer to BBMB (Under Share Quota of PSPQLI _ -
m ernptoyee of PSPCL regarding his/her posting in BBMB.
2. Letter to concerned HoD to obtain Noc along with disciplinary cases report and court
case/charge sheet rePort (if anY )
3. Letter to Secret- 1,2 and Gazetted (as the case may be) for assessment of ACRs for the
last five years of emPloYee.
4. Upon receiving the above information, the letter along with above information is
(in case
fonrvarded to Secretary/BBMB (in case of Gaz. employees) OR Sp. Secy/BBMB
of Non Gaz. employees)to obtain acceptance/NOC from L BBMB.
case is put up fOf the
S. After receiving of acceptance/NOC from BBMB, the consolidate
approval of worthy CMD, PSPCL,Patiala following the route from:
ST.AssUUDC*Supdt./Personnel-DySecy./Personnel-'SE/HRD-CE/HRD+Director/H
R--CMD regarding posting of employee in BBMB
by the
6. The case, lf approved from worthy CMD,PSPCL,Patiala then office order is issued
office of Joint SecY/Personnel.
Transfer on Deputation to other Cqpartm-e.nts

1.Requiremntdepartments|ikePSERc,UT/Chdetcforthe
posting of employees on deputation basis'
on PSPCL
2. Above requirement Letter is circlulated to all concerned HODs by uploading
website to ask applications with approval of CE/HRD'
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3. Applications are received in the O/O Joint Secy/Personnel from interested employees
through proper channel.
4. Letter for displinary cases from SE/Enquiry or SE/Tech (as the case may be).
5. Letter For assessment of ACRs to Secret gazetted office.
6. Letter for Vigilance report from the Vigilance office.
7. Upon receiving the above information, the consolidate case is put up for the approval of
worthy CMD, PSPCL,Patiala following the
route
from:Sr.AssUUDC-'Supdt./Personnel-+DySecy./Personnel--.+SE/HRD-CE/HRD-*Direct
orlHR-'CMD.
8. With the approval of the competent authority, the application is fonryarded to the
respective borrowing organization like:psERc, ur,chdetc as per sr. No.1
7. Upon receiving the Acceptance /confirmation from the borrowing organization, the case
is put up along with terms of deputation for the approval worthy CMD, pSpCL,patiala
following the route from
ST.ASSUUDC-'Supdt./Personnel---DySecy./Personnel-*SE/HRD-'CE/HRD*Director/H
R---'CMD regarding posting of employee on Deputation
8. The case, if approved from worthy CMD,PSPCL,Patiala then office order is issued by the
office of Joint Secy/Personnel.
The following steps are involved in dealing cases of DOB conection in HR database of working
employees for online implementation in ERp module:-
1. The concerned employee shall raise the request in his HR employee portal for conection of
DOB in database. For this he shall mention his new DOB to be amended in his request
online.
2. The employee. shall attach/ upload the proofs (such as Adhaar Card copy, pan card/ Birth
Certificate, 1Oth certificate, office order in case of cutting in service book).
3. This request shall go to his DDO/ controlling officer & he shall verify these documents from
*-4. original documents as mentioned above.
After verification, the DDO shall upload the copy of service book in this portat & shall
forward his request to concemed HOD. The concerned HOD shall examine the case & will
be required to give clear recommendations regarding DOB correction.
5. After this, the concerned HOD shall forward the case to Jt. Secy/ personnel (this office)
office.
6. This office after examining the case & incorporating the comments by this office shall
forward the case for approval regarding DoB correction to cE/ HRD (Dy.Secy./Personnel
) SE/HRD )
CE/HRD).
7. After this the concerned dealing hand (i.e. Data entry operator/ Sr.Asstt./ UDc etc.) shall
make correction entry in HR database through his Editor ld & this office shall approve
the
said entry through the Approving td ((Dy.secy.tpersonnet).
,L
File Ref : PS PCL_R Dl 4O_H R_R eq uirements_S pecifications. docx
Y Page 69 of 75
RD.1 40 Requirements Specification Doc Ref: PSPCL-RD140-HR-Requirements-Specifications
PESGO aqreements:-
-
Further, this office also deals with the PESCO PSPCL agreements of different categories of
outsourced personnel (such as Computer Operators, Peons, Skilled Workers, Security Guards,
per
ACSO, CSO etc.). The concerned HoD then issues work orders for hiring these personnel as
the conditions laid in the aforesaid agreements. The count of these hired outsourced personnel is
often required by higher management or other departments of Pb. govt.
Therefore, there ndeds to be provision in the HR database such that the information regarding
hired personnel other than reguiar (i.e. Outsourced/ Contractual/ Work-charge/ etc.) be mapped in
the HR database.
Additional O bs ervatio ns : -
Further, th, *rrtirrg rith Tech Mahindra Team organized by Er. Arvind/ AM-IT regarding
IiRp project was hild on dtd.3l-12-20. The preliminary demo regarding work structure
implementation in ERp module wa,c shown by the said team. During demo, the following
observations have been made:' !
The work structure of PSTCL along with posts, locations etc. is also visible in
i. theERP
module being developed.
ii. There were some redundant locations with the name as [--DOJ existing in the ERP
module being develoPed.
There are many redundant designations with some name being shown in the
ERP
ilt.
module.
During discussion it has been told by the team that the existing database regarding
Work
structure has been provided by pSPCL's IT team & it has been loaded
in the EkP module'
portal being
But, such discrepancies are not visible in the front end of Cadre strength
to be proper matching
maintained by the offiru of Jt.Secy/ Personnel. T'herefore, there needs
the ERP module' So,
of the pSpC:L's backend database provided by PSPCL's IT section with
the process of cotectness of original database, data migration & it's matching
with the
of ERP proiec*' So'
ERP module are the mosr importarnt aspects for the proper functioning
a,, per the view of this ffice, these aspects tnusr be ensured
by the PSPCL's IT team'
docx Page 70 of 75
File Ref: PSPCL-RDl 4O-HR-Requirements-Specifications
RD. 1 40 Requirements Specification Doc R ef : PS PCL_R D 1 40_H R_R equirements_S pecifi cations
12 Annexure lV
PESCO Computer Operator and Peons Policy
PUNJAB STATE POWER CORPORATION tTD

(O/O JT SECY/PERSONNEL, PATIALA)
Tg
1 DGPN&S, PSPCL.tnattata
2 All EIC/CES,PSPCL
All CAOs/Chief Auditors/FA,/CCF PSPCL
4 Chref Adrrrinistration, lR&W, PSPCL. Patrata.
5 Dy Chref Engineer/Personnel. PSPCL, Patrala.
Menro No 89r/ta- fq.ga /px-s1NoLt0/L-3

r,r zl r zhz_
Sub Outsourcing of Peons and Compuler Operators from pESCO
Punlab State power Corporalion Ltd is pleased to lay down a

policy lor outsourcing of Peorrs and computer operators frorn pESCO as pei following
terms anC conditions -
1) Computer Operators may b€ outsourced against tne vacant
posts of steno typrst/Junior sca,e stenographer/LDc outsourctng
will be made only agarnst hatf of the posts tying vacant beyofid
vacar'rcres clf 30% of tire sarrctroned posts In respect of Steno
Typrst/Juntor Scale StenographeriLDC in respect of each HOD
Similarly Peons wrlt be outsourceri against half of ilre posts tyrng
vacant beyond vacancies of the 4070 of sanctioned posts in
r€spect of Peons at lhe HoD level.
2l The case for outsourong of the Computer Operalors and peons

for each HOD wrll be [)ltiat€d by the respective HOO and will be
torwarded to the Office of SE/Personnel. SE/personnet will verify
lhe posilion wtth respect to ilre manpower rn positron in rgspect of
Sleno lyplsy3unror Scale Stenographer/LDC/peons and the
vacancy position rrr respect of above where upon the case will be
submittrjd rhrough Drreclor/ln-charge to Dtrector/HR tor allowing
the number of Peons & Cornputer Operators to be outgourced
Work order will be rssued by the concerned HOD on pESCO and
copy ot lhe same will be furnished to office of Joint Secv./personnel
for keeprng a record of personnel outsourced.
3J The terms & conditions and remuneration for outsourctng of

Computer Operarors/Peons wtil be as per copy of the ag;eernent
enclo6ed hergwith. All HODs will €nsure that the outsourced
personnol m€et the qualificatrons and other terms and conditlons
presc{bed In lhe ag(eefitent.
DA/AS Above
t>P'--
f
Er.rh ChreflHRD.
,L PSPCL.Patiaia.
,/
File Ref : PS PC L_R Dl 40_H R_R equi rements_S pecifications.docx Page 71 ot 75

aa
RD.1 40 Requirements Specification Doc Ref : PSPCL-RD140-HR-Requirements-Specifications
q fi5?ft ffi
(O/oCHIEFENGINFER/HRD{Service*-z},PATIALA,Ph.No'0175'2213125)
Regd. Office'P$ES Head Office, The Mall' Patiala'147001
Corporate I dentityt'l u mber: U401 0S PS20 1 08GC0338 1 3
Website : wl/ltw. p$pc I' ill
l'ele Fax 01 i5'22 13125 ema|l c€-hrci@Dspgl in
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File Ref : PS PCL-R D1 4O-H R-R equirements-S pecifications docx
RD. 1 40 Requirements Specification Doc Ref : PSPCL_R D 1 40_H R_Requirements_Specifi cations
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I Page 73 of 75
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RD. 1 40 R equirements Specification Doc R ef : PSPCL-R D 1 40-H R-Requirements-Specifications
Page 74 ol 75
Fite nef : PS PC L-R D1 4O-H R-R equirem ents-S pecif ications docx
RD. 1 40 Requirements Specificatton Doc Ref: PSPCL-RD140-HR-Requirements-Specifications
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File Ref: PSPCL-RDl 4O-HR-Requirements-Specifications.docx Page 75 of 75

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Author: Ma noj Kumar/ Amarend raNathGa rai

Creation Date: Sep 29, 2020

1.1 Change Record

Date Author Version Change Reference

Date Name Designation

File Ref: PSPCL_R Dl 40_H R_Requirements_Specifications.docx Page 3 of 75

1.3 Inputs Given BY

File Ref: PSPCT-RDl 40-HR-Requirements- S pecifications.docx

2. Mr. Naresh Kumar Sharma, Under

HR 13 Continuation Continuation in Service on attaining

L4 Definitions, Acronyms, and Abbreviations

2gc Business Group

CPPC Centralized Pension and Payment Cell

5 cvo Commutation Value Order

5 ocp iDisciplina ry Action Modu le

:Drawing and Disbursing Office - Finance and HR

8 oon Delegation of Authority for (HR) approvals

,Enterprise Resource Plann in g

'J'4 ,Financial Management Information system

iGeneral Provident Fund

77 cPo ity Payment Ord er

21' LM Line Manager

22 Lov List of Values

24 Mss ,Manager Self-Service

25 ,lrtOC No due Certificate

Oracle Time and labor

26 Pay charge AdditionalCharge

29 PHP lPhysically Hand ica pped Person

30 PMS Performance Management

35 TBPS Time Bound Promotion

Vhole time directors

:MD lhairman and Managing Director

File Ref : PSPCL-R D 1 40-l-l R-Requi rements-Specif ication".O*i Page 7 of 75

The main functions of PSPCL at the company are to:

2.3 Assum ptions

File Ref: PSPCL_RD140_HR_Requirements_Specifications.docx Page 9 of 75

4.1 Key Requirement Areas

File Ref: PSPCL_RD1 40_HR_Requirements_Specifications.docx Page 11 of 75

5 PSPCL High Level HR overview

Approved Advertise S4lection

6.1 PSPCL HR High level requirements

File Ref : PS PC L_R D1 4O_H R_R eq urrements_S pecifications. docx Page 13 of 75

7 PSPCL HR Detail Flow

7.'l Process - Work Structure

Organizations Locations. The different level of Sec. Personnel

HR organization's costing is done at the

Positions In oracle the

7.2 Process - New Hire Process Diagram

Sub Sub Process Reouiremenb qathered from Business Business

Sub Sub Process ngsincsq Business

7.3 Process - Maintain employee information

Sub Sub Process Requirements qathered from Business Business

Fife Ref: PSPCL-RD14O-HR-Requirements-Specifications.docx y Page 17 ol 75

Sub Sub Process Reouirements oethered from Business Business

The Master List of Schools and Colleges are again captured in

Note: Qualification entry has to be shown as verified after actual

7.4 Process - Absence management process

File Ref; PS PCL_R D1 4O_H R_R equirements_S pecifi cations. docx

Sub Sub Process ines E'USlneSs

Process Analvsis UniUDepartment i

HR 041 | FinalPaYment 1. The concerned lJuu wlll enlel a rrurr-r'uul