Presentation to Dir.hr.020108

7/28/2019 Presentation to Dir.hr.020108

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Confederation Of Bharat PetroleumCorporation Officers Association

Meeting With Dir(HR) 2 nd JAN 2008

ISSUES

Promotions

Transfers

Self Lease


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IOC Policy

Promotions From A-C:

Eligibility:

3 years in grade

Min Qualifications:SSLC/Matric

2 Satisfactory ratings sufficientNo Disciplinary action pending


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Marking System:

Appraisal : 42Seniority : 30 ( @ 5 marks per year)

Qualifications: 16

Field Posting : 3Award/Suggestion: 1

No Mobility Constrains: 3

DPC Marks : 5Total: 100


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How Qualification Marks are determined :

BE/MBA/CA/ICWA :16 Marks

Other Post Graduates:12 marks

Graduates/Dip Engg :9 Marks

HSC/ITI : 6 marks.

SSLC/Matric : 4 marks.


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Most of the officers get progressed in 4th

year unless disciplinary proceedings areon.

They reach C grade in 8 yrs in rare cases9/10 years.


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Promotion Policy in IOC D to F

Eligibilty

C-D 4 years

D-E 3 years

E-F 3 years


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25% get progressed in first appearance

45% get progressed in 2nd appearance

Balance in 3rd/4th appearance subject to

their being cleared by DPC


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Career Path For Qualifying

C-D Should have one inter-disciplinary

posting with 4 years of field posting.

D-E Two inter-disciplinary posting & 7

years of field posting at 2 locations.

E-F Three inter disciplinary posting with

at lease 10 years of field posting three

years as in charge.


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Career Path For Qualifying

Specialists are exempt from above such as

IT/QC/Finance etc.

Currently 1987 batch officers are in F &

1990 batch officers are in E in IOC.


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Existing HPCL Policy

Highlights

Present policy is effective 2003.

It is applicable to officers from job group A to F

Assessment is on the basis of total marks of 100.

40 marks for seniority & 60 marks for merit. 8 marks per year for seniority. Max marks 40.

50% of the promotions are for seniors. A ranking list is drawn &

progression affected. If the seniors qualify on merit, other seniors

are accommodated in 50% positions earmarked for seniors.

Cut of for consideration. Only 75 marks sufficient to Qualify for

progression.

No subjectivity.Promotion policy is well documented & circulated

amongst officers.


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Existing IOC Policy

Highlights

MOU signed with officers association on promotion policy.

Seniority cum merit list drawn up & circulated every year.

Under Present system of progression officers normally getprogressed at the following periodicity.

A-B : 4 years

B-C : 4 years

C-D : 4 years

D-E:3-5 years.

F : 4 years

Normally officers reach F in 20 years.


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Highlights of Progression in HPCL for 06-07

Progression List of 803 this year from A to G.

300 CD

250 D-E

33 F-G.

Since HPCL has been bringing out liberal lists since 2003 there is

no stagnation & people are happy in all grade.

Currently HPCL officers are not stretched beyond 5 years in a

grade.

In IOC officers are not stretched beyond 4 years except from D to

E.

In both companies officers do not stagnate beyond 6 years except

when they have pending vigilance cases.


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Transfers in IOC/HPCL

Transfer lists released in Jan every year.

Both in IOCL & HPCL all officers have to undergo transfers to get

promotions right from job group A.

Non Discriminatory policy fosters team working and keeps

frustration at Bay


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Transfers in BPCL

Only a section of officers face repeated transfers.

Many stay in one location & raise to the highest position without any

inconvenience to self & family.

Officers who take transfers are further victimised by getting lower ratings

which denies them progression.

Management not sympathetic towards officers transferred. Officers are transferred during mid year creating problems on children

education front forcing the officer to stay away from family.

For some officers rules are bend to accommodate. An officer has been

repeatedly accommodated by transfers to suit convenience of working

spouse. Progression is also given on time.

One officer was transferred for 6 months and brought back to location ofhis choice. Both his residential accommodation & office accommodation

was kept securely at the place of his choice for his return.


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PROMOTIONS IN BPCL

Based on marks scored in PMS, candidates are short listed for consideration forprogression. However PMS is only an evaluation tool and there is no policy as

existing in IOC/HPCL.

PMS is also constrained by demands of bell curve.

Various Tracks i.e. Fast Track ( 3 years), Medium Track ( 5/6 years), Slow track (7

years & above)

Interestingly Secretaries are given time bound promotions ( 7 years) while asEngineers & MBAs can be stretched beyond 10 years.

Young MBAs are given B in a year while as MBAs of earlier period are not entitled

to any such consideration.

However at the discretion of management meritorious undergraduates can overtake

even IIM graduates.

No fixed formulae. Varies from year to year.No Career development Plan in place for officers.


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Promotions in BPCL during 2007 & its aftermath

Growing frustration at progressions doled out without any transparent

system.

Seniors excluded and juniors promoted at their cost without any

transparency.

We have a list of 107 people who have put in 10 years to 22 years in theJob Group A to D who have again been denied in the last list.

The position in progression from E to G is only worse. We have received a

representation from an officer in job group F who has been ignored in

spite of getting 93 marks in PMS in the last 3 years.

Progression seen as reward for loyalty to the boss rather than

performance for the organisation. Team working has suffered due to one up manship being needlessly

generated.


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Aberrations in the present system of progressing officers.

Growing frustration at progressions doled out without any transparent

system. PMS never written and targets fixed in many cases. Quarterly/half

yearly review never done. Reports never discussed in many cases.

Seniors excluded and juniors promoted at their cost without any

transparency.

A purely subjective system in place and no scientific assessment. While the whole world is moving towards team based performance system

we continue to harp on the so called super performers.

Interestingly the so called achievements of the high performers is visible

only to the bosses who assess subjectively but is not visible to the rank

and file.

This gives a suspicion of manipulation to give growth to certainindividuals at the cost of others without any significant contribution to the

organisation.


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What is required:

Progression:

Immediate formulation of policy with seniority as corner stone.

Undo the damage of subjective & non transparent policy denying growth

to officers.

Seniority to be taken as date of joining in management scale &

progression rationalised. Officers denied progression to be given faster progression to make up for

the loss suffered.

The incumbency period of 3 years to be removed to make this feasible.

Since both IOC & HPCL give virtually time bound progression till F we

do not see any necessity of stretching officers even in lower grade.


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What is required:

Transfers:

Immediate formulation of policy on transfers applicable to all officers akin

to the one existing in IOC.

Non discriminatory policy applicable to all officers except in refineries.

Education/accommodation should be the responsibility of Corporation.

For officers who cannot move family transit accommodation should beprovided.

Transfer list should be released in January every year.


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Self Lease:

Industry is enjoying self lease at 40% while as in BPCL it is pegged down

at 30%.

Immediate parity with Industry Members should be restored.

The restitution of policy should be from the date it was made applicable

to Industry members i.e. retrospectively.


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THANK YOU

Presentation to Dir.hr.020108

Documents

Transcript of Presentation to Dir.hr.020108