Retirement of employee Up to

Transcription

1 By AIGETOA

2 Retirement of employee Up to

3 Financial year Grp A Grp B Grp C Grp D Industrial Strength = Retired

4 Suggestions of AIGETOA Introduction of Cluster Reporting system. Transparent Performance Management Regular, Fast Promotion schemes. Inclusive Growth of All executives of BSNL. Introduction of Line of Interactions(boundary Spanner Role) Line of Visibility (Cross Functional) Back Office Support (No Direct Contact with Customer) Intended to improve the Service Gaps in the services of BSNL.

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6 EXECUTIVE LEVEL EXISTING DESIGNATION NEW DESIGNATION NEW PAY SCALAS PER 2 ND PRC E1 FROM FEEDER CADRE EXECUTIVE E2 JTO / JAO Manager -I E3 SDE / AO Manager -II E4 Sr. SDE / Sr. AO Manager -III E5 DET /CAO Sr. MANAGER /AGM E6 DGM DGM E7 DGM (NFG) Addl. G.M E8 SAG G.M E9 HAG CGM CEO - CEO DIRECTOR DIRECTOR DIRECTOR CMD CMD CMD

7 New Designation as per Business Verticals

8 WITH CLUSTER INTRODUCTION E1 to E4 CLUSTER A E5 CLUSTER B E6 and E7 CLUSTER C E8 CLUSTER D E9 CLUSTER E

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10 Inclusive Career Progression Regardless of cadre either Direct Recruited or DOT absorbed Career Progression Cluster Reporting Profit Orientations Cluster -A Cluster -B Cluster -C Cluster -D Cluster-E JTO/SDE/Sr. SDE Normal: Time bound for every as per policy Fast: Perform+ Higher Qualification+ Internal Exams DE Qualification Bar 12 year gap available for the dept executives to upgrade educational qualification like MBA,BE(Part time) DGM/Addl.GM Performance and target achievement metrics and Service quality Controls Consensus from MR GM/PGM Performance and target achievement metrics and Service quality Controls Consensus from MR CGM/ED and Directors Level Performance Metrics

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12 Promotion Model for E2 to E9 SL. No. Factor Maximum Marks i) Performance Appraisal/BBS 50 ii) Service Grade( Experience) 25 iii) Qualifications 25 iv) Interview (E5 and above) 30 Minimum Qualifying marks for promotion (Up to E4)= 75 marks Minimum Qualifying marks for promotion (E5 and above)= 95 marks

13 Service Grade The marks for Service Grade will be as under: 5 Marks in each year subject to maximum 25 marks

14 Qualifications Marks QUALIFICATION BE/B. Tech.+ MBA/ME/M.TECH(Double Prof. Degrees) BE/BTech/MBA/MCA/CA/ICWA/CS/ PGDBM(Single Prof Degrees) Three-year diploma in respective branch MARKS Bsc and equivalent 16 ITI/BA and equivalent th or below

15 Appraisal Scoring System To link performance appraisal ratings with the promotion policy, the Credit points shall be adopted. All factors in the scale of 1 to 5 with respective weight age shown in the table. Maximum score will be 100.

16 Sr. No. Factors (E1 to E4) (Performance Factors) Weight age 1 Quantity of output 2 2 Quality of output 2 3 Job knowledge and skill 2 4 Team spirit and lateral co-ordination 2 5 Discipline 1 6 Development and quality of assessment of Subordinates) (or ability to learn) 7 Cost Control 1 Potential Factors 8 Communication skill 2 9 Problem analysis and decision making 1 10 Customer Care 4 11 Planning and organizing 1 12 Management of human resources 1 1

17 Sr. No. Factors (E5 to E9) Performance Factors Weight age 1 Quantity of output 1 2 Quality of output 1 3 Job knowledge and skill 2 4 Team spirit and lateral co-ordination 2 5 Discipline 1 6 Development and quality of assessment of Subordinates) (or ability to learn) 7 Cost Control 2 Potential Factors 8 Communication skill 1 9 Problem analysis and decision making 2 10 Customer Care 2 11 Planning and organizing 2 12 Management of human resources 2 2

18 Sample Calculation: Suppose Employee X got the score in Appraisal as follows: Quantity of output Customer care Total Calculated score=weighted X Scale mark Quantity of output (score):2 X 5=10 Customer Care (Score obtained): 4X 3=12

19 The sum total of the factor score given by the Reporting Officer will indicate the category that the Reporting Officer would like to put the Appraise in. The following range of scores may be used as a guide for the indicative grades of the Reporting Officer 84 and above O 68 to 83 A 52 to 67 B 20 to 51 C

20 Sample illustration Promotion from E2 to E3 the Executive with 10 th /12 th standard Qualification. Grading pick up best 3 out of 4 to 6 performances and Average is taken e.g (O+A+B)/3= 40 marks, If Bench mark for promotion is decided to be 75 marks all of them get it in four to five years Name of Performance based grading based existing CR Qualification Length of Total Executive 1 st 2nd 3rd 4th 5th 6th 7th Marks Service obtained Year year year year year year year (Per Year 5 marks) Mr X O O O B marks Mr Y O O A B Mr Z A A A B C Mrs A O A B C C

21 The Reporting Officer will differentiate between performance levels of Appraises under him and to the extent possible follow distribution pattern as indicated below, in order of merit(bell Shape Curve) O 10% A 25% B 45-55% C 10-20%

22 Appraisal Ratings earned for the year Appraisal Ratings earned for the year Approximate % executives. Credit points earned O points A Points B Points C Points C (non-promo table) - 10 Points

23 Advantages Inclusive Growth of all Executive (DOT absorbed and BSNL recruited) Four time bound promotion assured for all executive. Reducing reporting system with the help of CLUSTER reporting. Performer having an enormous opportunity to grow, everyone will get the assured promotion after reaching upper cut off. Easy Integration with BSNL existing CR system to quantified the performance of employee Transparent Performance management

24 Advantages continues Promotion Policy force employee to get their own growth with organisation (i.e. Value addition in qualification, Interpersonal skills, soft skills etc.) Time bound Functional promotion to all w.e.f No Financial Implication on BSNL No major functionality change within Cluster No need for the LDCE exams and MT external recruitments No discrimination between DOT absorbed and BSNL recruited in terms of promotion, equal opportunity to growth...many more

25 Inputs Performance Edu Qualification Merit/ Achievement Experience Employee Loyalty Promotion Satisfaction Recognition Job Enlargement Job Rotation Oversight Management Review/ Annual Review Outputs

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