PROPOSAL FOR MODIFIED PROMOTION POLICY AND ASSURED CAREER PROGRESSION SCHEME (ACPS) with DESIGNATION

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2 PROPOSAL FOR MODIFIED PROMOTION POLICY AND ASSURED CAREER PROGRESSION SCHEME (ACPS) with DESIGNATION - Submitted By - West Bengal State Electricity Board s Association (WBSEBEA) PREAMBLE: 1

3 In exercise of power conferred by Department of Power and NES vide No. 79/PO/O/Cell-III/ 3R- 29/2006 Dated, 05/03/2008 and in pursuance of the decision of the Board of Directors of West Bengal State Electricity Distribution Company Ltd (WBSEDCL) in its meeting Dated, 06/02/2009, the WBSEDCL Revision of Pay and Allowances Rules, 2009 (ROPA, 2009) of employees of WBSEDCL was introduced with an effect from 1 st. Day of January, Accordingly, An O.O. No. 89, Dated of the Director(HR) : WBSEDCL was issued on ROPA of Employees of WBSEDCL. Though WBSBEA s all demands were not fulfilled through ROPA, 2009 but We accepted those with an hope that WBSEDCL management would take care all our issues on subsequent date to give proper justice to the s who are the backbone of this organisation. Of all other resources, human resources can be the most important. With the development of modern management, this resource was tried to make more and more effective. In the present modern days, for any modern organisation it is the priced possession. Scientific and modern Human Resource Policy as we understand is yet to be inked and adopted in our organisation. Still, we do have some established activities to run the show. To ensure sustainable improvement of performance of the organisation, a comprehensive and scientific HR policy comparable to the best power utilities in India is a must. The policy must cover the following major areas: Timely and quality recruitment at the induction level. To ensure career growth of all employees, by creating required scope and maintaining a transparent promotion policy i.e career growth management policy. This will motivate and uphold the dignity of the employees which in turn improve the bonding between the employees and the organisation. To remunerate the employees properly for rendering their services. To reassign delegation of power with extension of statutory financial limits To adopt and adhere rotational transfer policy To create training calendar and adherence of professional technical & management course(s). We have many demands to place before you in respect of Revision of Pay Structures and Allowances and other HR & welfare policies which are already due. We are working on these issues. We are examining the Pay structures and other benefits existing in the leading power utilities in India like POWERGRID, BHEL, NTPC, NHPC,DVC etc. It is seen that we, the s of WBSEDCL (a leading power utility in India) are the most deprived section of employees in this organisation. Our Pay structures & Allowances and career progression/promotional scheme are no match with the other leading power utilities in India. So, we will place our detailed demand shortly in this matter. But as we are facing acute stagnation problem particularly in the post of Superintending, so as a stop gap demand we would like to address this long burning issue before you for immediate solution of the problem to motivate Senior management level engineers and to uphold their dignity for ensuring a sustainable improvement of performance of the organisation. 2

4 SHORTCOMONG OF THE EXISTING CAREER PROGRESSION SCHEME (CPS) WITH A BACKGROUND OF EARLIER ASSURED PROMOTION SCHEME (APS). We, the Graduate s are the worst sufferer in this organisation. In WBSEB regime also we were the most sufferer section of employees in respect of Pay packages as well as career promotional scheme. We, the s Association, as a whole, had long glorious movement and personal sacrifice to resolve the long pending stagnation issues and career promotional issues. At that time graduate Assistant s were used to stay in the same post for more than 18 years. Few of them were promoted to the Divisional post as per vacancy through an unscientific interview system. Many engineers even had to complete their full length of service in the Divisional post, particularly in the Electrical cadre. With our constant persuasion, agitation, movement and with the intervention of the Government, the then management ultimately adopted an Assured Promotion Scheme(APS) in the year 2001 with the stipulations that an Assistant after completion of total 8(eight) years of continuous service will get promotion to the next higher post i.e. in the post of Divisional. Similarly, an Divisional after completion of total 16(sixteen) years of continuous service from the induction level and 8(eight) years of continuous service in Divisional s post will get promotion to the next higher post i.e. in the post of Superintending. But as the stagnation of engineers were very much acute during implementation stage of that APS and as the major section of engineers in the rank of DE (A) had crossed 18/19 years of services at that time, so they got promoted to the Superintending post after completion of 21(Twenty) years of total service adhering initial condition of fulfilling 3(Three) years locking period as per the prevailing rule of that APS system. Those engineers, now in the senior management level i. e. In the post of Superintending, got suffered at that time by way of not getting Superintending post on the date of implementation of APS. Rather, they got the Superintending post after completion of 21(Twenty) years of service instead of eligibility years of 16(Sixteen) years of service due to bizarre and unscientific conception in that APS Policy. Still those senior management level s are also suffering a lot at present. After formation of WBSEDCL in the year 2007 and subsequent implementation of ROPA, 2009, we observed that the term APS has been replaced by CPS i.e. Career Progression Scheme keeping the eligibility years unaltered for promotion up to the third level i.e. in Superintending post like APS but without addressing the acute stagnation problem of engineers in particular. Situation was worsened due to abolition of intermediate scale of pay and designations like Sr. AE, SR. DE and DY. CE during implementation of ROPA, 2009, unlike other leading power utilities in India like POWERGRID, BHEL, NTPC, NHPC, DVC etc. At that time we, the s Association demanded to modify the CPS with new Pay Band and Grade Pay with new designation in between Superintending post and Additional Chief post. We may also refer to the Promotional policy of s of Govt of West Bengal, implemented in ROPA, 2009, wherein an Superintending after completion of 1(one) year in the his post were allowed to get Pay Band : PB 5 with grade pay of Rs.8700/-. Ultimately, after long persuasion from our side, the then CMD: WBSEDCL & WBSETCL principally agreed for extension of the CPS. But unfortunately, it was observed that only Pay Band: PB-5 with a new formulated grade Pay of RS. 8100/- (which had no reference in the ROPA, 3

5 2009 of WBSEDCL) without any designation was allowed to the class-i employees after completion of total 25(Twenty five) years of continuous service from the induction level, subject to completion of 9(Nine) years of continuous service in the post of Superintending or equivalent level. So, acute stagnation particularly in the ing cadre was going on and it is still continuing. REASONS BEHIND THE DEMAND FOR IMPLEMENTATION OF ASSURED CAREER PROGRESSION SCHEME (ACPS) WITH NEW DESIGNATION WITH EFFECT FROM There is an acute stagnation that exists particularly in the ing cadre in the post of Superintending. 2. Where s are the main backbone of the company s business in power sector, nontechnical officers in HR&A cadre and F&A cadre are getting quicker promotion. The situation as was existing in the erstwhile WBSEB regime is still continuing at the present. 3. At present when s are getting promotion (as per policy, one third of the interviewers only get promotion through interview system) to the post of Additional Chief from the post of Superintending after completion of total 28/29 years of service, on the other hand officers from HR&A cadre and F&A cadre are getting the equivalent rank after completion of 18/19 years of total service. That means non-technical officers are getting the equivalent post of Additional Chief at least 10(Ten) years earlier than the s which is an unfortunate stigma of this glorious organisation lasting for the long time. It is seen from the very beginning that the pivotal role of the ing Service was not given due cognizance while deciding the career progression scheme. 4. Even after the bifurcation of WBSEB in to two companies namely WBSEDCL and WBSETCL, still there exists the glaring disparities between the career value of officers and the non-technical officers which are very much frustrating and demoralizing to the senior management level s. 5. We have worked out our position in the post of Superintending i.e. total length of services, no. of s stagnated in this post and from the table below it can be seen how the acute stagnation is there in the ing cadre : 4

6 POSITION OF STAGNANT ENGINEERS OF WBSEDCL IN THE POST OF SUPERINTENDING ENGINEER WITH LENGTH OF SERVICE UP TO DATE ARE GIVEN BELOW: Sl.No. Year of Joining in WBSEB Number of s Existing Designation Total Length of Service till date (Electrical) 5 Superintending (Electrical) 5 Superintending (Civil) 1 Superintending (Mechanical) 1 Superintending (Electrical) 12 Superintending (Civil ) 1 Superintending (Mechanical) 2 Superintending (Electrical) 29 Superintending (Civil) 7 Superintending (Mechanical) 2 Superintending (Electrical) 9 Superintending (Electrical) 27 Superintending (Civil) 10 Superintending 33 years 32 years 32 years 31 years 30 years 30 years 30 years 29 years 29 years 29 years 28 years 27 years 27 years 5

7 (Electrical) 19 Superintending (Civil) 25 Superintending (Electrical) 1 Superintending (Electrical) 13 Superintending (Civil) 6 Superintending (Electrical) 20 Superintending (Electrical) 32 Superintending (Civil) 3 Superintending (Mechanical) 1 Superintending 26 years 26 years 25 years 21 years 21 years 19 years 17 years 17 years 17 years TOTAL NO. OF ENGINEERS EXISTING IN THE POST OF SUPERINTENDING ENGINEERS AS ON DATE AS PER ABOVE CHART IS 231 NOS. OUT OF WHICH, 219 Nos. ENGINEERS HAVE NOT YET BEEN CALLED FOR APPEARING BEFORE THE INTERVIEW BOARD BY THE MANAGEMENT FOR THE NEXT PROMOTIONAL POST OF ADDITIONAL CHIEF ENGINEER. 6. The above Stagnation of s is due to wrong HR Policy of the organisation as well as thinking of wrong concept while implementing Promotional/Career progression Policy. We have thoroughly examined the HR Policies and promotional policies adopted in other leading power utilities in India like POWERGRID, BHEL, NTPC, DVC, NHPC etc. and the organisation wise pictures showing the Pay Band/Pay Scale, Grade Pay, Designation of s/executives in each Pay Band/Pay Scale and Eligibility years for promotion in each post. Side by side our system of pay structures and promotional criteria including CPS has also been shown. 6

8 EXISTING PAY-STRUCTURE AND PROMOTION/CARRIER PROGRESSION SCHEME FOR ENGINEER/OFFICERS OF WBSEDCL/WBSETCL AS PER ROPA 2009( w.e.f. 1/1/2006) VIDE O.O. No. 89 Dated 16/02/2009 of DIRECTOR (HR):WBSEDCL Sl. No. Pay Band (Rs) Name of Pay Band Grade Pay (Rs) Designation Eligibility for Promotion in years Remarks A PB AE/AM 8(eight) PB DE/Mgr 8(eight) Under CPS PB SE/Sr. Mgr 9(nine) Under CPS PB SE/Sr. Mgr No specific years. As per vacancy interview called for from the common gradation list (without CPS). PB 5 with Grade Pay 8100 but without any new designation has been awarded w.e.f. 1/4/2009 subject to completion of total 25 years of continuous service including 9 years in SE /equiv post PB Addl. CE /AGM PB CE/GM Min. 1(One) yr. & subject to vacancy in the higher post(without CPS) 7

9 EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES (GROUP A) OF Damodar Valley Corporation(DVC) w.e.f. 1/3/2012 Sl. No. Pay Band (Rs) Name of Pay Band Grade Pay (Rs) Designation Eligibility for Promotion in years Remarks AE/GET/AM 4(four) Ex. Engr/ Dy Mgr Sr. Div.Engr/Mgr 6(six) 5(five) SE/Sr. Mgr 4(four) Dy. CE /DGM 2 (two) CE-II/GM 1(one) CE-I/Sr. GM 1(one) (Spl Pay) (Spl Pay) Principal CE /Chief GM Director (Tech) /Director(HR) 1(one) 8

10 EXISTING PAY-STRUCTURE AND CAREER MANAGEMENT POLICY FOR EXECUTIVES OF POWERGRID w.e.f. 01/01/2007 Sl. No. Pay Scale (Rs) Name of Pay Band Grade Designation Eligibility for Promotion in years Remarks E2 AE/ 1(one) E3 Sr 3(three) E4 Dy 3(three) E5 4(four) E6 Chief 4(four) E7 Dy General E7A & E8 Addl General & General E9 Executive Director 9

11 EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES OF NTPC w.e.f. 01/01/2007. Sl. No. Pay Scale (Rs) Name of Pay Band Grade Designation Eligibility for Promotion in years Remarks E1 AE 3(three) E2 Sr AE 1(one) E2A 3(three) E3 Sr. 3(three) E4 Dy. 3(three) E5 4(four) E6 Sr. 4(four) E7 Dy General E7A Addl. General E8 General 4(four) 2(two) 3(three) E9 Executive Director 10

12 EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES OF BHEL w.e.f. YEAR 2009 Sl. No. Pay Scale (Rs) Name of Pay Band Grade Designation Eligibility for Promotion in years Remarks E1 4(four) E2 Sr. 4(four) E3 Dy. 3(Three) E4 4(four) E5 Sr. 3(Three) E6 Dy General E6A Sr. Dy General 3(Three) 1(one) E7 Addl. General E8 General E9 Executive Director 11

13 EXISTING PAY-STRUCTURE AND CARRIER MANAGEMENT POLICY FOR EXECUTIVES OF NHPC w.e.f. 01/01/2007 Sl. No. Pay Scale (Rs) Name of Pay Band Grade Designation Eligibility for Promotion in years Remarks E1 AE E2 TE E3 Asst E4 Dy E E6 Sr E7 Chief E8 General E9 Executive Director --- From the above tables it is seen that there are 8(eight) stages of grade i.e. promotional post from Assistant to Chief or equivalent level post with different Pay Scale/Pay Band in POWERGRID, NHPC & DVC. Similarly there are 9(nine) stages of grade i.e. promotional post from Assistant to Chief or equivalent level post with different Pay Scale/Pay Band in BHEL and 10(Ten) stages of grade i.e. promotional post from Assistant to Chief or equivalent level post with different Pay Scale/Pay Band in NTPC. Whereas in WBSEDCL there are only 5(Five) stages of grade i.e. promotional post from Assistant to Chief or equivalent level post with different Pay Scale/Pay Band. That means, compared to other leading power utilities in India, WBSEDCL are having short of 3(Three) to 5(Five) stages of promotional post which is obviously the main reason for inviting suffocating condition in the total promotional system and has created acute stagnation, particularly in Graduate engineering cadre. 12

14 OUR PROPOSAL : To get rid of this suffocating condition of acute stagnation particularly for the Graduated s of this organisation, We, the West Bengal State Electricity Board s Association proposes the following modification of the present promotional Policy/Career Progression Scheme as a immediate solution of the problem subject to formulation of detailed Time Bound Career Management Policy for the s/executives of this organisation for kind consideration of the management of WBSEDCL/WBSETCL PROPOSED ASSURED CARRIER PROGRESSION SCHEME(ACPS) WITH DESIGNATION & PAY STRUCTURE FOR CLASS-I ENGINEERS Sl. No. Pay Band (Rs) Name of Pay Band Grade Pay (Rs) Designation Eligibility for Promotion in years PB AE 8(eight) Remarks PB DE 05(Five)) Under ACPS PB SE 4(four) Under ACPS PB Dy. Chief 02(Two) Under ACPS PB Sr. Dy. Chief 1 (one) Under ACPS PB Addl. CE 1 (one) Selection post (Spl Pay) PB CE 1 (one) Selection post PB ED Selection post 13

15 Method Of Promotion And Qualifying Marks : For getting promotion of class-i at regular intervals under Assured Career Progression Scheme (ACPS), the following principles shall have to be drawn up: 1. Performance Appraisal Report (PAR): Max. 30 marks (Av. of last three years. For A 10 marks, B-08 marks, C-06 marks, D-0 mark). 2. Qualification : 20 marks (Induction level qualification 20 marks, one level below 10 marks & two levels below 05 marks). 3. Experience i.e. Eligibility Years: 15 marks (Min.) for completion of min. eligibility years. 02(two) marks for extra year of service. 4. Attendance : 15 marks ( Record average 70% attendance during last 03(three) years) 5. Field/Site Experience: 10 marks (Min. 03 years experience in field/site posting for promotion up to the post of SE and Min. 05 years experience in field/site posting for promotion above SE post, except in cases of specialized/expertise to be predefined which are required to meet the organization needs). 6. Suitability Test : 10 marks Qualifying marks for promotion: 60 marks. Selection shall be Seniority cum Merit Basis. Pay protection of Senior Employees than his junior counterpart shall be strictly maintained. Stagnation Promotion: promotion from Sr. Dy. CE level post to Addl.CE post & beyond, candidate who i) Have spent 02(two) years more than the normal eligibility period ii) Have performed well iii) Are not likely to knock on the doors for becoming Chief in future. Pre-retirement Promotion: promotion three months prior to retirement for those who i) Have spent min. 01(one) year more than the normal eligibility period for promotion. ii) Have performed well and deserving for appreciation. 14

16 Existing CPS Proposed Modified ACPS Assistant Assistant 8 Years 8 Years Divisional Divisional 8 Years 5 Years Superintending Superintending 9 Years 4 Years Superintending I.e. without change of designation but with PB-5 Band Pay and Grade Pay of Rs w.e.f Dy Chief i.e. with new designation along withpb-5 Band Pay and Grade Pay of Rs w.e.f Years Senior Dy. Chief i.e. with new designation along withpb-5 Band Pay and Grade Pay of Rs w.e.f Under ASSURED CARRIER PROGRESSION SCHEME(ACPS) With New Designation & Grade Pay. 15

17 It is proposed that under Modified Carrier Progression Scheme (MCPS), a Graduate (Assistant ) being inducted in the Pay band of in PB 4 with Grade Pay of Rs.5400/- shall be entitled to get promotion in the next rank of Divisional after completion of 8(eight) years continuous service and will be allowed in pay band of with Grade Pay of RS. 6600/-. A Divisional, shall be entitled to get promotion in the next rank of Superintending after completion of total 16(sixteen) years of continuous service and will be allowed in the pay band of in PB 4 with Grade Pay of Rs. 7600/-. A Superintending, shall be entitled to get promotion in the next rank of Deputy Chief after completion of total 21(twenty one) years of continuous service and will be allowed in the Pay Band(PB- 5)of with Grade Pay of Rs. 8600/-. A Deputy Chief, shall be entitled to get promotion in the next rank of Senior Deputy Chief after completion of total 25(twenty five) years of continuous service subject to 4(Four) years continuous service in the Deputy Chief level post and will be allowed in the Pay Band(PB- 5)of with Grade Pay of Rs. 8700/-. To give due weightage, it is proposed to allow a special pay of Rs 150/- in the grade pay of Additional Chief in Pay Band(PB) 5 i.e. Rs 8700/- plus Rs. 150/- (Special pay). The date of effect of modified Assured Carrier Progression Scheme for promotion up to and including Superintending level shall be from 1/1/2006 i.e. as per ROPA And the date of effect for promotion under modified Assured Carrier Progression Scheme from Superintending to senior Deputy Chief shall be from 1/6/2009. OTHER BENEFITS TO BE EXTENDED TO THE DY. CHIEF ENGINEER Company vehicle shall be provided to all Deputy Chief on chargeable basis as extended in case of Additional Chief, for official journey to and from residence. Mobile /telephone etc facilities as provided to the Additional Chief s shall be extended to all Deputy Chief s. The same facilities shall also to be extended to all Class-I s. Proper sitting arrangements with all sorts of infrastructural facilities as extended to the Additional Chief s shall also to be provided to all Deputy Chief s. 16

18 CONCLUSION: With the untiring effort of the s in particular and the employees of the organisation, both WBSEDCL & WBSETCL have achieved progressively substantial profit and also trying to provide quality services, which is an unique and excellent example of character and determination in the INDIAN POWER SECTOR. After unbundling of erstwhile WBSEB and enforcement of Electricity Act 2003, WBSEDCL and WBSETCL had formed. M/S PWC was appointed as Consultant for restructuring of the organisation. One of the key consideration in the re-design of the organisation was to encourage performance driven culture & motivation among the employees. But PWC was silent on this issue while recommending their suggestions for restructuring which is very much unfortunate. Though they took many references from the other leading power utilities in India while designing the organisation structure and policies for introduction in our organisation, but astonishingly, was silent regarding Career progress of the Employees of this organisation. However, the s of these organisation took the challenges to cope up with the reform in spite of many odds and rendered their best. For which WBSEDCL has got the 4 th. India Energy Summit Award 2010 and India Tech Excellence Award WBSETCL also got best Transmission System Availability Award with Gold Shield for the year from ministry of Power, Govt. of India and Power Line Award 2012 for Best Performance in Transmission in India. Still s are trying their best to take new challenges in the present complex market in the power business adopting new technologies to give quality power and services to their consumers. We have seen that the present management is also thinking to bring innovative ideas and allowing new technology in the organisation for survival in this present competitive market and is rethinking of some changes in respect of organisation structures, manpower planning and policies to eradicate all existing lacunas in the system as pointed out be WBSEBEA time to time. We also hope that the present management will give due cognizance of our legitimate demand, examining the service condition of the engineers in the other similar organisation and will definitely resolve our long pending stagnation issues by way of immediate implementation of MODIFIED PROMOTIONAL POLICY AND ASSURED CAREER PROGRESSION SCHEME(ACPS) as proposed by us for assured carrier growth of engineers and maintaining a transparent promotion policy for upholding the dignity of engineers and to get rid of the suffocating condition of acute stagnation of senior level s for sustainable improvement of this organisation which may improve better bonding between s and the organization. (Sanjoy Kr. Bhunia) Hony. Secretary WBSEBEA, Vidyut Bhavan Salt lake City, Kolkata