aeare) URd tal sdfecaca fates BHEL Bharat Heavy Electricals Limited From: M Isadore, GM & Head(HR), BHEL, Corporate Office, New Dethi, To: 1, Unit Head, All Units / Divisions of BHEL 2. Unit HR Heads, All Units / Divisions of BHEL No. AA'HR:GTC. Date: 04.03.2022 CORPORATE HR CIRCULAR No. 04 / PPX / 2022 Sub: Review of Probation process under General Terms and Conditions of Service Policy for Executives promoted to E7 and E8 grades The overall performance of the company is the result of collective performance of all the employees. As the company is at a critical phase, the performance of the employees, especially those in senior levels can make positive impact on the performance of the company. Promotion is one of the significant modes of recognizing and rewarding employees for their contribution to the growth of the Company and to motivate them to strive better and surpass earlier levels of performance. Probation is an ensuing activity of the promotion process. The purpose of probation is to assess the performance and conduct of the employee in the promoted role and determine his/her suitability in the promoted position. Executives in E7 and E8 grades are senior level officers who occupy leadership positions, influencing the team and thereby the performance of the company. In view of this, changes have been made in probation completion process for executives promoted to E7 and E8 grades to enable actual and objective performance assessment of these senior executives in the elevated role. Changes in probation completion process will be applicable for executives promoted to E7 and E8 grades and will be as under: 1, The evaluation of performance on probation, in case of executives who are promoted to the senior levels of E7 & E8 grades will be done for actual one-year period of work performance in the higher grade. 2. The evaluation will be done against specific goals, targets/ special projects given to the executives on their assuming charge in the higher post/ grade. 3. The goals/ targets/ workplan will be drawn by the promoted executives and should be in line with Unit/ Department BSC. 4. The same would be reviewed and approved by the Head of Unit. 5. The plan approved by Head of Unit will be reviewed centrally by a Corporate Level Committee (CLC) set up for this purpose, with the objective of ensuring uniform level of goals/ targets across the company and objective basis for nd a performance. h us Ushgra raters: “dieesea erase”, Sh wg, aE Feceh - 110049, GeATH (@T,): +91-11-66337000; PAW: +91-11-26493021 Regd. Office: “BHEL House’, Siri Fort, New Delhi-110049 Phone (0): +91-11-66337000; Fax: +91-11-264930216. The targets! goals set by the executives and finalized by the Committee would be assessed at two stages - interim target upto 6 months and completion of the set goals/ targets at 12 months and at the end of the extended period, if applicable. 7. In case of transfer and promotion to another unit, the review will be undertaken on completion of 12 months in the role. However, periodic performance feedback during these 12 months will be ensured by Head of Unit. 8. Assessment Criteria and Marking system will be as follows: [Review at& | Review by Head | Review by CLC | Review by Head | Total | minimum threshold | of Unit on on ‘of Unit on Marks of marks: Performance & Performance & | Conduct & Quality of Work _| Quality of Work _| Discipline. 6 months 30 50. 20 4100 Minimum Marks 24 40 | 16 80 42 months 30 so 20 100 Minimum Marks 24 40 “16 80 9. On completion of 6 and 12 months, assessment will be done by Head of Unit and Corporate Level Committee as above. 10. A formal order of confirmation on satisfactory completion of probationary period or the extended period of probation will be issued to the executive concerned. The executive will be considered to be continuing on probation until so confirmed in writing. 11. Probation would be cleared on basis of the executive securing minimum 80% marks each in Performance & Quality of Work and Conduct & Discipline criteria, keeping in view the need to ensure outstanding performance of top-level executives and also the effect that the performance of executives in these levels would have on the overall performance of the company. 12. In case an executive's performance is found to be unsatisfactory (less than 80% marks on each of the criteria) during the 6 months’ review, a letter will be issued to the executive advising him/ her to improve performance. In the event of the executive's performance not being satisfactory during the 12 months’ review, he/ she will be given further three (03) months’ extension for improving performance. In case due to any reason, unsatisfactory performance was not communicated to the executive ‘concemed after the initial review at six months, extension of probation will be for a period of six months. 13. In the event of failure to clear probation even after the extended period, the executive will be reverted to the previous grade. 14, Drawal of increment: Executives may be allowed to draw their normal increment on the due date, without reference to probation period, in the higher grade. The same will be regularized once the probation process is completed. No recoveries are to be effected in case of separation of the promoted executive from the company during probation period 15, Approving Authority: CMD will be the approving authority for probation clearance. The assessment done by the Unit Head followed by the Corporate Level Committee for confirmation, extension or reversion to previous grade will be submitted for consideration of CMD, through Functional Director / Director (HR)*. * Director (HR) for Units directly reporting to CMD. a | ave16. The revised probation clearance would come into effect from promotion orders issued after 01.01.2022, All other Terms and Conditions of probation clearance process remain unchanged This issues with the approval of the Competent Authority. | que ? ub hour STU (M Isadore) Copy to: 1, Executive Director(CLD & PSG), BHEL 2. SAto CMD 3, SA to Director(Finance) / IS & P / Power / E, R&D / HR / CVO