3_Promotion Policy for Exeecutives

7/28/2019 3_Promotion Policy for Exeecutives

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PROMOTIONPOLICYFOREXECUTIVES1.0 OBJECTIVES:1.1 TointegrategrowthopportunitiesoftheexecutiveswithfulfilmentofCompanys

objectives.1.2 TomanexecutivepostsintheCompanywithcompetentpersonnelhavinggrowth

potential,andtoutilisetheircapabilitiesintheworkingenvironmenttothemaximumthroughopportunitiesavailableforadvancement.

1.3 Toprovideforasystemwhich isconducive toequity,fairnessandobjectivityinmattersconcerningpromotionofexecutives.

1.4 Toensureuniformityandconsistency,totheextentpossible,inpromotionofexecutivesofdifferentUnitsoftheCompany.1.5 Tomotivateexecutivesof theorganisation forbetterperformance,by rewarding

theircontributiontothegrowthoftheorganization,indecidingpromotiononthebasisofoverallmerit.

1.6 Toensurecontinuityof themanagementandsystematicsuccessionplanning forsenior/keypostsintheexecutivecadre.

1.7 Toprovideinputforthedevelopmentofexecutiveslinkedtotheirlevelsofperformanceandtheirspecificstrengthsandrequirements.

1.8 Tointegrateexecutivesintoacohesiveteam.2.0 SCOPE:2.1 ThePolicyshallcoverallpromotionsmadeinexecutiveposts(otherthan

promotionsfromnon-executivepoststoexecutiveposts)andshallapplytoallplants&unitsofSAIL.

2.2 Thepolicywillnotcover thoseexecutiveswhoareappointed for limitedtenure,superannuatedpersonsreappointedintheCompanysservice,andtootherexecutivesappointedonapurelycasualortemporarybasisorwhosetermsofappointmentstipulatecoverageunderdifferentrules.

3.0 CLUSTERSOFSCALES:3.1 Forthepurposeofpromotionandcareerplanningofexecutives,scalesofpaywill

begroupedinthefollowingclusters:11.3.1


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(Executives in the category C declared as non-promotable willbe considered

4.0 PROMOTIONSYSTEMS:4.1 TherewillbetwosystemsofpromotionwithintheexecutivepositionsinSAIL:

i)Promotionwithinclustersofscalesofpay.ii)Promotionbetweenclustersofscalesofpay.4.2 Allpromotionsmadeinaccordancewiththispolicywillbefromonescaleofpay

tothenext,withoutskippinganyscaleofpay.5.0 CREDITPOINTSFORAPPRAISALRATINGS:5.1 Thefinalratingsoftheexecutiveperformanceappraisalsystemprovides

categorisationofexecutives in termsofdifferent levelsofperformance.To linkperformanceappraisalratingswiththepromotionpolicy,thefollowingcreditpointsshallbeadopted:

unpromotablefor

ensuing

one

year.

Percentage

of

C

grade

is

necessary

may

vary

withinarangeof15% to25%inanappraisalgroup.ThepercentageofBgradewouldaccordinglygetadjustedbetween45%to55%)

5.2 ForManagementTraineesofaparticularbatch inanyPlant/Unit, theevaluationintermsofmarksearnedattheendofthefirstyearoftraining/oneandhalfyearoftraining(asprescribedintheRules)willbeconvertedintotheirfirstassessmentasfollows:3

1.3.2

Cluster Grade Scaleofpay(Rs.)A E-1&E-2 10750-300-16750

13700-350-18250B E-3&E-4 16000-400-20800

17500-400-22300C E-5 18500-450-23900D E-6 19000-450-24400E E-7 19500-450-25350F E-8 23750-600-28550

Appraisal Ratingsearnedfortheyear2 Approximate % of2executives CreditPointsearnedO 10 50pointsA 20 40pointsB 45-55 30pointsC 15-25 15pointsC(non-promotable) - 5points


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Upto25%oftheTraineesasperthetrainingmarks=ONext50%oftheTraineesasperthetrainingmarks=ARest25%oftheTraineesasperthetrainingmarks=B

6.0 PROMOTIONWITHINACLUSTEROFSCALESOFPAY:6.1 Withinaclusterofscalesofpay,promotionshallbelinkedtoperformanceas

reflectedinthePerformanceAppraisalReports,subjecttoPolicyPara6.4.6.2 Promotionfromonescaleofpaytoanotherinthesameclusterwillbedecidedon

collectionofcertainspecifiedcreditpoints,subjecttoPolicyPara6.4.6.3 PromotionWithinClusterA(E-1toE-2)6.3.1 Anexecutive inE-1scalewillbepromotedtoE-2scaleonacquiring120credit

points/basedonhisappraisalratings.6.3.2 Provided,however,thatpromotableexecutiveswillbepromotedtoE-2scaleonly

aftercompletionof4years,relaxabletoamaximum of3months,andnotlaterthancompletionof5yearsofserviceinE-1scaleofpay.

6.3.3 ForManagementTrainees,theevaluationattheendoffirstyearoftrainingconvertedintoperformanceappraisalratingsasmentionedinpara5.2,willbecountedasthefirstAppraisalReportforthepurposeofpromotiontoE-2.

6.4 ForPromotionWithinClusterB(E-3toE-4)Anexecutivewillbepromoted,iffoundsuitablebytheDPC,onhisearning100creditpointsonthebasisofhisappraisalratingssubjecttohishavingminimumof3yearsserviceintheexistingscaleofpay.

7.0 PROMOTIONBETWEENCLUSTERS:7.1 BetweenClusters,promotionwilldependonavailabilityofvacanciesin thenext

highercluster.7.2 Promotions willbebased on totalpointsearnedbyan executiveon thebasisof

thefollowingfactors:a)AverageCreditPoints(ACP)inthecurrentscaleofpay.b)Pointsforqualification.c)Pointsfornumberofyearsspentinthecurrentscaleofpay.d)Pointsobtainedintheinterview/assessmentbyDepartmentalPromotion

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CommitteeheadedbyChairman,SAIL forpromotionbetweenclustersofscalesofpayinCorporateCadre.4

7.3 AverageCreditPoints(ACP)AverageCreditPoints (ACP)earnedby theexecutives in theexistingscalewillbecomputedasfollows:Sumofthecreditpointsearnedinthelastthree/fouryears(aspereligibilityperiod)orthenumberofyearsspentinthescale,whicheverisless,dividedbythenumberofappraisalratingstakenintoaccount.MaximumattainableACPis50.

7.4 QualificationPointsPointswillbeawardedfordifferentlevelsofeducationalqualifications.SpecificpointsforthedifferentlevelswillbeasprescribedintheRules.Maximumattainablepointsonqualificationwouldbe20.

7.5 LengthofServiceintheScale2points foreverycompletedyearofservice in thescaleuptoamaximumof15pointsshallberegulatedasprescribedintherules.

7.6 Interview/Assessment byDPCTherewillbeamaximumof15pointsforinterview/assessmentbyDPCwhichwillberegulatedasprescribedintheRules.

8.0 MECHANICSOFPROMOTIONBETWEENCLUSTERS:8.1 Eligibility5

a.FromE-2toE-3,E-4toE-5,executiveswiththreeyearsofserviceinthescalewillbeeligibleforconsideration.

b.EligibilityforpromotionfromE-5toE-6,executiveswithfouryearsofserviceinthescaleshallbeeligibleforconsideration

c.EligibilityForPromotionfromE-6toE-7willbefouryears.Thepromotionswillbevacancybased.

d.EligibilityforPromotionfromE-7toE-8wouldbethreeyears.e.PromotionfromE7toE8gradeshallbethroughinterviewbyaSelection

Board.

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8.2 ZoneofConsiderationThenamesofalleligibleexecutiveswillbe listed inthedescendingorderof thetotalmarksobtainedby themonPerformance (ACP),qualificationandlengthofserviceinthescale.From this list,executiveswillbecalledforinterviewin themannerasprescribedintheRules.

8.3 SelectionProcedureExecutivesinthezoneofconsiderationwillbeassessedbyaninterviewcommittee/DPC.Thiscommitteecanaddamaximumof15pointstothetotalpointsalreadyearnedbytheexecutivesonthebasisofperformance,qualificationandlengthofserviceanddrawuptheselectionpanel.Promotionswillbemadefromthispanelonthebasisoftotalmarksobtained.

9.0 BROADENINGLINESOFPROMOTION:However,thecompanyreservestherighttodelinkvacanciesfromtraditionallines ofpromotion and fill themup on inter-disciplinary and/or inter-plantbasisbypromotion,transfers,orcirculation.

10.0 SERVICEANDPERFORMANCELINKEDPROMOTIONSCHEME:10.1 Executiveswith7yearsofserviceinE-2orE-4scalewillbeconsideredfor

personalpromotiondependingonaspecifiedminimumlevelofperformance.10.2 TheServiceLinkedPromotionSchemewillbeasprescribedintheRules.11.0 CAREERPLANNING:11.1 CareerPlanningforExecutiveCadreshouldintegratetheaspirationsof

executiveswiththeoperationalrequirementsoftheCompany.Inalargemeasure,thisisbeingtakencareofbytheminimumassuredgrowthwhichwillarisewithintheclusterslinkedtoperformance. Inaddition,theCompanyadoptsadevelopmentorientedapproachtoperformanceshortcomings/strengthswhichwillensureamorerelevantandpreciseinputintermsofCompanyeffortstoimproveperformanceoftheexecutives.

11.2 Nevertheless,itstillbecomesnecessarytoidentifyagroupofexecutivesonwhomspecificattentionoftheCompanyshouldbefocussedeithertoassisttheminprovingtheirlevelsofperformanceorformakinguseoftheiridentifiedpotentialbygroomingthemforhigherresponsibilities.

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11.3 Inordertoachievethisobjective,eachPlant/Unitwillpreparealistofexecutiveswithhighpotentialandalistofidentifiedlowperformers.

11.4 ExecutiveswithHighPotential11.4.1Executiveswithaminimumof3years in theCompanyandaminimumACPof

45willconstitutethehighpotentialgroup.11.4.2InthemonthofJuneeveryyear,thislistwillupdatedandajobrotation,training

andcareeradvancementplanshallbepreparedforsuchexecutives.11.4.3JobRotation

TheseexecutivesmayberotatedamongotherDepartments,notnecessarilyintheirlinesofpromotioninorder togroomtooccupyseniorpostsatalaterdate.However,forexecutivesgradedasCnon-promotable,jobrotationwillbemandatoryandwillbasicallyaimatchangeofassignment.

11.4.4TrainingTrainingplanforexecutivesorientedtotheirspecificrequirementsandtoenhancepotentialwillbepreparedeveryyear.

11.4.5CareerAdvancement Tomotivatetheseexecutivestomaintainhighlevelsofperformanceaswellastomeettheorganizationalneedsforutilisingtheirserviceseffectively,itisrequiredtoplanforsmoothcareeradvancementforexecutiveswithhighlevelofperformance.Thiswillnecessitateaflexibilityinoperationofpostsbetweencluster/creationofpostsinthenextcluster.

11.4.6ExecutiveswhoseACPfallsbelow40inanyyearorwhoseACPremainsbelow45forfourconsecutiveyearswillbedeletedfromthislist.

11.5 ExecutivesWithLowPerformance11.5.1Executiveswithminimumserviceof3yearsintheCompanyandhavinganACPof10orlesswillbeincludedinthislist.11.5.2InthemonthofJune,everyyear,thislistwillalsobeupdatedandthePlants/Units

willplanjobrotationandtrainingforsuchexecutives.Plants/Unitswillalsoarrangetocounseltheseexecutivestoimprovetheirperformance.

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11.5.3ThenamesoftheexecutiveswillbedeletedfromthislistiftheirACPrisesto15orbeyondinanyyearorifACPremainsabove10forfourconsecutiveyears.

12.0 INTER-PLANTROTATION:12.1 The inter-plantmovementofexecutivesconstituting theCorporatecadrewillbe

plannedbyCorporateOffice.12.2 However,inordertoensurethatexecutivesatrelativelyyoungerageareexposed

todifferentenvironments,thosewithidentifiedhighpotentialinthescaleofE-3/E-4willbegivenopportunitytomovetootherPlants/UnitsinthemannerprescribedintheRules.

13.0 EDUCATIONALQUALIFICATIONS:13.1 QualificationlevelsforentrytoexecutivecadreatE-1willbeasprescribedinthe

RecruitmentPolicyofthecompany.13.2 Qualificationlevelsforpostswithintheexecutivecadreinthosedisciplineswhere

certainminimumqualificationsareessentialwillbeasprescribedintheRules.13.3 Qualificationsprescribedby the Statute in respect of certain executivepositions

willbefollowed.14.0 RESERVATIONFORSCS/STS:

Reservation forSCs and STs willbeprovided asper thePresidential Directivesonthesubject.

15.0 PROBATION:Theexecutivespromotedunderthispolicywillbekeptonprobationforaperiodofsixmonths. TheprobationwillberegulatedasprescribedintheRules.MTI/UnitswouldarrangespecialtrainingmodulesforexecutivespromotedtoE-5andE-8grades.ConfirmationoftheexecutivespromotedtoE-5andE-8gradeswillbesubjecttotheircompletionofthistraining.

16.0 PENDINGDISCIPLINARYPROCEEDINGS:Procedurefordealingwithpromotion/confirmationofexecutivespendinginquiry/disciplinaryproceedings,suspension,prosecution,etc.,willbegovernedbytheRulesprescribedinthisregard.

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17.0 APPLICATIONOFPOLICYINCASEOFDEPUTATIONISTSETC.:17.1 Anexecutiveondeputationtoanotherorganisationmaybeconsideredfor

promotionintheCompanyduringtheperiodinaccordancewithselectionmethodologyprescribedinthispolicy.Ifselected,however,thepromotionwouldbeeffectiveonlyonhisreturntotheCompany.

17.2 Incaseofanexecutivewhoisnotondeputationtoanotherorganisationbutmerelyretaininglien intheCompany,hewouldnotbeconsideredforpromotionduringtheperiod.Hewouldmerelyretaintheoptiontoreturntohissubstantivescaleforthedurationoflien.

17.3 ThispolicyandtherulesframedhereunderwillnotbeapplicabletoexecutiveswhoareondeputationfromotherorganisationstoSAIL.

18.0 RULESANDPROCEDURE:18.1 Chairman,SAIL isauthorised toframeandissuerulesandproceduresunderthis

policy.18.2 Chairman,SAIL,may,athisdiscretion,relaxtheeligibilityconditionsin

exceptionalcases,forreasonstoberecorded.18.3 Chairman, SAIL may lay down special criteria and procedure for

selection/promotionofexecutivesforanyspecialactivityintheinterestofthecompany,forreasonstoberecorded.

19.0 TENURE:TheCompanyreservestherighttoamend,modify,cancelorwithdrawthepolicyatanytimewithoutnotice.

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RULESFORPROMOTIONFRAMEDUNDERTHEPROMOTIONPOLICYFOREXECUTIVE

1.0 OBJECTIVES:1.1 Toprovidemechanicsfordeterminingthesuitabilityofexecutivesforpromotion

onastandardpatternandinanobjectivemanner.1.2 Toprescriberulesforimplementationofthepolicy.2.0 DEFINITIONS:2.1 BoardmeanstheBoardofDirectorsforthetimebeingofSAILandincludes,in

relationtotheexecutionofthepowers,aCommitteeoftheBoard/ManagementoranyofficeroftheCompanytowhomtheBoarddelegatesanyofitspowers.

2.2 ChairmanmeanstheChairmanforthetimebeingoftheBoardofDirectorsofSteelAuthorityofIndiaLimited.

2.3 CompanymeanstheSteelAuthorityofIndiaLimited.2.4 PolicymeanstheExecutivePromotionPolicyasapprovedbytheBoardof

DirectorsoftheCompany.2.5 PolicyParameanstherelevantparagraphofthePolicy.2.6 RulesmeanstherulesforpromotionofexecutivesframedunderthePolicy.2.7 RulesParameanstherelevantparagraphundertheRules.2.8 ScaleofPaymeans anapprovedexecutivepayscale in force in theCompany

fromtimetotime,heldbyanexecutivesubstantively,anddoesnotincludescaleofpayheldbyanexecutiveonpersonalorstrokegradepromotion.

3.0 CLUSTERS:ClustersofscalesofpayshallbeasspecifiedinthePolicyPara3.1.

4.0 DATESOFPROMOTION:4.1 PromotionwillbefinalizedinJuneandeffectedon30thJuneofeveryyear.4.2 Ifpromotionordersareissuedonanydateafterthespecifieddatesofpromotion

i.e,30thJune,thenotionalseniorityaswellaspayfixationshouldbeeffected1.3.9


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fromthespecifieddatesofpromotionbutthemonetarybenefitwillaccrueonassumingthechargeofthenexthigherscale.

5.0 PERFORMANCE:5.1 Performanceofanexecutivewillbetheassessedlevelofperformancebythe

ExecutiveAppraisalSystem,measuredintermsofcreditpointsasspecifiedinPolicyPara5.

5.2 ProratingofCreditPointsIn case theperiod forwhichanAppraisal Report iswritten is for less thanninemonths,thecreditpointsonthebasisofsuchareportwillbeproratedfortheperiod,countedintermsofcompletedmonths,forwhichtheReportiswritten.IncasetheReportisforaperiodofninemonthsormore,itwillbetreatedasareportforonecompleteyear.Themonthinwhichtheemployeehasenteredthegradeirrespectiveofthedate,willbetakenasfullmonth.Example:IfanexecutivejoinsaparticularscaleofpayinthemonthofApril,MayorJuneandsecuresAratingintheappraisalreportduringtheassessmentyear,thenhewillearnthefull40creditpointscorrespondingtotheratingA.However,iftheexecutivejoinsatanytimeintheyearafterJune,sayinSeptemberandgetsArating intheappraisalreportduring theassessmentyear,thecreditpointswillbeproratedforthemonths(SeptembertoMarch)inthefollowingmanner:

40 x 7=23.4creditpoints12

5.3 Noseparateappraisalreportshallbewrittenforaperiodoflessthanthreemonths.

5.4 Ifanexecutivehasonlyoneappraisalreportcoveringserviceintwoscalesofpay,thenthecreditpointsfortheserviceinthehigherscaleshallbeproratedonthebasisofthenumberofcompletedmonthsofserviceinthehigherscale,inthesamemannerasspecifiedinRulesParas5.2and5.3.

6.0 QUALIFICATION:6.1 QualificationasperPolicyPara7.4shallberegulatedasfollows.

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6.2 Noexecutiveshallbebarredfrombeingpromotedtoanyscalewithintheexecutivecadremerelybecauseofhisqualificationlevelexceptforpostsgivenbelow:a)PostsforwhichqualificationhasbeenprescribedbyStatute.b)Posts relating toconducting research inResearch&DevelopmentCentre for

IronandSteelandResearchandcontrolLaboratoryasmaybeseparatelyspecified.

c)TechnicalpostsinmetallurgicalwingofResearchandControlLaboratoryasmaybeseparatelyspecifiedand

d)Otherpostsasmaybespecifiedfromtimetotime.6.3 Theminimumqualification forentry into theexecutivecadreshallbeasper the

existingprovisions.7.0 PROMOTIONSYSTEMS:

TherewillbetwosystemsofpromotionwithintheexecutivecadreintheCompanyasspecifiedinPolicyPara4.1

8.0 METHODOLOGYFORPROMOTION:8.1 PromotionwithinClusters8.1.1 Promotionsfromonescaleofpaytoanotherwithinaclustershallbedelinked

fromvacancies.8.1.2 Withinclustersofscales,promotionsshallbe linked toperformanceasspecified

atpolicyPara6.4.Performanceshallbemeasured in termsof totalcreditpointsearnedinthescale.CreditpointsshallbeearnedasindicatedinRulespara5.

8.1.3 ThelistofalleligibleexecutivesalongwiththefollowingrecordsshallbeplacedbeforeaDepartmentalPromotionCommitteeconstitutedasspecifiedinRulesPara8.1.4.- Appraisalreportsfortheyearsasspecified- Creditpointscalculatedasspecified- Bio-datagivingmainareasofexperience.- Statusregardingdebarringfrompromotionsetc.- Anyotherrelevantrecords.

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TheDepartmentalPromotionCommitteeshallconsiderandrecommendcandidates,iffoundsuitable,forpromotionandalsodecideon/recommendtransfersbetweenSections/Departments/ZonesUnitsbeforethepromotionordersareissuedsubjecttoclearancefromDisciplinaryandVigilanceangle.

8.1.4 ForpromotionwithinClustersAandB,suchcommitteesshallbeconstitutedbyrespectiveChiefExecutives.Itwill,however,beensuredthatineachCommitteetheHeadoftheDepartmentwherepromotionisbeingeffectedorhisrepresentative,andtheHeadofthePersonnelDepartmentorhisrepresentative,areassociated. PromotionfromE-5toE-6wouldbeeffectedcentrallyatCorporateOfficebasedonvacanciesandtheCommitteeforthesamewillbeconstitutedwiththeapprovalofChairman,SAIL.

8.2 PromotionofExecutiveswithinClusterA(E1toE-2)8.2.1 ThemethodologyforpromotionwithinClusterAasperpolicyPara6.3willbe

regulatedasfollows:a)TheDPCwillconsiderandeffectthepromotionofExecutivesinE-1scale

collecting120creditpointsormorefromappraisalreportsfortheimmediatelyprecedingfouryearswillbepromotedtoE-2scaleonthenextavailabledateofpromotion,subjecttotheconditionthatnosuchexecutivewillbepromotedtoE-2scaleprior tocompletionoffouryearsinE-1scalerelaxablebyamaximumperiodofthreemonths.

b)AllotherexecutivesinE-1scalewhoarepromotableunderthesystem,willbepromotednotlaterthancompletionoffiveyearsinE-1scale,irrespectiveoftotalcreditpointscollected.

8.2.2 ThecreditpointsearnedonthebasisofAppraisalReportswillnotbeproratedforpromotionfromE-1toE-2.

8.2.3 GradationofMTs:i)InthecaseofManagementTraineeswherethetrainingperiodisoneyearand

eligibility forpromotionwillbebasedonaccumulationof120creditpoints,theirgradationon thebasisof trainingmarkssecuredat theendofone yeartrainingwillbedonebyahigh level trainingperformance reviewcommitteeconsistingoftheheadofpersonnel,headoftrainingandtheconcernedheadsoflinedepartmentsofthelevelofAGM/DGM(higherlevelasmaybeavailable),onthefollowingbasis:

ii)Uptofirst25%oftraineesmayberatedasO(50points),next50%asA(40points)andrest25%asB(30points).

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Example:

iii)However,theCommitteemayrateMTsasConaccountofnon-performanceorextensionoftrainingoranyotherreason.TherewillnotbeanyCnon-promotablerating.Inextremecasesofnon-performance,whiletheratingwillbeC,caseswillbereviewedforterminationoftraining/service.

iv)Incase thegroupsize issmall (say less than8), thegradationasO,A&Bmaybedoneby the trainingperformance reviewcommitteekeeping inviewthepercentageofmarksobtainedduring trainingandgeneralperformance inon-the-jobtraining.However,thegroupsmaybefairlydistributedindifferentcategories(O,A&B).TheirratingsasCwillbedoneaspertheprovisionsasatpara(iii)above.

Theexecutivesinthiscategorywouldcollect105creditpointsonthebasisofthreeappraisalreportbyApril,2001.TheywouldbeeligibleforpromotionandpromotionswouldbeeffectedtoE-2scaleon30thJune,2001.Besidestheperformancecreditpoints,theothereligibilityparametersofpromotionwillbeasperPolicyPara6.3.2andRulesPara8.2.

8.3 PromotionofExecutivesWithinClusterB(E-3toE-4)8.3.1 TheDepartmentalPromotionCommitteewillconsiderexecutiveswhohave

acquired100creditpointsonthebasisoftheappraisalratings,asprescribedinRulesPara8.1.3above.

8.4 PromotionBetweenCluster(E-2toE-3,E-4toE-5toE-6,E-6toE-7,E-7toE-8)

8.4.1 PromotionfromoneclustertoanotherwilldependonavailabilityofvacanciesinthenexthigherclusterasspecifiedinPolicyPara7.1

8.4.2 TheeligibilitycriteriaforpromotionarespecifiedatPolicyPara8.1.

1.3.13

JoiningdateofManagementTrainees

DateofCompletionoftraining

CreditpointsforExecutivesinthemiddle50%aspertrainingmarks

Creditpointsforthenextregularappraisal(99-00)withoutprorating(IfB)

Creditpointsforthenextregularappraisal00-01(IfB)

February,1998 August,1999 45 30 30


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follows:

assessmentcriteria:

8.4.3 EligibleexecutivesinagivenlineofpromotionwillbeassessedinrespectoftheircomparativeperformanceonthebasisoffactorsspecifiedinPolicyPara7.2as

However,forpromotionfromE7toE8grade,thefollowingwillbeadoptedas

(a)AverageCreditPoint(ACP):willbecalculatedasperPolicyPara7.3.ForthepurposeofcalculatingACP,proratingshallnotbeapplicable.

(b)QualificationPoints: Whiletherewillbenominimumeducationalqualifications forpromotionexceptasprovided inRulesPara6.2,points forqualifications

will

be

awarded

for

different

levels

as

prescribed

in

Annexure-I.

(c)LengthofService:Lengthofserviceinascaleofpaywillbereckonedfrom

thedateanexecutiveentersthescaleasinRulesPara2.8.PointsearnedonthebasisoflengthofserviceinthescaleasprovidedinPolicyPara7.5willbecalculatedat the rateofonepoint foreverysixmonthsofservice in thescale.

8.4.4 Incaseof theexecutiveswhogoon transfer fromoneSection/DepartmentZoneorunittoanother,eitherontheirownrequestorotherwise, the inter-seseniorityoftheexecutivesconcernedinthegradewillcountfromthedateofentryintothegrade

in

the

previous

section/department/zone

or

unit,

as

the

case

may

be.

8.4.5 MeritList

Inagivenlineofpromotionthenamesofeligibleexecutiveswillbelistedindescendingorderofthetotalpointsobtainedbythemonthebasisofperformance(ACP),Qualificationsandlengthofserviceinthescale.

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Factors MaximumAttainablePointsAverageCreditPoints(ACP) 50Qualification 20Lengthofserviceinthecurrentscaleofpay 15Interview/assessmentbyDPC 15Total 100

Factors MaximumAttainablePointsAverage

Credit

Points

(ACP)

50

Qualification 10Lengthofserviceinthecurrentscaleofpay 10Interview/assessmentbyDPC 30Total 100


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8.4.6 Interview/Departmental PromotionCommittee(DPC)Fromthemeritlist,executiveswillbecalledforinterview/assessedbyDPCasperprocedureindicatedbelow:Onlythoseexecutiveswhohaveadifferenceof15pointscomparedtothefirstexecutiveonthelistofexecutivesunderconsideration,willbeinterviewed/assessedbyDPC,ifthereisonlyonevacancy.Ifthereismorethanonevacancy,thereferencepointforthepointsdifferencewillheshiftedtoalowerpositioncorrespondingtothenumberofvacancies.Forinstance, if thereare twovacancies,all theexecutiveswithapointdifferenceof15pointswith thesecondmanon the listofexecutivesunderconsiderationwillbecalledforinterview/assessedbyDPC.Incasethereismorethanoneexecutivewiththesamemeritpoint(i.e.thesumofACP,qualificationpointsandpointsforlengthofserviceinthescale)andoneofthemfallswithinthezoneofconsideration,allofthemwillbecalledforinterview/assessedbyDPC.TheexecutivesfromotherSections/Departments/Zones/Functionswhoareidentifiedforrotationmaybeconsideredforpromotionintheirownlineofpromotion. Transfermaybeeffectedafterpromotioninterview,eitheronpromotionoronparallelbasis.Interview/assessmentwillbeconducted/donebydulyconstitutedInterviewCommittee/SelectionBoards/DepartmentalPromotionCommittee.Clarification

6Incaseofbetweenclusterpromotions, themeritlistfortheeligiblecandidatesistobeprepared according to Rules Paras 8.4.4 and 8.4.5.The candidates in thismeritlistarethentobeinterviewed/assessedbythedulyconstitutedselectionboards.Inorder tomaintainuniformity inpractices, thecandidates in themeritlistshouldbeinterviewedinthealphabeticalorderofthename.

8.4.7 InterviewCommittees/Selection Board/DPCSelectionBoardswillbeconstitutedforregulatingpromotionsfromoneclustertothenextcluster.TheSelectionBoardsforpromotionfromthescaleofE-2tothescaleofE-3and from thescaleofE-4 tothescaleofE-5willbenotifiedbytherespectiveChiefExecutivesattheplant/unitlevelinaccordancewiththedelegationofpowers.Itwill,however,beensured that ineachSelectionBoard,theHeadoftheDepartmentwherethevacancyoccursorhisrepresentativeand

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theHeadofthePersonnelDepartmentorhisrepresentativeareassociated.Incasewheretheselectionhastobemadeinspecializedfields,expertsfromoutsidemayalsobeassociateddependingontherequirementsofthepostsasdeterminedbyrespectiveChiefExecutivesorChairman,SAIL.TheSelectionBoardforpromotion topostsin thescaleofE-6andaboveandkeypostssuchasHeadsofWorks,Finance,Personnel,Materials,CommercialandMarketing,ProjectsandMedical irrespectiveof thescaleofpay willbeconstitutedwith theapprovalofChairman,SAIL.

8.4.8 TheBoardwillusethemodelassessmentformplacedatAnnexureIItoallotmarksoninterview/assessmenttoeachexecutive.

8.4.9 SelectListOnthebasisofthetotalmarksobtainedonperformance,qualifications,lengthofserviceinthescaleandinterviews/assessment,thefinalselectlistwillbedrawnupindescendingorderandpromotionswillbemadefromthislistintheorderofmeritsubjecttoclearancefromdisciplinaryandvigilanceangle.

8.4.10Sincenominimumqualifyingmarksintheinterview/assessmenthavebeenspecified,incasetheSelectionBoardininterviewing/assessingthecandidatesfindsnoonesuitableforpromotion, itcansorecord in themerit list thatnoonehasbeenfoundsuitable.Incase itfindssomeofthecandidatesnotsuitable, theCommitteemaylimittherecommendationstothenumberofvacanciestobefilledup.Incaseof tie in the finalmeritpoint, theexecutivewith thehigherACPwillbegiven thepromotion first.If there is a tieevenat thisstage, theexecutivewhoenteredthescaleearlierwillbepromotedfirst.Incaseoftiehere,dateofjoiningtheCompanywillbetakenintoaccount.

8.4.11 In thosecaseswhere interviews/assessmentareheld inJune,panelofexecutiveswouldbemaintainedwhichshallbevalidforaperiodofsixmonths.TherewillbenopanelfortheDecemberinterviews/assessmentasthemeritlistwouldundergochangeswithavailabilityofthenewappraisalratingsafterApril.

9.0 METHODOLOGY FOR PROMOTION UNDER SERVICE CUMPERFORMANCELINKEDPROMOTIONSCHEME(SPLPS):

9.1 Thecriteria forconsiderationofexecutives forpromotionunder thisschemearespecifiedinPolicyPara10.1,subjecttotheexecutiveshavingaminimumACPof30onthebasisofthepreviousthreeyearsappraisalratings.

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9.2 Theseexecutiveswillbepromoted tothescaleofpayofE-3orE-5,onpersonalbasis,asthecasemaybe.ExecutivespromotedonpersonalbasiswillnotbepromotedtoclusterofE-3/E-4.

9.3 Executiveswhoarepromotedto thehigherscaleonpersonalbasiswillcontinuetodothesameworkwhichtheyweredoinginthepreviouslowerscale.

9.4 WhenavacancyoccursatthelevelofE-3orE-5,asthecasemaybe,theseexecutiveswillbeeligibletobeplacedinthescaleonregularbasis,subjecttothemethodologyprescribedinPolicyPara7.0.

9.5 TheordersforpromotionunderSLPSshouldbeissuedoncompletionofeligibilityperiodandthemonetarybenefitshouldalsobegivenfromthesamedate. FortheexecutiveswhoseeligibilityperiodiscompletedinAprilorsubsequentmonthstilltheappraisalsarefinalised,theordersmaybeissuedafterfinalisationofappraisals,butthedateofeffectandmonetarybenefitmaybegivenfromthedateofcompletionofeligibilityperiod.

10.0 METHODOLOGYFORSELECTIONOFCANDIDATESFORSERVICELINKEDPROMOTIONSCHEME(SLPS)(POLICYPARA10.2):

10.1 AllexecutivesinthescaleofE-2andE-4,whohavespent10yearsinthescaleofE-2orE-4or15yearsinthescaleofE-1andE-2takentogether,asthecasemaybe,willbepromotedonpersonalbasis.

10.2 Theseexecutiveswillbepromoted tothescaleofpayofE-3orE-5,onpersonalbasis,asthecasemaybe.ExecutivespromotedonpersonalbasiswillnotbepromotedtoclusterofE-3/E-4.

10.3 Executiveswhoarepromotedto thehigherscaleonpersonalbasiswillcontinuetodothesameworkwhichtheyweredoinginthepreviouslowerscale.

10.4 WhenavacancyoccursatthelevelofE-3orE-5,asthecasemaybe,theseexecutiveswillbeeligibletobeplacedinthescaleonregularbasis,subjecttothemethodologyprescribedinPolicyPara7.0.

10.5 TheordersforpromotionunderSLPSshouldbeissuedoncompletionofeligibilityperiodandthemonetarybenefitshouldalsobegivenfromthesamedate. FortheexecutiveswhoseeligibilityperiodiscompletedinAprilorsubsequentmonthstilltheappraisalsarefinalised,theordersmaybeissuedafterfinalisationofappraisals,butthedateofeffectandmonetarybenefitmaybegivenfromthedateofcompletionofeligibilityperiod.

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11.0 CAREERPLANNING:11.1 Careerplanningforgroupsofexecutiveswillbeundertakenasprovidedunder

PolicyPara11.011.2 ExecutiveswithHighPotential11.2.1Asperspecifications laiddown inPolicyPara11.4.1and11.4.2,ascalewise list

ofallexecutiveswhohavesecuredACPof45ormoreoverthelastfiveappraisalyearswillbemaintainedand regularlyupdated in themonthofJuneevery year.Provided that, in thecasesofexecutiveswhohavecompletedaminimumperiodofthreeyearsintheCompanyintheexecutivecadreandareeligibleasperPolicyPara11.4.1tobeincludedin thislist,theACPwillbecalculatedovertheperiodspentasexecutiveintheCompany.DeletionofnamesfromthislistwillbeasperPolicyPara11.4.1tobeincludedin thislist,theACPwillbecalculatedovertheperiodspentasexecutive in theCompany.Deletionofnames from this listwillbeasperPolicyPara11.4.6.ForManagementTrainees, themarksobtainedonassessmentduringthe trainingperiodwillbetakenintoaccountforcalculationoftheaveragepointsforthispurpose.TheconversionofmarksintoratingwillbeasindicatedinPolicyPara5.2.

11.2.2JobRotationForExecutivesWithHighPotentialThe listofexecutiveswillbe reviewedbyaCommitteeconsistingof respectiveManagingDirector/ExecutiveDirector/DirectorandallFunctional/ZonalHeads,forjobrotation/interplantrotation.ThisCommitteewillberesponsibleforselectingpeoplewhowillberotatedamongSections/Departments/Zones/Functions.TheCommitteewillalsoidentifythoseofficersatthelevelsofE-3/E-4whoneedtoberotatedonaninter-plantbasis.

11.2.3TrainingforExecutivesWithHighPotentialThePersonnel/TrainingDepartmentwillberesponsiblefororganisingsuitabletrainingprogrammesrelatedtothetrainingneedsidentifiedfortheseexecutives.

11.3 ExecutiveswithLowPerformance11.3.1AsperspecificationslaiddowninPolicyParas11.5.1and11.5.2ascalewiselitof

allexecutiveswhohavesecuredACPof10orlessoverthelastfiveappraisal1.3.18


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years willbemaintained and regularly updated in themonth ofJune every yearprovidedthatinthecasesofexecutiveswhohavecompletedaminimumperiodofthreeyearsofserviceintheCompanyintheexecutivecadreandareeligibleunderPolicyPara11.5.1,tobeincludedinthislist,intheircase,theACPwillbecalculatedoverthelastthreeorfouryearsasthecasemaybe.ManagementTraineeswillbetreatedasperRulespara11.2.1.

11.3.2JobRotationforExecutiveswithLowPerformanceThe listofexecutiveswillbereviewedbyaCommitteementioned inRulesPara11.3.2toconsiderthemforjobrotation.ThisCommitteewillberesponsibleforrotatingtheseexecutivestoSections/Departments/Zone/Functionswhichmaysuittheiraptitudebetterandthusresultinimprovementoftheirperformance.

11.3.3TrainingforExecutiveswithLowPerformanceThePersonnel/TrainingDepartmentwillberesponsiblefororganisingsuitabletrainingprogrammesrelatedtothetrainingneedsidentifiedfortheseexecutives.

12.0 INTER-PLANTROTATION:12.1 EachPlant/UnitwillidentifyexecutiveswithhighpotentialatthelevelofE-3and

E-4forinter-plantrotationasindicatedatPolicyPara12.0.ThenamesofallsuchexecutivesineachPlant/Unitwillbeforwardedtoaninter-plantCommitteefortakingafinaldecisiononinter-plantrotation.

12.2 Theinter-plantCommitteewillconsistofChairman,Director(Personnel)asMemberSecretary,andChiefExecutive(s)ofPlant/Units. ThedecisionforrotationofexecutiveswillbebasedontherecommendationsofPlants/Units.

13.0 PROBATION:13.1 Theprobationperiodofanexecutiveonpromotionwillberegulatedasindicated

below.13.2 Theprobationperiodofexecutivespromotedwithinclustersandbetweenclusters

willbesixmonthsandwillbereckonedfromthedateofassumptionofchargeofthepostinthehigherscaleofpay.

13.3 Onsatisfactorycompletionofprobationperiod,theexecutivewillbeconfirmedinthehigherscale.Theexecutivewillnotbe regardedashavingbeenconfirmed,unlessanorderofconfirmationisissuedtohiminwriting. Attheendofstipulatedperiodofprobation,ifanexecutiveisnotconfirmed,hemaybeinformedofthepositioninwritingwithinonemonthstime.

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13.4 TheperformanceofanexecutiveonprobationshallbeassessedaspertheproformaprescribedinAnnexureIIIandAnnexure-IIIA.

14.0 EXTENSIONOFPROBATIONPERIOD:14.1 Theprobationmaybeextendedifworkandconductduringtheperiodof

probationisnotsatisfactory,basedonthereport13.3mentionedinRulesPara13.4.

14.2 Probationmaybeextended,notmorethanonce,byaperiodnotexceedingsixmonths.

14.3 Thedecisiontoextendtheprobationshallbecommunicatedwithinonemonthoftheexpiryoftheprobationperiod.

14.4 Iftheworkandconductofanexecutiveisnotfoundsatisfactoryevenduringtheextendedperiodofprobation,heshallbeplacedbackin thescalefromwhichhewaspromoted(bothforpromotionwithintheclusteraswellasbetweenclusters)andhewillbeconsideredforpromotionnextonlyaftercompletingoneyearinthescale.Note

7While thebasicrulesforconfirmationaftercompletionofprobationperiodhavenotbeenchanged, the followingsimpleprocedureapprovedbyChairman in thisregardmaybefollowedinrespectofExecutivesatalllevels:ConfirmationAfterCompletionofProbationPeriod:- Theexistingpracticeincaseofnewappointments;whereoneyearprobation

isthere;maycontinue.- Probationclausemaycontinuetobementionedinallpromotionorders.- Reportsonperformanceduringprobationmaybeaskedforasstipulatedand

alsoinregardtospecialjobsassignedforprobationperiodasrequiredforCorporateCadreExecutives.- Evaluationofperformancebasedonreportsobtainedmaybecarriedoutby

PersonnelDepartmentasperstandardguidelinesandonly thosecaseswhichinvolveextension/reversionshouldbesubmittedforapprovalofcompetentauthorityforextensionofprobationperiod/reversion.

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- Innormalcaseswherereportsarenotadverse,basedon therecommendationreceived,confirmationorderwillbeissuedwithoutobtainingformalapproval.

- Thecasesofextra-ordinaryperformanceduringprobationperiod,ifany,shallbesubmittedtoChairmanforhisinformation.

15.0 TRANSFER:15.1 ParallelTransfer:

IfanexecutiveistransferredparallelytoanotherSection/Department/Zone/Function/Unitandif,uponhisrequesttoreconsiderthetransfer,heispermittedbythecompetentauthoritytocontinueinhispresentpostorplaceofposting,hewillnotbeconsideredforpromotionforaperiodofoneyear ifheisalreadyeligibleforpromotion,orifheisnoteligibleforpromotion,fromthedatehebecomeseligibleforit.

15.2 TransferonPromotion:IfanexecutiveispromotedandtransferredtoanotherDepartment/Zone/FunctionUnitandif,uponhisrequesttoreconsiderthetransfer,heispermittedbythecompetentauthoritytocontinueinhisexistinggradeandpost/placeofposting,hewillnotbeconsideredforpromotionforoneyearfromthedatehehadbeenconsideredforpromotion.

15.3 Aperiodofonemonthwillbegiventoanexecutivetojoinhisnewplaceofpostingontransfer. ThiswillberelaxabletoonemoremonthincasetheManagementisconvincedofanygenuinedifficultyfacedbyanexecutiveinassumingchargeof thehigherpost.If theexecutivedoesnotassumechargeofthehigherpostwithin twomonthsofissueoftheorder,hispromotionorderwillstandcancelledandhewillbetreatedatparwithexecutivesrefusingtoaccepttransfer.

16.0 STUDYLEAVE:16.1 WithinCluster

Ifanexecutivehasearnedafullyearsappraisalormoreinthescalebeforeproceedingonstudyleave,theaveragecreditpointsearnedbyhimwillbeextrapolatedfortheperiodofhisabsence.Incasenoappraisalratingisavailableinthescale,beforetheexecutiveproceedsonstudyleave,thenaspecialreportwillbewritten forhim foraperiodofsixmonths immediatelyonhis return,onthebasisofsixmonthsperformance in thescale.Thiswill thenbeextrapolatedfortheperiodofabsence.

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16.2 BetweenClusters16.2.1Ifanexecutivehasearnedafullyearsappraisalormorebeforeproceedingon

studyleave,andbecomeeligibleforpromotioninhisabsencehisACPwillbecalculatedonthebasisofavailableappraisalsinthescale.OnthebasisofhisACP,qualificationpointsandpointsonlengthofservice,ifhewouldhavefallenwithinthezoneofconsiderationwheninterviewsareconductedinhisabsence,heshouldbecalledforinterviewonhisreturn.Onthebasisofhisfinalmeritpointshewillbegivenpromotionswitheffectfromthedatehispromotionisapproved,ifexecutiveshavingthesame/lesspointsthanhehassecured,havebeenpromoted.

16.2.2Incasetheexecutivehasnotearnedanyappraisalbeforeproceedingonstudyleavethen,aspecialreportwillbewrittenforhimforaperiodofoneyear,immediatelyonhisreturn,onthebasisofhisperformanceduring theyear.ThiswillthenbeusedtocalculatehisACPfortheperiodspentinthescale.HewillbeconsideredforpromotionasspecifiedinRulesRara16.2.1.

17.0 LEAVEWITHOUTPAY:17.1 Anexecutivetakingleavewithoutpay,otherthanstudyleaveforaperiod

exceeding threemonthswillbedeemednot tohaveearnedany appraisalduringtheperiod,i.e.,theratingheearnsfortheoneyearwillbeproratedfortheperiodheactuallyworked.

17.2 WheretheChairman/ChiefExecutiveconsidersacasegenuinehemaywaivetheproratingofappraisal for theexecutiveavailing leavewithoutpayformore thanthreemonths.

17.3 ManagementTraineeswhojointheCompanyduringthecourseoftheiracquiringhigherqualificationandonjoiningwanttocompletetheircourseimmediatelyafterthetrainingperiod,maybegrantedEOLforthepurposebutappraisalcreditpointsfortheperiodofleaveshallnotbetakenintoaccountforpromotiontoE2.8

18.0 PROCEDURETOBEFOLLOWEDINRESPECTOFCANDIDATESCALLED FOR INTERVIEW FOR PROMOTION BUT DO NOTATTEND/DECLINEOFFER:

18.1 Ifanexecutiveisnotinterestedinattendingtheinterviewforpromotionforpersonalreasonshewillnotbeconsideredforpromotionforaperiodofoneyearfromthedateonwhichhewasscheduledtobeinterviewed,andthisshouldbecommunicatedtohim.

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18.2 Ifanexecutive isunabletoattendtheinterviewforpromotionbecauseheissickoroneleaveortrainingwithinIndiathensuchcaseswouldbedealtwithasfollows:a)Thatexecutivewillbeinformedathisaddressabouttheintervieworifhe

unabletoattend,apostwillbekeptvacantandapanelofotherofficersinthemeritlistwillbemaintained.Thenameoftheexecutiveonleavemayalsobekeptonthispanel.Iftheexecutivejoinsdutieswithinthreemonthsofthedateoftheoriginalinterview,theselectioncommitteewillmeethimonhisreturnandgivehimmarksfortheinterview.Theexecutivewithmaximumtotalpointsinthepanelwillnowbepromotedtothehigherposts.

b)Incasethepostcannotbekeptvacantthetopmostexecutiveinthepanelpreparedatthetimeoftheinterviewmaybepromotedtothepostonofficiatingbasis.Incase thepositionchangesafter theexecutiveon leave isinterviewed,theformerwillberevertedtothescaleandtheexecutivesecuringthemaximummarkswillbegivenregularpromotionfromthedateoforiginalpromotion.However,hewillgetthefinancialbenefitsonlyfromthedatehejoinsthenewpost.If thepositiondoesnotchangeevenafter theinterviewof theexecutivewhohadgoneonleave,theexecutiveofficiatingwillberegularisedinthescalewitheffectfromthedateoftheoriginalpromotion.

c)Theexerciseofholding theseparate interview forsuchexecutivesshouldbecompletedwithinthreemonthsfromthedatethefirstinterviewtookplaceorsoonafterthereturnoftheemployee.Tilltheexecutiveissubstantivelypromotedthevacancycanbefilledonlyontemporary/officiatingbasis.

18.3 Ifanexecutiveattends the interviewbut indicates in the interview thathe isnotinterestedinpromotionduetoanyreasonthefactshouldberecordedandhewouldnotbeconsidered forpromotionoraperiodofone year from thedateofinterview,andthisshouldbecommunicatedtohim.

19.0 PROCEDUREFORDEALINGWITHPROMOTIONS/CONFIRMATIONOF EXECUTIVES PENDING ENQUIRY / DISCIPLINARYPROCEEDINGSANDAFTER:Thedetailedprocedurefordealingwithpromotion/confirmationofexecutivespendingenquiry/disciplinaryproceedingsandafterisgivenatAnnexure-IV.

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20.0 PROCEDUREFORDEALINGWITHDEPUTATIONISTETC.:20.1 Thedeputationistsmaybeinformedabouttheirselectionforhigherpostthrougha

letterstatingthatthesamewillbeeffectiveontheirreversiontotheCompany.20.2 Thecommunicationshouldalsoindicatethat thepromotion isfurthersubjectto

clearancefromdisciplinaryandvigilanceangleonthedateofreversion.20.3 Theymayalsobeinformedthat theywillbeallowednotionalseniorityinhigher

gradefromthedatefromwhichthepromotionhasbeenapprovedbytheCompetentAuthority.

20.4 Therighttofillupanypostthroughpromotion/transferorbycirculationetc.willvestwiththecompany.

21.0 TENURE:21.1 TheChairmanreservestohimselftherighttowithdraw,review,alterand/or

amendtherules.21.2 Theserulesshallsupersedealltherules,regulations,ordersandinstructions

issuedearlieronthesubject,insofarastheyareinconsistentwiththeserules.

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Annexure-I(ReferenceRulesPara8.4.3(b)

QUALIFICATIONRATINGS

1.3.25

S.No. CategoryofPost Qualification Points1. Technical a.

b.c.d.e.

DoctorateinEngineeringMastersDegreeinEngineeringEngineeringDegreeDiplomainEngg./B.Sc.Matric

201816126

2. Non-Technical(otherthanFinance&Accounts)

a.b.

c.d.

DoctorateDegreeinconcernedprofessionalareaDoctorateDegree/GraduationorP.G.with2yearsprofessionalqualificationMastersdegreeinArts/Science/Commerceetc.HonoursGraduate/GraduateDegreeinArts/Science/Commerceetc.

2016

1412

3. Finance&Accounts a.

b.c.d.

1.CA/ICWAwithManagementAccountancyorwithMBA(Finance)

2.CAandICWACAorICWAofMBA(Finance)CompanySecretaryship(ForCompanySecretariesposts)DepartmentalexaminationforAccountants/SASAccountantsexam

20

18

124. Mining a.

b.

c.

d.

DoctorateinMiningEngineeringst

with1classMinesManagersCertificateofCompetencyPost-graduatedegreeholderin

stminingwith1classMinesManagersCertificateofCompetencyGraduateinMiningEngg.With1stclassMinesManagersCertificateofCompetency

stDiplomainMiningEngg.With1ClassMinesManagersCertificateofCompetency

20

18

16

12


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NOTE1. Allthequalificationsmentionedincludetheirequivalents.Allthequalifications

mustberecognised.2.

Executives

with

qualifications

mentioned

under

technical

areas

and

working

in

non-technicalareaslikemarketing,materials,personneletc.willgetpointsaspertechnicallist. Similarly,executiveswithqualificationsmentionedinnon-technicalareas,andworkingintechnicalareaswillget pointsaspernon-technicallist.

3. M.Sc.(Stat.)instatisticalsectionswillearn16points.4. InChemicalSectionofR&CLab.,M.Sc.(Chem.)willearn16points.5. In IED,EDPand trainingdepartments, thepointsystemwillbeasmentioned in

technicalarea.GraduateinComputerScience/Computerapplicationwillearn16pointsinEDP/INCOSareas.

6. MSWorequivalentwillget16pointsinPersonnel.7. Executiveswithrecognisedprofessionalqualification(seeAnnexureI-A)inthe

concernedareaof workingwillgettwopoints inadditiontotherelevantpointsforacademicqualificationsinAnnexureI(excludingthoseforwhichcreditforprofessionalqualificationhasalreadybeenconsidered).

8. Intechnicalandnon-technical(otherthanFinance),executiveswithmorethanonerelevantprofessionalqualification(notthesameorsimilar)willget18points.

9. ThelistofdisciplinewiseprofessionalqualificationisgivenatAnnexureI-A.

1.3.26

e. ndDiplomainMiningEngg.With2ClassMinesManagersCertificateofCompetency

8

5. R&DCentre a.b.c.

DoctorateinEngg.OrPh.D.inPureSciencePost-GraduateDegreeinEngineeringDegreeinEnggorMSinrelateddiscipline

201816


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LISTOFPROFESSIONALQUALIFICATIONSAnnexure-I A

1.3.27

CATEGORY QUALIFICATION1.Technical,MiningandResearch&

Development 1.

2.

3.

4.

PostGraduateDegreeinanybranchofEngg.Ofnotlessthantwoyearsduration.(Forallthedepartmentsintechnical,miningandR&Darea)PostGraduateDegree/DiplomaofnotlessthantwoyearsdurationinIndustrialEngg./OperationResearch(ForindustrialEngg.AndSQCdepartmentsonly).PostGraduateDegree/DiplomainComputerScience/ComputerApplicationorMBA(Systems)ofnotlessthantwoyearsduration(ForEDP/INCOS/ComputerSectionareasonly)PostGraduateDegreeorDiplomainManagement/BusinessAdministration/BusinessManagementofnotlessthantwoyearsdurationorMBA(ForalltheDeptts.)

II.Non-TechnicalA.Marketing : MBAorPostGraduateDegree/Diplomain

Management/BusinessManagement/BusinessAdmn./MarketingManagement/ExportManagementofnotlessthantwoyearsduration.

B.Materials : MBAorPostGraduateDegree/DiplomainManagement/BusinessManagement/BusinessAdmn./MaterialsManagementofnotlessthantwoyearsduration.

C.Personnel 1.

2.

MBAorPostGraduateDegree/DiplomainManagement/BusinessManagement/BusinessAdmn./PersonnelManagement/IndustrialRelations/IndustrialPsychiatry/OrganizationalBehaviour/LabourLaws/LabourWelfareornotlessthantwoyearsduration.PostGraduateDiplomainSocialWelfare.


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1.3.28

D.Administration : MBAorPostGraduateDegree/DiplomainManagement/BusinessManagement/BusinessAdmn./PublicAdmn.

E.Law : GraduateDegreeinLawtakenaftergraduationF.OtherDisciplines : Education:MastersDegreeinEducation

TownAdmn./Maint./Construction :PostGraduateDegreeorDiplomainArchitectureofnotlessthantwoyearsdurationHorticulture:PostGraduateDegree/DiplomainHorticultureofnotlessthantwoyearsdurationPublicRelations:PostGraduateDegree/DiplomainPublicRelations/Journalismofone/twoyearsdurationGuestHouse/Canteen:PostGraduateDegree/DiplomainTourism/HotelManagement/CateringTechnology/FoodTechnology


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Annexure-II(Ref.RulesPara8.4.8)

STEELAUTHORITYOFINDIALIMITEDASSESSMENTSHEET

(FORUSEINPROMOTIONE-2TOE-3,E-4TOE-5,E-5TOE-6,E-6TOE-7,E-7TOE-8)

NOTES

APPRAISALREPORTRATINGRATING CREDITPOINTS

O 50A 40B 30C 15

ACP=Summationofpointsofthelastthreeappraisalratingsorfortheyearsspentinthescalewhicheverislessdividedbythenumberofappraisalstakenintoaccount.

QualificationPoints=AsperAnnexureILengthofServicePoints=Onepointforeachhalfyearspentinthescale.

1.3.29

NameoftheCandidate

AverageCreditPoints(Max=50)

QualificationPoints(Max=20)

Pointsonlengthofservice(Max=15)

TotalpointsofPerf.+Qualfication+lengthofservice

Interview/Assessment(Max=15)

AggregateMeritPoints(Max=100)

1 2 3 4 5 6 7


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Annexure-I I I (Ref.RulesPara13.4)

ConfidentialSTEELAUTHORITYOFINDIALIMITED

PERFORMANCEAPPRAISALREPORTDURINGPROBATIONARYPERIOD/EXTENDEDPERIOD

OFPROBATIONE-5ANDBELOW

(QUARTERLYASSESSMENT)(PROBATIONPERIODSIXMONTHS)

Name________________________Department___________________PersonalNo._______________________________________________

Incaseofunsatisfactoryperformance,pleaseindicateactiontakenforcorrection.

1.3.30

Period JobPerformance Conduct/Behaviour Attendance/Punctuality Appreciation/reprimands,if

anyIquarter Satisfactory

UnsatisfactoryIIquarter Satisfactory

Unsatisfactory


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RECOMMENDATIONS:Theemployeemaybeconfirmedinthepost : Yes/NoProbationmaybeextendedfor : 3months/6monthsTheemployeemayberevertedtotheGradefromwhichhewaspromoted : Yes/No

Signature:Name:

Date: Designation:

ViewsoftheAuthorityempoweredtoapproveconfirmation.

Signature:Name:

Date: Designation:

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Annexure-II I A (Ref.RulesPara13.4)

ConfidentialSTEELAUTHORITYOFINDIALIMITED

PERFORMANCEAPPRAISALREPORTDURINGPROBATIONARYPERIOD/EXTENDEDPERIOD

OFPROBATIONE-6ANDABOVE

Name: Designation:StaffNo.: Department:PeriodofProbationfrom______________ To:____________________(Sixmonths/Twelvemonths)1. SPECIFICTASKSASSIGNEDDURINGTHEPROBATIONPERIOD

(TobefilledbyReportingOfficer)

2. PERFORMANCEASASSESSEDBYTHEREPORTINGOFFICER(i) Pleaserecordthequalitativecommentsontheperformancetakinginto

accountfactorssuchastargetfulfilment,qualityofoutput,managementofresources,costcontrolandmanagerialfactorssuchasplanning,organising,initiative,teamwork,problemanalysis,decisionmaking,coordinationetc.

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(ii) Pleasehighlightspecialachievementsduringtheprobationperiod

NAME:DESIGNATION:DATE:

VIEWSOFREVIEWINGOFFICER


VIEWSOFTHECHIEFEXECUTIVEOFTHEPLANT/UNIT


1.3.33


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1. Theemployeemaybeconfirmedinthe

2. Probationmaybe

months/12months3. Theemployeemay

berevertedtothegradefromwhich

promoted/Servicesmaybeterminated

DESIGNATION:

RECOMMENDATIONS

post.YES/NO

extendedfor3motnhs/6

hewasoftheemployee

YES/NODATE:SIGNATURE:

NAME:

1.3.34

ReportingOfficer ReviewingOfficer ChiefExecutive


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Annexure-I V(RefRulesPara19.0)

PROCEDUREFORDEALINGWITHPROMOTION/CONFIRMATIONOFEXECUTIVESPENDING

INQUIRY/DISCIPLINARYPROCEEDINGSANDAFTERComplaints/Investigation Stage:a) Preliminaryinvestigationsmaybetakenuponthebasisofcomplaintsreceived

againstemployees.b) IntheeventofdifferenceofopinionbetweenCBIandtheManagementin

vigilancecasesinvestigatedbyCBI,thematterissubmittedtotheCentralVigilanceCommission,whoadviseregardingactiontobetaken.9

c) OnreceiptofthefinalreportortheadviceoftheCentralVigilanceCommission,thereportisexaminedbytheappropriateauthoritytoconsiderwhetherthereissufficientmaterialforinitiatingregulardisciplinaryproceedingsagainsttheemployees.

DISCIPLINARYPROCEEDINGSSTAGE(a) Regulardisciplinaryproceedingsareinitiatedbyissueofchargesheetand

appointmentofenquirycommittee.(b) Theemployeemaybeplacedundersuspensionpendingcompletionof

disciplinaryproceedings.(c) IncasetheCentralVigilanceCommissiontendertheiradviceregardingactionto

betaken,thecaseisrequiredtobesubmittedtothecommissionagainafterthereceiptofexplanation/completionoftheenquiryfortheiradviceregardingactiontobetaken.

PROMOTION/CONFIRMATIONPENDINGINQUIRIES/INVESTIGATIONThecaseofanemployeewhoseconductisunderdepartmentalenquiryorinvestigationbyVigilanceDepartmentorCBIoranyotheragencymaybeconsideredforpromotiononmeritasifthereisnocaseagainsthim. TheSelectionBoardorthecompetentauthorityshouldnotbeprejudicedindeterminingthesuitabilityofanemployeebecauseofhisinvolvementinthedepartmentalorvigilancecase.

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Incasetheemployeeisfoundsuitableforpromotiononmerit,hiscasewillbedealtwithasfollows:(a)Hispromotionwillnotbewithheldunlessthechargememorandum/chargesheetisissuedtohim.10(b)Hispromotionwillbewithheldifheisundersuspension.Thesameprincipleswouldbefollowedinrespectofconfirmationalso.

PENDINGDISCIPLINARYPROCEEDINGSIfdisciplinaryproceedingsagainstanemployee havebeen initiatedby issuingachargesheeteitherforminorpenaltyorformajorpenalty,hiscasemaybeconsideredbytheSelectionBoard/CompetentAuthorityasifthereisnocaseagainsthim. Incasetheemployeesisconsideredsuitableforpromotionhispromotionorconfirmation,asthecasemaybe,willbewithheldtilltheconclusionofthedisciplinaryproceedings.

PENDINGPROSECUTIONIfanemployee isbeingprosecutedinacourtofLaw,hiscasewillbedealtwithasatparaabove.

PROMOTION/CONFIRMATIONAFTERAPENALTYLISTEDINTHESTANDINGORDERS/CONDUCT,DISCIPLINEANDAPPEALRULES,HASBEENIMPOSED

IncasewhereanemployeehasbeenpunishedasaresultofdisciplinaryproceedingsorconvictedbyaCourtofLaw,thefollowingprocedureshallbeobservedforgivinghimpromotion/confirmation.(a)Whereveranorder imposingapenaltyspecifiestheperiodofpenalty,during

thependencyofsuchperiod,theemployeeconcernedwouldnotbepromoted.(b)WheretheDisciplinaryAuthorityhasnotlaiddownanyperiod,thefactors

viz.,integrity,penaltyimposed,appraisal,seniority,qualification,etc.shouldbetakenintoaccountbytheSelectionBoard/CompetentAuthorityforarrivingatadecisionindeterminingthesuitabilityforpromotionoftheconcernedexecutives.

Clarification11

It isclarified that inacasewheredisciplinaryproceedingshavebeenheldundertheconduct,DisciplineandAppealRulesoftheCompany,Warningshouldnot

1.3.36


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beissuedasaresultofsuchproceedings. Ifitisfound,asaresultoftheproceedingsthatsomeblameattachestotheemployee,atleastthepenaltyofcensureshouldbeimposed.FillingupofPost(a)Ifadecisionistakentowithholdthepromotionofanemployeeasenvisaged

above,anditisconsideredthatthepostcannotbekeptvacant,itmayfilledonofficiatingbasis.

(b)Aftertheemployeeconcernediscompletelyexonerated,heshouldbepromotedwithoutfurtherreview.

(c)Onpromotion,thedateofentryofsuchanemployeeinthehigherscaleshouldbefixedfromthedatehewouldhavebeenordinarilypromotediftherewasnocaseagainsthim.

(d)Onpromotion,thepayofsuchanemployeeshouldbefixedtoensurethathereceivessuchincrement(s)whichhewouldhavegotifhispromotionwasnotwithheld,providedtheemployeeiscompletelyexoneratedbeingfoundnotblame-worthy.However,iftheemployeegetsbenefitofdoubtordelayinproceedingsaredirectlyattributabletotheemployeeetc.,theninsuchcasewhether theemployeewillbeentitled toanyarrearsofpay for theperiodofnotionalpromotion,ifsoentitledtoanyarrearsofpayfortheperiodofnotionalpromotion,ifsotowhatextent,willbedecidedbythecompetentauthority/(Chairman/ChiefExecutive)bytakingintoconsiderationallthefatsandcircumstancesofdisciplinary/criminalproceedings. Wheretheauthoritydeniesarrearsofsalaryorpartofit,itwillrecorditsreasonsfordoingso.12

Resignation(a)Duringthecomplaint/investigationstagetheacceptanceofresignationshould

notbewithheldforthisreasonalone.(b)Duringthedisciplinaryproceedingsstage,theacceptanceofresignation

shouldnotbewithheldunlesstheappropriateauthorityhasreasonablegroundtoexpect that theemployee is likely tobedismissed from the serviceof theCompany.

(c)If theemployee is released during thependencyofdisciplinaryproceedings,theCompanyshouldinformhisprospectiveemployer,ifitisapublicundertaking/Government Department, about the pendency of suchproceedings.

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Decision13

(a)TheCompanyhastherightnottoaccepttheresignationofanemployeeifthecaseagainsttheemployeeisunderinvestigationoranenquiryispendingagainsthim/her.

(b)TheCompanymaywithholdtheemployeesdues(exceptprovidentfund)andmayalsoimposesuitablefinancialpenaltiesontheemployee,ifsorequiredbythenatureofthecase.

EXTENDEDPROCESSINGIncasewherethedisciplinary/courtproceedingsmaynotbeconcludedevenaftertheexpiryoftwoyearsformthedatefromwhichtheofficerhadfirstbeenfoundsuitableforthepromotionandhadbeenkeptinabeyancebecauseofsuchproceedings,providedtheofficerisnotundersuspension,thecompetentauthoritymayreviewhiscasetoconsider:(a)Whetherthechargesaregraveenoughtowarrantcontinueddenialof

promotionandthepromotionoftheofficerwillbeagainstCompanyinterest;(b)Whether thereisnolikelihoodof thecasecomingtoaconclusioninthenear

future;and(c)Thedelayinthefinalisationofproceedings,whetherdepartmentalorina

CourtofLaw,isnotdirectlyorindirectlyattributabletotheofficerconcerned.Incasethecompetentauthoritycomestotheconclusionthatitwouldnotbeagainstcompanyinteresttoallowadhocpromotiontotheofficer,hiscasemaybeconsidered inthenormalcourseafter theexpiryofthetwoyearperiodtodecidewhethertheofficerissuitableforpromotiononadhocbasis.Wheretheofficeristobeconsideredforadhocpromotion,theselectionboardmaymakeitsassessmentonthebasisofthetotalityoftheofficersrecordofserviceandthefactthatthedisciplinaryorcourtcaseispendingshouldnotaffectassessmentregarding thesuitability foradhocpromotion,willbesubject to thedecisionofthecompetentauthority,whomaytakeintoaccounttheseriousnessofthecharges,thenatureoftheevidencesavailable,thestagewhichthedisciplinary/courtproceedings,hasreached,theprobablenatureofthepunishmentthatmaybeimposedontheofficerifthechargesagainsthimareestablished,thelikelihoodofmisuseoftheofficialpositionwhichtheofficermayoccupyafterhisadhocpromotionandtherecordofserviceavailableuptodate.WherethedepartmentalproceedingsorcourtcasehavearisenoutoftheinvestigationconductedbytheCentralBureauofInvestigation,thecompetentauthorityshouldalsoconsulttheCentralBureauofInvestigationandtaketheirviewsintoaccount.

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Afteradecisionistakentopromoteanofficeronanadhocbasisasindicatedabove,anorderofpromotionmaybeissuedmakingitclearintheorderitselfthat:(i)thepromotionisbeingmadeonpurelyadhocbasisandtheadhocpromotion

willnotconferanyrightforregularpromotion,and(ii)thepromotionshallbeuntilfurtherorders.Itshouldalsobeindicatedinthe

orders that thecompetentauthoritywill reserve the right tocancel theadhocpromotionand revert theofficer to thepost fromwhichhewaspromoted,atanytime.

Iftheofficerconcernedisacquittedinthecourtproceedingson themeritsofthecaseorexoneratedindepartmentaldisciplinaryproceedings,theadhocpromotion,alreadymademaybeconfirmedandthepromotiontreatedasaregularonefromthedateoftheadhocpromotionwithallattendantbenefits.Wheretheacquittalinacourtcaseisnotonmeritsbutpurelyontechnicalgrounds,andtheCompanyeitherproposestotakethemattertoahighercourtortoproceedagainsttheofficerdepartmentally,thecompetentauthoritymayreviewwhethertheadhocpromotionshouldbecontinued.Wheretheacquitalbycourtisontechnicalground,iftheCompanydoesnotpropose togo in appeal to a higher court or to take furtherdepartmental action,actionshouldbetakeninthesamemannerasiftheofficerhadbeenacquittedbythecourtonmerits.Iftheofficerconcernedisnotacquitted/exoneratedinthecourtproceedingsorthedepartmentalproceedings,theadhocpromotionalreadygrantedshouldbereviewedasfollows:(a)Whereveranorderimposingapenalty,specifiestheperiodofpenalty,during

thependencyofsuchperiod,theemployeeconcernedwouldnotbepromoted.Theadhocpromotionalreadygrantedshouldbebroughttoanendbytheissueof the furtherorder contemplated in theorder ofadhocpromotion,and theofficerconcernedrevertedtothepostfromwhichhehadbeenpromotedonadhocbasis.Aftersuchreversion,theofficerconcernedmaybeconsideredforfuturepromotioninthenormalcourse.

(b)Whereveranorderimposingapenaltydoesnotspecifyanyperiod,theselectionboard/competentauthoritymaytakeintoaccountthepenaltyimposedupontheemployee,hisintegrity,appraisals,seniority,qualificationetc.indetermininghissuitabilityforpromotion.14

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ApprovedbyBoardofDirectorsinits162ndmeetingheldonJuly4,1991andcirculatedvide

Reference:1VideNo.PER/PE/4015/3/92datedJune6,1992w.e.f.June4,19922VideNo.EPAS/01datedJuly1,1991andOctober24,1991w.e.f.1991-923VideNo.PER/PE/4015/1/92datedApril1,19924VideNo.PER/PE/4015datedJune24,1989w.e.f.June14,19895VideNo.PER/CCS/1596datedSeptember27,2001andNo.PER/CCS/1596datedSeptember2,20026VideNo.PER/PE/4015datedJanuary25,19887VideNo.PER/R&OP/OP-24datedJune21,19898VideNo.PER/RR/4022datedFebruary16,19899VideNo.PER/PE/4024datedJune14,198810VideNo.PER/PE/4015datedJune18,199211VideNo.PER/PE/4015datedJanuary25,199012VideNo.PER/PE/4015/4/92datedJune18,199213

No.PER/RR/4263datedJuly31,199114VideNo.PER/PE/4015(Sl.No.14/87)datedOctober26,1987

Documents

3_Promotion Policy for Exeecutives