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PROMOTIONPOLICYFOREXECUTIVES1.0 OBJECTIVES:1.1 TointegrategrowthopportunitiesoftheexecutiveswithfulfilmentofCompanys
objectives.1.2 TomanexecutivepostsintheCompanywithcompetentpersonnelhavinggrowth
potential,andtoutilisetheircapabilitiesintheworkingenvironmenttothemaximumthroughopportunitiesavailableforadvancement.
1.3 Toprovideforasystemwhich isconducive toequity,fairnessandobjectivityinmattersconcerningpromotionofexecutives.
1.4 Toensureuniformityandconsistency,totheextentpossible,inpromotionofexecutivesofdifferentUnitsoftheCompany.1.5 Tomotivateexecutivesof theorganisation forbetterperformance,by rewarding
theircontributiontothegrowthoftheorganization,indecidingpromotiononthebasisofoverallmerit.
1.6 Toensurecontinuityof themanagementandsystematicsuccessionplanning forsenior/keypostsintheexecutivecadre.
1.7 Toprovideinputforthedevelopmentofexecutiveslinkedtotheirlevelsofperformanceandtheirspecificstrengthsandrequirements.
1.8 Tointegrateexecutivesintoacohesiveteam.2.0 SCOPE:2.1 ThePolicyshallcoverallpromotionsmadeinexecutiveposts(otherthan
promotionsfromnon-executivepoststoexecutiveposts)andshallapplytoallplants&unitsofSAIL.
2.2 Thepolicywillnotcover thoseexecutiveswhoareappointed for limitedtenure,superannuatedpersonsreappointedintheCompanysservice,andtootherexecutivesappointedonapurelycasualortemporarybasisorwhosetermsofappointmentstipulatecoverageunderdifferentrules.
3.0 CLUSTERSOFSCALES:3.1 Forthepurposeofpromotionandcareerplanningofexecutives,scalesofpaywill
begroupedinthefollowingclusters:11.3.1
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(Executives in the category C declared as non-promotable willbe considered
4.0 PROMOTIONSYSTEMS:4.1 TherewillbetwosystemsofpromotionwithintheexecutivepositionsinSAIL:
i)Promotionwithinclustersofscalesofpay.ii)Promotionbetweenclustersofscalesofpay.4.2 Allpromotionsmadeinaccordancewiththispolicywillbefromonescaleofpay
tothenext,withoutskippinganyscaleofpay.5.0 CREDITPOINTSFORAPPRAISALRATINGS:5.1 Thefinalratingsoftheexecutiveperformanceappraisalsystemprovides
categorisationofexecutives in termsofdifferent levelsofperformance.To linkperformanceappraisalratingswiththepromotionpolicy,thefollowingcreditpointsshallbeadopted:
unpromotablefor
ensuing
one
year.
Percentage
of
C
grade
is
necessary
may
vary
withinarangeof15% to25%inanappraisalgroup.ThepercentageofBgradewouldaccordinglygetadjustedbetween45%to55%)
5.2 ForManagementTraineesofaparticularbatch inanyPlant/Unit, theevaluationintermsofmarksearnedattheendofthefirstyearoftraining/oneandhalfyearoftraining(asprescribedintheRules)willbeconvertedintotheirfirstassessmentasfollows:3
1.3.2
Cluster Grade Scaleofpay(Rs.)A E-1&E-2 10750-300-16750
13700-350-18250B E-3&E-4 16000-400-20800
17500-400-22300C E-5 18500-450-23900D E-6 19000-450-24400E E-7 19500-450-25350F E-8 23750-600-28550
Appraisal Ratingsearnedfortheyear2 Approximate % of2executives CreditPointsearnedO 10 50pointsA 20 40pointsB 45-55 30pointsC 15-25 15pointsC(non-promotable) - 5points
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Upto25%oftheTraineesasperthetrainingmarks=ONext50%oftheTraineesasperthetrainingmarks=ARest25%oftheTraineesasperthetrainingmarks=B
6.0 PROMOTIONWITHINACLUSTEROFSCALESOFPAY:6.1 Withinaclusterofscalesofpay,promotionshallbelinkedtoperformanceas
reflectedinthePerformanceAppraisalReports,subjecttoPolicyPara6.4.6.2 Promotionfromonescaleofpaytoanotherinthesameclusterwillbedecidedon
collectionofcertainspecifiedcreditpoints,subjecttoPolicyPara6.4.6.3 PromotionWithinClusterA(E-1toE-2)6.3.1 Anexecutive inE-1scalewillbepromotedtoE-2scaleonacquiring120credit
points/basedonhisappraisalratings.6.3.2 Provided,however,thatpromotableexecutiveswillbepromotedtoE-2scaleonly
aftercompletionof4years,relaxabletoamaximum of3months,andnotlaterthancompletionof5yearsofserviceinE-1scaleofpay.
6.3.3 ForManagementTrainees,theevaluationattheendoffirstyearoftrainingconvertedintoperformanceappraisalratingsasmentionedinpara5.2,willbecountedasthefirstAppraisalReportforthepurposeofpromotiontoE-2.
6.4 ForPromotionWithinClusterB(E-3toE-4)Anexecutivewillbepromoted,iffoundsuitablebytheDPC,onhisearning100creditpointsonthebasisofhisappraisalratingssubjecttohishavingminimumof3yearsserviceintheexistingscaleofpay.
7.0 PROMOTIONBETWEENCLUSTERS:7.1 BetweenClusters,promotionwilldependonavailabilityofvacanciesin thenext
highercluster.7.2 Promotions willbebased on totalpointsearnedbyan executiveon thebasisof
thefollowingfactors:a)AverageCreditPoints(ACP)inthecurrentscaleofpay.b)Pointsforqualification.c)Pointsfornumberofyearsspentinthecurrentscaleofpay.d)Pointsobtainedintheinterview/assessmentbyDepartmentalPromotion
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CommitteeheadedbyChairman,SAIL forpromotionbetweenclustersofscalesofpayinCorporateCadre.4
7.3 AverageCreditPoints(ACP)AverageCreditPoints (ACP)earnedby theexecutives in theexistingscalewillbecomputedasfollows:Sumofthecreditpointsearnedinthelastthree/fouryears(aspereligibilityperiod)orthenumberofyearsspentinthescale,whicheverisless,dividedbythenumberofappraisalratingstakenintoaccount.MaximumattainableACPis50.
7.4 QualificationPointsPointswillbeawardedfordifferentlevelsofeducationalqualifications.SpecificpointsforthedifferentlevelswillbeasprescribedintheRules.Maximumattainablepointsonqualificationwouldbe20.
7.5 LengthofServiceintheScale2points foreverycompletedyearofservice in thescaleuptoamaximumof15pointsshallberegulatedasprescribedintherules.
7.6 Interview/Assessment byDPCTherewillbeamaximumof15pointsforinterview/assessmentbyDPCwhichwillberegulatedasprescribedintheRules.
8.0 MECHANICSOFPROMOTIONBETWEENCLUSTERS:8.1 Eligibility5
a.FromE-2toE-3,E-4toE-5,executiveswiththreeyearsofserviceinthescalewillbeeligibleforconsideration.
b.EligibilityforpromotionfromE-5toE-6,executiveswithfouryearsofserviceinthescaleshallbeeligibleforconsideration
c.EligibilityForPromotionfromE-6toE-7willbefouryears.Thepromotionswillbevacancybased.
d.EligibilityforPromotionfromE-7toE-8wouldbethreeyears.e.PromotionfromE7toE8gradeshallbethroughinterviewbyaSelection
Board.
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8.2 ZoneofConsiderationThenamesofalleligibleexecutiveswillbe listed inthedescendingorderof thetotalmarksobtainedby themonPerformance (ACP),qualificationandlengthofserviceinthescale.From this list,executiveswillbecalledforinterviewin themannerasprescribedintheRules.
8.3 SelectionProcedureExecutivesinthezoneofconsiderationwillbeassessedbyaninterviewcommittee/DPC.Thiscommitteecanaddamaximumof15pointstothetotalpointsalreadyearnedbytheexecutivesonthebasisofperformance,qualificationandlengthofserviceanddrawuptheselectionpanel.Promotionswillbemadefromthispanelonthebasisoftotalmarksobtained.
9.0 BROADENINGLINESOFPROMOTION:However,thecompanyreservestherighttodelinkvacanciesfromtraditionallines ofpromotion and fill themup on inter-disciplinary and/or inter-plantbasisbypromotion,transfers,orcirculation.
10.0 SERVICEANDPERFORMANCELINKEDPROMOTIONSCHEME:10.1 Executiveswith7yearsofserviceinE-2orE-4scalewillbeconsideredfor
personalpromotiondependingonaspecifiedminimumlevelofperformance.10.2 TheServiceLinkedPromotionSchemewillbeasprescribedintheRules.11.0 CAREERPLANNING:11.1 CareerPlanningforExecutiveCadreshouldintegratetheaspirationsof
executiveswiththeoperationalrequirementsoftheCompany.Inalargemeasure,thisisbeingtakencareofbytheminimumassuredgrowthwhichwillarisewithintheclusterslinkedtoperformance. Inaddition,theCompanyadoptsadevelopmentorientedapproachtoperformanceshortcomings/strengthswhichwillensureamorerelevantandpreciseinputintermsofCompanyeffortstoimproveperformanceoftheexecutives.
11.2 Nevertheless,itstillbecomesnecessarytoidentifyagroupofexecutivesonwhomspecificattentionoftheCompanyshouldbefocussedeithertoassisttheminprovingtheirlevelsofperformanceorformakinguseoftheiridentifiedpotentialbygroomingthemforhigherresponsibilities.
1.3.5
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11.3 Inordertoachievethisobjective,eachPlant/Unitwillpreparealistofexecutiveswithhighpotentialandalistofidentifiedlowperformers.
11.4 ExecutiveswithHighPotential11.4.1Executiveswithaminimumof3years in theCompanyandaminimumACPof
45willconstitutethehighpotentialgroup.11.4.2InthemonthofJuneeveryyear,thislistwillupdatedandajobrotation,training
andcareeradvancementplanshallbepreparedforsuchexecutives.11.4.3JobRotation
TheseexecutivesmayberotatedamongotherDepartments,notnecessarilyintheirlinesofpromotioninorder togroomtooccupyseniorpostsatalaterdate.However,forexecutivesgradedasCnon-promotable,jobrotationwillbemandatoryandwillbasicallyaimatchangeofassignment.
11.4.4TrainingTrainingplanforexecutivesorientedtotheirspecificrequirementsandtoenhancepotentialwillbepreparedeveryyear.
11.4.5CareerAdvancement Tomotivatetheseexecutivestomaintainhighlevelsofperformanceaswellastomeettheorganizationalneedsforutilisingtheirserviceseffectively,itisrequiredtoplanforsmoothcareeradvancementforexecutiveswithhighlevelofperformance.Thiswillnecessitateaflexibilityinoperationofpostsbetweencluster/creationofpostsinthenextcluster.
11.4.6ExecutiveswhoseACPfallsbelow40inanyyearorwhoseACPremainsbelow45forfourconsecutiveyearswillbedeletedfromthislist.
11.5 ExecutivesWithLowPerformance11.5.1Executiveswithminimumserviceof3yearsintheCompanyandhavinganACPof10orlesswillbeincludedinthislist.11.5.2InthemonthofJune,everyyear,thislistwillalsobeupdatedandthePlants/Units
willplanjobrotationandtrainingforsuchexecutives.Plants/Unitswillalsoarrangetocounseltheseexecutivestoimprovetheirperformance.
1.3.6
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11.5.3ThenamesoftheexecutiveswillbedeletedfromthislistiftheirACPrisesto15orbeyondinanyyearorifACPremainsabove10forfourconsecutiveyears.
12.0 INTER-PLANTROTATION:12.1 The inter-plantmovementofexecutivesconstituting theCorporatecadrewillbe
plannedbyCorporateOffice.12.2 However,inordertoensurethatexecutivesatrelativelyyoungerageareexposed
todifferentenvironments,thosewithidentifiedhighpotentialinthescaleofE-3/E-4willbegivenopportunitytomovetootherPlants/UnitsinthemannerprescribedintheRules.
13.0 EDUCATIONALQUALIFICATIONS:13.1 QualificationlevelsforentrytoexecutivecadreatE-1willbeasprescribedinthe
RecruitmentPolicyofthecompany.13.2 Qualificationlevelsforpostswithintheexecutivecadreinthosedisciplineswhere
certainminimumqualificationsareessentialwillbeasprescribedintheRules.13.3 Qualificationsprescribedby the Statute in respect of certain executivepositions
willbefollowed.14.0 RESERVATIONFORSCS/STS:
Reservation forSCs and STs willbeprovided asper thePresidential Directivesonthesubject.
15.0 PROBATION:Theexecutivespromotedunderthispolicywillbekeptonprobationforaperiodofsixmonths. TheprobationwillberegulatedasprescribedintheRules.MTI/UnitswouldarrangespecialtrainingmodulesforexecutivespromotedtoE-5andE-8grades.ConfirmationoftheexecutivespromotedtoE-5andE-8gradeswillbesubjecttotheircompletionofthistraining.
16.0 PENDINGDISCIPLINARYPROCEEDINGS:Procedurefordealingwithpromotion/confirmationofexecutivespendinginquiry/disciplinaryproceedings,suspension,prosecution,etc.,willbegovernedbytheRulesprescribedinthisregard.
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17.0 APPLICATIONOFPOLICYINCASEOFDEPUTATIONISTSETC.:17.1 Anexecutiveondeputationtoanotherorganisationmaybeconsideredfor
promotionintheCompanyduringtheperiodinaccordancewithselectionmethodologyprescribedinthispolicy.Ifselected,however,thepromotionwouldbeeffectiveonlyonhisreturntotheCompany.
17.2 Incaseofanexecutivewhoisnotondeputationtoanotherorganisationbutmerelyretaininglien intheCompany,hewouldnotbeconsideredforpromotionduringtheperiod.Hewouldmerelyretaintheoptiontoreturntohissubstantivescaleforthedurationoflien.
17.3 ThispolicyandtherulesframedhereunderwillnotbeapplicabletoexecutiveswhoareondeputationfromotherorganisationstoSAIL.
18.0 RULESANDPROCEDURE:18.1 Chairman,SAIL isauthorised toframeandissuerulesandproceduresunderthis
policy.18.2 Chairman,SAIL,may,athisdiscretion,relaxtheeligibilityconditionsin
exceptionalcases,forreasonstoberecorded.18.3 Chairman, SAIL may lay down special criteria and procedure for
selection/promotionofexecutivesforanyspecialactivityintheinterestofthecompany,forreasonstoberecorded.
19.0 TENURE:TheCompanyreservestherighttoamend,modify,cancelorwithdrawthepolicyatanytimewithoutnotice.
1.3.8
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RULESFORPROMOTIONFRAMEDUNDERTHEPROMOTIONPOLICYFOREXECUTIVE
1.0 OBJECTIVES:1.1 Toprovidemechanicsfordeterminingthesuitabilityofexecutivesforpromotion
onastandardpatternandinanobjectivemanner.1.2 Toprescriberulesforimplementationofthepolicy.2.0 DEFINITIONS:2.1 BoardmeanstheBoardofDirectorsforthetimebeingofSAILandincludes,in
relationtotheexecutionofthepowers,aCommitteeoftheBoard/ManagementoranyofficeroftheCompanytowhomtheBoarddelegatesanyofitspowers.
2.2 ChairmanmeanstheChairmanforthetimebeingoftheBoardofDirectorsofSteelAuthorityofIndiaLimited.
2.3 CompanymeanstheSteelAuthorityofIndiaLimited.2.4 PolicymeanstheExecutivePromotionPolicyasapprovedbytheBoardof
DirectorsoftheCompany.2.5 PolicyParameanstherelevantparagraphofthePolicy.2.6 RulesmeanstherulesforpromotionofexecutivesframedunderthePolicy.2.7 RulesParameanstherelevantparagraphundertheRules.2.8 ScaleofPaymeans anapprovedexecutivepayscale in force in theCompany
fromtimetotime,heldbyanexecutivesubstantively,anddoesnotincludescaleofpayheldbyanexecutiveonpersonalorstrokegradepromotion.
3.0 CLUSTERS:ClustersofscalesofpayshallbeasspecifiedinthePolicyPara3.1.
4.0 DATESOFPROMOTION:4.1 PromotionwillbefinalizedinJuneandeffectedon30thJuneofeveryyear.4.2 Ifpromotionordersareissuedonanydateafterthespecifieddatesofpromotion
i.e,30thJune,thenotionalseniorityaswellaspayfixationshouldbeeffected1.3.9
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fromthespecifieddatesofpromotionbutthemonetarybenefitwillaccrueonassumingthechargeofthenexthigherscale.
5.0 PERFORMANCE:5.1 Performanceofanexecutivewillbetheassessedlevelofperformancebythe
ExecutiveAppraisalSystem,measuredintermsofcreditpointsasspecifiedinPolicyPara5.
5.2 ProratingofCreditPointsIn case theperiod forwhichanAppraisal Report iswritten is for less thanninemonths,thecreditpointsonthebasisofsuchareportwillbeproratedfortheperiod,countedintermsofcompletedmonths,forwhichtheReportiswritten.IncasetheReportisforaperiodofninemonthsormore,itwillbetreatedasareportforonecompleteyear.Themonthinwhichtheemployeehasenteredthegradeirrespectiveofthedate,willbetakenasfullmonth.Example:IfanexecutivejoinsaparticularscaleofpayinthemonthofApril,MayorJuneandsecuresAratingintheappraisalreportduringtheassessmentyear,thenhewillearnthefull40creditpointscorrespondingtotheratingA.However,iftheexecutivejoinsatanytimeintheyearafterJune,sayinSeptemberandgetsArating intheappraisalreportduring theassessmentyear,thecreditpointswillbeproratedforthemonths(SeptembertoMarch)inthefollowingmanner:
40 x 7=23.4creditpoints12
5.3 Noseparateappraisalreportshallbewrittenforaperiodoflessthanthreemonths.
5.4 Ifanexecutivehasonlyoneappraisalreportcoveringserviceintwoscalesofpay,thenthecreditpointsfortheserviceinthehigherscaleshallbeproratedonthebasisofthenumberofcompletedmonthsofserviceinthehigherscale,inthesamemannerasspecifiedinRulesParas5.2and5.3.
6.0 QUALIFICATION:6.1 QualificationasperPolicyPara7.4shallberegulatedasfollows.
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6.2 Noexecutiveshallbebarredfrombeingpromotedtoanyscalewithintheexecutivecadremerelybecauseofhisqualificationlevelexceptforpostsgivenbelow:a)PostsforwhichqualificationhasbeenprescribedbyStatute.b)Posts relating toconducting research inResearch&DevelopmentCentre for
IronandSteelandResearchandcontrolLaboratoryasmaybeseparatelyspecified.
c)TechnicalpostsinmetallurgicalwingofResearchandControlLaboratoryasmaybeseparatelyspecifiedand
d)Otherpostsasmaybespecifiedfromtimetotime.6.3 Theminimumqualification forentry into theexecutivecadreshallbeasper the
existingprovisions.7.0 PROMOTIONSYSTEMS:
TherewillbetwosystemsofpromotionwithintheexecutivecadreintheCompanyasspecifiedinPolicyPara4.1
8.0 METHODOLOGYFORPROMOTION:8.1 PromotionwithinClusters8.1.1 Promotionsfromonescaleofpaytoanotherwithinaclustershallbedelinked
fromvacancies.8.1.2 Withinclustersofscales,promotionsshallbe linked toperformanceasspecified
atpolicyPara6.4.Performanceshallbemeasured in termsof totalcreditpointsearnedinthescale.CreditpointsshallbeearnedasindicatedinRulespara5.
8.1.3 ThelistofalleligibleexecutivesalongwiththefollowingrecordsshallbeplacedbeforeaDepartmentalPromotionCommitteeconstitutedasspecifiedinRulesPara8.1.4.- Appraisalreportsfortheyearsasspecified- Creditpointscalculatedasspecified- Bio-datagivingmainareasofexperience.- Statusregardingdebarringfrompromotionsetc.- Anyotherrelevantrecords.
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TheDepartmentalPromotionCommitteeshallconsiderandrecommendcandidates,iffoundsuitable,forpromotionandalsodecideon/recommendtransfersbetweenSections/Departments/ZonesUnitsbeforethepromotionordersareissuedsubjecttoclearancefromDisciplinaryandVigilanceangle.
8.1.4 ForpromotionwithinClustersAandB,suchcommitteesshallbeconstitutedbyrespectiveChiefExecutives.Itwill,however,beensuredthatineachCommitteetheHeadoftheDepartmentwherepromotionisbeingeffectedorhisrepresentative,andtheHeadofthePersonnelDepartmentorhisrepresentative,areassociated. PromotionfromE-5toE-6wouldbeeffectedcentrallyatCorporateOfficebasedonvacanciesandtheCommitteeforthesamewillbeconstitutedwiththeapprovalofChairman,SAIL.
8.2 PromotionofExecutiveswithinClusterA(E1toE-2)8.2.1 ThemethodologyforpromotionwithinClusterAasperpolicyPara6.3willbe
regulatedasfollows:a)TheDPCwillconsiderandeffectthepromotionofExecutivesinE-1scale
collecting120creditpointsormorefromappraisalreportsfortheimmediatelyprecedingfouryearswillbepromotedtoE-2scaleonthenextavailabledateofpromotion,subjecttotheconditionthatnosuchexecutivewillbepromotedtoE-2scaleprior tocompletionoffouryearsinE-1scalerelaxablebyamaximumperiodofthreemonths.
b)AllotherexecutivesinE-1scalewhoarepromotableunderthesystem,willbepromotednotlaterthancompletionoffiveyearsinE-1scale,irrespectiveoftotalcreditpointscollected.
8.2.2 ThecreditpointsearnedonthebasisofAppraisalReportswillnotbeproratedforpromotionfromE-1toE-2.
8.2.3 GradationofMTs:i)InthecaseofManagementTraineeswherethetrainingperiodisoneyearand
eligibility forpromotionwillbebasedonaccumulationof120creditpoints,theirgradationon thebasisof trainingmarkssecuredat theendofone yeartrainingwillbedonebyahigh level trainingperformance reviewcommitteeconsistingoftheheadofpersonnel,headoftrainingandtheconcernedheadsoflinedepartmentsofthelevelofAGM/DGM(higherlevelasmaybeavailable),onthefollowingbasis:
ii)Uptofirst25%oftraineesmayberatedasO(50points),next50%asA(40points)andrest25%asB(30points).
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Example:
iii)However,theCommitteemayrateMTsasConaccountofnon-performanceorextensionoftrainingoranyotherreason.TherewillnotbeanyCnon-promotablerating.Inextremecasesofnon-performance,whiletheratingwillbeC,caseswillbereviewedforterminationoftraining/service.
iv)Incase thegroupsize issmall (say less than8), thegradationasO,A&Bmaybedoneby the trainingperformance reviewcommitteekeeping inviewthepercentageofmarksobtainedduring trainingandgeneralperformance inon-the-jobtraining.However,thegroupsmaybefairlydistributedindifferentcategories(O,A&B).TheirratingsasCwillbedoneaspertheprovisionsasatpara(iii)above.
Theexecutivesinthiscategorywouldcollect105creditpointsonthebasisofthreeappraisalreportbyApril,2001.TheywouldbeeligibleforpromotionandpromotionswouldbeeffectedtoE-2scaleon30thJune,2001.Besidestheperformancecreditpoints,theothereligibilityparametersofpromotionwillbeasperPolicyPara6.3.2andRulesPara8.2.
8.3 PromotionofExecutivesWithinClusterB(E-3toE-4)8.3.1 TheDepartmentalPromotionCommitteewillconsiderexecutiveswhohave
acquired100creditpointsonthebasisoftheappraisalratings,asprescribedinRulesPara8.1.3above.
8.4 PromotionBetweenCluster(E-2toE-3,E-4toE-5toE-6,E-6toE-7,E-7toE-8)
8.4.1 PromotionfromoneclustertoanotherwilldependonavailabilityofvacanciesinthenexthigherclusterasspecifiedinPolicyPara7.1
8.4.2 TheeligibilitycriteriaforpromotionarespecifiedatPolicyPara8.1.
1.3.13
JoiningdateofManagementTrainees
DateofCompletionoftraining
CreditpointsforExecutivesinthemiddle50%aspertrainingmarks
Creditpointsforthenextregularappraisal(99-00)withoutprorating(IfB)
Creditpointsforthenextregularappraisal00-01(IfB)
February,1998 August,1999 45 30 30
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follows:
assessmentcriteria:
8.4.3 EligibleexecutivesinagivenlineofpromotionwillbeassessedinrespectoftheircomparativeperformanceonthebasisoffactorsspecifiedinPolicyPara7.2as
However,forpromotionfromE7toE8grade,thefollowingwillbeadoptedas
(a)AverageCreditPoint(ACP):willbecalculatedasperPolicyPara7.3.ForthepurposeofcalculatingACP,proratingshallnotbeapplicable.
(b)QualificationPoints: Whiletherewillbenominimumeducationalqualifications forpromotionexceptasprovided inRulesPara6.2,points forqualifications
will
be
awarded
for
different
levels
as
prescribed
in
Annexure-I.
(c)LengthofService:Lengthofserviceinascaleofpaywillbereckonedfrom
thedateanexecutiveentersthescaleasinRulesPara2.8.PointsearnedonthebasisoflengthofserviceinthescaleasprovidedinPolicyPara7.5willbecalculatedat the rateofonepoint foreverysixmonthsofservice in thescale.
8.4.4 Incaseof theexecutiveswhogoon transfer fromoneSection/DepartmentZoneorunittoanother,eitherontheirownrequestorotherwise, the inter-seseniorityoftheexecutivesconcernedinthegradewillcountfromthedateofentryintothegrade
in
the
previous
section/department/zone
or
unit,
as
the
case
may
be.
8.4.5 MeritList
Inagivenlineofpromotionthenamesofeligibleexecutiveswillbelistedindescendingorderofthetotalpointsobtainedbythemonthebasisofperformance(ACP),Qualificationsandlengthofserviceinthescale.
1.3.14
Factors MaximumAttainablePointsAverageCreditPoints(ACP) 50Qualification 20Lengthofserviceinthecurrentscaleofpay 15Interview/assessmentbyDPC 15Total 100
Factors MaximumAttainablePointsAverage
Credit
Points
(ACP)
50
Qualification 10Lengthofserviceinthecurrentscaleofpay 10Interview/assessmentbyDPC 30Total 100
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8.4.6 Interview/Departmental PromotionCommittee(DPC)Fromthemeritlist,executiveswillbecalledforinterview/assessedbyDPCasperprocedureindicatedbelow:Onlythoseexecutiveswhohaveadifferenceof15pointscomparedtothefirstexecutiveonthelistofexecutivesunderconsideration,willbeinterviewed/assessedbyDPC,ifthereisonlyonevacancy.Ifthereismorethanonevacancy,thereferencepointforthepointsdifferencewillheshiftedtoalowerpositioncorrespondingtothenumberofvacancies.Forinstance, if thereare twovacancies,all theexecutiveswithapointdifferenceof15pointswith thesecondmanon the listofexecutivesunderconsiderationwillbecalledforinterview/assessedbyDPC.Incasethereismorethanoneexecutivewiththesamemeritpoint(i.e.thesumofACP,qualificationpointsandpointsforlengthofserviceinthescale)andoneofthemfallswithinthezoneofconsideration,allofthemwillbecalledforinterview/assessedbyDPC.TheexecutivesfromotherSections/Departments/Zones/Functionswhoareidentifiedforrotationmaybeconsideredforpromotionintheirownlineofpromotion. Transfermaybeeffectedafterpromotioninterview,eitheronpromotionoronparallelbasis.Interview/assessmentwillbeconducted/donebydulyconstitutedInterviewCommittee/SelectionBoards/DepartmentalPromotionCommittee.Clarification
6Incaseofbetweenclusterpromotions, themeritlistfortheeligiblecandidatesistobeprepared according to Rules Paras 8.4.4 and 8.4.5.The candidates in thismeritlistarethentobeinterviewed/assessedbythedulyconstitutedselectionboards.Inorder tomaintainuniformity inpractices, thecandidates in themeritlistshouldbeinterviewedinthealphabeticalorderofthename.
8.4.7 InterviewCommittees/Selection Board/DPCSelectionBoardswillbeconstitutedforregulatingpromotionsfromoneclustertothenextcluster.TheSelectionBoardsforpromotionfromthescaleofE-2tothescaleofE-3and from thescaleofE-4 tothescaleofE-5willbenotifiedbytherespectiveChiefExecutivesattheplant/unitlevelinaccordancewiththedelegationofpowers.Itwill,however,beensured that ineachSelectionBoard,theHeadoftheDepartmentwherethevacancyoccursorhisrepresentativeand
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theHeadofthePersonnelDepartmentorhisrepresentativeareassociated.Incasewheretheselectionhastobemadeinspecializedfields,expertsfromoutsidemayalsobeassociateddependingontherequirementsofthepostsasdeterminedbyrespectiveChiefExecutivesorChairman,SAIL.TheSelectionBoardforpromotion topostsin thescaleofE-6andaboveandkeypostssuchasHeadsofWorks,Finance,Personnel,Materials,CommercialandMarketing,ProjectsandMedical irrespectiveof thescaleofpay willbeconstitutedwith theapprovalofChairman,SAIL.
8.4.8 TheBoardwillusethemodelassessmentformplacedatAnnexureIItoallotmarksoninterview/assessmenttoeachexecutive.
8.4.9 SelectListOnthebasisofthetotalmarksobtainedonperformance,qualifications,lengthofserviceinthescaleandinterviews/assessment,thefinalselectlistwillbedrawnupindescendingorderandpromotionswillbemadefromthislistintheorderofmeritsubjecttoclearancefromdisciplinaryandvigilanceangle.
8.4.10Sincenominimumqualifyingmarksintheinterview/assessmenthavebeenspecified,incasetheSelectionBoardininterviewing/assessingthecandidatesfindsnoonesuitableforpromotion, itcansorecord in themerit list thatnoonehasbeenfoundsuitable.Incase itfindssomeofthecandidatesnotsuitable, theCommitteemaylimittherecommendationstothenumberofvacanciestobefilledup.Incaseof tie in the finalmeritpoint, theexecutivewith thehigherACPwillbegiven thepromotion first.If there is a tieevenat thisstage, theexecutivewhoenteredthescaleearlierwillbepromotedfirst.Incaseoftiehere,dateofjoiningtheCompanywillbetakenintoaccount.
8.4.11 In thosecaseswhere interviews/assessmentareheld inJune,panelofexecutiveswouldbemaintainedwhichshallbevalidforaperiodofsixmonths.TherewillbenopanelfortheDecemberinterviews/assessmentasthemeritlistwouldundergochangeswithavailabilityofthenewappraisalratingsafterApril.
9.0 METHODOLOGY FOR PROMOTION UNDER SERVICE CUMPERFORMANCELINKEDPROMOTIONSCHEME(SPLPS):
9.1 Thecriteria forconsiderationofexecutives forpromotionunder thisschemearespecifiedinPolicyPara10.1,subjecttotheexecutiveshavingaminimumACPof30onthebasisofthepreviousthreeyearsappraisalratings.
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9.2 Theseexecutiveswillbepromoted tothescaleofpayofE-3orE-5,onpersonalbasis,asthecasemaybe.ExecutivespromotedonpersonalbasiswillnotbepromotedtoclusterofE-3/E-4.
9.3 Executiveswhoarepromotedto thehigherscaleonpersonalbasiswillcontinuetodothesameworkwhichtheyweredoinginthepreviouslowerscale.
9.4 WhenavacancyoccursatthelevelofE-3orE-5,asthecasemaybe,theseexecutiveswillbeeligibletobeplacedinthescaleonregularbasis,subjecttothemethodologyprescribedinPolicyPara7.0.
9.5 TheordersforpromotionunderSLPSshouldbeissuedoncompletionofeligibilityperiodandthemonetarybenefitshouldalsobegivenfromthesamedate. FortheexecutiveswhoseeligibilityperiodiscompletedinAprilorsubsequentmonthstilltheappraisalsarefinalised,theordersmaybeissuedafterfinalisationofappraisals,butthedateofeffectandmonetarybenefitmaybegivenfromthedateofcompletionofeligibilityperiod.
10.0 METHODOLOGYFORSELECTIONOFCANDIDATESFORSERVICELINKEDPROMOTIONSCHEME(SLPS)(POLICYPARA10.2):
10.1 AllexecutivesinthescaleofE-2andE-4,whohavespent10yearsinthescaleofE-2orE-4or15yearsinthescaleofE-1andE-2takentogether,asthecasemaybe,willbepromotedonpersonalbasis.
10.2 Theseexecutiveswillbepromoted tothescaleofpayofE-3orE-5,onpersonalbasis,asthecasemaybe.ExecutivespromotedonpersonalbasiswillnotbepromotedtoclusterofE-3/E-4.
10.3 Executiveswhoarepromotedto thehigherscaleonpersonalbasiswillcontinuetodothesameworkwhichtheyweredoinginthepreviouslowerscale.
10.4 WhenavacancyoccursatthelevelofE-3orE-5,asthecasemaybe,theseexecutiveswillbeeligibletobeplacedinthescaleonregularbasis,subjecttothemethodologyprescribedinPolicyPara7.0.
10.5 TheordersforpromotionunderSLPSshouldbeissuedoncompletionofeligibilityperiodandthemonetarybenefitshouldalsobegivenfromthesamedate. FortheexecutiveswhoseeligibilityperiodiscompletedinAprilorsubsequentmonthstilltheappraisalsarefinalised,theordersmaybeissuedafterfinalisationofappraisals,butthedateofeffectandmonetarybenefitmaybegivenfromthedateofcompletionofeligibilityperiod.
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11.0 CAREERPLANNING:11.1 Careerplanningforgroupsofexecutiveswillbeundertakenasprovidedunder
PolicyPara11.011.2 ExecutiveswithHighPotential11.2.1Asperspecifications laiddown inPolicyPara11.4.1and11.4.2,ascalewise list
ofallexecutiveswhohavesecuredACPof45ormoreoverthelastfiveappraisalyearswillbemaintainedand regularlyupdated in themonthofJuneevery year.Provided that, in thecasesofexecutiveswhohavecompletedaminimumperiodofthreeyearsintheCompanyintheexecutivecadreandareeligibleasperPolicyPara11.4.1tobeincludedin thislist,theACPwillbecalculatedovertheperiodspentasexecutiveintheCompany.DeletionofnamesfromthislistwillbeasperPolicyPara11.4.1tobeincludedin thislist,theACPwillbecalculatedovertheperiodspentasexecutive in theCompany.Deletionofnames from this listwillbeasperPolicyPara11.4.6.ForManagementTrainees, themarksobtainedonassessmentduringthe trainingperiodwillbetakenintoaccountforcalculationoftheaveragepointsforthispurpose.TheconversionofmarksintoratingwillbeasindicatedinPolicyPara5.2.
11.2.2JobRotationForExecutivesWithHighPotentialThe listofexecutiveswillbe reviewedbyaCommitteeconsistingof respectiveManagingDirector/ExecutiveDirector/DirectorandallFunctional/ZonalHeads,forjobrotation/interplantrotation.ThisCommitteewillberesponsibleforselectingpeoplewhowillberotatedamongSections/Departments/Zones/Functions.TheCommitteewillalsoidentifythoseofficersatthelevelsofE-3/E-4whoneedtoberotatedonaninter-plantbasis.
11.2.3TrainingforExecutivesWithHighPotentialThePersonnel/TrainingDepartmentwillberesponsiblefororganisingsuitabletrainingprogrammesrelatedtothetrainingneedsidentifiedfortheseexecutives.
11.3 ExecutiveswithLowPerformance11.3.1AsperspecificationslaiddowninPolicyParas11.5.1and11.5.2ascalewiselitof
allexecutiveswhohavesecuredACPof10orlessoverthelastfiveappraisal1.3.18
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years willbemaintained and regularly updated in themonth ofJune every yearprovidedthatinthecasesofexecutiveswhohavecompletedaminimumperiodofthreeyearsofserviceintheCompanyintheexecutivecadreandareeligibleunderPolicyPara11.5.1,tobeincludedinthislist,intheircase,theACPwillbecalculatedoverthelastthreeorfouryearsasthecasemaybe.ManagementTraineeswillbetreatedasperRulespara11.2.1.
11.3.2JobRotationforExecutiveswithLowPerformanceThe listofexecutiveswillbereviewedbyaCommitteementioned inRulesPara11.3.2toconsiderthemforjobrotation.ThisCommitteewillberesponsibleforrotatingtheseexecutivestoSections/Departments/Zone/Functionswhichmaysuittheiraptitudebetterandthusresultinimprovementoftheirperformance.
11.3.3TrainingforExecutiveswithLowPerformanceThePersonnel/TrainingDepartmentwillberesponsiblefororganisingsuitabletrainingprogrammesrelatedtothetrainingneedsidentifiedfortheseexecutives.
12.0 INTER-PLANTROTATION:12.1 EachPlant/UnitwillidentifyexecutiveswithhighpotentialatthelevelofE-3and
E-4forinter-plantrotationasindicatedatPolicyPara12.0.ThenamesofallsuchexecutivesineachPlant/Unitwillbeforwardedtoaninter-plantCommitteefortakingafinaldecisiononinter-plantrotation.
12.2 Theinter-plantCommitteewillconsistofChairman,Director(Personnel)asMemberSecretary,andChiefExecutive(s)ofPlant/Units. ThedecisionforrotationofexecutiveswillbebasedontherecommendationsofPlants/Units.
13.0 PROBATION:13.1 Theprobationperiodofanexecutiveonpromotionwillberegulatedasindicated
below.13.2 Theprobationperiodofexecutivespromotedwithinclustersandbetweenclusters
willbesixmonthsandwillbereckonedfromthedateofassumptionofchargeofthepostinthehigherscaleofpay.
13.3 Onsatisfactorycompletionofprobationperiod,theexecutivewillbeconfirmedinthehigherscale.Theexecutivewillnotbe regardedashavingbeenconfirmed,unlessanorderofconfirmationisissuedtohiminwriting. Attheendofstipulatedperiodofprobation,ifanexecutiveisnotconfirmed,hemaybeinformedofthepositioninwritingwithinonemonthstime.
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13.4 TheperformanceofanexecutiveonprobationshallbeassessedaspertheproformaprescribedinAnnexureIIIandAnnexure-IIIA.
14.0 EXTENSIONOFPROBATIONPERIOD:14.1 Theprobationmaybeextendedifworkandconductduringtheperiodof
probationisnotsatisfactory,basedonthereport13.3mentionedinRulesPara13.4.
14.2 Probationmaybeextended,notmorethanonce,byaperiodnotexceedingsixmonths.
14.3 Thedecisiontoextendtheprobationshallbecommunicatedwithinonemonthoftheexpiryoftheprobationperiod.
14.4 Iftheworkandconductofanexecutiveisnotfoundsatisfactoryevenduringtheextendedperiodofprobation,heshallbeplacedbackin thescalefromwhichhewaspromoted(bothforpromotionwithintheclusteraswellasbetweenclusters)andhewillbeconsideredforpromotionnextonlyaftercompletingoneyearinthescale.Note
7While thebasicrulesforconfirmationaftercompletionofprobationperiodhavenotbeenchanged, the followingsimpleprocedureapprovedbyChairman in thisregardmaybefollowedinrespectofExecutivesatalllevels:ConfirmationAfterCompletionofProbationPeriod:- Theexistingpracticeincaseofnewappointments;whereoneyearprobation
isthere;maycontinue.- Probationclausemaycontinuetobementionedinallpromotionorders.- Reportsonperformanceduringprobationmaybeaskedforasstipulatedand
alsoinregardtospecialjobsassignedforprobationperiodasrequiredforCorporateCadreExecutives.- Evaluationofperformancebasedonreportsobtainedmaybecarriedoutby
PersonnelDepartmentasperstandardguidelinesandonly thosecaseswhichinvolveextension/reversionshouldbesubmittedforapprovalofcompetentauthorityforextensionofprobationperiod/reversion.
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- Innormalcaseswherereportsarenotadverse,basedon therecommendationreceived,confirmationorderwillbeissuedwithoutobtainingformalapproval.
- Thecasesofextra-ordinaryperformanceduringprobationperiod,ifany,shallbesubmittedtoChairmanforhisinformation.
15.0 TRANSFER:15.1 ParallelTransfer:
IfanexecutiveistransferredparallelytoanotherSection/Department/Zone/Function/Unitandif,uponhisrequesttoreconsiderthetransfer,heispermittedbythecompetentauthoritytocontinueinhispresentpostorplaceofposting,hewillnotbeconsideredforpromotionforaperiodofoneyear ifheisalreadyeligibleforpromotion,orifheisnoteligibleforpromotion,fromthedatehebecomeseligibleforit.
15.2 TransferonPromotion:IfanexecutiveispromotedandtransferredtoanotherDepartment/Zone/FunctionUnitandif,uponhisrequesttoreconsiderthetransfer,heispermittedbythecompetentauthoritytocontinueinhisexistinggradeandpost/placeofposting,hewillnotbeconsideredforpromotionforoneyearfromthedatehehadbeenconsideredforpromotion.
15.3 Aperiodofonemonthwillbegiventoanexecutivetojoinhisnewplaceofpostingontransfer. ThiswillberelaxabletoonemoremonthincasetheManagementisconvincedofanygenuinedifficultyfacedbyanexecutiveinassumingchargeof thehigherpost.If theexecutivedoesnotassumechargeofthehigherpostwithin twomonthsofissueoftheorder,hispromotionorderwillstandcancelledandhewillbetreatedatparwithexecutivesrefusingtoaccepttransfer.
16.0 STUDYLEAVE:16.1 WithinCluster
Ifanexecutivehasearnedafullyearsappraisalormoreinthescalebeforeproceedingonstudyleave,theaveragecreditpointsearnedbyhimwillbeextrapolatedfortheperiodofhisabsence.Incasenoappraisalratingisavailableinthescale,beforetheexecutiveproceedsonstudyleave,thenaspecialreportwillbewritten forhim foraperiodofsixmonths immediatelyonhis return,onthebasisofsixmonthsperformance in thescale.Thiswill thenbeextrapolatedfortheperiodofabsence.
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16.2 BetweenClusters16.2.1Ifanexecutivehasearnedafullyearsappraisalormorebeforeproceedingon
studyleave,andbecomeeligibleforpromotioninhisabsencehisACPwillbecalculatedonthebasisofavailableappraisalsinthescale.OnthebasisofhisACP,qualificationpointsandpointsonlengthofservice,ifhewouldhavefallenwithinthezoneofconsiderationwheninterviewsareconductedinhisabsence,heshouldbecalledforinterviewonhisreturn.Onthebasisofhisfinalmeritpointshewillbegivenpromotionswitheffectfromthedatehispromotionisapproved,ifexecutiveshavingthesame/lesspointsthanhehassecured,havebeenpromoted.
16.2.2Incasetheexecutivehasnotearnedanyappraisalbeforeproceedingonstudyleavethen,aspecialreportwillbewrittenforhimforaperiodofoneyear,immediatelyonhisreturn,onthebasisofhisperformanceduring theyear.ThiswillthenbeusedtocalculatehisACPfortheperiodspentinthescale.HewillbeconsideredforpromotionasspecifiedinRulesRara16.2.1.
17.0 LEAVEWITHOUTPAY:17.1 Anexecutivetakingleavewithoutpay,otherthanstudyleaveforaperiod
exceeding threemonthswillbedeemednot tohaveearnedany appraisalduringtheperiod,i.e.,theratingheearnsfortheoneyearwillbeproratedfortheperiodheactuallyworked.
17.2 WheretheChairman/ChiefExecutiveconsidersacasegenuinehemaywaivetheproratingofappraisal for theexecutiveavailing leavewithoutpayformore thanthreemonths.
17.3 ManagementTraineeswhojointheCompanyduringthecourseoftheiracquiringhigherqualificationandonjoiningwanttocompletetheircourseimmediatelyafterthetrainingperiod,maybegrantedEOLforthepurposebutappraisalcreditpointsfortheperiodofleaveshallnotbetakenintoaccountforpromotiontoE2.8
18.0 PROCEDURETOBEFOLLOWEDINRESPECTOFCANDIDATESCALLED FOR INTERVIEW FOR PROMOTION BUT DO NOTATTEND/DECLINEOFFER:
18.1 Ifanexecutiveisnotinterestedinattendingtheinterviewforpromotionforpersonalreasonshewillnotbeconsideredforpromotionforaperiodofoneyearfromthedateonwhichhewasscheduledtobeinterviewed,andthisshouldbecommunicatedtohim.
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18.2 Ifanexecutive isunabletoattendtheinterviewforpromotionbecauseheissickoroneleaveortrainingwithinIndiathensuchcaseswouldbedealtwithasfollows:a)Thatexecutivewillbeinformedathisaddressabouttheintervieworifhe
unabletoattend,apostwillbekeptvacantandapanelofotherofficersinthemeritlistwillbemaintained.Thenameoftheexecutiveonleavemayalsobekeptonthispanel.Iftheexecutivejoinsdutieswithinthreemonthsofthedateoftheoriginalinterview,theselectioncommitteewillmeethimonhisreturnandgivehimmarksfortheinterview.Theexecutivewithmaximumtotalpointsinthepanelwillnowbepromotedtothehigherposts.
b)Incasethepostcannotbekeptvacantthetopmostexecutiveinthepanelpreparedatthetimeoftheinterviewmaybepromotedtothepostonofficiatingbasis.Incase thepositionchangesafter theexecutiveon leave isinterviewed,theformerwillberevertedtothescaleandtheexecutivesecuringthemaximummarkswillbegivenregularpromotionfromthedateoforiginalpromotion.However,hewillgetthefinancialbenefitsonlyfromthedatehejoinsthenewpost.If thepositiondoesnotchangeevenafter theinterviewof theexecutivewhohadgoneonleave,theexecutiveofficiatingwillberegularisedinthescalewitheffectfromthedateoftheoriginalpromotion.
c)Theexerciseofholding theseparate interview forsuchexecutivesshouldbecompletedwithinthreemonthsfromthedatethefirstinterviewtookplaceorsoonafterthereturnoftheemployee.Tilltheexecutiveissubstantivelypromotedthevacancycanbefilledonlyontemporary/officiatingbasis.
18.3 Ifanexecutiveattends the interviewbut indicates in the interview thathe isnotinterestedinpromotionduetoanyreasonthefactshouldberecordedandhewouldnotbeconsidered forpromotionoraperiodofone year from thedateofinterview,andthisshouldbecommunicatedtohim.
19.0 PROCEDUREFORDEALINGWITHPROMOTIONS/CONFIRMATIONOF EXECUTIVES PENDING ENQUIRY / DISCIPLINARYPROCEEDINGSANDAFTER:Thedetailedprocedurefordealingwithpromotion/confirmationofexecutivespendingenquiry/disciplinaryproceedingsandafterisgivenatAnnexure-IV.
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20.0 PROCEDUREFORDEALINGWITHDEPUTATIONISTETC.:20.1 Thedeputationistsmaybeinformedabouttheirselectionforhigherpostthrougha
letterstatingthatthesamewillbeeffectiveontheirreversiontotheCompany.20.2 Thecommunicationshouldalsoindicatethat thepromotion isfurthersubjectto
clearancefromdisciplinaryandvigilanceangleonthedateofreversion.20.3 Theymayalsobeinformedthat theywillbeallowednotionalseniorityinhigher
gradefromthedatefromwhichthepromotionhasbeenapprovedbytheCompetentAuthority.
20.4 Therighttofillupanypostthroughpromotion/transferorbycirculationetc.willvestwiththecompany.
21.0 TENURE:21.1 TheChairmanreservestohimselftherighttowithdraw,review,alterand/or
amendtherules.21.2 Theserulesshallsupersedealltherules,regulations,ordersandinstructions
issuedearlieronthesubject,insofarastheyareinconsistentwiththeserules.
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Annexure-I(ReferenceRulesPara8.4.3(b)
QUALIFICATIONRATINGS
1.3.25
S.No. CategoryofPost Qualification Points1. Technical a.
b.c.d.e.
DoctorateinEngineeringMastersDegreeinEngineeringEngineeringDegreeDiplomainEngg./B.Sc.Matric
201816126
2. Non-Technical(otherthanFinance&Accounts)
a.b.
c.d.
DoctorateDegreeinconcernedprofessionalareaDoctorateDegree/GraduationorP.G.with2yearsprofessionalqualificationMastersdegreeinArts/Science/Commerceetc.HonoursGraduate/GraduateDegreeinArts/Science/Commerceetc.
2016
1412
3. Finance&Accounts a.
b.c.d.
1.CA/ICWAwithManagementAccountancyorwithMBA(Finance)
2.CAandICWACAorICWAofMBA(Finance)CompanySecretaryship(ForCompanySecretariesposts)DepartmentalexaminationforAccountants/SASAccountantsexam
20
18
124. Mining a.
b.
c.
d.
DoctorateinMiningEngineeringst
with1classMinesManagersCertificateofCompetencyPost-graduatedegreeholderin
stminingwith1classMinesManagersCertificateofCompetencyGraduateinMiningEngg.With1stclassMinesManagersCertificateofCompetency
stDiplomainMiningEngg.With1ClassMinesManagersCertificateofCompetency
20
18
16
12
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NOTE1. Allthequalificationsmentionedincludetheirequivalents.Allthequalifications
mustberecognised.2.
Executives
with
qualifications
mentioned
under
technical
areas
and
working
in
non-technicalareaslikemarketing,materials,personneletc.willgetpointsaspertechnicallist. Similarly,executiveswithqualificationsmentionedinnon-technicalareas,andworkingintechnicalareaswillget pointsaspernon-technicallist.
3. M.Sc.(Stat.)instatisticalsectionswillearn16points.4. InChemicalSectionofR&CLab.,M.Sc.(Chem.)willearn16points.5. In IED,EDPand trainingdepartments, thepointsystemwillbeasmentioned in
technicalarea.GraduateinComputerScience/Computerapplicationwillearn16pointsinEDP/INCOSareas.
6. MSWorequivalentwillget16pointsinPersonnel.7. Executiveswithrecognisedprofessionalqualification(seeAnnexureI-A)inthe
concernedareaof workingwillgettwopoints inadditiontotherelevantpointsforacademicqualificationsinAnnexureI(excludingthoseforwhichcreditforprofessionalqualificationhasalreadybeenconsidered).
8. Intechnicalandnon-technical(otherthanFinance),executiveswithmorethanonerelevantprofessionalqualification(notthesameorsimilar)willget18points.
9. ThelistofdisciplinewiseprofessionalqualificationisgivenatAnnexureI-A.
1.3.26
e. ndDiplomainMiningEngg.With2ClassMinesManagersCertificateofCompetency
8
5. R&DCentre a.b.c.
DoctorateinEngg.OrPh.D.inPureSciencePost-GraduateDegreeinEngineeringDegreeinEnggorMSinrelateddiscipline
201816
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LISTOFPROFESSIONALQUALIFICATIONSAnnexure-I A
1.3.27
CATEGORY QUALIFICATION1.Technical,MiningandResearch&
Development 1.
2.
3.
4.
PostGraduateDegreeinanybranchofEngg.Ofnotlessthantwoyearsduration.(Forallthedepartmentsintechnical,miningandR&Darea)PostGraduateDegree/DiplomaofnotlessthantwoyearsdurationinIndustrialEngg./OperationResearch(ForindustrialEngg.AndSQCdepartmentsonly).PostGraduateDegree/DiplomainComputerScience/ComputerApplicationorMBA(Systems)ofnotlessthantwoyearsduration(ForEDP/INCOS/ComputerSectionareasonly)PostGraduateDegreeorDiplomainManagement/BusinessAdministration/BusinessManagementofnotlessthantwoyearsdurationorMBA(ForalltheDeptts.)
II.Non-TechnicalA.Marketing : MBAorPostGraduateDegree/Diplomain
Management/BusinessManagement/BusinessAdmn./MarketingManagement/ExportManagementofnotlessthantwoyearsduration.
B.Materials : MBAorPostGraduateDegree/DiplomainManagement/BusinessManagement/BusinessAdmn./MaterialsManagementofnotlessthantwoyearsduration.
C.Personnel 1.
2.
MBAorPostGraduateDegree/DiplomainManagement/BusinessManagement/BusinessAdmn./PersonnelManagement/IndustrialRelations/IndustrialPsychiatry/OrganizationalBehaviour/LabourLaws/LabourWelfareornotlessthantwoyearsduration.PostGraduateDiplomainSocialWelfare.
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1.3.28
D.Administration : MBAorPostGraduateDegree/DiplomainManagement/BusinessManagement/BusinessAdmn./PublicAdmn.
E.Law : GraduateDegreeinLawtakenaftergraduationF.OtherDisciplines : Education:MastersDegreeinEducation
TownAdmn./Maint./Construction :PostGraduateDegreeorDiplomainArchitectureofnotlessthantwoyearsdurationHorticulture:PostGraduateDegree/DiplomainHorticultureofnotlessthantwoyearsdurationPublicRelations:PostGraduateDegree/DiplomainPublicRelations/Journalismofone/twoyearsdurationGuestHouse/Canteen:PostGraduateDegree/DiplomainTourism/HotelManagement/CateringTechnology/FoodTechnology
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Annexure-II(Ref.RulesPara8.4.8)
STEELAUTHORITYOFINDIALIMITEDASSESSMENTSHEET
(FORUSEINPROMOTIONE-2TOE-3,E-4TOE-5,E-5TOE-6,E-6TOE-7,E-7TOE-8)
NOTES
APPRAISALREPORTRATINGRATING CREDITPOINTS
O 50A 40B 30C 15
ACP=Summationofpointsofthelastthreeappraisalratingsorfortheyearsspentinthescalewhicheverislessdividedbythenumberofappraisalstakenintoaccount.
QualificationPoints=AsperAnnexureILengthofServicePoints=Onepointforeachhalfyearspentinthescale.
1.3.29
NameoftheCandidate
AverageCreditPoints(Max=50)
QualificationPoints(Max=20)
Pointsonlengthofservice(Max=15)
TotalpointsofPerf.+Qualfication+lengthofservice
Interview/Assessment(Max=15)
AggregateMeritPoints(Max=100)
1 2 3 4 5 6 7
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Annexure-I I I (Ref.RulesPara13.4)
ConfidentialSTEELAUTHORITYOFINDIALIMITED
PERFORMANCEAPPRAISALREPORTDURINGPROBATIONARYPERIOD/EXTENDEDPERIOD
OFPROBATIONE-5ANDBELOW
(QUARTERLYASSESSMENT)(PROBATIONPERIODSIXMONTHS)
Name________________________Department___________________PersonalNo._______________________________________________
Incaseofunsatisfactoryperformance,pleaseindicateactiontakenforcorrection.
1.3.30
Period JobPerformance Conduct/Behaviour Attendance/Punctuality Appreciation/reprimands,if
anyIquarter Satisfactory
UnsatisfactoryIIquarter Satisfactory
Unsatisfactory
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RECOMMENDATIONS:Theemployeemaybeconfirmedinthepost : Yes/NoProbationmaybeextendedfor : 3months/6monthsTheemployeemayberevertedtotheGradefromwhichhewaspromoted : Yes/No
Signature:Name:
Date: Designation:
ViewsoftheAuthorityempoweredtoapproveconfirmation.
Signature:Name:
Date: Designation:
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Annexure-II I A (Ref.RulesPara13.4)
ConfidentialSTEELAUTHORITYOFINDIALIMITED
PERFORMANCEAPPRAISALREPORTDURINGPROBATIONARYPERIOD/EXTENDEDPERIOD
OFPROBATIONE-6ANDABOVE
Name: Designation:StaffNo.: Department:PeriodofProbationfrom______________ To:____________________(Sixmonths/Twelvemonths)1. SPECIFICTASKSASSIGNEDDURINGTHEPROBATIONPERIOD
(TobefilledbyReportingOfficer)
2. PERFORMANCEASASSESSEDBYTHEREPORTINGOFFICER(i) Pleaserecordthequalitativecommentsontheperformancetakinginto
accountfactorssuchastargetfulfilment,qualityofoutput,managementofresources,costcontrolandmanagerialfactorssuchasplanning,organising,initiative,teamwork,problemanalysis,decisionmaking,coordinationetc.
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(ii) Pleasehighlightspecialachievementsduringtheprobationperiod
NAME:DESIGNATION:DATE:
VIEWSOFREVIEWINGOFFICER
NAME:DESIGNATION:DATE:
VIEWSOFTHECHIEFEXECUTIVEOFTHEPLANT/UNIT
NAME:DESIGNATION:DATE:
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1. Theemployeemaybeconfirmedinthe
2. Probationmaybe
months/12months3. Theemployeemay
berevertedtothegradefromwhich
promoted/Servicesmaybeterminated
DESIGNATION:
RECOMMENDATIONS
post.YES/NO
extendedfor3motnhs/6
hewasoftheemployee
YES/NODATE:SIGNATURE:
NAME:
1.3.34
ReportingOfficer ReviewingOfficer ChiefExecutive
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Annexure-I V(RefRulesPara19.0)
PROCEDUREFORDEALINGWITHPROMOTION/CONFIRMATIONOFEXECUTIVESPENDING
INQUIRY/DISCIPLINARYPROCEEDINGSANDAFTERComplaints/Investigation Stage:a) Preliminaryinvestigationsmaybetakenuponthebasisofcomplaintsreceived
againstemployees.b) IntheeventofdifferenceofopinionbetweenCBIandtheManagementin
vigilancecasesinvestigatedbyCBI,thematterissubmittedtotheCentralVigilanceCommission,whoadviseregardingactiontobetaken.9
c) OnreceiptofthefinalreportortheadviceoftheCentralVigilanceCommission,thereportisexaminedbytheappropriateauthoritytoconsiderwhetherthereissufficientmaterialforinitiatingregulardisciplinaryproceedingsagainsttheemployees.
DISCIPLINARYPROCEEDINGSSTAGE(a) Regulardisciplinaryproceedingsareinitiatedbyissueofchargesheetand
appointmentofenquirycommittee.(b) Theemployeemaybeplacedundersuspensionpendingcompletionof
disciplinaryproceedings.(c) IncasetheCentralVigilanceCommissiontendertheiradviceregardingactionto
betaken,thecaseisrequiredtobesubmittedtothecommissionagainafterthereceiptofexplanation/completionoftheenquiryfortheiradviceregardingactiontobetaken.
PROMOTION/CONFIRMATIONPENDINGINQUIRIES/INVESTIGATIONThecaseofanemployeewhoseconductisunderdepartmentalenquiryorinvestigationbyVigilanceDepartmentorCBIoranyotheragencymaybeconsideredforpromotiononmeritasifthereisnocaseagainsthim. TheSelectionBoardorthecompetentauthorityshouldnotbeprejudicedindeterminingthesuitabilityofanemployeebecauseofhisinvolvementinthedepartmentalorvigilancecase.
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Incasetheemployeeisfoundsuitableforpromotiononmerit,hiscasewillbedealtwithasfollows:(a)Hispromotionwillnotbewithheldunlessthechargememorandum/chargesheetisissuedtohim.10(b)Hispromotionwillbewithheldifheisundersuspension.Thesameprincipleswouldbefollowedinrespectofconfirmationalso.
PENDINGDISCIPLINARYPROCEEDINGSIfdisciplinaryproceedingsagainstanemployee havebeen initiatedby issuingachargesheeteitherforminorpenaltyorformajorpenalty,hiscasemaybeconsideredbytheSelectionBoard/CompetentAuthorityasifthereisnocaseagainsthim. Incasetheemployeesisconsideredsuitableforpromotionhispromotionorconfirmation,asthecasemaybe,willbewithheldtilltheconclusionofthedisciplinaryproceedings.
PENDINGPROSECUTIONIfanemployee isbeingprosecutedinacourtofLaw,hiscasewillbedealtwithasatparaabove.
PROMOTION/CONFIRMATIONAFTERAPENALTYLISTEDINTHESTANDINGORDERS/CONDUCT,DISCIPLINEANDAPPEALRULES,HASBEENIMPOSED
IncasewhereanemployeehasbeenpunishedasaresultofdisciplinaryproceedingsorconvictedbyaCourtofLaw,thefollowingprocedureshallbeobservedforgivinghimpromotion/confirmation.(a)Whereveranorder imposingapenaltyspecifiestheperiodofpenalty,during
thependencyofsuchperiod,theemployeeconcernedwouldnotbepromoted.(b)WheretheDisciplinaryAuthorityhasnotlaiddownanyperiod,thefactors
viz.,integrity,penaltyimposed,appraisal,seniority,qualification,etc.shouldbetakenintoaccountbytheSelectionBoard/CompetentAuthorityforarrivingatadecisionindeterminingthesuitabilityforpromotionoftheconcernedexecutives.
Clarification11
It isclarified that inacasewheredisciplinaryproceedingshavebeenheldundertheconduct,DisciplineandAppealRulesoftheCompany,Warningshouldnot
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beissuedasaresultofsuchproceedings. Ifitisfound,asaresultoftheproceedingsthatsomeblameattachestotheemployee,atleastthepenaltyofcensureshouldbeimposed.FillingupofPost(a)Ifadecisionistakentowithholdthepromotionofanemployeeasenvisaged
above,anditisconsideredthatthepostcannotbekeptvacant,itmayfilledonofficiatingbasis.
(b)Aftertheemployeeconcernediscompletelyexonerated,heshouldbepromotedwithoutfurtherreview.
(c)Onpromotion,thedateofentryofsuchanemployeeinthehigherscaleshouldbefixedfromthedatehewouldhavebeenordinarilypromotediftherewasnocaseagainsthim.
(d)Onpromotion,thepayofsuchanemployeeshouldbefixedtoensurethathereceivessuchincrement(s)whichhewouldhavegotifhispromotionwasnotwithheld,providedtheemployeeiscompletelyexoneratedbeingfoundnotblame-worthy.However,iftheemployeegetsbenefitofdoubtordelayinproceedingsaredirectlyattributabletotheemployeeetc.,theninsuchcasewhether theemployeewillbeentitled toanyarrearsofpay for theperiodofnotionalpromotion,ifsoentitledtoanyarrearsofpayfortheperiodofnotionalpromotion,ifsotowhatextent,willbedecidedbythecompetentauthority/(Chairman/ChiefExecutive)bytakingintoconsiderationallthefatsandcircumstancesofdisciplinary/criminalproceedings. Wheretheauthoritydeniesarrearsofsalaryorpartofit,itwillrecorditsreasonsfordoingso.12
Resignation(a)Duringthecomplaint/investigationstagetheacceptanceofresignationshould
notbewithheldforthisreasonalone.(b)Duringthedisciplinaryproceedingsstage,theacceptanceofresignation
shouldnotbewithheldunlesstheappropriateauthorityhasreasonablegroundtoexpect that theemployee is likely tobedismissed from the serviceof theCompany.
(c)If theemployee is released during thependencyofdisciplinaryproceedings,theCompanyshouldinformhisprospectiveemployer,ifitisapublicundertaking/Government Department, about the pendency of suchproceedings.
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Decision13
(a)TheCompanyhastherightnottoaccepttheresignationofanemployeeifthecaseagainsttheemployeeisunderinvestigationoranenquiryispendingagainsthim/her.
(b)TheCompanymaywithholdtheemployeesdues(exceptprovidentfund)andmayalsoimposesuitablefinancialpenaltiesontheemployee,ifsorequiredbythenatureofthecase.
EXTENDEDPROCESSINGIncasewherethedisciplinary/courtproceedingsmaynotbeconcludedevenaftertheexpiryoftwoyearsformthedatefromwhichtheofficerhadfirstbeenfoundsuitableforthepromotionandhadbeenkeptinabeyancebecauseofsuchproceedings,providedtheofficerisnotundersuspension,thecompetentauthoritymayreviewhiscasetoconsider:(a)Whetherthechargesaregraveenoughtowarrantcontinueddenialof
promotionandthepromotionoftheofficerwillbeagainstCompanyinterest;(b)Whether thereisnolikelihoodof thecasecomingtoaconclusioninthenear
future;and(c)Thedelayinthefinalisationofproceedings,whetherdepartmentalorina
CourtofLaw,isnotdirectlyorindirectlyattributabletotheofficerconcerned.Incasethecompetentauthoritycomestotheconclusionthatitwouldnotbeagainstcompanyinteresttoallowadhocpromotiontotheofficer,hiscasemaybeconsidered inthenormalcourseafter theexpiryofthetwoyearperiodtodecidewhethertheofficerissuitableforpromotiononadhocbasis.Wheretheofficeristobeconsideredforadhocpromotion,theselectionboardmaymakeitsassessmentonthebasisofthetotalityoftheofficersrecordofserviceandthefactthatthedisciplinaryorcourtcaseispendingshouldnotaffectassessmentregarding thesuitability foradhocpromotion,willbesubject to thedecisionofthecompetentauthority,whomaytakeintoaccounttheseriousnessofthecharges,thenatureoftheevidencesavailable,thestagewhichthedisciplinary/courtproceedings,hasreached,theprobablenatureofthepunishmentthatmaybeimposedontheofficerifthechargesagainsthimareestablished,thelikelihoodofmisuseoftheofficialpositionwhichtheofficermayoccupyafterhisadhocpromotionandtherecordofserviceavailableuptodate.WherethedepartmentalproceedingsorcourtcasehavearisenoutoftheinvestigationconductedbytheCentralBureauofInvestigation,thecompetentauthorityshouldalsoconsulttheCentralBureauofInvestigationandtaketheirviewsintoaccount.
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Afteradecisionistakentopromoteanofficeronanadhocbasisasindicatedabove,anorderofpromotionmaybeissuedmakingitclearintheorderitselfthat:(i)thepromotionisbeingmadeonpurelyadhocbasisandtheadhocpromotion
willnotconferanyrightforregularpromotion,and(ii)thepromotionshallbeuntilfurtherorders.Itshouldalsobeindicatedinthe
orders that thecompetentauthoritywill reserve the right tocancel theadhocpromotionand revert theofficer to thepost fromwhichhewaspromoted,atanytime.
Iftheofficerconcernedisacquittedinthecourtproceedingson themeritsofthecaseorexoneratedindepartmentaldisciplinaryproceedings,theadhocpromotion,alreadymademaybeconfirmedandthepromotiontreatedasaregularonefromthedateoftheadhocpromotionwithallattendantbenefits.Wheretheacquittalinacourtcaseisnotonmeritsbutpurelyontechnicalgrounds,andtheCompanyeitherproposestotakethemattertoahighercourtortoproceedagainsttheofficerdepartmentally,thecompetentauthoritymayreviewwhethertheadhocpromotionshouldbecontinued.Wheretheacquitalbycourtisontechnicalground,iftheCompanydoesnotpropose togo in appeal to a higher court or to take furtherdepartmental action,actionshouldbetakeninthesamemannerasiftheofficerhadbeenacquittedbythecourtonmerits.Iftheofficerconcernedisnotacquitted/exoneratedinthecourtproceedingsorthedepartmentalproceedings,theadhocpromotionalreadygrantedshouldbereviewedasfollows:(a)Whereveranorderimposingapenalty,specifiestheperiodofpenalty,during
thependencyofsuchperiod,theemployeeconcernedwouldnotbepromoted.Theadhocpromotionalreadygrantedshouldbebroughttoanendbytheissueof the furtherorder contemplated in theorder ofadhocpromotion,and theofficerconcernedrevertedtothepostfromwhichhehadbeenpromotedonadhocbasis.Aftersuchreversion,theofficerconcernedmaybeconsideredforfuturepromotioninthenormalcourse.
(b)Whereveranorderimposingapenaltydoesnotspecifyanyperiod,theselectionboard/competentauthoritymaytakeintoaccountthepenaltyimposedupontheemployee,hisintegrity,appraisals,seniority,qualificationetc.indetermininghissuitabilityforpromotion.14
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ApprovedbyBoardofDirectorsinits162ndmeetingheldonJuly4,1991andcirculatedvide
Reference:1VideNo.PER/PE/4015/3/92datedJune6,1992w.e.f.June4,19922VideNo.EPAS/01datedJuly1,1991andOctober24,1991w.e.f.1991-923VideNo.PER/PE/4015/1/92datedApril1,19924VideNo.PER/PE/4015datedJune24,1989w.e.f.June14,19895VideNo.PER/CCS/1596datedSeptember27,2001andNo.PER/CCS/1596datedSeptember2,20026VideNo.PER/PE/4015datedJanuary25,19887VideNo.PER/R&OP/OP-24datedJune21,19898VideNo.PER/RR/4022datedFebruary16,19899VideNo.PER/PE/4024datedJune14,198810VideNo.PER/PE/4015datedJune18,199211VideNo.PER/PE/4015datedJanuary25,199012VideNo.PER/PE/4015/4/92datedJune18,199213
No.PER/RR/4263datedJuly31,199114VideNo.PER/PE/4015(Sl.No.14/87)datedOctober26,1987