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Financial year Grp A Grp B Grp C Grp D Industrial
Strength = 7400 50000 200000 46000 3600
2007-08 303 565 2302 392 113
2008-09 749 1505 6042 870 206
2009-10 855 1794 6670 1013 186
2010-11 779 1814 7170 1064 237
2011-12 825 1958 7894 1043 272
2012-13 663 2163 9266 1326 281
2013-14 438 2015 9299 1403 249
2014-15 361 2028 9874 1605 250
Retired 4973 13842 58517 8716 1794
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(boundarySpanner 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.
EXECUTIVE
LEVELEXISTING DESIGNATION NEW DESIGNATION
NEW PAY
SCALAS PER 2ND
PRC
E1 FROM FEEDER CADRE EXECUTIVE 16400-40500
E2 JTO / JAO Manager -I 20600-46500
E3 SDE / AO Manager -II 24900-50500
E4 Sr. SDE / Sr. AO Manager -III 29100-54500
E5 DET /CAO Sr. MANAGER /AGM 32900-58000
E6 DGM DGM 36600-62000
E7 DGM (NFG) Addl. G.M 43200-66000
E8 SAG G.M 62000-80000
E9 HAG CGM 65000-75000
CEO - CEO 70000-100000
DIRECTOR DIRECTOR DIRECTOR 75000-100000
CMD CMD CMD 80000-125000
WITH CLUSTER INTRODUCTION � E1 to E4 CLUSTER A
� E5 CLUSTER B
� E6 and E7 CLUSTER C
� E8 CLUSTER D
� E9 CLUSTER E
Inclusive Career Progression
Cluster-ECluster -DCluster -CCluster -BCluster -A
� Regardless of cadre either Direct Recruited or DOT absorbed Career Progression
−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)
−Performance
Metrics
−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
−
Profit OrientationsCluster Reporting
Promotion Model for E2 to E9SL. 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 marksMinimum Qualifying marks for promotion (Up to E4)= 75 marks
Minimum Qualifying marks for promotion (E5 and above)= 95 marksMinimum Qualifying marks for promotion (E5 and above)= 95 marks
Service Grade
The marks for Service Grade will be as under:
5 Marks in each year subject to maximum 25 marks5 Marks in each year subject to maximum 25 marks
Qualifications MarksQUALIFICATION MARKS
BE/B. Tech.+
MBA/ME/M.TECH(Double Prof.
Degrees)
25
BE/BTech/MBA/MCA/CA/ICWA/CS/
PGDBM(Single Prof Degrees)22
Three-year diploma in respective
branch19
Bsc and equivalent 16
ITI/BA and equivalent 13
12th or below 10
Appraisal Scoring System� To link performance appraisal ratings with the To link performance appraisal ratings with the
promotion policy, the Credit points shall be adopted.promotion policy, the Credit points shall be adopted.
�� All factors in the scale of 1 to 5 with respective weight All factors in the scale of 1 to 5 with respective weight age shown in the table.age shown in the table.
�� Maximum score will be Maximum score will be 100100..
Sr.
No.Factors (E1 to E4) Weight age
(Performance Factors)
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)
1
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
Sr. No. Factors (E5 to E9) Weight age
Performance Factors
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)
2
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
Sample Calculation:� Suppose Employee X got the score in Appraisal as
follows:
Total Calculated score=Weighted X Scale mark
Quantity of output (score):2 X 5=10
Customer Care (Score obtained): 4X 3=12
Quantity of output
1 2 3 4 5Customer care
1 2 3 4 5
The sum total of the factor score given by the Reporting The sum total of the factor score given by the Reporting
Officer will indicate the category that the Reporting Officer will indicate the category that the Reporting
Officer would like to put the Appraise in. The following Officer would like to put the Appraise in. The following
range of scores may be used as a guide for the indicative range of scores may be used as a guide for the indicative
grades of the Reporting Officergrades of the Reporting Officer
� 84 and above O
� 68 to 83 A
� 52 to 67 B
� 20 to 51 C
Sample illustrationPromotion from E2 to E3 the Executive with 10th/12th 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
Executive
Performance based grading based existing CR
1st 2nd 3rd 4th 5th 6th 7th
Year year year year year year year
Qualification
Marks
Length of
Service
(Per Year 5
marks)
Total marks
obtained
Mr X O O O B - - - 10 4 80
Mr Y O O A B - - - 10 4 76.66
Mr Z A A A B C - - 10 5 75
Mrs A O A B C C - - 10 5 75
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%
Appraisal Ratings earned
for the year
Appraisal Ratings earned for
the year Approximate % executives.
Credit points earned
O 10 50 points
A 25 40 Points
B 45-55 30 Points
C 10-20 20 Points
C (non-promo table) - 10 Points
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
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. 01.10.2000
� 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
Performance Edu Qualification Merit/ Achievement Experience
Promotion Job Enlargement Job Rotation
EmployeeLoyalty
Inputs
Outputs
Overs
ight
Manag
em
ent
Revie
w/
Ann
ua
l R
evie
w
Satisfaction Recognition