PROPOSAL FOR MODIFIED PROMOTION POLICY AND …wbsebea.in/PDFDOC/merged_document270613.pdf ·...

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PROPOSAL FOR MODIFIED PROMOTION POLICY AND

ASSURED CAREER PROGRESSION SCHEME (ACPS) with DESIGNATION

- Submitted By -

West Bengal State Electricity Board Engineers Association (WBSEBEA)

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PREAMBLE:

In exercise of power conferred by Department of Power and NES vide No. 79/PO/O/Cell-III/ 3R-

29/2006 Dated, 05/03/2008 and in pursuance of the decision of the Board of Directors of West

Bengal State Electricity Distribution Company Ltd (WBSEDCL) in its meeting Dated, 06/02/2009, the

WBSEDCL Revision of Pay and Allowances Rules, 2009 (ROPA, 2009) of employees of WBSEDCL was

introduced with an effect from 1st. Day of January, 2006. Accordingly, an O.O. No. 89, dated

16.02.2009 of the Director (HR): WBSEDCL was issued on ROPA of Employees of WBSEDCL.

Though WBSBEA’s all demands were not fulfilled through ROPA, 2009 but we accepted those with a

hope that WBSEDCL management would take care all our issues on subsequent date to give proper

justice to the Engineers who are the backbone of this organisation.

Of all other resources, human resources can be the most important. With the development of

modern management, this resource was tried to make more and more effective. In the present

modern days, for any modern organisation it is the priced possession. Scientific and modern “Human

Resource Policy” as we understand is yet to be inked and adopted in our organisation. Still, we do

have some established activities to run the show. To ensure sustainable improvement of

performance of the organisation, a comprehensive and scientific “HR” policy comparable to the best

power utilities in India is a must. The policy must cover the following major areas:

Timely and quality recruitment at the induction level.

To ensure career growth of all employees, by creating required scope and maintaining a

transparent promotion policy i.e career growth management policy. This will motivate and

uphold the dignity of the employees which in turn improve the bonding between the

employees and the organisation.

To remunerate the employees properly for rendering their services.

To reassign delegation of power with extension of statutory financial limits

To adopt and adhere rotational transfer policy

To create training calendar and adherence of professional technical & management

course(s).

We have many demands to place before you in respect of Revision of Pay Structures and Allowances

and other HR & welfare policies which are already due. We are working on these issues. We are

examining the Pay structures and other benefits existing in the leading power utilities in India like

POWERGRID, BHEL, NTPC, NHPC,DVC etc. It is seen that we, the Engineers of WBSEDCL (a leading

power utility in India) are the most deprived section of employees in this organisation. Our Pay

structures & Allowances and career progression/promotional scheme are no match with the other

leading power utilities in India. So, we will place our detailed demand regarding Pay structures in

due course. But as we are facing acute stagnation problem particularly in the post of

Superintending Engineer, so we would like to address this long burning issue before you for

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immediate solution of the problem to motivate Senior management level engineers and to uphold

their dignity for ensuring a sustainable improvement of performance of the organisation.

SHORTCOMONG OF THE EXISTING CAREER PROGRESSION SCHEME (CPS) WITH A BACKGROUND OF

EARLIER ASSURED PROMOTION SCHEME (APS).

We, the Graduate Engineers are the worst sufferer in this organisation. In WBSEB regime also we

were the most sufferer section of employees in respect of Pay packages as well as career

promotional scheme. We, the Engineers Association, as a whole, had long glorious movement and

personal sacrifice to resolve the long pending stagnation issues and career promotional issues. At

that time graduate Assistant Engineers were used to stay in the same post for more than 18 years.

Few of them were promoted to the Divisional Engineer post as per vacancy through an unscientific

interview system. Many engineers even had to complete their full length of service in the Divisional

Engineer post, particularly in the Electrical cadre. With our constant persuasion, agitation,

movement and with the intervention of the Government, the then management ultimately adopted

an “Assured Promotion Scheme(APS)” in the year 2001 with the stipulations that an Assistant

Engineer after completion of total 8(eight) years of continuous service will get promotion to the next

higher post i.e. in the post of Divisional Engineer. Similarly, an Divisional Engineer after completion

of total 16(sixteen) years of continuous service from the induction level and 8(eight) years of

continuous service in Divisional Engineer’s post will get promotion to the next higher post i.e. in the

post of Superintending Engineer. But as the stagnation of engineers were very much acute during

implementation stage of that APS and as the major section of engineers in the rank of DE (A) had

crossed 18/19 years of services at that time, so they got promoted to the Superintending Engineer

post after completion of 21(Twenty) years of total service adhering initial condition of fulfilling

3(Three) years locking period as per the then prevailing rule of that APS system. Those engineers,

now in the senior management level i. e. In the post of Superintending Engineer, got suffered at

that time by way of not getting Superintending Engineer post on the date of implementation of APS.

Rather, they got the Superintending Engineer post after completion of 21(Twenty) years of service

instead of eligibility years of 16(Sixteen) years of service due to bizarre and unscientific conception in

that APS Policy. Still those senior management level Engineers are also suffering a lot at present.

After formation of WBSEDCL in the year 2007 and subsequent implementation of ROPA, 2009, we

observed that the term APS has been replaced by CPS i.e. Career Progression Scheme keeping the

eligibility years unaltered for promotion up to the third level i.e. in Superintending Engineer post

like APS but without addressing the acute stagnation problem of engineers in particular. Situation

was worsened due to abolition of intermediate scale of pay and designations like Sr. AE, SR. DE and

DY. CE during implementation of ROPA, 2009, unlike other leading power utilities in India like

POWERGRID, BHEL, NTPC, NHPC, DVC etc. At that time we, the Engineers Association demanded to

modify the CPS with new Pay Band and Grade Pay with new designation in between Superintending

Engineer post and Additional Chief Engineer post. We may also refer to the Promotional policy of

Engineers of Govt of West Bengal, implemented in ROPA , 2009, wherein an Superintending

Engineer after completion of 1(one) year in the his post were allowed to get Pay Band : PB – 5 with

grade pay of Rs.8700/- . Ultimately, after long persuasion from our side, the then CMD: WBSEDCL &

WBSETCL principally agreed for extension of the CPS. But unfortunately, it was observed that only

Pay Band: PB-5 with a new formulated grade Pay of RS. 8100/- (which had no reference in the ROPA,

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2009 of WBSEDCL) without any designation was allowed to the class-I employees after completion of

total 25(Twenty five) years of continuous service from the induction level, subject to completion of

9(Nine) years of continuous service in the post of Superintending Engineer or equivalent level. So,

acute stagnation particularly in the Engineering cadre was going on and it is still continuing.

REASONS BEHIND THE DEMAND FOR IMPLEMENTATION OF “ASSURED CAREER PROGRESSION

SCHEME (ACPS) WITH NEW DESIGNATION” WITH EFFECT FROM 01.04.2009.

1. There is an acute stagnation that exists particularly in the Engineering cadre in the post of

Superintending Engineer.

2. Where Engineers are the main backbone of the company’s business in power sector, non-

technical officers in HR&A cadre and F&A cadre are getting quicker promotion. The situation

as was existing in the erstwhile WBSEB regime is still continuing at the present.

3. At present when Engineers are getting promotion (as per policy, one third of the

interviewers only get promotion through interview system) to the post of Additional Chief

Engineer from the post of Superintending Engineer after completion of total 28/29 years

of service, on the other hand officers from HR&A cadre and F&A cadre are getting the

equivalent rank after completion of 18/19 years of total service. That means non-technical

officers are getting the equivalent post of Additional Chief Engineer at least 10(Ten) years

earlier than the Engineers which is an unfortunate stigma of this glorious organisation

lasting for the long time. It is seen from the very beginning that the pivotal role of the

Engineering Service was not given due cognizance while deciding the career progression

scheme.

4. Even after the bifurcation of WBSEB in to two companies namely WBSEDCL and WBSETCL,

still there exists the glaring disparities between the career value of Engineer officers and the

non-technical officers which are very much frustrating and demoralizing to the senior

management level Engineers.

5. We have worked out our position in the post of Superintending Engineer i.e. total length of

services, no. of Engineers stagnated in this post and from the table below it can be seen

how the acute stagnation is there in the Engineering cadre :

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POSITION OF STAGNANT ENGINEERS OF WBSEDCL IN THE POST OF SUPERINTENDING

ENGINEER WITH LENGTH OF SERVICE UP TO DATE ARE GIVEN BELOW:

Sl.No. Year of Joining

in WBSEB

Number of

Engineers

Existing

Designation

Total Length

of Service till

date

1. ’79 (Electrical) 5 Superintending

Engineer

33 years


Engineer

32 years

3. ’80 (Civil) 1 Superintending

Engineer

32 years

4. ’81 (Mechanical) 1 Superintending

Engineer

31 years


Engineer

30 years

6. ’82 (Civil ) 1 Superintending

Engineer

30 years


Engineer

30 years


Engineer

29 years


Engineer

29 years


Engineer

29 years


Engineer

28 years

6


Engineer

27 years


Engineer

27 years


Engineer

26 years


Engineer

26 years


Engineer

25 years


Engineer

21 years


Engineer

21 years

19. ‘93(Electrical) 20 Superintending

Engineer

19 years

20. ‘95(Electrical) 32 Superintending

Engineer

17 years

21. ‘95(Civil) 3 Superintending

Engineer

17 years

22. ‘95(Mechanical) 1 Superintending

Engineer

17 years

TOTAL NO. OF ENGINEERS EXISTING IN THE POST OF SUPERINTENDING ENGINEERS AS ON

DATE AS PER ABOVE CHART IS 231 NOS. OUT OF WHICH, 219 Nos. ENGINEERS HAVE NOT

YET BEEN CALLED FOR APPEARING BEFORE THE INTERVIEW BOARD BY THE MANAGEMENT

FOR THE NEXT PROMOTIONAL POST OF ADDITIONAL CHIEF ENGINEER.

6. The above Stagnation of Engineers is due to wrong HR Policy of the organisation as well as

thinking of wrong concept while implementing Promotional/Career progression Policy. We have

thoroughly examined the HR Policies and promotional policies adopted in other leading power

utilities in India like POWERGRID, BHEL, NTPC, DVC, NHPC etc. and the organisation wise pictures

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showing the Pay Band/Pay Scale, Grade Pay, Designation of Engineers/Executives in each Pay

Band/Pay Scale and Eligibility years for promotion in each post. Side by side our system of pay

structures and promotional criteria including CPS has also been shown.

EXISTING PAY-STRUCTURE AND PROMOTION/CARRIER PROGRESSION SCHEME FOR

ENGINEER/OFFICERS OF WBSEDCL/WBSETCL AS PER ROPA 2009( w.e.f. 1/1/2006) VIDE

O.O. No. 89 Dated 16/02/2009 of DIRECTOR (HR):WBSEDCL

Sl. No.

Pay Band (Rs)

Name of Pay

Band

Grade Pay (Rs)

Designation Eligibility for Promotion in

years

Remarks

8.

15600-39100

PB 4 5400 AE/AM 8(eight)

9.

15600-39100

PB 4 6600 DE/Mgr 8(eight) Under CPS

10.

15600-39100

PB 4 7600 SE/Sr. Mgr 9(nine) Under CPS

10A. 37400-67000

PB 5 8100 SE/Sr. Mgr No specific years. As per

vacancy interview

called for from the common gradation list (without CPS).

PB 5 with Grade Pay 8100 but

without any new designation has been awarded

w.e.f. 1/4/2009 subject to

completion of total 25 years of

continuous service including 9 years in SE /equiv post

11. 37400-67000

PB 5 8700 Addl. CE /AGM

Min. 1(One) yr. & subject to vacancy in

the higher post(without

CPS)

12. 37400-67000

PB 5 8900 CE/GM

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EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES (GROUP

– A) OF Damodar Valley Corporation(DVC) w.e.f. 1/3/2012

Sl. No.

Pay Band (Rs) Name of Pay Band

Grade Pay (Rs)


years

Remarks

1.

15600-39100 5650 AE/GET/AM 4(four)

2.

15600-39100 6600 Ex. Engr/ Dy Mgr

6(six)

3.

15600-39100 7600 Sr. Div.Engr/Mgr

5(five)

4. 37400-67000 8700 SE/Sr. Mgr 4(four)

5. 37400-67000 8800 Dy. CE /DGM 2 (two)

6. 37400-67000 8900 CE-II/GM

1(one)

7. 37400-67000 10000 CE-I/Sr. GM

1(one)

8. 37400-67000 10000+150 (Spl Pay)

Principal CE /Chief GM

1(one)

9. 37400-67000 10000+300 (Spl Pay)

Director (Tech) /Director(HR)

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EXISTING PAY-STRUCTURE AND CAREER MANAGEMENT POLICY FOR EXECUTIVES OF

POWERGRID w.e.f. 01/01/2007

Sl. No.

Pay Scale (Rs)

Name of Pay Band

Grade Designation Eligibility for Promotion in

years

Remarks

1.

20600-46500 E2 AE/Engineer 1(one)

2.

24900-50500 E3 Sr Engineer

3(three)

3.

29100-54500 E4 Dy Manager

3(three)

4. 32900-58000 E5 Manager

4(four)

5. 36600-62000 E6 Chief Manager

4(four)

6. 43200-63000 E7 Dy General Manager

7. 51300-73000 E7A & E8 Addl General Manager & General Manager

8. 62000-80000 E9 Executive Director

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EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES OF

NTPC w.e.f. 01/01/2007.

Sl. No.

Pay Scale (Rs)

Name of Pay Band


years

Remarks

1.

20600-46500 E1 AE 3(three)

2.

24900-50500 E2 Sr AE

1(one)

3.

24900-50500 E2A Engineer

3(three)

4. 29100-54500 E3 Sr. Engineer

3(three)

5. 32900-58000 E4 Dy. Manager

3(three)

6. 36600-62000 E5 Manager

4(four)

7. 43200-66000 E6 Sr. Manager

4(four)


4(four)

9. 51300-73000 E7A Addl. General Manager

2(two)

10. 51300-73000 E8 General Manager

3(three)


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EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES OF BHEL

w.e.f. YEAR 2009

Sl. No.

Pay Scale (Rs)

Name of Pay Band


years

Remarks

1.

24900-50500 E1 Engineer 4(four)

2.

29100-54500 E2 Sr. Engineer

4(four)

3. 32900-58000 E3 Dy. Engineer

3(Three)

4. 36600-62000 E4 Manager

4(four)

5. 43200-66000 E5 Sr. Manager

3(Three)


3(Three)

7. 51300-73000 E6A Sr. Dy General Manager

1(one)

8. 51300-73000 E7 Addl. General Manager



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EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES OF

NHPC w.e.f. 01/01/2007

Sl. No.

Pay Scale (Rs)

Name of Pay Band


years

Remarks

1.

16400-40500 E1 AE

2.

20600-46500 E2 TE

3. 29100-54500 E3 Asst. Manager

4. 32900-58000 E4 Dy. Manager

5. 36600-62000 E5 Manager

6. 43200-66000 E6 Sr. Manager

7. 51300-73000 E7 Chief Engineer



--- From the above tables it is seen that there are 8(eight) stages of grade i.e. promotional post

from Assistant Engineer to Chief Engineer or equivalent level post with different Pay Scale/Pay

Band in POWERGRID, NHPC & DVC. Similarly there are 9(nine) stages of grade i.e. promotional

post from Assistant Engineer to Chief Engineer or equivalent level post with different Pay

Scale/Pay Band in BHEL and 10(Ten) stages of grade i.e. promotional post from Assistant Engineer

to Chief Engineer or equivalent level post with different Pay Scale/Pay Band in NTPC. Whereas in

WBSEDCL there are only 5(Five) stages of grade i.e. promotional post from Assistant Engineer to

Chief Engineer or equivalent level post with different Pay Scale/Pay Band. That means, compared

to other leading power utilities in India, WBSEDCL are having short of 3(Three) to 5(Five) stages of

promotional post which is obviously the main reason for inviting suffocating condition in the total

promotional system and has created acute stagnation, particularly in Graduate engineering cadre.

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OUR PROPOSAL :

To get rid of this suffocating condition of acute stagnation particularly for the Graduated Engineers

of this organisation, We, the West Bengal State Electricity Board Engineers Association proposes

the following modification of the present promotional Policy/Career Progression Scheme as a

immediate solution of the problem subject to formulation of detailed “Time Bound Career

Management Policy” for the Engineers/Executives of this organisation for kind consideration of the

management of WBSEDCL/WBSETCL

PROPOSED ASSURED CARRIER PROGRESSION SCHEME(ACPS) WITH DESIGNATION , PAY

BAND & GRADE PAY FOR CLASS-I ENGINEERS

Sl. No

.

Pay Band (Rs)

Name of Pay

Band

Grade Pay (Rs)


years

Remarks

1

15600-39100 PB 4 5400 AE 8(eight)

2

15600-39100 PB 4 6600 DE 05(Five)) Under ACPS

3

15600-39100 PB 4 7600 SE 4(four)

Under ACPS

4 37400-67000 PB 5 8600 Dy. Chief Engineer

02(Two)

Under ACPS

5 37400-67000 PB 5 8700 Sr. Dy. Chief Engineer

1 (one)

Under ACPS

6 37400-67000 PB 5 8700+150 (Spl Pay)

Addl. CE 1 (one)

Selection post

7 37400-67000 PB 5 8900 CE 1 (one) Selection post

8 37400-67000 PB 5 10000 ED Selection post

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Method Of Promotion And Qualifying Marks :

For getting promotion of class-I Engineer at regular intervals under Assured Career Progression

Scheme (ACPS), the following principles shall have to be drawn up:

1. Performance Appraisal Report (PAR): Max. 30 marks (Av. of last three years. For A – 10

marks, B-08 marks, C-06 marks, D-0 mark).

2. Qualification : 20 marks (Induction level qualification – 20 marks, one level below – 10

marks & two levels below – 05 marks).

3. Experience i.e. Eligibility Years: 15 marks (Min.) for completion of min. eligibility years.

02(two) marks for extra year of service.

4. Attendance : 15 marks ( Record average 70% attendance during last 03(three) years)

5. Field/Site Experience: 10 marks (Min. 03 years experience in field/site posting for

promotion up to the post of SE and Min. 05 years experience in field/site posting for

promotion above SE post, except in cases of specialized/expertise to be predefined which

are required to meet the organization needs).

6. Suitability Test : 10 marks

Qualifying marks for promotion: 60 marks.

Selection shall be Seniority cum Merit Basis.

Pay protection of Senior Employees than his junior counterpart shall be strictly

maintained.

Stagnation Promotion: promotion from Sr. Dy. CE level post to Addl.CE post &

beyond, candidate who

i) Have spent 02(two) years more than the normal eligibility period

ii) Have performed well

iii) Are not likely to knock on the doors for becoming Chief Engineer in future.

Pre-retirement Promotion: promotion three months prior to retirement for

those who

i) Have spent min. 01(one) year more than the normal eligibility period

for promotion.

ii) Have performed well and deserving for appreciation.

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Existing CPS Proposed Modified ACPS

8 Years 8 Years

8 Years 5 Years

9 Years 4 Years

2 Years

Divisional

Engineer

Superintending

Engineer

Superintending Engineer I.e.

without change of

designation but with PB-5

Band Pay and Grade Pay of

Rs.8100.00 w.e.f. 01.06.2009

Assistant

Engineer

Divisional

Engineer

Superintending

Engineer

Dy Chief Engineer i.e. with new

designation along withPB-5 Band Pay

and Grade Pay of Rs. 8600.00 w.e.f.

01.06.2009

Senior Dy. Chief Engineer i.e. with

new designation along withPB-5 Band

Pay and Grade Pay of Rs. 8700.00

w.e.f. 01.06.2009

Assistant

Engineer

Under ASSURED CARRIER PROGRESSION

SCHEME(ACPS) With New Designation & Grade Pay.

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It is proposed that under Modified Assured Carrier Progression Scheme (ACPS), a Graduate

Engineer (Assistant Engineer) being inducted in the Pay band of 15600-39100 in PB 4 with

Grade Pay of Rs.5400/- shall be entitled to get promotion in the next rank of Divisional

Engineer after completion of 8(eight) years continuous service and will be allowed in pay

band of 15600-39100 with Grade Pay of RS. 6600/- .

A Divisional Engineer, shall be entitled to get promotion in the next rank of Superintending

Engineer after completion of total 13(thirteen) years of continuous service and will be

allowed in the pay band of 15600-39100 in PB 4 with Grade Pay of Rs. 7600/-.

A Superintending Engineer, shall be entitled to get promotion in the next rank of Deputy

Chief Engineer after completion of total 17(seventeen) years of continuous service and will

be allowed in the Pay Band(PB- 5)of 37400-67000 with Grade Pay of Rs. 8600/-.

A Deputy Chief Engineer, shall be entitled to get promotion in the next rank of Senior

Deputy Chief Engineer after completion of total 19(nineteen) years of continuous service

subject to 2(two) years continuous service in the Deputy Chief Engineer level post and will

be allowed in the Pay Band(PB- 5)of 37400-67000 with Grade Pay of Rs. 8700/-.

To give due weightage, it is proposed to allow a special pay of Rs 150/- in the grade pay of

Additional Chief Engineer in Pay Band(PB) 5 i.e. Rs 8700/- plus Rs. 150/- (Special pay).

The date of effect of Assured Carrier Progression Scheme(ACPS) for promotion up to and

including Superintending Engineer level shall be from 1/1/2006 i.e. as per ROPA 2009. And

the date of effect for promotion under modified Assured Carrier Progression Scheme from

Superintending Engineer to senior Deputy Chief Engineer shall be from 1/6/2009.

Promotion of Engineers shall be extended up to Executive Director level and selection

shall be made from the in-house Chief Engineers.

OTHER BENEFITS TO BE EXTENDED TO THE DY. CHIEF ENGINEER

Company vehicle shall be provided to all Deputy Chief Engineer on chargeable basis as

extended in case of Additional Chief Engineer, for official journey to and from residence.

Mobile /telephone etc facilities as provided to the Additional Chief Engineers shall be

extended to all Deputy Chief Engineers. The same facilities shall also to be extended to all

Class-I Engineers.

Proper sitting arrangements with all sorts of infrastructural facilities as extended to the

Additional Chief Engineers shall also to be provided to all Deputy Chief Engineers.

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CONCLUSION:

With the untiring effort of the Engineers in particular and the employees of the

organisation, both WBSEDCL & WBSETCL have achieved progressively substantial profit and

also trying to provide quality services, which is an unique and excellent example of character

and determination in the INDIAN POWER SECTOR. After unbundling of erstwhile WBSEB and

enforcement of Electricity Act 2003, WBSEDCL and WBSETCL had formed. M/S PWC was

appointed as Consultant for restructuring of the organisation. One of the key considerations

in the re-design of the organisation was to encourage performance driven culture &

motivation among the employees. But PWC was silent on this issue while recommending

their suggestions for restructuring which is very much unfortunate. Though they took many

references from the other leading power utilities in India while designing the organisation

structure and policies for introduction in our organisation, but astonishingly, were silent

regarding Career progress of the Employees of this organisation. However, the Engineers of

this organisation took the challenges to cope up with the reform in spite of many odds and

rendered their best. For which WBSEDCL has got the 4th. India Energy Summit Award’2010

and India–Tech Excellence Award’2010. WBSETCL also got best Transmission System

Availability Award with Gold Shield for the year 2007-08 from ministry of Power, Govt. of

India and Power Line Award’ 2012 for Best Performance in Transmission in India. Still

Engineers are trying their best to take new challenges in the present complex market in the

power business adopting new technologies to give quality power and services to their

consumers. We have seen that the present management is also thinking to bring innovative

ideas and allowing new technology in the organisation for survival in this present

competitive market and is rethinking of some changes in respect of organisation structures,

manpower planning and policies to eradicate all existing lacunas in the system as pointed

out be WBSEBEA time to time. We also hope that the present management will give due

cognizance of our legitimate demand, examining the service condition of the engineers in

the other similar organisation and will definitely resolve our long pending stagnation issues

by way of immediate implementation of MODIFIED PROMOTIONAL POLICY AND ASSURED

CAREER PROGRESSION SCHEME(ACPS) as proposed by us for assured carrier growth of

engineers and maintaining a transparent promotion policy for upholding the dignity of

engineers and to get rid of the suffocating condition of acute stagnation of senior level

Engineers for sustainable improvement of this organisation which may improve better

bonding between Engineers and the organization.

(Sanjoy Kr. Bhunia)

Hony. Secretary WBSEBEA, Vidyut Bhavan Salt lake City, Kolkata – 700 091

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