Coal India Executives Rules - e-library WCL · 2019-07-16 · Company Profile: •Coal india Ltd.Is a Maharatna PSU. It was established in the year 1975. •Its operation is spread

Coal India Executives Rules

Kavita Gupta

Manager(Personnel)

Northern coalfields Ltd. Northern coalfields Ltd.

Company Profile:

• Coal india Ltd. Is a Maharatna PSU.

It was established in the year 1975.

• Its operation is spread over 8 states

through 8 subsidiaries (7 production

and 1 planning & Designing

Subsidiary).


Our people:

• Coal India Ltd. Is the second largest

employer of the country.

• Approx. manpower of the company is

4.2 lacs.

• There are 16000 Executives of various

disciplines who are engaged for

achieving Mission Of the Organization.


Executive Rules

• Executives of the coal India Ltd.

are being governed by two sets

of rules

a) Common Coal Cadre

b) Conduct, Discipline and

Appeal Rules 1978(CDA)


Common Coal Cadre

• it is a uniform ,integrated and common

set of rules for all the executives of

coal India. It was approved by The

board of directors, Coal India Ltd. on

25-02-1978.


This contains the following:

1. Recruitment Policy

2. Pay structure & other Benefits

3. Cadre Scheme & Promotion Policy

4. Appraisal System

5. Transfer Pollicy

6. Training and development

7. Deputation and outside Employment

8. Retirement and Exit.


1. Recruitment Policy

• Company has adopted two ways of

entry at Executive level.

1. Direct :through all India written test and

campus recruitment.

2. Departmental .


• Discipline wise departmental and direct

intake at executive level is as following:

Discipline Direct

Recruitment Departmental Recruitment

Mining 60 40

Accounts 90 10

Engineering 66.5 33.5

Personnel 50 50

S&M 50 50

Survey NIL 100

Medical 100 Nil

Misc. 50 50


E-1 Fresh recruitment –Management trainee/ Deptt candidate -

Officer

E-2 Sr. Officer (Discipline/Statutory designation if any)

E-3 Asstt Manager(Discipline/Statutory designation if any)

E-4 Deputy Manager(Discipline/Statutory designation if any)

E-5 Manager(Discipline/Statutory designation if any)

E-6 Sr.Manager(Discipline/Statutory designation if any)

E-7 Chief Manager(Discipline/Statutory designation if any)

E-8 General Manager(Discipline/Statutory designation if any)

E-9 Executive Director (Discipline/Statutory designation if any)

Northern coalfields Ltd.

Grades and Designations

2. Pay Structure of Executives

Pay of executives is revised after

every 10 years .

The present pay revision has been

done on 7/5/2009 w.e.f 1/1/2007.

The Monthly pay of a executive

consist of

1. Basic Pay 2. DA 3. Perks

4. NPA 5.Special Allowances

6.PRP 7. Superannuation Benefits

8. Other Benefits


Pay Scales


1. Basic Pay

2. DA

3. Perks

4. NPA

5. Special Allowances

6. PRP

7. Superannuation Benefits

8. Other Benefits


Revised pay of executives

EXE PAY REVISION ORDER-2.pdf

Performance related pay(PRP)

• The PRP has been directly linked to the

profits of the CPSES as well as the

performance of the executives .

• It is based on 60% of current profit (3%

PBT) and 40% incremental profit(10%

incremental profit)

• PRP = Annual basic x MOU rating X

Grade x EER x fund ratio


Leave rules


Executive leave rules

Executives_Leave_Rules_2010_OrderNo_1460_dt01072010.pdf

Cadre Scheme & Promotion Policy

The Career growth of executives of

every discipline is governed by the

cadre scheme .

According to cadre scheme the

minimum eligibility for promotion to

next higher grade is three years .


3. Promotion Policy • The office memo no. 1470 dated 110 issued by

GM(P),CIL gives the guidelines for promotion.

• The promotion from E-2 to E-3 is time bound on

completion of the cadre without consideration of

vacancies.

• Promotion from E-3 to E-9 will be subject to

vacancies.

• Promotion from E-1 to E-6 will done on the principle

of seniority –cum –merit through DPC.

• Promotion from E-6 to E-7 will be on the principle of

merit- cum- seniority and based on paper DPC.

• Promotion from E-7 to E-8 will be on the principle of

merit- cum- seniority and based on interview.


4. Appraisal System

Coal India has a standardized and robust

performance management system. It is a system

designed to assess the functional, managerial

and potential competence of employees in an

objective and transparent manner.

Coal India is planning for further development of

the PMS by introducing latest concepts like

Balance Score Card. Also, the PMS scores will be

used for the purpose of Performance Related Pay

(PRP) among executives as per govt. guidelines

based on individual as well as company

performance.


Executive Evaluation Report

General Manager(P), CIL vide letter

no.1527 dated 4-2-10 communicated

that grading is to be communicated

to all executives w.e.f the year 2008

2009 .15days time is to be given to the

executive for making any

representation against the entries

made in EER.The competent authority

shall dispose off the matter with 30

days from the date of receipt of

representation.


5. Transfer Policy

• Office Memorandum no.26 dated 16-4-2002 issued

by CGM(P),CIL lays down the transfer policy in

respect of executives.

• Transfers should be programmed in the

beginning/end of the academic session.

• The executives who have less than 2 years of

service left should not be transferred out of the

subsidiary company.

• Large scale transfer should be avoided, only 10%

of the executives satisfying the criterion may be

transferred.


Transfer Pollicy contd…

• Executives of E-7 grade and above who

have completed 15 years in one

subsidiary may be transferred.

• In case of non-executive to executive

promotion subsidiary must be changed.

This shall however, not be applicable on

survey discipline.

• Officer’s transferred from one Subsidiary

to another shall not be transferred back

until he/she completes 3 years in the

transferred place.


The following disciplines /post are sensitive :

• Sales & Marketing

• Stores and Purchase

• Materials Management

• Civil Engineering

• Security

• Vigilance

• Contract Management Cell

• Survey

• CGM/GM of the project/unit

• All SO(P)’s projects/units

• All AFM’s projects/units

• Heads of E&M/EXCV of projects/units


• E-7 executive belonging to sensitive

discipline will be transferred to other

subsidiaries on completion of five

years

• The executives belonging to sensitive

disciplines are to be transferred within

the company on completion of three

years.


6. Training and development

Coal India believes that success of

the company depends largely on the

skills, abilities and commitment of the

employees who constitute the most

important asset of the organization.


Training Infrastructure

• Coal India has developed a strong training

infrastructure through –

Indian Institute of Coal Management (IICM) – It is

the apex training institute located in Ranchi, and

houses a world class training infrastructure which

caters to not only the training needs of Coal

India but also many other companies.

Management Training Centers – Each subsidiary

headquarter has its own management

development center for imparting professional

and managerial training to the employees of the

subsidiary during different phases of their career.


CETI/BETI – Different subsidiaries of Coal India also

have dedicated training institutes for

excavation/mining related training.

Planned Interventions - For up-gradation of

professional and managerial skills and abilities of

employees, Coal India also provides

developmental interventions designed for each

stage in a person’s career.

Education Up-gradation Schemes - To meet

developmental aspirations of employees and

match them with needs of the organization, Coal

India is entering into tie-ups with institutes of repute

like IIM, Indore.


7. Deputation and outside Employment


8. Retirement and Exit.

The service of an employee may cease in any

of the following manners:

Superannuation- If the date of birth is first day

of the month then he will superannuate on

the last day of the preceding month,

otherwise on the last day of the month.

A retirement notice is issued six months

before retirement. The actual relinquishment

of the charge is made on the last day of

service for which physical presence of

retiring officer is not required.


Resignation

• An employee may resign from the service by

informing his appointing authority .If an

executive is not confirmed officer he may

give one month notice /notice pay to the

authority.If he is confirmed officer then three

months notice /notice pay will be required.

• If an executive serves resignation during long

unauthorized absence it will not be treated as

resignation.


• On receipt of resignation the respective

subsidiary company informs CIL and exit

interview is arranged.

• No, resignation is accepted if disciplinary case is

pending against the executive concerned.

• During the notice period an executive is

accepted to serve the company and normally

no leave is to be granted.

• A no demand certificate is to be obtained from

various deptt specially finance deptt.

• In the case of resignation no leave encashment

is allowed. However,gratuity,Pension and CMPF

is given.


Voluntary retirement scheme

• An executive who has completed 20

years of service may seek VRS from

the company.

• No,VRS is accepted if disciplinary

case is pending against the

executive concerned.

• In case of VRS leave encashment is

also allowed.


Conduct, Discipline and Appeal

Rules 1978 (CDA) • These rules were approved on 24/2/1978.

• It lays down the duties and obligations of

Executives.

• It also lays down clauses pertaining to acts

of omission and commission.

• It explains the disciplinary procedure to be

followed in case major and minor penalty

proceedings.


• Minor Penalties:

censure, withholding of increment

with or without cumulative effect,

withholding promotion, recovery

from pay pecuniary loss cause to

the company.

• Major Penalties:

Reduction to a lower grade or post

or stage, compulsory retirement,

removal from service, dismissal .


Suspension • Suspension means keeping an

employee away from the place of

work.

• Suspension is done under following

circumstances :

1. If he acts against the interest of the

company.

2. if his presence threatens company

security.

3. If he is in custody for more than 48

hours. Northern coalfields Ltd. Northern coalfields Ltd.

Vigilance Status

• Vigilance status is required in following

administrative matters.

• 1. conformation in services

• 2.Promotion

• 3. conferment of Award

• 4. settlement of dues on superannuation.

• 5. voluntary retirement from service.

• 6. Resignation.


THANK YOU


Documents

Coal India Executives Rules - e-library WCL · 2019-07-16 · Company Profile: •Coal india Ltd.Is a Maharatna PSU. It was established in the year 1975. •Its operation is spread