NUCLEAR POWER CORPORATION OF INDIA LIMITED (A Government of India enterprise)

PROJECT REPORT ON

BUDGET AND BUDGETARY CONTROL

AT

NARORA ATOMIC POWER STATION (NAPS), NARORA (U.P.)

DURATION OF PROJECT 25.05.2009 TO 08.07.2009

PERMITTED BY: SUBMITTED BY: MR.RAMESH CHANDRA Shashwat upadhyay (TRAINING SUPRINTENDENT) PGDBM 08-10

CONTENTS

CERTIFICATE ACKNOWLEDGEMENT PREFACE DECLARATION NPCIL, AN INTRODUCTION NAPS, AN INTRODDUCTION OBJECTIVE OF THE STUDY RESEARCH METHODOLOGY INTRODUCTION OF HUMAN RESOURCE DEPARTMENT IN NPCIL

ESTABLISHMENT SECTION SERVICES SECTION PUBLIC SECTION ESTATE MANAGEMENT SECTION LEGAL SECTION HUMAN RESOURCE MANAGEMENT

SECTION RECRUITMENT PROCEDURE IN NPCIL PERFORMANCE APPRAISAL IN NPCIL FINDINGS CONCLUSION BIBLIOGRAPHY

AKNOWLEDGEMENT

For the compulsory vocational training for my course i.e. MBA I have

selected NAPS [NARORA ATOMIC POWER STATION]. It is a reputated

public sector unit under the DEPARTMENT OF ATOMIC ENERGY

engaged in generation of electricity through Atomic energy. During my

training I have been associated with the different sections of human

resource department of NAPS and learned how these departments works.

Firstly, I would like to thanks station director & training superintendent

NAPS, who permitted me to complete my training project at prestigious

organization of India i.e. NAPS.

I would like to extend my thanks to MR A.K JOSHI Manager HR for his

valuable time & guidance.

I am very thankful to NAPS station management for extending me a chance

to do the project work on human resource management areas of NAPS at

their plant site.

PREFACE

For the training I have selected Narora Atomic Power

Station (NAPS) a unit of Nuclear Power Corporation of

India Limited (NPCIL). It is a reputed electricity generating

company. Though in power sector India has achieved a

remarkable improvement, even then we are producing

only 25% - 30% of electricity of our requirement. In this

situation the role of nuclear power station becomes

important as far as availability of raw material is

concerned in comparison to other sources of generation of

electricity. The reputed status, latest technology, bright

future, good working environment etc. are some

important factors which has forced me to select a nuclear

power station for getting on the job training.

During my training I have been associated with

different areas of human resource department of Narora

atomic power station (NAPS) and learned about how to

bridge gap between theoretical knowledge and practical

working. Mainly I have experienced the working of

different HR sections.

I would like to extend my thanks to the station authority

and human resource officers.

INTRODUCTION

TO

NUCLEAR POWER CORPORATION OF INDIA

LIMITED(NPCIL)

KNOW YOUR ORGANISATION

Organisation History:

The Atomic Energy Act was enacted in the year 1948 with the objective

of providing for the development, control and use of atomic energy for

the welfare of the people of India and for other peaceful purpose. In

pursuance of the Act, the Atomic Energy Commission was set-up in

August 1948. The Atomic Energy Commission was entrusted with the

responsibility of policy making in the matter of atomic energy. It was a

latter decided that a separate Department, with full powers of a Ministry

of the Government of India, should be set up entrusting it with the

responsibility of development of atomic energy for peaceful purpose.

Thus the Department of Atomic Energy (DAE) came in to existence in

August 1954 under the direct charge of the Prime Minister.

The Atomic Energy Commission was reconstituted in 1958 with full

executive and financial powers. The major functions and activities of the

DAE are Nuclear Power Programme, Research and Development,

Industrial and Mineral Sector Development, Regulation and Safety and

the management of the public Sector Undertakings set up under DAE.

The responsibility for implementation of the Nuclear Power Programme

was entrusted to the erstwhile Power Projects Engineering Division

(PPED) which was later converted into the Nuclear Power Board (NPB)

and now the Nuclear Power Corporation of India Limited (NPCIL).

NPCIL was incorporated as a public limited company wholly owned by

the Government of India under the Companies Act 1956 and commenced

its business with effect from September 17,1987.

The board of director manages the company. In forming the company

in1987, all the asset ( with the exception of RAPS -1) of NPB were

transferred to NPCIL with 50 percent of the assets being treated as equity

and the remaining as loan in perpetuity from the Government. RAPS-1,

being the first pressurised heavy water, reactor, was retained by NPCIL

on behalf of DAE.

The composition of the NPCIL Board of Directors is broad based .it

includes representative from BARC, Central Electricity Authority.

Planning Commission, Ministry of Environment and Forests etc.for

effective interfacing with the Power Sector as a whole in the country and

also R&D sector of DAE.

The Registered Office of the Company is at 16 Floor ,Center 1,World

Trade Centers ,Cuffer Parade Mumbai 400005 and its Corporate Office is

at Nabhikiya Urja Bhavan and Vikaram Sarabhai Bhavan ,

Anushaktinagar ,Mumbai 400094. The authorized Share capital of the

company is Rs.10145 crores as on 31.3.2007. Total asset of the Company

are in the order of Rs 33000 Crores

After formation of the Company a massive programme of setting up

Nuclear Power Reactor was launched . A focussed approach was

adopted to have all-round improvement in operation and maintenance,

safety, finance, etc. which will also generated internal surplus besides

establishing the viability of nuclear power as along term strategy. NPCIL

has gained significant experience in setting up PHWRs and operation

them. This technology has achieved a state of maturity.

SITE APPROVED IN-PRINCIPLE BY THE GOVT. (6800 MWe)

LOCATION RATED CAPACITY TYPE OF REACTOR MWe

KAKRAPAR 2 X 700 PHWRs(GUJARAT)

KUDANKULAM 2 X 1000 LWRs(TAMILNADU)

RAWATBHATA 2 X 700 PHWRs(RAJASTHAN)

JAITAPUR 2 X 1000 LWRs(MAHARASHTRA

ATOMIC ENERGY COMMISSION

ATOMIC ENERGY REGUL ATOR Y BOARD

DEPARTMENT OF ATOMIC ENERGY

R&D ORGANIS ATI ONSBhabha Atomic Research

Centre, Mumbai

Indira Gandhi Centre for Atomic Research,

Kalpakkam

Raj a Ramanna Centre for Advanced Technology,

Indore

Variable Energy Cyclotron Centre, Calcutta

Atomic Minerals Directorate for Exploration

& Research, Hyderabad

PUBLIC SE CTOR UNDERTAKI NGS

Nuclear Po wer Corp. of India Ltd., Mumbai

India n Rare Earths Ltd., Mumbai

Uranium Corp. of India Ltd., Jaduguda

BHAVINIKalpakka m

Electronic s Cor p. of India Ltd., Hydera bad)

INDUSTRIAL FACILITIES

Heavy W ater Board,Mumbai

Nuclear Fuel Complex, H yd erab ad

Board of Radiation & Isotope Technolog y,

Mumbai

SERVICE ORGANISATION

Directorate of Purchase & Stores ,

Mumbai

Directorate of Construction, Services & Estate Man agement,

Mumbai

General Services Organization,

Kalpakkam

Institute of Mathematical Sciences, ChennaiInstitute of Pharma Research, Ahmedabad,Atomic Energy Education Society, Mumbai

Institute of Physics, BhubaneshwarMehta Research Institute of Maths & Mathematical Physics, Allahabad

Tata Institute of Fundamental Research, MumbaiTata Memorial Centre, MumbaiSaha Institute of Nuclear Physics, Calcutta

Board of R esearch in Nucl ear SciencesNational Board of Higher Mathematics

AIDED INSTITU TIONS

Principle objective and working of nuclear power plants

Nuclear power plants generate electricity. The principle used is same as that in a thermal power plant, with the difference that a nuclear plant uses uranium to produce heat whereas a thermal power plant burns coal.

Principle

Nuclear power generation utilizes the heat energy from the atomic fission of natural uranium U-235 to produce steam. This steam in turn drives the turbo generator to produce electricity.

Objectives To maximize generation (2891 Mus or More) and capacity utilization (75% or

more) in a safe manner.

To minimize the number of forced outages to as low as responsible

achievable.

To minimize outage period for planned maintenance and at the same time

achieving the maintenance objectives.

Planned implementation of conditions monitoring in service inspection,

modification and upgrading program in an optimal manner during planned

maintenance outages.

To minimize radioactivity release to as low as reasonably achievable.

To minimize radiation exposures to as low as reasonably achievable.

To minimize heavy water losses to as low as reasonably achievable.

To progressively optimise inventory levels.

To progressively achieving energy conservation in an efficient manner.

To improve quality in all activities by ensuring adherence to procedures pre-

jobs briefings and training/re-training of personnel.

To treasure human resources by continuous exposure to training.

To ensure human resources development quantitatively and qualitatively and

in a sound and cordial industrial relations environment.

Working of Nuclear Power Plants FISSION REACTION:

92U235 + ON1 = 38Sr90 + 54Xe144+ 20N1 + gamma ray

Thermal neutrons continue the chain reaction by splitting other uranium

atoms releasing radioactivity, fission fragments, fast neutrons and heat

energy.The energy generated by the fission is transmitted from the fuel

bundle with the help of high-pressure heavy water called PHT (primary

heat transport). The PHT system takes away the heat from the fuel

bundles to the mineralised water into the steam generator. Here steam is

generated at a pressure of 40-48 kg/cm sq. this steam is then transported

through pipes to turbine hall where the turbine and generator are

installed. The steam enters the turbine and runs it at a speed of 300 RPM.

The generator and the turbine run at the same speed as they are coupled

together. The electricity generated is sent to the station switchyard for

transmission to the Northern grid.

Petroleum prices are escalating. The amount of coal required for

400Mwe power generation is of the order of 5x106 kgs per day. Whereas

a nuclear power station of the same capacity needs only 200 kg of atomic

fuel per day. Transportation of coal of such magnitude over long

distances is not economical.

Several years ago, the DAE has selected heavy water moderated natural

uranium reactors as the type with the greatest promise under Indian

conditions. Reactors of this type use fuel available within the country &

do not require large capital and operating outlays for fuel enrichment.

With collaboration of Atomic Energy of Canada Limited (AECL), who

had considerable experience in the design and operation of such reactors

at the time, a research reactor CIRCUS was built which provided the

required operating experience for the personnel and confidence for the

management.

Nuclear power plants are considerably more expensive to build than

alternative thermal plants. To be economic they must therefore operate at

high capacity factor throughout their lifetime. But to command high

utilization, any plant must have low operating costs. In this connection,

the low fuelling cost of heavy water natural uranium reactors are of major

economic importance, and are expected to result in lower operating costs

that can be achieved either in conventional thermal plants or other types.

The strategy adopted for Indian nuclear power program is that heavy

water power reactors using natural uranium would produce power and

plutonium in the first stage. The plutonium produced from these reactors

would be used to set up high breeding ratio fast reactors to produce

additional power and plutonium in the second stage. In the third stage

thorium would be utilized in both the fast and the thermal reactors, which

would give unlimited source of power.Consequently it was decided to

build twin “PHWR” (pressurized heavy water reactor) type of power

reactors. The site is selected by a high-powered committee, based on the

need of electrical power, the potential for industrial expansion,

availability of large quantities of water and less population.

AIM, MISSION, VISION

AIM

One of the chief aim of department of atomic energy

(DAE) is development of nuclear energy for economic

power generation as an alternative source of electric

power when in due course the conventional sources

[hydro and thermal] will be exhausted in the country.

MISSION

"To develop nuclear power technology and to produce

nuclear power as a safe, environmentally benign and

economically viable source of electrical energy to meet

the increasing electricity needs of the country."

VISION

Achieve installed capacity of 20,000 Mw by the year

2020.

INTRODUCTION

TO

NARORA ATOMIC POWER STATION

(NAPS)

Narora Atomic Power Station

NAPS, Distt.Bulandshahr, (UP)

Narora is a small religious town in Bulandshahr District of Uttar pradesh situated on the banks of the Ganges- the most sacred river of Hindu mythology and is approximately 150 km from the national capital, Delhi. The nearest population center is Aligarh, which is 60 km away from the plant site.

The station is connected to high voltage network through five 220 kV lines, one to Moradabad, one to Harduaganj, to simboli & two to khurja. It is designed for base load operation as a commercial station. NAPS is the 4th nuclear power station in the country and the first indigenous nuclear power plant in India. The station has two pressurized heavy water reactors with an installed capacity of 220 Mwe each using natural uranium as fuel. The Indian engineers and scientists have done the execution of the project, including design, engineering, erection, commissioning and operation.

The generated electricity is being supplied to the nine (9) neighbouring feeders in which up is the main state, through northern regional electricity grid. Another important milestone in the Indian nuclear

program achieved in NAPS is standardization of PHWR units, which is a stepping-stone to the future 500 Mwe units. The reactor use natural

uranium available in India as a fuel & heavy water produced in the country as moderator and a coolant.

Narora atomic power station is an ISO 140001 and IS 18001 certified company. The total manpower strength at NAPS is about 1165 employees.

PARAMETER UNIT-I UNIT-II

Foundation stone 4th Jan. 1974 4th Jan. 1974

Excavation started 15th Feb. 1976 15th Feb. 1976

Fuel loading 11th Oct. 1988 9th Aug. 1991

1st criticality 12th Mar. 1989 24th Oct. 1991

1st synchronisation 29th July 1989 5th Jan. 1992

Commercialisation 1st Jan. 1991 30th June 1992

ISO-14001 Certification 19th AUGUST 1999

IS-18001 Certification 6th Feb 2006

OBJECTIVES OF NAPS

OBJECTIVES

IMPORTANT DATES

1. To maximize the power generation and profitability from nuclear power stations in operation with a motto of achieving the excellence in "safety first and production next".

2. To increase nuclear power generation capacity in the country consistent with available resources in a safe, economical and rapid manner in keeping with the growth of energy demand in the country.

3. To continue and strengthen QA activities relating to nuclear power program within the organisation and those associated with it.

4. To develop personnel at all levels through an appropriate Human Resources Development (HRD) program in the organisation with a view to further improving their skills and performance consistent with the high technology operations.

5. To continue and strengthen the environmental protection measures relating to nuclear power generation.

6. To continue and strengthen the public awareness programmes for enhancing and improving the public perception for Nuclear Power in the country.

7. To share appropriate technological skills and expertise at national and international levels.

8. To bring about modernization and technological innovation in its activities.

9. To explore and promote participation of Indian Industry, SEB's and PSUs in the nuclear power capacity addition programme by forming Joint Venture Projects.

10. To coordinate and endeavour to keep the sustained association

with the other units of DAE for necessary inputs.

STAFF OF NPCIL WITH CATEGORY

Employee Grading: -

1. Administrative Staff(a) Accounts (b) HR SOURCES (i) DGM/Sr.Manager

(c) C&MM (ii) Manager

(iii) Deputy Manager

(iv) Asstt. Manager

(v)SRA-2,SRA-1(Sr. Asstt)

(vi) AG-3, AG-2, AG-1

(Assistant Grade)

(vii) Stenographer.

2. Technical Staff - (i) Scientific Officer (Engineer Category)

Grades- SO/B, SO/C, SO/D, SO/E,

SO/F, SO/G, SO/H.

(ii) Scientific Assistant (supervisory category)

Grades-SA/A, SA/B, SA/C, SA/D, SA/E

(iii)Technicians (working category)-

Grades- T/A, T/B, T/C, T/D, T/E, T/F,

T/G, T/H.

3. Auxiliary Staff- (i) Hospital staff (ii) Fire staff

(iii) Canteen staff (iv) Transport staff

Entry Pay in the revised pay structure for direct Recruits appointed on or after 1.1.2006:

PB-1 (Rs 5200-20200)

Grade pay Pay in the Pay Band Total1800 5200 70001900 5830 77302000 6460 84602400 7510 99102800 8500 11360

PB-2 (Rs 9300-34800)

Grade pay Pay in the Pay Band Total4200 9300 135004600 12540 171404800 13350 18150

PB-3 (Rs 15600-39100)

Grade pay Pay in the Pay Band Total5400 15600 210006600 18750 253507600 21900 29500

PB-4(Rs 37400-67000)

Grade pay Pay in the Pay Band Total8700 37400 461008900 40200 4910010000 43000 5300012000 4700 59100

POLICIES OF NAPS

SAFETY POLICY

Narora Atomic Power Station (NAPS), a unit of Nuclear Power

Corporation of India Limited (NPCIL), engaged in generation of

electricity from Nuclear Energy at Narora, is committed to perform all

its Station operations with high degree of technical competence and

poised fail safe systems to ensure paramount safety at par with

International Safety Standards.

SAFETY OBJECTIVES :

To maximize safety at all levels and at all stages in day-to-day Station activities.

To adhere to commitments made in International Conventions on Nuclear Safety.

To maintain effective communication, supervision and control for enhancing. Safety

NPCIL is Committed to :

Comply with applicable safety regulations & legislations Regular identification and assessment of Station Safety

requirements.

Extensive orientation and appropriate training to employees and others involved in operations.

Appropriate safety awareness to surrounding community.

Ensuring adequate use of suitable personal protective equipment during work at NAPS.

Supervision & Monitoring for compliance of safe practices.

QUALITY POLICY

NAPS, a unit of Nuclear Power Corporation of India Limited (NPCIL),

engaged in generation of electricity from nuclear energy at Narora, is

committed to perform all its station operation with high degree of

technical competence and poised fail safe systems to ensure paramount

safety at par with international safety standards.

Quality objectives:

To maximize customer satisfaction at all levels.

To attain and maintain high technical competence and professional

standards.

To provide continuous, efficient and effective services.

NAPS is committed to:

Implement the policy and achieve quality objectives.

Practice and maintain a documented quality system.

Constantly endeavor to upgrade the knowledge and skills of

employees.

Provide a participative work environment to foster excellence and

teamwork.

Regular evaluation and improvement of quality in station

operations and services.

ENVIRONMENTAL POLICY

NAPS, a unit of NPCIL, engaged in generation of electricity from

nuclear energy, is committed to operate the plant while striving for old

class environmental performance and safety standards.

o It is committed to be friendly with environment and to pursue

principles of “sustainable development” through environmental

protection and green belt development pro-actively.

It manages its operations in an environmentally responsible manner

and aim at “prevention of pollution” through continual improvement in

environmental performance by setting, achieving and reviewing

environmental objectives and targets regularly.

It complies with applicable laws, regulations and other

requirements.

It reinforces employee’s interest, trust, belief and commitment by

training to achieve continual improvement in environmental

performance in all operations, activities and services.

It is committed to a cleaner environment.

RADIOLOGICAL POLICY

NAPS is engaged to put continual efforts in reduction of collective

radiological doses to occupational radiation workers and the public.

OBJECTIVE : To minimize the external and internal radiological

doses of occupational radiation workers, to as low as reasonably

achievable (ALARA).

NAPS is committed to:

Any job in radioactive area shall be carried out only if there is a net positive benefit.

All jobs in radioactive areas shall be planned before hand.

Individual doses shall be reviewed daily and suitable actions, if required, shall be initiated for further reduction of dose.

All individuals shall observe the prevailing instructions on radiological safety.

Routinely carry out training and re-training of occupational radiation workers.

MAINTENANCE POLICY

The GOAL of maintenance i.e. SAFE, RELIABLE and EFFICIENT operation

of equipment is only possible when maintenance policy is understood and

effectively Implemented by all maintenance personnel in consistent manner.

This policy is to assure the quality of maintenance work and required reliability

of performance of the equipment. It covers the maintenance activities and forms

the basis of adequate maintenance programme.

Maintenance Objectives:

Have effective maintenance organization and administration. Have better work control. Conduct of maintenance in effective and efficient manner. Up to date maintenance facility and equipment. Have effective material management. Energy conservation. Have effective control of modification work process.

ACHEIVEMENTS

Honorable president of India, Dr. Abdul Kalam awarded NAPS the “Gold

Shield and Certificate for Outstanding Performance” the year 2001-2002

and 2002-2003.

Power minister awarded the “Merit Certificate For Good Performance” for

the year 2000-2001 and 2003-2004.

Station was awarded “AERB industrial safety award” for the year 2001,

2002 and 2004 by atomic energy regulatory board of India.

Safety Innovation Award 2005- instituted by safety and quality forum, the

institution of engineers (India).

Green tech safety gold award by “Green tech foundation of India”

OBJECTIVES OF STUDY

To know the working of the human resource department of NAPS.

To study the recruitment procedure in NAPS & its policies.

To study the method adopted by NAPS for performance appraisal.

To suggest areas in which improvement in methods of appraisal is

required.

To study the effectiveness of the present day facilities provided by

NAPS.

RESEARCH METHODOLOGY

The methodology employed for the study of the

project “Recruitment & Performance Appraisal”

is through the collection of primary and

secondary data. Primary data is obtained through

the observation, interviews and discussion with

the officers of the NAPS.

Secondary data is derived from the published and

unpublished sources, like company publications

such as annual reports, annual plan, magazines

and publications from Department of Atomic

Energy and Nuclear Power Corporation of India

Limited.

INTRODUCTION

OF

HUMAN RESOURCE MANAGEMENT

IN

NPCIL/ NAPS

HUMAN RESOURCE MANAGEMENT STRATEGIES IN PUBLIC SECTOR UNDERTAKINGS INTRODUCTION

Management today has become the most significant part of an

organization and it is the basic function for the application of technology

and utilization of human and material resources in industry. Employee

development in public sector undertakings is very important growth. In

view of the huge investments in PSE’s by the Government the

performance in Public Sectors will have a telling effect on the socio

economic growth of the Nation. Organisational set up of Public Sector

Undertakings should be planned and streamlined keeping in view the

following national objectives of he Public Sector.

To promote economic development and growth.

To promote self-reliance in strategic sectors and diversify the economy.

To reduce regional and social imbalances.

To generate surplus for reinvestment.

These objectives can be achieved only when each of the public Sector

Units are converted into profit centres, which is the primary goal of the

industry. The attainment of the goal is only possible through HRD,

which in other words means achieving perfection in all areas of

operation.

In a dynamic and fast changing world, organisations also have to be

dynamic. Organisations would like to grow in various ways and possess

ability to respond to its environment and may even like to have

considerable impact on them. To be able to do these, they should be able

to induce dynamism through developing human capabilities by applying

HRM (Human Resources Management) strategies to personnel

Development strategies to personnel practices. HRM system aims at

developing and enabling capabilities of people in the organization.

WHAT IS HRM?

Human Resource Management is a process not merely a set of

mechanism and techniques. It is needed by any organization / industry

that wants to be dynamic and growth oriented in fast changing

environment and technological advancement. Organisations can become

dynamic and grow only through the efforts and competencies of their

human resources.

WHY HRM?

The existing systems of the personal management functions in the PE’s

have been reviewed with a view to improve the effectiveness’ of the

system by emphasizing HRM approach to these systems.

Development of Human Resources.

The organizational health and self-renovating capabilities (i.e.

“attitudes, knowledge, skill values) and industrial climate.

Better utilization of manpower.

To improve quality work life.

To improve the feeling of commitment and involvement i.e. Total

employees involvement.

To improve productivity.

HRM MECHANISMS

To achieve the HRM objectives in the PSU’s have included following

mechanisms:

Performance Appraisal.

Potential Appraisal and development.

Career Planning and Manpower Planning.

Succession Planning, job rotation.

Incentive Schemes, Suggestion schemes, Employee welfare.

Quality of work life, Training.

Grievance Mechanisms, Quality Circle.

Participation in Management.

Rewards, Feedback.

House Keeping and Safety Programmes.

SCOPE

HRM involves long-term perspective, which visualize change through

involvement and ownership of such changes by the participants. The

HRM takes a positive view of the people and their potential and tries to

foster a climate conductive to growth and development. Hence its scope

is vivid to different fields and it fast changing up management principles.

HRM BENEFITS

Following will be the advantages after implementing the HRM system:

Improvement in productivity.

Improvement in capabilities of the employees.

Motivation factor will be high.

Performance and potential appraisal system will improve.

Creation of opportunities for advancement.

Improvement in performance related reward systems.

CONCLUSION

Human Resource Management (HRM) itself becomes very broad based

as stated by enthemkuzhy wherein it is process undertaken to promote,

the intellectual, more psychological cultural social and economic

development of the individual so as to help him to achieve hi9s highest

human potential as resources for the country. It means a total all round

development of the person so that he can contribute his best to the

community and the nation. HRM is undoubtedly a universal panacea.

Introduction of Human Resource Management In NPCIL/NAPS

The HR Management is divided into six sections. These are as follows:-

1. ESTABLISHMENT SECTION

2. SEVICES SECTION

3. PUBLIC RELATIONS

4. ESTATE MENAGEMENT SECTION

5. LEGAL CELL

6. RECRUITMENT AND PROMOTION

SECTION

ESTABLISHMENT SECTION

The employee in this section maintains the record of around each and

every employee. They maintain the record of the employee personnel

information plus whatever, benefits he has acquired out of the

organization in terms of schemes published by the NPCIL. These records

are maintained in two books i.e.

(a) SERVICE BOOK : The service book contains the

permanent entries about the employee career progression

details, the increment details, LTC availed by an employee,

insurance details and all important events taking place during

the service period.

(b)PERSONAL BOOK/FILE : This file contains the

particulars of an employee i.e. their bio-data, permanent and

temporary addresses and all the papers an employee has

submitted to the organization for fulfilling various terms and

conditions and availing facilities.

The establishment section also administers the different schemes of

NPCIL for its employees such as-

(a) LTC (leave traveling concession) -

APPLICABILITY

1. All employees of corporation.2. Those who are on probation.3. Those who are working in NPCIL on deputation.4. Those appointed on contract for a period of two years or more.

NOT-APPLICABLE

1. Part time employees.2. Muster roll, daily rated, casual employees.3. Persons appointed on contract for less than 2 years.4. Permanent deputationists, DAE surplus pool employees.5. Stipendiary trainees such as, tradesmen, scientific assistant, engineer

trainees.6. Apprentice under apprentice act.7. Those who are availing LTC from other sources e.g. spouse working in

Railways, air India etc.

Rail / Air Entitlements:

Grade Pay EntitlementsOfficers drawing grade pay Rs.10000/-and above and those in pay scale of HAG+and above

Business/Club class by Air/AC First class by Train

Officers drawing grade pay Rs.7600/-,Rs.8700 and 8900/-

Economy Class by Air/AC First class by Train

Officers drawing grade pay Rs.5400/-,Rs.6600

Economy Class by Air/AC II class by Train

Officers drawing grade pay Rs.4200/-,Rs.4600/- and 4800/-

AC II Tire Class by Train

Officers drawing grade pay below Rs.4200/-

First Class/AC III Tier/AC Chair Car by Train

Sea /River Steamer EntitlementsGrade Pay EntitlementsOfficers drawing grade pay Rs.5400/-and above and those in pay scale of HAG+and above

Highest Class

Officers drawing grade pay Rs.4200/-,Rs.4600/- and 4800/-

If there be tow classes only on the steamer, the lower class

Officers drawing grade pay Rs.4200/- and Rs.2800

It there be two classes only on the steamer, the lower class

It there be three classes, the middle or the second class

It there be four classes, the third classes.

Officer drawing grade pay less than Rs.2400/-

Two lowest class

Accommodation entitlements for the travel between the Mainland and the Andaman and Nicobar Group of Islands and the Lakshadweep Group of Islands by ships operated by Shipping Corporation of India Limited will be as follows.

Grade Pay Travel EntitlementsOfficers drawing grade pay of Rs. 5400/- and above and those

Deluxe Class

in pay scale of HAG+and aboveOfficers drawing grade pay of Rs. 4200/-, Rs.4600/- and Rs.4800/-.

First/A Cabin Class

Officers drawing grade pay of Rs. 2400/- and Rs. 2800/-

Second/'B' Cabin Class

Officers drawing grade pay less than Rs.2400/-

Bunk Class

Travel entitlement By Road

Grade Pay Travel Entitlementi) Officers drawing grade

pay Rs.10000/-and above and those in pay scale of HAG+and above

Actual fare by any type of public bus including air-conditioned bus OrAt prescribed rates of AC Taxi when the journey is actually performed by AC Taxi Or At prescribed rates for auto rickshaw for journeys by auto rickshaw/own scooter/motor cycle/moped, etc.

Officers drawing grade pay Rs.5400/-,Rs.6600, Rs.7600/- 8700/- and Rs. 8900/-

Same as for (i) above with the exception that journeys by AC Taxi will not be permissible

Officers drawing grade pay Rs.4200/-,Rs.4600 and Rs.4800/-

Same as for (ii) above

Officers drawing grade pay Rs.2400/-and above but less than Rs.4200/-

Actual fare by any type of public bus other than air-conditioned bus OrAt prescribed rates for auto rickshaw for journeys by auto rickshaw/own scooter/motor cycle/moped, etc.

Officers drawing grade pay below Rs.4200/-

Actual fare by ordinary public bus only or At prescribed rates for auto rickshaw/own scooter/motor cycle/moped, etc.

Amount payable for LTC :

Actual fare as per entitled class from the nearest railhead / air port of the Headquarter to place of visit / Hometown for self and family.

Fare by public conveyance / RTO licensed taxies (for Grade pay Rs.4200/- and above) from duty station to nearest railhead / air port and vice versa.

CONDITIONS

1. LTC can be availed during regular / casual / special casual leave / maternity leave / study leave.

2. Concession not allowed during holidays / unauthorised absence.3. Concession can be availed during Leave Preparatory to Retirement,

provided return journey is completed before expiry of leave.4. Circular tickets can be allowed.5. ‘Place of visit’ to be declared in advance and declared place must be

visited in LTC. Declared place of visit can be changed before commencement of journey and cannot be changed after commencement

6. of journey. Due to circumstances beyond employee’s control, if he could not visit declared place, SD/Competent authority can relax the condition. In such a situation claim is to be admitted up to such intermediately station.

7. If both husband and wife are corporation employees LTC is applicable to only one of them.

8. If employees spouse is employed in other organizations in which similar concession is there, the employee will have an option of receiving concession for self and family either from corporation or from spouse organisation. The concession will be allowed in corporation after getting necessary certificates from spouse organisation.

LTC Advance - 100% of anticipated fare by entitled class 65 days in advance is given as LTC advance.

LTC claim - LTC claim should be settled within a month of advance taken.

LTC claim should be made within 3 months if advance not taken.

LTC encashment –

Encashment available against ‘visit to any place in India’ for self and

family members to

the extent of 100% of the fare by entitled class of travel for 1500 kms

each way.

For Encashment, the employee or any of his family members should not

have availed LTC any place in India.

Encashment only to the basic fare and not to reservation charges etc.

Encashment is permissible only if the employee avails 6 days of any kind

of leave i.e. EL/ commuted leave etc.

Encashment during Grace period not permissible.

(b) HOSTEL SUBSIDY SCHEME

APPLICABILITY

(i) All NPCIL employees. (ii) Persons on deputation to NPCIL.

NOT-APPLICABLE - DAE deputationist Casual employees Daily rated employees Ad hoc employees Part-time employees Apprentices Stipendiary trainees

NPCIL hostel subsidy:

Scheme A (for schools)

Subsidy @ Rs. 3000/- p.m. payable to the employee.

Because of transfer he is obliged to keep his children in the hostel of a school away from the station at which he is posted and/ or residing.

Payable up to 10+2 or senior secondary school. Not eligible for study for a child more than one academic

years in the same class. Maximum for two children hostel subsidy can be allowed.

Scheme B (for college)

The hostel subsidy can be payable at the rate of Rs. 3000/- p.m.

Stay should be in:

Hostel attached to a recognized institution or stays in a hostel recognized by central government or state government or union territory administration.

Private accommodation around college subject to furnishing a certificate indicating the address of the private accommodation in which the ward is staying and also indicating expenditure incurred in obtaining such private accommodation.

Hostel subsidy is payable when the child undergoes a course leading to:

First degree or diploma approved by university after 10+2 stage.

After completing first degree or diploma joining other courses cannot be termed as first degree or diploma and hostel subsidy cannot be paid even if the employee has not claimed hostel subsidy for the first degree or diploma.Example: post-graduation cannot be termed as first degree or diploma.

After diploma if an employees son/daughter joins degree, hostel Subsidy may be granted, for such degree, if he has not claimed hostel Subsidy for diploma.

Physically handicapped children of the employees studying in a recognized / approved colleges are eligible for hostel subsidy.

I.T.I courses are allowed after high school.

3 years nursing diploma after 10+2 is allowed.

(c) PROVIDENT FUND EMPLOYEE PROVIDENT FUND SCHEME, 1990

The scheme came in to effect from 1st nov.1989. Emoluments means basic pay and dearness pay. Employee of the company by giving an undertaking can entitle and

become the member of the fund scheme. The amount of subscription shall be fixed by the member himself

subject to:

(a) Expressed in whole rupees.(b)Sum expressed is not less than 10% of emoluments, which he was

entitled on that date.

The subscription so fixed may be reduced once at any time during the course of the year and enhanced twice during the course of the year.

Company’s contribution to the fund, on or before 10thof the following month to the fund an amount equal to the amount subscribed by the member limited to 10% of the monthly emoluments.

Thus, three types of accounts are maintained:

(a) Employer’s contribution account.(b)Employee’s subscription account.(c) Employee’s voluntary subscription account.

Advances from the Fund

1. Illness : Expenditure in connection with illness, confinement or disability

including the traveling expenses of the official and family members or

dependents.

2. Education: Cost of higher education including travel expenses of the

subscriber and family members or dependents.

a. For education outside India for academic, technical, professional or

vocational course beyond the High School stage.

b. For medical, engineering or other technical or specialized course in

India beyond the High School stage.

3. Obligatory Expenses : Obligatory expenses in connection with

betrothals, marriages, funerals or other ceremonies.

4. Cost of legal proceedings : Instituted by or against the subscriber, a

family member or dependent.

5. Cost of defence : When he engages a legal practitioner to defend himself

in an enquiry in respect of any alleged official misconduct on his part.

6. Purchasing consumer durables: TV, VCR, VCP, Washing machines,

cooking range, geysers and computers etc.

Nomination - A subscriber can nominate one or more persons conferring

the right to receive his EPF amount in the event of his death.

Withdrawal from fund:

After completing 15 years of the service of a member or within 10 years

before the date of his retirement on superannuation, whichever is earlier.

The member is eligible for:

(i) Meeting cost of higher education of the member or child.

(ii) Expenditure in connection with betrothal/marriage of family member of an employee actually dependent upon him/her.

(iii) Meeting expenses in connection with illness of the member/family or

any persons actually dependent on him/her.

(iv) For purchase of motorcar up to Rs.50,000/- or scooter Rs.8000/-.

(v) For motorcar basic pay should be Rs.10,500/- p.m., for scooter Rs.4600/-p.m.

Withdrawal up to 90% of the amount standing to the member for: -

(a) Purchase of a house site.(b)Construction of house/flat from development authorities/ housing

boards. NOTE: if the period of membership is less than the five years

otherwise on the death, superannuation, medically invalidation or abolition of

post or reduction of establishment the total amount of member’s own

subscription and interest there on shall be paid to the members after deduction

of tax.

Company’s contribution and interest shall be forfeited to the fund.

On superannuation the employer’s, employees contribution together with

interest are payable to the member.

(c) LEAVE RULES

1. Leave cannot be claimed as a matter of right.

2. Leave sanctioning authority (LSA) can refuse or revoke but cannot alter

the leave.

3. Leave of one kind can be converted into leave of different kind at the

request of official and discretion of LSA - Within 30 days, within service

and not after quitting service.

4. LSA can convert absence into EOL (extraordinary leave).

5. Max. Leave that can be granted continuously by is 5 years.

6. G.S. should not take employment while on leave.

7. A Gazetted government servant should produce Medical Certificate

(M.C.) from CGHS/AMA and non-Gazetted G.S. should produce M.C.

from CGHS/AMA/RMP. Medical fitness certificate is necessary for

returning to duty.

7. LSA may secure second medical opinion if necessary.

9. Overstayal of leave without sanction debited to HPL and no leave salary

also payable. Overstayal will not count for increment, leave and pension.

10. For Overstayal- disciplinary action can be taken.

EARNED LEAVE:

Credited @ of 15 days or 1stjan or 1stjuly every year. Credit will be reduced by 1/10 of EOL (extraordinary leave)

availed/dies non. Maximum accumulation up to 300 days. EARNED LEAVE FOR INDUSTRIAL EMPLOYEES :

Credited @ of 30 days for every completed 240 working days of the previous year. Those who have worked less than this will get proportionately. Working days means actual working days in which the workmen worked in the plant.

HALF PAY LEAVE:

HPL credited in advance at the rate of 10 days on 1st Jan and 1st July every year. Half pay leave to be credited every half year will be reduced at the rate of 1/18 of the period of dies non during the preceding half-year. HPL can be availed with or without medical certificate.

COMMUTED LEAVE :

Not exceeding half of the amount of half pay leave due can be taken on medical certificate.

MATERNITY LEAVE:

180 days admissible only to female employees with less than two surviving children.

PATERNITY LEAVE:

15 days to male employees during wife’s confinement.

CASUAL LEAVE:

Casual leave can be with special casual leave but not with any other kind of leave such as earned leave/HPL/commuted leave etc.

Sundays/public Sundays falling during a period of casual leave are not counted as a part of casual leave.

Casual leave is normally granted for more than 5 days at a time. LTC can be availed during casual leave.

LEAVE ENCASHMENT RULES, NPCIL (1994 )

Schemes applicable to all employees of corporation and not applicable to employees on deputation to the corporation, trainees etc.

‘Pay’ means PAY+DP+DA+SPECIAL PAY+PERSONAL PAY+NPA (non practice allowance for doctors).

NOTE: -

- Only annual leave and earned leave are to be encashed.- Normally 25% of the leave or 30 days to be encashed.- Encashment can be given for 25% of total EL or 30 days

whichever is lower.

- Encashment to be permitted only once in a year.

Encashment of leave= Last pay drawn X No. of days to be encashed

30

INTEGRATED BUSINESS APPLICATION:

IBA

( Integrated Business application .)

It contains three main Modules.

Human resource Finance C& MM

Meaning of IBA

An integrated n line wave based system cover different function requirement of contact of contract and material management) financial management , and Personal & Human resource management . Number of modules in HR section .

Leave LTC Security service Book Manpower plant pay fixation

PF Lone Property stationary Administration audit or HR audit miscellaneous Accommodation Attendance Training Transport Disciplinary

User level security

Login using user I.D (employee number) Login using password . Password encryption -: the password is encoded in the application and is

store in the data base in an encrypted from the encryption follows a 128 bit encryption.

Reset password facility through (administrator.) Change password Session time out.

ADVANCES

This section is for sanction of loan to an employee.

Several types of advances are as follows:

Festival advances:

Eligibility: Non Executive category of employees whose Grade Pay

does not exceed Rs.4800/-. Official on EL / Maternity leave are eligible.

Amount of Advance: Rs.3000/-

Sanctioning Authority:Head of Office

Not Eligible: Officials under suspension are not eligible. Officials on

HPL or EOL or LPR are not eligible.

Employee transferred during the year should certify

non-drawl of advance in the previous office in that year.

Conditions:

1. Admissible only once in a financial year even if the festival falls twice in

the same year.

2. Earlier advance, if any should have been recovered in full.

3. Should be drawn before the festival. Time lag between dates of drawl

and disbursement to be reduced to the minimum.

4. Surety of a permanent Government Servant is necessary in cases of

temporary officials but can be waived if the authority is satisfied about

full recovery / adjustment during temporary service.

Recovery:

1. Should commence with the issue of pay for the month following that in

which the advance is drawn.

2. Not more than 10 monthly instalments.

Motorcycle advance

Eligibility –

Basic pay + NPA+SI>=4600

Successful closing of probation

Amount of advance-30000/- or 6 months pay or anticipated price.

Subsequent advance Rs.24000/- or 5 months pay or anticipated price.

Nos. of installments- 70

Interest rate- 8% p.a.

Conditions-

Less than five years experience, surety bond is required.

Recovery immediately after issue.

Prior sanction of competent authority is required for sale.

Personal computer advance

Eligibility –

Basic pay + NPA+ SI>=10500/- and For NPCIL employees

BP+DP (dearness pay)>=5000

Five years continuous service.

Amount of advance-

80000/- or 11 months pay or anticipated price. Subsequent

advance Rs.75000/- after 3years.

For NPCIL employees having basic pay 5000/- and above but

below 10500/-, PC advance is Rs. 50000/-

Nos. of installments- 150

Interest rate- 11.5% p.a.

Conditions –

Less than five years experience, surety bond is required.

To be mortgaged to NPCIL.

Total recovery should not exceed, 50% for PC/car loan.

Recovery immediately after issue.

Prior sanction of competent authority is required for sale.

Motorcar advance

Eligibility –

Basic pay + NPA+ SI>=10500/-

Successful closure of probation.

Amount of advance-1,80000/- or 11 months pay or anticipated price. Subsequent advance Rs. 1,60000/- or 11 months pay after 4 years.

Nos. of installments- 200

Interest rate- 11.5% p.a.

Conditions-

Less than 5years experience, surety bond is required.

To be mortgaged to NPCIL.

Total recovery should not exceed, 50% for PC/car loan.

Recovery immediately after issue.

Prior sanction of competent authority is required for sale.

Bicycle advance

Eligibility – Basic pay + NPA+ SI>=5000/-

Amount of advance- 1500/-. Subsequent advance after 3 years.

Nos. of installments- 30

Interest rate- 8% p.a.

Conditions –

Cash receipt required.

Priority for those who have not drawn advance in last 5 years.

Recovery starts immediately.

Equipment advance

Eligibility – Only for NPCIL employees. Deputationists, not eligible. Successful closing of probation.

Amount of advance- 15,000/-. Subsequent advance after 5 years.

Nos. of installments- 60

Interest rate- 7% p.a.

Conditions –

Only new articles to be purchased.

Surety to less than 5 years experience employees.

Receipt to be produced.

House Building Advance

Eligibility: All NPCIL employees who have completed 5 years service

are eligible for applying house-building advance and

If both husband and wife are working, then only one of them is eligible

for HBA.

Purpose of HBA:

Acquiring a plot and construction thereon.

Constructing a new house on a plot owned already by the official and

spouse.

Enlargement of existing house.

Purchase of house/flat from state housing boards, government control

bodies, local bodies, development authorities, from parties i.e.,

registered builders, architects and not from private individuals.

Amount of advance:

34 times of basic pay + DP+ NPA+SI subject to a maximum of 7.5

lakhs.

Only one HBA in entire service.

The amount of advance is restricted to ‘repaying capacity’.

Nos. of installments: The entire amount of advance together with

interest is repayable in 20 years, 180 monthly installments for principal

and 60 installments for interest.

Commencement of recovery: Immediately on completion of

independent house or 24th month from the date of first installment.

Interest rate:

5 lakhs and below 5 lakhs: 8.5%

Above 5 lakhs: 9.5%

Conditions:

The official should not have availed of any loan or advance from the

government source, housing board etc.

The official should not already own a house in the town.

The title of the land should be clear.

GENERAL ADMINISTRATION

This section provides general facilities to the employees. The most important being medical facilities. DAE provides medical facilities to all its employees under the CHSS (contributory health services scheme) rule. The main functions of the general section are as follows-

1. Allotment of government quarters to employees.

2. Maintaining discipline.

3. Issuing dress, shoes etc. to the employees.

4. Taking disciplinary actions if the employees are found

doing misconducts.

5. Issuing medical card to employees.

MEDICAL FACILITIES UNDER CHSS RULE (NAPS)

CHSS SCHEME

Applicability

Scheme applicable to those living in Narora and its surroundings.

Claim not admissible under CS (MA) till they are in Narora /

surroundings.

Other station employees can avail OPD facility. On emergency inpatient

treatment can be availed.

Spouse / family of the deceased employee who has rendered 1 year or

more service are eligible for availing CHSS facility. Scale of Pay of the

employee will be the basis of subscription.

CHSS admissible to only trainees and not to their families. Stipend

treated as pay for the purpose of subscription.

Eligible family members of the employees who expired before

introduction of the scheme in NAPS. Subscription payable from

prospective date. Evidence that they are bonafide members of the family

to be produced.

Treatment Outside Narora-Treatment from AMA (authorized medical

attendant) allowed. Entitlement regulated under CS (MA) Rules.

Special facilities for chronic diseases.

Charges from specialised Hospitals, approved by CHSS will be paid

directly by NAPS.

Those who are referred outside Narora will be entitled to TA/DA as per

NPCIL TA Rules. [Only for chronic diseases].

MEDICINES

Medicines will be given free of cost on prescription of MO / Penal consultants / Doctors of hospitals / nursing homes.

CONTRIBUTION

1% of basic pay will be contribution towards CHSS. For persons joined before 15th of a month full contribution and after 15th

no contribution towards CHSS.

IMPRESTS

SD, NAPS will release the amount to recognised hospitals. Senior Manager (F&A), NAPS will have a watch over the amount

released to recognised hospitals.

ENTITLEMENT

BASIC PAY TYPE OF ACCOMMODATION

4590 or below General ward.More than 4590 and below 8000

Room with 4 beds

More than 8000 and below 11500

Room with 2 beds

More than 11500 Semi Private ward.

APPLICABILITY

Retired employees should have put in minimum 5 years service. 1-year contribution to be paid in advance. Pay 10-year contribution and avail life long CHSS facility.

PUBLIC RELATIONS

Public relations and welfare activity are embedded part of the personnel

management. Public relation covers the area related with personals

engaged with organization as well as outside of the organization, which

involves liaison work and co-ordination etc. welfare activities are being

provided in this organization.

The NPCIL is involved in part stated as under:

INDUSTRIAL RELATIONS

Unions / associations

Grievance handling

Dispute settlement

Contract labors

Strike related matters

Workman’s compensation

Monitoring activities

WELFARE ACTIVITIES

Housing

Education

Health and family welfare

Recreation, sports and cultural activities

Transport facility

Canteen and hostel

Marketing, banking, postal facilities etc.

Amenities co-operative

PROTECTIVE SERVICES

Security organization and planning

Standing order

Day –to- day problem and laps

Needs and procurements

Accident and safety

Vigilance

Civil defense

Services of AERB- with regard to safety matters.

EXTERNAL RELATIONS

Liaison activities – local administration, nagar palika, civil defense, CISF

and others.

Public awareness

Goodwill activities

Environment protection

Court cases/legal matters

Law and orders

IMPLEMENTATION OF PROVISION OF VARIOUS LABOR LAWS IN NPCIL

1. INDUSTRIAL RELATION LEGISLATION : - Trade union act, 1926

Industrial employment act, 1946

Industrial disputes act, 1947

2. SOCIAL SECURITY LEGISLATION: -

Workman compensation act, 1923

Minimum wages act, 1948

Payment of wages act, 1936

Gratuity act, 1972

3. WELFARE, SECURITY & SAFETY LEGISLATION: -

Factories act, 1948

Atomic energy act, 1962

4. AERB PROVISION: -

With regard to radiation safety atomic energy regulatory board (AERB) has the

power to frame rules and regulations and enforce. They are under atomic energy

act, 1962, for radiation safety in the country.

ESTATE MANAGEMENT

Estate Management is an important section in an organization. Every organization has an aim to get maximum out of its employees. For this purpose it gives many facilities to them so that, they can live happily and work happily.

One of the important facilities is to provide accommodation. Estate management does the job of providing accommodation to its employees.

Accommodation Criteria:

For providing accommodation there are two factors, which are considered. One is type of accommodation & another is eligibility of employees. When we talk of the type of accommodation, area and facilities in a type of accommodation are considered. In the other hand to consider the eligibility of employees their pay, date of joining, date of becoming eligible for certain type of accommodation, date of birth and the important factors that are considered. While considering accommodation for an employee his eligibility and type of accommodation are correlated

DIARY AND DISPATCH

Diary means to receive the dak of different place, make entry about it in a register, get it sorted out and distributed among reciepent. On the other hand in the work of dispatch, the dak is entered in to a register, after that posted stamps are pasted on the dak which send to the out of station places. It is send through post office, private courier. the dak meant for different section of the organization are delivered by hand & it does not need and postage stamp.

At NAPS entries about received dak & the dak meant for dispatch are made in computer, instead of paper & register besides posting of postage stamps on the dak to be dispatch is done through with a machine called Franking machine.

LEVRIES

Liveries are the general facilities given to the employee besides the salary. Such

as dresses, safety shoes, soaps, socks etc.

LEGAL CELL IN HR SECTION

According to government policy it’s mandatory to have legal section in every central government enterprise and PSU’s therefore NPCIL also have legal section

Role of law officer in NPCIL

To carry out the work related to legal matters in NPCIL

To initiate proactive action to prevent litigation by advising various functionaries in the corporation at the initial stages of decision-making process.

To defend the litigation against the corporation by submission of appropriate pleadings in consultation with the concerned functionaries

To render the advise/opinion on various issues, as may be referred to the legal group/law officers by different functionaries.

To interact with corporate office regularly for advice and keep the corporate office posted of the important legal cases and implement the decision of the corporation involving legal issues at station level.

To render professional assistance to the administrator/office-in-charge of the legal cases in the station and to defend in the best possible manner the interest of the corporation in all legal proceedings.

To co-0rdinte with counsel solicitors, advocates at the local level.

To render legal advice to the head of the deportment& administrator in their day-today requirement on routine legal matter.

To defend the legal cases arising in the corporation in the best interest of the corporation.

RECRUITMENT

CONCEPT OF RECRUITMENT:

Recruitment is one of the most critical and important functions of HR in any

organization because unless the right types of people are hired, even the best

plans of the organization will not succeed. It is a ‘linking activity’ bringing

together those with jobs and those seeking jobs.

It is the first stage in the process, which continues with selection and ceases

with the placement of the candidate.

In NAPS the recruitment section carries out the procedures for the promotion

of the of the employees, pay fixation, issue of confidential reports, reservation

matters etc. Recruitment procedure starts from HRP i.e. Human Resource

Planning.

Human resource planning is the process of getting the right number of qualified

people into right job at the right time.

 Planning is a process of preparing a set of decisions for action in the future.

Human resource planning may then be interpreted as a process of preparing a

set of decisions on human resources development for action by human

resources in future.

Micro level Human Resource planning is made at the enterprise or company

level. At this level the forecasts are needed for planning recruitment, promotion

and training. Forecasts will have to be in greater details as well as precise. A

well-defined manpower information system built up on the basis of personal

history record of each individual employee is a pre-requisite for making

detailed and precise forecasts at the company level.

 The working of an recruitment section can be summarized in the

following steps: -

PROCEDURE OF RECRUITMENT ADOPTED BY NAPSCREATION OF POST

 1 GENERAL PRINCIPLES

Meaning of a Post : A post represents a quantum of work of specified quality to be performed by an incumbent within allotted time in the overall context of the function to which it belongs. Furthermore it contributes to the objectives of the Organisation in which the function or discipline has a role.

  Level of a Post : The post is created at the optimum level so that it

gives the job just the required representation for maximum

effectiveness towards achieving function and Organisation goals in

an effective manner.

  GROUP A = GP RS.5400 AND ABOVE

GROUPB= GP RS. 4200 AND ABOVE BUT LESS THAN

RS.5400

GROUP C = GP RS.1800 BUT LESS THAN RS.4200

Number of Posts : Creation of adequate number of posts, in both quality and quantity is the pre-requisite for quality, safety, reliability and economy in the Corporation. But over-manning would adversely affect all the above objectives.

 

Time of Creation : The posts are created for approved work

programs and operated at the time considering the lead-time for

recruitment, training and work schedules.

2 GOVERNING PRINCIPLES FOR CREATION OF POSTS 

Job Description and Job Specification : The posts are created to match identified job descriptions with the skills and qualifications needed by the person who is to perform it as part of an assigned work programme.

Long Term Implication of Creation of Post : The creation of a post is to be seen in the context of long-term implication in regard to upward reporting structures, career planning or a chain down series of posts. Cost

of recruitment or redeployment or transfer and training required for filling at the lowest level is to be compared with costs and advantages of creation and filling with the appropriate persons at the higher levels.

  Career Planning : The proposal for creation of posts should be

scrutinised for its impact on the career plans of the proposed incumbent, his future growth prospects as well as those of superior, peer and subordinate levels. The intention is to see if the new function has wide enough range for future growth and if not whether the job envisaged could be clubbed with an existing function or discipline for common career growth. The decision to create posts includes an examination of whether the post would result in maximum long-term benefits to the Organisation as well as to the job incumbent.

Role of the Corporate Directorate/Group : The corporate directorates

or groups have their own yardstick to decide the utility of a post for the

corresponding group at the unit. The Annual plan proposal for creation of

posts is thus referred to a nodal agency, i.e. The HRD group which has an

expert cell processes the proposal for a decision for approval or otherwise

of the competent authority.

Control, Utilisation and Economy : Creation of a new or additional post is subject to strict scrutiny to keep control on costs of the work force and to avoid overstaffing in the long run. The Annual HR plan is derived from the overall standard sanction of posts and acts as a control mechanism for this purpose. Suitable and timely feedbacks are given to the unit for economising on manpower.

Administrative Controls : Administrative audit and corrective action at

periodic interval will ensure compliance with the prescribed procedures.

The purpose of the manpower control measures can be nullified if a close

watch is not maintained on overtime worked and the casual labour

employed. Such data are made available to the HRD group for correlation

with proposals for creation of posts and for consideration by the

respective corporate directorates/groups.

3 DELEGATION OF POWERS FOR CREATION OF POSTS

Objective of creating posts is to meet the needs for additional manpower

as approved and to ensure that the Organisation is run with optimum

manpower. Need for additional manpower may arise because of

expansion plans/new job requirements.

Powers for creation of posts are delegated to board of directors, managing director and executive director.

Conditions of Delegation 

1. No posts shall be created unless there already exists a post of similar character on a scale of pay approved by Central Government.

 2. No post shall be created retrospectively but this condition does not

apply to creation of scientific and technical posts to cover

promotions made under the merit promotion scheme.

3. The authority to authorise actual operation of the post created with

due approval may be vested in the unit head in respect of posts in

Groups B, C, D and Group A with CMD.

 

4 BANS ON CREATION OF POST AND FILLING OF VACANT POTS 

Government guidelines and directives should be strictly followed as

and when they are issued. Approval of MD/CMD is required for

filling up vacant posts in all groups where there is a ban. 

RECRUITMENT POLICY, OBJECTIVES AND RULES

 Vacancies in various categories of posts may arise either due to

additional sanction or due to resignations, retirement etc., of existing

staff. Whenever, new projects are started induction of large number of

persons are necessary. Once the vacancies have been identified action has

to be taken for filling the positions either by way of transfer, promotion

or induction. Before commencement of recruitment the following steps

must be gone through.

  1. Checking the job specification in terms of qualification and experience

needs norms.

2.  Job description in terms of the work content. 

Normally vacancies in A & B Groups are filled through open

advertisements and C & D Groups are filled through employment

exchanges. In case of C & D Groups recruitment notice needs to be

published in the Employment news also. Other channels of employment

are detailed in the following sections. Suitable reservation, relaxation of

age and concessions have to be given for SC/ST, OBC, Physically

Handicapped and Ex-serviceman as per the provisions contained in the

reservation orders issued by the Government of India from time to time. 

RECRUITMENT RULES: 

Recruitment rules will cover the following aspects.  

1. Designation and classification of posts, duration, scale of pay and

mode of filling up of the posts such as by direct recruitment,

promotion, deputation and absorption.

2. Qualification, age, experience, length of service etc.

3. Reservation for specified categories, such as SC’s/ST’s, OBCs

handicapped personnel, etc., and exemption from reservation.

4. General conditions imposed by the constitution of India such a

domicile, bigamous marriage.

5. Promotional avenues.

6. Appointing authority.

7. Recruiting authority.

 

SOURCES OF RECRUITMENT

1 RECRUITMENT THROUGH EMPLOYMENT EXCHANGE:

All vacancies meant for recruitment of personnel to posts in-group C & D

(Technical, Administrative & Auxiliary) should be notified to the

respective Employment Exchange. In addition, the recruitment notice

may also be published in the Employment news published by the

publication division of the Ministry of Information and Broadcasting,

Government of India and then consider the cases of all the candidates

who have applied along with those sponsored by the Employment

Exchange. Such recruitment notices should also be displayed on the

office notice boards for wider publicity.

 

Such notices shall have to be sent to Central Employment Exchange

(only if the vacancy is in the scale of pay of Rs.1400-2600 (pre-revised)

and other recognized SC/ST Associations and ex-serviceman and

Physically Handicapped Associations as notified by Government of India

from time to time.

2 RECRUITMENT THROUGH OPEN ADVERTISEMENTS

 All vacant posts in-group A&B should be filled through open advertisement. It is necessary to advertise in Employment News for recruitment of all groups of employees. Steps to be followed while recruitment is done through open advertisement are given below. 1. Identify the prominent empanelled advertisement agencies in the

region.

2. All identified vacancies may be notified to the press through the

empanelled advertisement agency.

3. While notifying the vacancies the numbers of vacancies reserved

for various categories like SC/ ST/ OBC/ Ex-servicemen/ PH etc.,

and unreserved vacancies should be clearly indicated.

4. Seek applications from candidates within one month of notification

in the paper.

5. Send the applications received to the Screening Committee

identified.

6. Forwards the Screening Committee Report to Appointing

Authority and have the Minutes of the Committee approved.

7. Identify appropriate Selection Committee and take further action.

8. Conduct the selection and prepare panel.

9. Selection Committee Minutes to be approved by Appointing

Authority and clearance for release of offers of appointment to be

obtained.

10. Carry out the verification of C&A and SSQ.

11. Issue of offer and conduct Medical Examination.

12. Complete joining formalities.

13. Determine the postings.

14. Issue orders.

 3 RECRUITMENT THROUGH DEPUTATION FROM OTHER

ORGANISATION 

In recruitment through deputation an official from outside NPCIL is appointed for a specified period by the end of which he/she may have to

revert to his parent cadre. Steps to be followed for appointment by deputation.

 1.   Accurate assessment of the vacancies to be filled by deputation

should be made once in a year.

2. Circulation of vacancies should be done to different probable

sources of eligible candidates.

3. The minimum time allowed for receipt of nomination should be

two months.

4. The period of deputation shall be subject to minimum of two years

extendable up to a maximum of five years in all cases except for

those posts where a longer period of tenure is prescribed in the

recruitment rules.

5. Minimum age limit for appointment by deputation/absorption

should not exceed 56 years on the closing date of application.

 4 EXTENSION OF SERVICE OF SUPERANNUATED EMPLOYEE

IN NPCIL/ REEMPLOYMENT 

If the services of a NPCIL employee are required beyond the age of his

superannuating then either extension of service or reemployment is given

to those employees as the case may be. Criteria for extension/

reemployment are given below.

Proposals for extension/ reemployment of service beyond the age of

superannuating should not be ordinarily considered.

Extension/ reemployment of service can be justified only in very rare and

exceptional circumstances. Even in such cases, 62 years of age should be

the deadline. The overriding consideration for the grant of extension /

reemployment of service is that it must be clearly in public interest and in

addition satisfy one of the following two conditions:

That other officers are not ripe enough to take over the job.

That the retiring officer is of outstanding merit.

5 INDUCTION THROUGH BARC TRAINING SCHOOL  

Bhabha Atomic Research Centre (BARC) conducts following training

programmes/ Courses at their Training School.

      Graduate Engineering Training

      Orientation Course for Engineering Post Graduates (OCEP)

       Scientific Assistant Training in Health Physics.

After the training these trainees are absorbed to various Department of

Atomic Energy (DAE) organizations, including NPCIL.

6 INDUCTION THROUGH NPCIL STIPENDIARY TRAINING

SCHEME

The Corporation has the following three stipendiary training

programmes/courses for induction of operation and maintenance

personnel who need adequate technical training prior to actual

positioning on jobs.

  Engineer Trainee

Category I trainees (Diploma Holders)

Category II Trainees (Operator Trainees)

PREFERENCE IN RECRUITMENT

1 RESERVATION POLICY IN SERVICES

Reservations in services are given to Scheduled Castes (SC), Scheduled

Tribes (ST) & Other Backward Categories (OBC) as per Government of

India Rules. For details refer Swamy’s Compilation on Reservations and

Concessions for SC/ST and OBC.

A: Reservation for SC/STs:

Definition of SC/ST : A person should belong to a Caste or a Tribe notified by the Central Government to be a Scheduled Caste or a Scheduled Tribe for the area of which he/she is a resident.

Further, a person claiming to be SC should profess either the Hindu or the Sikh or the Buddhist Religion. A person of the Scheduled Tribe may profess any religion. A person not belonging to SC/ST by birth will not be deemed to be a member of SC/ST by virtue of marriage with a person belonging to SC/ST. Similarly; a person belonging to SC/ST by birth will continue to belong to that category even after marriage with a person not belonging to SC/ST. If an SC person gets converted to a religion other than Hinduism or Sikhism or Buddhism and then reconverts himself back to these religions, he will be deemed to have reverted to his original SC status, if the members of that particular caste as one among them accept him.

Certificate to be produced : A person claiming to belong to SC/ST should produce a certificate in the prescribed form signed by any District Magistrate/ Additional District Magistrate/ Collector/ Deputy Commissioner/ Additional Deputy

Commissioner/ Deputy Collector/ I Class Stipendiary Magistrate/ Sub-Divisional Magistrate (not below the rank of I Class Stipendiary Magistrate)/ Taluka Magistrate/Executive Magistrate/Extra-Assistant Commissioner.

SC candidate to intimate change of religion : Every SC member should immediately inform the appointing authority in the event of any change of his/her religion.

Reservations in Direct Recruitment : Reservations in Direct Recruitment for SC/ST’s is as follows.

S. N.

Method of recruitment % of reservation Roster

1. Direct Recruitment on All India basis by Open

15% for SC; 7 ½% for ST

200-point post-based

Competition. roster2. Direct Recruitment on All

India basis otherwise than by Open Competition

16 2/3% for SC; 7 ½% for ST

120 point post-based roster

3. Direct Recruitment to Groups ‘C’ & ‘D’ posts normally attracting candidates from a locality or a region

Percentages applicable to the respective States

100-point roster post-based roster

4. Units spreading into more than one State/UT (The roster will be drawn up with the help of Dept. Of Per. & Trg., taking into account population of SC/ST in such areas).

 

Relaxation/Concessions admissible to SC/ST in direct recruitment:

1 Age. – Maximum age-limit up to five years, for all posts.

2 Minimum standard in Examination/Interview. – If adequate

number of SC/ST candidates satisfying the minimum standard is

not available, short-fall will be adjusted by relaxing the minimum

standard, provided they are not considered unsuitable. There will

be no relaxation in qualification and/or minimum number of

marks/grade.

3 Less than minimum standard . – In the case of non-technical

Groups 'C’ and ‘D’ posts filled by direct recruitment instead of

through written examination, if SC/ST candidates are not available

even under relaxed standards, shortfall will be adjusted by appointment

of the best among the remaining SC/ST candidates with minimum

educational qualifications.

4 Exemption from fee . – Candidates are fully exempted from fees

for admission to any examination for recruitment/selection.

5 Separate interviews . – For direct recruitment against reserved vacancies, separate interviews will be held for SC/ST candidates so that they are not adjudged along with general candidates.

 B: Reservations for Socially and Educationally Backward Classes (OBCs)

Definition. – OBCs for purposes of reservation would comprise of the

castes and communities, which are commonly mentioned in both the lists

in the Mandal Commission Report and the State Governments’ lists.

Certificate. – Any candidates claiming to belong to the OBC should

obtain a certificate in the prescribed form signed by any of the specified

authorities. No other certificate will be accepted. The authority should

also certify that the candidate does not belong to any one of the Creamy

Layers.

Reservations only in direct recruitment. – 27% in civil posts/services

are reserved for OBCs.

Relaxation and Concessions. –

1 Age -limit for direct recruitment. – Three years, for all posts.

2 Meritorious candidates not to be adjusted against reservations . –

OBC candidates recruited on the basis of merit on the same standards as

for general candidates will not be adjusted against 27% reservation.

3 Minimum standard in examination/interview . – In respect of written

examination/ interview for direct recruitment, relaxation of standards will

be allowed for OBC candidates as in the case of SC/ST.

 

2 LAND AFFECTED

Land affected persons are also known as Project Affected Persons

(PAPs). PAPs are those whose lands/houses/other immovable properties

are acquired by the Project/Department for establishing the Power

Station, exclusion zone and associated facilities.

Towards the rehabilitation of PAPs no assurance shall be given that the

one person of each family of project affected persons would be engaged.

The titleholder of the land/house, his spouse and dependants form a

family. But preference in employment will be given for PAPs for Group

C & D posts. Group A & B posts shall be filled on all India basis

through open advertisements. It may be noted that relaxation in

recruitment norms should not be granted to candidates from PAPs and it

is irregular to consider more than one member per family in the preferred

category of a PAP. A PAP should not be permitted to transfer/nominate

his/her claim to preferential employment to another person.

3.COMPASSIONATE APPOINTMENTS

Compassionate appointments are made in accordance with the Scheme formulated in NPCIL for the purpose. The objective of the scheme is to help the family of an employee of the Corporation, who dies in harness or who sought voluntary cessation of service on medical grounds, by way of compassionate appointment in the Corporation.

The scheme shall be applicable to -

A son/ adopted son/ daughter/ adopted daughter/ spouse of an employee who dies in harness including death by suicide.

In exceptional circumstances, to a son/ adopted son/ daughter/ adopted daughter/ spouse of an employee, who sought voluntary cessation of service on account of any bodily or mental infirmity which permanently incapacitates him for service on the basis of a medical certificate of incapacity issued by a medical board constituted by the Corporation.

4 RESERVATIONS FOR PHYSICALLY HANDICAPPED PERSONS

Categories:

Blindness or low vision;

Hearing impairment;

Locomotors disability or cerebral palsy. [Includes all cases of

orthopaedically handicapped persons.]

Each category is divided into four groups: -

(a) Mild ... less than 40%

(b) Moderate ... 40% and above

(c) Severe ... 75% and above

(d) Profound/total … 100%

Reservation admissible only to those falling under the groups (b), (c) and (d) above. The minimum degree of disability for any concession is 40%.

Reservations. - Applicable to all grades/services, for direct recruitment

and in promotions where the element of direct recruitment does not

exceed 75%.

Percentage of reservation. - Three per cent @ 1% for each of the three

categories.

Inter se exchange. - If a candidate of a particular category is not

available or if the nature of vacancy is such that a given category cannot

be employed, the vacancy may be exchanged for a vacancy against

another, among the 3 categories.

Carry forward of reservation. - Unfilled reserved vacancies will be

carried forward to the next block in the same year first. Unfilled

vacancies at the end of the year will be carried forward to the three

subsequent years.

Relaxations and Concessions. -

(i) Age. –

For Groups C&D posts/services ... 10year for recruitment through Employment Exchange

For Groups A&B posts/services ... 10 year for recruitment

through Open Competitive examinations and 5 years in other

cases.

In respect of SC/ST/OBC candidates, this is over and above the admissible relaxation.

(ii) Fee . -Candidates are exempted from examination fee/application

fee for competitive examination and selection.

(iii) Standards in direct recruitment/promotion . - Same as for

SC/ST, i.e., those not in the merit list can also be considered if they

are not found unfit. But no relaxation in promotion.

(iv) Transport allowance . – Admissible in lieu of conveyance

allowance.

(v) Posting near native place . - Handicapped candidates recruited to

Groups ‘C’ & ‘D’ posts on regional basis may be given posting,

near their native places as far as possible, subject to administrative

constraints. Requests for transfer to or near their native places may

also be given preference.

  PROCEDURE FOR RECRUITMENT

1 ADVERTISEMENT

All posts in Group A & B should be filled through open advertisement.

In case of Group C&D the recruitment notice may also be published in

the Employment news published by the publication division of the

Ministry of 1&B, GOI. Prominent advertisement agencies in the region

should be identified and empanelled based on their ability to serve the

client. All identified vacancies may be notified to the press through the

empanelled advertisement agency.

  2 APPLICATION FORM

Applications are invited from applicants with following details:

1. Post applied for

2. Name (in Block letters)

3. Date of birth (in Christian era)

4. Sex

5. Nationality

6. Religion

7. Category (GEN/SC/ST/OBC)

8. Present and permanent address (in Block letters)

9. Educational qualification (examination passed, name of the

institution/ University, whether full time/part time course, year of

passing, subjects and percentage of marks.)

10.Previous experience [name of the employer with address, period of

service with dates, position held, nature of duties and salary drawn

(basic + DA)]

11.Relatives in NPCIL/ DAE

3 ELIGIBILITY FOR INTERNAL CANDIDATES

Internal candidates can apply for the advertised posts if they fulfil the

norms.

4 APPOINTING AUTHORITY

Appointing authority for different levels of post are given below:

  All group A posts – DIRECTOR/CMD

All group B posts – DIRECTOR (PERSONNEL)

All group C posts – DGM (P&IR)

All group D posts – MANAGER (P&IR) 

SELECTION 

1 CONSTITUTION OF SCREENING COMMITTEE

  Screening Committees for different groups of employees shall be constituted by

  CMD for Group A posts.

Concerned Directors for Group B non-technical posts.

Head of units for group C&D posts. But the Corporate Office

gives broad guidelines.

  Size of the Screening Committee shall be generally 5 members. Objective of

the Screening Committee is the check the applications for determining

the applicant who fulfil the advertised norms.

 2 SELECTION COMMITTEE

  Constituting authority of Selection Committee for different groups of

employees are the same as that of Screening Committee. Selection

Committee is responsible for the recruitment of right candidate for the

organisation. Size of the Selection Committee shall be generally 5

members. One or two outside experts are also called from outside

organisations. It is mandatory to have one member belonging to SC/ST

community and one member from minority community.

 3 FORMATION OF SELECT PANEL  Once the selection formalities are completed select panel should be prepared

after considering the reservation position. The number of candidates in

the select panel should be equal to the number of vacancies. More

candidates can be listed under the title ‘waiting list’ to take care of

rejections of appointment, if any, by regular panellists.

  APPOINTMENT

1 APPROVAL OF THE APPOINTING AUTHORITY

Approval of the Appointing Authority is required before making offer of

appointment.

  2 OFFER OF APPOINTMENT

  An offer of appointment will be issued in all cases of direct recruitment

incorporating the standard terms and conditions after the verification of

character and antecedents. The letter of offer of appointment will contain

the important terms and conditions, e.g., designation, scale of pay of the

post, (probation) provision for termination with notice during the period

of service.

 The letter of offer of appointment should be sent by Registered Post

Acknowledgement Due giving a reasonable time, say, a fortnight, for

acceptance and reporting for duty. In exceptional cases, permission for

extension of time for joining may be given at the request of the candidate.

    3 BOND

  Engineer trainees are required to execute a bond as prescribed binding

themselves for service of three years after absorption. Category I trainees

(Diploma holders) and category II trainees (Operator trainees) are

required to execute a bond as prescribed binding themselves for service

of 5 years after absorption.

 

4 MEDICAL FITNESS

  Production of Medical Certificate is necessary in the following cases.

  In all cases of initial appointment (including part-time), except for those not

exceeding three months.

(i) For persons initially appointed for three months or less but

continued beyond in the same office or at another office.

(ii) For persons re-employed after resignation (other than technical

resignation), or after forfeiture of past service.

  Appropriate medical authority for conducting the medical examination for

all posts is the DAE/NPCL hospital authorities.

5 JOINING TIME- Usually one month joining time is given at the time of

offer of appointment. Extension of joining time is granted in deserving

cases.

6 JOINING FORMALITIES

 

Following forms has to be filled by the new recruited employees at the time of joining.

  Acceptance to the offer of appointment

Employee Information

Joining Report

Oath Form

Hometown Declaration

Declaration form for movable/ immovable property.

CHSS Forms

PF Forms

HRA Form

Residential Address Form

Identity Card Form

Transport Pass Form

DAE-FRS (family relief scheme)

Group insurance

Application form for allotment of residential

Nomination Forms for-Gratuity, Provident fund, Insurance

TRAINING & DEVELOPMENT

According to a Chinese scholar, ‘if you want to plan for a year sow

seeds, if you wish to plan for ten years plant trees, if you wish to plan for

life time develop man.’ This statement highlights the importance of training

man.

Training is a systematic process of learning a sequence of programmed

behavior. It is the application of knowledge. It gives people an awareness of

the rule and procedures to guide their barrier. It attempts to improve their

performance or the current job and prepares them for an intended job.

DIFFERENT TYPES OF TRAINING IN NAPS

JOB TRAINING – Job training is given in different ways to make

the workers proficient in handling machines, equipment and materials

so that operations are smooth and faultless and accidents are avoided.

This training is basically necessary for the new employees.

TRAINING FOR PROMOTION – The existing talented employees

is given adequate training to make them eligible for promotion to

higher jobs in the organization.

EMPLOYEE’s TRAINING - employees’ training is organized by the

department itself. It is mainly for the re-orientation of the employees.

Many trainers come from different organizations and share their

experiences on a regular basis; with a condition that same topic cannot

be reported up to five years.

STUDENTS TRAINING – NPCIL as a public sector enterprise has

social responsibility to provide opportunities for the professional

development of students pursuing professional degrees/diplomas in

recognized institutions. Further as an organization it is committed to

development of managerial skills and scientific talents, NPCIL also

support developmental studies and research, in the fields relevant to

the professional institutes to carry out project work/field work in

NPCIL.

For this, every year NAPS issues a letter inviting applications from

various institutes for vocational training of the students.

Total number of trainees who can be permitted to carry out project work is

20.the training is provided in various disciplines like mechanical, chemical,

computers, human resource, electrical, electronics, civil and finance.

The preference being given to employee’s ward.

In NPCIL no stipend is provided to the trainees.

SAFETY TRAINING – with its motto ‘safety first, production next’.

NAPS also provides the safety training to its employees i.e. engineers,

supervisors, technicians, contract workers etc. there is

- Half day industrial safety training in every six months for 100%

contract workers.

- Radiation protection training for all radiation workers before

putting them on job.

- Mock up training for specialized jobs.

INDUCTION TRAINING

1. Induction training is an essential constituent in providing the relevant

exposures to the employee who is either new to the organisation or new

to a department through orientation of the employee with the

Organisation policy and goals, Organisation structure and functions of

various departments of the Organisation.

2. Induction Training is also a useful source of appropriate inputs and

experiences from a person who has come from a different set-up. The

induction training can also help the concerned department in learning

from the past experience of the employee’s previous organisation and

embrace positive suggestion at the work place.

3. Corporate Training Group shall be responsible for providing structured

induction training for newly recruited engineering and other non-

technical employees.

4. For new recruitees belonging to other group either Corporate Office or

the respective unit shall provide the induction training depending on the

place of initial posting of the incumbent.

 

ON- THE – JOB TRAINING – also known as ‘learning while earning’.

Here, the trainer trains the personnel in the actual work environment.

1. On the Job training enables the incumbent to develop specific skill

pertaining to a specific task through the physical performance of the job

by the employee at the work place over a specified period of time.

2. On joining, the Engineers, Scientific Assistants and the Tradesman are

required to undergo the rotational on the job training to familiarise on

various facets of Plant operation and maintenance.

3. In case of non- scientific and non-technical also where the job calls for

relevant specific skills to be developed the necessary on the job training

shall be provided to the incumbent.

4. The performance of the employee on the job shall be assessed and

monitored through a structured system.

STIPENDARY TRAINING

1. At NPCIL, in three separate well-designed stipendary training schemes

are available in Scientific and technical category for Engineer trainees,

Scientific Assistant trainee and operator trainee respectively.

2. Engineer trainees on joining NPCIL consequent to their selection in

NPCIL shall undergo structured stipendary training over a period of one

year for placement in mostly O & M groups in NPCIL on satisfactory

completion of the training. The duration of stipendary training is one and

half a year for Scientific Assistant trainee and two years for Operator

Trainee.

3. Stipendiary trainees are trained in the Nuclear Training Centres (NTC’s)

at the Rajasthan atomic Power Station (RAPS), Madras Atomic Power

Station (MAPS) and Tarapur Atomic Power Station (TAPS).

TRAINING ABROAD

NPCIL also nominates employees for training abroad. A Deputation Committee has been constituted by CMD to review and examine the proposals submitted for nomination for seminar/training/workshop abroad.The Deputation Committee shall submit its recommendation to CMD after examining the proposals.Nominations may be approved by CMD based on the recommendation of the Deputation Committee.

Employees nominated for training abroad where the duration does not exceed six months are required to serve the Corporation for 3 years and where the duration exceeds six months, are required to serve the Corporation for 5 years after the completion of the training. In addition employee will also be required to sign an agreement/bond.

HR INFORMATION SYSTEM :

HR Information system refer to database that can be used for better human resource management (HRM); which broadly also includes HR Development (HRD) and related aspects. Various aspects covered by Human Resource Information system module are:

i. Employee details (personal & professional)ii. Employee pasting information on appointment / transfer

iii. Employee promotion / appointment information iv. Employee service verification details

v. Employee leave information including (leave available, leave availed and enchased) details

vi. Employee confidential report information vii. Employee training information

viii. Employee salary details and pay –bill generation ix. Employee allowances (DA, HRA, CCA, washing allowance. etc.)

Detailsx. Employee deduction (Lone, PF, Group & Life- Insurance, absence etc.)

detailsxi. Employee retirement details

xii. Employee disciplinary proceeding detailsxiii. Employee vigilance case details xiv. Employee adverse entries in confidential reports details.

PERFORMANCE APPRAISAL

In NAPS performance of an employee is judged on the basis of CR i.e.

confidential reports. These reports are issued to the employees to fill them up in

a prescribed time limit. Then, these reports form the basis for the promotion,

transfer of an employee.

In performance appraisal, we evaluate the jobholders on the basis of his

job performance.

Evaluation is done after the employee has performed the job.

Appraisal is a continuous process and is undertaken every year.

The concerned superiors and others who know about the employees

concerned do appraisal.

Appraisal is undertaken by all organisations on regular basis.

There are many objectives of appraisal: wage/salary increase,

promotion/demotion, transfers, assessing training needs.

AREA OF APPLICABILITY

 

1. As the performance of an organisation depends on the performance

of its employees, it is therefore incumbent upon the management

of NPCIL to embrace a system, which can effectively appraise the

employee’s performance. In NPCIL, the performance of every

employee is assessed annually through Confidential Report (CR),

which provides the documentary evidence of the basis for appraisal

and is an essential inputs for identifying the quality of employees as

well as their suitability for career progression.

2. The purposes behind performance appraisal system are as follows:-

 

a) The primary purpose is to assess the employee performance to check

whether he has attuned himself with the organisation and whether the

employee has role clarity and renders as expected out of him.

 

b) The second goal of the system is performance enhancement more

than a mere assessment. The basic need for improving one’s performance

is to give him a feedback on one’s performance. Communication of

adverse entries to the employee is part of this feedback system and hence

it is very much necessary so that employee becomes aware of the specific

points on which he is required to improve upon.

 

c) The third goal of the system is to generate reliable data for training or

such other developmental efforts and to offer assistance to the employees

for their improvement.

 

3. Confidential Reports which is the sole means of Performance appraisal in

NPCIL requires to be consulted at the time of consideration of the cases

of employees for

a) Promotion

b) Confirmation

c) Deputation including deputation abroad

d) Transfer

e) Review for retention in service

f) Determining training needs for further improvement in

performance

g) Voluntary Retirement

h) Resignation

 

GENERAL INSTRUCTIONS

 

1. As confidential report is the reflection of the performance of the

employee over a period of time and the essential constituent in

determining the suitability of an employee in various service related

matter hence effort needs to extended by the Reporting, Reviewing /

countersigning Officer to ensure that the confidential report is clear,

unbiased, prima facie and filled up with due care and attention. The

Reporting, Reviewing/ Countersigning Officers are required to follow the

general instructions in this regard as specifically mentioned in the

confidential report format. The gist of the instructions are given below:

 

The following are the general instructions to be observed by reporting,

reviewing and counter signature of officers in writing reports.

 

a) The confidential report needs to be filled up with due attention giving

clear opinion on the main points like character, integrity etc based on the

employee’s performance during the year.

 

b) Entries should be prima facie only. Remarks like “Doubtful Character”,

“Complaints received” etc. not permissible.

 

c) Good points mentioned should be supplied by details/events description.

None should be rewarded by excessively flattering reports, which are not

based on facts.

  

d) Where justified, the Reporting officer shall record adverse remarks in the

confidential report.

 

e) Reporting, reviewing and countersigning officers should have

familiarized with the work of the official reported upon for at least three

months during the period covered by the confidential report. Where there

is no reporting officer having acquaintance with the work of the official

reported upon, the reviewing officer may initiate the confidential report

provided he has been the same during the entire period of report.

 

f) Cases when a reporting officer is a close relative of the official reporting

upon, the reviewing officer should take the role of Reporting Officer. If

the reviewing officer is closely related to the reporting officer, the role of

the reviewing officer should be transferred to the authority next higher

up.

 

g) Where a reviewing officer is not sufficiently familiar with the work of the

official reported upon, it is the onus of the reviewing officer to verify the

veracity of the remarks of the reporting officer so as to ensure the

objectivity of the confidential report.

 

2. Confidential report of an employee undergoing sponsored programme of

study has to be written/assured based on the Performance Report received

from the Institute where the employee has undergone the sponsored

programme.

 

3. In the Confidential Report of an employee pertaining to the period of his

undergoing studies on his own, a mention about the fact that the

employee is undergoing studies on his own need to be made.

 

4. Reporting/Assessment of the CR in respect of an employee, who was on

leave for long spell(s) during the reporting year, has to be done based on

the following guidelines.

 

a) Whenever leave is for a longer period, this has to be recorded in

the confidential report along with reasons.

b) In cases of very long periods of leave for medical reasons or

otherwise the nature of such absence/inability to perform may be

recorded in the confidential Report.

c) Unauthorized absences on the part of an employee must find an

entry in the Confidential Report together with details of administrative

action taken on the case.

 

COMMUNICATION OF DEFICIENCIES:

 

1. ‘Adverse Remarks’ means the defects, which, despite the counselling by

the Reporting officer, had persisted in the officer reported upon. Adverse

remarks may be made both on performance as well as basic qualities and

potential, whether they relate to remedial or irremediable defects.

2.  All adverse remarks in the confidential reports of employees accepted by

the reviewing officer/countersigning officer should be communicated to

the employee concerned within one month of their being recorded by the

Reviewing Officer.

3. The improvements made in the defects mentioned in the earlier report

shall also be communicated to the employee in a suitable form.

4.

Great attention shall be paid to the manner and method of communication

of adverse remarks so as to ensure that the advice given and training or

censure administered whether orally or in writing shall, having regard to

the temperament of the employee concerned, be most beneficial to him.

The communication should intend to make it clear to the employee that he

should take effort in trying to improve himself in respect to those defects.

 

5. Remarks about the physical defects of the employee noted in the

confidential report need not be communicated while communicating the

adverse remarks. The substance of the favourable entries may also be

communicated.

6. Disclosure of identity of superior officers who made adverse remarks is

not necessary.

 

APPEAL:

 

1. Only one representation against adverse remarks (including reference to

‘warning’ or communication of displeasure or reprimand, which are

recorded in the confidential report) is allowed. The time limit for such

representation is one month from the date of communication.

 

2. While communicating the ‘adverse remarks’ to the employee concerned,

the time limit should be brought to his notice. However, the competent

authority may, in its discretion, entertain representations made beyond

this time if there is satisfactory explanation for the delay.

 

4. Representation against adverse remarks will be made to the Competent

Authority. 

5. All representations against adverse remarks should be decided

expeditiously by the countersigning authority and in any case within

three months from the date of submission of the representation.

 6. CUSTODIAN OF REPORTS: Custodian means the Officer in whose

custody the confidential report in respect of specified categories/grades

of employees are kept as indicated below:

CONFIDENTIAL REPORTS

Purpose To assess every year the performance of every employee of NPCIL every year.  Scope  All employees of NPCIL.    Overall Responsibility  Sr. Manager/DGM(HR) at Unit DGM (HR) at Corporate Office.

  Details Of Procedure 

Dealing Assistant : Based on the schedule prescribed in the policy

guidelines prepares the blank CRs of concerned employee by filling up

the following columns:

Name of the official

Designation and Post held

Date of birth

Whether official belongs to SC/ST (wherever required)

Date of initial appointment

Date of continuous appointment to the present grade

Whether under probation

If probation is over, date of closure of probation.

Section in which served during the year/period of report.

If in different section, period of service in each section.

Period of absence from duty due to leave/training/ unauthorised absence

during the year/period.

Fills up the above details from the data bank/register maintained in the

section.

Dealing Assistant: Prepares covering letter addressed to the Section

Head under whom the employee is working with a copy to the custodian

of CRs and put up the same for signature of AM/DM.

Asstt. Manager / Dy. Manager : Signs on the covering letter with due

verification, sends the same to DA.

Dealing Assistant : Assigns despatch number to the correspondence and

issues the letter along with the blank CRs forms in a sealed cover.

Enters the event of forwarding of blank CR in the register and also post

entry in the reminder diary in order to inform the same to the Section

Head when called for.

Reporting Officer : Ensure that Self Appraisal portion (wherever

applicable) has been completed by the Officer reported upon properly.

Reporting Officer shall complete the reporting properly and forward to

the Reviewing officer within the schedule prescribed.

Reviewing officer : Ensure that the Reporting Officer has completed all

the columns meant to be completed by him. If not, return the report to

Reporting Officer and get the same properly completed. Thereafter,

complete the review. Reviewing Officer shall also identify adverse

remarks in the C.R, if any, required to be communicated and then

forward the C.R. to the countersigning Officer within the schedule

prescribed.

Countersigning Officer : Ensure that the Reviewing Officer has

completed all the columns meant to be completed by him. If not return

the report to the Reviewing Officer and get them properly completed.

Thereafter countersignature portion shall be completed and the C. R.

forwarded to the Final authority, if any or to the custodian as the case

may be within the schedule prescribed.

Final Authority : Complete acceptance of the report and send to the

custodian.

Custodian : On receipt of the CRs, check whether the Reviewing Officer

has identified any adverse remarks to be communicated. If yes, take the

necessary action for communication of the adverse remarks, watch for

representation against the adverse remarks and process representation for the

decision by the authority next higher to the countersigning officer.

After decision on the representation is communicated, watch for any

Memorial/ Appeal against rejection of the representation and process the

same for decision of the authority next higher to the authority which

rejected the representation.

At the end of the report following names and numbers are required: -

Prepared by

Reviewed by

Approved by

Issued by

Issue No.

Revision No

ASSESSMENT LEVELS OF SCIENTIFIC, TECHNICAL AND NON TECHNICAL PERSONNEL

Level of employee Reporting Officer Reviewing Officer Next Higher Officer Countersigning/Final accepting Authority

Station Director Executive Director(O)/ Director(O)

Director(O) - CMD

Chief Superintendent

Station Director ED(O)/Director(O)

Director(O) CMD

Superintendents Chief Superintndent Station Director ED(O)/Dir(O) CMDSO/F & Above Immediate Superior Superintndent

ConcernedChief Supdt./Station Director/ ED(O)/Dir(O)

CMD

SO/C to SO/E Immediate Superior Sr.Maintenance Engineer or equivalent

Chief Superintendent

Station Director

SO/SB, Scientific Assistants/Foremans

Immediate superior not below SO/C

Next higher officer above the immediate superior

S<E/Superintendent concerned

Chief Superintendent

Technicians or equivalent

Immediate superior Supervisor

Next higher officer not below SO/C or equivalent

SME or equivalent Superintendent or equivalent

Helper Immediate Supervisor

Next higher officer not below SO/C or equivalent

- Next higher officer not below SO/E or equivalent

General Manager Executive Director/Director

Director - CMD

Addl.General Manager

Site Director/Station Director

Edxecutive Director/Director

Director CMD

Dy.General Manager

AGM/Site Director/Station Director

Site Director/Station Director

Executive Director/ Director of respective cadre

CMD

Sr.Managers DGM/AGM/GM Site Director/Station Director

Executive Director of the respective cadre

Director of the respective cadre

Performance indictors and personal traits for(technical and non-technical executive)

Performance indicators Personal traitsIntellect PunctualityKnowledge Relation ship with fellow

employeeProficiency and maintenances CooperativenessProficiency of typing and computer application

Confidentiality

Quality of work Attitude to workProductivity IntrigityWork quality Self reliance

GRADING ON THE BASIS OF THESE PARAMETERS

A+ EXCEPTIONALLY BRILLIANT

A1 OUTSTANDINGA2 VERY GOODA3 GOODB+ AVERAGEB BELOW AVERAGEC INDIFFERENT BUT JUST

WORTH RETAINING IN SERVICE

D NOT WORTH RETAINING IN SERVICE

Performance indicator and personal traits for (technical and non-technical non-executive)

Performance indicator Personal traitsThoroughness DisciplineAttendance PersonalityGrasping power Co-ooperativenessOutput Organizing abilityWorkmanship Fulfillment of commitmentProductivity Self-reliancePower of expression Administrative judgmentProfessional knowledge OriginalityTechnical judgment Ability to assessExperimental or practical ability

ASSESMENT ON THE BSAIS OF THESE PARAMETERS

Outstanding Very good Good Average Below average

Performance Related Incentive Scheme

The competent authority in NPCIL has approved introduction of performance

Related incentive scheme (PRIS) in the Nuclear Power Corporation of India

Limited (NPCIL) keeping in view the need to reward the performance of the

organization in realizing its objective.

Performance related incentive is a variable component of the pay , which is

award after the performance of organization ,measured against goals set for a

given period of assessment ,which is non- additive and non-cumulative.

Adoption of PRIS at an organization level within the overall framework will

allow flexibility and directness of reward linked to improved performance and

effective responsive service delivery. it is payable based on accomplishment of

set mission/goal and review of overall performance of the Organization once in

five years by the Atomic Energy Commission .it is again subject to suitable

changes from time to time in this regard as applicable in NPCIL.

Finding

Here I have found that there are good

hormonal relationship between

management and employee. They are

concerned for their human assets .It

provides a participative work environment

to foster excellence and teamwork .It

focuses on the regular evaluation and

improvement of quality in the station

operation & services. As it is a sensitive

plant it is following safety norms under

AERB (Atomic Energy of Regularity Board)

After the studying the performance

Appraisal in NAPS. I have found that it is non

bias & if any employees CR is average or

fair then he or she is inform with reason &

they get chance to improve it. Here Carrier

progression is totally based on Confidential

Report.

Good thing in confidential Report that task

is defined for next year & employee can

improve his or her performance by

completing task because they have full

knowledge about his/her duties.

As the slogan goes safety first and

production next, so obviously safety

measures are taken with utmost care on

account of this naps won many safety

awards for strictly adopting the safety

rules/norms. NPCIL is concerned for its

social responsibility .it gives chance to poor

children in narora for better education

career progression .it organizes time to time

health camps.

CONCLUSION

As according to study it is clear that all the employees are satisfied with their pay structure, promotion opportunities are available.. Their senior encourage them for good work, boss accepts their suggestions, if suggestion is beneficial to the organization. Every section has good teamwork & properly planned work system. Employees have good relationship with their colleagues as well as with management. Employees are quality conscious, they always look for better ways of doing the work & they keep on putting new ideas of doing their job, which motivate them to do more work or

better work. Employees are satisfied with the prevailing working conditions.According to majority of employees existing motivational factors are enough to improve the performance level but NAPS must bring some changes in their motivational process like in training programmed, promotion policy & job rotation process & must conduct quality circle process regularly to discuss the problem.In overall employees at NAPS are enjoying good quality of work life, they are enjoying their work, satisfied with all the benefits & working condition prevailing at NAPS. A organization that fulfills mostly all the physiological, social, safety & self-esteemed needs of their employees.